What does it look like, what metrics, and are managers given guidelines on HOW to order their direct reports?
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@aa thanks for insight !
@aa Dan is from "big tech" so this is probably true
@a8 all big tech companies are focusing on the young crowd as they have potential upside. to achieve the 25% reduction, HR is using a formula where they look at years at the current title and salary. If you exceed that threshold, then you're gone. Someone said all senior managers and ADs making over $150k for more than 4 years are automatically gone.
The older folks will be shown the door and younger folks hired or they’ll just offshore or AI their role. 🪦
@a6 and that is how they end up with a workforce that doesn't know how to do anything. Those "40 yrs old managers" have actual work experience. New College grads haven't gotten the experience to earn those manager roles and usually require constant hand holding to actually get work done. When those sr managers and ADs are gone, the dominos will fall.
@a6 are 7T/7V included in these reductions? Sr Engr/Supv roles, etc
@a5 I heard this too. to get the 20 to 25% headcount reduction, most of the fat being cut is senior manager and associate director level. Ageism plays a big key as they don't want a 40+ year old senior manager when they can easily get a college grad that can do the same job at half the pay
@a4 I was told that 'promote-ability" is going to be a huge way they determine who gets let go. If you're a senior manager for more than 3 or 4 years then you're on the chopping block.
Talent is a big key factor...not only can you sell, but do you have the potential to move up in the company to middle / upper management.
HR is not looking at performance reviews. Just having a list given to them by managers....
talent, effectiveness, likeness
Also curious if they base it simply on skill level, or do they also consider their current job responsibilities? E.g will a lower performer be saved if they do a job nobody else knows how to do.