So I am seeing many, many strong performers with excellent team dynamics getting canned while some of the most useless and unengaged people that I have ever seen being retained? Just curious, anyone know what criteria was used in the decision-making process? Verizon is headed to a very dark place in the market.
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It's obvious, they (HR) used a dartboard!
"Directors/Sr Managers dont have any participation on the decision making process"
Maybe not directly, but they absolutely do. If you give somebody a "developing" rating for 2 years straight, they are definitely getting cut during the next RIF.
I have seen very capable individual's, the ones that keep this ship righted, given very poor reviews by insecure higher-ups who feel threatened and know that they do not belong in the position that they have somehow ascended to.
Now, as one of the criteria for being RIF’d is performance, these dishonest paranoid higher-ups have now caused an adept individual’s employment to be unjustly terminated.
Now, we’re left with a useless higher-up whose incompetence will be exposed too late, and sent a knowledgable competent individual to our competition.
You cannot make the inaneness of all of this up. We’re doomed.
Tzz- Can I ask how it has been verified RIF’ed individuals will get “do not rehire” on their file? I’ve never heard this!
where you seeing?
These specimens use the exact same criteria for hiring, promotions and firing,nepotism
This question has been answered multiple times already. The process begins 4-6 months before it actually happens, a small group in HR and a 3rd party consulting company both get NDA’d then they come up with a list of potential list of RIF candidates based on multiple factors, again, multiple factors i.e, business group, job title and band, seniority, salary, performance, gender, age, race, etc… all to avoid a potential lawsuit. Directors/Sr Managers dont have any participation on the decision making process, they simply get a list from HR 24-48 hrs before the RIF date and are provided guidelines on how to communicate.
It would be nice if performance was all it counted ( trust me, I am the first one to admit that letting strong contributors go is a bad decision) but unfortunately, it doesnt work that way. Your boss wouldnt have any power once the decision is made to avoid favoritism, which we all know it always happens
It's crazy how it works, Verizon says we will give you 2 weeks pay for every year worked. Unused vaca time, pro rated bonus, you sign off. You also give the company the right to disparage you. They will designate as "do not rehire" in you personnel file. Any legitimate company that contacts VZ for a employment reference, will get the only legal response, do not rehire!
It's very normal for good employees to be rif'd with the ringers. Its a small sacrifice for the company. Its not that easy dumping the ringers in any company, but the money saved is enormous.
Had several really good employees on my team that got rif'd. Had to be some kind of mistake by HR.
All those who were rif'd, unfortunately will be branded with the "DO NOT REHIRE" in bright red on their foreheads.
That’s the VZ way and why their are getting their a-s handed to them by TMUS.
and, have you learned anything from that?