How can I know if I am targeted for layoff. Can some of the seniors here explain what are the typical signs to watch out for. I have never been layed off before and would like to understand this whole process and be forewarned.
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Or your manager calls you in for an unscheduled "one on one" and HR will be on the phone.
The typical sign is when your manager calls you to a conference room with an HR rep present. That's the best sign I know of. :-)
"Dell is not laying off anyone we are hiring like crazy do not be ridiculous."
Yeah, hiring young inexperienced warm bodies to replace the experienced and higher salaried senior level employees that have either left before the axe fell or are about to be shown the door so the department can get to their target revenue reduction #. As the saying goes, you get what you pay for and Dell isn't paying for engineering expertise or any other high level of experience, draw your own conclusions on where it all goes from there.
Dell is not laying off anyone we are hiring like crazy do not be ridiculous.
Start looking for a new job! Lol. - that's a good one. Thanks; but I'll just keep the one I got. We're pretty busy.
Have the person in the next cubical take a look at your back and see if their is a target (bulls eye) on it.
Is this dell legacy storage or emc
You are being forewarned right now - start looking for another job
Thanks. All of the below signs are in the group. Layoff confirmed in MRES.
General signs include...
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Frozen reqs.
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Frozen travel.
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No news whatsoever from upper management for a least a month.
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No clear product roadmap.
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No revenue posted for a product team.
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Direct manager attitude change.
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My book release is planned in Dell financial quarter Q1 of next year. I am anticipating my layoff from Dell EMC in Q3 which I have forecasted through my extensive research wherein I have used game theory modelling. I will be starting my layoff life coach training programs in Dell financial quarter Q2 of next year.
Wow when do you plan to release your book.
from an individual perspective there are many psychological and cognitive awareness tools that can be used to assess whether you are target of layoff. It is not possible to explain this vast subject in this forum. I have done extensive research on organizational behavior in lay off situations which I plan to publish in a book.
Few broad tips- you need to understand your broader organizational ecosystem, your product alignment and manager body language. Watch out for key words in meetings. Manager behavior both verbal and nonverbal are important. Many times managers themselves would be insecure and exhibit cognitive dissonance. Watch out for changes in behavioral patterns of managers and higher ups. Don't believe their words. A hostile manager can for example start love bombing you. Or an open minded manager all of a sudden gets into a cocoon. Deviant sociopathic managers may show signs of heightened mood. And so on and so forth..
It all depends on specific contexts. Layoff decisions are driven by financial objectives. For example a group like MRES would be given a target budget to cut. The head of the group has a product roadmap to fulfill to achieve financial targets. Now this big tall boy has to work out using these two vectors. Several other factors like product alignment, under performance, superfluous teams, functional overlaps, salary and experience levels are taken into consideration. The tall boy also would act subjectively when targets have to be identified. He will have his close coterie and groups whom he can protect.
In this particular instance in MRES there are broader themes of traditional Dell versus EMC, x site versus y site, high cost country versus low cost country. The power tilt is weighed in favour of EMC. Tradional Dell folks might get a raw deal unless some big shot in Austin close to L3,L2 and MSD can protect some specific cases.
Cuts in low cost regions would not help achieve the stated financial goals. Again large groups in low cost countries can be targeted as usually their areas of product work are not critical. Senior folks mainly money guzzlers in low cost countries can be targeted.
Once these targets are zeroed in there will be second and third level iterations where the same process of target identification is iterated. All these are kept secret and folks involved would be under strict non disclosure agreements.
The layoff are outsourced to external vendors who are experts in this dirty business. They will arrive on location, provide trainings, faqs and other ammunition to managers through whose help they do the slaughter.