Hope. Lol so sad
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The way it works is L2 and L3 figure out how to hit the number without getting into a bind keeping all the bases covered afterward. So first, any volunteers? Then, decide who is least painful to lose. Then all that other stuff with ranking and rating people on various things is jiggled with to make it tell the necessary story, but that's all BS. Then HR takes all that and waves a magic wand over it to try and make it lawsuit-proof.
You could be a great employee, but if what you work on isn't that important, you go. You can tell yourself it was because someone else was teacher's pet, but it probably wasn't the reason.
If a first line manager is last every month on job completion and turning jobs back all the time he will be fired. Some managers can’t read osslog or understand word docs or service orders. They may say to the craft employee “I don’t need to know that”. The 2nd level will fire them and get another. I had 4 managers in less than 3 years as a special services tech. If you don’t try they will fire you,
If you're a low performer- though honestly there aren't that many of them left in my group, they have all been shown the door over the last few years. These are the types that were never around, seemed to miss a lot of meetings... MIA basically. Their L2 and peers would have to try and cover for them.
The other big one is those "new" to a team. This is a cautionary tale. I have seen this play out "many" times over the years. Talking non bargained for here. If you decide to jump at a new opportunity, try something new, and you move over to a new group that has been established for some time...when the surplus comes around, could be a year or two down the road, look in the mirror because it's probably you being handed your walking papers. It is somehow just easier for the L2 and L3 to let that "new" person go instead of someone they have known and worked with 10 or more years. Human nature, and the path of least resistance. Has nothing to do with your performance.
Layoffs and beatings will continue until morale improves, Sir! Yes Sir!
It’s all about who you have su-ked up to and who you have fooled. Does not matter what you did. If you don’t have the “mentor” or the upper su-k up you are gone. The rules are ridiculous. They are not across the board and I’m so tired of hearing they are. People deserve to be treated with dignity and respect. I have given 23 years of my life to this company. I am so sick of my gutless managers! If you are doing rto then do it! Figure it out d-mb a-s! Stop threatening and intimidation. I know yes.... I could quit. Not going to happen. Never quit or got fired in my life and some young money hungry su-k up is not making me do
It now. Fu! Ct, da and ma and jv
“bet your bippy “
Aunt Karen is posting again…
Every AM always has a ranked list of employees. They periodically get asked to refresh it. When surplus time comes, the director may use those lists to create a list of all those beneath them. There is some discussion / arguments between the AMs about who belongs above who. The final list is given to HR and they provide the ultimate list of who is being surplused. The AVP or VP may get involved as well just depends.
“ New to a group or low performer”
This is it in a nutshell. With the other factor being if you’re a pain in your L2 and L3’s posterior. Causing problems and headaches for them.
Lots of disgruntled folks that have been laid off are here talking about kissing butt and what not. You can bet your bippy they simply fell into one of the above categories.
Who you know…
RTO metrics reports.
Are you close to getting your full Ameritech pension, do you refuse to wear knee pads, are you old, are you smarter than a 5th grader ....you gone.
For management employees, a spreadsheet is created by HR with all the Amplify details and a ranking based on reviews. The supervisor or director get the sheet and can override the rankings. They can save a buddy. Press save. Email back to HR. Then they tell team that HR made the decision.
New to a group or low performer
- Are you a butt kisser?
- Family of the C-suite or BOD?
- DEI recipient?
- Member of a discriminatory ERG?
- Good B.Ser?
- One Stanky’s favorite perennials?.
- Younger than 50
If none of the above apply, then you are on the short list.
The following doesn’t count.
- Merit
- Competency
- Experience
- Performance
- Over-achieving
- Loyalty
- Certifications
- Awards
Well hopefully they look at who isn’t in the office as required and start there.