Are you directed on who to lay off?
Performance based, I get. But my friends who were laid off today were the opposite of slackers. Our department is already overworked. I don’t get making the move, just to make a move. How is who goes decided?
14 replies (most recent on top)
MD didn’t like me but didn't want me to join another team
Had a manager who was prone to incorrect, totally irrational snap judgments about the team that would lead to the end of BNYM careers.
At times he would pull me into a conference room to tell me how disgusted he was to deal with or look at [Molly] or [Steve], or whoever had attracted his ire through no greater crime than wearing a crooked smile in a meeting. Or daring to raise valid concerns. He’d rant to me that they were useless mo--ns and much worse. Based on nothing, Nastier than I’m conveying in this space. Stuff that was borderline reportable, hateful conduct.
Repeated attempts to reason with him and present comprehensive cases for why Molly or Steve was actually a strong performer would fail (yes, some of us managers have the backs of our people who’ve earned it). Soon it would escalate to him ranting to put them on the list. He didn’t want to have to look at their faces another day. Ugly stuff almost every day.
To be clear, he had no close interaction with any of these people so no means to assess their work.
So when the senior leader is a problem (irrational or is new and wants to make their mark by completely turning over the team), the manager has zero control. The ending is written.
What? Go to HR? Unless it’s obvious retaliation or similar, they have no grounds to get involved. A manager who would do that would be signing their death warrant.
Just focus on being well liked/respected by every senior person in your orbit. That’s all you can control.
But sometimes your luck runs out. And then you will bounce back, and maybe better.
Some times we have a say other times senior level tells us who to layoff. Performance is not usually then reason. More to cut the budget so you layoff who makes more.
It’s pretty simple, the MD needs to like you.
@ykq, or it's because 1 group has a bunch of slackers and only had to cut a few and another group with all competent employees still has to axe a few.
Forced ranking system and favorites. Look around you how many people are working here that shouldn’t? It’s because the managers like them. I’ve seen people go on 2 hours lunches, come in from 1-4 hours and slack on work but still here. Also, they try to terminate people high range for their salary group.
I've had to keep less talented people just because they were the only ones who had experience on a certain system. I tried getting others to cross-train but ran out of time before the chainsaw fell. Hard to believe previous managers put us in such a vulnerable position.
It’s shameful. Peoples livelihood and families impacted while we exploit cheap labor in other countries. All for the sake of executives filling their pockets with millions in bonuses for “cutting expenses,” ie. American jobs.
What department does not matter as it is a general question.
100%, these people were not slackers, and met the RTO requirements. So stick that suggestion up your tailpipe.
I’m sad for my friends, and my emotions are raw. I worry for them, as they have children, families, bills, etc. I am glad they have severance to fall on for now, and hope that they find a way better place to work. I’ll miss seeing them here, but I know I will still them, just not near as often.
Thank you to the director for your reply.
Post ID: @rie+1qW4Z6V6 - Probably the most answer you're going to get on this folks.
You must be referring to Arek's org. Plenty of favoritism in that group. Especially the clowns at 240G
I'm a director. We are given a percentage of people to let go. We try to force rank with the MD and other directors, but it really becomes a popularity contest. Unfortunately there is a bit of nepotism that goes on and the MD protects their friends. Bottom line it's at the director level on who goes on the list... unless it's a director getting let go, then it's obviously the MD.
It’s always an employee who is slacking or avoiding RTO (same thing actually). The difference is that you don’t know what your manager knows… but it’s always slacking in comparison to peers.
What department?