I am trying to do my best to finish the month of June strong productivity wise. Will leadership look at our first half of the year performance in determining who they keep in the involuntary layoffs? Any insight would be helpful. Thank you.
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We are just a number on a spreadsheet. It’s a cr-p shoot at this point. I’m preparing to lose my job. I’m sure my hard work and excellent reviews will get me nowhere when they decide who goes.
I don't buy any business about performance reviews influencing these layoffs. I'm convinced everyone who's been earmarked as disposable has been and that's that. They'll say anything to justify vanquishing a person's financial stability because it nets them a few saved dollars. They're culling to cull. Even if a strong evaluation was the determining factor, and again I'm not at all convinced it will be or even can be at this point, they'll just invent a different criteria to fire you during the next round of layoffs. Oh, it's to reduce redundancy. Oh, it's influenced by evals. Oh, focus is shifting to AI. Oh, we're consolidating teams. Oh, it's based on seniority. Oh, it's based on geography and who's willing to transition to in-person. Oh, it's a short-term measure. There's no formula, only whims.
I read a comment on another post that a PL was asked to provide an interim performance review in Q1. I have a strong feeling it was related to this process.
@OP leadership is letting AI run the decision making process. Forget you are a person with any good or bad metrics. This is what AI says is how to run more efficient. Obviously keeping those higher paid vps out of the AI