#employeerelations

So, I was told two of my positions i interviewed for are no longer available. Just FYI, any one who was interviewing for a position prior to the restructuring will most likely get an email saying: due to business needs, this position is no longer available

I was just informed that it’s being recommended that I be placed on a coaching plan. I wanted to better understand the expectations and implications of this process. Specifically, should I view this as developmental support, or does failure to meet the outlined metrics potentially put my employment at risk?

Ineffective. Politics. Curious what your experience is with a 300+ team of HR ‘professionals’?
What is it they do, let employees know to complete a survey and attend pro day?

I have worked for some difficult people over the years, but the two worst managers I ever had were both at Chevron. I am still dealing with the anxiety and stress that came from working under them, and I am not sure I will ever fully recover from those years. My current manager is okay, but I'm scared she'll leave and then who knows what I'll get stuck with again.

Does anyone know what BNY provide as way of a reference to a new employer, specifically in EMEA.

Nothing to hide just curious if they go any further than 'time served'.

No promotions for people who are already here. No balance between work and life. No chance to move into a different role internally. What we do have is plenty of favoritism toward friends and family.

This doesn’t feel like isolated cuts anymore. It feels more like they’re opening and closing the faucet so they don’t flood the house all at once. But the flood still feels like the end goal, just delivered gradually enough that people get used to it.

We've been through so many layoffs in the last few years that I can't even feel stressed or worried anymore ahead of the next round. I'm just numb. I honestly can't tell if that's a good or a bad thing.

Do we have any idea how many are still left to be laid off?

Anything to the rumor that she will leave in the next 3-6 months?

Actual, truthful reviews. Too many of them paint a picture that's anything but true, so I'm guessing HR is hard at work to fix the company's image. Take a few minutes and post a real review over there, so people who're considering Oracle know what they're getting themselves into.

Groundbreaking stuff! A CEO acknowledging that employees outside the US are also, in fact, employees. And framing the bonus as damage control for American democracy imploding? Absolutely riveting corporate theater!

Thank you, Dr. Goodnight!

How many of you will stay (or leave) if the eliminated the pension plan?

Has this delightful person left yet?

There is a massive gap in tech, telecom, and actual sales knowledge among the CSSC team leads. Instead of leading with real product expertise and honest solutions, they rely on manipulation and shady tactics to hit numbers, which completely trashes our company's reputation and customer trust. Their sheer ignorance about our industry is staggering.

Management constantly shows they don’t know the first thing about what we do, so they just make things up on the fly to cover up their lack of knowledge. For example, they clearly don’t even know the definition of the word empathy, so they just fake it by making up robotic, scripted lines that sound completely insincere to anyone listening. Out of pure ignorance, they will straight-up lie to customer service reps by feeding them entirely fake and false information about our products, claiming we have network features or hardware specs that are pure fiction, which leaves the reps totally blind when trying to help customers. They regularly feed reps fake details about product rollouts, forcing staff to pass along completely fabricated dates for products that don't even exist yet. On top of that, they lie to the reps about company policies and contract terms, meaning the frontline staff unknowingly pushes false product promises and looks incompetent because leadership doesn't actually understand the product line. And whenever management messes up internally, they lie to the reps and blame a fake "system glitch" or backend product outage to mask their own lack of technical understanding, using the company itself as a scapegoat instead of just being transparent.

This reliance on BS over actual competence is an embarrassment. It creates a toxic environment, ki-ls customer retention, and leaves the front-line staff to clean up the mess leadership leaves behind.

I’m a TL who is tired of this.

The constant layoffs, getting treated poorly, the “f* you attitude, acting like vipers, the politics, blaming all from management builds an incredibly toxic environment that we have become products of. When we push back and act short, direct and have the same “f” you attitude management needs to stop clutching your pearl necklaces. you built this, you made this environment. Do you not think we can’t get new jobs? We can, but not before we tell you to go “f” yourselves.

It might not stop there though. We are living in a very dangerous world and it’s important our managers watch their steps.

Remember - you made us.

My manager told me in front of my entire team that if I am so unhappy here, he has a replacement ready and I am free to leave. I was so stunned that I just said okay cool and went back to my desk. How out of line was that?

Thank you for your service :).

