Conference quark::human_relations-v1

    
    I feel for you.
    I'm not in that position myself (yet - mercifully) but a friend told
    me that it feels like an unnecessary, slow, lingering death.
    
    Take care of yourself.
    Spoil yourself, even.
    Eat sometimes.
    Exercise.
    See your friends.
    Get into your hobbies outside of work.
    
    Uncertainty is a very, very stressful thing. I tend to think of the
    worst thing that can happen, and then put in place a contingency
    plan to help me survive it. If I know I can cope with the worst, the
    rest looks a bit brighter.
    
    If it's any consolation, I've had friends who've been "rightsized"
    tell me that it was a blessing in disguise - it gave them the
    push to change things in their lives that they'd "never gotten around
    to". Maybe that sounds glib at this point....that's understandable.
    
    Good luck,
    And let us know what happens.
    'gail
    
    
    

         It seems to be affecting the general atmosphere at our site.  Even
    those who consider themselves "safe" seem to have shorter tempers
    sometimes and engage in "gallows humor" at other times.  I can't say
    that it is crippling the place, actually many people are working much
    harder.  However, I understand that more counselors had to be hired for
    EAP.
    
         I agree with the suggestion for exercise.  A heart-thumping hike
    in the mountains was my favorite way to end a rough day before it got 
    cold out here, now I seem to spend a lot of time on that demonic 
    StairMaster at the YMCA. It does help.  I sleep well, and it takes my 
    mind off of work.  A gallon of sweat per day keeps the shrink at bay.
    
                                        Greg

    Ugh, what a miserable situation!
    
    The stress is getting to everybody - in groups where no official
    announcement has been made (like the one I work in), the rumors fly,
    and morale is poor.  People spend a lot of time looking over their
    shoulders.  Of course, I still have three friends (two of them former
    DECcies) who work at Wang Labs - things could be a good deal worse!
    
    I second the advice the other replies have given: force yourself to eat
    right, exercise, get enough sleep.  Letting yourself get run down
    physically will make whatever happens harder to deal with.  Try to keep
    up your normal leisure activities, too - if you usually play volleyball
    at the Y one night a week, keep it up.  Whether you get offered the
    "package" or not, you know you will have a lot of changes to face, most
    of which will look like changes for the worst: friends and coworkers
    gone leaving more work for the remaining people, yourself job-hunting
    full-time, or whatever.  So, spend some time figuring out alternatives.
    Our building had a counsellor give a lunchtime seminar on the subject -
    I'm trying to recall all the points she made.  Update your own resume,
    and check your own personal network, in case you end up needing to find
    a new job.  Check out the JOBS notes file (OASS::JOBS) for potentially
    interesting leads.
    
    One middle-aged manager I know is taking the second "package" as
    early retirement, and is joining the Peace Corps - without doing
    something quite so drastic, you could use the job loss as a chance to
    change to a completely different field.  An engineer I know took the
    first package (yes, it was a much better deal, but he hadn't been with
    the company all that long anyways) and found a job in a legal firm,
    where he hopes to fulfill his dream of becoming a patent attorney - he
    is very happy about the change.  I've heard the story, too, if two
    engineers who took the money, went to Los Vegas and blew the entire
    amount at the casinos, and still have not found new jobs - I would
    categorize that as definitely the wrong approach!
    
    Good luck!
    
    /Charlotte

    I'd say prepare your resume and whatever else you can so you're ready
    *just in case*. 
    
    In addition, do attend to other things that are meaningful for you, and
    that make you feel worthwhile, capable, competent, and productive.  I
    discovered when they canceled a project I had been working on two years
    that I felt this tremendous VACUUM of worthlessness where the project
    USED to be.  If I hadn't had hobbies or other "investments" of my time
    and energy that were still "paying off", I could easily see taking much
    longer to "recover" (my self-esteem, my feelings of productiveness and
    value, etc....) from the situation....
    
    -Jody
    

    You may want to consider planning your life "as if" it will happen
    to you.  Do everything you can to prepare for a parting of the ways.
    Seek new avenues now as if it was really going to happen.  Some
    people might say you will be creating a "self-fulfilling" prophecy,
    but at least you won't be unprepared.  It will also give you something
    productive to work on while you wait.
    
    Wishing you well,
    Barb

From what I understand, the "package" won't exist anymore.  Stress is running
in my group too.  There were 10 of us.  Now there's 8.  Come March, 3 more will
be given notice.  Morale has to be very low all over DEC, everywhere.

Come spring, when they walk folks, it'll be a LAY-OFF, plain and simple.

I'm afraid that the company is worse off than most realize or want to believe.

I'm afraid that these measures of getting rid of head counts is only putting
off what is yet to come anyhow....

