I hear that some excellent employees have lost their jobs, who have subordinated their private lives to this company. Shame! Cutting the best people will inevitably have a negative impact on customers, but ultimately on the company as well. I still haven't received notice but I'm ready to hear the bad news. Does anyone know precisely what the criteria for layoffs are?
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Criteria is, Sprint employee, white, over 50.
They want to get rid of all telecommuters. Nuff said!
I wondered the same. The colleagues in retail that were let go (along with myself) were top performers. I turned an underperforming store into a performer in 2 months and was let go. Go figure.
Given the names I heard that were released, managers were not involved, there are far too many high performers involved. Heard some directors weren’t offered a choice either. This must be the T-Mobile method because Sprint trusted their leadership in making the choice. Difficult for leaders, but mitigated risks to the business.
In hindsight, they’ve really been pushing the greater employee base to update their employee profile on Workday for the past 6 months. All makes sense now, for why.
By doing so, HR can quickly flip through talent profiles and rank stack employees like the NFL draft. Match up against problematic people who had PIPs or low achievement ratings.
If I recall, HR makes senior managers and above rank stack all employees and also look at their Comp ratio of market pay to further decide cuts where several employees are of equal footing. HR probably views this method as a finance based market reset.
I don't have any inside information, but having used to work for TMO and gone through multiple layoff situations at multiple jobs tells me the criteria of who gets let go is always some combination of:
- Salary/compensation (the higher, the bigger target you are)
- Performance reviews
- Job title redundancy
- Department
That's all the information that upper management has access to. But seems strange if direct managers were not consulted at all with these current layoffs as they are the only ones with granular knowledge of their teams.
Funny thing, when I hired on at TMUS, my manager at the time, told me this was a cradle to grave job. I hope he continues to be right.
From my experience of working with 4 different major companies, and going through massive amounts of layoffs in 32 years of working, layoffs are almost always determined by pay. When senior mgr look at spreadsheets of employees, the first thing they zone in on is the salary, not the productivity.
"But there’s some folks who I know weren’t making very much that were let go."
They have to throw in some newbies. Why? Because most of the top salaried people will be older people with years of service, and the last thing T-Mobile wants is a lawsuit claiming age discrimination.
Every layoff we’ve had since the merger is a script. My manager has said he wasn’t involved in any of the decision making for any of them. He finds out literally right before we do. Seems to be more senior director and above making all the choices. So stupid.
Seems random. Most managers I talked to had no input and found out today just before the employees.
It was the choice of the manager of the employee. Nothing more.
I was a good employee. Just got the axe. I hate my life.
They stick to the script because massive layoffs like this are run by HR. They're told not to deviate at all. Hopefully we axe and outsource our HR Teams soon.
At first I thought it was pay. Trying to achieve a certain OpEx. But there’s some folks who I know weren’t making very much that were let go.
Ages are as all over the place as skillset.
So… drawing names from a hat?
My director was reading from a script. When I asked about the criteria, he regurgitated the script. So, I didn't get an answer... not surprised.