My manager is great and my senior manager is a decent guy. I know for a fact they would never lay off somebody who didn't deserve it. So the fact that for the last two layoffs we lost people who were among the best performers never made sense. Does anybody know if managers/senior managers have any input regarding people to lay off or is it all decided by somebody who has no idea what we do and instead just looks at our pay and how they can cut the most?
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Three types get layoffed.
- the people that rocked the boat or pi$$'ed off the wrong VP.
- true outter L employees
- then managers typically decide the rest based on what employees they can most easily replace. (If you want to get laid off, don't be tagged as a SPF.)
Then there is some wheeling and dealing, often done by the directors.
HR demands a gaussian distribution in the age of those laid off, so those most in danger are younger people in each band. You need someone young to lay off someone older. And younger people are typically not considered critical.
What I heard... At VP level or 1 step above, maybe below... A list is generated, with HW ID numbers and yearly salary.... No names or last names, no indication of years of service, etc... HR dictates % reduction from that list of HW IDs and salary. That is how it was done during COVID times.... You make the most in your group, you will be selected.... Generally % reduction is dictated across the board.... Sometimes they do go after "trendy" departments... AME (if you remember), Flawless Launch + APQP (when it was stand alone)...
People who are good performers and workers are laid off. Seen it throughout my career at Honeywell. A person may be disliked by their manager or the manager's boss. Sometimes the manager has input, but most often they're "told" who to exit. Decisions are frequently made at the VP or Sr Director level.
Over 45? Start packing.
I had to layoff 4 people thus far in my career. They were usually average performers never top performers. However I was a director and I never ever had input. The names were always given to me. And under Roof Top consolidation a few years back you could have a team if all true 1-blocks best of the best and if they wouldn’t move or were in the wrong location they were laid off. After all you need to hit your targets even if you lose your top talent. I immediately started interviewing to move to business with local presence since I am close to retirement. 3-4 years and I’m out of this place!!!
pick me pick me pick me pick me pick me pick me ......
How do I get on the list? I stopped doing any real work years ago. I am following the Office Space model. I'm talking to the Bob's now........
@1rtc+1uqL0o7o You must have been working in legacy AME ISC under MGMT in Charlotte/Fort Mill. The worst rats all are from there.
I left to work at dry cleaner. Better benefits and I get free fried chicken.
I started 2 years ago and hate this place. I hope they lay me off. I cant live on my pay and benefits. Just bad.
@1hxj+1uqL0o7o Concur. This is a legitimate and accurate post.
I will warn you, we had a Senior Manager/ Director who played Mr nice guy, said all the right things about putting us first and shielding us from leadership.....we believed him and put trust in him.
Turns out he was a complete snake, we discovered he was scheming in the background and outright lying to us on a regular basis. He hid individual achievements of the team from leadership and claimed them as his own and when the chips were down he threw great people under the bus to mask his own failures. It was NEVER about what was best for us or the business with him, just yet another sociopathic liar. Honeywell is full of them.
9 block updates required by 11/1. Thats all you need to know. Start kissing ru-p and showing up on-time.
It's almost RIFMAS kiddies. The real big day is to get people out of the organization before 401K qualification day in December.
My understanding is that departments will be given an amount of money they must cut from the budget and/or number of heads. If there are any individuals in the outer L block then they would be candidates. It is possible that the local director would ask managers if they knew of any individual who would welcome redundancy and put forward names. Otherwise a list of names is given to managers of who is at risk. The manager then has to put some contrived case together to show why specific individuals were selected. It is not uncommon for those with high expertise and experience to be chosen since these individuals are generally on higher salaries. In my experience HW does not like its elder employees. No matter how good your career or how hard you have worked, your no more than a number to HW.
O.P. Please read thru your post. Take a while to digest your contradicting statements.
Sometimes there are under the table agreements between managers and employees if the person is looking to get laid off to get a severance, like they already have another offer or are ready to retire.
I have never been through a layoff as a manager where I had no input.
directors sometimes have little to no input to the lists that get generated let alone managers. (obv if a site is being culled then there's usually little scope to save decent folk)
very little. hr makes the lists. only way they can skirt all the targetting and protected class laws. one way to get a ticket for sure is be in the outer L in a recent review