Workplace reassurance |

We waited nonchalantly at one o'clock in the sofa area.

The office suddenly shouted, and my colleague said loudly, "No matter how much noise you are making, you are going to rebel before you even a little bit!" As she walked into the office, it didn't take long for her to lead a group of people over.

"Fuck, they've been deactivated! What do you mean! Google and Slack can't get in. How does it work!"

Several of our supervisors split up. Some reported to the director, and the cancellation started early. Some people checked the status of employees in various cities on Slack and how many people were deactivated. Most of our colleagues in the customer service department were recruited in 2019. In less than a year, the number of users on Slack, that is, the number of employees, has increased from 8,000 to over 10,000, and major European cities have begun to have our office bases, 2020 In the first quarter of this year, the CEO talked about Covid-19 and the retaliatory consumption after SARS. We are optimistic, please prepare for the war. In the second quarter, the epidemic spread to Europe and the United States. Whenever we contact European colleagues, I found out that I was no longer there. The word deactivated in parentheses next to the name became a joke in the Taipei office for a while: Be careful that you are deactivated.

Before the second quarter conference, the whole company received an open letter from the CEO, mentioning large-scale layoffs, as well as the company's supporting facilities, such as the pen electricity distributed by the company to take home, severance pay that is better than the law, etc. The reference Airbnb program. Within a few days, the supervisors received an invitation from the customer service director for a meeting in the name of celebrating his birthday, and the meeting discussed the characteristics of the special commissioner. The conversation revealed two things: First, senior executives didn't trust their approved KPIs, and second, the company wasn't sure what qualities of employees could withstand the turmoil that followed. Another point of view is that senior executives and human resources expect to get the voice from the bottom to the top through the meeting. I personally have a prejudice, I think they are not so smart. In any case, the moderator skills of this Brainstorming are very poor, and the conclusion is that the supervisors hand over Team members' various KPIs and supervisors' ratings.

Neither the open letter nor the departmental meeting mentioned the scale of layoffs. When preparing the materials, the supervisors retreated to discuss the clues collected from various parties, and guessed the number of layoffs. We also asked the manager to ask for more details. Unfortunately, she has endless meetings, but she can't bring anything back, not even a direction. . As the submission date was approaching, we took the risk of compiling data, initially checked each other's scoring benchmarks, and guessed how to save some commissioners who performed well but had poor KPIs when half of the employees were hired. It is more worthwhile to convince each other that your own baby is more worthwhile. A smart person is righteous, and a clever person is emotional. As for me? My team members and I have the least seniority, and this link is extremely disadvantageous for me.

At 12:30, one by one my team members came to ask me if I knew the severance list. I didn't answer according to the human resources and our rehearsal, I just said: I don't know. Would it be better to hear that the company is considering fitness and development? I can't answer, I just can't say what I said about being involved. One o'clock arrived, the dust settled, the deactivated commissioner was sitting in the public area, the manager asked me to comfort everyone, I was interspersed in small circles, I didn't know what to say, I just listened to everyone's complaints, watched everyone's anger, hugged Crying people, of course, there are people celebrating, leaving a job they don't like with money, and six months of unemployment benefits. After walking for two laps, the manager urged me to go back to work quickly. Sitting in my seat, I was thinking about this list. I was a little surprised. It should not have been counted as a weighted item. It doesn’t matter. Anyway, I kept the most team members.

On the day the supervisor graded the submission, I was on the night shift, and the Google Sheet was handed to me. I locked myself in a small conference room and sorted out the information of the entire team. Out of curiosity, I drew the distribution and guessed that the logic of the top management should be It is the last elimination. This is a common misuse of normal distribution and KPI. Normal distribution is a result rather than a cause. KPI is related to business capabilities, but it is not necessarily a cause and effect. In short, I changed two people's supervisor assessment scores to full marks, two of my group's danger lists. Then send.