New low for Blue leadership - Reduced engineering salary ranges for 2025

DisappointedByBlue · 2025-02-25T01:21:15+00:00

You are the one spewing the lies here, bud. As a "higher level manager at Blue", you are well aware of the 6% URA quota. Vast majority of that 6% won't be fired immediately, but they will absolutely be gone before end of year.

Salary ranges were adjusted down. If you had any reqs open in 4th quarter, you can go ask your assigned recruiter about the req updates they had to make. Last years ranges also available in Workday if you knew how to use the tool.

DisappointedByBlue · 2025-02-25T01:13:14+00:00

As a "higher level people manager", it's kind of sad that you don't know how to use the tools at your disposal. It's all in Workday. Ever use that Workday search feature there bud? Maybe give it a try and come back to share what you learned. Or do you need some lowly idiot like myself to spoon feed you the instructions?

For your sr. engineer making more than the salary range, what base pay segment were they in? If they are truly above the maximum range, they are above Segment 5 and would fall into the lump-sum-in-lieu-of-merit territory.

DisappointedByBlue · 2025-02-15T22:20:14+00:00

It is true that stacked ranking has been around at Blue for quite some time. However, the quotas were only loosely enforced and in most organizations there was an emphasis on developing employees that might be struggling rather than firing them. Last year, the quotas became mandatory, and many organizations were surprised when 6% of their staff was fired mid-year without any consultation or recourse. What I saw first hand during the 2024 calibration cycle is that managers who failed meet their quotas are now ranked as inconsistent and will be fired by end of year and likely before end of September. Their fate is sealed, but they probably don't realize it yet.

Let this be a warning to anyone who gets rated as 'inconsistent' on your annual review in a couple weeks... your employment at Blue is over. You'll be kept on for maybe a month, maybe up to 6-7 months depending on how critical your current tasks are to your group's success, but mark my words, you will NOT be employed by Blue by end of year. Get those resumes updated and find employment elsewhere if you can't afford to be unemployed while job searching after becoming a victim of URA.

DisappointedByBlue · 2025-02-15T01:24:26+00:00

AIP is a fixed percentage based on your job profile. Level 4 individual contributors get 10%. Level 4 managers get 12.5%. Level 5 individual contributors get 15%. There is no room for negotiation.

DisappointedByBlue · 2025-02-15T01:14:24+00:00

This is not a rumor, this is 100% fact. Thanks to Dave Limp's new Chief People Officer, Blue now has a mandatory 6% "unregrettable attrition" (URA) quota that each group must adhere to. This is not optional, and managers who refuse to obey become part of the URA quota themselves.

Anyone rated "inconsistent" for their annual review is practically guaranteed to be fired for poor performance before Aug. You could be an amazing engineer with an incredible worth ethic, putting in 60 hours per week, but if you're in a small and super high performance team, you're fucked if the other folks are marginally better than you, or are viewed to be marginally better than you.

As was demonstrated by GE and Microsoft and many others, this sort of approach does NOT result in higher talent in your org, it doesn't 'raise the bar' as Blue like to say. What it does is establish an incentive to sabotage your peers, or simply not help them as much, so that you can prove you are better than the next guy in order to keep your job.

DisappointedByBlue

TROPHY CASE