Two HR friends told me Nike is cutting teams and spending little energy finding jobs for people from eliminated groups. Teams will be removed to streamline and they don't consider who is leaving or staying. Notice will be given to high performers but some people on action plans stay. Finding roles for high performers was contributing to the delay so Nike gave up. Disheartening to learn work and reputation won't matter.
Do the right thing unless it takes too long.
Good luck to those who have lost their jobs. I think that you will find it to be very challenging. As an ex-Nike executive I have seen firsthand that the Nike experience does not translate well. After hiring ex-Nike people I have found that their skill set is too focused and years of hiding behind the power of the Swoosh has made them arrogant and complacent. My advice, go into business for yourself. Wholesale sales roles are for dinosaurs.
Unfortunately it is the managers and HR who are not skilled, nor interested in managing the team/talent in their hands. Real talents require attention, projects, interest, challenge and stretch, so they can develop. Others require attention, assessment, action plans, constant time and maintenance so they either develop themselves or be pushed out. For a long time at the swoosh, no manager or HR is engaged enough to do any of that, the real bad thing is that both HR and all managers from all levels are convinced that the huge frustration within the company is an employee engagement issue, I believe it is truly a management engagement issue. if you do not manage your talent well, no one knows where they stand from career or development opportunity pov, what you have is that managers and HR focus on fancy ppt creating, show-off behaving people etc, these things do not get you far with the people you are managing, they may get you somewhere with your short-sighted bosses, you end up being picked to stay. I left the swoosh 8 years ago on my own decision after spending 11 years in the company. Best decision I ever made. I really wish good luck to those who are and will be let go, tough times are ahead, but I hope that all will work out at he end, to be honest after swoosh you probably land a good one, what happens after that is entirely up to you. take care.
Oh no! To the OP- during layoffs, no one is ever looking for roles for laid off employees. I’m sorry you took that information at face value. If you’re gone you’re gone.
Have faith in yourself and you’re abilities to provide value elsewhere, Nike s—s!
Performance scores never really matter. It's just an easy way for management to look effective without having to actually perform the job of a traditional manager. It's also a great way to divide and conquer by manufacturing conflict among workers so they're too busy infighting that they lose focus on the bigger picture.
Believe me, no one gives a sh** that you were a "high performer" at Nike when you have to go interview for a job elsewhere.
and you are surprised by this? Nike HR is a joke, most certainly the worst HR organization that I've been exposed to during my career. Most are nominally useless but Nike's was the worst.
During the 2008/2009 (can't remember the exact year anymore), they (HR) laid off a significant amount of their U and below workers, then turned around and gave themselves large salary increases. When the analysis was done to determine what happened to all the money they were supposed to have saved during the layoff and fund a high profile project, it was determined large salary increases for E and above had consumed most of the savings. That was when DA was EVP of HR.
During the same layoff, under MP, a bunch of people were laid off (aside from the HR people mentioned above) and again not a lot of money for budgeting after the fact. During the analysis we found that a significant amount of U and under were let go and full Relo/ex-pat packages were still being given out to move E and above around the globe. Those are very expensive packages back in the day.
I think the people who plan these things are fresh out of college with a double digit IQ.
Nike isnt special. All big corporations only count on HR to protect them from lawsuits in this day and age. If you are hoping for "programs for employees" you might as well hold your breathe until you turn blue and die. I saw this change about 10-15 years ago when I noticed that most of the new HR leadership at big corporations had JDs instead of degrees in HR, Organization, etc.
Exactly. HR has the most VPs across the org and yet they are the most inefficient. Such a sad state of affairs.
@ukm - ...and the real kicker is that the leader of this embarrassing HR group pocketed almost $6 million the past year. Great.
Is it not ironic that a company of this size and ALL that has happened over the years on terms employees relations, we still have a largely absent HR function? Seriously, what are they doing other than ensuring we get our paychecks and benefits? Where is the employee development? Where are the fair practices for promotions and rewarding top performers? Nike "recruiters" still only interview internal candidates only if the hiring manager says, look up this person's resume and let us get the ball rolling? How, for example, can I not get a look applying for the same job I currently have and performing superbly but with a different function at Nike? Oh, yeah...because the I am not a personal fried of the hiring manager. Come on! Do the right thing already. Do not just talk about doing the right thing.