I would rather just stay understaffed than keep watching new people come in, fail to learn a single thing, and leave after a few months. Every time I end up explaining the exact same things over and over, doing their work and mine, and then starting all over again when they quit.

Do the math! Redundancy costs and also staff decreases are in the notices. If you average it out it’s a lot more than most people are getting. What gives? Obviously there are a few people who are getting paid out a big fat wad of cash while most of the rest are getting paid peanuts.

Did y'all get admin leave this round too, or just the two weeks per year of service? Did people get outstanding LTI? Thanks.

What are the odds they make me actually work the 2 weeks (not a direct competitor or operator)? Any advice on how “best” to leave?

Has anyone else had the experience of just not being able to cope with the persistent concerns of both not being able to keep up, plus the feeling that their own impending notice is a forgone conclusion, just waiting to happen?

Several months ago, I had so much anxiety, over my VP having an ongoing conniption fit over the set of metrics my team produced, not "aligning" to the "strategic message" being tried to "crafted", for an "incredibly important executive meeting"; that I worked myself up into such a panic, that I got in an automobile accident. I'm not saying the accident was 100% due to my state of paranoid stupidity at the time, but it was a major contributing factor.

My spouse ordered me to go to the doctor, and I broke down on how much of a mess I was psychologically. My spouse explained to the doctor, on how I was a completely different person than I was years ago. We went over life's issues, and framed out how I got here; and surprise, one of the biggest root cause issues was deemed to be my ongoing fear of being restructured.

The doctor placed me on several medications, several for anxiety, and several because since working my behind off for the past few years, my behind has grown to twice its original pre-Cisco size, due to a healthy diet of carbs and sugary Starbucks drinks.

I've been on these meds for several months, and am loosing weight. I feel much better, but to be completely honest; I know longer give a crud about this place. I don't like the people I work with, I really do not like my leadership. I don't know why I believed for a long time, that this was a fantastic place to work. It su-ks.

We have talked it over, and am going to try to stay as long as I can. It is refreshing to not care. Yes, I will do the work, be expect the bare minimum.

Sad because this company is being ruined by the greed of a small population of enabled executives, who just don't care to slice of whatever population of employees are needed to make their pockets fill up even faster, for the sake of the AI evolution.

If you don't like the message above, well aren't you just living with your head in the sand. Hopefully our paths won't cross, because I don't want to work with you, or worst, for you.

This might only apply to software engineering, or even certain departments, it's hard to be sure.

But if you're using any of the AI tools, especially Cursor, they come with dashboards to tell management how tokens you're using, how much of your code is AI written, etc.

They are monitoring this at the Sr Director level and above.

I'm already hearing stories of managers and directors being forced to justify to their bosses why they should keep otherwise good employees who's token usage isn't high.

Of course, Cigna has to pay for the tokens. The AI companies have us (and most of the industry) convinced we need to give them as much money as possible by using as many tokens as possible. It's as ridiculous as a for-profit electric company convincing you to waste electricity.

I think most of the managers know how d-mb this is. But it's not like managers and directors aren't also being let go. Even if they think this is d-mb, your manager is going to go along with it.. They already gave rid of the ones who wouldn't.

That's not to say there aren't still some good managers taking care of their employees as well as they can given the circumstances.

For example, if someone gives you training, or has to learn something new, and then you get laid off, you might think that was d-mb and a waste of company resources. Sometimes that is a case of the right hand not knowing what the left hand is doing. But sometimes that's your manager doing what they can give you the skills they think you'll need in your next job after they're forced to lay you off.

58 and Laid off for the first time in. my life. I spent most of my adult life in the military so this is a new experience for me

Why is it that I always get some job that I didn’t ask for and that I don’t want? Nooone ever explains to me why the job is a good next role. Has been happening for 20 years now.

CrowdStrike CEO is gutting measurers and layers because AI/bots do their “work” better. At our 8k employees: only 2k real workers + 2k indentured foreign servants from the third world. The rest are measurers su-king value.
Measurers’ only success: transferring wealth to the rich 1% by exploiting workers, hiding behind woke DEI religion. They’ll be replaced by agents, bots, and actual producers.
This bloat will be cut by top measures. Workers and bots generate revenue — measurers and visa servants just inflate costs and slow shiit down.

