@m2 you must be around a lot of VPs that aren't writing code? I'd find new group, or wait for them to get yeeted and take their spot as a G6/G7. More productivity, lower cost. Win, win.
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@ed - VPs being hands-on is the biggest joke I have ever heard.
@jg Thanks, this is good info. I still don't understand how VBO worked against what the company has wanted though. If she wanted an entire new workforce within a 10 year timeframe, maybe VBO didn't 100% achieve that goal but it certainly did successfully push a lot of long tenured employees out the door...much more than if there were no VBOs. They must have thought it was successful or else they wouldn't have done a second one. Plus there is no way a VBO would replace the entire workforce they didn't offer it to everyone. That would't seem realistic and way too disruptive (VBO was disruptive enough and that was a limited group of people).
If they did more VBPs on a regular cadance as more peope became eligibile they could certainly meet her goal. Or perhaps change the elgibility criteria. It seems they're going in a different direction now though. My guess is because of the reprocussions of losing too many experienced people with business knowledge that can't be replaced quickly, and I think it introduced more risk and disruption than they expected. That plus the fact that they're finding cheaper ways to push people out.
I wonder how much her goals have changed though since there is still a big push for early career hires. It's too bad, a lof of people would take a VBO if another was offered.. If they're not going to do one they should at least revisit the retirement package in terms of both what it offers and the eligibility requirements. The current package is absolutely horrible IMO.
@ec, the goal was complete employee turnover. Shortly after Abby became CEO, my manager told me that it was stated at a meeting he attended that she wanted an entire new workforce within a 10 year timeframe. We were both perplexed as to the how that would be accomplished. Then years later the first VBO decimated our small department, then the second one left him and one other longstanding employee. I took the second VBO, and apparently he intended to take "the next one", which will never happen.
The new expectation is VPs are hands-on, leveraging Copilot or Claude - for analysis, prototyping, development, automation, deployments, etc. in addition to managing a team including cross-functional programs. Of your not doing that, you're a target for demotion or downsizing. Just a new fact of life at Fido. Change, grow, or you'll be left behind.
"You will not see another VBO. All of them have worked against what the company has wanted."
I don't understand this statement. After the first VBO they said it was a big success which resulted in a second one 4 years later. After the second VBO i remember AJ bragging about shift in percentages of long tenured vs new hires/short tenured. I thought i accopmlished what they wanted which was get the old folks out and make room for the new.
I realize it was expensive and it seems they are finding other ways to meet whatever the goals are now and unilkely to do another VBO for those reasons, ut I don't understand the statement that it "worked against what the company has wanted.", If you could please explain.
@a9 - I would like to hear more about re-leveling and what it entails. SVP to VP or director. There are way too many VPs. Need more worker bees.
You will not see another VBO. All of them have worked against what the company has wanted.
Are you asking the question because you have heard something and want to see if others have too, or are you just asking in hopes and desperation that they'll have one (you wouldn't be alone)? I haven't heard any rumors about VBO and highly doubt they'll do them again. If you've heard something please put it out there. Otherwise I don't think you'll hear much about a VBO.
They seem to be pushing their retirement package instead, while at the same time expecting people to leave with RTO, re-leveling, etc. My guess would be they'll wait a while to see if they met their attrition targets after they finish with RTO etc and go from there. At that point even if they don't meet their targets i'd still be surprised to see a VBO. They'd be more likely to do layoffs or some other tactic to get people to leave (relocation ultimatum, demotions, etc).
If you've heard something let us know, but i think it's wishful thinking. The only rumor I've heard is that AJ doesn't want anymore VBOs.