#communication

All I hear is b.s., b.s., b.s. Get ready for September layoffs while we’re supposedly doing so awesome!!!!

I was informed late yesterday.

It’s because our leadership doesn’t know how to lead. Extremely poor communication upward and downward. Probably the worst in the industry. It’s why we are perpetually in the position we are in externally and internally. Literally All of them need to be removed for folks better suited to these roles. We are effectively leaderless with just some puppets occupying those positions. The senior mrgs, heads of x and dept are the worst at this. No bad people just horrible mgrs and leaders. And truth is they are comfortable they don’t want to change or for things to change.

OP: @b6+1k3kqvjzn

This is definitely the root of our problems. Bumping the post up for visibility.

Finally got the safe email. At 8:43 Pm CST. I'm so disillusioned and disappointed in this firm. I had planned on searching for other jobs anyway, but this just makes me more emboldened to pursue.

It’s after 5pm CST. We in the clear? No 1:1. No call. No email. Access still working.

This feels like torture at this point.

I have been told that the firm will not be sharing any information regarding the # of layoffs, demotions, etc. And neither will divisions. In other words, no one will truly know the full scope of the impact. Is that typical? It angers me that we aren't being told the impact of these changes.

and while we're on this subject..anyone know how many jobs were 'shipped' to India in the past few years?

Is it safe to assume that the majority was notified today and tomorrow will not be nearly as bad? Or am I just deluding myself?

Towards the end of the meeting the site director said, "Another topic i want to address, some of you have seen or heard the news about layoffs at the Fab8 site. Team i want to talk about as we evolve our team structures and position our the fab for success, we may at times need to reevaluate certain roles within the organization. So we will have a small number of employees impacted, and this conversation with the employees are ongoing and will be completed this week. And I know this decision, any job loss is stressful, but this decision is never easy. We will do all we can to support those impacted employees as they leave GF."

No mention of which roles, how many, just that it will all happen this week.

First, sorry to those affected on Monday. For those of us that didn’t receive a 1:1 or an email yet, well, just one more day: Tuesday. Good luck.

https://x.com/TheLayoff/status/1960034314734961142

Take a look at some of the other companies on here. Very few experience this level of disgust from their workers! I don’t even work for IBM but was thinking of applying for a position and this board has convinced me not to bother. Is it REALLY that bad?

Is this true?

“Safe” emails will not be sent until after business hours Tuesday. This was confirmed by a DL, and my senior director.
OP: @a8+1k3h3qmeb

Curious if it’s just me/my phone, but I’ve noticed that I haven’t gotten any of my Teams or Outlook notifications on my personal cell today. If you have them installed on your phone, are you still getting notifications?

take a closer look at the culture within the office.... The environment described feels isolating and unwelcoming and that discourages collaboration comms and long term emp retention... If employees are too overworked to engage with one another the company risks building silos where mistakes are more likely to grow until they become costly. investing in small changes like encouraging greetings providing planned break times and creating inclusive chances for people to connect can make the workplace MUCH healthier and MUCH more productive...

u gotta start reevaluating how opportunities are shared in OKC. if candidates believe roles are reserved for insiders the company loses out on fresh talent and new perspectives... When employees sense favoritism it ki-ls trust + morale. You should work to promote transparency in hiring and proms while also building mentorship programs that let inexperienced employees learn without being punished for honest mistakes!!!

Apache needs leadership starting from the top in midland and houston or nothing will change... the culture is broken and turnover never stops. People want flexibility better pay and benefits and leaders who actually follow through

You need to DO BETTER & practice what you preach.

Stop lying, it's better to keep quiet than to lie.

right now Apache & mgmt cares more about wall street than the people working in the field... good decision making and clear communication would go a long way but it feels missing. consolidation might help but without change at the svp level and above it will stay the same cycle.

Reddit, facebook, youtube, tiktok, those are all places that someone popping and going “oh it is not that bad” makes sense. But why here?

This is not a commonly known social media site. You have to look to find it. And the vast majority of us here are scared or mad or both. Why would someone who feels like everything is going just fine and we need to just relax take the time to come here and comment on all these posts?

Are they bots? Trolls? Associates whose job it is to manage the narrative and image? What do they hope to accomplish? Make all of us realize that even though we may lose our livelihood and belief in the company we have devoted so much life to, that really it is no big deal? Or divide us up and make us feel even more alone?

Whoever you are, you have every right to your opinion, but your “copy of a copy” phrases will not change anyone here. We are united in the trauma of this layoff. You can’t change that.

It appears that Centene leadership may be actively monitoring and moderating content on this platform. I’ve personally observed posts and comments that were visible at one point—some of which I even shared with colleagues—only to find that they were later removed or no longer accessible.

This pattern raises concerns about the transparency of communication and suggests that certain viewpoints, possibly those highlighting uncomfortable truths, are being suppressed.