Measures are seeing the pre-layoff “career development” talks to quietly cut competition in working class and bring indentured servants from foreign countries

An employment lawyer identified several indicators preceding layoffs. Return-to-office mandates often prompt employee resignations, reducing staff. Leadership comments about financial struggles can encourage employees to seek new jobs. Implementing multiple cost-cutting measures also signals potential workforce reductions. These actions help companies reduce staff without formal layoff announcements or severance.

https://www.yourtango.com/career/subtle-signs-show-up-right-before-job-starts-laying-people-off

Marshfield Schools notified 108 employees of layoffs or displacement. This action addresses a $4.52 million district deficit. Staff reductions will alter elementary operations, arts, and student services. The district faces a 62% share of the town's structural deficit. Residents must approve a tax override to prevent these cuts.

Marshfield, Massachusetts

https://www.southshore.news/p/108-layoff-and-displacement-notices

The New School introduced a new buyout offer on May 15. This offer targets faculty members facing impending layoffs. It allows laid-off faculty to resign immediately for benefits. Benefits include salary, healthcare, and tuition waivers. The AAUP-TNS criticized the offer as an intimidation tactic.

https://www.newschoolfreepress.com/2026/05/22/the-new-school-restructuring-layoffs-involuntary-seperation-buyout/

The Sacramento City Unified School District board approved over 90 additional employee layoffs. This decision defied an administrative law judge's recommendation to reinstate these employees. The judge found the district failed to prove timely layoff notices were issued. The district is working to address an over $100 million budget deficit. The board voted four to two to finalize the layoffs.

Sacramento, CA

https://www.capradio.org/articles/2026/05/22/scusd-board-rejects-judges-decision-to-reverse-dozens-of-layoffs/

Senior Director: Its not about performance that we lay you off.
Me: ok.....
Senior Director: Is there anything we can help you?
Me: Yes, don't lay me off...... (I just be nice and didn't say that)

After 20 years..... this is the conversation i got. Its so fake and insincere.....

So what do people think are the chances of serious layoffs (i.e. 2,000+ people) in August?

a.) 0% - No change
b.) 25% - So you're sayin' there's a chance.
c.) 50% - Coin flip
d.) 75% - More than likely
e.) 100% - Death and taxes

Ever since the directive has shifted to no use of force my store has been getting robbed blind.

I’m an ap manager and I as well as my team has to sit and watch the thieves ransack our store and there is literally nothing we can do about it other than “can you come with me”.

The colleagues hate us now and think we’re lazy because they see it happening but it isn’t our fault.

What we are allowed to do has changed for the negative but the expectations are still high. My director continues to push for productivity despite our hands literally being tied behind our backs.

Lord I hope this changes soon. We are one of the only retailers in our mall with this policy and as a result all of the thieves come here. 35 years in loss prevention and I’ve never seen it this bad.

Why does Enbridge insist on not using the best procedures when merging departments.
Some GDS policies are far more advanced than our counterparts. Instead of selecting the best way to do things, they just choose the Enbridge way. It's beyond frustrating for us.
Also the software is atrocious. Everything is completely FUBAR'd. Is hammering a square peg into a round hole just the way they do it? And it seems like the people making the decisions are only at their job for 5 minutes before they go somewhere else.

The Linked in posts all seem to follow this format. "After X years at Fidelity my role has been eliminated, but I am so grateful, humbled....blah blah for a couple of paragraphs... I've had the privilege...I never felt so valued...as a move on to my next chapter, I do so with immense gratitude and respect for everything that Fidelity stands for"

Then on the opposite spectrum I see recent graduates posting about how excited they are to share that they accepted an offer at Fidelity in some customer service role.

Is there some template that Fidelity is suggesting that people use?

It also feels like Fidelity does not want older people in the organization.

Couldn't care less about Meta or this job.

I heard Optum tech had some cuts.

https://donbivenspllc.com/sap-america/?li_fat_id=dac19b94-4200-4f3c-89ca-54abc78529ba&utm_term=SAP%2BEmployees%2BPast%2B%2B%2BCurrent&utm_campaign=00OTX00000B0eIT2AZ%24LD-2849%40SAP%2BAmerica%2C%2BInc.%2BDominated%2BHealth%2BPlan%23CA*CA&utm_source=linkedin#case