#change

If you're smart enough to read between the lines,

More people are going to be cut next quarter where people remaining have to adjust to the new normal

Why tf they can't just tell us directly??

Meg just announced the structure of the new Organisation

“From )1 July, we will move to an Upstream and Downstream operating model, replacing our current structure of Production & Operations (P&O), Gas & Low Carbon Energy (G&LCE), and Customer & Products (C&P).”

Now - here is where the jokers lay:

GB is now “EVP, Upstream”
RH is “interim” EVP, Downstream

These are the only two gents listed so far…

Any news on the hybrid policy and potential changes to it? I’ve heard rumors, but they swirl all the time. I feel like it was this time last year they made some significant changes.

With costs continuing to rise, all associates who weren’t lucky enough to be allowed to continue to work from home for one reason or another (seems like the rules change depending on who you are) are suffering.

As an associate who was hired to work from home, I am trying to wrap my mind around what the company is trying to accomplish. I do not see a whole lot of collaborating going on in the office - in fact most associates are sitting in cubicles on top of each other, all on different calls.

Be prepared - the customer doesn't care about you or your family.

Was wondering is target changing there attendance policy system

LL5's and LL6's are going to be pushed out for L1A's. It has been happening already slowly.

It's harder to stay focused because nobody seems sure what the plan is anymore. We're still doing the work, but we're being kept in the dark on so many things. I'm getting really, really tired of it.

Yet another MC or a replacement? Cavicchia is the current CTO, but notification just went out for this new guy (same title). What's going on?

Pace Gallery recently cut 50 artists and laid off 50 staff members. This represents a 30% reduction in artists and 20% in employees. CEO Marc Glimcher described the move as a "model correction." He stated the current gallery model is "unfixable" and needs change. The gallery will now focus on representing approximately 80 artists.

New York, New York

https://hyperallergic.com/pace-cuts-50-workers-and-50-artists-citing-a-broken-gallery-model/

Big changes in merrill banking. Word on the street is no more banking quotas monthly for 2026. The new scorecard is radically different suggesting concern over the pressure to open more and more and more accounts. Now the bankers are judged solely on risk and accuracy.
Looks like some freedom fighter took the charge to the Bull, and a RIGHT hook from the disgruntled base connected

I've heard through the grapevine that there are upcoming changes to severance and it's not good. Nobody I've talked to has any more details than that. Has anyone heard anything?

Allow employees to retire earlier penalty free. No exit package necessary.

Here are some new words for our friends at Corporate CommsGPT:

• Macroeconomic atmospheric turbulence
• Strategic velocity dampening
• Opportunity realization drag coefficients
• Enterprise momentum asymmetry
• Dynamic value-capture friction
• Market digestion oscillations
• Revenue-adjacent gravitational forces
• Go-to-market viscosity

Feel free to add your own.

Embrace the change, sit tight, navigate it with optimism.

How tf am I supposed be do that when I do not know if I will have a job in coming weeks, months??

Hi, does anyone have any insight on Warsaw locations and potential changes coming?

Has anyone been told they are getting a new title even if they haven't applied for anything or requested a change?

I joined this company as a young blood years ago. Worked hard, built successful products aimed to grow and still doing the best I can. However I got busy with life, siloed to a Specific area where I am unable to land another job even after 3 years of search.

Now in my mid life, I am facing relocation to Dallas, which my mind is constantly rejecting. The move would be a very big change for our family with some positives and negatives of spousal job loss and transition for children. I am not sure if anybody faced this scenario but if you did, how did you convince yourself to move and restart life? I am feeling lost with no home settlement and don’t know what to do except to comply.

I just thought it funny that TheLayoff's blurb on VZ hasn't been updated in 13yrs, and boy have the numbers changed since then.

I have been asked as a care coordinator to switch work flows this month (June) and work new areas that I have never worked before. Everything came out of the blue a few days ago and other care managers from different department are now working the area that I worked and grown accustom to. Does anyone know what is going on?

