Thoughts?
16 replies (most recent on top)
@7wbe+1gHzyWLY Interesting! Probably in certain areas, but not in all, since I reported that I am not vaxxed and a coworker didn't report his status, and we are both still working.
I know at least 3 people put on indefinite unpaid leave. One, a female, announced her impending departure in a staff meeting. Said she refused to comply with vax status reporting. Not sure how large this group of people is, but they are out there.
a total of 2700
try this one: The Decline and Fall of IBM
https://www.zdnet.com/article/the-decline-and-fall-of-ibm-book-review-how-big-blue-lost-its-direction/
they were so high up, they're still going down, and they've been going down for a long time.
Previous poster sounds like IBM employees when IBM started down the regular cuts and low cost country options. Now IBM/Kyndryl is less than 10% US+Europe and 90%+ low cost country. Just like Ford, when IBM signaled their intent, and employees did not believe. The employees just never considered what was behind door #3.
If layoffs every quarter become the norm, they won't have to do it for 2-3 years, let alone 5. We are already seeing a high attrition rate in the areas affected 2 weeks ago. Another round of layoffs after 2Q would result in even more attrition. Even worse after quarter 3 and you won't be able keep people! And hiring is already problematic. I am in the area where they did part of the 580 two weeks ago and they are already scrambling trying to backfill people. The combination of letting people go, plus getting a reputation for that culture, will back people avoid Ford like the plague.
And remember, every person let go now becomes a customer of our competitors. That will even happen with those that decide that the culture is too toxic and don't want to work here. If this is the direction, good luck. The best talent will be working for Tesla, GM, Stellantis, Apple, Rivian, Lordstown, etc.
@1wcd what @1ftj was telling you is true. The teams whose jobs it is to handle resources have been told of a fundamental shift in their jobs. The communication from management said that for the next 5 years they will be having a 4 month cycle of (identify targets, gain management approval, prepare for off boarding targets, post off boarding paperwork). While they said 5 years, it really is in perpetuity.
Trying to be cool and a data company and all they referred to these as Sprints and tossed in how we were being Agile. Eye Roll
Those who don’t want to spend their career off boarding are seeking employment elsewhere. Those who are cool with it are staying, as after all it has worked well for the last HR leader.
I have not experienced any policy lasted more than 2-3 years, which is a fundamental issue with this company. Five years is lot longer than two or three.
Because of the work I do, I'm exposed to some of these numbers. I've been told to prepare to support small reductions in headcount each quarter for the next 5 years.
May was about 580, nearly evenly split between agency and Ford. Do the math.
What is the last poster's proof?
Beginning 5/15, employees who didn't declare their vax status are being put on an indefinite unpaid leave.
120%
EOY is probably irrelevant. The better question is what will the headcount look like in the next 2-5.
5 - 10%
If someone is asking a question like that he knows he is eligible for that
One less anyway.