#organization

…isn’t it time to eliminate Integrated Services and the wasted salaries of MA and CM, neither of whom have ever delivered anything of value to Ford?

If you have info, please share. And good luck to everyone.

This place is way too complicated. Too many different groups, too many channels. One part of the company has no clue what the other part is doing. I'll be happy to be out of here, even if it's by being laid off.

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

GPC finally fired not retired our supposed tech leader. He destroyed a great organization. Next they will move to take out all his minions.

Adios Geoff! Reveal of new org structure.

April 1 is right around the corner. It's coming just after a gloom 1st quarter, a senseless new organization and the same BS games we are all involved in. What are we hearing or thinking regarding more changes or layoffs for HQ?

If any? Does anyone know? People haven't been reporting much.

What areas are going to be impacted with this change?

Hearing that Jeff’s org is going to get hit Tomorrow.

Did anyone start getting 15 mins invite? If yes, then which VP under Jeff Simon?

I hear major layoffs are coming by April that will hit the Product, Technology, and Operations groups as they consolidate these organizations.

the fact of the matter is these leaders are not serious people. they allow pockets of legacy people to continue to obstruct progress and not streamline the organization. as long as offices like polaris exist, this stock is heading to $30

Why in the world do they come in throwing their weight around, expecting that to change anything? They also have to be the most disorganized group! Hey, we are doing this this way. Then the next day they come in screaming like children who didn’t get their candy saying “I want it this way!” . Make up your mind because no one even thinks you know how you want it! While we are in first shift why in the world do they have supervisors under the en that work a completely different shift? Then write your yearly’s and mid-years? Fortunately, I have a boss that fights for me but some other shifts are not that fortunate! First shift is completely useless other than they are too full of themselves and want to be heard every morning at pass down.
The issue is now coming in yelling and changing your mind no one can take them seriously. For a huge organization it’s not very organized at all! This by the way is why you don’t hire interns out of college and put them in leadership roles, leadership has to be taught or they will fail to lead properly!

Destroyed one of the best IT organizations in the industry. Don't let the door hit you on the way out.

I am in the OI product org, director level and was just let go.

T-Life is a complete cluster. It’s amazing that any work on that app gets it done. It’s all baling wire and duct tape on the back end. The left hand doesn’t know what the right hand is doing.

Approximately 500 NTW from Kevin Lau’s Org are gone tomorrow. A large part of those I’ve been supporting T-Life. Management is going to continue to push these impossible timelines with fewer people. What does that mean? Seven days a week probably at least 12 hours a day, people will be working. Jeff Simon , Kevin Lau, Senthil Velusamy,& Stef Shirey do not care at all. They are operating from a place of fear and would rather throw you under the bus or into the meat grinder that impact their own bonus.

T-Life is dangerously close to a major outage, once that happens whoever’s left is going to wish they were gone. Leadership will freak out and point fingers at everyone put themselves.

There was an issue with T-Life a couple weeks ago. Jeff Simon was up in arms demanding to know who cut corners to get this change out the door? Why were corners cut? Turns out Jeff was the one that signed off on cutting the corners. He knew the risk and when things went sideways, he went off on the people that he told to do the work.

Every organization has that one “weather system” everyone quietly plans around. The forecast changes hourly, yesterday’s direction gets overwritten today, and teams spend more time recalibrating than executing. Nothing is ever truly decided—just redistributed in a different form. The people doing the work have learned to wait for the storm to pass before anything actually sticks.

Hearing that laid off employees can reapply to positions after the dust settles and the re-org is done?

Lookout UnitedHealth and CVS: https://www.warren.senate.gov/imo/media/doc/break_up_big_medicine_act_one-pager.pdf

The legislation will:
• Prohibit a parent company from owning a medical provider or management services organization and a PBM or insurer
• Prohibit a parent company of a prescription dr-g or medical device wholesaler from owning a medical provider or MSO
• Require companies in violation to come into compliance within one year of enactment
• Create automatic penalties for failure to comply, including disgorgement of profits and forced asset sales
• Enable the FTC, HHS, DOJ, state attorneys general, and private parties to bring lawsuits against violators
• Allow the FTC and DOJ to review and block future transactions that recreate these conflicts of interest

All roles are on the list for 2/19. Sales/clinical/office. No rhyme or reason other than saving dollars to shore up the failing bottom line for Wall Street. The irony is that the c suite is creating this constant downward spiral because of their failure to listen to the market and re-invent the business to stay relevant. History has seen this exact scenario play out time and time again in business. The ego’s and audacity of the current leadership to think “they will be different and make it work” is what every other leader in a failed organization thought as well. The real losers in their game are the low level workers and members.

If so, when would be the expect time line?

