My experience is that over the last 10 years as a group manager, there are two main factors that determine what RIFs need to be made when the mandate comes down from Director or VP level; the first is that there is an increasing preference from VP level to replace salaried 'managers' with contractors so that headcount can be directly tied to signed revenue assurance based on an implementation that will take x months, so the contractor is contracted for those x months, and if performance is adequate they can then be signed on for a new contract for another newly sold revenue stream. This also avoids having to pay for holiday pay, sick pay, salary increases, retirement benefits(401K) etc. The other factor is that a group manager will simply get a raw overall payroll number that they need to RIF to. You could either let 1 tenured employee go to hit that requirement, or you can let go of multiple headcount from less tenured folks in the department. Generally more warm bodies are better to spread out the load, even if the expertise and quality of work doesn't match up. It's just a numbers game.
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Talent GPS. I keep looking and have yet to find its purpose. Really there are different job types that have different requirements? Im
pretty sure that is on every job posting for decades before the workd wide web was in use even.
Truthfully, the RIF's are about cutting costs first. Competency is only 1 element, cost of the person in place is as important as anything else.
I know my manager doesn't care about us. She'll gladly throw us under the bus as long as she keeps her job.
Often with a rif very talented people are put on the list due to a need to cut headcount in a group. With sales if you are given accounts that don’t like vz or have lots of issues due to poor customer service (happens all the time) then even a good sales person will fail.
Verizon let’s a lot of good talent walk out the door.
Wow. I hope my manager is looking out for us like that
@1gpa- you're absolutely correct. They might be good. There's at least a 50% chance they're not, though. If I make a mistake hiring, and our performance suffers, they my whole team could be under the microscope next RIF. I can't allow that to happen to them or their families. Protecting my team is part of my job as a manager and a decent person.
@11jw why are you jumping to the conclusion that they are rejects? There are times when an entire group is release or people are required to release people not because of their performance but because their org needs to hit a target number. Seen full teams from director down released over the years. People are not release because they are under performers, many times it is because they are not a$$ kissers.
@byn- if they do that, they need to tag these candidates as RIF'd. In most cases, I don't want to bring someone else's reject onto my team. Unless, of course, I need RIF-fodder to protect my team in the future.
If someone is RIFd, it would be nice if the Talent GPS tool proactively sent the employee a listing of open positions they qualify for and give them priority over other candidates.