#communication

He barely reads at a 5th grade level.

Anyone else notified of their all hands meeting getting pushed out?

It’s updated and now shows me as non compliant. They clearly changed the expectations. I’m surprised there isn’t any communication on this from the company.

There are ongoing concerns about a Southeast team member acting beyond their assigned responsibilities. Multiple customers have reported unprofessional communication, which is negatively affecting client relationships.

Additionally, decisions being made appear to prioritize short-term margin improvements at the expense of customer satisfaction. This is creating unnecessary friction and could impact long-term retention.

It would be helpful to clarify roles, responsibilities, and communication expectations to ensure a consistent and professional experience for clients.

How’s it going in migration land. Honestly I am loving that virtually all communication has ground to a halt. My managers are milking every minute of “good luck my laptop is bricked so call on my cell phone”.
I cannot see any way this ends other than aero being separate companies in everything but name. For sure I don’t go out of my way to look up people and the plausible denial factor is through the roof.

I just looked up my information in teams. My business address is now listed as “Bassett”. There is no town near me with this name or that has a UHC building. Does anyone know what this means? I am a remote worker currently. Thanks in advance.

I don’t usually post stuff like this, but I wish someone had been honest with me before I joined, so here it is.

The culture here is honestly rough. There’s a lot of talk about “teamwork” and “growth,” but day to day it just feels disorganized and reactive. Communication is all over the place, expectations change constantly, and somehow everything is always urgent. It gets exhausting fast. Backstabbing is very common.

The bigger issue, though, is the pay. For the workload and stress level, it’s just not worth it. People are stretched thin, doing way more than what they were hired for, and the compensation doesn’t come close to matching that. Raises and recognition feel random at best.

Anyway, I’ve decided to move on. If you’re considering joining, just make sure you ask the right questions and really think about what you’re signing up for.

Some people treat information like it’s their personal property. If you need anything, you have to go through them, and they decide how much you get and when. It creates unnecessary bottlenecks in day-to-day work and just slows everything down.

I don’t want to escalate this, but at some point I might have to, because it’s starting to make me look bad for no reason.

Heard from a sales manager today Alpharetta is closing

I'm just curious what people's biggest issues are.

I’ve heard the 4/1 change is on hold, but they are monitoring/reporting and will come out with changes to address ‘bad’ behavior like coffee badging. What is everyone else hearing? I find it so strange we were communicated a change and then nothing else.

Just saw this on Wells Fargo's board, it's coming our way too:

• Thread regarding Wells Fargo & Co. layoffs
  Agentic engineering as a standard
  Link: @OP+1kmzq8d4n

  We all knew that something like this will surface sooner or later. Now all engineers are expected to go full agentic starting right this second ( according to the communication). They even drafted a roadmap of how they envision this would take place. What are your thoughts about this move? I guess, this is mainly will affect technology but looks like some businesses will be included in this madness as well.

#BusinessTransformation #Change #Communication #Culture #Technology

4 days ago by Anonymous | 1029 views | 12 reactions (+8/-4) | 11 replies (last 3 days ago) | Reply
Post ID: @OP+1kmzq8d4n

Did anyone else notice in the Kwapcast how they're already starting to soften the language about RTO?

It was indicated that the reason they didn't go for a 3 day RTO is because they felt like they'd only be able to get people to do 1 and it was suggested that by going for a 5 day RTO, they'll be able to get people to do 3.

Hold the line, ladies and gentlemen. I think Bill D's nonsense will blow over.

Have they published an org chart for Arium and Zayo? Is tower team allowed to see it?

Manager double, triple booked, late for meetings, no clear direction to team, rude and condescending. How does one get a skip level meeting.

trying to sanity check something.

I’m an engineer at Five9 and honestly I can’t tell if my team is just dysfunctional or if this is how things are across engineering.

In my team:

Communication is basically nonexistent. Half the time you don’t even know why decisions were made.
Priorities make zero sense. Everything is urgent until it suddenly isn’t, then something else becomes urgent. Also, the roadmap is always changing.
Managers don’t really seem to understand the technical side, which makes things worse.
Code quality is rough. No consistency, no standards, a lot of stuff just feels hacked together.
Documentation is almost zero, so you’re constantly guessing or reverse engineering things.
Architecture feels like it just “happened” over time instead of being designed.

It makes it really hard to do good work or build anything properly.

Genuinely curious: is this just my team or is this the general state of engineering here?

Would appreciate honest answers from people in other teams/orgs.

Things feel eerily quiet.

Have the layoffs even been mentioned to those who were not affected ?

🚨 Introducing Our New Senior Leader Management Guide 🚨
“If you can’t lead… just list.”

Why waste years developing leadership skills when you can simply do the Optum method, rules for thee and not me.

