Now that we are finding out more I’ve learned some people were laid off while some were offered new roles. How is this actually decided?
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How can Nike lay so many people off knowing that the have hired ETW to replace them. How can this be legal?
There are some WHQ based departments were 75% of the LT are mostly located several hundred or thousands of miles away. How does anyone believe that they are fully effective or that their teams are?
@gqk+1pZN8NQd. That was the rule for a minute but I think it’s gone to the wayside.
@gqk: That rule never applied if there was a reorg. Also - Nike has quietly mandated to not enforce DEI policies or goals. They no longer require diverse representation on interview panels for example, TA was basically told “we’re done riding the DEI wave”. I’ve been here 10 years and am actively looking to get out - this brand has truly gone down hill.
@tbl So some people go because they aren’t well liked and others who are well liked go to balance the numbers?
Decided by favoritism and trying to avoid lawsuits.
@osb+1pZN8NQd This is EXACTLY what happens. AND, leaders get to eliminate people who they feel challenged them or they just don't like. "Who is above the line? Who is below the line?"
Then the trading begins. Skills, CFE reviews, what Sr leaders think, what Sr leaders want, who wants whom, and they try to keep gender ratio balanced. They mostly fail at keeping age ratio balanced and those over 40 are out the door.
It's chaos and spread out for a reason: Makes it harder for peeps to come together and run the ratios themselves after they have been let go to consider group legal challenges.
Then, the people shuffled around who are still at Nike start negotiating why their new product/project/role makes no sense and more shuffling happens or people leave. And they ask who made these d-mb decisions and why weren't the ones doing the work consulted?
Well, because Nike formations are still a product of industrialization. Top-down leadership.
And we waste millions during these MONTHS of games. Rebooting each org is very costly yet NOBODY is willing to run that math.
@osb Interesting take. Every other company I know has a set of consistent rigorous rules and HR blocks this behavior.
Don’t normalize what’s absolutely unacceptable.
How is it decided? The leaders who aren't going to be eliminated get in conference rooms and Zoom calls and play fantasy workforce team games and horse trade their pawns like game pieces until they reach the target number of reduced headcount. HR is involved as well of course.
As long as people are the primary method of decision-making it's always going to be a process of favoritism, random justification and pseudoscience mixed in for good measure. There's absolutely no way anyone would be able to identify a consistent set of rules and criteria that are followed by everyone. Bias will always play a part no matter how much the guidelines will try to minimize it.
Some things that can make a difference but not always are if you've had a track record of good performance ratings and you have transferrable skills to other roles. If you're on a performance improvement plan or nearing one that means you're highly likely to be laid off in a reorg. The more senior you are and if you're highly compensated that can actually work against you if the goal is to save money.
When it's a reorg the normal rules about how jobs are either posted or not and available for multiple candidates to apply are out the window.
None of this is unique to Nike. It's more or less the same across ANY corporation. Good luck to everyone!
I thought per DEI policy all new roles had to be posted and applied to.