#employeerelations

I am wondering if we will have yet another year of zero raises.

I don't want to get too hopeful, but it seems these layoffs are above my paygrade, to put it like that.

Total spam communications that always makes me mad.

The email about record profits, all the while NOT paying for performance angered me.

This chick has this pre-recorded call at 8am with an email to get on this call at 745. Pre-recorded and just sounding so heartless and then click, call over in 5 minutes. 2 decades I've given to this company and it's all gone. No, thank you for everything you've done over the years, personalized by anyone. Just a default message like it's a voicemail. This fu--ing company has become so heartless.

This waiting game has caused so much anxiety. I just want to get that email response so I can get some sort of something so I can see how soon I can be out. And no I am not just going to leave! Just here for support.

Are we really going to silently accept a drop in our real salaries? At the first townhall this year we were told we'd get an update on merit increase by June.
It's mid-July. No update. No explanation. Nothing. Leadership had no problem making the promise publicly, apparently following through with even a basic communication is a different story.

I'll say somewhere between 50 and 60.

I was REALLY hoping to see an email from dan the hatchet man... looks like PACT is safe.

Somebody tell Netflix, I’m ready to tell my story. I want customers, and providers to know how Cigna really feels about them and how this company ACTUALLY treat their employees. This is absurd and the world needs to hear what’s happening.

I’m an AM and on my day off this morning got a text and email from Verizon to join a Webex and my dm and sm both asked us all to join it. Even if off. Anxiety is high

I slept for a total of 2 hours, all in 15-minute increments. It's sad we have to go through something like this over and over again these days. I guess when they said layoffs are the new normal, they weren't kidding.

Global media measurement giant Nielsen today announced it is changing its name to Nambiar Media Insights Pvt. Ltd. and relocating its headquarters to a new campus in Kochi, Kerala.

“At our core,” said Karthik Rao, “Nielsen was always Indian. The ‘N’ stood for Nambiar all along. The rest was just colonial branding. We’re finally decolonizing our letterhead.”

The rebrand comes shortly after Nielsen completed its “Strategic Talent Optimization Initiative” — HR-speak for firing roughly 4,200 American employees and replacing them with bright young graduates who can pronounce “TRP” without giggling. Sources say the transition was seamless, except for the part where the U.S. office Wi-Fi stopped working because no one was left who knew the password.

New Branding Elements

Logo: The old “Nielsen” wordmark has been replaced by a majestic elephant holding a TRP meter in its trunk, with the tagline: “Same Data. Better Karma.”

Mission Statement: “Delivering hyper-local, culturally nuanced insights from the land where your grandparents’ cousin’s neighbor’s son already works.”

Office Perks in Kochi: Free unlimited filter coffee, 47 varieties of banana chips in the pantry, and a mandatory 4 p.m. power nap policy. American severance packages included a one-way ticket to “find yourself” and a coupon for 15% off at Big Bazaar.

New Rating System: Instead of households, they now measure “aunties who watch TV while yelling at the maid.” Early data shows Kumkum Bhagya is crushing The Bachelor in the 22-35 demographic.

During the virtual all-hands (now called “Family WhatsApp Group Meeting”), the CEO — speaking from an undisclosed golf course in Scottsdale — wiped away a single tear and said, “This isn’t about cost-cutting. This is about authenticity. For too long we’ve been pretending to be an American company when our true soul has always been in God’s Own Country. Also, the fully loaded cost of an American analyst was roughly equivalent to the GDP of a small Kerala village.”

Marketing head Priya Nambiar explained the deeper reasoning: “Americans were asking too many questions. ‘Why is the sample size 87 people in Ohio?’ ‘Can we get data after 2019?’ Very negative energy. Our new Nambiar team just nods, says ‘yes sir, will do the needful,’ and delivers the numbers by yesterday.”

As of press time, Nambiar Media Insights is accepting applications for “Chief American Nostalgia Officer” — a purely ceremonial role involving wearing a cowboy hat in Zoom calls and saying “y’all” occasionally for brand authenticity.Jai Hind. Jai Ratings.

George Kurian's legacy won't be maybe hitting $10B in revenue at some point. His legacy, along with Beth O'Callahans, will be constant layoffs and total decimation of the NetApp culture that had been built over the years. Beth's legacy will be the same since she is a big driver behind the new forced distribution performance rewards and the in-office mandates. Sadly, the direct reports to them just blindly follow along.

Does management genuinely believe the recent PADP/MLPR changes are the best way for EM to meet its goals? If the real aim is headcount reduction, there are far less damaging approaches that don’t undermine morale. Does EM HR, the MC or board truly see these changes as strengthening the company, given the risks they introduce?

