I’m a former manager in the market and this is usually how ICs are selected. It’s mainly based on bonus and performance review on Workday. Top performers with a 120% bonus or above are generally safe, while those below 80% are usually in trouble.
Most ICs fall around the 100% bonus range, and that’s where the ranking list plays a big role. For managers, it’s a different story, they tend to look at who has lower OPEX, and age becomes a bigger factor for both ICs and managers.
I thought OPEX was the main driver? It looks like in my area they basically let go of technicians and kept all the SR technicians.
I agree, the low-hanging fruit, and OPEX reduction is the dominant driver. The problem is the low hanging fruit was picked the last couple rounds of layoffs.
Knowing the intelligence of some in the executive ranks of this company, they probably chose eenie meeny miny mo.
We didn't have our bonuses discussion for year 2025 as it usually happens in Feb so which bonuses they will go by?
The performance bonus is one thing where manager should have an open discussion with IC and then give the %.
I always get 100%+ in my TMO life until an incompetent manager was thrown to our team who doesn’t understand anything the group does. First thing he gave me a 80% because he has some his favorite employees. This year I got back 100%.
Should it affect the decision if they consider bonus as a critera? To be honest, this manager should not be employed by any company! But, in reality they will su-k up the corporate ladder of new TMO.
Volunteers first
If people are below 80% that's likely a manager issue. Yes, in the end it's up to the IC, however, it shouldn't get to that point. A good manager will work with their employee(s) so that doesn't happen.
If you have termination guilt, just chuckle!
If you have survivors guilt, go ahead and channel it to find leads for your impacted colleagues. Not just half hearted post in LinkedIn. Call your connections and be useful.
Retiring early is a good option if you're financially able!!
Luck for me is those walking papers. Oops, already have another position lined up anyway. Ha
Most folks say the phrase "good luck to those affected" with an intention to ease the minds of those let go. Thank you for that, in advance. But the Company and those that remain need more luck, as they have more significant issues to deal with and resolve. Currently, we have many employees doing little work, managing contractors who do the tedious work. Those that remain after the layoffs are going to have to become "scrappy" again, and that's where the company needs some luck. Hopefully they can identify and lay off the lazy engineers (those who talk a lot but do little work), keep the scrappy employees, and get rid of all contractors. But unfortunately, performance reviews can be skewed to rank your lazy buddy higher than more competent engineers. So, good luck to those let go. Don't let this stop you from excelling. But to the company, more luck to you.
I’ve never heard of managers being involved in these decisions. They are usually reserved for Director+ and HR teams.
Age is not a factor because that would be illegal. The list gets scrubbed for age discrimination, even accidentally.
@OP This is the most sensible post I have seen on this page so far. Best wishes to everyone those who make it should be grateful, and those who are impacted, I sincerely wish them the very best in the next phase of their lives. Everything happens for a reason, and sometimes it makes sense only later.
I agree this is how the previous rounds have gone, but what appears to be driving this particular "adjustment" is meeting the $1.8bn OPEX reduction Srini has mandated.
By now, most teams have trimmed their low-hanging fruit, and OPEX reduction appears to be the dominant driver.
That doesn't mean performance, role, specialization, skillset, and social networking with leadership aren't factors, but I suspect these items will mostly be tiebreakers behind how expensive a given worker is to employ.