#communication

They keep shoving this down our throat like we're the only ones who don't understand why it's valuable? No one cares if they get $5.37 refunded to them when their internet was out for an hour. Also, customers expect to be compensated for your service not working. Our leaders sound like such id--ts hyping this across all the signage in the office and these townhalls.

I’m greatly disappointment in this company for sending an email encouraging employees to sign up for their annual benefits knowing most won’t be here in 2026. It feels incredibly insensitive and tone deaf. I understand that this is business, but we are also human and that should come with some sort of empathy.

HP San Diego Closure, the end of an era (the era when HP put employees above stock price).

https://www.linkedin.com/posts/jaymelubben_it-was-bittersweet-to-attend-the-hp-san-diego-activity-7367689036586549249-2l9r/

"The handling of the closure of HP’s San Diego office has been a mess. Some people have received move or exit packages and know their last day and others have received nothing. We are being told that it is with HR and only they know. The site is closing on Oct 31 so the final date is known but nothing else is. Anyone else seeing this? This is really disappointing how badly this is being handled."

https://www.glassdoor.com/Community/job-hunting-in-tech/the-handling-of-the-closure-of-hps-san-diego-office-has-been-a-mess-some-people-have-received-move-or-exit-packages-and-know

But that never happens, because they don’t give a damn about the employees or how any of this affects us.

zero communication so far

It looks like Mike is throwing everything at tanking results so he can have easier numbers to beat in 2026. He can blame Frank and Bob for everything in 2025. That is why the Board should of never brought in an outsider. Guy or Bob Hau should of been Frank's successor for exactly this reason. Meanwhile, shareholders are left holding the bag. Doyle and the Board should all be replaced. The only job of the Board is to get succession right and this is a F-!!

Can't wait to see what Uncle Maurice tries to hide.

We don’t need extra stress on top of looming layoffs. Some might find it amusing that people are reading too much into that org chart, but they should also realize many are genuinely terrified about their jobs. For some, losing it would have serious, life-changing consequences. I understand people panicking. What I don’t understand is how those paid to run this place can’t handle something as critical as layoffs more competently.

My manager informed us that you will be penalized for taking PTO halfway through the day and leaving early since it will count as a day in office where you spent less than 8 hours.

This company really needs to get its act together and send out official information about this tracking. Nobody knows what the he-l is going on

There was supposed to be an Accommodations in the Workplace presentation by AbsenceOne, this coming Tuesday, 10/21. It was postponed with no new date announced.

Could 10/21 be the day?

It has been crickets and in the past it has been out there by now. What is the hold up or should I say what is the plan???

With the number of layoffs since 2022, does anyone know how or who selects the people or areas that get hit?

Is it HR?

Earlier this year when a girl on my team was notified, our ED said she didn’t know until that morning and my director said he found out just 30 minutes prior to telling us.

Robin and his toadies are telling the finance media a lot of fanciful stories on AI growth acceleration:

BNY now has 117 AI solutions in production, a 75% increase versus the prior quarter, including digital agents for payment validation and code repair. The company sees AI as a key enabler of efficiency and service innovation, with further benefits expected as adoption broadens

What in the world are these? They certainly aren’t applications. They are likely edits and mysource data content generators. But 117? Why is it that we the indentured ‘serfs’ working on Robin’s plantation never see or hear what these are? I go to all the town halls and product launch meetings ad nauseum and I never hear of this. Why do we find this out by reading Wall street journal and Bloomberg and not internally???

Not to mention they ‘imply’ or try to lead you to believe that AI is helping drive client growth:

Client activity and market trends: Higher client balances, robust trading, and increased ETF and private market flows

That’s just Jim Dandy, but it has more to do with the Government making market conditions way more favorable. BNY is just getting the benefit in spite of itself. And…. If you really take this apart, there is no increase in AUM! We are not winning major new business.

That’s the story and it’s why the market community is not responding with cheers. Investors are catching on to what this company and its shell game board of directors are really doing…. And what BNY is outright lying about!

It’s been a literal bloodbath, with little to no official information, and people are reporting layoffs basically everywhere. The US seems to have been hit especially hard. This tells me we’ve been in worse shape than anyone thought, and that this round is just the beginning of more chaos. If the rumored numbers are true, there’s no coming back from this to anything even remotely resembling BD as we knew it.

