i came to know that though supervisors did not know whom they gonna lay off but a month ago they were asked to identify individual whom they think 1) Exceptional 2) Above average and 3) average \; Supervisors knew the one one who falls under "exceptional" will remain, above average - relocated, if not will be laid off and "average" will be laid off. So the culture of Enbridge has always been to please your boss. There are supervisors who have all the skills you should not have in good leader. Who never appreciate you, crush your confidence and absolutely poke his nose in your business all the time- too detail oriented. never trust you. SO THEY ARE RESPONSIBLE- NO MATTER WHAT THEY SAY. \
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Former employee engagement at Enbridge here, the supervisors are integral in choosing who stays and who leaves. Just because you "like" your boss, doesn't mean they won't kick you to the curb when it's time for a cut.
prior to the merger spectra energy had 5700 employees. Just type it in google
No they didn't.
Prior to the merger Spectra had maybe 5000 or less but enbridge had over 11000.
Full time employee count is down to 11,700 as of the end of Q3. But I agree. Simple truth is that fewer people are needed and there will be winners and losers in that. It will never be perfectly fair, but I would personally prefer first level managers have input in the decision and use performance as the decider.
Supervisors and managers do indirectly help determine who will stay and who will go but so do the employees. The hard truth is that nobody is letting go of a superstar unless the department is going away and there is no place for the superstars skills to be used. If you’re on the list you are a low-mid performer or someone not seen as part of the future. When it’s a tie, it goes to the highest performer. Want to win the tie, get off these forums and start standing out as a high performer. How difficult is to understand that Enbridge doesn’t need 20,000 employees? It does not need 15,000? Two large companies merged and there is a lot of redundancy that must be dealt with. As the company updates its policies and procedures it will need even less of the current workforce.
Everyone is on a "list".
AND that is why you’re retiring as a Manager and not Director or VP.
Yes as a Manager at Enbridge I was asking to complete this task. However as I am also subject to potential layoff and i am only one year away from retirement i just ranked everyonen as exceptional. Let the high ups figure it all out
All else being more or less equal, age and cost to the company are key determinants. They also consider whether your ability to do your job in a way that doesn’t challenge the authority of the current leadership.
More than performance, they look at who is doing similar jobs, their age, and their cost to the company. Guess who stays between a middle age person at the top of their salary bracket and someone in their twenties working the same job at a cheaper rate?
In our department supervisors did not know who would be let go. They were not given a choice who to keep, which resulted in a loss of key talent and great performers. While some performance ranking for employees did take place a while back , it was not done for contractors. Many supervisors did not get a chance to provide any input. T
The original poster made a blanket statement that is not true. I corrected them. If that's all it takes to make me a corporate a$$wipe I think we know where the problem is.
I'm not sure who your source is but that absolutely didn't happen in my department!
If the company decides it's going to lay X number of people off, how would you prefer they choose who stays and who goes? Basing it on performance sounds like a fair way to do it. Trust me, I'm no fan of how Enbridge treats its employees, but this particular claim doesn't sound like a huge outrage to me, even if it is true.
I know my supervisor knew and was involved in selecting who goes and who stays. Unless you are one of the corporate a-- wipes, telling the truth will set you free. There shouldn't a shame in speaking the truth ...and the truth is some supervisors knew and they were involved.
The supervisors provided ranking.
Maybe this happened in the department or business unit you work in but it absolutely did not happen in mine or any I am familar with. Stop sowing seeds of discontent - the supervisors are just as blind as everyone else in this.