Circle back Low-hanging fruit Bandwidth Ping Sync Loop in Double-click Level set Run it up the flagpole Boil the ocean Move the needle Circle of competence On the same page Game changer Pushback Buy-in Hit the ground running Value-add Quick win Blue-sky thinking Win-win Touch base Peel the onion Outside the box Swim lane Parking lot it Actionable Granular Raise the bar

So why doesn't Lexmark post anything on Layoff
Maybe it's all good

I know who is impacted by ISP is supposed to be a top secret. But I wonder if some leaders and associates have already received a hint or heads up that they are safe.
The reason I say that is some folks seem so calm and upbeat, while the rest of us are freaking out.

It’s so difficult to communicate with each other. People ignore emails, Teams, ghost you in a middle of a Sev1 situation and what’s best is that there are zero consequences. And do I blame them? No. I just su-k it up. Because how can I? At least I have a job. For now…

Do we think the higher ups will ever admit implementing WRS this heavily into roles is a mess up? We've seen higher delays, less communication, when is enough??

There’s a town hall scheduled in less than two weeks. Is it related to any news about potential layoffs?

Who else is tuning in this morning to see how our CEO will inspire or demoralize us?

Any rumors at all? I seriously doubt they’ll limit it to just redundancies. I expect they’ll go after experienced, skilled veterans too, because that’s what everyone does. Knowing your job often comes at a cost. I’ve yet to see layoffs, here or anywhere else, done strategically. It’s always crude, led by numbers, never real planning.

Why do I see posts on this site and then a few days later only be taken down and disappear?? I saw a post earlier about someone complaining taking kickbacks .. came here to see again and it’s gone. Is dell monitoring and deleting posts ?

https://www.linkedin.com/pulse/atts-leadership-crisis-arrogance-financial-collapse-legacy-gnall-9qfoc/

Today, I’m feeling profoundly grateful.

Grateful for our firm’s relentless momentum. Grateful for the opportunity we all have to be part of something bigger than ourselves. And grateful—truly—that so many of you still have the privilege of calling Edward Jones your professional home.

As we continue to optimize our operating model and accelerate strategic priorities, we are making some difficult but necessary adjustments to our home-office footprint. Change is hard. But let’s remember: not everyone gets a seat on a rocket ship. If you’re still strapped in, that’s because your work, your attitude, and your resilience have earned it.

To those impacted by this redesign: thank you for your service mindset and the seasons you’ve invested in our purpose. You should leave with your heads high, knowing your contributions enabled this next chapter. I’m confident you’ll land on your feet quickly; after all, talent rises.

To those who remain: this is your moment. Lean in. Do more with less. Embrace the ambiguity that comes with growth. Our clients, communities, and colleagues are counting on your extreme ownership. Let’s turn this into a masterclass in execution—fewer silos, faster decisions, bigger outcomes.

We talk a lot about gratitude here. Let’s practice it. Be grateful for the work on your plate. Be grateful for the challenge in front of you. Be grateful for the chance to build what comes next. Opportunities like this don’t come often.

Onward—driven by purpose, powered by performance.

but when he needs someone to run something he hires all the old folks. He brought back Bonnie G out of retirement as a consultant, and has now move Sue J to run the transformation team.

What’s the point of skip-level meetings if only 'yes people' are chosen to speak, offering nothing but watered-down opinions?

Wonder why Ford is in it's present position.

Long story short, I've about had it to my wits end with my offshore manager who I got reassigned to late last year. I am only a small minority on my team that's based in the USA. I get little to no support from my manager, they blatantly ignore slacking coworkers or instances of offshore team members HEAVILY inflating their task estimates or coming up with bs excuses every day when asked about progress on their work. I don't think I've seen them ever meet a single deadline without pushing everything in the backlog onto the USA devs. Manager is too passive and seems content with letting the US workers get walked all over. Why the f*** are they being put into managerial positions over US workers????

Some people are reporting cuts in their teams. I really hope this doesn’t drag on. Good luck to all of us.

He-l of a leadership strategy - drag it out for days and say nothing. Are they just adding stress on purpose at this point?

I've never been a part of a more confusing, meaningless, awful meeting.

There were recent layoffs and the only explanation was "streamlining" without any explanation of the actual business strategy around it (if there was one).

Managing committee low scores were blamed on middle managers when it's literally his score as the leadership team to contend with.

Recognition only means Best in Us cards when people literally said career development, salary, and workforce strategy.

We're supposed to define our own roles.

If we want to grow we should learn other disciplines but if we want to be a leader we should specialize?

Constant mention of mystery open roles coming after layoffs with zero explanation of what they are and what the business strategy for them is. Almost veiled threat that we should all be applying for them after layoffs.

Blamed a typo on his direct reports not catching it.

0/10 stars

This was ridiculous.

When do you think we can do another CES so I can give my opinion on how cr-ppy things are?

I was hoping for more answers but it was good to see who our new CEO is and he seemed okay. Any other opinions?

“I don’t want to get rid of a bunch of people right now,” Robbins told CNBC last week, stressing that AI was meant to boost productivity, not reduce headcount. “I just want our engineers that we have today to innovate faster and be more productive. That gives us a competitive advantage.”

TECH
Silicon Valley tech giants to cut hundreds of Bay Area jobs AGAIN!!!