Middle management isnt objective. They can be biased by personalities and team dynamics. Just like JP Morgan who they aspire to be, WF upper management is creating an all powerful employee surveillance state. Decisions will be made on data and not on the whim.
You are your employee credit score.
@2joh+1sNJb6Na If you work in Stress Testing watch out. You're graded on how much you're liked & the "productivity" is pulled out of thin air based on how you're liked. Completely biased.
At my last company, HR and their consultants created a grid of job families. They plot out everyone in that role. Anyone who was an outlier for (higher) compensation and (lower) performance were circled and later cut. I don’t think our HR is that sophisticated. The OC +1 are given orders to find redundancies on their teams. On our team, the oc+3 search for headcount and we are asked to conduct a capacity study. Anyone under 100-101% is displaced. (Yes, we had a few who were under 100)
Wells is a joke. We all know it. We just so happened to be stuck here until we find another employment opportunity.
Executives and directors, OC -2 and OC -3 have been neutered. Power has been consolidated to the OC and OC -1.
The people farthest from getting the work done are making firm decisions without any clue of the ramifications.
S—t blows up because of these decisions, they won’t re-evaluate. They are right and everyone else below them sc--wed up.
We have an IT manager running banking and a washed up cheerleader running IT, and a psychopath running operations.
@cvk+1sNJb6Na so being a bootlicker is the most important thing then?
I guess us low-level workers who toil out on the field all day are just dummies who know nothing about how things "really" work. we need someone like you to tell us. you get to work inside the house and get to watch and listen to the master as he goes about his business. the master might even be congenial to you and see you as his little sidekick buddy. you get to see how things "really" work. not like us d-mber than dirt field slaves who toil all day and only know the master's whip.
@uqr+1sNJb6Na All of the above.. until they are the one least liked by their manager. Performance has never been and indicator of who stays/goes. Time to wake up bud
@fkb+1sNJb6Na which managers get to keep who they personally like? The frontline managers? senior managers? senior senior managers?
D-mb. HR has nothing to do with layoffs except ensuring policy is followed and other sh-t is not violated during the layoff process. Managers get a directive from senior managers who get a directive from senior senior managers that they need to cut ppl. Managers will keep who they personally like the most regardless of performance. And they will cut who they like the least until they don’t have to cut anymore. Simple.
The way business "works" is the C-suite sets the company strategy, goals and direction and the underling management implements it. The difference here is that HR is largely being used to hash out the details of the layoffs, not middle management.
How business "works" is that executive leadership set the goals and direction and the underling managers implement it. Instead of relying on middle management to do the dirty work of choosing who to layoff theyre having HR do it. Thats whats different.
The same people that think HR is making these decisions also believe we are going into the office for collaboration.
Not how business works. HR doesn’t drive layoffs or make the decisions. The business does all of that. HR enables the business to execute on THEIR decisions and makes sure they consider policy, laws and regulations when they make their decisions. Stop blaming HR and start asking business leaders about their layoff decisions. HR isn’t telling Scott Powell and Charlie what to do.
The only issue with this is that HR has no idea what anyone does, how valuable they are, etc. Their data is as voluminous as it is useless. For the last two years we've seen countless examples of the wrong people getting termed. The only people that have a clue about your value is the people you actually work with, and HY isn't asking any of them who should / shouldn't be fired.
That said, it's obvious that our overlords wasn't us all gone, so it's really just a matter of sooner vs later regardless of what HR thinks about you.
I’d rather 95% of MM make these decisions than 95% of HR. Relations and policies (many of which they can’t come up with themselves) is what HR does.