Our L3 shared the 2 part guidance he was given in May for making a surplus recommendation. This was delivered to us as tough-love-don't-be-this-guy kind of advice.
You will volunteer through your actions. I will no longer choose who leaves.
@aa if that were true, half of these dinosaur AD’s would be gone.
I'm afraid your L3 lied to you. If you think for one second that total compensation doesn't play into this, you are fooling yourself. Your coward of a director can say whatever he wants, but make no mistake, the coward will still have to make a choice.
We aren't a performance first business any longer. We are a company $140 Billion in debt. High performers cost more. Low performers can be compelled to assume responsibilities of those high performers. When they can't cut it, that's great because that means I can request that work be farmed to an H1B or MSP. Cheaper and someone else's problem.
Further, if I were you, I'd be lodging a COBC complaint because, his little 2 bullet strategy speech just created a very hostile work environment for everyone, not just the 'poor performers'.
Lastly, I will tell you that I've met some of the worst employees you could imagine and they will never be let go. They stink but they are a consistent butt in a chair. They are uneducated, unskilled, and unwilling to bend. Conversely, they are have zero ambition, no opinions, and they take responsibility for other people's ideas and creativity. These people will always be last on the list for surplus because they are just too tough to replace.
Compliance is applied selectively, employees of privilege are exempt from any adverse consequences.
Brutal truth is not performing and being ranked lower?
And hopefully, you will be the first one cut.
Code of Conduct violations are not a grounds for dismissal! Most people that violate the code of conduct are financially rewarded!!!
Southeast team was surveyed for voluntary layoff interest, and some staff stepped forward. Shortly before the deadline, we were told that Legal and HR would make the final determinations using manager-submitted rankings.
@aa , that starts at the TOP!
DEI was still in play.
We were told HR performs a review of rankings submitted by departments. If employees ranked high have regular discrepancies on the presence report, department r will rankings overruled and the employee impacted.
@aa , that should start at the (ultra costly) “top” of the heap & NOT with worker bees making (comparative) chicken feed!
Culling of dead weight.
Somehow they are always free of responsibility, right? "It was not up to me." "The selections were made at (manangement level +2)." Cowards.
The Hunger Games. I saw that
Sounds right. It’s all about rating and ranking.