If anyone is or was a manager and a RA comes in for a specific employee if they disagree with it for example the affected employee is a top performer can he recommend a lower performer or is the die cast and therefore the manager is powerless
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Yes only way to "escape" RA list is by leaving the entire Department before RA's are implemented. You have to look for the Red Flags and make your exit plan immediately. As soon as you see core people being let go, run for the hills and make it quick!
I have seen the manager swap as a good way to solve the high performing employee problem. Either employees are selected from multiple teams and placed under a new manager for a “new mission” or the manager is simply swapped out.
I have seen a manager bat for an employee against the wishes of his boss and a few other managers. The employee survived that round but the manager was let go. This round the employee was finally let go.
Next steps are more divestitures yet again...dump entire products before the valuation crashes even more. You know the ones....where they already started exterminating some of the core teams long before this big RA.
Yes they must really love you to get removed from RA list like you personally helped manager make their quota. RA lists based on
1) Markets they do not like (consolidate/replace the whole market)
2) Oldest employees
3) Highest salaries (similar to above)
4) Departments they do not like
5) American workers whom can be replaced in India or with endless pool of Entry-Level hires with no experience.
The decision is made way above the level of the 1st line.
There is a process for getting someone off the list BUT it is arduous AND it requires that someone else replaces them on the list.
They can't really tell you why or how we got RA. But rest assured it was headcount reduction and they find way to make you low performer even if you are not.
So do the RA’s are basically from 2nd and 3rd lines ?
I want to ask my First line how this happened
It depends -- there are 3 scenarios, from easier to harder to change people on the RA list: (1) The Manager's target is a specific NUMBER OF PEOPLE, then they can swap out people. (2) The Manager's target is a MONETARY (specific dollar amount), the Manager has to make the hard trade off between RAing a few higher paid people or alot of lower paid people. If the Manager RAs too many people, the department may not function after the RA -- and the Manager will be blamed for executing the RA badly; which puts them at risk. High performers are usually sparred and their workload increases.
(3) The Manager's target is a BAND LEVEL, this is the hardest scenario since they can only choose from those people in the designated band for the RA. (4) Once HR AND LEGAL APPROVE THE LIST that your Upline Manager submitted, it is essentially a done deal. Unless there is a Client situation that requires your unique skills or you can find an opening in another unit that is hiring.
The manger has been barking in recent months that I will be next on the chopping block, since, I am a highly paid top performer. It was either his useless as*** or mine, he preferred to hurt the many, I spent years mentoring for his own benefit. He is a racist useless PoS. That is IBM is a nutshell.
To a certain extent yes if the selection is intended to be a reduction of head count. Manager will need to make a case to select the low performer against others in similar roles.