My supervisor and manager both had no idea that I was being chopped. Doesn’t make sense! who made the decision and now could the ones I report to directly not know?
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Thankful to be outta there. PIPed in July. Retired after 3 months. Just waiting for lump sum.
On day one you joined, EM already grouped you accordingly (implicit close to their chest). Just a matter of which bucket to choose from, select a few that they can live without to lay-off. Age plays a key part as well. I spilled the beans...you are welcome.
Many of the lists were done at the VP level, maybe with consultation to their direct reports but not always. Supervisors found out the day before (if at all) of their team's fate. This one was kept very close to the chest.
@yzj+18fGgWaX I second this summary. This is the perk behind the curtain. Going on right now with design of new org charts and placement of names on org charts.
@ajn+18fGgWaX You say you were strong but did your actions lead to getting the ranking right or your team being artificially inflated to the detriment of those reporting to supervisors who weren’t so aggressive or recognized other teams have good people too even if their manager is a pushover. I’ve gone head to head with the likes of you in ranking sessions. While I have strived for fairness for my team and others and don’t roll over, what I see is others suffer because of people like you who don’t see the bigger impact of your actions to others outside your team.
@ajn+18fGgWaX You say you were strong but did your actions lead to getting the ranking right or your team being artificyinglsted yo the detriment of those reporting to supervisors who weren’t so aggressive. I’ve gone head to head with the likes of you in ranking sessions. While I have strived for fairness for my team and others and don’t roll over, what I see is others suffer because of people like you who don’t see the bigger impact of your actions to others outside your team.
@yse+18fGgWaX Yes I was asked who I could live without and gave an answer. I was then told cut X more with no back fill and cut Y more with backfill by BTC engineers. X plus Y was much higher than what my answer to the question was. So I suppose you are partially correct. Perhaps it was done differently in different places. We are cutting 30% where I am.
Don’t believe the hype I’m an L4 manager and had no idea who was impacted or was able to feed who I thought should stay or go in my org. I found out same time as my reports were told by communicators.
“Who can you live without?” Is what supervisors, managers are asked.
It’s disingenuous to believe they had no input and it’s dishonest to not own their part.
It’s easier to hide behind the process or blame it on high powers, but we allow all know how this work.
“Long term fitness” is code for someone likes you enough, at least better than your chopped peers.
It ain’t about contribution, critical skills, or even the task on a project; it’s all a popularity contest, a game that supervisors and managers play too - so they don’t find themselves on the chopping block.
Every manager is different. Some are weak and only driven by advancement. Some are strong and driven by results. The Results driven manager will fight in a ranking session to have his/her folks ranked over the advancement driven manager's folks. Results will when usually.
If your manager isn't result driven, they will not fight for your position on the curve for fear of being confrontational.
I fought for all my folks. I may not have achieved the CL that SA reached, but most of my current and former reports are still here!
If your manager/supervisor is weak, seek other assignment soon. If they are strong, show them that you are on the team.
Not that much different from ranking exercise. Immediate boss has some input, and then everything is bounced 2-3 levels up the line for final decisions. Sponsors rescue their favorites, managers talk about old baggage for people that is totally unrelated to recent contributions in order to provide some reason to throw them to the bottom, etc. Few in the room know you unless you have been around a while with some exposure to senior management. Often one negative comment from anyone sinks you unless someone else speaks up to save you, which seldom happens. Disagreements are worked out on the sidelines. Usually involves I'll support X if you will support Y, and then I am ok with cutting Z. Fill the buckets and they get lunch.
Then HR and Legal run the disparate impact analyses and recommend necessary adjustments to get everything bullet proof in terms of diversity, discrimination, etc. A few tweaks are made and it's done.
Everyone has plausible deniability if they all keep quiet, which they do. You might be surprised at who screw*ed you. May be someone getting back at you for something that happened ages ago, not necessarily anyone in your direct line of reporting.
That's how EM bakes the cake.
@tur+18fGgWaX None of this makes sense. That doesn’t mean it is t the truth.
How does it make sense to terminate someone without talking to their direct reports? Wouldn’t the manager need to know at the very least?
Easy enough to check. Look for those who have multi hour private appointments on their calendars. They were the deciders. I would believe the other ones.
Managers are next to go in reorg. Happened in the 80’s. They have the managers lay off their people. Once the dirty work is done they reorg and lay off the managers. Classic Exxon style. I think it is in the layoff GP. Look in EMEPS I mean Specify.
Even managers who had a say in the decision are claiming not to have had anything to do with it. Typical XOM sleazeball managers.
If things are dire, managers are not in the know because some chopping occur within their ranks too. Their jobs may be the next to go.
Yes. What you heard is true in at least some cases.
Not being invited to be part of the decision does not make them any of the things you say. We’re you part of the decision?
That’s what I was told as well back in July. They’re full of sh–, clueless, or spineless. Maybe all three.
Oh well. It’s all they’re problem now.