Thread regarding Suncor Energy Inc. layoffs

my director has skated on being a woman with a legacy connection to the company through her father/ mother-in-law x 25yrs.
her fat husband stays at home in Oakville with his finger up his butt claiming he is depressed......she herself mainly works from home.
she is a self-described woke motivator inspire-er or whatever her obfuscating description is..
good old Oakville Easteners educated through the Universal Ontario University system.

• hilarious

They’ll keep doing what they’ve been doing… shaving off benefits/introducing new reduced benefit structures…. and laying off more until it’s down to basically operations, reducing compensation each year for each wave. Shockingly this is legal.

Picking produce at a grocery store, filling up the re-org basket? Given instructions on how many to pick for each team? This sounds about right for round 2, the re-org layoff round. Round 1 may have been different and people may have been targeted a little more. The low-hanging fruit round.

So some key points I’m getting:

1. They were rushed. Originally this was going to be 3 rounds, but it was shortened to 2 rounds.
2. There was a high amount of error.
3. They became discriminatory, A person decided subjective on very few superficial criteria, this has caused elements of Name discrimination, role/position discrimination. This also caused key critical people with critical experience to be lost.
4. No effort at all put in to create diverse teams. Diversity was actually “undone” in many cases making teams far less diverse.
5. I’m getting the impression that directors/GM didn’t necessarily pull the trigger but could fight back for certain people.
6. A strong target was Role/position. Role is in itself an assumption of assignment in society. It doesn’t tell anything at all about total experience or skills. We’ve seen time many times in this company people with lower roles/positions out-skilling those in higher roles/positions. This obviously isn’t always true, because it comes down to the individual. What matters most is experience. Suncor didn’t measure this at all in the lay-off.

On this Christmas Eve, I invite you to reflect back on a recent trip to the grocery store. How much time did you spend selecting which apples to put in your cart? I bet more time was taken choosing a turkey than these clowns did deciding which employees to retain and which ones to discard.

@OP+1q8fgomr describes the organization as three Staff and four Line workers. Bet the overhead costs outpace the productivity in this group.

How about the classic statement from R.Kruger “It’s not WHO you know, it’s WHAT you know”. Yet WHAT is known, skills, and experience was 100% absent from the lay-off parameters. It was 100% WHO.

@6kkv+1q8fgomr … in my opinion the GM / Director protected themselves and their friends. Doesn’t matter that they couldn’t engineer themselves out of a wet paper bag. The can hire Worley for that.

@4kgy+1q8fgomr

“Skills and experience” was 100% not taken into account into any of the lay-offs. Nor was how each person really fits in. It wasn't included as one of the “lay-off parameters”.

So one thing we can say for sure. Is there is somebody making decisions behind everyone’s layoff. There was a human’s decision behind every single one of them. This isn’t something that was done by a computer. Or completely random. In some cases someone might have just been better off flipping a coin. Freddy may have been handing out the lay-off g-ns and pushing quotas for how many bullets are to be fired. But someone has to pull the trigger. My question is, who pulls the trigger? Or the meat cutting analogy, there was so much meat assigned to cut who decides who and where to cut? Is it the Director or HR, or is it just boxes for “roles” created by HR and whoever is left over and doesn’t get assigned into a box in the new org gets let go. I guess if a director is cut then it was up to someone above him. Or was it GM/VP level? I know that level signed and approved the lay-off package after it was decided someone is to be laid off.

Also this may have been done with very few “lay-off parameters”: Name, Role/position, and Cost. Maybe # of years experience. What were the list of parameters? The parameter list was kept very minimal. It’s a reckless way to lay off.

This particular group in R&L that @OP+1q8fgomr describes is now 100% male and (except for one young guy) is pure white !!

The let go smart intelligent women, but keep “models” that were hired because they look nice. But no skills or experience

The number of women I know who were let go is appalling. Senior, hardworking, intelligent women.
There is no diversity

I was a “Specialist” at Suncor. I was designated DTA in my areas of expertise. I was on industry committees. I was terminated in August.

I turned 60 this fall. Too young to retire but too old to be hired full-time. Thanks Rich Kruger for hampering my retirement.

They could have benefited from better cleaner more precise cutting instructions from the top master butcher, Mr. Freddy Krugger, in the realm of meat cutting.

They cut lots of top talent, left lots of deadweights, didn’t trim middle management like they said they would. They also didn’t put any effort at all to consider what each person knows and does, how each person fits in. The process was rushed too quickly. There was no effort put in for team diversity, no effort put in to keep the community of Fort McMurray stronger. - more people will be leaving this town now.

They didn’t have much strategy to cut and focus on the fat. They just made a weak random attempt but cut so much muscle and left most of the fat.

Not a good butchers or meat cutters at all. The whole layoff process just seems like a big failure.