Since this Riff was not well thought out, let me help out ... Offer a GENEROUS Early Retirement package (yes, we gave you our best, sacrificed a lot) and you'll easily fill up half of the necessary head count to reach the required 7%. Really and thoughfully, train, on board and realign existing CISCO EMPLOYEES to high performing BUSINESS UNITS. This consideration will go a long way in solving the problem, save cycles in rebuilding morale and holding up the standard of Employee caring and concern professed as a top priority year after year.
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Imagine the loyalty that re-training vs LR would create!!! I never really understood the “pivot to a new area” rationale for an LR. Especially in areas like sales, operations, marketing, etc where the skills that make you good at your job are less tech specific. The conclusion I came to is that it’s a giant euphemism (lie?) to appease Wall Street re: rev/employee, Opex/Rev. Real leaders would have the courage to think long term, put employees ahead of Wall Street and their own paychecks.
What makes you say this wasn’t well thought out?
Like that would ever happen. It's a nice dream though.
Why would the ELT care about morale or retirement packages? Layoff full-time employees and replace with contractors.