Effective 1/1/2026, the management Concession Telephone Service will be frozen and only retirees currently participating will be allowed to receive concessions. In addition, HealthSmart Benefit Solutions will no longer administer the Concession Telephone Service (CTS) benefit for Verizon.
Your telephone concession payment will be administered through the Verizon Benefits Center (VBC) and any eligible reimbursement will be issued by The Principal Financial Group (Principal). To verify your eligibility, contact the VBC at 1-855-489-2367.

Seems Nico Friedman, till now Ash Nawani's replacement as head of risk management, has announced that he is now also the CRO for Citibank, NA in addition to the role of head of risk management?
WHat happened to Zdenek Turek? Fired?Left on his own?

Do we think changes will be announced at earnings call next week?

OMG am I sick of seeing and hearing and worst of all seeing that id--tic Lego looking thing Bob. Since Robbie Thomas will soon replace the dinosaur that Arvind is now 4 years past IBM's tradition of leaving at 60, why the heck did they at least call it Rob? These are the mtgs and debates IBM's army of DEI execs and legal and finance teams now have. 6 months of mtgs and 4,000 people involved and they land on Bob. What a dumpster fire IBM-Bob-Rob is. Sad.

PZ last day!!!! Ready to welcome a fresh chapter with a new CEO who is already showing to be a lot more human than robot sitting in an ivory tower! Perhaps he can sort out the expensive mess that has become of AI.

After reading another headline article on a big media website, it got me thinking about AI use here at COP. I wanted to take a poll of how or if AI has changed your job in any way. Who is and isn't using AI tools? What is the roadmap for implementing tools to make your day more efficient? Do you foresee any jobs at COP in O&G being lost due to upcoming AI tech?

https://www.startribune.com/executives-at-this-minnesota-company-commute-by-airplane-a-shareholder-wants-to-change-that/601847339

After 36 years at Fidelity, I have learned that every generation of associates eventually faces a moment when the conversation gets heavy.

People start asking whether the company is changing too much. Whether the culture is still the same. Whether the future is secure. Whether leadership understands the pressure people are feeling. Whether the next reorganization, strategy shift, technology wave, or market cycle means something worse is coming.

I understand those concerns. I have lived through enough change to know that uncertainty is real. It affects people, families, teams, confidence, and morale. I would never dismiss that.

But I would also offer this perspective: catastrophizing has never helped anyone build a better career.

Fidelity has never been a static company. It has grown, reorganized, adapted, expanded, corrected, invested, simplified, and reinvented itself many times. That is not a sign of failure. That is one of the reasons Fidelity has endured.

A long career teaches you that companies, like people, go through seasons. There are seasons of growth, seasons of constraint, seasons of reinvention, seasons of discomfort, and seasons when the path forward is not as clear as we would like it to be. The mistake is assuming that a difficult season is the whole story.

It is not.

Fidelity remains a company with tremendous strengths: deep customer trust, a respected brand, scale, financial discipline, a broad business model, talented associates, and a history of finding its way through change. That does not mean every decision will feel perfect. It does not mean every associate will experience change the same way. But it does mean that this is still a place where people can learn, contribute, grow, lead, and build meaningful careers.

To those early in your career: do not let fear become your career strategy. Listen, learn, and be aware of what is happening around you, but do not let anonymous anxiety define your view of the company or your future. Build skills. Build relationships. Ask for feedback. Understand the business. Volunteer for hard problems. Become known as someone who is reliable, curious, adaptable, and focused on outcomes.

A career is not built by waiting for certainty. It is built by becoming valuable in uncertain environments.

To those who have been here a long time: our experience matters, but only if we keep converting it into relevance. We have seen cycles before. We know that the mood of the moment is not always the truth of the future. Our role is not to deny that change is hard. Our role is to help others navigate it with perspective, steadiness, and maturity.

Long-tenured associates have a responsibility to be culture carriers, not nostalgia carriers. We should remember what made Fidelity special, but we should also help shape what Fidelity needs to become next.

