Thread regarding Cisco Systems Inc. layoffs

It will be interesting to see how this model works in other jurisdictions, especially places like France and Germany where LR is already difficult (or prolonged).

Yes, “sort of” is the reason for the question. Any/All other notifications we have witnessed in the past included some form of severance. This has been accompanied with talent movement support but nothing else.

Isn't telling you that you have until April...sort of a notification?

"My IPF was 1.5 yet I was given a package"

That's broken on so many levels. What a sad and sorry place Cisco is turning into. The ELT is totally out of touch with reality and can't even see how dire the situation is.

There was a time when management took time to relocate employees across different teams, rather than employees having to fend for themselves.. But then, this is the "new Cisco, adapting to the current new trends".. Where management just plays BS and employees fend for themselves

Responding to…

“ Whoever wrote this needs to take a PR class. Mull this one over. "Oh hi Suzan! Congratulations for being a high performing!” Now get out of here will ya?”

They are actually doing this! My IPF was 1.5 yet I was given a package. Fortunately the market is strong so new jobs are easy to come by (and most pay better). While I am fully vaccinated, those who aren’t can join one of the many companies embracing fully remote work. Each company interpreted the Biden Order differently with Cisco reading it in the most conservative way (meaning applying the mandate broadly and to all employees).

Lastly, no one should be surprised by the company line coming from HR/ER. Their job is secure if they just parrot back what the ELT says. The HR person above wrote “ it essentially is the same as offering a package..” It is not the same. With a severance you would get paid if you accepted a job 3 weeks after your employment ends. Under this scheme they pay you only who’s you are employed. So if you get a new job you don’t get paid the remaining weeks. Unless The HR people on this thread are saying that Cisco will pay you what is left on the notice period, but I don’t read it that way.

I wonder how many people that ran out to get the vaccine, to stay employed at Cisco, aren't now.

"actively encouraged to priority interview high performing employees"

Oh the irony is strong with this one. Whoever wrote this needs to take a PR class. Mull this one over. "Oh hi Suzan! Congratulations for being a high performing employee! Now get out of here will ya?"

I’ve never seen as many HR shills as there are in this thread which tells me it’s real and going to be BIG.

Man that just sounds cruel. Why drag it out so long? No one is going to want to work with an internal dead man walking. Will that person be shut out of company proprietary information? How can anyone possibly work in a modern environment with a scarlet letter attached to their badge?

If I’m fired, I’m fired. Get it over with and let’s both move on. This isn’t the college dating game. Grow up Cisco.

Remember customary industry severance packages are one to two weeks per year of service.

This evolution will also offer those affected a greater level of continued pay compared to the industry customary one or two week per year model; during future targeted Cisco transition periods.

It is not a major change from prior restructurings, it is more a change in timing of events during the process into 2022.

The framework timing is evolving for current external market conditions and changing internal staffing requirements. Notified employees will have the benefit of focusing on pursuing a new role if they wish to pursue an internal transition.

Those wanting to consider external roles have the benefit of remaining a full-time employee during external interviews. Career transition services are available to all notified.

This also allows Cisco to more gradually evolve to smaller in scope and more focused talent transitions in specific areas.

Gaining Teams will also be actively encouraged to priority interview high performing employees as part of the transition changes.

More to follow after the break.

LOL, no more pocketing the severance and starting at a competitor hours later. Cisco scr3ws the employees yet again. It’s like the parking meters that print a ticket for your dash - the value expires when you leave. There’s nothing “more positive” about any of this! Do yourselves a favor and get out!

Last two responses are off topic and not helpful. Is this the new normal? Has Cisco done away with severance packages?

Cisco has a lot of BS groups. Maybe they should form a list of all groups - and the more BS sounding the name get rid of it (someone mentioned Business Architects before). Overlays to overlays, and massive overlaps. Looks at things like SDWAN where there is the BU specialists, a specialists group under sales architectures, a specialist group under Enterprise, a specialist group under Commercial, channels, etc. A typical sale has to pay the AM, SE, PSS, channels team, partner, disti, IOT overlay, Business Architect, etc. 6 people to sc--w in a light bulb.

Oh kinda sounds like BS that should be shutdown.

Global Marketing Segments and Industry

What’s GMSI?

Those that do find employment outside the company will receive an allotment for the remaining payroll time.

It essentially is a phased process, across smaller groups, replacing the messaging and tone of prior larger restructurings.

More bs. Tell people that something awful for them is actually good for them.

The paid timeframe to find a new role, either internal or external; is replacing the severance allocation model. Many upper-level executive migration scenarios have followed similar modeling. The program is now being scaled. Studies have found it to be more beneficial in that those leaving do not have to include messaging on restructuring for their new search.

It is more a positive model and allows for more targeted headcount adjustments for smaller groups where Cisco's priorities are quickly shifting, and changes are necessary not dependent on the current larger restructuring model.

But once you start a job with a new company, do you still get the payroll and severance? Or once you give your notice you get nothing? Sounds like a way to encourage someone to find new employment, and not pay any severance.

Changed for 2022.

This is more beneficial for both the company and employees, it allows for those that want to stay to provide the best possible candidate pool for the open positions.

It is also beneficial for employees in that it allow for looking for employment outside the company without having to position oneself as part of a reorganization.

It essentially is the same as offering a package, but allows for greater flexibility in messaging for both employee and company.

This is a small first phase group rollout transitioning into future resourcing models.

Employees will also have the benefit of transitioning into contractor positions as part of an addition priority contractor program.

This also happened to 300-something people in CX. Corporate told them "6 weeks" and gave them no additional information. That was almost 8 weeks ago, most are still on payroll but not actually working and and its unclear what happens next. I think the 300 were a test for whatever group of people this original post is talking about -- who seem to at least be getting a longer off ramp.

Never holdout for the severance package. You lose out on negotiating power with the next company.

The real question here is whether the 3-6 month severance offers are dead now? Once that precedent is set, more folks may find the exits quicker rather than holding out for any LR package.

Commercial and enterprise segment teams in GMSI. Located in US. VP set up a call last Wednesday December 1st followed by a talent movement call on Friday December 3rd.

Define we, specify the country you're in, and explain when, why and how you were notified?

Who is 'we'?