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Old 04-28-2013, 10:39 PM   #1
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EA is cutting jobs (Estimated to be as much as 10% of the workforce)

Quote:
"
In recent weeks, EA has aligned all elements of its organizational structure behind priorities in new technologies and mobile. This has led to some difficult decisions to reduce the workforce in some locations. We are extremely grateful for the contributions made by each of our employees – those that are leaving EA will be missed by their colleagues and friends.

These are hard but essential changes as we focus on delivering great games and showing players around the world why to spend their time with us.


http://kotaku.com/layoffs-at-ea-today-481149396
"
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Old 04-28-2013, 10:45 PM   #2
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I remember when they sent a representative down here to Arkansas of all places. All the Comp/Infosci guys came to listen to his speech about the opportunities at EA. They probably sent people to every major and middling university in the country.

I bet that's over.
 
Old 04-29-2013, 01:29 AM   #3
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Wink

Quote:
Originally Posted by trancerobot
I remember when they sent a representative down here to Arkansas of all places. All the Comp/Infosci guys came to listen to his speech about the opportunities at EA. They probably sent people to every major and middling university in the country.

I bet that's over.


There is a talk / comments at Gamasutra (if I remember correctly) about 10% firings are NORMAL under certain well known manager playbook. The logic is that these are the lowest rung. So fire them and hire better people. Well, that was the idea anyway.

Don't have time to google, but this fire 10% / hire 10% manager does have his own wikipedia page, so google around.

And apparently, there are companies that do follow these rules, it just we don't listen/hear/care about them much.
 
Old 04-29-2013, 03:03 AM   #4
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I've heard it referred to as "Rank and yank".
 
Old 04-29-2013, 05:10 AM   #5
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Jack Welch former CEO of GE in the 80's came up with this policy.

It is called the "Differenciation" policy. Very simply : the trick is to rank your people in 3 categories : Good/Average/Poor performers representing 20%/70%/10% of your staff.

You have a different treatment of each category.
By getting rid of the 10% poor performers, you regularly get a better and better company.

At least in theory.
(At least this is sort of logic a SOCIOPATH would use)
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Old 04-29-2013, 07:35 AM   #6
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Quote:
Originally Posted by RobertoOrtiz
(At least this is sort of logic a SOCIOPATH would use)


What is sociopathic about firing an employee that performs worse than 9 of his peers?
 
Old 04-29-2013, 08:56 AM   #7
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Quote:
Originally Posted by lo
What is sociopathic about firing an employee that performs worse than 9 of his peers?


Logic would suggest that eventually none of them will be "worse". If you fire the poor people over several culls, you will end up with good, average and average. Or good, good and good if you fire people often enough.
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Old 04-29-2013, 11:39 AM   #8
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Poor performance? I take it they look at employees who for various reasons can't or won't work for 12 hours or more. Thank God I'm not in that business.
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Old 04-29-2013, 01:06 PM   #9
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Well, letīs face it, there are always people in big organizations who in practice never achieve what their CV promised. Some people NEVER reach average levels, no matter how long you wait.

With all the bad stuff happenig in all markets people tend to forget that companies still have to be managed, and that itīs not all about exploiting the poor little artists with green forum avatars :-)
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Old 04-29-2013, 02:43 PM   #10
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Quote:
Originally Posted by CB_3D
Well, letīs face it, there are always people in big organizations who in practice never achieve what their CV promised. Some people NEVER reach average levels, no matter how long you wait.

From personal (I've worked at one of the biggies) experience I've usually found those under achievers get culled (lets try to fill that position again) -and quickly- long before any of the company wide lay-offs happen. Thats what probation periods are for.

'Company-wides' more commonly effect entire teams, divisions and studios.
Personal performance often is not even a factor.

I suppose personal performance is an issue but its usually an Average, Vs Better-than-Average VS who costs (ie. salary) the company more. But thats pure speculation on my part as I've never had to be in charge of deciding layoffs.
 
Old 04-29-2013, 02:43 PM   #11
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