It’s clear that the pattern wasn’t to hit the worst performers, but just the opposite, given that the best people in my group were targeted. It will be hard to function without our best men, and our managers will have it equally hard if you keep in mind that nobody from the decision makers didn’t listen to their inputs about the performance of the workers. It’s going to be hard to work after this for all of us who got to stay, and this is just the beginning. Those who were affected should know that these decisions were made on an excel sheet or something and have nothing to do with your actual performance and work.
9 replies (most recent on top)
He's done it at HP - he knows how to lay off thousands.
That's all he knows though.
C-REC is gone? who will do diagnostics?
Targeting those with pensions ??
In our organization (GI) managers provided guidance back and rankings from most "critical" to least "critical". Directors and HR made the final determinations based that input , past CAP reviews and location (our guys in Oshawa are all gone). The managers had a good idea of who was getting cut but they didn't have definite names until after the executions. Again that was our group and among the people we lost were there were no surprises
mtb - "Wheres the random button"
this is likely the same process they use when design vehicles.
The pattern was to make sure there is no pattern so that GM could not be sued for discrimination.
As a result everyone has the chance to be laid off. New, old, men, women, etc.
I'm guessing OP is active safety?
where it is ?
What department?