Whats inaccurate? This info is on HR. Several top performers have been let go. I saw the invite a co-worker got before they were let go. It did say "exciting opportunities". GM cuts those he feels are a threat to his role. The poor performer wasnt cut.
I actually know a lot of smart people that were attempted to be pushed out or left earlier than any of that could happen because Microsoft doesn’t pay much compared to others. I’d say about 20% of the decently intelligent people I’ve worked with remain at Microsoft. Kinda sad
Absolute BS! I’m a manager at Microsoft and our guidance from HR is we need to justify and document layoffs. We can’t just layoff people! unless there is a re-org, compliance infrigements or continous underperformance
Microsoft has reorgs constantly, so there’s no need to justify. Absolute #1 worst thing about Microsoft is the lack of job security and constant reorgs. I, too, have seen my favorite coworkers leave because they’re sick of the churn.
Amazon has layoffs the beginning of each year. Usually for teams that are redundant or no longer relevant (think Fire phone or large organizations merging and cause duplication). Rarely tech roles but sometimes it happens depending which org you're tied to. Typically you're told and then have 2 months to wrap up what you're doing and find another role internally. Most can do this unless you're in a very specialized non tech type of role or on a "development plan" which makes you radioactive. If you don't have another internal offer before the 2 months are up you're gone. At that point you'll get a week of pay for each 6 months you've been an employee and a firm pat on the ass.
MSFT manager here. There are layoffs every month to 6 weeks. If you want someone gone you put them in line for the next batch. Keeping it regular instead of big layoffs a couple times per year means we don’t have to report it to the state.
Roughly 60% found jobs again within Google. Some of those folks who didn't interviewed and couldn't find a role, some took it as a vacation, some took it as paid time to work on their own start ups to launch after they left.
@Yottobyte There is no legal definition of “layoff.” There are situations that trigger the WARN Act, but you can have a layoff that doesn’t trigger WARN. The WARN Act requires companies to give either 60 days severance or warn employees 60 days prior to being removed from the payroll.
At oracle it is every 1-2 months. You get a phone call and you're gone, no warning, and the company never mentions it. Like all hands meetings after 500 RIF'ed the week before and nothing is said about it
All of Oracle has same process, so yes, OCI will have the same once they start getting hit. It's a prerecorded call that plays to everyone at the same time, you get an important required meeting added in your calendar the night before. You then get 2 weeks paid garden leave, and a week salary per year at the company extra.
I haven't been RIF'ed (yet) but I think the call is just a courtesy. They send an overnight FedEx with written notification the day before. People used to sign up for FedEx delivery alerts to get a few hours notice if they were let go, but apparently Oracle has figured a way out with FexEx to not give prior notification of the delivery. It does keep people on edge knowing they could be RIF'ed the next day even if they are good at their job, it's not good for workplace motivation
Thank you for clarifying. I think they are not trying to keep people in the dark just to play mind games, rather prevent stealing of IP, sabotage or workplace violence (if you know in advance you can bring a fire arms)
I get they need to protect their IP when they let people go, but firing people based on the $$$ saved rather than performance, giving no indications general areas of the business that may be effected, pretending that no one was let go after mass layoffs etc. are all of the things people don't like.
Hire the best from the competition at outrageous, can't say no salaries and then lay them off a month later. They could go back where they came from but it would slow your competitors at least. That's innovation!
Yeah, but when we have them it's usually 10-20% of our workforce. Management doesn't know how to handle growth and we get too fat during "good" times and then go to freak the ef out mode when the slightest blip in economy happen.
Bottom 10% was a Welchian management style from the 80's and 90's at GE. There is no allowance for bottom 10% on my teams in today's culture at Aviation, although it might encourage some that need the push...
Why are companies and especially startups and more so in North America are so insecure that then they lay off, they don’t give an opportunity to the fired employee to say good bye to colleagues. I mean we invest time and energy in relationships and friendships at work. Why do we need to be escorted out? Until the previous day we were the apple of the eye of employers and all of a sudden no more trust and hence we need to be taken out? That’s just cold, inhuman and disrespectful.
Welcome to "risk management" where you treat everyone equal, but at lowest common denominator. Don't want to discriminate by letting some linger. It feels shitty, but it prevents a whole host of potential problems and legal challenges.
It depends. Layoffs occur throughout the year. The frequency is dependent on size of the change. There are one-offs and others are massive due to larger restructuring. Additionally, some companies will limit the number of layoffs for various reasons (e.g., business and local compliance).
Once a year, between November and January, mainly due to bonuses being determined at year end (its the only time management gets a bunch of performance information at once). It’s usually a small scale removal of poor performers, major layoffs are every 2-3 years due to business restructuring.
I heard UPS has very infrequent lay-offs and their benefits are great. I have a relative working there as a delivery person for many years now. They get pensions. The pay is better than his brother who works as a lawyer still paying off a student loan (that’s because most lawyers don’t make diddly squat )
Once a year usually. It varies on how they are decided. It’s usually a percentage cut performed on either a per-team basis or a per-org basis. The per-team ones are the most brutal because you can have an excellent team with no fat but someone still has to go. Now that Oath is dead and being rebranded as Verizon Media, we might see entire teams wiped out this time around.