What an enraging comment from the OP and I am a bit embarrassed to even be rising to their deliberate trolling. Some highly influential and talented individuals have been made redundant in our site and it absolutely reeks. People deal my a--. Just makes you realise you are a small cog in a huge wheel. HR are reading from scripts such is how good they have become at taking people's jobs
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The OP is just a troll. On my team and the teams I worked with, very few, if any low performers were let go. It was mostly older employees or employees who had 10-to-15 yrs or more experience at Cisco and started at Cisco when they were young. It was all about clearing out what HR & management perceived as "over-paid" employees who could be replaced with younger, less experienced employees. Why would I have received a bonus this year with an IPF (individual performance factor) of greater than 1.0 if I was a low performer? As to someone's question of why is HR letting Management get away with this, it's being led by HR IMHO.
Given that I had access to email for 30-days after I was impacted, I got to see first hand how poorly the persons who had to step up and replace me for one of my "additional duties" did. There were so many mistakes it looked like someone who hadn't yet graduated high school did the work instead of a college graduate. What happened to the concept of proof reading an email before sending to thousands of users?
Low performers are gone my a$$. I took pride in my work and made sure it was done correctly instead of half-a$$ed. I wish Cisco the best, but Cisco has to start making better decisions.
So happy to be gone from the insane asylum. What a f---in joke the place has become. If you're a millennial, gtf out. Don't waste your future on this sh-- hole
This comment reflects ignorance - as though it's been written by someone who has spent under 1-2 yrs at Cisco, and who is young & inexperienced in corporate reality. Cisco's perfomance reviews & ranking structure is widely known to be poorly designed and flawed for soooo many reasons. All one needs to do is begin Googling the method of rating a team's top 30% and bottom 30% to see how antiquated that method is - tier 1 companies (Fortune 100) abandoned this method yrs & yrs ago. As a matter of fact, many evaluate performance far different than how Cisco has traditionally done. This is why Cisco "redesigned" their system a couple years ago. Their systems were antiquated per industry standard and simply didn't result in accurate assessments.
The year Cisco did high/low rankings (and the bottom 30% were eliminated) was ridiculously flawed - so many talented people were laid off, that the following year, the "redesigned" performance eval system was immediately rolled out. HR reacted immediately because ICs & managers alike built business cases on why it was a bad method.
Another key flaw with Cisco's reviews was that they encouraged input from teammates both on & off one's immediate team. One's manager could request performance feedback from a peer you had minimal engagement/collaboration with, and who may barely know your working style. Why would that opinion ever be considered or contribute to your eval?? And what if you were competing with this peer for a promotion? ....what kind of review would you expect from your competitor then? Ultimately that feedback was at the discression of the manager, but what if politics were involved? Your work wouldn't stand a chance if your political methods weren't appreciated.
Anyone who thinks Cisco's performance eval methods are an accurate gauge is extremely naive.
Lots of good, hard working and high performers that are the crucial underpinning to the Cisco engine are impacted by the last LR. There are still a lot of lazy, low performers around. They played the political game as well as the kiss up game to their managers to get promotions or survive these LRs. They provide no real values to the company except for muddying the culture with politics. Cisco Culture are changing for the worse. Managers are clueless by eating up these political gestures from their subordinates. Look in the directory for managers that have no reports or people that you know that provide no values, but are still in position. LR should have been more precise and weed these folks out to strengthen the company and bring the culture back.
@1qtd phuck you
OP you are a dick
It's not looking good for Cisco the cloud group are getting hit hard they are getting their a zzes handed to them by the big boys.
Layoffs for 5 years. 24,000+ employees LR'd and you say Cisco should now be in better shape?
You must be on crack.
Another layoff is coming right now the managers are going at war with each other. Dirty games are being played all around campus. Only the biggest baddest backstabbers will survive. These next weeks are crucial for survival be on point or you will be axed. Let the games begin I hear November will be a cold month.
Is HR so stupid that they dont question the management doing such things? People deal , 360 leadership all BS . I am sure all good performers who got ejected will find job elsewhere soon , but ethics ?
The amusing bit here is that most of the 'low performers' that got ejected were 'high performers' before the LR. Even more high performers just up and left, having had enough of Cisco's bullshît. So, if OP views this turn of events as a positive for the company; they must be high, stupid, and/or just the right level of clueless. Good people got kicked to the curb, and OP's turn is-a-coming.
OP you're smoking some good crack a-- crack that is. We are still surrounded by lazy POSes we have a great welfare system here at Cisco