#morale

Is this really a thing or it’s just another way of dragging people’s morale and push you to leave without getting severance? How long are we supposed to continue waiting for the crumbs?

Manager shared that they were told if the give an exceeds they have to give an IM. It has nothing to do with performance. Literally you have to pick out of a hat. So my take is if layoffs and reviews have no basis in reality then why try? Do the minimum to not get fired but after that forget it. Seems like a bad way to run a successful company but oh well.

It is not alive…
it is not dead…

It is just rotting.

Hope you all have a great weekend. Hopefully you survived this last round. But I expect several/many more this year.

There is significant pay compression happening across nursing teams.
New hires, including nurses with minimal experience and recent graduates, are being hired at higher rates than long-tenured nurses.
In many cases, these higher-paid new hires are being trained by the lower-paid, more experienced staff.
Leadership has also communicated that there will be no raises this year.
This leaves experienced nurses with no mechanism to address the gap.
It’s worth asking how sustainable this model is for retention and morale.
What leverage, if any, do employees actually have here?

....drum roll please.....

Chris Cartwright!!!!!!!

Today marked six months since I was laid off.

I realized it in a strange way. I got in my car to grab coffee and, out of pure habit, drove straight to work. I was already pulling into the parking garage when it hit me: oh sht, I don’t work here anymore. I turned around and drove home.

When my wife asked where I’d been, I told her I was just driving and thinking. And I was. I thought about the people who were laid off before me, some of them were ten times the employee I ever was. They didn’t lose their jobs because of performance; they lost them because of bravado, politics, being labeled “too much,” or because the wrong VP didn’t like them. Most of them have landed great roles at other Fortune 100 companies.

My wife suggested I reach out to them, to call or email and ask for help. I told her I’d be surprised if any of them even responded. The truth is, several of them had reached out to me when they were let go, and I stayed silent. I didn’t want them back then. They felt like competition.

A lot of the people who stayed weren’t chosen for the quality of their work, but for who they knew, and honestly, being female or non-white didn’t hurt either. I’ve reached out to friends still at Chevron. No response. I’ve reached out to people who were laid off before me. No response.

I call them friends, but maybe we never were. Maybe we were just people using each other until there was no value left, and then we were discarded.

Right now, I feel like I’m walking alone, and it feels terrible. I made a lot of money as a 26+, but it’s lonely at the top (if you call 26+ the top), and it hurts to know people are calling you an a--hole behind your back. I tell myself “fu-k them,” but it still hurts.

It really hurts. I keep wishing I had been a genuine friend instead of just a company friend. I wish I had lived out the faith I claimed, instead of being a “corporate Christian,” saying the right things for appearances. Lately, everything hurts. I’ve done a lot of soul-searching, but I still feel empty.

This should be concerning to U.S. Bank’s CEO:

There is an ongoing concern regarding the excessive number of management positions within EFCC specifically CRT(Grade 14 and higher) within U.S. Bank. From an employee perspective, many of these roles appear to add little to no measurable value to daily operations, production goals, or team performance, yet they command very high salaries.

There is a growing perception that a significant portion of upper management has minimal direct involvement in the actual work being done. Meanwhile, frontline employees and senior individual contributors are absorbing the workload, resolving issues, and driving results—often without corresponding compensation or authority.

The department feels increasingly top-heavy. Decision-making is slow, layers of approval are unnecessary, and resources are being spent on positions that do not directly contribute to productivity, customer experience, or revenue. This structure is not financially efficient and raises serious questions about accountability, role necessity, and return on investment.

At a time when cost control and operational efficiency are frequently emphasized, it is difficult to understand why so many high-level management roles are maintained despite their limited impact. A thorough review of these positions, including role consolidation or elimination where appropriate, could result in substantial cost savings and improved morale among the employees who are actually doing the work specifically the Senior Reviewers.

Thoughts on Amplify this week?

Here's what came to mind... after a painful week, I had to fly in and can't get home fast enough.

It's a cult around this place
Winning, winning, loosing?
Leadership has their heads in the sand
Nothing to address stress of layoffs
Nothing to address loss of market share
Nothing to address sinking services business

Seems to me that with so much a$$ kissing that I witnessed first hand, this week alone reinforced that I have ZERO confidence in this company.

What are your thoughts for those that were there? Is it just me and I can't just jump into the cult?

since when did USAA become so brutal. It's very traumatic and damaging mentally of someone escorted out with hundreds of eyes staring. Nobody wants to be shamed publicly.

It gets harder every day. They’re milking our fear of losing our jobs for all it's worth. Since the last round of layoffs, the workload has far surpassed what’s left of our capacity. I watch people work themselves into the ground every day, even after we all just witnessed that none of it matters when your number is up.

I’m really regretting my decision not to take the voluntary early retirement because I feel like the inevitable is going to come anyway. I put my heart and soul into this company for over 20 years, and it feels like a punch in the gut that we are so disposable. I hope someone speaks up during tomorrow’s open mic meeting to ask the question that is on everyone’s mind. How do the corporate executives feel good about taking multimillion dollar bonuses and raises every year while the real workers that helped to make Cigna the corporate giant that it is today suffer. They should be ashamed. I have to wonder what would happen if everyone remaining banded together and refused to report to work for just one week, it would cripple them. They are too arrogant and greedy to see that we are the ones that make this company work.

Poor businesses.

Ya'll ready to pull yourselves up by your bootstraps?

... the boot steps on you.

