Below are all the posts — topics as well as replies — that mention the hashtag #communication.
Mention #communication in your post to continue the discussion!
One of the last rats off the ship or is he sick of leading the rudderless ship? Almost nothing from the c suite and every major position has left the last six months.
No wonder it feels like no one’s driving this ship, except the CIO lighting money on fire with all these new applications and projects that have gone nowhere
Why is it when I call Cencora I’m speaking to someone in India? I can barely understand what they are saying. What happened to this company?
The function I work in had a global team call today. It was framed as an update about the reorganization. Leadership did not have ANY new information. They literally said what was previously announced in an email, then did 20 minutes of Q&A that mostly consisted of responses like “We are early in the process. We don’t know that quite yet, but we’ll tell you when we have more information”. Waste of time.
Yes it is true there is a meeting on the 16th of july looks like its with the entire department….idk what its about but yes something is happening shows 10am-11am, anyone else shows meeting on there Google Calendar? When i ask my leader they are absolutely clueless never know anything…
Why are managers asking for feedback when they don't want to hear it? I share my thoughts, I make suggestions, and nothing happens. Problems remain problems and nothing ever changes. It's now a pattern where they ask, I answer, and they ignore it. Then why even ask????
They don't want to hear certain opinions that differ from their own.
They want to silence voices when CDW already does that in exchange for letting us keep our jobs.
Go ahead and copy and paste a long winded nonsense to ratio other coworkers opinions and thoughts. Maybe another poem about across the pond or about the winters in NY. Maybe spam with foreign languages posts.
Great people and culture.
Spew this to customers and see what happens.
YOU ALL SHOULD KNOW CUSTOMERS CAN VISIT & READ EVERYTHING ON THIS SITE AS WELL!!!
Some participants are fluent in the FIS departmental acronyms, most may not be. It can make posts unintentionally difficult to follow. Including full department titles would be so helpful.
This coming transition has been nothing but terrible communication like normal. They tell you to ask questions, but when you do no one will answer. For people taking on an RTM position, they were not informed of what the pay will be prior to accepting, how many stores are on the routes, how many merchandisers they will be managing, etc. Did they tell everyone they expect you to be on call on the weekends if you can't find coverage? Did they tell you they want you to do more merchandising if the low labor budget can't cover the amount of deliveries you have and you run hot? Always lacking the information needed to make a good decision.
......as my manager told us last Monday that an important update about the VSP was coming and he was referring to the date change to rescind your application.....the email that was only sent to those that applied for the VSP. So, either my manager applied for VSP and got the email, or managers are getting more information than what they are sharing with the plebes.
In the US, we cannot see where we stand on SCORE so we have no idea how we are progressing towards our quota. We cannot see all of our backlog. Is this the same globally?
We are extremely frustrated with the delays and inefficiencies in processes involving Fiserv. Urgent issues require escalation, yet the communication channels themselves are creating obstacles. We are repeatedly asked to send emails, wait for responses, and then continue follow-ups, often with little progress.
As a result, critical deadlines are being missed, project momentum is being lost, and teams are spending more time managing communication challenges than delivering outcomes. The situation is impacting productivity, focus, and overall team morale. A more responsive and effective engagement model is urgently needed.
There seems to be a large amount of spin from the company executives about these outages, but nothing mentioned about the real cause.
CFO Ackland speaks about "good mobile signal strength" being available at certain locations during the outage. However, that radio signal is completely useless if the core / IMS network elements have failed.
The CEO and CFO both said that mobiles camped onto other provider's networks during the outage and that emergency calls would have still been possible.
However, if the customer's own radio (RAN) signal is still active (and core network has failed), mobiles WILL NOT move to other carrier's networks for the purpose of initiating emergency calls.
The company needs to come clean about what really happened to cause the outage.
Moreover, in the current political climate, all risks to network integrity need to be removed. Allowing offshore operation & maintenance access to Australian networks is an unacceptable security risk.
While offshoring may be cheaper, telecommunication companies should re-consider this horrible risk to Australia's critical infrastructure.
Of course an email comes out that the EBOS is postponed until the end of August instead of July 22.
