Thread regarding Verizon Communications Inc. layoffs

I’m an April 6 reduction survivor – if you’re unlucky enough to inherit a micromanaging supe and manager who give micromanaging a new meaning and love witch hunts, follow these steps and you too can joyfully skip down the aisle (like I wanted to) behind a spineless director who issues your ticket to freedom. Beginning w/last July’s midyear, outright lies were put on mine saying I didn’t make my numbers for June). HR was the first place I hoped to get resolution (i.e. original quota to create 350 “widgets”- I created 400 for June) - on July 29th we found out quotas were changed to 450 – amazes me how they get away with verbally changing quotas. They left it on my review that I didn’t make my target when I actually exceeded original target. No one on my team had the spine to contact HR to get theirs corrected as HR said others weren’t calling about theirs - I mentioned fear of retaliation – to which she replied “they would never”. (BTW, this was my first time EVER in my career ever going to HR for anything). Secondly, make sure your supe justifies her existence by doing Coordinator work, so come EOY and she’s created 700 “widgets” in December (that you could have created had she assigned out the request) - oh but this provides a “good” excuse for them to send out the canned, condescending-micromanaging email that ‘you didn’t hit your target’. GO VZW paying a Supe to do Coordinator work!!! Step two is to pull your EOY numbers that everyone on the team has access to, and respond to everyone on an email that mentions ‘some didn’t make their numbers’, and politely ask/suggest when a 700 “widget” request comes in to divide it up when Coordinators fall short on numbers. This landed me a bonus 1-1 conference call telling me “I had no right sending out numbers (which everyone can pull, and did pull), and there was opportunity to make our numbers” (another lie) – then tells me “she can create 700 widgets if she wants to”. In the end, they couldn’t get me on performance so if you think Verizon Wireless doesn’t retaliate, think again. These charts and graphs about age they provide with your walking papers (RIF) are a load to cover their aes, but age, salary, and years of service also play into when they’re looking for money – or better yet, they‘ll set unachievable quotas and get you that way. It did my heart good hearing our-then Director was less than happy about our manager sharing information with us that wasn’t supposed to be shared and she subsequently sets up a call to tell us she’s retiring “but it was voluntary”- who says that when most retirements are voluntary? “Voluntary this” I say – others were also ‘voIuntold’, or else, to retire back in March. Unfortunately we inherited these two from the prior November layoff and they were just spares HR had to put somewhere. We learned early on our incoming manager tried to get someone fired for timesheet fraud – and failed miserably HA!!! Our incoming supervisor had “so much experience”, my mid-year above was her first ever doing a review – so this is what we had to work with. I had 29+ years with the company, and never had a problem quite like this with former managers as records will show (I had to chuckle about the female management comments on here – I’m female and whole-heartedly agree). Why I was let go was pure retaliation – end of story. Fast forward to 2017 with the April 6 layoff looming, I continued hitting my targets and had my best month ever in March, and the foresight to know I was out - got my belongings moved out a week before. Call it what you want - I was the only one in my location to get cut – the others cut on my team were in one other location, but I’m really lucky on so many levels. I couldn’t have lasted much longer being treated and talked to like a 5-year old. Lastly, joke’s on them as a company continuing to pay high-salaried employees who actually vocalize having no work to do. I have no regrets standing up for what I believed in by going to HR about changing my review to reflect the facts, and later sidelining our supervisor for playing dirty. It’s a company I don’t recognize anymore and happy I’m no longer associated.