Layoffs in vision are & vision surgical - decision makers

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anonymous

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Anyone know if a 3rd party consultant agency was used to determine who gets laid off or was internal leadership asked to make the decision on who to let go? How far down the leadership chain had involvement? Did they seek feedback from Directors for their direct reports? JNJ claims transparency in Credo but this layoff process is a total mystery. No communication or anything, we’re left in the dark with ongoing anxiety.
 






anonymous said:
Anyone know if a 3rd party consultant agency was used to determine who gets laid off or was internal leadership asked to make the decision on who to let go? How far down the leadership chain had involvement? Did they seek feedback from Directors for their direct reports? JNJ claims transparency in Credo but this layoff process is a total mystery. No communication or anything, we’re left in the dark with ongoing anxiety.
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You ain’t been here long have you boy?
 






anonymous said:
Anyone know if a 3rd party consultant agency was used to determine who gets laid off or was internal leadership asked to make the decision on who to let go? How far down the leadership chain had involvement? Did they seek feedback from Directors for their direct reports? JNJ claims transparency in Credo but this layoff process is a total mystery. No communication or anything, we’re left in the dark with ongoing anxiety.
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did you write this before, while or after watching the movie “Pollyanna?”
 


















No consultant. Only internal VP, Finance and HR involved. What a mess! A lot of HiPos were laid off. Noone cares whether you are a talent or not. Also forget about DEI.If you are expensive, off you go. All the investments on talent and DEI went to waste because of these thoughtless, careless idiots sitting on ivory tower. The org design is not streamlined across the globe, still top heavy, i.e., lots of D2s and VP who now have much smaller team to manage. And they think their paygrade is still justified! Trust me all the D2 and VP that survived will soon go down. They won’t sit comfortably there too soon. Karma will find its way back to them and slap them in the face.
 






anonymous said:
It was a genuine inquiry. No need to be an a-hole.
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Asking ten questions in one post is very sophomoric. It basically says that you don’t talk to anyone at work. You need better communication skills and some work friends that will share information with you. I’m not being condescending I’m actually trying to to help you. Going out to lunch occasionally where some people will actually share info with you. Do you work near an office location?
 






anonymous said:
No consultant. Only internal VP, Finance and HR involved. What a mess! A lot of HiPos were laid off. Noone cares whether you are a talent or not. Also forget about DEI.If you are expensive, off you go. All the investments on talent and DEI went to waste because of these thoughtless, careless idiots sitting on ivory tower. The org design is not streamlined across the globe, still top heavy, i.e., lots of D2s and VP who now have much smaller team to manage. And they think their paygrade is still justified! Trust me all the D2 and VP that survived will soon go down. They won’t sit comfortably there too soon. Karma will find its way back to them and slap them in the face.
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Excellent, I really hope so. Several of them still need to go.
 






anonymous said:
Asking ten questions in one post is very sophomoric. It basically says that you don’t talk to anyone at work. You need better communication skills and some work friends that will share information with you. I’m not being condescending I’m actually trying to to help you. Going out to lunch occasionally where some people will actually share info with you. Do you work near an office location?
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Trying to help me w a twist of douchebag. Thanks. Whatever’s going on in your life that’s making you so unhappy, fix it.
Wrong about not talking anyone at work or having work friends and other assumptions.
 






anonymous said:
Trying to help me w a twist of douchebag. Thanks. Whatever’s going on in your life that’s making you so unhappy, fix it.
Wrong about not talking anyone at work or having work friends and other assumptions.
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Ya but are yous going to crash in on the CVM XC 90 sales shill chuck sales wagon charriott for $1.00 over at the Cincinnati parking where the is a 1,000 of them waiting for you
 






























anonymous said:
It seems in some departments only lower performers were cut. I am also questioning who made these decisions and how.
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Some of the people are picked to balance the age and level demographic on the list that actually appears in the severance notice. Mine had 93 titles/ages listed. By law the list must be balanced to prove a “lack of bias” on age or level.
 






anonymous said:
Some of the people are picked to balance the age and level demographic on the list that actually appears in the severance notice. Mine had 93 titles/ages listed. By law the list must be balanced to prove a “lack of bias” on age or level.
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Same thing happed in MT. Five guys over 50 and one guy under 40. Twenty guys and one women. So on and so on. Real fair
 






anonymous said:
Some of the people are picked to balance the age and level demographic on the list that actually appears in the severance notice. Mine had 93 titles/ages listed. By law the list must be balanced to prove a “lack of bias” on age or level.
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In my division 21 people, 19 over 50 and 2 between 30-40. Two women who were over 60. Yes, really balanced.
 


















anonymous said:
In my division 21 people, 19 over 50 and 2 between 30-40. Two women who were over 60. Yes, really balanced.
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Don't you know - You can't grow grey at J&J. Our team was devastated and most were male, white, and over 50. Getting rid of people before they build their pension or qualify for retiree medical is a real money saver! Bumping up the DEI metrics at the same time is just a win-win! Don't kid yourself, getting 'exceeds expectations' or LTI awards does not matter. Everyone is just a line on a spreadsheet with numbers that add up to a score based on DEI considerations and how much your termination saves the company. I walked by several desks occupied by people who received 'partially meets' on my way out. Get a high enough score and you win a meeting with HR and a severance. You sign a document that says you won't sue or else you don't get any severance (which includes your family's insurance). Don't forget to admire the big Credo sign on your way out. No matter how long you worked there, or how much you liked your job, or how much you delivered, or how high a rating you got (every year), or how much your manager liked you - the company doesn't care about you at all. You are a number and you are disposable. I have seen a lot of stuff in my career, but nothing like the cold hearted bone job J&J did on a lot of loyal and dedicated employees.
 






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