Thread regarding Juniper Networks Inc. layoffs

You've been with one company for 20 years so it seems out of place but realize that almost all companies operate this way. Yes, obviously it wasn't your manager's call but they had to stick to the "performance issues" script because all terminations need to anchor off that. It's the only thing that's defensible against lawsuits and the entire reason for all the time consuming and expensive PIP process to manufacture poor performance from impossible tasks. You should better than to try to get answers from your manager because they have a gag order from legal and HR. Many times managers are not even allowed to deliver the layoff script to you to ensure they don't go off script. Some companies make their managers dial in where they read from a prepared statement then hang up. For most companies even comments in yearly reviews are usually back filled based on predetermined curves from calibration. Someone has to take those quotas and the comments are filled in to justify them after the fact.

After 20 years with this company, I experienced mostly good things (excellent pay, big bonuses, good people to work with), but I was let go back in September for no good reason that my manager was able (or capable) of explaining to me. For instance, we had a weekly "one-on-one" meeting and not once did he bring anything up in an adverse way throughout that entire YEAR, but on September 3rd, he actually said, "after a year - (a YEAR!) - of 'poor performance' " he had to let me go. He couldn't bring up a single specific issue. He was extremely nervous during this PHONE CALL, and though I wanted to know what I could have done to precipitate my lay off, he simply said, "there were some things". It was obvious to me that he was put up to it - I always got along great with this guy and he always gave me huge bonuses, even after I was laid off for 4 months when I surprisingly got a nice bonus in the mail. All I'm trying to say is that this company is not what it appears to be, so beware.

Scramble the measurables. Fail management 101.

Who in their right mind would rollout a new development planning process JCC or a reinvented structured hiring initiative based on what Amazon is doing, especially when the company is getting acquired? Also with DEI, we are hiring not the best fit for Juniper, but the best from an optics perspective to meet certain DEI targets.

These things won't matter when the deal closes and HR folks would've the first to get the kick. Clueless clowns & Incompetence everywhere.

Even the folks in HPE are wary about the potential havoc that our best of the best might cause there. ROFL.

https://www.thelayoff.com/post/@OP+1seWuhPJ

100% agreed. 4 CROs in 5-6 years is not good. Maybe HPE will clean house