I would like to know criteria for layoffs, since Cisco has no clear direction. Can’t wait for the moment when current dust settles down, and they only then start realizing profiles and types of employees they are missing due to sweeping cuts. Cuts for the sake of cuts spell no long-term future for the company. Having no ideas re:direction and development more so.
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If you technical or engineer then even worse. Cisco not like engineers, ...
When mounting a false flag operation at least try to mimic the common use of the language.
If your pronouns are “he” and “him” and you are straight and white and over 50 then things are not looking good for you. If you technical or engineer then even worse. Cisco not like engineers, they ask tough questions.
I was recently laid off and my manager took over my duties. My coworkers say she has no clue what she’s doing and now wants to dump my workload onto them. Luckily, I have two job offers and multiple interviews these upcoming days. Manager survival mode is real and will promise everything to upper management while sacrificing ICs to save their jobs.
Depends how much one su-k up to manager. Some managers are easy to go and don’t bother much. Others are so insecurely they want to know everything, have 1:1 few times a week, and literally breathe on your neck. Good managers, bad managers. And they have power to choose who should be LR’ed.
“ There are young employees sacrificed by the company to avoid lawsuit by older employees. They mix young and old in the final layoff list. ”
THE TRUTH.
Plus we have a few top performers let go also to avoid the perception of you know what.
There are young employees sacrificed by the company to avoid lawsuit by older employees. They mix young and old in the final layoff list. Another criteria could be young employee.
Strategic relationships
Plain and simple, if you’re a U.S. 50+ IC male the LR scope is on you.
Still #1
Stock options. We are told that stock options are meant to keep us at Cisco, but laying off employees with options gives them back to Cisco. It's the Cisco loophole nobody talks about. It's legal, yet so wrong, and Cisco takes advantage of it all the time!!! Then Cisco says to people impacted they will extend the vesting a few months to make Cisco look gracious, but no, they are steeling the majority of them back! I don't think the insanity is going to stop as the company continues to go down hill how employees are treated. Great place to work? NOT!
Be handsome and a chad
For real however there are BUs which the business has decided to pivot on
And individual assessments for other
For the criteria nothing was revealed basically it's up to your manager or your are too expensive or too handsome or a chad
@zne+1runSvel, it's not straightforward. Sure, people don't believe that they're in the bottom 10%, especially now that we don't have performance reviews where they tell us where we're ranked. We're still ranked, but the results are only discussed at the management levels.
More so than performance, it's "cost" driven. If you're above average/median pay for your job title/pay grade, you're a big target to be LR'd regardless of your ranking or performance. Also, If you support a product or toolset that is being phased out, and you're "expensive", you will be let go while the other people on your team that are cheaper will be kept to continue to phase out that product/toolset even if it means it takes longer because they're cheaper than you are.
People also believe they're top performers and in the top 25%, or even top 10%, because management lies to them telling them they are. You'll get a promotion, a raise, or worse, RSU's as a "reward" for being a top performer and then within a year or so, you're LR'd because now you're "too expensive" to keep. They just tell you you're great and give you this "reward", whatever they think they can get away with as the cheapest method" to keep you around just long enough to complete some task before they sc--w you over.
I know people who had 1.6 - 2.0 IPF's that got LR'd. You're not in the bottom 10% if your IPF is above 1.0, and certainly not if it's above 1.5.
Within 1 year, 50% of the our team got impacted, make no sense to stay here any longer. Can you ask for a voluntary layoff? When would be the next LR?
If you know where you stand salary wise to your team members, that might give you a hint. I was part of the large Dec 2022 layoffs, and despite being a top performer, I made more than most of my teammates, so I was one of a few in my group to get the ax. The ones they kept were more junior and cheaper, unfortunately.
@zne+1runSvel "It's quite straightforward - the lowest 10% will be let go..."
Until they decide to cut the lowest 15% in ALL groups including the top 25%, Core, and so on. This is what happened to me. So not always so straightforward. Sure was nice being in the top 25% (at the bottom :) ) a few times but mostly the top 5=10% of Core over 16+ years only to be told this is how the next layoff will go down and by the way, you are right on the bottom 15% of Core. The best part was when I saw my Director freaking out a day after I had my 1:1. He was a power point junkie (e.g. the real issue) so I knew he had what it takes to land another gig right away so I did not have any sympathy for him. He is now working his magic at Arista so a plus for Cisco and other competitors.
I come occasionally to see the same posts repeated time and time again after each layoff. Not much has changed unfortunately from I can tell.
Sometimes, they cut the whole group when revenues are flat year after year. Here, it is not performance based.
If a group cuts 10% every year twice. They are forcing managers to put good engineers into bottom just for the layoffs.
Other times, they layoff good engineers and outsource the jobs to Asia to reduce expenses.
It's definitely not performance driven, at least in the recent round. I think it depends on where they need to lower spending. Some high performers may fall in this criteria and the manager is stuck with the difficult choice to cut someone. It can get hairy if the populated list is filled with high performers.
Chuck' strategy is to hand off his dumpster fire to Gary Steele and count his money.
It's quite straightforward - the lowest 10% will be let go. While everyone may believe they are not in the bottom 10%, it's important to note that no one in the top 25% will be let go. US companies are designed to generate profits, not to operate as retirement homes.
They cut some straight super stars from my org and so of course my warning lights are flashing and I’m looking for what’s next. So sad. Of course the days of one and done are over but it would have been nice to comfortably ride a good job into retirement