Thread regarding T. Rowe Price Group Inc. layoffs

@1m5 then that’s a yes not a nah

@1bt nah got a slighter higher bonus than last year despite team losing 3 ppl this year

@1bt Yes.

Are people ironically getting more bonuses as there’s less people to share the bonus pool with?

@qp Fake smiles and laughter! Yes, must kiss the ring..or something else! My YE stuff is already known, so maybe that is why I am having a hard time hiding my disgust. I have heard of so many layoffs this year and have talked to those who had to train their less qualified replacements. I have also tried to receive (in vain) the same level of help from the new versions of those teams since Accenture has taken over and they are just awful. And "our leadership" actually sent out emails with links to job hunting and resume writing classes. It is a f**king insult and hard to be happy when you feel like the Thanksgiving turkey that was chosen to be eaten on Thanksgiving day....yeah they still house and feed me, but I know what they plan to do to me first chance they get. Bah Humbug!

@qp fake fake fake. T Rowe needs to get back to its roots. Hard work and honest people.

Remember to put on your best fake smiles at the Christmas parties and until the end of the year. Practice that fake laugh as well.

@dd I wish this was the case for all of T Rowe and it may happen where you are. However what ae says resonates with me. There is a huge imbalance of power between managers and staff to start with. You throw in an unscrupulous manager and a manager’s manager who either doesn’t care or is unwilling to challenge their report, then this enables the behaviour. Also HR are as useless as a broken co---m in a br----l. They will back up management mostly all the time.

@ae the best way to combat this is to put as much data as possible in your self-evaluation. Track your own metrics to show how much work you’ve done. If it very obviously doesn’t jive with your manager’s write-up, you must request revisions or for things to be taken out, and you have every right to. If they refuse, then you tell them you’ll take it to his/her direct report and/or HR. Trust me, they do in fact take that seriously. I’ve been advised to do this by really good and supportive managers I had in the past.

@cx budget for bonuses and pay increases. Makes sense

I do believe there is a budget managers have to work with and it’s a bit like taking from Peter to give to Paul. Manager happens to like Paul more than Peter.

@a4 Checks and balances… purleazzze… those two words and T Rowe Price don’t go together at all

@OP I agree. The key words here are REVIEW and UNETHICAL. This is what happens when there are unethical and vindictive managers that write reviews that are either full of lies and/or highly exaggerated. They try and legitimise this form of bullying and abuse.

@a4 I’ve found the scrutiny to be on the increases, not the decreases. I.e. if a manager is trying to give someone a really good bonus, there’ll be scrutiny. For low/no bonuses and raises, it may be discussed but I think it is usually a case of the boss’s boss just going with it. More bonus and raise potential for everyone else after all. It’s highly political.

@OP There should be multiple checks and balances to prevent this. There is a lot of scrutiny of year end $ payments all the way up the chain.