Folks who think they're "needed" and that makes them safe make me laugh. If there's one thing I have learned during my 11 years with Nike, it's that no matter how essential you are or how few people can do what you do, you're not safe. The decision on who gets laid off is not made by your boss or your boss's boss who knows your worth. It is made by a number cruncher staring at spreadsheets who only sees numbers. It really is that simple.
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After the last restructuring the BSA in country is the real bloat now. All they can or want to do is just talk and not even implementing anything, why do we need so many PM in the country when there are already PM in WHQ
I am a PM...i am needed to keep you tech id--ts in line...we should move you all to ITC...make GT just the PMs and Service Managers at WHQ.
@ch+1jvrh6aps Age decisions are kept entirely off books, off meetings, off paper, out of outlook, and only spoken behind multiple sets of closed doors. No traceability. ‘Luckily’ age is heavily associated with years of service & salary, which are not protected classes.
Make your decisions based on that. Pass the list to legal, crunch some numbers, they tell you to lay off X more recently hired kids to balance our legal exposure. It’s extremely easy to legally refill their positions with some well traveled HR convolutions & excuses.
Other than that @ch completely exposed how Nike handles layoffs.
OP understands the reality of IT by Accounting.
The result (layoff) is very, very personal but stupidly the decision itself is not personal (typically unless it's a revenge layoff, go ahead and try and tell me those don't happen, they do).
For an org/team do an Excel spreadsheet, sort highest to lowest salaries, remove your friends and people in the cool kids club, what's left are your candidates. Oh some are duplicate roles with each other? Pick the one you know to save. Maybe throw in some ageism because of course older people aren't smart?
Like some sort of creepy "by the numbers" Survivor.
Exactly, it’s not done randomly. Take out people who may question their strategy or threaten their leadership.
Agree but I do think Sr. Dir. and above still has influence on the decision. And from the “strategy “ POV, it makes sense to let go the good ones and keep those who may not make any threats to their seat… I have been with this company long enough and no way for me to believe it is done randomly.
I’m confident not because I’m really good at what I do but because I know the ppl who is crunching the spreadsheet.
There’s someone who got promoted to SD in the last reorg, even though he had a reputation for not being the strongest leader. He even struggled to manage just one person as a Director. Now, all of a sudden, he’s leading a much bigger team. What’s funny is that he genuinely thinks he’s ready for a VP role and seems entirely focused on pushing his own agenda…