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Amazon tells bosses to conceal when employees are on performance management plan

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Re: Amazon tells bosses to conceal when employees are on performance management plan

#51

Post by imwillofficial »

ozzythecat wrote: post #26
trhway wrote: post #5

Another goodie from AMZN - hard cap on max of years of experience for a position. Nice way to filter out the old dudes like me. I suppose the trend will naturally spread through the industry. Edit: it is max cap in hiring requirements. The requirements are directly from AMZN recruiter (AMZN email address, etc). The max is bullet pointed together with the min. The max is also additionally clearly stressed in the descr…

I’m at Amazon now. This is not true.

Seconded. Haven’t seen this anywhere in Amazon.

Edit: Clarified that I meant within Amazon.

Re: Amazon tells bosses to conceal when employees are on performance management plan

#52

Post by imwillofficial »

croes wrote: post #29
master_yoda_1 wrote: post #19

AMZN is Doomed :)

"The Tomorrow War" is not an Amazon movie, they only bought the distribution rights. It's a Paramount Pictures film.

They sure are making buckets of money on it though

Re: Amazon tells bosses to conceal when employees are on performance management plan

#53

Post by gigatexal »

That Amazon or any company has such a plan is actually laudable. I was under the impression that folks who are not performing just get given a 2-week notice. But it's likely more profitable to rehabilitate or retrain an underperforming employee than to go through the process of hiring and onboarding a new employee. None of this is out of altruism -- it's a cost benefit analysis (see also the scene in the Fight Club movie where the un-named narrator explains the math behind his company issuing a recall or not...)

Re: Amazon tells bosses to conceal when employees are on performance management plan

#55

Post by Guest42 »

f6v wrote: post #32
aaomidi wrote: post #18

Meanwhile Amazon recruiters keep spamming me to join their cult. No one *wants* to work for you anymore. You don't need to recruit. If someone is desperate enough they'll let you know.

You’d be surprised. Do they pay well? Do they have cool products? “I’ve done a lot more for a lot less” - The Office.

I think a common approach is “I know this job is garbage but if I can last 18 months, my resume will look much better”.....or.....”maybe my manager will be alright and the bad stories will be less relevant”

Re: Amazon tells bosses to conceal when employees are on performance management plan

#56

Post by xienze »

ozzythecat wrote: post #25

> “Should I tell an employee that I entered them into Focus?” the question reads. The response: “Do not discuss Focus with employees. Instead, tell the employee that their performance is not meeting expectations, the specific areas where they need to improve, and offer feedback and support to help them improve.” The headline is editorialized. IMO whether you’re told you’re in Focus or not is irrelevant. If your manag…

> The discussion in this thread is written more as if Amazon is pushing out capable talent.

Correct me if I'm wrong, but don't they have a stated goal of cutting the bottom 10% every year? I gotta think that can't go on forever without hitting the "capable talent" unless managers are hiring sacrificial lambs on purpose. Hmm, I feel like I've heard about that somewhere...

https://www.businessinsider.com/amazon-managers-performance-...

Re: Amazon tells bosses to conceal when employees are on performance management plan

#57

Post by trhway »

ozzythecat wrote: post #26
trhway wrote: post #5

Another goodie from AMZN - hard cap on max of years of experience for a position. Nice way to filter out the old dudes like me. I suppose the trend will naturally spread through the industry. Edit: it is max cap in hiring requirements. The requirements are directly from AMZN recruiter (AMZN email address, etc). The max is bullet pointed together with the min. The max is also additionally clearly stressed in the descr…

I’m at Amazon now. This is not true.

You're already an employee. I'm talking about requirements for candidates. As far as I see it is a relatively recent innovation, which I thought would be blatantly illegal in the US until I saw it myself - I suppose the AMZN lawyers found a loophole.

When people talk about glass ceiling - well, now i know what glass bottom feels like :) If any requirements you don't directly match you can try to make a case in say cover letter to substitute - education vs. experience, etc., there is no way though how one can "decrease" the number of the years.

Re: Amazon tells bosses to conceal when employees are on performance management plan

#58

Post by commandlinefan »

ozzythecat wrote: post #25

> “Should I tell an employee that I entered them into Focus?” the question reads. The response: “Do not discuss Focus with employees. Instead, tell the employee that their performance is not meeting expectations, the specific areas where they need to improve, and offer feedback and support to help them improve.” The headline is editorialized. IMO whether you’re told you’re in Focus or not is irrelevant. If your manag…

"I am totally unappreciated in my time. You can run this whole park from this room with minimal staff for up to 3 days. You think that kind of automation is easy? Or cheap? You know anybody who can network 8 connection machines and debug 2 million lines of code for what I bid for this job? Because if he can I'd like to see him try."

Re: Amazon tells bosses to conceal when employees are on performance management plan

#59

Post by malfist »

Zenst wrote: post #17

What happens if an Employee of Amazon who is in a country that has a data regulation that allows them to ask for and legally get any data pertaining too them? That would place Amazon to legally disclose if such an employee is on any list or anything else they have on them, be it paper or digital.

Managers are required to disclose focus/devlist status if asked directly. But they're not supposed to tell you without you asking. At least not until you get your PIP papers.
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