Step 1: Lead with Lists
Not sure what your team does? Perfect. You’re exactly who this guide is for.
Just make a list. Lists = leadership. It’s basically the same thing.

Step 2: Stop Meeting Your Team
Historically, leaders wasted countless hours talking to employees, understanding workflows, and building trust.
Thankfully, we’ve evolved and are 100x
As a leader, you already know what’s happening. Why verify?  That sounds like work.

Step 3: Need More Collaboration? Easy.
Create a list of people who don’t come into the office, don’t worry you don’t need to fly into town to check we can use AI to send you.
Bo-m—collaboration problem solved.

Step 4: Eliminate “Old Leadership” Habits
In the past, being effective required showing up, engaging, and making hard decisions.
Now? Just update the list, you never need to come to town, or if you are low level leader you can just stay in your fish-tank office, no need to actually meet the team.

Step 5: AI Adoption Strategy
Becoming an AI-first company is simple:

• Say “we are an AI company” in every meeting
• Tell your team you don’t computer but they will make us an AI company and AI is the future
• Add anyone who doesn’t “AI” to a list
• Do not define “AI”

And don’t worry if you can send an email or use AI to write a sentence you are the leaders we are looking for!  —
true leadership is about vision, not ability or knowledge .

Step 6: Performance Management
Forget nuanced feedback.
Just categorize people into:

• On the List
• About to be on the List
• Doesn’t know they’re on the List yet

Step 7: Communication Excellence
Why overcomplicate messaging?
Every announcement can be summarized as:
“Per my last list…”

Step 8: Strategic Planning
Q1 Goal: Make a list
Q2 Goal: Refine the list
Q3 Goal: Make a new list
Q4 Goal: Wonder why nothing improved (add self to list, just kidding leader don’t go on these lists)

Remember: leadership isn’t about people, context, or outcomes.
It’s about maintaining a clean, well-organized list.

Leaders stay safe in your offices or if we care about you remote.

Say what you want, but I like that we got a heads-up about these cuts, even if it caused weeks (months) of stress. I got lucky and am still here, but if I had been affected, at least I would’ve been ready. If it had been a sudden announcement, I’m pretty sure that wouldn’t have been the case.

Please stop using acronyms to describe your dept or sector that is impacted by layoffs. It’s not helpful to anyone if we don’t know what the heck you’re referring to!! Unless you’re purposely trying to be covert, then f.u.

Maybe its a culture change. Every Sun employee who was not be retained by Oracle received a live phone call from the direct manager. "Oracle will not be offering you a job". Then you received correspondence about the separation arrangements, which, for directors and V.P.s were consistent with the "change in control" provisions. Maybe the numbers here made personal calls difficult, but feels pretty cold.

Can Dan or Sam offer a VSP already! Heard people were let go last Thursday. Nothing was communicated to our group. We were surprised to hear of anything. On top of that what happened to leadership communicating additional layoffs around the business?

Didn't get the termination email but management has been quiet. No communication, no meetings scheduled. Confusion everywhere.

Was just told enterprise and XBS will be one sales team starting tomorrow and Dealers will be getting a bunch of XRX Mif. Anyone hear about this?

On leave and didn't receive an email. Am I "safe" for now or likely to get a call today?

If we didn't get an email, no chance we'll be ambushed by a call or a sudden 1:1?

Thread regarding Builders FirstSource Inc. layoffs

G-yatri's Reign of Te---r Continues

Paradigm was the best job I've ever had. In about a years time it was turned into the worst. It's depressing.

Paradigm didn't rely on layoffs for quick number pumping. Even during the great recession, Covid, after the incident, my understanding is we never did actual layoffs. Our old leaders would hustle, try to drum up work, dig into the war chest, to make sure we kept operating and innovating and that its people were taken care of.

But we were told, times are tough. Housing is down. We have to tighten our belts to make this work.

A few weeks ago another round, only three people, but all well respected leaders, unceremoniously gone on a Friday. Then, only a few weeks later we have an all company meeting where we meet like 10 new executives and hear about their favorite condiments. Not a good look.

Now we’re told 2% raises company wide.

Meanwhile, all the actual people doing the work are seeing a dozen newer executives running around, making confusing decisions, contradicting each other, stressing people out. They pitch projects but don’t tell anyone the goal. We don’t know who the persona is, how these projects are supposed to make money. I struggle to understand what benefit they actually add.

It just seems like a huge nepotism tree. G-yatri hires all of her old friends, get the band back together. They are all yes men/women. Just do the thing, don’t ask questions.

I’m not an accountant, but they have to cost more than all the people laid off this past year.

And that expense is on top of the probably expensive AI licenses we’re paying for. Tools, that as far as I can tell, aren’t helping us. Hushed conversations in the hallway or at happy hours about how much extra work all these new “tools” are causing. But everyone is too afraid to speak up because they don’t want to be in the crosshairs for the next round of layoffs, so the concerns only bubble up so much.

