Did you all go through them sometime in past couple of months or discussed them with your managers? Trying to see if they were put in place to inform layoff decisions.
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Performance reviews are for ammunition in the next round, I'm sure. This round was decided already.
Most receiving accolades & stock have undiagnosed mental health issues.
You may be reading too much into it. For many, not just those senior enough to get real stock, it's simple incompetence. When more failure results in advancement why would they question that incompetence?
"The worst part is those receiving the accolades and promotions don't realize they do far more damage than good creating a positive feedback loop resulting in 23 years of continuous layoffs."
Most receiving accolades & stock have undiagnosed mental health issues. A fascinating research project would be to analyze the percentage of VPs & above at Cisco with narcissistic personality disorder or psychopathy.
The constant reorgs & layoffs is a result of hiring & rewarding mentally unwell leaders. If you spend significant amounts of time with executives... you are aware of the chaos, manipulation tactics, charm, and lack of empathy.
@xtr+1qXJhQZU
Why are there talent assessments if the layoff list has already been finalized last month?
If you are a manager who can be honest with themselves you have to know a significant portion of evaluation is subjective.
In many areas Cisco is worse than other companies in that they don't have useful metrics for the objective component. Does your code work? There is no metric for that. Did every check in you made break the branches in clear violation of ISO9000? There is no metric for that. You cut and pasted the same broken code 20 times in a branch then forked it into 500 branches so each bug became 10,000? There is no metric for that. Put essentially the same bug filed over two dozen times in some kind of terminal state in a timely manner (for which there is a metric rewarding you for doing the wrong thing) instead of fixing the actual problem? There is no metric for that. Do you have a title that requires you to help other people and do so? Not only is there no metric for this, but as management trained by Chambers' "don't fall into the trap of helping other people" say, they don't know what you do, they don't want to know what you do, and if you help someone look better than you you are the one who gets fired. Your one month program still isn't done in three years? Just say "it was harder than anyone could have predicted and look at how much overtime people put in" and everything is A-OK.
With these as the rules doing the right thing harms your ranking and gaming the system is highly rewarded, and the result is Cisco has a lot of highly ranked people with a pile of promotions that can no longer perform useful work at any level, and this includes most management. The worst part is those receiving the accolades and promotions don't realize they do far more damage than good creating a positive feedback loop resulting in 23 years of continuous layoffs.
Talent Assessments are taking place in my team this week. The LR list was completed last month.
If you’re in CA (many other states too), then they don’t technically need a reason. It’s an “employment at will” state and can fire you for any reason. But having a “poor” performance review gives the company more legal ammo to use if you sue for wrongful termination.
In my org, they don't layoff based on performance. You are quietly aligned to future projects without funding.
People without strategic relationships are placed on projects without funding and given the axe...
Yes but these are all formalities to lay you off at some point regardless if you actually performed or not
Oh ya they're wrongfully taking performance as a backup or proof in case you sue them after being laid off next week
dod you hear about any new layoffs?