Pretty much every team experienced JEs. Lost a lot of tenured, experienced people. Doesn't even feel that great to still be here with things looking so grim. Still no official announcements from leadership - just word of mouth.

Oxy involved in a major divestment or is purchased as a reserves play?
Leadership direction and composition?
Stock price and fundamentals?
Overal morale and employee engagement?

Used to grind: stay late, extra projects, crush it. Reward? Emoji thumbs-up, 2% raise (lol inflation), then piled with more work.
Meanwhile minimum-effort crew dips at 5 and skates by fine.
Loyalty’s a one-way scam; hard work = free labor.
Fu-k going above and beyond. Act your wage, do the bare minimum, guard your sanity.
Who else quit hustling and started coasting?

This has happened so much now it hasn't even made the local news.

BM: We had a best quarter and best year!

WTF..worst pay hike, bonus and RSU’s ever. Where the money going?

Starting the year with a big round of layoffs doesn't exactly inspire confidence. It makes you wonder if they've got this planned as a recurring event. The thought of going through this stress every few months is really depressing.

Absolutely the worse company on this planet. They are all liars and it filters out like a plague. Thousands in positions they have no business in being in.

So far no cuts this year. Is it safe to think our jobs are okay for this quarter? I want to stop stressing and make some plans, but I don't want to get blindsided.

I just got laid off, and weirdly, I'm fine? I thought I'd be freaking out, but I just feel numb. Maybe I'm in shock, or maybe I was just so done with this place that it's a relief.

Serious question: after all the cuts and chaos, does anyone actually work for a manager who knows what they're doing? Feels like all the good ones left, and the ones left are either checked out or clueless.

The execs should really take a look at all the posts on here. Half of us are talking about how much we hate it and are looking for other jobs. When your entire workforce is trying to escape, that's a pretty big sign you're doing something wrong.

I'm so tired of ki-ling myself at work when it feels like no one even notices. I could do the bare minimum and get the same thankless result. It's frustrating to realize that going above and beyond here doesn't get you anything but more work. How's that okay?

In all my years here, the leadership has never been worse. They consistently make poor decisions that demoralize everyone. How do they keep their jobs while the company suffers?

The guy's been here for less than a year, but I've gotten to know him pretty well in that time. Before starting here, he was laid off by his previous company and spent nearly six months trying to find another job. He told me how stressed he was during the process, and how he was starting to lose hope when he got an offer from USAA. Now he's been laid off again and I can't even imagine how he's feeling. How do you even explain two layoffs in less than two years to a future employer? He's completely crushed and out of steam.

Stinkey thinks hes cute and funny, or when he tries to be. Our stocks have plateaud, people are leaving, ones staying will retire in 2 to 3 yrs or so, cant hire youngsters because nobody wanna work here.... on top of forced 5 days without a SEAT. Leadership is solving the wrong problem. To all of yall who played his townhall yesterday, and mute the sound, Kudos to ya!

Year 1
Comms overload
Ameanable
Pay rise

Year2
Comms wind down
Grumpy
No pay rise

Year3
Limited Comms
Angry
No payrise

Year4 (if they make it)
Whats comms?
Who knows how they feel
No payrise

How many OG’s are left?

Many companies across our industry are moving toward greater flexibility for their employees, citing benefits around productivity, engagement, and talent retention. Chevron, however, appears to be trending in the opposite direction. I’m genuinely curious about the thinking behind this shift .. what problem is it intended to solve, and how does leadership see it supporting long-term performance, morale, and competitiveness?

It is no secret that the overseas agents were bad. The ai tools were good sometimes, other times totally wrong with what they said and not helpful. I understand using tech to make it easier. But I have serious doubts that the actions they have taken this month will benefit the company, remaining employees, or customers. In my mind I thought I'll wait it out and when they realize it was a mistake, I'll apply again. But the more I look for new employment and the more time removed from Wayfair, I don't think going back is a good move. Which su-ks because I liked a lot of people there. At this point I'll be happy to get my w2 and be done with them.

Ironically we called AT&T the death star back in the John Legere days, but working at T-Mobile nowadays feels like working on the death star, where any wrong move could mean the end of your job. Keep your head down, follow orders, and you might have a chance at keeping your job….maybe…

A really great place to work at…

This is not a video game. These are people’s livelihoods on the line (both who work here and who the employees serve). This was the most out of touch townhall I have ever seen. Good luck to everyone

What's with everyone taking a MW and leaving it for the next person?

You and your team have effectively minimized my role overnight—reducing my title without reducing my job scope, responsibilities, but a title without clarity.

This change has materially damaged my external career prospects by assigning me a generic, market-irrelevant title that obscures both my seniority and expertise. The removal of visible seniority in title is not a cosmetic issue; it directly impacts credibility, mobility, and future opportunity.

The so-called career compass, intended to provide clarity on roles and responsibilities, delivers neither. Instead, it functions as a mechanism for devaluation stripping definition while simultaneously narrowing both current and future prospects.

I am not alone in this assessment. I have heard from multiple employees who are similarly unhappy and confused by these changes, particularly the disconnect between stated intent and actual impact on employee experience.

Holy he'll how has this place kept together? No one knows anything, no direction, no purpose, all leaders are clueless and at the same time thinking they will do the same as last year. Silos out the a**. It has only been a week and I am looking for the exit. This is going to be a 5 year minimum turnaround and it will be a bloodbath and stress factory for anyone who stays. God bless you verizon folks, it can be so much better elsewhere.