We've lost great people on our team. People who knew what they were doing and who, I'm certain, will be in high demand and will be able to find jobs with our competitors within weeks. Nobody who knows what we do and how valuable they were to our work would want to lose them, let alone pay them to leave. They let number crunchers make decisions that should have been made by direct supervisors. This will haunt Oracle for years to come.
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What I have seen is that the management prefer to work with people they are comfortable with. Usually, those people are not the better people. A manager would rather help out the d-mbest of the d-mb and keep them on-board, than listen to the brightest of the bright. It has always been this way in tech, but Oracle takes this whole thing to a new level. It sucks, but you can only be as good as your manager. When going to the next job, seek out a bright guy for your manager. Think about what you want to ask him and go looking for the best manager for you. Don't settle for whoever is out there just because you think one company or another is the way to go. Managers matter. If you are a smart person, you cannot succeed without a smart manager.
- priority of layoffs was given to the bottom 20% of performers. If you were in that category you were at risk. Nothing wrong with that! Bottom 10% are definitely gone unless you had exceptional justification. Be glad - your future and potential for happiness probably better elsewhere.
- . If you were in CX or Marketing you were at risk no matter who you were. But marketing was run by an id--t. unfortunately Toff is still there. Given oracles CX strategy is woefully short of anything that could be successful and they were getting beat left right and Center, The top needs to go.
Over 2 billion in costs being taken out. This is mostly due to the Cerner acquisition and negative impact on the bottom line. Better pay-off but hard to see how it will. US healthcare is broken and is NOT a model for the rest of the world. Cerner is 95% American focused.
Good job MS and LE. This is their wet dream.
Top performers were cut in my org but an bare minimum essential core seems to have been protected by my manager. That core is probably not going to prove sufficient and things will get worse since those left behind are not happy right now and are in high demand by Oracle's competitors.
I was impacted as part of a team where everyone was laid off. Top performers were let go without a thought. These decisions came from much higher up the chain. It is clear not even several layers of VPs saw it coming. They were notified, not consulted.
"And, if you don’t mind me asking, are you over 50?"
Mid-40's.
I was also told by manager about all the folks including great performers in my team who were laid off he had no say who should get laid off. Even the VP was blindsided about the restructuring. Looks like LE selected all the candidates for layoff.
Don't fall for the lie that HR picked people randomly. Your management was involved directly. They always are. You may not like that but all the talent reviews and annual reviews all show who the people are they want to keep around. You may be a top performer but they might think you are at the top of your game and have no more potential - that moves you out of the "keeper" quadrant. Maybe you make too much money or just complain too much or maybe its not even your direct manager but someone two or three levels above that you somehow made a unfavorable impression on. Remember, top performers are sometimes expensive and a royal PITA.
Wouldn't be surprised if "machine learning and AI" was used to determine whom to keep and whom to let go.
Top performer in our org. 5/5 performance three years running. Highest ranking on TRB. Led many products and many projects that brought in a ton of revenue. Got a 2 minute phone call and a kick in the a$$. I’m not near 50.
“ I'm a lead engineer with top performance ratings of 4 or 5 every year and yet I was one of the few who were terminated. “
And, if you don’t mind me asking, are you over 50?
I think that management has some veto power over who HR and the spreadsheet boys choose, though not always. A manager at HP told me that when the WFR (work force reduction) of 2001 happened, management had no say and could not protect anyone.
I'm a lead engineer with top performance ratings of 4 or 5 every year and yet I was one of the few who were terminated.
I know firsthand that some high performers were let go from HCM
top performers were cut in my org
Driving the car by looking in the rear view spreadsheet!
I respectfully disagree, at in my org. All those cut were low or average performers.