Based on the past 4 weeks, another email should be coming out soon. Maybe too many rescinded and they now need to offer it back to those that did not accept by July 2. Smh
It's nearly 3 months late at this point
A labor union has reported that approximately a dozen employees were laid off at Bethesda Game Studios Montreal. These workers were union members and reportedly received the news via a brief video call. The union claims these employees had dedicated up to a decade to the studio. They are criticizing Microsoft's handling of the situation, describing it as abrupt and lacking in communication. The union plans to pursue legal and contractual actions to advocate for affected members.
Montreal, Quebec
https://www.gamedeveloper.com/business/-employers-are-ruthless-cwa-canada-slams-microsoft-over-handling-of-bethesda-layoffs
Why are they sending emails about mission simplify like it's some fun thing!? And mentioning AI training. I'm disgusted at how tone deaf these communications are. People are stressed out!!!! It's hard enough to keep working without getting these emails so if they arent going to tell us useful information, they need to shut the f up about it and let people attempt to work in peace.
PLs have been given some insights this week. But are not saying anything.
Anyone wanna pop on this site and tell us what you were told this week.
Thoughts on anyone who just attended the town hall? What a load of BS. I am sure all the staff on the call appreciated the UM Tech slide and AI taking over their jobs. Questions in the chat on VSP, were responded with VSP is not part of this presentation, we have no further updates to share, appreciate this is a stressful time and the VSP decision is a personal one. Basam and team could not be anymore disrespectful. So disingenuous to your valued employees. Disgraceful!!!
So said a senior leader when the numerous questions from the front line staff about any further layoffs were brought up. Those doing the work are so down and depressed about the circumstances that the managers approached senior leaders to inquire. The answer was "we can't tell you." That really perked the crowd up and inspired them to produce better work (not really).
On a town hall just now, EVP mentioned there are layoffs coming. Hopefully it won't impact too many people.
Clocking off at 3pm Fridays is a good thing for employees. The email says flexible working which implies that we are expected to have worked 40hrs by 3pm, which is fine, but it is not clear, especially as hourly staff get a paid day off in lieu.
If we are allowed to clock off at 3pm regardless, that’s a mess, if someone starts work at 8am and a colleague starts at 10am do they both still finish at 3, can we change the day if workloads prevent an early Friday finish?
_https://www.linkedin.com/posts/alisonmurphy541_sarah-london-hadnt-driven-her-kids-to-school-activity-7478557950656225280-Sh3E?_
You really can’t make this stuff up. Who approved the article? They should be the first one ejected from this clown car.
While CenTeamers are trying to figure out if buyouts, layoffs, reorgs, and product exits are coming for them next, LinkedIn gets a heartwarming leadership lesson built around Sarah London’s stress.
To be fair, this doesn’t look like Centene PR. It looks like an executive coach using Sarah London’s story as a leadership-content hook/executive pitch for women about “non-negotiables club.” Which somehow makes it even weirder.
In the story, Sarah was stressed out, Sarah got a coach, a reset, and a nice little inspiration arc. “CenTeamers” got uncertainty, canned talking points, and their own version of non-negotiable: take the exit or wait for the system to decide for them. And it’s non-negotiable…
Someone else mentioned this in a previous thread. The internal podcast is called “London Calling.”
Perfect.
The Clash wrote a warning song about systems breaking down. The song was about disorder, pressure, uncertainty, and the sense that the people in charge were not really in control. Centene turned it into her personal executive branding. Nailed it!
Sounds like a great follow up LinkedIn post to spike the football on how to be ruthlessly non-negotiable. “Lean in” on the non-negotiable nature of executive leadership in the months to come. Spin it as growth or sumthin’. It’s an opportunity!
The chorus:
The ice age is comin', the sun's zoomin' in
Meltdown expected, the wheat is growin' thin
Engines stop runnin', but I have no fear
'Cause London is drownin' and I live by the river
Maybe the next episode can offer breathing exercises for “CenTeamers” hearing “we need to shift,” explaining layoffs to their families, and wondering if their login still works next month.
Inhale: “we value our people.”
Exhale: “your role has been impacted.”
Inspirational stuff. Bring the puffer jacket. The Clash warned about the ice age coming, and somehow she’s turned it into a leadership moment.
They're backfilling communication techs in D9.
We are safe.
I've noticed that layoffs only get announced if the affected group leaks it. Otherwise they just pretend it didn't happen. It's absurd.
The way they keep us in the dark about everything is exhausting. I shouldn't have to rely on internet forums to figure out my own job security. This is going to backfire on them eventually.