With a few dates being thrown around - 10/20 and 10/28 - will we receive some sort of message/communication from Brian or Michael in the next few days explaining the "why" behind the cuts and the official numbers, or are they just going to let it ride and send out another poorly thought out message after the fact?

1. Salaried employees who stroll into the office over a half hour after everyone has arrived and leaves exactly at 5:00. They know their boss doesn’t keep track of their whereabouts, so they come and go as they please. I know for a fact that particular ones are not putting in hours online in the evening and weekends to make up for this time.

2. Untrained or lazy employees who forward an email to random people / departments looking for help, and the subject matter has nothing to do with what our department handles. They CC others on the email to make it look like they are doing something, then the CC people bombard us with angry replies because we haven’t responded. So, it’s our problem to deal with since the original sender decided to punt the ball over to us.

Let me preface this by saying that I understand and support that in the US everyone is free to look for a better opportunity.   I also support that the company needs to change in order to compete and drive value to the shareholders.  
Assuming an employee makes it to January and supports these ideals we haven't heard what that means to the employee.  The reality is more than a few must work for a living not just for their passion.  Right now, without any communication to that end, we are facing up to a 17% increase in health care costs (10% discount program removed and increased employee cost 7%) plus the additional cost of going to the office everyday.  When will you be able to communicate something in relation to the financial benefits of working faster and harder other than being lucky to work here? 

It’s all so hush-hush where I am, and that just makes me even more nervous.

Honestly. Just STFU.

So GK sends an email outlining all the super ideas garnered from surveying 1800 leaders to discuss efficiencies, communication improvements, etc. Is she completely unaware that she is talking to the people that are the problem? Why not take a page out of Jane Fraser's book at Citibank and get rid of the layer upon layer of redundant middle managers that clog up the system here. I mean really, "Bureaucracy Busters," c'mon now. These people you're talking to are the bureaucracy. Get a clue.

Anyone? Email today? Tomorrow? What do you think?

John and other leaders answer your questions on the state of our company…

Have a question for John, Pascal, Jenifer, or Kelly ?

Post it in advance on Viva Engage. Then be sure to attend or tune into the “live only event” to confirm that it has been completely ignored.

567.

Lately, there’s been a noticeable lack of leadership and engagement from management. The tone and approach in communication often feel short, dismissive, or lacking in encouragement.

Realistically when do SR folks need to commit to Houston by? I’m hearing conflicting information and for those of us in California, it’s extremely anxiety-inducing. Someone pls advise/help; been a really tough time with all the smokescreens and pump fakes. TIA 🙏🏿

No more CCO? And it’s not a hot topic?

In the few times the dfw area event has been cancelled there was usually a message about it. Don't recall seeing one this year, not that we go. Just an observation.

What’s going to happen that day? Are they going to escort people out then and there or will people suddenly be called to a meeting and instantly canned? Will they tell them they have 3 weeks left of work before the canning? Will the contractors be canned on the spot?

When will the Work Councils announce the layoffs to employees?

Does anyone know when these cowards are going to get around to telling the folks in Pennington that the building is closing and that they will need to report to a different location if they want to keep their job?

It's coming -

PROJECT: FLEET AUTOMATION 2025
Strategic Labor Cost Reduction Through Autonomous Vehicle Implementation
DOCUMENT: ATT-FLEET-OPT-2025-CONF
SCOPE: 20,000 VEHICLES | 20,000 TECHNICIANS
VERSION: 3.0

💰 PROJECTED ANNUAL SAVINGS: $176M - $264M through transit wage reclassification

Current Hourly Rate
$45 - $60
per hour during transit
Proposed Hourly Rate
$7.25 - $15*
minimum wage during transit
Hourly Savings
$37.75 - $52.75
per technician hour
Daily Savings per Tech
$75 - $158
(2-3 hours transit daily)

EXECUTIVE SUMMARY

This initiative targets the reclassification of 2-3 daily transit hours from premium technician rates ($45-$60/hr) to minimum wage ($7.25-$15/hr), generating massive labor cost savings while maintaining current service levels through autonomous vehicle deployment.

