Thread regarding Verizon Communications Inc. layoffs

Talent refresh would be to get rid of a few top layers in GTS , specially in the value segment

I received a promotion shortly after the last VSP so the possibility exists.

Talent refresh to the senior executives means out with the “maler, paler, and balder (aka older)” and in with the younger people of color who check all the DEI boxes demanded by BlackRock. If you fit this, and haven’t clicked the VSP button, and they wanted you gone, you will be gone by 9/30 and they will not “care for you every step of the way,” they will, though, put the sc--ws to you. And, the people that ran the company aground, forcing the VSP into existence-Hans, his direct reports, and all band 2-4s-who should have been tossed out on their ears, will remain in place and continue to make the place a mess, and they will promote and higher people without experience, knowledge, or competency, thus continuing the downward spiral to oblivion.

@1iut+1tBtn3oD spot on. You'll see many absorbing work from a higher titles, jobs merged, teams merged, roles eliminated, work eliminated. Going to be a bumpy ride.

Titles won’t be replaced 1:1 or 4,3,2:1. Watch. Sure some people will be promoted but the prior level up is part of this. Watch. It’s not 5 SDs or ADs leaving and replace with 2. It could be lower title too.

Here is how it works. Talent Refresh means that old tech/skills (ie older people) are to be replaced by those more familiar with the newer skills (ie younger people). You would be a fool to think this VSP doesn't target older people since those that are with the company 20 years will benefit the most. Verizon gets away with it because they offer it to anyone over 1 year with the company. The reality is that most people with a tenure less than 10 years are probably not even thinking about it unless they are really discontent and have something else to jump to.

Those in the 10-20 year range are both older and they are potentially complacent in their role unless they have been steadily progressing upwards. Those are the people, who are the subject matter experts in many systems, that will leave. That is where the first layer of damage begins.

You will also have a group of people that are the outliers and these are the people who know they are very marketable because they are really good at what they do and they will take it and leave. These are the people that will do the second leg of damage because they are the movers and shakers that get things done. These are the people whose positions may be replaced because of the fact that work is not going to get done anymore.

When the VSP is done, they will reorg. Some people will be strategically moved so that their skills do not apply as much in their new role and they are then going to be a victim of the 'talent refresh' RIF. I feel bad for these people the most because they are probably in that 10-20 year group and didn't take the VSP. They therefore won't be eligible for it and will miss out on all the benefits of 60 weeks of severance.

The su-kers left over are either essential, su-k ups, kiss ups, or too young to know better and are going to deal with the chaos that is this culture going forward. Good luck to you all and I hope things turn around for you guys.

I heard "Talent Refresh' as well via an up to speed video or an exec email.

Total BS from @OP...

I've to many meetings where VSP has been discussed - never once has this ever been described as a 'talent refresh'

Talent ? where is it in Verizon ?

If your leader leaves the % chance will be 33% / the number of people in your new group. 33% chance you get merged into another team and now have one leader. 33% chance they hire someone external.
I'd also say if you weren't already on someones radar to get promoted who is actually staying the chance is closer to 0%.
You could try and get promoted into another team but unless you are known and on the way up already the chance might not be so great.