-dwight

    Re -1
    
>From what I understand, the "package" won't exist anymore
    
    Hey Dwight - I hadn't heard that....
    Do you mean that, if you're "rightsized" after a certain date, there
    won't be any compensation of any kind?
    
    >I'm afraid that these measures of getting rid of head counts is only 
    >putting off what is yet to come anyhow....
    
    It could get worse?
    I thought that "rightsizing" *was* the monster under the bed...
    Is there another, bigger one?
    
    Let's voice our fears. Personally, I'd rather be upfront about it.
    (whimper)
    
    'gail
    
    
    
    
    

    Wouldn't be speakin 'bout the ell word now would you Dwight?
    
    :-)

    
    
    Dwight,
    
    
    	How do you know all this? Is it fact or are you guessing?
    
    bonnie

    Bonnie, in your entry you ask for spacifics.. I.E., "Is it fact...."
    but then in your title, you accuse Dwight of telling "1/2 truths".....
    great way to communicate and learn....

>>>>>-< don't tell 1/2 truths >-

I had no intention of doing so.
    
>>>How do you know all this? Is it fact or are you guessing?

Of course I can't say that a "lay off" is a fact, but based on what I have
witnessed and read in memos, there's no doubt that it's coming.  Two years ago,
I saw much of this coming, based on memos and news articles.  When I use to
tell some folks that the company was in trouble, they laughed.  Now here we
are, paying people to "please leave."  We're having 5 people do the work of 50.
We're following a trend of bringing in temps to do the work, as they don't cost
us as much and we owe them nothing.

But that's not enough.  And recent memos about DEC, Wall Street, and stock, all
point to what must come to be.... a "lay off."  It amazes me how some people
can't see the writing on the wall.  No one wants it, but these are stressful
times, and just because DEC's never had one, means nothing.  There's a first
for everything.

Personally, I feel that, (again, based on memos and news articles), that DEC
is ready for it, and that they are holding off until after the holidays.  I
think it will become obvious in Q3.  I feel that the it's down to.. "let'em
enjoy the holidays, then give'em the bad news."  Watch for memos and major
meetings happening in Q3.

Many feel like DEC will rebound in about a year, that they just need to get rid
of some "dead weight."  I've heard this a bunch.  You probably have too.  But I
don't think that's accurate either.  Yea, maybe to a degree it has *some*
truth, but many *good* people are leaving too.  But at no time has the PACKAGE
been satisfactory.  It's NEVER been enough.  And, when you keep trimming away
at the fat, you're bound to get some of the meat as well.

Often, it will come down to "being in the right group at the wrong time."

The fellow who's been predicting all the quakes, and has predicted the BIG ONE,
(the New Madrid Fault), doesn't convince all the science experts, but they
still have to look at how many times he's gone to bat and hit homeruns.

All I'm saying is you don't have to be a graduate in business to see what's
coming.  Every day, when you read mail, you get more clues.  And the morale
around the company, speaks for itself.  It's very stressful, coming to work,
reading mail after mail about cut-backs, packages, stock, Wall Street, etc.,
and trying to find motivation to do your job.  I hope that someone at Corporate
is aware of this fact.

I'm attaching a memo that has been going across the net via mail.  You've
probably seen it.  Headers are removed.

Good luck,  -dwight


 Digital - Divided strategy for layoffs
	{The Boston Globe, 23-Nov-90, p. 62}
	[This is the entire article - TT]
   Now that Digital has concluded that layoffs re all but inevitable, the
 company faces the tougher problem of determining just how deeply to cut its
 work force.
   Senior managers are sharply divided over the issue. The result is a
 cautiousness that is hampering the company's efforts to reverse a two-year
 slide in profits.
   For example, Digital announced Tuesday night that it will close its plant in
 Phoenix. It will try to find other jobs for the plant's 476 employees, but it
                               VNS COMPUTER NEWS                         Moreqq>


(B)0 conceded that some layoffs - it's first since founder Kenneth H. Olsen set up
 his machine shop 33 years ago - are likely.
   Yet it was less than a year ago that it tried to save the plant by phasing
 out most manufacturing and trimming the payroll with an expensive buyout
 package. The shutdown seems to be a tacit admission that voluntary severance
 and other half-measures are not enough.
   "It's been a noble experiment," says John Adams, who follows Digital for
 Adams, Harkness & Hill in Boston.
   Indeed, Wall Street's frustration with Digital could be seen in its reaction
 to the news of the closing of its Phoenix facility. Digital's stock fell 2 3/8
 Wednesday to 49 3/8, a drop analyst George Elling of Merrill Lynch attributed
 to disappointment that the company still shies away from quickly laying off
 unneeded workers.
   "Investors read this as DEC still pussyfooting around," he said.
   Thus many Digital executives favor heeding the advice of Wall Street, where
 analysts say it must slash as many as 20,000 jobs if it is to remain
 competitive with leaner rivals. This camp notes that Digital produces about
 $106,000 in revenue per employee, whereas the figure at Sun Microsystems is
 nearly double that.
   But others at the company argue that such comparisons are simplistic because
<qqMore                        VNS COMPUTER NEWS                         Moreqq>


