Let’s share our experience with our fellows so they know what to expect from this interesting period ;)
13 replies (most recent on top)
The scenario described by 2ylp is very reasonable, because in the first part of 2020 the company was still trying to project an image of strength by avoiding layoffs, and they might have considered a 5-8% “correction” enough and easy to hide.
The problem is that now there are reports of these oversized MLRPs continuing for up to five years, and the company has strategically NOT denied that part.
We can argue forever what exactly was in the (sick) minds who came up with these bloated, mandatory MLRPs…
Maybe it is a very deliberate, well planned method to reduce N American headcount by 50% and move the jobs to cheap locations, by destroying morale and getting rid of people with minimal severance payments. Maybe they’re just making it up on the go and it got completely out of hand, with the MC being still unaware of the catastrophic consequences.
Either way, trust was completely breached and that is going to have consequences extremely difficult to fix. Even if the profits will stay up and the company will try to throw money at employees to restore some sense of loyalty, people will take the money and still leave for a slightly better job.
The ranking situation in particular is a disaster; even a good ranking one year means exactly nothing for the next year, and that will have a huge impact for people’s choice to leave.
2ylp+1ciwYPCg here.
Logical questions! Why do they do NSI / PIP if they do not plan to fire people? Does anybody believe that it is to improve performance?
The easy answer: I am sure that there are a few that believe these lies but not me. Why do it then?
- The Enforced NSI was simply introduced just as a lot of things in EM - semi-good, half baked idea that was never debated because someone up top declared it “excellent”.
- The 2020 increase to 8% (from the original 5% which was already higher than the previous often unenforced 3%) was indeed a concealed layoff targeting US. The id--ts that run this company took quite some time to understand that 8% is not enough (due to the 2020 crisis), thus the second wave of layoffs.
- Once you have the 2020 NSI, you are bound to have the 2021 one. If you now reduce the percentage, the whole world will understand that 2020 was a layoff. it is known of course that 2020 NSI was a layoff but EM has some room for deniability as of today if they do the same in 2021.
- As it was the case with the 2020 layoffs - as it is the case with everything in this company - it takes forever to send the signals upwards so that MC can decide and then send back the decisions downwards. Most likely, when the 8% 2021 was decided, they had not realized the extent of the attrition. Certain groups are already above 10% post February.
- Now that they realized that HC is down due to attrition and even work is being impacted, they have indeed send the message to be less aggressive in PIPs.
- Why not stop the NSI/PIP this year all together ? Because as said above, it exposes the lie of what happened in 2020 and the arbitrariness of the 8%. The system that TG designed will likely be with us until she leaves. And anyway, such is EM. Appearances are everything and senior management can never be “wrong” - of course they are but cannot afford to admit it.
- Do they expect to get rid of some older employees through that? Yes but there are not as many. So the total number will be small.
@2ylp+1ciwYPCg
Everybody in NSI who’s RE and would be foolish enough to try the PIP will fail. Younger people, put in NSI to hide age discrimination, have a good chance of passing the PIP. Otherwise, what’s the point of this onerous, morale-destroying oversized PIP-off ? I hope no EM employee with a brain actually believes that the PIP is for making us better, stronger and more productive.
I expect very few people to fail the PIP this year in the US. Maybe 1 out of 10. Granted some people, say 1 in 5, will take the PIL. But few will fail PIP because the attrition is so large that management has noticed. In fact they do not want the 8% NSI too but they are too timid to bring up objections. So in all we will loose 2 to 2.5% due to NSI in the US in November. But attrition will continue. It is close to 2% per month for my organization. So the NSIs leaving will Only make a small step this year due to the ongoing attrition.
Even though the waiver has now been sent to me 3 times in 9 days Since notification - This is my decision on my timing. The YE headcount PowerPoint can wait.
I’m making them wait until day 21 at 5pm then they have me for no more than 5 working days before I start 3 months paid vacation then I’m retired to never look back. Draft email ready to send, considering an exit email to high up with some dirt as parting gift to terrible manager.
I had a few hot flashes recently - one and dones.
That's about it.
I was notified on Wednesday. :(
I would like to discuss the issue with respect to the on going developments. Other than that I am not sure but I am willing to discuss almost anything. Just checking.
The PIPSTELLATION sails again on November 1.
We are nearing the end of the 21 days to select PIL or PIP
I look forward to this next year.
Which notice are you talking about? Two week resignation, retirement, etc...?
What would you like to discuss?