@1zkg: Patience my friend. All those managers who screwed up a honest working employee, will also be facing LR this time. Time is a great leveler.
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--> "I've got to rank someone as 'Needs improvement', and you drew the short straw", so he got a bad review not for his work, but to fi the executive direction.
Yeah, this sounds familiar. Last year, after over a decade of meeting or exceeding expectations, a coworker was unexpectedly told her performance 'needed improvement.' She wasn't LR'ed, but she quit (in disgust) soon after.
That is not what the poster is implying - they are assuming that the talent strategy Cisco is after is reducing personnel costs regardless of past performance - thus older, higher grade (more expensive) workers would be let go in larger percentages than you would expect if just eliminating the poor performers.
ID: @IDJJb89-1nqh Your comment is funny and ridiculous. Are you implying that anyone who is above 40 and higher grade is a poor performer so should be kicked out?
It's definitely BS ranking. I know of one manager who told an employee. "I've got to rank someone as 'Needs improvement', and you drew the short straw", so he got a bad review not for his work, but to fi the executive direction.
Bottom line performers? Maybe for sales... More likely, those who are at the higher grade levels and are over 40. I've seen a lot of strong talent impacted by the LRs.