How were WE chosen to be laid off?

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Anonymous

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So I too was one who received my blue folder yesterday. I know a lot of you are in my same position but I must ask, how were we chosen. In my case, I was the only one in my group and my own manager did not know until I told them. Later I was told by others on my team that an annoucment went out that the decsions were made at a high level (Ed D and higer) and that direct line managers were not even invloved. How can this be. It really seems like in most cases it was a random mix of people chosen. In my case I have never had any performance issue, I can not say this for all but for some others I have heard about. I really struggle with this method for such a serious decsions, how can a direct line manager have NO input?! Thoughts?........
 






Anonymous said:
So I too was one who received my blue folder yesterday. I know a lot of you are in my same position but I must ask, how were we chosen. In my case, I was the only one in my group and my own manager did not know until I told them. Later I was told by others on my team that an annoucment went out that the decsions were made at a high level (Ed D and higer) and that direct line managers were not even invloved. How can this be. It really seems like in most cases it was a random mix of people chosen. In my case I have never had any performance issue, I can not say this for all but for some others I have heard about. I really struggle with this method for such a serious decsions, how can a direct line manager have NO input?! Thoughts?........
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Your boobies are too small.......sorry
 












Anonymous said:
So I too was one who received my blue folder yesterday. I know a lot of you are in my same position but I must ask, how were we chosen. In my case, I was the only one in my group and my own manager did not know until I told them. Later I was told by others on my team that an annoucment went out that the decsions were made at a high level (Ed D and higer) and that direct line managers were not even invloved. How can this be. It really seems like in most cases it was a random mix of people chosen. In my case I have never had any performance issue, I can not say this for all but for some others I have heard about. I really struggle with this method for such a serious decsions, how can a direct line manager have NO input?! Thoughts?........
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I am still guessing my sacrifice from 2 years ago, my manager says he didn't know, I don't believe him as my name along with my other coworkers was given during the MAP process not for poor performance but for staff that seemed 'settled' in their role, if u r doing the same thing mor more than 4 yes u r on the black list, if u r seen as a threat by ur manager u will be on the list, I had 3 FEs in a row a promotion and I worked there for 18 yrs! Never had any poor rating never took sick time gave my blood to them suckers. The bottom line is your manger gave your name at some point probably during last years MAP calibration, trust me he knew!
 






Anonymous said:
So I too was one who received my blue folder yesterday. I know a lot of you are in my same position but I must ask, how were we chosen. In my case, I was the only one in my group and my own manager did not know until I told them. Later I was told by others on my team that an annoucment went out that the decsions were made at a high level (Ed D and higer) and that direct line managers were not even invloved. How can this be. It really seems like in most cases it was a random mix of people chosen. In my case I have never had any performance issue, I can not say this for all but for some others I have heard about. I really struggle with this method for such a serious decsions, how can a direct line manager have NO input?! Thoughts?........
Click to expand...

Another possibility is that you may have pissed off a D-level or above at some point in the past? A prime candidate is someone with insecurities and/or lacking scientific skills. Really narrows it down, right?
 






Or...maybe you were not on the first list, but that list did not pass HRs review for age, race etc, so there was a swap. Amgen would lay off a good employee to counter discrimination claims by balancing the distribution.

Who are the most surprising people to be laid off?
 






Wow, is everyone that naive? Yep, your boss knew fool. Senior management sat down six months ago and it was determined that cuts were needed to keep hitting the earnings per quarter. They instructed managers to institute a zero tolerance policy for mistakes/errors. This resulted in a high stress environment, managers were hyper critical of individual performance.

The purpose of this is two fold, create instability and fear among the work force. This will create automatic attrition (people find other jobs and leave). After several months of this, a final assessment is made on how many heads to cut. They asses people based on years of service and current pay level and are you connected to the network. Each manager is given an amount to cut, they pick who they deem least valuable and costly to keep, review the decision with the ED and the ED gives you a thumb up or down and then your fate is set in stone.

Now they are watching the rest of the sheep for signs of instability. If they perceive some one as unstable they will get an IR at the next review cycle and get rid of the weak sheep!

Any questions?
 


















Yup, your Manager was informed (or instructed to throw you out). Again, it's who you know not what you know or how well you perform. I have also noticed that baby boomers at Amgen Manufacturing ltd are being slowly eliminated!!!! EEOC will surely be involved sometime soon. Not sure but I was told the Dept. of Labor is giving them a visit. We'll see what happens.
 












Anonymous said:
Wow, is everyone that naive? Yep, your boss knew fool. Senior management sat down six months ago and it was determined that cuts were needed to keep hitting the earnings per quarter. They instructed managers to institute a zero tolerance policy for mistakes/errors. This resulted in a high stress environment, managers were hyper critical of individual performance.

The purpose of this is two fold, create instability and fear among the work force. This will create automatic attrition (people find other jobs and leave). After several months of this, a final assessment is made on how many heads to cut. They asses people based on years of service and current pay level and are you connected to the network. Each manager is given an amount to cut, they pick who they deem least valuable and costly to keep, review the decision with the ED and the ED gives you a thumb up or down and then your fate is set in stone.

Now they are watching the rest of the sheep for signs of instability. If they perceive some one as unstable they will get an IR at the next review cycle and get rid of the weak sheep!

Any questions?
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Unfortunately this IS confirmed to be the case.
 






Anonymous said:
Post# 9 What did you see in your group? Random people chosen, uninformed management? Just curious to here your experience.
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Not true in my case. One of my top performers was RIFFED and the first I knew of it was when he came and thanked me for everything I had done for him. I"m quite sure my ED didn't know either until the day before.
 






Anonymous said:
Not true in my case. One of my top performers was RIFFED and the first I knew of it was when he came and thanked me for everything I had done for him. I"m quite sure my ED didn't know either until the day before.
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Remember that with the flattened MAP rating system ~80% people get a successful rating, and the BE rating is generally avoided unless absolutely required (either deserved or mandated from above). When you have to cut 20% of your department, that doesn't give a lot of wiggle room for selecting the bottom 20% without extensive consulting with the lower ranks (which doesn't happen with a RIF).
 












This is the same as when they decided to cut the supplies in the break room. (yes to them you are the equivalent of a tea bag). It was not to save money it was to send a message. The randomness of who got laid off is to send the message that no one is safe (unless your cronies are the ones who decide your salary increase). There might have been some bias towards anyone who might challenge the next round of dumb decisions or might object to being treated like $&(t . We just had the shock and awe, mission accomplished. Want to guess what is coming for the next eight years?
Don't try to understand them. Just work on being able to realize you were lucky to get out when you did.
 












Anonymous said:
Another possibility is that you may have pissed off a D-level or above at some point in the past? A prime candidate is someone with insecurities and/or lacking scientific skills. Really narrows it down, right?
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Hey, there is somebody like that in CR&D who hasn't given any clinical or scientific presentations and blows everyone above him like there is no tomorrow. Same dude falls asleep in other people's presentations and can't sit down for more than 45 min without making a b-line for the john, which Amgen is too cheap to flush.
 






This is all good sound advice, I really think it was random and we should all be happy we got out when we did because it is only going to get worse. It has not recovered from 2007
 






Anonymous said:
Not true in my case. One of my top performers was RIFFED and the first I knew of it was when he came and thanked me for everything I had done for him. I"m quite sure my ED didn't know either until the day before.
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That is just amazing to me, though I know its true my case was the same, but just amazing the company is being ran this way. Amgen needs to pull it together quick!
 






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