(B)0 Digital sells everything from personal computers to mainframes while Sun
 cranks out only workstations. This camp insists that drastic cuts would kill
 the progressive paternalism nurtured by Olsen and leave Digital crippled when
 the economy turns around and computer sales eventually rebound.
   Complicating matters is the fact that Digital has overhauled virtually its
 entire product line in the past year. Some Digital executives say they should
 wait to see if the new products spark a pickup in sales, which would ease the
 pressure to make heavy job reductions.
   Decision-making is never a quick process among Digital's consensus-minded
 executives. Nevertheless, Digital watchers say the handwringing will soon come
 to an end.
   "The current reading in the organization is that they would like to avoid
 layoffs until after the holiday season," says John Logan, a consultant with
 the Aberdeen Group in Boston. "We expect severe layoffs after Jan. 1."
   Logan believes that Digital's managing executive committee will instruct the
 heads of many business units to carry out the cuts as they see fit. This
 decentralized approach makes it hard to calculate how many jobs are at risk,
 Logan says, though he estimates that 10,000 to 15,000 workers will eventually
 get pink slips. Digital employs 30,000 in Massachusetts and 123,000 worldwide.
   The reason Digital must reduce its work force is twofold. The computer
<qqMore                        VNS COMPUTER NEWS                         Moreqq>


(B)0 business, especially in the United States, is in an extended slump, which has
 been aggravated by the general economic downturn. At the same time, the entire
 industry is being transformed by the advent of so-called "open systems," which
 allow users to mix and match equipment from different vendors. This shift has
 left suppliers like Digital, which were accustomed to the fat profit margins
 commanded by their proprietary systems, with costs that are way out of line
 with the profit margins possible in the open systems world.
   "Digital is now paying the piper for ... the years when things were so
 expansive" and it hired in big numbers, says analyst Stephen Cohen of
 Stamford, Conn.-based Soundview Financial Group.
   Cohen thinks Digital will begin significant layoffs, but not in the numbers
 that "the hawks on Wall Street are calling for."
   Nearly one out of four Digital employees works in Massachusetts, so layoffs
 will likely hit hard here. In addition to its headquarters in Maynard, Digital
 has substantial operations in Boston, Franklin, Hudson, Marlborough,
 Shrewsbury, Springfield, Westfield and Westminster.

    
    
    Thanks for taking the time to clear things up. I've been hearing
    so many different things that it's hard to believe any of it.
    
    I guess we can only wait.
    
    Happy Holidays!
    Bonnie

    Getting back to the base note...
    
    I went throug hthe first transition... It wasn't easy... I debated as
    to if I should "take the money and run" or "stick it out".  I choose 
    to stick it out... then had to fight with hiring freezes and wbudget 
    cuts that drove me crazy every time I interviewed for a position...
    I tried to take advantage of the "retraining.."  That was a lost cause 
    as I didn't have basic skills enough to interest or prove myself to 
    any managers capable of sponsoring me for any of the programs... I
    tried to take advantage of the "unsponsored" opening in some of the
    classes only to find that I was up agains better qualified people 
    looking for the same openings and ultimatly get turned down...
    I learned my leasson... starting this semester I'm going back to
    school.  I "lucked" into my current position and got into it just
    before another hiring freeze fell.  It wansn't easy... thankfully I 
    was able to take advantage of EAP and voice my problems (and beat on 
    walls) while I was going through it.... I found a position that won't 
    be going away for a long while and that means security for a while
    longer.  It meant traveling from one coast to the other and agains the 
    flow (most people are heading west) But, I'm secure now...I dealt with
    it and servived and all I can say is hang in there think carefully and 
    use ALL the advantages you have NOW... don't put it off... start
    looking 
    for a new position NOW you can turn it down if you don't get offered 
    the package.
    
    The preceeding info was a lot of "should" "may" and "might" little hard
    fact and I would like to point out that before the package came along 
    Digital was supposedly "washed up" with "no hope" It isn't a fact that 
    Digital is going to start laying off yet... so hang tuff but don't
    write it off.  
    
    I guess it bils down to "wiat and see" but don't wait and lay ideal...
    but the time to use... start sending out your resume and looking about 
    and you'll have that much more to your adbvantage if you get the offer
    If you don't you can always turn down the offers you might receive.
    