My son had a minor asthma attack tonight. In Minneapolis, we've been advised to shut windows, turn off air conditioners so that we can breathe inside our own homes and avoid going outside. The heat index is expected to be in the upper 90's tomorrow. The current air quality index is 520 (hazardous). Downtown parking is limited and taking public transportation requires standing outside, waiting for the bus/lightrail and the walking several blocks to get to the office.

It's incredible to me that we have had to normalize and navigate new infectious pathogens, violent government occupations of our cities and global warming events such as this and yet the MC requires us to strictly adhere to 1990's style work requirements.

I've been following the rules. I dress business casual, take the bus downtown or pay $20 a day for parking, walk a few blocks and then I sit alone and interact with no one except the clerk at the nearby coffee shop for the entire time I'm there. I don't work with a single person at my hub. And I work in STEM, so there's no reason whatsoever for me to be there if none of my coworkers are there. The time, effort and money it costs me to go sit by myself, under florescent lights in a mostly empty office space feels at the very least absurd and at most, intentionally cruel.

I already know the MC won't address this or show that they care in any way. This might be the last straw for me. I can't take one more obstacle in the way of simply doing the job I was hired to do. I'm a single parent, the air outside is hazardous and I'm currently stressing about meeting my RTO metrics for July. This is beyond stupid. It's malicious.

Just curious, any departments getting word of additional duties? If so, list your dept. and if comfortable, your additional duties.

What does it look like for these teams? Tulsa specifically. A layoff 6 weeks after your office closes is naturally pretty scary

i silent quit over 4 years ago so my time was up

CEO said

‘If we reduce the number of employees for better short-term financial results, employee morale will decrease, and I sincerely doubt employees who fear that they may be laid off will be able to develop software titles that could impress people around the world.”

Regarding why we have not reduced the number of the personnel, it is true that our business has its ups and downs every few years, and of course, our ideal situation is to make a profit even in the low periods, return these profits to investors and maintain a high share price. I believe we should continue working toward this ideal. If we reduce the number of employees for better short-term financial results, however, employee morale will decrease, and I sincerely doubt employees who fear that they may be laid off will be able to develop software titles that could impress people around the world. I believe we can become profitable with the current business structure in consideration of exchange rate trends and popularization of our platforms in the future. We should of course cut unnecessary costs and pursue efficient business operations. I also know that some employers publicize their restructuring plan to improve their financial performance by letting a number of their employees go, but at Nintendo, employees make valuable contributions in their respective fields, so I believe that laying off a group of employees will not help to strengthen Nintendo’s business in the long run. Our current policy is to achieve favorable results by continuously cutting unnecessary expenses and increasing business efficiency. Thank you for listening

https://www.nintendo.co.jp/ir/en/stock/meeting/130627qa/03.html

During my time at FIS, I observed instances where individuals with limited technical knowledge were placed in leadership positions over highly skilled resources. It highlighted the importance of having the right expertise and leadership approach in place.

My experience with the MBP QA team was disappointing. Favouritism seemed to outweigh performance, and quality work wasn't properly valued. Despite my commitment and contributions, I was made redundant while others with limited output remained.

Heard there were many rounds over the last two weeks…

Also saw that a ton of internal team members got promoted at the same time 🙄

It often feels like employees with strong connections or managerial support receive more flexibility, while regular, hardworking employees are the ones most affected during layoffs. Performance should matter more than favoritism.

Makes me want to vomit. Better not be fully transparent when a good percentage of employees are listening on the call.

The rain didn't just fall in Houston; it came down like a personal insult, slicking the concrete of the Chevron headquarters with a greasy, iridescent sheen. Down in the lobby, the brass logo gleamed dull and indifferent under the fluorescent hum, a twin-peaked mountain of corporate ambition that felt more like a tombstone to the folks still trapped inside.

​Through the smoked glass of the executive suites, the silhouette of Chevron's big-money boss, Mike Wirth, cast a long, cold shadow. From up there, the employees on the ground didn't look like people. They looked like numbers on a spreadsheet that needed to be pruned.

​They call it "efficiency." They call it "optimization." But out here on the wet pavement, we know the real name for it. It's a slow-burn squeeze.

​The playbook was simple, pulled straight from the dusty drawer of every corporate hatchet man who ever wore a tailored suit. You don't fire people—not when you have to pay severance. You just make the air too thin to breathe. You mandate five days a week in the office, watch the commute times choke the life out of them, and strip away the little things until the desk feels like a cage. You let the pressure cook until they pack their cardboard boxes and walk out the door of their own free will.

​It was working. But the cost wasn't on the balance sheet.

​Walk the halls after 5:00 PM, and you could feel the exhaustion like a physical weight, thick enough to cut with a rusted butter kn--e. The coffee in the breakroom tasted like battery acid and broken promises. Morale hadn't just hit rock bottom; it had started digging.

