I want to know if direct PLs were given any say in exactly who they let go from their teams. I’m also just curious about the criteria for who stays and who goes in general. Were you told a number or a job title you had to RIF, were you given exact names, was it based on past performance, etc?
My team lost its newest hire (who was honestly great, so I’m bummed for them) plus someone who’d been around for 5-10 years and was admittedly unexpected — unless PLs got to choose.
@aq yes because we are eligible for bonuses, stocks, and start at 6 figures. I'm fully transparent with my team when I know if/when reduction is coming. Idgaf, they can fire me, people deserve to know.
Don't assume anything.
It probably wasn't performance, as much as it was about $.
The one who'd been there for 5-10 yrs. who was let go was probably making much more $ than the new hire.
They don't care as much about performance, when their first and foremost criteria in ALL of the decision-making is MONEY. That's why this company and so many others are circling the drain. When "leadership" short-sighted "solutions" are based on money alone, rather than looking at the larger picture and taking the time and care to really delve into what makes sense to keep things running smoothly and successfully, it ends up being a hyperdriven unraveling of a sh!tshow.
They don't care about doing things the right way, how they should really be done. That's too time-consuming, and would require genuinely innovative thinking, and accountability.
They just want the fastest, "easiest" (for them, to tout to their shareholders and BOD) and most financially efficient way - it doesn't matter to them the fallout of cutting corners, eliminating people's livelihoods, eroding employees' or the public's trust, scr3wing over those needing care, etc. None of that matters to these quasi-human fiends. They are drunk on power and money, and too much is never enough for these people. They don't care how much of a company or even the COUNTRY or even the WORLD they may destroy along the way...all they care about is themselves, and how much money, "prestige" and power they can accumulate, before it's all completely scooped-out from within and completely broken beyond repair.
They're all in, and they're going for broke.
Literally!
Greed and lies are what's ruling and fueling; not integrity, forthrightness or fairness.
I know a friend of mine who is really talented who got laid off today . They removed my friends complete team . I know someone in my team who basically doesn't even turn up to standup and works a single basic ticket for months and still works in Centene . I feel it's so unfair that hard working people are cut and people who chill are hiding behind some powerful person
@at Reduction in force
@a6 If that is true per you that makes zero sense because of my skill set and past experience and knowledge compared to one’s on my team that were kept. I’m taking it personally
@ac Karma is a bi--h and if anyone of these people are following. So are Hex spells.
@av Thank you for confirming these women are total backstabbing bi--hes
@at Reduction in Force
As a former manager at centene that was laid off (while on maternity leave I might add) I fought hard for my top performers to stay when being asked to “rank” my employees. However, my director (the most narcissistic woman I’ve ever encountered) chose people who she “liked” over people who performed. I am disgusted by these corporate leaders.
What is RIF ?
@OP I started as a contractor. Moved to permanent and was told I had to. I would have stayed a contractor. Took a pay cut. Moved to a new team earlier this year for new projects and learn new things. Always a high producer. I feel I was singled out as a new member on this team even though my PL said she had no idea. When I got my skip meeting invite early on I tried to reach out to her and she never answered. Then the meeting was moved up because I am sure she told them. It’s all a big bunch of liars and who is who. I’m glad to be gone. The way the VP told me and she had her boss with her never looked up and at me. Cowards. No thank you no I’m sorry. 😢 so sad.
The company’s upside down. They look at numbers in terms of performance oppose to quality in operations and ability to decrease the workload. They put quantity over quality.
@an Yes! It's so frustrating to see bad PLs and try to RIF them and never be allowed to. I don't understand why it's so hard to get PLs on the RIF list. I think the VSP was really targeted to get PLs out since they're so hard to RIF.
Our VP says that everyone impacted has already been notified. She says that there are going to be additional changes across the corporation.
@ac yes, we have a say. Sometimes those above us have more of a say. It's politics. I read my surveys, I see the PLs who are issues, I work with HR to get them out. I suggested every single one of my problem PLs (over 10) be part of an involuntary lay off in March. NONE were laid off. These aren't PLs that one IC has an issue with, this is a pattern. These are PLs who have no idea what they're doing, destroying morale, disrespecting ICs and my hands are tied because they've kissed a* with higher ups who are ignoring the issues. I'm tired of having to let go good performing ICs every quarter while useless PLs who I have documented are problem workers get to keep their jobs. Yes, we know what's coming, yes we are asked our thoughts but in my experience they don't give a shi what we have to say, they'll do what they want.
@ak I have been speculating this. What is your source?
@ah well I heard this will be in 3 waves. The next wave is October and then again in March
We have a Department mtg with our Sr. Director. Let’s see what she is going to say. My teammate (13 years) was just laid off this morning. She’s not on any performance improvement plan. So let’s just see what happens or what is said in our mtg.
Any NJ casemanagers get fired... is there a certain day that we can say that we're all safe ..?
I used to be a PL during a number of RIFs. How much any PL knows depends on so many different things, there isn't usually direction from HR on which PLs need to be included in the decisions. The senior PLs in the department determine what happens most of the time. Sometimes mid and lower PLs get told it's just the newest people who are getting cut, with no additioanl input. Sometimes we have to come up with a certain number of people, and we come up with that list based on documented performance over time. Sometimes we're just told who's getting cut. It depends on the Sr VPs and how much they want to involve the PLs under them. There's not a single answer that applies to all RIFs and all departments.
We were told we needed to find X dollars to eliminate. I closed all open positions to save costs. When that wasn't enough, I suggested poor performers and management that ICs have issues with. None of my suggestions were taken. We've lost high performing ICs/management in return have to keep leaders with a history of poor performance who have not boosted morale at all. It's disappointing.
@ac I agree
There's no way our management didn't have a say. They made sure not to touch any of their friends. That part was obvious but also their friends were hand picked by them when they got on the team and already had a more diversified skill set. Once you took out that group, their options to let go was more limited. They made the most logical decisions out of that group from a business standpoint. No way this was random.
Manager here. I was not asked my opinion. Nor was my director. We were told from above which positions were being eliminated.
This was shocking, we’re losing some really high performers, so I don’t think my RVP/VP bothered to look at the reviews.
I have been through several layoffs as a Supervisor, and had no say in who was selected. I was given names and a general script.
@a8 Or the income. They may have hired them to replace them.
@a5 new hires aren’t eligible for the VSP but that does not protect them from the RIF.
We have one other team member who was newer and therefore ineligible for the VSP. They have the same title as the person who’d been here 5-10 years and they were kept instead of that person, I assume because of performance.
I asked my director about this during our meeting and she said that it is not random. They look at past performance and skill set. My supervisor had been RFI so she had no say on who is staying
You said someone recently hired as in to the company or the role? I thought new hires less than 2 years were safe but I guess not. They must not have been safe from layoffs but ineligible for the VSP.