The better job you do, the faster you’re out the door? With special “consideration” for anyone 50+? Probably the usual cr-p. Makes you wonder why we even bother.
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I feel very sorry for people being let go. I really wish the best for them ( me too if im on that list)
I’m not suggesting age discrimination doesn’t exist, but consider the further along in your career in years you are the more likely you are to be maxed out on your “potential” as your age advances.
Not everyone is going to be a director or sr director or a VP or an SVP. But it’s way more likely an associate becomes a manager or a sr manager. They’re not maxed out on their potential yet, and those employees statistically are just more likely to be younger. And the ones that are maxed out on their promotability are statistically more likely to be older.
It would be pretty stupid for a company to scorch its entire talent pipeline in a layoff to spare older workers… so yeah, large layoffs tend to impact older workers.
@OP the company has been very L6 heavy since they flattened the pay grades in 2015. L6/L7 will likely be the most effected the and they will sprinkle a few L4/L5s in so they don’t get sued for age discrimination. Anyone over age 40 will get a list of the role, level and department of everyone affected (no names).
@ds FYI most of the US workforce is between 35-45, so logically those ages stand the best chance of being retained.
I don’t think age will be the determining factor at all unless it’s an exec close to retirement.
If you are over 40 (and dare I say over 50), you will be eliminated first but they will find a work-around to ensure you don't sue them: 1) give you severance with a condition/terms of agreement you forfeit any claims of discrimination 2) save themselves money by placing you on a PIP (even though you work your a$$ off for the company) as a "cover your a$$ strategy" that your dismissal wasn't discrimination but "performance-related".
Just remember that you have 21 days to consider the agreement before signing (in case you want to negotiate). And 7 days to revoke your acceptance of said agreement.
It will strictly be about cost savings. No one cares how hard you work.
Working hard has never mattered in large corporate lay offs. If you underperform they just document it and fire you. Lay offs are based on cost savings and not merit.