EXECUTIVE SUMMARY

This initiative targets the reclassification of 2-3 daily transit hours from premium technician rates ($45-$60/hr) to minimum wage ($7.25-$15/hr), generating massive labor cost savings while maintaining current service levels through autonomous vehicle deployment.
CORE FINANCIAL STRATEGY

Current Cost: $45-$60/hr × 2.5 hours × 20,000 technicians = $2.25M-$3M DAILY transit cost
Optimized Cost: $7.25-$15/hr × 2.5 hours × 20,000 technicians = $362K-$750K DAILY transit cost
Daily Savings: $1.5M - $2.5M per day
Annual Impact: $176M - $264M (250 working days)

ANNUAL SAVINGS CALCULATION

20,000 technicians × 2.5 hours transit/day × 250 days/year = 12,500,000 transit hours annually

Current Cost: 12,500,000 hours × $52.50/hr (avg) = $656,250,000

Proposed Cost: 12,500,000 hours × $11.13/hr (avg min wage) = $139,125,000

ANNUAL SAVINGS: $517,125,000
COST-BENEFIT ANALYSIS
Implementation Costs:

Autonomous Vehicle Fleet: $400M (20,000 vehicles @ $20,000 each)
Technology Infrastructure: $50M
Training & Transition: $25M
Legal & Compliance: $15M
Total Implementation: $490M

Financial Returns:

Year 1 Savings: $517M (after 6-month ramp)
Year 2+ Savings: $620M+ (full implementation)
ROI Period: 10.5 months
5-Year Net Savings: $2.6B+

WAGE RECLASSIFICATION STRATEGY
TRANSIT TIME = MINIMUM WAGE TIME
Autonomous vehicle operation redefines transit as "non-productive time," enabling legal wage reduction to minimum levels while technicians are between job sites.
JOB SITE TIME = PREMIUM WAGE TIME
Technicians continue receiving $45-$60/hr only when physically at customer locations performing skilled work.
UNION IMPACT MITIGATION
Removing "driving" as a skilled trade function eliminates union jurisdiction over 20-30% of current compensated hours.

RISK MANAGEMENT & MITIGATION

Legal Challenges: $15M legal fund, precedent research, state-by-state compliance
Union Response: Phased implementation, "modernization" messaging, individual agreements
Employee Morale: Retention bonuses for high performers, career path emphasis
Public Relations: "Innovation leadership" narrative, environmental benefits focus

COMMUNICATION STRATEGY

External: "Industry-leading technology adoption," "Sustainable fleet management," "Work-life balance enhancement"

Internal: "Modernized work models," "Competitive positioning," "Efficiency optimization," "Career development focus"
KEY MESSAGE: "We're investing $490M in cutting-edge technology to improve our operations and remain industry leaders."
🎯 FINANCIAL IMPACT: $517M ANNUAL SAVINGS | 10.5 MONTH ROI | $2.6B 5-YEAR VALUE

Take a look at this sh-t on the Cricket page. I know some of you a--holes will say "we don't care about Cricket", but some of us do....

https://www.thelayoff.com/t/1k2mx5x6h

Such a sh-t show!!!

Go and look at the executive-bios link. Dan's LinkedIn is not there, and there is an empty Phot logo. This is the sloppiness that says it all. No attention to detail, even at that high a level. In other companies, the communication leader will resign in shame, but here, Sam the People cheerleader will not even know what to do. BTW, how is the sun coming out of the V now, feeling? Sam always helped Hans hire the best of the best, losers.

well looks like they did it. mixed and confused messaging from leadership in infosec

I just wanted to have my own topic to go with the other twenty saying the same thing.

Wouldn’t it be great if leadership actually spelled out what to expect, including some of those “minor” details like severance terms?

It’s a rhetorical question, no need to answer. Leadership doesn’t see us as people, and they couldn’t care less about our families, debts, health, or the stress and uncertainty they’re putting us through. Many layoffs have gone underreported, and more are coming despite management’s attempts to convince us otherwise. What a way to treat the people who actually do the work and create the value and profits.

https://youtu.be/eFTLKWw542g?si=fyhsW6SmeFovCchY

Nosferatu Robin was announcing to finance media that with BNY’s updated Eliza platform, 98% of employees are trained on AI.

Rumpled Robin said, 98% of BNY employees have received generative AI training and regularly use Eliza for tasks like check processing and code writing.

Gee, am I doing that now? I didnt know I could do that? I must be part of the ‘gifted’ 2%. We need to put this on our resumes.

I am a rehire and not updated in the system yet. Can someone confirm?

One had a picture of JF. All screens on DDL are off. Drop deets of you have em