I used to think experience and performance would protect me, but at this place, high pay seems to paint a target on your back. If you’re earning more than your peers, don't get too comfortable. Keep an eye out and make sure you’re not the most expensive name on the list.
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Share the secrets about Mark and lack of competency from ELT.
@1rd That sounds like some real Decisiv action there...
Managers get ready
OT likes to talk about how they want all the employees to succeed and want to stay with the company long term, but that's not how they really feel. Ever since my company was acquired by them almost 8 years ago, I saw all of the US support techs laid off one by one or in large groups. That encompassed 50+ years of experience with our product. Then they were replaced by a number of young people just out of college in Canada who had to take several years to become experienced enough to handle tickets.
Over time, they either left on their own for better positions or were laid off. The remaining group worked hard and were able to get to the point where they were successful. And then they finally got around to me this past layoff in April. I was a principal tech support specialist with 15 years of experience and was a team lead. But that meant nothing. It all came down to the quarterly financials and showing cost cutting.
Mark and his team are running the company into the ground, as others have pointed out. My direct manager was a wonderful guy to work for and my team (all remote to me) were hard working, dedicated young people. I feel sorry for all of them because they deserve more than what they're going to get. Mark made a big point before I was let go that each support person would be given their own personal AI agent to train. Yes, to train their own replacements.
If you're starting out, go to work for OT, get the experience for your resume, and LEAVE as soon as something better comes along. Don't plan on this being a long term rewarding experience because you will be greatly disappointed when they let you go. Just like when they replace the worn-out chairs in the offices. They look at you as if you're just another piece of office furniture to use until it's worn out.
@ap money power and control. So the ELT will keep all their friends but everyone else has a target on their back.
I used to think this too as I saw my overpaid colleagues get canned. But I inherited their job and didn't get a pay raise and I was already making 40% less. I had previously had my manager look up my salary saturation rate and I was at the bottom. When OT bought us I was transitioned to a new job title, but I was at the very bottom. They didn't give me any sort of bump, although in addition to eventually having two other laid-off employees full workload added to my already, and completely unrelated, full workload.
Long story short, I thought I would never be laid off since I was doing the jobs of 3 people for pennies. It was very stressful and I had my feelers out looking to go. So being laid off in this circumstance was actually the best thing for me. I didn't lose a lucrative salary and the stress was ki-ling me. I was exactly the "su---r" you would think they would retain.
Can confirm. There is a sheet they will generate, sort by OTE, then a group tour VP and mgmt chain never knew existed picks names.
@OP If this were true, why is Mark B and the rest of the ELT and highly paid Sales folks still employed here - regardless of their poor leadership or performance?
And how would you know if you're earning more than your peers - is discussion of salary common water cooler talk in your office? OT managers use to have to do the HR dirty work by forcing their teams into a 1980's style performance bell curve, so HR knew who to let go. Now it's random. And with more layoffs and reduced team size, the remaining Successful or Exceptional employees get moved closer and closer to the Below Performing side of the bell curve, even if they're current performing well - it's simple math.
The last 3-4 recent layoffs have had no rhyme or reason, or predictability, other than they seem to be targeted at hMF and USA employees. Targets in the last 2.5 years since OT acquired hMF included employees with high ratings of Exceptional & Successful as well as high salary folks AND new hires and Jr. engineers and below performers - across the board, no apparent pattern.
If you are highly paid with a lot of experience, what's keeping you here - too close to retirement, or? Instead of staying here, leverage AI to refactor your resume so all your experience matches exactly new job postings and get out while you can - it's much easier to find a job when you're employed.
Honestly, it doesn't even matter. There really isn't any apparent rhyme or reason as to who gets canned and who stays another round of the hunger games. While higher pay might be a factor, more and more it appears that it's some algorithmic bullsh-t or darts being thrown at a spinning wheel.
I can vouch to the authenticity of your post. If you're paid more
be prepared for HR daggers coldly stared
Agreed. That is entirely how OT NA operates.