Looking forward to the new TTS HR program called Best Severance Ever
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India=Fail. How long will it take before leadership understands this.
Saw him with his admin on campus last week, going up the elevator in TPS. Maybe just a short visit for now?
Okay, it's been a while since I saw any real/useful information on this site. So, I will share what I know. Mike is known as being extremely "metrics" driven. I take this to mean he is very focused on P&L (much like Brian). This tends to be leaders who are very focused on adding shareholder value and less focused on personal relationships and team members. I'm not saying this is a good or bad thing, just a different approach than we have been used to (and though it's been taken to the extreme lately, we did need it at some level/degree).
So, the number or metrics. We are roughly a $70 Billion company, and we spend around $900 million to $100 million TTS on talent/TMs. Mike's old company, Tesco, was almost a $100 Billion company, and their technology talent spend was only $500 million. According to the metrics, some people need to go, and it most likely won't be the technical talent. Take this information as you will, and I can't guarantee what Mike's approach will be. But I do know that he is a HUGE proponent of India, and I think we will see a very opposite approach from where Bob was taking us (bringing teams closer and onshore) to cutting costs in US and sending far more work back to India and growing that team.
He will start in June, though he was here this week meeting with his DR team.
OK - and then there will be more layoffs (no sarcasm)
I will share a more productive answer to your question: I heard that he will start in the May/June timeframe.
There will likely be rounds of layoffs in IT once he gets here so he can show Brian that he is a "team player" and fits in with upper management. Gee....can't wait (sarcasm)