Does anyone want to share their experience if you had to be part of training the people who ultimately replaced your position? I can imagine this being the most heartbreaking feeling and i hope to get out of here before this is a reality but if not how did you cope
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my then boss (she’s still there) is such a nielsen su-k up she monitored all of our training with a spreadsheet and forced us to do it or she’d rat us out and i was promised more weeks of pay with benefits and a small bonus (which i desperately needed to pay a medical bill) so i was forced to comply out of desperation. i still loathe her for it. one of the worst bosses i’ve ever had. i wish i could have blown it off. two of the people who were hired to replace people on my team, already quit. so, lol
"It’s not the new hires fault the company discarded you. Taking it out on them just makes you look like a je-k." LOL
My department boycotted training replacements as well, with our managements full knowledge and support. It was actually kind of funny, and helped morale in our final days. People were getting let go at many levels, so we all kind of agreed to do as little as we could in those final weeks, and our leadership just flat out sent lies and BS up the chain in regards to how training replacements was going. We would go out for happy hour and discuss this outside of company hours. Upper levels of management were literally being told that training was going well, giving good status updates, while in reality, we all had agreements to not train them and actively undermine the process.
Nielsen didn't give a 💩 about us and our futures, so don't give a 💩 about theirs.
KR and the C-Suite leaders made a foolish mistake in how they handled these layoffs. They cut so many levels of the company at once, and everybody knew well in advance that almost everybody in the US was going to be let go. So there was no incentive to do anything but look for a new job while doing as little as possible anymore.
And they did this all while reducing severance. 🤦🏽♂️
The result was an entire company full of angry short term employees who carried on a silent mutiny.
I remember KR saying things like "we're doing this for the future of the company, so that in 100 years Nielsen is still a strong company". As if the average employee who is just working for a paycheck cares about Nielsen in 100 years. The way they handled this was insulting, so yeah, there was a lot of petty revenge going on.
I HAPPILY took part in this too. ☺️
Our team leader told us not to train them. She told us to just ghost them, and ignore calls, meeting requests, and emails regarding training our replacements. And that's what we did.
She was one of the ones let go too, so she didn't care either.
“ It’s not the new hires fault the company discarded you. Taking it out on them just makes you look like a jerk.”
Refusing to train replacements is not “taking something out” on anyone else, mentally or physically. Know the difference, and please stop the plea to emotion fallacies.
What is it? It’s standing your moral and ethical ground against a company that says you’re not part of their long term plans anymore, has cut your severance in half, and now wants you to help them replace you.
Note *** No Indians were hurt in the delivery of this message.
It’s not the new hires fault the company discarded you. Taking it out on them just makes you look like a jerk.
I did the absolute bare minimum. For example for a regular monthly report to a client I just said "download the data then create a PowerPoint report describing the findings". These Indians just obey their masters, none of them ever asked questions or showed an ounce of curiosity. It helped me buy the time to line up my next job but it would amuse me to see how it's going now as my role was far more complex and nuanced to deliver added value for a client than this dummies for leaders ever thought
Big d-mb a--holes = those who train their replacements, for companies they admit do not care about them. Get your people straight.
“ A majority of Nielsenites (like yourself) can’t say the same. Hope that clears it up.”
You hope that clears what up? You still sound like a big d-mb a--hole. If that’s what you were going for then you nailed it.
“ It’s your own fault for thinking a company is going to give a sh-t about you in the long run.”
Who said they did care? Certainly not me, and just another reason why I told them to pi$$ off when asking me to train a replacement.
You see, some of us have actual skillsets that are valuable to other employers, with an actual set of b*lls to tell Nielsen to get lost. Put those two together and there’s been no issue on this end gaining employment elsewhere, while telling Karthik and your Indian owners to kiss it.
A majority of Nielsenites (like yourself) can’t say the same. Hope that clears it up.
“ It wasn’t MY FAULT either the company decided to go down the path it did with offshoring our roles, so they can ask someone else and get lost when asking if I’d help them get there.”
Wah wah wah. Me me me. It’s your own fault for thinking a company is going to give a sh-t about you in the long run.
I made it so uncomfortable for our team and TL’s with training anyone offshore they eventually gave up asking if I would. No regrets in doing so.
With those who say “It wasn’t their fault so I trained them” well guess what? It wasn’t MY FAULT either the company decided to go down the path it did with offshoring our roles, so they can ask someone else and get lost when asking if I’d help them get there.
I saw the writing on the wall and got a second job.
I trained a huge group of people while I worked another remote full time job without telling Nielsen.
Not their fault. But it was a bit humorous getting paid double.
If Nielsen is going to play me, I’m going to play them right back.
It was fine. The person I trained was very nice. It’s not their fault so I just did my best and moved on.