I can't understand how some people can keep so calm and almost ignore everything that's been happening. I guess it's a case of "if it didn't happen to me, it's not an issue." Until it does happen to them. But I guess I'm the id--t for trying to warn them to stay prepared.
Anyone have an idea of what the severance is looking like post merger. Senior leader hinted to our group 2 months ago it would be comparable to VSP and details would come out shortly. We have heard nothing since. Alex Taylor stated we would be proud of how they handled this merger and all they have done is kept us in the dark and guessing.
And so it begins! The long standing tradition of the Managing Partner sending an Independence Day message seems to have been left to DC this year.
What’s next?
As C-Suite gals, you would think they would align on messaging. Perhaps Tanya's communication team did not check on the spin from Sarah's heartfelt video. Perhaps they hoped us One CenTeamer's did not pick up on the "change in tone" and call BS! Stay tuned fellow VSP candidates. Will wait for the next episode of The Housewives of Centene C-Suites to see what they have in store for their valued employees.
A friend from EBO said his team's manager gave them an all-clear. Is this company-wide?
Every day, associates at BNY Mellon share raw, unfiltered feedback on TheLayoff.com—concerns about ongoing job cuts, shrinking mobility opportunities, and a workplace culture that feels increasingly uncertain. What’s striking isn’t just the volume of comments, but the silence that follows. People are asking whether Executive Leadership genuinely cares about what employees are experiencing or whether these voices are simply being ignored.
The Executive Committee has chosen not to acknowledge the discussions happening across these forums, and that silence speaks loudly. Associates want transparency. They want accountability. They want leadership to show that they understand the human impact behind restructuring decisions. Instead, the absence of communication creates more anxiety, more speculation, and more distrust.
So here’s the question for Executive Management and the broader community: If thousands of employees are expressing the same concerns, why is leadership staying quiet? Silence may be a strategy, but it’s not stewardship. It’s not engagement. And it’s not what a global workforce deserves.
It’s time for leadership to step forward, listen openly, and respond honestly. Employees aren’t asking for perfection—they’re asking for acknowledgment.
Last minute townhall invite sent. Poor planning or intentionally last minute?
Just received an invite for tomorrow morning, 55minutes long. Sent to 'ETIPS_ALL_FTEs', only tidbit is "Please join the leadership team for an update on our future operating model and strategy". Whatever that means?
I’m curious what conversations are happening across the company. Have your leaders:
It seems like communication varies dramatically depending on the department, and I’m interested in hearing others’ experiences.
The board doesn't follow this message board.
HON Technologies is leaving behind “the future is what we make it” but keeping #Futureshapers….ok. I saw everyone in the office today diving into the new PowerPoint templates. Each slide looked like a bag of skittles. Very elementary. Would be appealing to my 3yr old. Maybe this is why we kept the standard red black gray and white. Cleaner. Professional. Limited options for thousands of employees to F it up. We are a legacy brand. Not a start up created in a college dorm room.
Brand portal. A lot of words. No one is reading that. Just give me a one pager. What do I need to know. What is our brand? I don’t have time to poke around the brand portal. I’m quadruple booked all day and have six deliverables due last week, and 3 customer meetings this week and my team of 8 is now a team of 3. Oh and MBR Monday, and ten sources to pull data from and scrape up some calculations to throw on a slide.
One pager. Ppt template, email signature. That’s pretty much all I need. Who cares about the rest? I’m not in marketing
My People Leader has not spoken to the team. People Leaders on other teams in different departments have met with their teams as a whole and with individuals. I refuse to believe that the PL don’t know who will be impacted by the future layoffs.
Long-time reader, first-time posting. I was planning to post yesterday only, but I just came back from travel.
After yesterday’s town hall, I am still having many questions. It answered many things, but not the questions most people were actually asking. There were plenty of buzzwords and positive statements, but not much real clarity.
I am still not understanding the Alderon split properly. What will remain with IBM? What will move to Alderon? On what basis these decisions are being taken? Even after the town hall, I don’t have a better understanding.
Also, it looked like the usual favorites are getting special treatment. From what I could understand, many of those people will remain with IBM, while everyone else is still not knowing what will happen with their future. Maybe there are valid reasons behind these decisions, but they were not explained clearly.
Just wanted to know what others are thinking. Did this town hall give you more confidence, or did it leave you with even more questions? Are you feeling more secure about your job after listening to it? Interested to hear everyone’s thoughts and opinions