Are you working remote ? Get ready for your package
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Who pulls the trigger on that, the manager, GVP, or someone above?
from what I heard VP picks names to lay off. your supervisor below VP might give input, but it's VP decision on names.
Hey, I just got let go on the sales side for "performance" which is a crock as others on the team stayed.
Who pulls the trigger on that, the manager, GVP, or someone above?
Google just dump hundreds, next?
https://www.semafor.com/article/09/13/2023/google-lays-off-hundreds-on-recruiting-team?utm_medium=auto.techbriefing.us.thu.rd.20230914&utm_source=email&utm_content=article&utm_campaign=email-2022
Office closure? Where?
Once the office closure is complete, there are several steps oc can take to support local employees during the transition:
- Provide support during the closure: Offer assistance to employees as they navigate the process of transitioning out of the office. This may include providing clear communication about timelines, expectations, and procedures, as well as addressing any concerns or questions they may have.
- Facilitate career transition services: Consider offering career transition services, such as resume writing workshops, interview skill development, or access to job search resources. You can also connect employees with local employment agencies or provide networking opportunities to help them find new job opportunities.
- Explore alternative employment options: oc consider offering alternative employment opportunities to affected employees wherever possible. This could involve transferring them to another location or exploring remote work possibilities if feasible.
- Provide severance packages or benefits: Evaluate if a severance package or additional benefits are appropriate for affected employees. These packages can help ease the financial burden during the job search and post-employment period.
- Offer employment referrals or recommendations: If possible and appropriate, provide letters of recommendation or employment referrals to assist employees in securing their next job. This can be especially valuable for those who have made significant contributions to oc.
- Maintain open communication channels: Keep lines of communication open with affected employees even after the office closure. Offer them an opportunity to ask questions or seek further guidance as they navigate their next steps. This can help foster a positive relationship and demonstrate continued support.
Remember that supporting employees during a time of change can have long-lasting positive effects on their morale, loyalty, and perception of oc. Prioritize empathy, transparency, and open communication to ensure employees feel valued and supported throughout the transition process.
they're not letting remote people go unless the business is dead. plain and simple. when I was at Oracle I never really worried about being laid off. I would've loved it. hahahaha. not worth worrying about. if you actually work in tech and have good skills, you will be able to find a new job. if you're a person who calls yourself high and mighty and you're doing data entry for 20 years, that's on you.
My IC5 position is remote from the start, marked as such in the system. Same for my boss M5. I highly doubt we'll be axed just because we are remote, it makes no sense, they pay us less and there is no local office to fill for real estate schemes.
@1ckw+1otklIbw, Safra and her magic spreadsheet accepts the challenge.
doubtful. remote is like 90% of O. whole company be gone. hahahhahahaha. sorry. just dont see it.
First we gonna rock, then we gonna roll
Then we let it pop, go, let it go (what)
X gon' give it to ya (uh), he gon' give it to ya
X gon' give it to ya, he gon' give it to ya
First we gonna rock, then we gonna roll
Then we let it pop, go, let it go
X gon' give it to ya (uh), he gon' give it to ya
X gon' give it to ya (uh), he gon' give it to ya
X Gon' Give It To Ya