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Leaders usually know when reorgs/RIFs are going to happen and will shuffle teams to give the employees that they like a soft landing. This is good to know because it helps you detect warning signs ("I sense a disturbance in the Force," to quote Star Wars).
Absolutely. Higher ups = management. Management likes the most competent and effective employees. Management will protect these employees. By protecting these employees, they are protecting themselves.
Absolutely. Higher ups = management. Management likes the most competent and effective employees. Management will protect these employees. By protecting these employees, they are protecting themselves.
Agreed. It is my job to protect and retain productive employees. Why is this surprising?
Management likes the most competent and effective employees.
Not always.
They'll protect the crony.
The congressman, who directs a lot of business to the company, his kid gets protected though utterly worthless. The mayor's wife, doing "consulting contracts" where she hardly show up for work - also gets protected. The Boss's old college drinking buddy, also gets protected - though he shows up drunk a lot to work. Ghost payrollers never get cut in RIF's.
They'll protect the low-salary visa holder and lay off the US Citizen who is forced to train them.
They'll protect the ineffective workaholic working 100 hours a week over the guy who gets his work done right in 40 hours a week.
And if the executives want to get that boost in their bonus check by announcing layoffs, they'll lay off all the most competent and effective people at the expense of the company's future. Who cares, they're getting their golden parachute next year when the company's earnings tank.
The Gervais Principle is how corporations run.
The most effective and competent people get rejected for being overqualified when they apply for jobs.
Agreed. It is my job to protect and retain productive employees. Why is this surprising?
It's not surprising, but how it's done can be interesting.
For example, let's say a manager knows that everyone below him with job title Widget Maker is under threat of being RIFed in the upcoming reorg. One day he'll give some widget makers that he likes a brand new job title on a brand new team he has formed, which seems random if you don't understand what's going on. I've seen this happen.
Leaders usually know when reorgs/RIFs are going to happen and will shuffle teams to give the employees that they like a soft landing. This is good to know because it helps you detect warning signs ("I sense a disturbance in the Force," to quote Star Wars).
You are entirely missing the reason why they "like" these employees. It is mostly sour grapes why others who get let go don't want to realize they weren't really a great contributor to the company to begin with. Sorry to see people lose a job, but any time I've seen a layoff, there wasn't a single person in that group I thought we could do without.
You know better? Start a company and show us all how it is run. We wait for your strong list of excuses of why you can't do this.
Agreed. It is my job to protect and retain productive employees. Why is this surprising?
Exactly, the employees are valuable resources. I don't think it is smart to allow the good ones to leave.
Some have this fantasy that the company only keeps people they are friends with through some mysterious or underhanded connections. What those fail to realize is, a company has work to do, and it can't get it done with unqualified people that they simply enjoy partying with. If they did this, it would be the market place that would get rid of them. If the marketplace doesn't get rid of them, then the qualifications to work there aren't that strong, so people who get let go should find a better company and improve their skills. Then there are the group who aren't pleasant to work with, and then are astonished when they aren't kept around.
If there is one thing that has surprised me more than anything it is how utterly devoid of meritocracy most work places are as exemplified in hiring, raises/retention, and layoffs.
The other was a time where they were doing layoffs and he got spared and the boss said that whenever he asked my dad to do something new, different, difficult....the response he got was never excuses, complaints etc. but rather "Sure, sounds good."
This may sound like basic common sense but for people that have never been in a management position (or even just had a lot of kids) the one that takes care of problems and makes things go smoother ALWAYS wins out over the complainer etc.
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