Thread regarding Enbridge Inc. layoffs

This was already in Greg’s email. He stated that Directors would be involved only where needed otherwise it was the VPs making the decisions. Reread the email and FAQ

Hate to tell everyone the truth.

Your supervisor and/or management (unless your management is "really" senior, senior executive, and the executive hand-picks to save someone) have 0 (yes, absolutely 0) influences in this mass layoff. Also your performance ranking is also only a tier-breaker at most.

Think about it, if your management has influences and your performance ranking has any influences, lots of fights (e.g. my engineer is better than yours or well John's performance is lower, but his job is more difficult than Casey) - based on, arguably subjective factors - will happen, and it will take Enbridge years to identify the 650 people, including dealing with potential legal disputes.

No matter how much you don't like about layoffs, etc...mature (or su-k it up) and move on.

2023 performance reviews have been submitted by people leaders in December. HR can probably pull the ratings from the database. People leaders may not need to be contacted.

I am a supervisor of a large team that includes union and non union employees - I have not been contacted about the performance of any of my team, nor was I given a heads up about Greg’s email or cuts. We found out when everyone else did. It was all just speculation due to the emails that had already been sent out. I promise not all of your people leaders are out to get you. My head is on the chopping block as well but if I am given the opportunity, I will fight tooth and nail for my team.

Well that's the issue!!! Ending someone's career over simply not seeing eye-to-eye with a superior is what worries me! Legal counsel is definitely a must for anyone getting the tap on the shoulder.

We all know these layoffs and firings won’t be based on merit. It will be how much your leader or director likes you.

Ah yes... seniority. The worst possible decision in terms of organizational effectiveness - utterly untethered to either performance or value of role. Perfect for a race to a sub-par org.

It should go by seniority if union workers are impacted.

It will be business needs first
a.) Does Enbridge still need this role/team ? If not, employee performance means nothing, the role/team is/will be gone

Next is Pay/Performance ratio
a.) Yes, you are higher performing (30% better than the next employee), but if your compensation is way higher (80% higher than the next employee), who do you think Enbridge will keep.......besides, the one making the decision (high level executives, accountants and HR) may not view your performance as high as you (or even your supervisor) think......

You would hope that, but you would be disappointed.

When doing a large number of layoffs, the first line of leadership is generally not consulted. Often, they are informed - and not before the event. I was a supervisor during the first large round. I learned which of my staff members were impacted an hour after they were released.

The problem is that we can always "justify" keeping each individual. But if the org intends to release hundreds of positions, you just can't do a case analysis for every one. So you make large, dispassionate decisions, and you expect that the remaining organization will flex and deal with it. And generally they do.

I would hope it would be performance based. And also getting input from supervisors and management.
The persons leader should be able to have a say if they are having to choose. Avoiding losing and valuable employee.