@am Ha-Ha-Ha-Ha
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Well from what I know for sure. It’s not Seniority because the last one hired isn’t always getting laid off. It’s not metric base because some of the best metric based employees being laid off. It’s not favoritism because I know multiple people that are really close with strong connections and getting laid off. It’s not the highest paid or the lowest paid. So if it’s not Seniority, Financial, Metric or Favorites then what is it?
@a9 I second that. I’m telling you, even if they laid off half of our team, it wouldn’t make a single cent’s worth of difference compared to how things are running now. These people don’t give a fu-k about the work or the team. They’re just doing whatever it takes to save their own as--s.
Just wondering who hired them and gave them promotions or whatever .
@a7 this 1000%, it is an honor to not be considered part of their cult. It hurt at first but then I saw how terrible these people are.
@a9 i can’t wait to see how those “favorites” help the company’s downfall with their incompetence. There are a lot of id--ts in my group because the executive keeps the favorites.
@a3 same here at HQ. leaders are saving their favorites. yes, cost and compression come into play, but the overriding factor is cronyism. heard this first hand from a VP in Finance and an ED in CB.
They're reportedly using an algorithm to decide who is laid off.
they never miss an opportunity to keep and promote the do nothings and bullsh-tters. they have a spreadsheet of how much each person costs and they put a line through your name to reach the target cost savings percentage. pls do not value your worth on whether you get let go from this place.
@OP $$$$....Cost reduction.....value to the shareholders....
Honestly, it’s all in consolidation. Overlays with double layers of VPs, directors, managers and more. Some regions and teams are very small and have very few people under their leaders. With regional consolidation, multiple levels are not needed and it saves the business money. In addition, it just so happens that a lot of these people have been in these positions for quite a while and more times than not, worked their way up to do so. The biggest downfall to this is that a lot of folks who truly built this company and know it inside and out are being let go. Their value to the company is and was priceless (most that is). So the sad reality is, the cuts are hitting hard and it sounds like more work for those who stay.
it doesn’t matter
I’m witnessing this firsthand in a workplace here in NJ. I’ve seen highly skilled, qualified, hardworking, and top-performing employees get laid off. Meanwhile, some people show up around 10:30–11 AM, leave by 3 PM, spend hours in personal conversations on their mother tongue so no other person can understand , and still manage to stay.
It makes me question whether performance really matters more than office politics, personal connections, and knowing how to play the game. Sometimes, it feels like job security isn't about how good you are at your job, but how well you know how to survive in the system.
$$$, and where one is on pay-scale, it is all driven by cost saving motives and I see even top performers being cut.
At most orgs its likability and pay