Several people in my group have been tasked with training people who are most likely our replacements. Current staff are all remote but none of us have even been approached about moving to a COE. I thought they said they’d at least offer us jobs at an office. Am I crazy or is this just a flat out replacement of a collective 400 years of experience with zero attempt to retain any of us?
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If you are actively looking, then that's great. But I've seen people basically content to stay and train replacements without really looking. Like the severance will be enough to fund a job search that could take several months. I wasn't willing to gamble on that. So I looked and got out. Better job, better company, more money. Like Elon would say - eff the severance (lol). Get out sooner than later. On your own terms.
@1mzx+1pPQo2sb Absolutely correct. I have no problem “training” my replacement if it means 2 additional months of salary and severance while ramping up my job search, it provides buffer while searching for something meeting my requirements and a safety net incase it takes longer to find something than expected. Plus if I do find a job right away that’s worth giving up the severance there’s nothing stopping me from saying “boss what’s the address to mail my laptop back? Todays my last day”
You should train your replacements because when Fiserv eventually lays them off, they might work with you at your next company.
Lots of people judging those staying to train. Why do employees stick around to train others - severance. I guarantee you would do the same thing for several months salary and continued insurance. Everyone’s situation is different and we shouldn’t judge but should support the decisions made by our friends and co-workers.
Training your tax break comrades?
I feel like there's an ulterior motive. Are they going to hire new people and once trained RIF everyone without notice? Trying something new because everyone is bailing once they get their relocation notice and aren't training the new hires? I wouldn't put it past them
Train them, just do not give away all the learned secrets, do not show them any short cuts, in other words make them learn the hard way. Take down any documentation you have on shared drives, or just edit it so the new hires run around and around looking for help. You will be gone, what does it matter right?
“I'm not sure how any self-respecting person can stick around and train their replacement in an environment like Fiserv has created.“ OP here - I totally agree but since they haven’t actually told us anything about our fate, they keep telling us we’re approved to be remote, maybe we’re just training the extra staff we so desperately need. So yeah, they are totally messing with our heads and lives.
Even when they do hire someone and the 60 day clock starts, the new guy doesn't have permission to run required applications on their computer. It takes weeks before they can start to do anything.
They are quiet replacing everyone, manager and HR are not telling us sh-t but JG says we've all been told already. I guess it's on them to figure it out, they are not hiring suitable replacements at all, no knowledge, work experience, education, just whatever they can find that can fill a seat.
I'm not sure how any self-respecting person can stick around and train their replacement in an environment like Fiserv has created. Pardon my French but, fvck that!
I was told my job was moving to a COE. I could move or leave. Moving to NE or BK was not an option. I'm now waiting for HR to tell me my replacement has been hired. I have 60 days to train and then I get severance. I have yet to receive any details on what the severance will look like
Is this just a flat out replacement of a collective 400 years of experience with zero attempt to retain any of us?
Yes.
I think I can offer some insight into senior management's thought process that, while unrelated, may answer one of your questions.
My manager has been interviewing dozens of applicants to start to find replacements for our entire team. They found one applicant that they considered acceptable with some knowledge and experience. That candidate was rejected by HR. The one experienced employee was too expensive for Fiserv. They will restart the hiring process with even lower requirements for new hires.
Does Fiserv care about 400 years of experience? No. No they do not.
You need to ask your manager about your layoff details. You manager will not have those details because your division's leader is a liar. But have them work the way up the chain until some sort of answer is returned. Fiserv is a reactive, not a proactive company, so you need to be the one to jump through hoops. HR assumes you already got the messages that they never sent.
If you feel comfortable, I would reach out to your manager and ask.
None of us have been invited to those meetings. Crickets from HR.
Did you ever receive an invite to the large calls where remote employees were talked to about moving to a COE? Speaking from experience, my team was all on the calls and then there was an individual follow up call with our manager and HR to offer to visit. Nothing has been communicated since other than our jobs are posted on the internal site and Linked In.