Thread regarding Hewlett Packard Enterprise (HPE) layoffs

HPE is Pathetically Addicted to Layoffs; Newbies Are Especially Vulnerable

If you (as an individual productivity unit) really-really-really would like to take a ½-year (or more) break from work, and can afford to make it on unemployment payments alone, come to HPE; your wish will almost definitely eventually be granted! Also, if you are a boss who really-really enjoys POWER and / or laying people off… And I have met some of these types at HPE… then here, too, you will want to come to HPE!

Addicts of various kinds have well-nigh flat-out irresistible urges or cravings for their favorite item(s) of abuse. As a gravid female sea turtle has no real choice but to crawl up on the sandy beaches to lay her eggs, a junkie needs a fix. For HPE’s upper management, they just MUST periodically have large layoffs, to fool the stockholders and potential stock-buyers into thinking that HP’s future is brightening up. Then nearly immediately afterwards, HPE will replace the laid-off workers with new hires that must be trained (while HPE hopes that the stockholders will not notice all the “churn”). All the on-the-job veterans will do their best to PRETEND to be training the new hires, but they don’t REALLY want to train you to take their job after the next round of layoffs. Instead, they will subtly but constantly remind the bosses of just how much more intelligent, talented, hard-working, and good-looking they are, than you are. So “newbies” are especially prone to getting laid off. There are departments at HPE where the job veterans (AKA the boss’s favorites) always stay, and round after round after round of “newbie” has been hired and then eventually laid off. If “newbie” is absolutely screaming desperate for a job, then the best advice is, come to HPE, but only work there as a stepping-stone to a better job… Jump ship ASAP after getting a job at HPE! Also note the following: This pathological addiction to layoffs and re-hiring sprees (minus the laid-off ones being able to come back, through HP’s “blacklisting” policy) comes from the very top. Nasty stuff flows down-hill, as they say. Even the lower management often sees the craziness for what it is, but they can’t do anything about it. So they hire the newbies to serve as layoffs protection for the job veterans, just the same way as NASA’s atmospheric re-entry vehicle deliberately sacrifices an ablative heat shield… Your job as departmental newbie will be to serve as the ablative heat shield to take the “hit” at the next round of layoffs, after which the cycle will repeat, and low-level bosses just have to roll their eyes and accept this as semi-SOP (Standard Operating Procedure). Finally, note this: If an HPE department needs trimmed in a layoff, the smart and humane way to deal with this, would be to warn the department’s workers ahead of time, so that they can job-shop within HPE. This is only VERY rarely done… HPE prefers to spring surprises on each department, one department at a time. To make matters worse… HPE is so “metrics driven” (lusting after “the numbers that must be met” for layoffs) that each department MUST deliver a certain number to be laid off! So if you have a humane boss who is tempted to warn you that “now is a good time to job-shop within HPE”, ahead of the layoffs, and you (and a co-worker or two or more) bail out to another department, his department must STILL deliver workers to be sacrificed! So giving you warning like this, clearly threatens your boss’s size-of-empire… His empire gets whittled down too much, and then his head is next on the chopping block, of course. There is NO incentive for humane behavior, and NO incentive for sensible people to hire on at HPE, if they have any better choices. PS, the layoffs are often planned a year in advance, so that they can assign a “D” grade of performance review to pre-justify themselves, to the layoff victims, ahead of time. If a department has 11 workers and 1 boss, and they are assigned 4 people to be laid off, what happens if 10 workers leave in the interim period, due to all forms of attrition? 12 minus 10 is only 2, yet 4 need laid off? This is one of those perpetual mysteries, sort of like “what happens when an irresistible force hits an immovable object?” My theory on the layoff metrics that cannot be met, but MUST be met, is that the heads of the top HP managers start to spin, and they start to spew out gray-green split-pea soup!

Recommend for HPE management…

Seek licensed professional therapy for your severe addiction to repeated rounds of layoffs.

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Post ID: @UjeP4hT

18 replies (most recent on top)

"Suppose I as a customer want to rely heavily on a custom (proprietary) HPE server feature like "Lites Out", and my software starts getting tied to this exact feature."

The ILO port (integrated lights out) is basically just an IPMI interface (intelligent platform management interface). I don't think that HPE servers have any particular competitive advantage.

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Post ID: @UjeP4hT-aocv

"Between Cloud providers and Intel-based servers running Linux, servers with an opsys unique to one vendor - Sun, HP - are a dying breed."

Sun (Oracle) SuperCluster sales are holding up. Can the same be said of SuperDome?

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Post ID: @UjeP4hT-aqwt

"When all of the design engineers and quality engineers etc. (supervisors of those non-HPE-ers who actually still BUILD product), and the management, are all busy, every day, fighting each other in the no-man's-lands of "forced distribution reviews" and making each other look bad, so that they can look good, and avoid the next layoff... HOW do we PRODUCE a good product line to SELL in the first place?"

HP was like this years ago. And it was worse. With the annual peer review system the backstabbing was phenomenal. That was when I knew that what eventually became HP was finished.

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Post ID: @UjeP4hT-acqi

It is really not about lay-offs. It is really about being whooped by cloud providers and not being able to compete with Dell effectively. Layoffs are just symptoms of not be able to find the right strategy for the business.

There is no part of the business that HPE has a big advantage. Unless they can really get the new memory computing thing going (and i mean commercially, not in a lab .. which is doubtful), the business is just going to run into a dead-end.

