I found this site because I was looking for news stories or leaks on upcoming Dell decisions, some of which I already know of. Read quite a few of the posts and replies, laughable or just a weird sadness. I felt some sort of obligation to post what I know, which I'm sure someone will rip apart for whatever reason.
Yes I am a manager in North America. Yes there are going to be cuts but not in the traditional manner. On January 17 we had to update the Know Your Talent listings in Workday. This is where we "scale" our team, listing them as one of five categories low to high. Scaling concern, solid scaling, scale within level, pro in place, and upwardly scalable. This is a yearly exercise but we were called upon to perform this a little earlier than usual. Reason being is that the managers' Directors were to use these scalings with any PIPs, Coaching Plans, and general Workday conversations to put together a list of low performers only. There is a desired bell curve for ranking high to low because like it or not teams are stack ranked, but not all managers have low performers.
Why this is important? My Director was called upon to submit a manually created list for our individual HR rep to review, and ultimately balance the cost reduction as best as possible.has about Again, it is a cost reduction, not a headcount reduction. There are multiple managers that report to my director with their teams all performing the same work. The team with older high salaried employees is not losing a soul, but another team is losing 3 of their mid-level salary people that are considered low performers. There is another team that works a niche of Dell that has folks in a very wide salary range. This group is also only losing a few but again, low performers that are officially listed as a scaling concern.
So whats the plan? Because it is cost and not headcount CCO related, decisions are being made at the Director level. There is a larger pool of low performers that can be considered for reduction. Decisions were made and finalized on January 27. Beginning February 6 and then over the course of the rest of the month or so, people will be told in waves that they are no longer needed. In discussions with my peers, we think the waves of notifications is a public relations move in hopes of not decreasing the strength of our brand, again this is opinion but the waves are confirmed. A different discussion with my Director, he believes this is an overall positive financial move because it will salvage and better the pending ACR and IBP, This could create positive reinforcement of value to the rest of our workforce.
In ISG we stand to lose about 5%. I've heard that some inside sales people and certain territories of field service stand to lose low performers at about 10-20%. I think for everyone but know definitively for the loss on my peer's team that the parachute is 2 months plus 1 week per year of service.