The problem with LR system

The problem with the whole LR system is, at one time there was bottom 5% and Performance Improvement Plan (PIP). It wasn't perfect, but more skewed towards leaning to thinning the weaker members of the herd. The LR system now is roulette, you draw a number and Old Yeller draws the LR Death Card. Not fair. It's such a big company, it is sad that performance improvement and formal rating system has been abandoned. Not surprisingly though, because the way things are going, folks might get offended or have to go to their safe space nowadays if they had a bad performance appraisal or PIP.

Original poster is @Uv9cpqi-3gwk.

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Cisco campus is really beautiful. You all will agree. Chuck R should be very proud of it.

That’s always been the case. I have always worked for global teams with my manager in the US and members scattered across the globe. A VERY common tactic for those types of teams is to take out all the members working at one location for “business reasons”.

So, we need to cut two heads, we take out the 2 x people in (say) Toronto by saying “our BU is closing the Toronto “office” for business reasons). Lawyer proof method.

PIP means they can reduce payouts

Cisco is targeting groups now because this allows them to avoid all sorts of legal hurdles and regulations. Gaming the system.

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The problem with LR system

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