Do direct managers have a say in it considering they're the ones who know us the best and know how much our work is worth or is it decided by somebody who sees us only as a number in a table? I have a feeling that it's the second option, considering that the people we keep losing are always among the best...
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ME ME ME. PICK ME
Cronyism alive and well inside Mama Xerox
Xerox uses a metric defined by how much you suck to how much you bi--h ratio. Try to lower one if not both and you may possibly not have to ask desperate questions to find potential ways to "work" the company that pays your fkn bills. Ba--s up.
Not sure but we lost lots of really good people! Outside vendors and suppliers us to comment on the knowledge and ability of the Xerox workforce compared to other companies they dealt with...Xerox was numero uno !
Participated in stack ranking..It was a joke as managers were asked to rank employees that neither worked or reported to them.
Senior manager then rearranged the ranking to match his personal choices ....
Had a Xerox manager tell the team, right after a layoff where we lost a couple of people, "I had to stack rank everyone and the bottom ranks were let go. Everyone keep in mind that you are now 2 steps lower in the rankings." Class act that guys was, not.
Lately no say. Decisions made high above me and it is not based on performance otherwise I would not have lost 2 top performers. It’s a budget number as far as I can tell.
As.a manager, never been asked. Fyi - I've lost 2 from me.
Amen to that brother .....Webster,NY
A well keep secret inside Xerox but Nepotism plays a key roll in who goes and who stays ..
I remember one year they just cut anyone that had ever gotten a less than stellar review or had been written up for any reason. The manager had no say, it was done at a higher level without any consideration to the impact of the team or whether anyone was cross-trained for that person's skill set. But most years, the manager gets a number that has to go and they have to choose. I do know that one year that the person that they were going to cut just had a better skillset than someone else so they stayed. In the last few years, they always kept some people on contract and even though they might be far better workers with no benefits, they would get let go before anyone that was a lazy slug. But there are also years where they want them to keep the contract workers since they don't pay them benefits and get rid of regular employees. So it's really a hit or miss. The manager is tasked with cutting heads and your best bet is to not be the bottom-performer or someone that gets caught goofing off or making their lives difficult.
also goes through legal to fit EEO to avoid lawsuits. many caught up to fit #s
Considering that reductions in force at most companies are generally driven by financial concerns, knocking out some of the larger salaries should always be expected. Yes, this often means that some of your very best and most well-liked, trusted, long-time coworkers are up for consideration. Surely you want to eliminate as much dead weight as you can, but that's rarely enough.
There is often an initial list, some discussion, and yes, some picking and choosing. "Here's a list of 20 potential RIF candidates from your team. If you have people who are truly "key" players, performance outliers whose loss would be adverse to business, then make it known and make your case, yadda yadda... you can remove up to 3 people from this list" That sort of thing.
The end results in a lot of these decisions likely boil down to some varied combination of people with performance issues, attitude issues, and yes, some of those top-of-the-scale outliers who are quite amazing at what they do... but not so much so that we can't get by with those remaining.