I may not have the political savvy to have warranted being a senior leader but it seems to me that the resolve for the underlying issue of terminations is quite simple. The cost of vendor resource turnover, lack of skill and communication barriers are starting to take their toll. Let’s be honest, it’s just not as effective as expected. Many people terminated “without cause” have the Pepsi experience and expertise that remains very valuable and cost effective for the organization. The underlying concern here is the perception that leadership deception has led to the unfair termination of hundreds of loyal employees. Pepsi’s public image is tainted and many believe the culture is toxic. It’s time to walk the talk. Why doesn’t HR form a Pepsi Alumni Registry. Internal and contract positions would be made available to the alumni first before being posted externally. All alumni hired would start new, severance has already compensated for years of service. Think of how much ramp up cost would be saved and the productivity jump start that would be realized given these people have prior Pepsi exposure. It might also kick start new career paths. On the marketing front, Pepsi would set an example for other large companies on how to remain loyal and compassionate to ex-employees while remaining cost sensitive. The cost savings alone would be a driver, not to mention the public image that would be recovered. There is just something fundamentally wrong with having cut dedicated long term ex-employees who are unable to find employment while Pepsi turns a blind eye to them and looks to fill so many open positions. These ex-employees have paid their dues, demonstrated their commitment and more than deserve consideration for re-employment. It might also be a simple act allows these people to get financially stable once again. Loyalty should not be a just a term posted in a PowerPoint slide to be politically correct. Great companies live it. Think about it. What a fresh idea to have years of service and commitment actually mean something and earned the right for Pepsi to acknowledge it with action rather than see it as a cost burden.
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@10TxNOLR-uhx — sadly many long term employees that were cut are also in an age category that is not very appealing to other employers. Their dedication to one company has proven to be their nemesis. Quite a few who are having challenges, some are ready for retirement but many or not. The many years at PepsiCo has provided invaluable Pepsi specific expertise that can be leveraged for many other avenues.
Honestly, would anyone who was given the boot go back to that hell hole now? You'd spend years undoing damage that chronic stupidity and greed caused. Let them rot in their own mess. Also given how the leadership acts, you'd spend just as much time battling new crushing stupidity as fixing the old crushing stupidity. I don't have time for that kind of garbage. I hope the lesson sinks in with other companies flirting with outsourcing, it's Russian roulette, and all the chambers are full.
Management would never come up with such a good idea let alone focus on rehiring the best and brightest of those who were let go. True leaders are not employed by PepsiCo as witness by the decline of a once great company that so many of us was once proud to work for.
Makes way to much sense to be considered by PepsiCo. Even if they did, it would quickly become a tool used for buddy hires. Just look how messed up ratings and promos have always been. Sad.
Well said.
BRAVO!!!!!