I’ve seen high performers get RIFed…if they’ve been on their ADs sh-t list. Does that imply AD had a say in the job loss? Serious feedback please no trolling
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Our director didn’t even know until the day off. All decisions made by Sr Director
@bm+1ky8g1s0e lol yeah we do have talks in the backroom on whom to cut. Some people make it easier by telling their manager directly if you are interested in taking the next riff. Also will make sight org changes to separate the future potential team to let go etc. Talent actually has less say than the AD or Director than you think.
I’m an AD and our team had 50% cuts. I did not have any say in who got cut but my Sr. director knew from regular conversations who weren’t a good fit for the org, who were high performers, each person’s strengths and weaknesses, and who were constantly causing problems. I know this influenced the decisions. But in this instance it’s not just low performers that got cut, since we had a 50% reduction and reorg. It was really about fit for the direction of the new role/responsibility, consolidation across groups where decisions had to be made, and overlapping roles/ responsibilities. With some Sr. directors favoritism could be in play, but overall one has to assume that they are profession. Even very high performers were cut because their current role and Strengths did not fit into the new mandate. Ultimately the company is looking to save costs and it’s nothing personal.
I don’t know but I must have been really bad. My coworker DIED during my notice period and they still laid me off LMAO
AD had no say. Our org targeted specific work, unfortunately even if you are performing but that work does not fit in the future plans of Verizon, your out! These are people that have been in the business 20 to more than 35 years of service
these aren’t conversations where we huddle in a room and decide who gets cut. Talent reviews and rankings are based on multiple factors, including AD feedback ( it carries a lot of weight), current performance and results, the scope and impact of your function, the projects you lead, and the overall needs of the organization. Those evaluations are made well in advance of any workforce decisions. And yes, AD are also evaluated the same way—we’re simply not part of the discussions about our own roles. Leadership looks at: How effectively is someone leading their team? Can functions be consolidated? Are there opportunities to combine responsibilities? Those are the types of considerations that drive these decisions, not a last-minute discussion about individuals.
In Sales Ops, ADs got let go, too, so not part of the conversation
The team of an AD, gets a ranked by the AD.... 1-n, then that ranking is presented to the SD. So, the SD will pick some one based on ranking, or really, on a whim or other personal reason. This ranking is done several months ahead. There's a list on hand always.
Likely varies by org. For mine- ADs we’re not part of the discussion of who was on the chopping block.
@8 No. Why would I recommend high performers and put myself and the team at a disadvantage?
@a7 so you recommend eliminating someone’s role despite vteamers being a high performer?
AD here. we’re not the ones making the final call, but our recommendations carry a lot of weight. The Sr Directors are usually the ones who make the final decision.