Has anyone asked their manager to be voluntarily laid off and did you receive a severance package?
16 replies (most recent on top)
Volunteered for layoffs and told I will not get a payrise and my bonus is reduced by 10%. Dont know if this is legal or not but desperate to leave Dell ASAP. Based in Cork
Another bullsh*t situation. Here’s the facts. At calibration the middle manager will look at their team and rank them 1 -> x. Managers decide on the order of meritocracy where the $’s go for bonus, pay increases etc.
The manager has a monetary $ target assigned to them in Workday and they can adjust pay awards or bonus awards for performance as long as they stay ‘in budget’. If your comp benefit ratio is over 100%, particularly if it’s around 120% then the HR system will not allow a manager to input a pay increase for that team member.
Managers do their best to juggle minor %’s around the team to be as fair and as equitable as possible. Then they submit their teams awards data in workday.
2 months later when the awards letters are sent out most managers will only then find out then that someone ELSE, not generally the director, most likely the VP or SVP has taken the manager allocated $numbers inputted for their team, and have adjusted the managers budget down, and used your award budget money somewhere else across their wider team. You don’t even get told this is happening. The budget award deductions is only visible when the pay award letters are released. It’s sickening.
VPs and SVPs making judgement calls about people they don’t even know. Managers get the blame for no promotions and smaller EOY awards than they actually gave during calibration.
It’s no wonder managers lose their motivation in this company. What’s the f*cking point of being a manager??? And you can’t tell anyone this has happened and the middle manager is the one left trying to make up reasons to tell the team members why the pay/bonus is not what we thought it would be.
Stop talking sh*t about middle managers and keep your ire and anger for the VP / SVP levels.
"General allocation is 3 - 5% depending on the year."
Doubtful. A lot of people went a year or two without any adjustment. I don't think its auto 3-5%. Some years incr3eases were not even there. We are talkign about Dell here.
General allocation is 3 - 5% depending on the year. Each employee gets the same % then the manager adjusts up or down. Looks like in your case it was down :-) If you're a I9/I10 then maybe they took 2% from you and spread that money across some of the lower I6/I7.
ya, cause a 1% raise makes a huge difference
Always care about the money and bonus. Even if you are walking out the door tomorrow. Every $ you leave your current position with can help you in your future salary discussions.
I think it is good advice. Let's face it, if you say that your manager, you are looking to go and probably could care less about bonus and pay raise....you are saying you want out.
"may think this is good advice"
it is stupid advice. self-serving to the lazy and useless management class.
why dosnt dell offer company wide VSP like in the past?
They wont cause there would be a stampede out the door. They know it.
"I would phrase it to my manager as If as a manager, you're in a situation where you have to let someone go, I would not be upset if you choose me....or something like that"
You may think this is good advice but it can backfire, especially around raise/promotion/bonus time.
As a manager, if you tell me that you want out, I won't feel bad when I take the $ allocated to your bucket or lower your bonus% amount. Money is tight when it comes to raises, I get a pool of $ to spread out across all of the Team. The less I give you the more I can give others. Or give surplus back to my SVP and get a pat on the back.
Don't "help" managers or directors. Most of them are part of the problem and defunct system.
You help yourself first and foremost.
Quite quit like most are already doing.
It's a finger to dell and it's executive class.
I did. Managers and Directors are being constantly asked to cut people, thus you are helping them.
So if you are over 50, I9 or above or competent at your job then there is a good chance if you ask you will be included in an upcoming round of layoffs.
I would phrase it to my manager as If as a manager, you're in a situation where you have to let someone go, I would not be upset if you choose me....or something like that. You could be making your manager's life easier by saying something like that thus saving him/her from having to choose.
It is possible to arrange this - but not in an official way. If you trust your manager ask him whether you could be considered to be in the next batch of layoffs from your group. The big risk is that you don't know what the severance package will be. Dell might have changed that since the last layoff. I took the risk and got the same package a former colleague had received a short while previously.
I asked for voluntary severance because in my location the severance package is very good. Personally I would quite quit until you get severance. Train up, do the bare minimum to get by without landing in a pup scenario and take the severance when the time comes.
Frankly, as much as I hate it here, I would rather look for a job while employed than to look for a job while unemployed. I have a family to a provide for and bills to pay. Unless you're single with no mortgage, don't do it. Severance will keep you "net positive" for like two or three months. Fake it till you make it... out of Dell.
To quote:
No. Terrible advice unless you know your manager very well/personally.
Never ever show your cards. Never.
You are not there to save anyone nor will your actions make certain anyone's safety.
Quiet quitting is the way. All upside and zero downside.