This is a question for any managers who might be reading this forum: do you have any say in who gets laid off or is the decision completely taken out of your hands? Judging by the people who get cut and those who stay (wrong people each time,) I'm guessing you just get a list of names but I might be wrong on this.
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As a a manger let me break it down . We’re told what % we need to reduce heads by. Even if we cannot afford to let anyone go. Then they start by looking at those who were rated below expectations for mid and end of year. If it’s you they put your name on the list. If there is nobody in that category , they force you into that category . Our hands are tied. I heard for Loan operations it was 10% so I’m sure all your areas already know. Just an FYI, If anyone happens to leave just before cuts, They will count that as part of % to go for your team and they won’t replace that req
I made that choice easy for my last department before getting the pink slip.
Now, I am in a far better place to work at.
@7vrg, just correcting misinformation. People are misinformed and give incorrect information. Layoffs and firings are totally different. Look up the meaning of furloughed. Thank you.
@7mjs+, you may want to let Webster know so they can update their definition.
Incoreect. Furlough is temporary. Layoffs and firings are different. Layoffs are due to expenses. Only furloughs are temporary.
People aren't laid off, they're fired. A layoff is supposed to be temporary.
And the whole "your position was eliminated" is just an excuse. There are still plenty of openings advertised at BNY, so why weren't we offered a chance to fill them? Your position was moved to India or given to someone cheaper.
I wonder that myself. I thought I had a good relationship with my manager. I was never in trouble with her or anyone else but she told me my position was eliminated . I was meets expectations.
In my department just about everyone was a VP and many people were let go even though they always met expectations.
In my dept, the vice-president has the managers decide who will be below expectations on their PMPs. Then that list is submitted to the VP. When the vp is contacted and told to lay off a certain number of people, that standing list is consulted.
When I got laid off, my vp likely didn’t coordinate with my manager who else was on the list. That’s because even though the second person laid off in addition to me had a different manager, my manager was the primary back up for both mine and the other person’s work. Coworkers told me my manager was not pleased with the cr-p ton of work he inherited. : )
Managers do know. They are under pressure to give a list of names but I've known some to actually thrive on the buzz they get from this power trip. Be ready to be let go or managed out if any apply to you:
High earner in comparison to your peers
Earning similar or more than your manager
Working in a department perceived to be underperforming or unnecessary
Quiet and introvert "bullyable" personality
You have ever stood up to your manager
You're thinking of having kids one day
You have kids
You've been in the same job more than a few years
You've been given a BE
You've been given a surprise BE
Your manager has other favourites even if they don't contribute to the team
You get a feeling you're disliked (trust your instinct)
Such a toxic place to work. Don't stick around longer than you have to.
Manager's favorites get to stay even promoted. The odd ones are axed easily. This process is quiet simple it seems. The senior management are easily convinced who should be on the list to be cut off from the company.
Most names on the list are folks marked as below expectations on their pmp. But if a manager wants someone gone they find a reason to make an employee below expectations. The company also tells the upper managers the percentage they need to layoff and they have to make that number no matter what. Lower level mgmt doesn’t get a
say and usually find out it’s happening a couple minutes before the employee.
No say at all & no justification given.