How is it decided who gets cut and who stays? I'm really interested in the entire process, considering that our best people are getting cut and some of the worst who barely do any work (or know how to) are still here?
How do you make these decisions? Seriously? There is something very wrong with the entire process...
It is called "being nothing more than a number to the corporations bottom line" or aka: a "stock market loss" also known as "Right sizing". No worries, AI will be assuming the "expert" role from here and everybody left will have their own expert to work with every day, for the rest of your working career.
It is nothing more than a financial play to keep the almighty death star turning for another year.
I would like to know why we have now stooped to laying off our frontline employees responsible for the coaching and development of reps that have the responsibility of handling our customer inquiries as well as closing sales. Why are we now managing teams of twenty five people but we have sr directors and directors galore with direct reports “on paper” trying to justify their positions? Cutting just three or four directors could have saved 12+ supervisor jobs. Who is approving these cuts? Has anyone looked at the consumer organization’s leadership hesdcount? Someone needs to step in before the entire Consumer organization crumbles.
I’m sure the cuts come to all those who are not kissing the L3 executives a-- in Broomfield. All jobs are going offshore to India and contractors and internships with no clue what is going on. That’s why 911 went down and I’m sure more Centurylink issues will be happening real soon.
I was part of this lay off and I would really like to know the same thing.
It comes from the top down, pull back work from groups targeted, make it look over staffed, issue VSPP then follow with surplus for those titles. Been happening for almost 20 years consistently, look at the bigger picture and you can see it easily.
Good one asking a CTL manager to clarify. 😂😂😂😂😂😂
Whom ever can make an air tight seal on the backside of there manager with there lips gets to stay.
As a long term senior CTL manager...im really not one. I just made that up because that's what seems like is happening. Sorry.
Last May 2018, two successful sales reps were given packages and laid off. Both had years of success. And they kept those who were barely selling anything. And now they are hiring to replace those laid off. Crazy.
Then what is with the job title name changes to "keep" certain people? CPA, EPA etc. They laid off, then rehire in exact job title again? Kinda looks like a weed and seed deal.
And OF COURSE they wants to get rid of the union.
Length of tenure, salary range, bargained position are key criteria areas for RIF. As a long term senior CTL manager we have been tasked to break the union, move bargined employees around, backfill areas with contractors once moved, put in dead end positions to help force attrition. With a 2020 goal to have no union by having membership bargaining power to inflict impact to CTL, strike fine, no contract and backfill with piece work contractors bottom line
Regardless what is officially said, "names" come down from HR. Look who has been getting packages and you can figure it out the criteria. The process is to save the company money and hope short term costs are low. Unfortunately they have done this too many times and now there is very little experience/knowledge left at CTL. Experience like finding a bad network card in less than 30 hours....