    Skip

         <<< QUARK::NOTES_DISK:[NOTES$LIBRARY]HUMAN_RELATIONS.NOTE;1 >>>
               -< What's all this fuss about 'sax and violins'? >-
================================================================================
Note 1100.11               Stress due to "The Package"                  11 of 13
DEC25::BERRY "I'm Bart Simpson. Who the Hell are y" 130 lines   3-DEC-1990 04:11
              -< re: .9 (drowns), I'm not fortune teller, but... >-
--------------------------------------------------------------------------------

>Personally, I feel that, (again, based on memos and news articles), that DEC
>is ready for it, and that they are holding off until after the holidays.  I
>think it will become obvious in Q3.  I feel that the it's down to.. "let'em
>enjoy the holidays, then give'em the bad news."  Watch for memos and major
>meetings happening in Q3.

>Often, it will come down to "being in the right group at the wrong time."

    

Worldwide News                      LIVE WIRE

New phase of U.S. downsizing announced 
 
  Increasingly intense competitive pressure within the computer industry -- 
  business practices, technological advances and manufacturing efficiencies -- 
  are placing added pressures on the company's cost structure, in spite of 
  ongoing cost reduction efforts that focused on increased productivity and 
  efficiency and two voluntary downsizing programs.

  An analysis of the results of these efforts has been completed and was 
  reviewed this week by the Corporate Operations Committee and the Executive 
  Committee. This analysis shows that those cost reduction efforts, while 
  impressive, have simply not been enough, in light of the increased pressures 
  applied by economic conditions. 

  As a result, a new phase of the U.S. downsizing effort, involving involuntary
  selection methods, has been approved effective immediately. The decision to 
  move into a new phase was finalized yesterday. 

Worldwide News                      LIVE WIRE

New phase of U.S. downsizing announced
 
  Increasingly intense competitive pressure within the computer industry -- 
  business practices, technological advances and manufacturing efficiencies -- 
  are placing added pressures on the company's cost structure, in spite of 
  ongoing cost reduction efforts that focused on increased productivity and 
  efficiency and two voluntary downsizing programs.

  An analysis of the results of these efforts has been completed and was 
  reviewed this week by the Corporate Operations Committee and the Executive 
  Committee. This analysis shows that those cost reduction efforts, while 
  impressive, have simply not been enough, in light of the increased pressures 
  applied by economic conditions. 

  As a result, a new phase of the U.S. downsizing effort, involving involuntary
  selection methods, has been approved effective immediately. The decision to 
  move into a new phase was finalized yesterday. 
 
Worldwide News                      LIVE WIRE

 New phase of U.S. downsizing, cont'd

  As we move ahead into this phase, it is critical for everyone to try to 
  grasp the full impact of the intense competitive and economic forces at 
  play. Those pressures are driving fundamental changes in this company and 
  this industry. And even as business improves, we can no longer expect things 
  to "return to normal," as many of us assumed in past economic downturns. 

  This phase is different in two ways from prior phases. It will involve 
  involuntary methodology, and while a financial support package will be 
  offered, it will be somewhat less generous.  

  While we need to move ahead quickly, we also intend to proceed in a rational 
  and orderly way that will not disrupt business. This program is a U.S. 
  program. Other downsizing programs will continue to be implemented outside 
  the U.S., based upon business conditions, local laws, customs, and 
  traditions, on a country-by-country basis. 

Worldwide News                      LIVE WIRE

New phase of U.S. downsizing, cont'd

  Regarding methodology, two primary factors will determine whether an employee
  is selected: 1) his or her work has gone away; 2) he or she is selected from 
  a larger group being reduced based on performance (i.e., the last documented 
  performance rating, as indicated on the employee's most recent performance 
  evaluation).  If additional selection steps are required, they will be based 
  on additional performance criteria (those details are being further refined 
  and will be finalized shortly.)

  The elements of the financial support package include a lump sum payment 
  based on years of service to the company; maintenance of medical, dental, 
  and life insurance coverage for a period represented by the total payments, 
  not to exceed one year; formal outplacement/employment assistance; 
  and, where applicable, five-year acceleration of any restricted stock 
  options.  This latter element is subject to approval by the Compensation 
  Stock Option Committee (CSOC).  There is no open-window period as before.

Worldwide News                      LIVE WIRE

New phase of U.S. downsizing, cont'd 

  Though the manner in which the payment will be made has been structured 
  differently than in previous programs to accommodate certain legal 
  requirements, the total payments will be as follows:

      0 - 2 years of service               13 weeks of pay
      3 - 10 years of service              13 weeks of pay, plus three weeks 
                                           of pay for every year of service 
                                           between three and ten years.

     11 - 20 years of service              37 weeks of pay, plus four weeks 
                                           of pay for every year of service 
                                           between eleven and twenty years.

                                           77 weeks of pay will be the maximum 
                                           financial bridge available.

Worldwide News                      LIVE WIRE

New phase of U.S. downsizing, cont'd 

  The progress of this program will be assessed periodically, and we will 
  endeavor to communicate relevant information to managers and employees as 
  quickly as possible through the appropriate communication channels.