Ever since I realized that RIFs mostly have nothing to do with performance, I don't put in nearly as much effort as I used to.
I used to be very dedicated and tried to have the best possible performance, but what does that bring to the employee here today? => Nothing but stress and exhaustion.
"Why not just lay off 10-15k in one shot and be done with it?????"
They did that back in 2018. Obviously it wasn't enough.
And absolutely there are performance based RIFs. They just aren't
as frequent at the strategic RIFs.
Legally, a rif can't be about performance. However, it's 100% subjective and determined by your leaders, unless it's part of a broader strategic initiative. Also, if they don't like you and are given the choice, you will certainly be gone.
I wouldn't put too much into getting a leading rating. Either you got it working at your 'normal' level (and good for you) or you worked harder than you should have. The extra few thousand is not worth 12 months of extra effort.
Finally, if you find yourself 'depressed' (ie don't feel like performing anymore), you should find a new job for your mental wellbeing. I truly appreciate vz's credo and culture (minus the woke stuff), but I'm not sure it's worth the constant threat of rifs. For most companies, a rif is a big deal. Here at vz it's just how they make the numbers every quarter. Why not just lay off 10-15k in one shot and be done with it????? I guarantee all of the pet projects would stop and we'd be fine.
Truth! My evals were always "Leading", but when I asked for my pay to match the work or even a B6 role- RIF.
He-l I was let go 12/30/22 they warned me in October!! How much work do you think I put in? He-l I did lots of laundry and PS4
@epi+1mUXrzWN
I know someone who was fired in April 2022 from T-Mbile for not taking the jab. That is a fact, and that completely undercuts your message. How do you explain that, and how many people did T-Mobile get rid of using the jab mandate as an excuse?
Whenever VZ ramps up the messages about the value of employees, the wellness of employees, the work/life balance of employees, and the benefits offered to employees, then layoffs are immediately to follow.
Standard Operating Procedure since 2000.
And no, they do not care. The team pushed to the limit will probably not be rated any higher at the end of the year. If they are on the layoff "bubble", management will use the agreed upon performance measures as a tool for layoffs, since there will be no time to meet the measures.
Performance is not a factor when it is time for layoffs/RIFs. This is during the time when LM stated that VZ will cut $10B in cost by the end of 2021. I decided to research an issue over a several month period during any spare time I had available while constantly being told that I was wasting time. One Director told me that it made no sense what I was researching. After several months I finally determined that VZ could easily save ~$25M per month by changing one item. The findings went to TE and she asked what are we waiting on, make the change.
Savings of $330M per year, I was ranked above performing every year, but had to take a package because my so called leader decided to force his political views onto the team during every meeting. During one of the meetings in a professional manner, I informed him that team meetings are the not time or place to force personal political views onto the team or to anyone. I was met with disparaging remarks and soon after the meeting ended, everyone on the team received an email stating with very harsh words that anyone believing in what I stated is no longer required to attend meetings. The so called leader would no longer acknowledge or speak with me. Team members informed me that they agreed with my view, but needed to keep their job and could not take the chance of being treated similar to me. I asked that the team stay away from me to prevent retaliation.
I was fortunate that all of this occurred at the same time the 2018 packages were offered. So, after 28 years in the wireless industry it was time to leave. The so called leader did not speak to me during the last four months of my employment with VZ.
And the Director that informed me what I was researching made no sense, he ended up trying to take credit for my findings.
Just a short story to prove your point that over achieving at VZ has no bearing on maintaining employment. You either work for a d**k where there is only one opinion and that is his, or you work with others that try to beat you down, then take credit for the positive results.
Good luck.
just found out me and my team workload is doubling because of the rif. he-l no. my team is already pushed to the limit and 60 hour weeks are normal. our ad just told us about how we need to absorb the work. one young woman just called me crying. they are already stressed and burned out. does the company really not know what they are doing to people or do they not care. preach all this wellness stuff then push and push. we feel like they are just trying to drive people out from exhaustion.
Just like the song sings:
"Work your fingers to the bone, and what do you get? Boney Fingers!"
Performance was no longer a serious metric when Hans took over and brought in DEI and all of the rest of the woke, broke nonsense.