There was a hush hush layoff this summer in IT but I only know about 10 people but hearing it was a lot more. Anyone have any clue? Also hearing the BIG layoff where we might have to reapply for our jobs is coming in next month or two tops. ???
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What departments????
If you are near retirement age there’s a target on your back. If you are over 40 be on alert. Anyone with 30+ years of service really needs a back up plan. They usually lay off one for one meaning one senior person to one young person to show they aren’t discriminating on age. As we loose more through attrition, more will be replaced off shore and in AZ where there’s a tax benefit. Soon, employees will be required to go back in to the office in AZ for better staff control. If you can’t go in to the office or don’t want to, it will be bye bye. They have a 3 prong approach to this next merry go round of layoffs. Natural attrition, offshore / vendor more departments and come back to office or get laid off. Pop the popcorn here we go.
I can already feel the change in my CSL’s attitude. The only transparency is how she’s treating certain people, calling them out on jobs well done in team chats and huddles. And hyping them up. And the shift of work as people leave. I’ve seen this game quite a few times. It’s easy to spot the signals.
Scottsdale just got a boatload of new hires
We keep hearing in our area of Claims that there are impacts coming and a big re-org planned and that September-October is the timeframe for this to happen but unknown exactly what areas and how many. A lot of concern and worry about it though.
Inconsistent and below which is what I suspect with confidence occurred. As companies look to shed cost…..when leaders get pressed hard to first assess talent, get pulled into heavy calibrations on ratings and heavily guided into a relative ranking and then must do documented checkpoints, is an early indicator…Note to all….inconsistent or below is not good and with reason if properly assessed…. just keeping it real!!!!! Decision progression typically goes to inconsistent and below, redundancy of believed role and function, then business role elimination, then cannot afford. New hires within a year are typically protected. I feel deeply for those worried and encourage you to seek transparency from your direct and senior line leaders. A healthy leadership culture models this! The framework and progression isn’t the issue, its how effective senior and middle leaders mitigated the need can effectively engage in convo’s. This board and others can rate that…..