Mid-year performance reviews are done with the new stacked rankings structure putting 10% of the workforce below “meets expectations”. So, when do we expect the mass firings to begin?
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Does Bangalore allow American citizens to retire there? Has anyone done this?
@rv Offshore headcount is now flat or dropping.
Strategy- Reducing headcount by 10% each year for 10 years leaves you with about 35% of your original staff, losing roughly 65% of your total workforce through a compounding drop.The Math of Staff ReductionYear 1: 90% of original size left.Year 5: 59% of original size left.Year 10: 34.87% of original size left.
Of less than 100k left- I expect 25k in charlotte and 15k in Dallas ,50k in India ,10k in Philippines and yes 100 in HY yard..
Hoping for some unacceptable blunders from AI decisions that prevents moores law kicking in and making this a permanent 10% path.
The not so secret standard is a minimum 20% should be stack ranked to not meeting. Try to operate below that 20% and you are in for he** as a manager. You fight the good fight for your people but in the end you’re pressured-compelled-forced to comply. Managers despise mid year and end of year even more when compensation is impacted.
@j4 you just might be next. Just don’t say you weren’t warned when you’re back here after being cut!
This has all been standard/common practice in CAO/COO for well over a year. It’s done openly and talked about openly at this point, and leaders aren’t even trying to hide it anymore. I’ve seen dozens of cases and have had to issue fake IM ratings myself. Once cases was clearly documented in an email chain! Seriously Disgusting.
There may be some circumstances where this is true, but in my groups case it's all executive drive. I'm a manager of managers and I've never once selected specific employees to downsize. It rolls down from the top and I just convey the news. That said, yes, the executives routinely mess this up. Not a surprise considering they have no idea who is or isn't a good employee.
@j3 YOU ARE FULL OF BS - take your trolling elsewhere.
FOR ANYONE THAT SOMEHOW DOESNT ALREADY KNOW THIS: A “Meets” rating at mid year is going to turn into an “Inconsistently Meets” and subsequent firing WITHOUT severance for several thousands of employees.
Writing has been on he wall for awhile now people
The problem isnt that the bottom 10% get let go. Regardless of how everyone thinks they're an overachiever, simple math tells us that half of the workforce is below average. Culling the bottom portion of that isnt inherently a bad idea. The issue arises when incompetent managers are given the power to make the decision about who their worst employees are. These clueless nitwits inevitably end up choosing whoever they like least, with zero ##### given with regards to experience, performance, etc.
If WF was a normal company managers would be held accountable for consistently firing the wrong people but the incompetence goes so far up the ladder that nobody anywhere in leadership has any real idea about who does what, and to what degree they do it well, beneath them.
8/4
The % that gets Inconsistent Meets must be group specific. I’ve heard some teams as high as 50% were to be rated IM.
This is great, yes, living the Well Life!! Can you feel the high employee engagement and boosted morale once these low performers get the axe? I'm so glad the leadership doesn't get laid off because they are doing such a great job. We need to protect leadership because they are so trustworthy. WF has the best leaders and they all have such great reputations.
/s
@c3 I also was told 20% supposed to get below meets. Also was told that meet at mid-year does not guarantees the same rating at year-end.
I was told 20% mandatory
@bj the plan is that 30% will be below “meets”.
I was told 35% would be IM
they began last year, fourth quarter. where have you been?