Anyone from HR knows what was the criteria for RIF? Who decided the RIF list? Having received exceeds multiple years hard for me to understand what was the criteria.
Thanks
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That's really a GREAT question, but unfortunately one that we'll likely never get a reasonable answer for. I was affected by the RIF last month and to be quite honest, it's a slap in the face. Years and years of dedicated service, exceptional annual reviews (which now I realize meant absolutely nothing) and being paid a salary that allowed me to make a $1 out of fifteen cents. How does an organization justify firing people who are experienced/understand the MDT culture and at the same time hire people from the outside and promote existing employees?! The senior leadership is running this company into the ground and then they'll all take platinum parachutes and go to another organization with no consequences. Call me crazy, but I've never had a job where my lack of productivity...you get written up and terminated for cause. However, the CEO - who has done nothing to elevate this organization's revenue targets (and PLEASE DON'T BLAME IT ON THE PANDEMIC) yielded 6-figure bonuses and a 7-figure annual salary is acceptable?! This RIF has basically destroyed a lot of lives, affected the physical and mental health of its former employees and as someone posted in a previous comment .... last month was just the first wave ... there are more unjustifiable RIFs to come.
We were told part of it was based on skill sets required to position for future. HR talk.
Layoffs was 100% about meeting q4 targets. Like others said above if your project got cancelled or wasn’t funded in fy24 you were rif (regardless of performance). Then there are the vindictive leaders who laid people off today to trade them in on new hires in the next fiscal year. The pv leaders did this. I see pvh getting spun off or restructured into coronary renal den.
I was laid off because the Sales Director had a guinness with Geoff in Galway on multiple occaisions. He was also best mates with Bob White and hence pushed a restructure that put him in charge (now Snr Dr) and ousted the existing Senior Director and those of us below him. I know because he told me when it was happening....
It is about who you know in Medtronic.
From what I've seen is they cut the very top (Director /VP), and bottom (analyst), and kept the middle.
Lol on the comment about “white men” being culled - in office today and the Frat House is alive and well!
I’ll speak to the observations I made in my Dept. We had multiple leaders at the Director level, and they laid off the Directors who had been in the role longer and most likely made more money. I am sure each area saw different things and were impacted differently based on projects. I’m in an enterprise wide area so we didn’t have any of our own projects that were cut. The layoffs were obviously targeted towards the higher paying individuals to help cost save.
D&I had a lot to do with it, regardless of what they tell you. White males with Director or Sr Director titles are being culled.
Sorry to hear that you were impacted.
Like the previous reply stated, the layoff was not about you.
I’m not from HR; however, I had several people I used to work with/or know off, were also impacted.
Based on my observations and the communications from OU leaders, the criteria is about the re-prioritization: I guess you could say if you are lucky enough to work on the program remaining in the new top list, you are safe; if unfortunately the things you worked on now either not on the list or have a lower priority then is no longer needed.
Good luck with your job search! Reach out to your previous managers and colleagues on LinkedIn and expand your network. Since last week I already see lots of MDT posts there offering help. Hope you land your next job soon!
It wasn't about you. It was all about hitting a particular # based on current prioritization of the company. For example, R&D got hit hard based on what programs were below the line and if they couldn't shuffle you to a new program, you were gone. Others were just I need headcount out of these particular functional area, who costs me the most and get them gone.
In case you didn't see the first line, it wasn't about you.
- You are not going to lower the DEI score.
- There is no other hard requirement.
My guess is its about cost savings along with your role. Performance is not the deciding factor apparently.
My best wishes. I'm so glad I recently left. Too bad I didn't get 2 months off for free though.
Subject verb agreement can be important.