​People who used to swap weekend plans in the hallways now just traded hollow, thousand-yard stares. Every meeting was a funeral march. Every email was a landmine. The whispers in the elevators weren't about projects or pipelines anymore—they were about escape routes.

​"How many years do you have left?"
"Is anyone hiring?"
"I can't take another reorganization."

​It was a complete mess. A beautifully manicured, multi-billion-dollar disaster.
​Up on the top floor, Wirth and his circle probably looked out at the rain-slicked city and smiled, counting the pennies saved on departed salaries. They thought they were clearing the decks. But down in the engine room, the people keeping the lights on were running on empty, their spirits washed down the storm drains along with the rest of the city's grit.

​The oil keeps pumping, and the dividends keep flowing. But in the dark, rainy night of Chevron’s soul, the tank is running bone dry.

It’s disappointing to see some employees take weeks off or work from home without concern, while dedicated, high-performing employees face layoffs. Decisions should be based on merit, not relationships.

We know how you love the so called anonymous survey. I'm sure KT in HR would support a survey, but MH knows that it will make him look bad, so No surveys anytime soon. KT keep up the pressure maybe he will resign, so you don't have to continue babysitting him for Apollo.

All these leaders are jumping ship with a nice financial cushion to fall back on, while the rest of us are left waiting anxiously, wondering what’s next.

If you are debating leaving Truist and are afraid to, don’t be. It’s so much better being away from that place. You will make more money elsewhere and you will be happier. Don’t trust your leadership and hope that they do better because they won’t. Just leave. It will be ok! Not a troll, just a ex employee who got out and sees that it’s all working out.

Dallas has implemented mandatory furlough days for most city employees as a cost-saving measure to address a $30 million budget shortfall. This plan requires workers to take unpaid leave, impacting public access to services like libraries and City Hall. The city is facing financial strain due to increased overtime, lower sales tax revenue, and rising health expenses. While first responders are exempt, residents are experiencing inconvenience and questioning the city's financial management. City workers are concerned that these furloughs could foreshadow future layoffs if the financial situation does not improve.

Dallas, Texas

https://texasmetronews.com/124613/dallas-furloughs-closed-buildings-confused-residents-and-worker-uncertainty/

Harris County departments are preparing for significant budget reductions as a deficit of up to $287 million looms. This marks the fifth consecutive year the county has faced a budget shortfall. The primary driver of the deficit is increased law enforcement salaries, which were implemented to match city pay scales. With limited options remaining, the county is now considering employee layoffs and position eliminations. Rising inflation costs for services like fleet management and technical support have further strained the budget.

Houston, Texas

https://texasscorecard.com/local/harris-county-departments-brace-for-cuts-amid-nine-figure-budget-deficit/

JPMorgan Chase CEO Jamie Dimon revealed that artificial intelligence has led to significant job cuts in certain departments. While most affected employees were offered new roles within the company, Dimon acknowledged substantial reductions in specific areas. He stated that AI has already created huge efficiency gains, impacting job numbers. The bank is focusing on retraining its workforce for evolving roles. These changes reflect a shift in Dimon's previous stance on AI's impact on employment.

New York, New York

https://www.fastcompany.com/91573524/jamie-dimon-says-jpmorgan-has-slashed-40-of-jobs-in-some-departments-thanks-to-ai

Watch the Cisco Beat today...
They have rediscovered serious performance monitoring and evaluation and participation in the bullsh-t side of it is becoming mandatory. As a result they are moving it out of all the clunky tools they have today--into a new tool. Which is???

WEBEX!!

Yup, Webex. Likely so that they can use AI to run it all in the backend (which they own/control). So, from now on, you'll be effectively reporting to an AI tool that will evaluate your performance against the latest/greatest HR fashions.

Which means that next time they need to get rid of x'000 people they can ask AI for the list. Which is probably not good news for middle managers.

Being constantly told to teach and utilise AI and clearly being told it soon will replace employees, why are employees not striking?

The nation’s largest wireless carrier will announce the cuts on Thursday morning, according to an employee who was briefed on the plans. Barron’s couldn’t verify the number of employees that would be affected.

https://www.barrons.com/articles/verizon-layoffs-73f1fc34

I'm wondering when we'll shift back to growing the business instead of just cutting people. I know the answer is probably "never," but a guy can hope.

Is anyone else on an ada reassignment with Centene? If, so. How is that going? Have they explained anything about the VSP, and if you are still eligible if a separation take place . you before the decision date? I can’t get any answers from no one in the company or the hotline.

I've seen people starting to relax because they think the layoffs are winding down. That's a mistake. If you look at what's actually happening, it's pretty clear that we're not done yet. Anyone who thinks we're close to the end is going to be very surprised.