Looking for an honest answer, what exactly is the criteria for choosing the people to let go? Has anyone been involved at some level and can share?
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he should tell his VP that is where the decisions are being made per the comms
So my husband would be glad to take a voluntary package. He's about to be 64 so a year away from Medicare, could go on my insurance until then, and could get a contract position tomorrow. He's been with Spectra/Enbridge for 15-20 years, so my guess is that it would be a generous package. For those of you who have been with Enbridge, how did someone put their name in the hat for a voluntary layoff in the past? He'll probably see Greg soon. Should he let him know he's interested?
Why do you think they kept an eye on who goes into office who doesnt Alberta, Ontario, Houston , cut will come from attendance, who is reliable, and who is not, who works well with other teams and who doesnt, and so on, at the end will go to specialist, people leaders, managers, directors ( thats a second round in 2024) more merging is coming 2024. Get advise if it goes your way, get a lawyer, and be positive things happen for a reason, one door closes another opens.
I heard that every director chooses anywhere between 2 and 4 (depending on the department) of their reports and if their choices to let go have people reporting to them that those reports will be assigned to new leaders.
Wonder if abc list was based on depts/groups that had to make more cuts?
as a people leader I was not asked to provide an ABC List
People leaders were required to submit ABC list of their reports. If you are labeled "C", your gone.
All very good and in my opinion accurate comments, thank for your input, save me adding.
I could probably have still been there today - and would likely have survived this round. But I opted to take the voluntary exit package. I figured it was as good as it ever would be, and it was an opportunity to change course and exit oil and gas. I took a significant pay cut to do it, but I don't regret it. I'm grateful for several decades with ENB, and we parted on good terms.
Roll with the punches. It's easier than trying to absorb them.
I left during VWO in 2020 but what I saw for a normal layoff (unlike VWO with had the voluntary component to it) was each VP had a % of positions to eliminate. The decision making never included input from below the director level which can be problematic if the director doesn't know the staff well. Contractors, poor performers, older employees were the first to be considered.
Just based on my observations having gone through so many of these rounds of layoffs, I see more of non critical to operations role, lower productivity, 50s and become more expensive. There’s really no guarantee regardless if you’re contractor or employee.
Remember that non contributory defined benefits pension is very expensive to service long term so severance is just a cost of doing business short term.
So if you happen to entered a huge financing recently on a new fancy car or bigger house in your 50s, you might wanna rethink that strategy. There’s no guarantee you can get a job right after layoff or even get a total compensation close to it. Well severance package is nice but I had seen employees who got laid off 4-5yrs ago and had been on constant contract positions and couldn’t land a permanent role with cushy benefits.