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Culling "the bottom 15%" as an annual, obligatory exercise is being practiced by fewer companies these days, but there are still some that follow the Jack Welch model. It can be done with or without a first-to-last ranking. On the other hand, when the job market is tight, some people will avoid companies that do the 15% thing repeatedly.
Any type of financial shortfall is a good excuse for a company to get rid of people. Sometimes it's good people caught in the wrong place at the wrong time, sometimes it's poor performers, but usually it's both.
Yes, the larger the employer, the more difficult it tends to be to get rid of someone. There are exceptions but I believe this is a general rule. Usually there are subtle ways to encourage someone to leave, and of course there is the outright buyout.
Performance appraisals are often "soft" or BS-filled. That's not inevitable, but doing them the right way takes time, effort, courage, training, and interpersonal skills. Many managers are deficient in one or more of those, and then the appraisal process becomes a joke or something to keep HR happy. Or it's just not the company culture.
Suppose you're a second-level manager running a group of 40 people, organized in five departments each led by a first-level manager. I've done first-to-last as a way to ensure that there is consensus in evaluations across the entire team of 40. In that respect, first-to-last can have value.
The biggest issue with the culling methodology is how employees are rated.
Sometimes employees are a protected class which requires more paperwork and justification. Usually it just means they get to stick around because managers are not likely to put in the extra work / conflict required override such cases.
seems both the 2 laid-off people quoted were in sales, and both very recent hires. I DO know that software/application sales is a different beast than I've ever been used to.
seems both the 2 laid-off people quoted were in sales, and both very recent hires. I DO know that software/application sales is a different beast than I've ever been used to.
I read the article. How horrible to be hired and then almost immediately laid off. This doesn't sound like a pair of decisions made by a well run company.
I feel for these people since they make a life decision and then get canned before they can even prove themselves.
Bringing employees into an office, having them pack up their belongings, then forcing them to leave and mailing them their belongings is a pretty cruel way to fire employees.
So is laying off a significant amount of people via a prerecorded conference call. Most people had been with the company for over 20 years.
seems both the 2 laid-off people quoted were in sales, and both very recent hires. I DO know that software/application sales is a different beast than I've ever been used to.
There were others that had been with Citrix for quite a few years that were let go as well. Luckily my daughter left earlier this year due to a better offer in a new city. There was so much talk while she was there about them possibly being acquired by another company (e.g Microsoft).
There were others that had been with Citrix for quite a few years that were let go as well. Luckily my daughter left earlier this year due to a better offer in a new city. There was so much talk while she was there about them possibly being acquired by another company (e.g Microsoft).
I'm very glad my IT career was with Federal government.
Quite a few employees who left us for more money came back begging for a job after a quick layoff in the private sector.
There were others that had been with Citrix for quite a few years that were let go as well. Luckily my daughter left earlier this year due to a better offer in a new city. There was so much talk while she was there about them possibly being acquired by another company (e.g Microsoft).
I'm very glad my IT career was with Federal government.
Quite a few employees who left us for more money came back begging for a job after a quick layoff in the private sector.
Ah yes - Federal Government, where IT workers go to die.
Seriously though - while gov't IT can be stable, there's very little room to advance yourself technologically, as gov't is usually 10 years behind the curve. People go there to be stagnant and stay in their comfort bubble.
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