Hewlett Packard Enterprise

In the military, during POW (Prisoner Of War) training, the simulated prison guards had us simulated prisoners dig a hole, fill it, and then repeat the same, over and over again.

The lesson? There is no faster way to demoralize someone than to deliberately waste all of their hard work.

If you are in need of this lesson, by all means, you should hire on to work at HPE! You will then thoroughly understand this trick of the enemy and perhaps be better able to resist it!

You must retain your morale anyway and keep your faith that some day, you will no longer be a POW!

HPE does almost exactly the same thing, except that the enemy that you must learn to resist is not some foreign foe; it is HPE management itself.

You see, under “forced distribution” (bell curve) performance reviews, many, many workers and bosses will strive to APPEAR as if they are helping and training “the new guy” how to do his job and do it well. In reality, they will put up roadblocks to hinder (sabotage) “the new guy” so that “the new guy” will look bad, so that they can look good (in comparison). So that “the new guy” will be the sacrificial lamb, sacrificed at the next traditional, ever-recurring round of layoff festivities.

There are a very, very few remaining REAL team players left at HP who will actually try their honest best to help train “the new guy”. Training “the new guy” is “filling the hole” or void in the organization when there’s more work than can be done with the existing workforce. But then, inevitably, upper management will “dig the hole again” by firing “the new guy” (and black-listing him to boot).

“The new guy” was just starting to get good at his job after two or three years of being trained. But that means he took the brunt of two or three years’ worth of routine sabotage by the road-blockers, who constantly reminded the boss of just HOW MUCH more smart and valuable they, the job veterans, are than “the new guy” is.

“The new guy” must be laid off, and the cycle must be repeated!

Your constant churn of training new employees and then laying them off, and black-listing them, is killing your employee morale and effectiveness (not to mention your ability to attract qualified new recruits).

What are you doing?

It’s not working!

Try churning your top management instead, until you have some top management that has a modicum of decency and common sense.