I was relatively new to Dell - 18 months with the company and 15 months in role. I will admit that I didn't have a great first 2 quarters in role, but I found my groove and hit 170% last quarter, averaging >110% over the last 3. My manager and senior manager said there was nothing I could have done differently to change the outcome, just that I got the short end of the stick. I was a TSR 1 and they didn't even let me try for the auto promo to TSR 2. Does anyone have any insight into how the process works? Who has final say? The direct leaders or the ones over their head? I was one of the lowest paid people in the company, so its not like they were saving much by letting me go...
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Last in, first out. Also the decisions were made back in mid June, so regardless of hitting or crushing your target for the first half, the decision was already made.
As stated, you can be a top performer yet if your manager is playing politics and has the opportunity to unload you, then your time is up.
You not going strike it rich at Dell LOL.
@1qna+1og77GXL, there is no automatic promotion. It's more complicated than that.
@1eeo+1og77GXL in my org it was 4 straight quarters averaging over 100% in your first 2 years in role to be eligible for the automatic promotion.
You must be at 90% range of TSR2 and doing the work level of TSR2
@1ktt+1og77GXL There are also cases when the manager provides the name(s) to higher ups when he doesn't want someone on his team anymore. This is when the higher up didn't ask for someone to be laid off. The management uses the layoff train to offload anyone who doesn't align with their EMC politics.
More are being plan
If you keep sitting here looking for a rhyme or reason you’re not going to find it. I was over 200% the last two quarters and had a rolling 4 quarter average close to 187%. Don’t let anyone think it’s about numbers and managers made the decision. They got names from higher ups about a month before and then got an updated list about a week before. You were luck of the draw and it su-ks, but nothing we can do about it.
The senior manager was given numbers, he pushes them down to the managers below him, along with any key strategies that the company might be moving toward. The manager makes the choice of who is staying, based on numbers and whoever he thinks can help him achieve whatever it was the senior manager told him was coming. So, if you don't have a lot of experience, or he doesn't know you well enough...
About all TSRs were let go WW
DCSC is being reduced heavily as overlay
I was laid off. 14 years total. 7 at EMC and 7 at Dell Technologies. I had never missed my number once. Been to presidents club, averaged over 170% every quarter.
My TTC was 360k and I was making 400 ish. They had to pay me a severance of around 160k and now I'm going to work for a direct competitor.
I agree that I don't know how they thought it was a good idea other than they were paying me a high salary and are expecting an inside DCSE working for 100k a year to take over but they forget that my success wasn't just the Dell or EMC name but a lot of my hard work and relationship building. My point isn't to brag but just that there isn't a lot of rhyme or reason other than cutting high salaries out of the books and hoping we go to partners and stay loyal to dell rather than go to competitors and hurt Dell. In this case I fully believe it was a mistake and it will hurt Dell. I know some with the same story and many with different stories. Just don t take it personally. Go out there and find something new ASAP and start hustling.
Been through this most of my career - and the last time was DellEMC (technically my second time at EMC however). Have ALWAYS been over-quota in SE or SA roles, and it comes down to stack ranking in the entire org, then geographically. Being that Im also in the "grey hair" senior roles, they are pretty tight with the documentation, drag a couple sacrifices (younger kids) along as well, adn offer a decent severance package.
Just be smart and have a couple side hustles and NEVER rely solely on a W2 as your only income stream... learn investing and you'll be fine (probably leave before you retire too)
Don't delay, contact all the partners in your area, they may be looking, and they will love your experience.. I was a manager a few years ago and I received a call that the next day I had to lay two people off, not my decision and I had no input. Who knows how and why Dell does these layoffs, there has to be some young sacrificial lambs to counteract the amount of people over 55
@cnk+1og77GXL: Any decision made by "senior" managers are also based on the feedback given by the direct manager. The direct manager positions the employee in good light or bad light. He knows the data the senior manager is using to distinguish. He provides it for or against each employee.
If Senior manager decides, it is based on feedback from direct manager. 100%.
If your manager wanted you gone, he plans and creates supporting data to be given to senior manager.
Everything is orchestrated and ensured so data exists to support HR guidelines.
Your direct manager spent a LOT of time making this happen while keeping it a "secret". If you are smart, you will find a pattern in the events leading to this.
It didnt pop out of a magician's hat one day.
It can be your direct manager, but it could also be the director (or higher up). Seems to be done differently in different orgs. In my org it's above the director making the decision without asking senior mgrs/mgrs.
People hired less than one year before, were laid off after they were told they did great.
It is not about your performance, someone doesnt like you. And that someone is very important in your team. Your mgr volunteers your name. Nobody forces him to choose you.
That should tell you about the culture at Dell.
This is why some companies are preferred by 99% of candidates.