And then we have to see our company’s LinkedIn page being a shameless commercial for Blitzy. Did we get a deal on our license with them? Where is the 4X development that was bragged about? Their site looks like a marketing guys idea of what AI might be able to do, but I haven't heard any of the product folks saying, "wow, Blitzy really made things better."

Maybe it is. Maybe this is making us so much faster. But we have no idea because communication has been terrible since G-yatri took over.

We’re now extremely top heavy. I don’t know what value these new executives bring. It feels like they are slumming it with us, looking at s-xier tech startups, wishing they were there instead.

And when the market crashes, and it will soon, the do-ers are going to be the ones sacrificed on the altar of “Shareholder” value. Most these AI companies won't exist and the ones that remain are going to start charging the real prices for their licenses instead of the venture capital prices they currently are at.

I don’t know if BFS and Peter Jackson know the level of talent that they have/had at a discount because the Paradigm culture was worth getting paid a lot less for. Well the culture is dying. Everyone has updated their resumes. And if the job market were any better, there would be a mass exodus happening.

We all sit here, on the eve of the financial quarter end, anxiously staring at the all company meeting on our calendars for Thursday. Never knowing what reorg, layoffs, or new executives will be announced. These used to be fun meetings where people got together, saw each other in person scheduled happy hours for after work. Now, the meetings are met with a mixture of dread and disgust.

I've got the general tab up right now and watching the literally freak out. The number is slowly dropping - it was in the 165K range, and then slowly went to 164K and now 163K. I'm assuming they've clicked a button and people are losing access.

maybe i am being overly optimistic but that ask srini anything was the realest conversation this company has had since early Legere. Just tell us the truth we’re adults. Good for Srini. But I still don’t know what I need to do to assure I won’t get laid off. Like I know that’s not bulletproof but how can I increase my odds and know if I’m on the right track in my career? Am I moving the ball forward or backward? That’s all I need to know and I’ll stop stressing and drink the kool aid again. Please srini we’re thirsty over here

We all knew that something like this will surface sooner or later. Now all engineers are expected to go full agentic starting right this second ( according to the communication). They even drafted a roadmap of how they envision this would take place. What are your thoughts about this move? I guess, this is mainly will affect technology but looks like some businesses will be included in this madness as well.

First time in many many years where the ALL HANDS WEB CAST was not posted on Bridge .... From what employees are saying the CEO was crying during the webcast and the company has disclosed any infomration stating that there is no recording for such . Can anyone confirm and or comment on this?

LOL "executives will be forced to take a 20% paycut" is the joke that keeps giving.

Maybe we get some executives that are competent and know how to communicate across teams.

Some very talented people were let go that were high performers. Very sad.

What is likely to happen in the first 90 days of when the perm CEO arrives, big or small splash with a big webcast call or just a e-mail to all staff, any changes expected at the top or the way we work, as now only a few days away

I understand that this board provides a channel to vent and criticize senior management and their methods.

At the same time, this is to provide any information / rumors (that has legs) about impending layoffs. Of late, I do not see any news here?

Are we entering a period of no layoffs as this is a message that is widely spread in one particular platform consisting mostly of employees from a major subsidy

No work from home E-mail today?
No reorg coming week?

Another monumental sc--w up from 3M corporate functions - customers affected by multiple divisions with comms sent from some but not others so total confusion amongst our channel. No proposed adjustment on clp so nightmare for customers and trying to push all admin on to them, whilst also not providing any information that they need to make the changes. Way to go commercial excellence team - completely disconnected from reality and the businesses, are we on the business of destroying all of our relationships and everything our sales teams work for, why are you so focussed on sales prevention —YOU ARE CRASHING OUR BUSINESSES SO WAKE UP.

There is a pattern of behavior where the individual keeps project teams siloed and separated, while expecting everyone to remain aware of all activities. At the same time, information is selectively hidden within teams, creating confusion and lack of transparency.

Communication is often done in Hindi, which can exclude some team members from fully understanding discussions. The individual also appears to influence people to report directly to him, positioning himself as a central point of control. When status updates are requested, he tends to protect those who report to him, which encourages more people to align with him for safety.

Conversely, those who do not report to him are often put in a negative light—either blamed, overlooked, or set up in ways that impact their performance or perception. There are instances where opinions are shaped against certain individuals, affecting their growth, ratings, and opportunities. Senior leadership responsibilities such as supporting, mentoring, and enabling team success are not being fulfilled consistently.

This environment has led to decreased trust, lack of collaboration, and has been a contributing factor in multiple team members choosing to leave.

Has anyone received a response after submitting a question to Cognizant?

Or, has anyone had a one-on-one with them? How did it go?