That means mentoring newer associates. Sharing context. Reducing noise. Solving problems. Staying open to new tools, new ways of working, and new business realities. It means being honest without being cynical, realistic without being fatalistic, and loyal without being blind.

There is a difference between concern and catastrophizing.

Concern asks: What can I learn? How can I prepare? Where can I contribute? Who needs my help? What skills do I need next?

Catastrophizing says: It is all broken. Nothing matters. The future is already lost.

I do not believe that. Not after 36 years.

What I believe is that careers are built through adaptation. Reputation is built through consistency. Leadership is built through how we show up when things are unclear. And culture is built by the daily choices we make in how we treat each other, how we talk about the future, and whether we choose to contribute or simply complain.

Fidelity is not perfect. No company is. But it is still a place with opportunity for people who are willing to grow, stay curious, build trust, and focus on meaningful work.

The best advice I can offer is this: do not outsource your outlook to the most anxious voice in the room.

Pay attention. Be thoughtful. Prepare yourself. Keep learning. Take care of your network. Take care of your reputation. Take care of your teammates. And remember that your career is bigger than any one rumor, reorganization, difficult quarter, or online thread.

I have seen Fidelity change many times.

I have also seen people build remarkable careers here because they chose resilience over fear, contribution over cynicism, and growth over retreat.

That opportunity still exists.

The question for each of us is how we choose to show up now.

Wix is reducing its employee count by 20 percent. CEO Avishai Abrahami confirmed this decision. He cited the rapid evolution of artificial intelligence. Fluctuating international currency values also added pressure. The company aims for faster decisions with fewer leadership layers.

https://www.cnbc.com/2026/05/28/wix-layoffs-ai-exchange-rates.html

A friend of mine just got and email title "Strategy Change" from their Sr. Dir. (she is a GL 28) There are no invitees, it's a BCC: It's for 10AM CDT

Two weeks ago I laid off more than 20% of my workforce. I didn’t do it because Cloudflare is struggling. We posted record revenue growth, have strong free cash flow and are adding an unprecedented number of customers around the world. I did it because business is changing, and to win the future, Cloudflare needs to change with it.

Cloudflare CEO Matthew Prince

Two weeks ago I laid off more than 20% of my workforce. I didn’t do it because Cloudflare is struggling. We posted record revenue growth, have strong free cash flow and are adding an unprecedented number of customers around the world. I did it because business is changing, and to win the future, Cloudflare needs to change with it.

Cloudflare CEO Matthew Prince

or does it feel like policies and procedures change on a daily basis?

Noticed several different leaders (mostly Directors) had their title in Outlook/Teams changed to “CW Optum Business Leader-Requisition.”

Does anyone know what this means and if it has anything to do with impending layoffs?

I’ve never worked at a company that changes course as much as this one, constantly chasing whichever way the wind happens to be blowing, whether politically or technologically. One minute it’s one strategy, the next it’s the complete opposite, like nobody even remembers what they were pushing six months ago.

Many people post on here about where is all the work going to go with layoffs? None of this has been addressed since VSP 1.0.. We were wasting so much money of useless “projects”, meetings, reviews, slide decks, paralysis by analysis, that the thousands and thousands of people RIF’d have made no significant impact to progress. VZ is changing and those useless projects will all cease once the gutting is done. It’s unnecessary work and those doing to work will not be replaced. The end of VZ as we knew it is happening in front of us, daily. Su-ks, but that’s reality when you are up to your eyeballs in debt and only answer to analysts and shareholders.

Has anyone heard any information about when the blackout window is to the 401K Plan right before the 6/29 Spinoff? I am moving to the Aerospace side and need to make some changes, but would like to make them as close to the spin as possible. Thanks

New focus on expanded documentation they say. Do they think we are id--ts? Just ask us to directly train the AI that is meant to replace us, why don'tcha?

They have brought in three bigwigs from Microsoft and Google - come on. We know what they are here for, and it is disgusting.

I hope folks see what's coming and prepare.

Just another reason to change up the agency model and contracts. Wake-up people…