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Layoffs at Omnicom shops today?
Bowl Leader
Thought this was interesting. Across 160 teams of researchers, just about all failed to make good life outcome predictions on things like GPA, evictions, layoffs, and others. Data followed 4.5k families across 15 years, with 13k features (varied over time). Haven't looked at it directly yet, but will be turning the docs and data inside out... In the meantime, authors claim this as showing the limits of ML. Oh, and it's published in PNAS, so you know there's some big publication energy there.
https://www.pnas.org/content/117/15/8398
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Hello fishes, need help in finding a suitable job change for one of my relative. She is an Associate at Cognizant with 7.5 years of experience. Her experience domain is in functional testing and manual testing. Her preferred job location is Kolkata.
Any leads would be very much helpful. TIA
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https://creative.artisantalent.com/why-jack-welchs-10-rule-is-100-ridiculous
Jack welsh created a company where little innovation got done because people never stayed around in one place to deliver anything. It was all about showing results quickly - some things take time so often you are forced to make up stuff and pretend something was achieved
A company does when 100% of the management of a company acts like consultants who are there for a short time and are not interested in long term value addition or progress
I think they might be over attributing to Welch's philosophy.
Most of their major issues occurred after Welch stepped down in 2001, most notably the struggles of GE Capital and energy during and after the 2008 crisis. Internationalization hit their margins and sales hard too, particularly with their appliances divisions.
Chief
Enron loved this approach. It totally didn’t create a company laser-focused on short-term results at the detriment of overall company health or anything.
Teslaaaaaaaaaa woooooooooooo
Jack Welch’s methods took the company far in the stock market, but the legacy of GE clearly did not stand the test of time.
Chief
Deloitte?
No consulting firm I know of has that many people on PIPs
Chief
It wouldn’t be a dealbreaker necessarily but I think it’s a bad policy in many ways. Didn’t Yahoo under Marissa Meyer do this with terrible results?
I've seen that in finance and tech.
It's gonna be brutal in terms of workload but you'll get paid. I haven't spoken to any Netflix employees that PIP'd out that didn't believe their time there was worth it
Rising Star
Our pip is like 1% and we did release them all recently. I think that would have happened regardless of Covid. A lot of the bottom 10% have lost interest in their career, hit burn out, niche skills, or simply have dated skills that aren’t in demand. 1% seems reasonable, like go figure it out and come back. 10% could catch some decent performers down on their luck with utilization.
Totally agree
Rising Star
Eh no
Literally decimating
Hey, Crassus got Spartacus that way, Trotsky won the civil war, and the Soviets won at Stalingrad.
It's historically been pretty useful. I might recommend decimation to my client, his team is under performing and in need of a morale boost.
I mean, I do already
I’m in Deals. MC has nothing close.
Question is whether the company is growing.
If you’re an upwardly mobile, star performer, the bottom 10% being cut should never bother you or anyone from the 90%.
You have no idea how many people will do the bare minimum and coast if they can get away with it. That’s why so much fat accumulates in large companies. This constant purging is a way to keep only the motivated people around.
Depends on culture and culture depends on whether the company is growing.
If the company isn’t growing, then it could become toxic and territorial.
GE's 10% RIF each year is total. Meaning people who quit for another job, leave for whatever reasons and get fired. GE is super transparent as where people are ranked. The people in the bottom 10% k o
Bottom 10% know they are there and either hustle to move out of the bottom or quit. People getting RIF'd know it is coming and aren't surprised.
That’s not a very good defense of the practice. Just bc people know it’s happening doesn’t make it okay or an effective tool.
I've heard Netflix fires a lot of people.
Their culture is insane, they have a thousand page culture handbook. Two of my in-person interviews were with VP-level peeps grilling me on culture.
From what I've heard, it's a relaxing a bit nowadays. They started bringing in entry-level folks, where they used to be completely experienced hires. Seems to be shifting towards a model less focused on growth at all costs.
I worked for a company that force ranked its employees and put people on PIPs but never fired them, it was dumb. 10% is a lot, though.