I've been through a number of layoff rounds here and the pattern's always the same. Pull the salary report. Highlight everyone above a certain number. That's the core group. Then grab a few lower paid people from different teams so the demographics look balanced. It's not about performance. It's never been about performance.
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@1sr so when's the next round if your a "manager" that had no say.
People manager here who was told two months ago one of my direct reports was being laid off. I had no say in the matter, didn't even know it was under consideration until I was told it was already decided and happening in a couple days.
This person had just switched managers over to me, their previous manager was the one who did their annual review. That manager ranked them a "needs improvement", and turns out that's the death sentence around here. That's why they included in a small round of layoffs.
Really fu---d up situation -- they were due back from FMLA leave after their father had unexpectedly passed. Was coming back on a Monday, but got laid off the Friday before.
Usually, value-proposition is the prime consideration.
No. Most teams are under 12 people. When a manager is told to cut 5% or 10% it’s 1 person. That person is always the one the manager doesn’t get along with.
Stop trolling. Put together many lists and never does it start with drawing a line to capture all the high earners.