The question is really not about whether you will be laid-off and when. It is whether you want to be in a company with no vision, with declining market clout.

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Post ID: @UjeP4hT-5vzc

Between Cloud providers and Intel-based servers running Linux, servers with an opsys unique to one vendor - Sun, HP - are a dying breed.

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Post ID: @UjeP4hT-5dol

I got let go after 18 months in Fort Collins, April 2017. The work dried up quick, new server designs were cancelled, and people were let go every other Monday. And they let go of such good talent I'd be amazed if they could get a new server, start to finish, out the door. But who is left to layoff? Seriously. What is the business model? Part of HPE was producing and selling servers. Is that gone? I can't see them doing more mass layoffs. Especially if they are thinking of selling. You need to have a number of employees as assets to attract the buyer. I read these opinions and many act like it is the worst place in the world then go on on suggestions to protect your job. Why not leave? Better to look while employed. There are really nice companies out there.

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Post ID: @UjeP4hT-5tch

Yes, @UjeP4hT-3cxo , I can see how HPE customers could be spooked by constant, never-ending layoffs at HPE. Suppose I as a customer want to rely heavily on a custom (proprietary) HPE server feature like "Lites Out", and my software starts getting tied to this exact feature. Layoffs as the "one trick" of the "one-trick-pony", HPE? The one and only thing that they can do to "goose" their stock? Sooner or later, you run out of employees to lay off, and-or, no one wants to work for you! This is not a sustainable business model! HPE will go bankrupt, out of business, or pulled into a million pieces. Now where do I get support, and my custom features moving forward? So yes, I could see why they'd conclude, "time to go to Dell", if not to Dell in a handbasket! Yes, keep on telling them not to be tricked by the one-trick pony!

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Post ID: @UjeP4hT-3aab

@UjeP4hT-1xlw I do lurk here to read what is going on. I was laid off last October and now work at the competition. I still have friends there and hope everything works out for them. But when HPE keep laying people off I use it against them and it works. Customers are unsure what is going on.

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Post ID: @UjeP4hT-3cxo

@UjeP4hT-1ifz I've heard multiple reports that Ana was "asked to leave".

Sure you could say she left on her own will. To "pursue other opportunities".

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Post ID: @UjeP4hT-2cxw

UjeP4hT-1zfn. This is what most HPE/(new) Unisys CE's agree happened. Ana was wacked because it is going so poorly. Now, customers have lost people that they have dealt with for over 35 years in some cases.

On a side note, I know HP Managers that quit rather than go thru the gut wrenching WFR's. I also know an HP manager that quit rather than fire a person what was going to miss time because he was just diagnosed with cancer. Prior to Compaq, managers cared about people. After the "merger", the company irrevocably changed.

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Post ID: @UjeP4hT-2ucx

@UjeP4hT-1zfn any confirmation she was fired and didn't leave on her own will? I was told by management that Ana was the showrunner for the brutal GSD Field Delivery outsourcing to Unisys that's about 75% complete. All indications show that it's not going as "seamless" as they thought it would. One would think she would want to stick around if it was going well.

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Post ID: @UjeP4hT-1ifz

"...HPE thinks that their problem is merely one of sales and marketing."

As has been commented here before (can't recall by whom or where), this is a problem! When all of the design engineers and quality engineers etc. (supervisors of those non-HPE-ers who actually still BUILD product), and the management, are all busy, every day, fighting each other in the no-man's-lands of "forced distribution reviews" and making each other look bad, so that they can look good, and avoid the next layoff... HOW do we PRODUCE a good product line to SELL in the first place? Cart should go AFTER the horse, not vice versa! HPE's horses are fighting each other all day long, and now HPE wants to promote the carts to fix the problems created by the wrong incentives offered to the horses! Get away from all this smelly horse-byproduct here, Emperor Nero, and try some carrots instead of always all sticks, for the horses... Now THAT is some good old-fashioned horse sense!

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Post ID: @UjeP4hT-1idh

Selecting the salesperson (Phil Davis) instead of the engineer (Ana Pinczuk), indicates that HPE thinks that their problem is merely one of sales and marketing.

https://www.theregister.co.uk/2018/07/25/hpe_phil_davis_hybrid_it/

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Post ID: @UjeP4hT-1pbp

What was the problem with Ana? I didn't hear too much complaining about her.

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Post ID: @UjeP4hT-1rhi

Why was Ana fired?

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Post ID: @UjeP4hT-1zfn

I happen to agree with the OP!

"Speak for yourself OP or find a new outlet outside of this website."@UjeP4hT-1iek

On a good note, at least HPE got rid of SVP & GM of Pointnext. She last 1yr 6mo at HPE.

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Post ID: @UjeP4hT-1gvm

Hello, are there any individuals out there who are posting here (or even just "lurking" here), who are severely addicted to "repeated rounds of layoffs"? I am aware that organisations can be addicted to these kinds of things (to wit: HPE as an example), but, INDIVIDUALS?!?! I am seriously interested in learning about abnormal human psychology, so if you are such an individual, please kindly post a reply here... And, as the grasshopper-like-monster said in "Galaxy Quest", please... "Explain... As you would, to a child"!

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Post ID: @UjeP4hT-1xlw

"Seek licensed professional therapy for your severe addiction to repeated rounds of layoffs."

Speak for yourself OP or find a new outlet outside of this website.

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Post ID: @UjeP4hT-1iek

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