I understand that layoffs are happening gradually and in smaller batches, so these kinds of things are tough to determine, but has anyone seen a pattern in which some profiles of employees are more in danger than others?
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Love my money
cst will downgrade, just watch, so give your harsh comments, just speaking the truth
Last weeks lay-offs seemed to be in several locations and departments. I don't think anyone can figure out what their plan is or who may be affected next. They continue to outsource and cut technical positions while adding new middle/upper management positions. More and more NOC and support groups are being outsourced to call center employees reading from a flow chart.
What about non-technical team leads who dont know sh1t? Will they just get to stay or can we start submitting names?
Channel managers will get cut and partners will work with direct reps like Att does now. Teamwork creates. Win-Win vs the current model where channel managers try to wedge in with bs promises of increasing customer spends by 75% and never meeting the obligation.
Not really employees but the agent channel is taking a huge hit. Hearing that they are voiding partner contracts and not paying commissions anymore to their direct agents. This will impact not only channel sales but all sales as news travels fast, any referral partner will never recommend going with a Windstream service out of fear of not getting paid. They will poison the well quickly and sales will spiral further down the sh*tter
People like me that have weathered the storm of multiple downsizing , have lots of years in, and are expensive from a benefits perspective. Seasoned employees are expensive, some people think you can automate or outsource your way out of a business problem. That is not always the case, I have seen 100's of years walk out to the door with no replacement. Every heritage company may have the same gear on the network but it was provisioned a little bit different. Same goes for IT back office, record keeping, billing, etc.
Duplicate roles and legacy products are the next to go. I don't think there is any magic formula that HR or the board draws up.
Also, if you are in an office that is consolidating like mine chances are some people won't be moving to that new office. The writing is on the wall with real estate consolidation.