Who gets to decide who gets laid off and who does not? Does your personal manager get to choose or the HR does the picking by targeting those who are not following RTO? A few of my coworkers got laid off in the past couple months but they did follow RTO guidelines while some of our remote people did not get laid off. It is odd.
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If you make too much for your position. You will be laid off or they will find a way to fire you. Performance won't save you. The manager will find a way to get rid of you. Next year is based on revenue so managers and district will be looking for firing you to get a fat bonus.
My advice if you want to stay. Do not do more and do not perform to high. Performance will ki-l you
Manager of the dept determine who is being picked to be layed off.
You won’t find out until after your severance agreement is signed, but after you sign it (and agree not to sue them) you will find out the age range and gender (I think I remember correctly on gender) of other folks included in your wave of layoffs. MANY of those folks will be 40+. Many. And remember folks of that age are a federally-protected class.
Usual cr-p. Nothing new or creative in the process. HR is just a final filter to act as a safety net from law suits etc but nothing more. HR treats us all equally (read as we are a just a number LOL!). So it’s always been the incompetent folks who failed upwards to middle management. As they say A’s hire A’s but B’s hire C’s except at USB there are no A’s so start at B’s …
Age is definitely a major factor.
Pay grade matters too. If middle management believes you have achieved your highest level, you are a candidate. If they believe that they have over promoted, you are a target if your pay grade is overloaded.
These are not front line manager decisions. Middle management, the useless class are masters at the RIF and Re-org dance. It's kind of all they know. If you wonder why the good are cut, middle management has no idea who the workers being cut are. They are just numbers on a spreadsheet to them.
The older or higher pay you are than your peer, you are a target
Performance matter, but age and pay matters more since they just want to reduce expenses
Departments or business lines come up with a number, and that number gets pushed to managers and middle managers to execute. Sometimes those numbers are dollar amounts sometimes they are FTE count. Generally under performers are let go first and then those who are redundant. Managers also use this process to settle scores with people they don’t like.
As a people manager, I know this is true. Why did someone downvote it?
“The department heads decide who goes. HR does not pick the people.”
HR supports with policies to reduce the likelihood of lawsuits. Upper management selects people they want to lay off.
Performance matters but where you are on the pay scale compared to the rest of your peers matters a whole lot more.
The current trend across many FIs is the selection are performed by "outside analysts" who finds the most expensive employees via benefits, salary, etc. When someone strives to be the highest paid, or top performer, they put a huge target on their back.
The department heads decide who goes. HR does not pick the people.
This past year a lot have been recommendations from the consultants the bank has been hiring.