Anyone else going through this? My last day is Friday. My boss has been giving me more and more work for the past few weeks and assigning me all sorts of tasks and wants daily e-mail summaries of what's been done. I'm not in a working mood because I got laid off, but my boss is acting like if I don't complete these projects, I'm going to be fired tomorrow so I can't collect my severance.
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go to the doctor, tell them you are under severe work stress, and haven't slept in several days, then file a workman's comp claim against the employer.
yah, that's how the azzholes do it in devil corp. Did the same thing to me when I left att hell. They suck everyone knows it (except them maybe) It sucks to loose a job, but I am happy for you...! that you were released from hell corp. fly and be free! peace
WOW! You must be working (have worked) for Rich Fakes! He's the kind of tool manager that would do this sort of thing to a short time employee!
As Succession Planning processes become more common in organizations today, HR teams are using a popular method for identifying and classifying talent: The 9 Box chart. The 9 Box chart is a matrix which contains employees categorized by two variables (their performance ranking and their potential for advancement).
. More often than not, there are 3 categories for performance and 3 categories for potential. However, depending on your specific needs this could also become a 12 box, 15 box or whatever best meets the needs of your department
From here the process can vary considerably depending on the organization’s culture and experience with succession planning. In many organizations this chart is provided to leaders so they can “slot” their managers into each cell and then make decisions from the data or bring their charts to a broader leadership discussion to gain consensus. In my experience, I have found that there are significant problems with this approach and the main issue is the lack of objectivity in categorizing employees.
Manager ratings are unfortunately subject to biases (such as the ones listed below) and promotion decisions which are solely dependent on these ratings could be problematic.
•Rating biases such as leniency are frequently found in manager ratings
•Managers each rely on their own standards when rating others and these often differ from manager to manager
•Different levels of exposure exist between managers and their employees and this can also affect the type of rating provided
Bottom line is ATT will use any method to dump people
9 Box is being used in engineering now.
It sound like a lot of responses are from managers who think it will be the other guy. WRONG!! ATT is going to push more and more work overseas and most people wont realize that until it hits them. A lot of people think all they have to do is work work work ( translation, Suck up a lot) and the boss will not put them on the layoff list. Well sorry, every VP has a number that will be dropped and the 4th and 3rd levels wont hesitate to play thinking they will survive. Sadly ATT leaders are totally headed in a wireless direction and less people in this country with high pay and more in India means higher bonuses for them. Guess how long you will stay with that attitude above you. Posts here tell you its all about ratings. Sorry again wrong. The latest big idea is the 9 box rating. The idiots think it will be easier to pick and the managers who do the scores in the 9 box will be told they need to make sure they have people on the bottom regardless of performance.
If your last day is Friday,you should be callin in sick a couple of days, R U mgmt.?? they already fired you when they told you were surplussed...you already put in the time . I would not let it bother me and do the Best you can so you feel good after you leave att ,you gave it your all.You shld be glad you're leaving if you have a BOSS who is care less that you are already under enough stress .There is life after att.....you can always file EEO with the state labor board.Good Luck !
There's nothing a stupid supervisor likes more than control. If they're not making choices, they don't feel like they're earning their paycheck. Let them make decisions on things that don't really count so they feel they're contributing to the project, while absent and disengaged from the teams they control, they always busy pretending they serve a purpose,
My experience is that who gets surplused is high up in the chain of command. In the past when I was surplused even my level 3 manager was surplused. I specifically asked him how the decisions were made as to who goes and who stays. He said he didn't know and he had no input on the decision.
As for the originator of this discussion. Drop all your work and let it all slide. If your last day is Friday then enjoy it and skip the work load. Nothing they can do to you.
As for me....I volunteer for everything. Me me me, I'll take it is part of my plan to survive until Rule Of 75. I also plan to hit the training hard. And.............Pray since it may turn out that none of that will matter and I may get surplused anyway.
You're both right. The confusion has come from the fact that there are actually multiple surplus events going on around the same time. Because of the timing it appears to many as if it's all the same event. So depending on the group you are in it may have been HR driven or it may have been senior management driven.
HR had nothing to do with surplus selection, Contrary to what has been written, many employees, were first and foremost victims, of executive incompetence: elitist, arrogant, out-of-touch, inexperienced. Start at the top and work your way down.
The other way to look at this is that your boss is nervous that he's not going to have a replacement for you and that your role WAS valuable. This is likely of no consolation BUT your direct manager likely had NOTHING to do with your surplus situation. I heard most of these decisions were made in a bubble by HR.
Idiot bosses exist only to stomp the life out of their intellectually superior and more innovative subordinates, This keeps many good workers up at night. Some can’t figure out why their ideas are rejected and their work is denigrated. Preventing others from seeing his or hers near terminal incompetence, typically , A clueless boss gives you a wide-open field,” and they trive at AT&T.
Your boss not too smart. If you are already being laid off what do you have to lose by telling a guy to stick it up his ass? Or file a sexual harassment or EEO complaint against
Thanks, guys. I'm not trying to look for other jobs in the company...I'm leaving on Friday and don't plan on ever coming back. I'll do my best to get my tasks done by tomorrow and let them figure out what to do with the rest.
I and most of my team were surplused a few years ago. The day after we were notified I had a group meeting. I specifically stated to my team that they xfer all their tasks to the contractors that were taking over in the next 48hours. They are then avail to give direction to those who will do the tasks but I did not want them working on those tasks. (we were management employees) I then told my team that their job was to find another job inside the company over the next 59 days.
So what do you do in your situation.......tell your boss that part of being let go is that you have 60 days to find another job. The company made it clear that if you do not find a job in 60 days you must leave. Per the companies direction you are to be seeking employment within the company and unfortunately you do not have time to be working on all duties your boss is giving you. If your boss feels you are unable to perform your work and look for another job then your boss should assign those work duties to others who can better perform them. Try to be politically correct but let your boss know one of you current duties is to see alternate employment inside the company. If your boss doesn't like it then let the boss be disappointed but don't give in.
My advice to you would be to make an honest effort and do what you can, but don't kill yourself trying to keep up. Speaking as a supervisory manager when performance is an issue, you can't just fire someone just like that (barring a safety issue or something of that nature). You'd have to put that person on a performance improvement plan. That takes weeks or even months to go through all the steps. Clearly you would be gone long before that. If you're making an honest effort you should be fine.
That's my advice, take it for what it's worth.