If it walks like a duck and talks like a duck...
6 replies (most recent on top)
@dt admitted low on the organizational totem pole (was in Frontline care/digital sales for just under 13 years combined) but many people in our department have thought this was the case for the last 2 years since our team transitioned from divisional to merging with our counterparts in the other 2 divisions. There has been a deliberate, hostile effort to push out long term employees with higher pay.
Goals were made less achievable, PIPs easier to get on and harder to survive, comission payouts went down. Former top performers have wound up on PIPs because they took 2 consecutive weeks off for a planned vacation and didn't meet goal. Our employee referrals in our areas (all around former call centers, so in more populated, high cost of living areas) haven't been getting hired. Our new hires were all largely from the middle of nowhere, often outside of Comcast's footprint.
Our Sr Director said, with a smile on his face, in a skip level meeting that they weren't hiring in states with "difficult laws" around breaks anymore.
I jumped ship 4 months ago. So many of my former teammates are dropping like flies. Someone has a mental health crisis, goes on leave, and we knew their resignation is coming when they get back. IMO, they've been "quiet restructuring" on the Frontline level for the past 2 years by implimenting outright hostile policies and driving long term employees to resign.
@OP Look at the broader patterns across the employees impacted: age and tenure, types of roles eliminated, geographic location and associated pay bands, and the departments most affected. Looking at those factors together may provide a clearer picture.
There seems to be a common thread that many of those impacted appear to be those that would be higher-paid employees at their level. If the work can be absorbed or done by someone at a lower cost, that would factor into which headcount is kept. And with consolidation, there's "duplication". Think about all the teams that have been blended together over the years and the different levels within teams as a result. This isn't about ability. This is cost cutting.
@af it's not about the age but the resistance to change and automating busy work. Old people unfortunately
@ac No worries, you will be an old fu-k in due time.
Those older employees made a lot of money compared to their title and contributed to the lack of innovation and poor culture in the company.
Every time I hit a roadblock on trying to make a positive change it was some old fu-k who was over protective of their work.
They're trying to collapse reporting structure into 6 levels max from IC to CEO
How many 25 years olds make Senior Director?