The Young Professionals Association of Louisville will begin a leadership search. Executive Director Grace Huneck is stepping down. Her departure is planned for this spring. The organization seeks a new leader. This search aims to fill the Executive Director role.

https://www.bizjournals.com/louisville/news/2026/02/02/ypal-executive-director-stepping-down.html

Please share updates here. It's been incredibly hard to follow what's happening. Good luck to everyone.

I just got fired from Walmart.
I am looking for a stable organization with fringe benefits and a great salary.
I've worked as a cashier for 22 years and ready to make it up the corporate ladder.
What time should I send my application to?

I’ve received four separate inquiries from different parts of the organization asking whether I have any open positions. One came from HR—they emailed me saying the individual was identified as a top performer and asked me to review their résumé for potential fit. If I decline an interview, I have to provide a reason, and HR has pushed back on my explanations in the past.
Another inquiry came from a department I’ve partnered with on projects, another from a direct report advocating for a former colleague, and the last came from a Director who was saying goodbye. In her farewell message, she asked us to keep her and her team in mind and included a brief summary of the three employees who were impacted.
I’m on the UnitedHealthcare side, and I want to say this to you: don’t feel embarrassed to reach out to colleagues and share your résumé. My boss and I always prioritize candidates who have been laid off—I’ve hired many people this way. Most of us understand what you’re going through, because today it’s you, but tomorrow it could be any of us.
Wishing you all strength and momentum as you move forward. You’re capable, you’re resilient, and better opportunities are ahead.

Friday I know of at least 2 organizations that had surpluses! I know WFM has something boiling! Anyone have any detail!

Please prioritize completion of all remaining deliverables over the next few weeks so the associated revenue may be recognized on the February 11, 2026 earnings call.

Subsequent organizational changes and LR’s will be communicated separately.

I got an email saying “Org Update” for tomorrow morning. I think this is the end for me.

It’s happening as many people projected tomorrow AM and probably Wednesday also. Stop asking what organization and for all the details. People are sharing what they can without exposing themselves. Bottom line is a lot of us are receiving emails for meetings. We’re sharing what we know. But the cuts are continuing. The layoffs are happening in waves based on your leadership and org and it’s not over.

The whispers of worst case scenario are getting old.

There are so many directors, managers, sr leads. All just attending meetings and cruising?

They are once again letting go of tenured employees in good standing without providing any explanation, instead of allowing them to relocate within the organization. This is not in line with the HealthStream culture or vision!

https://www.cohenmilstein.com/wp-content/uploads/2025/02/First-Amend-Complaint-In-re-Nike-Securities-Litigation-2025-02-10.pdf

Stealing, kickbacks, forming a shadow organization. My question is, how much did he pay to get hired into EH? Or was he considered a perfect fit for this corrupt organization?

Hi folks,
Is there any news if EurAsia structure will continue? Any news on OLM and RLM structure? Recently lot of Eur-Asia LT changes.

So how do the layoffs which tool place 1 year ago look now as a strategic initiative ?

On December 23, 2024, AM Best wrote the following:

Mutual of America Financial Group is laying off employees as part of its focus on becoming a "more efficient, strategic and customer-focused organization."

Is it more efficient now ?
Is it more client focused ?
Is this all just smoke and mirrors ?

Will there be cuts?

I am in the PMR and have heard rumblings of “changes” in 2026. Anyone heard anything about what these may be?

More than ever, continuously updating skills is critical in today’s environment.

Organizations can survive leadership missteps and even recover from strategic errors, but when trust erodes at scale across the workforce, the damage runs much deeper and takes far longer to repair. At that point, uncertainty replaces alignment, and employees naturally begin to focus on self-preservation rather than long-term commitment.
When people no longer believe that decisions are transparent, fair, or in their best interest, engagement drops, collaboration suffers, and institutional loyalty weakens.

This is not a reflection of individual failure—it’s a predictable response to prolonged instability. In these moments, waiting for systems to correct themselves is risky.
That’s why taking ownership of your own growth has become essential. Investing in skills, adaptability, and relevance is no longer just about career advancement—it’s about resilience. Regardless of organizational outcomes, those who continue to learn, evolve, and stay market-ready are better positioned to navigate change, protect their careers, and create optionality for the future.

In uncertain environments, self-development isn’t selfish—it’s strategic.

Tend to agree. Putting this up for visibility. Found at @bb+1kd04e88w.

Remote employee- I requested my return package for my laptop and concession device the Monday after Thanksgiving- I just got an email today saying that 'they've approved my ticket, but there is currently a backlog due to a large number of requests with our vendor.' Then HR tells me that it could 'potentially' impact my severance payout if they don't receive it in time as I'll be gone until the 5th to visit family. Then this morning, we finally get some notification about Dan's 20 million dollar 'retraining' fund that he's been bragging about, and they still kick the can down the road saying that we'll get more details in the coming weeks. How can they layoff 13,000 people and not have prepared for this? Anyone else having these kind of issues?

Anyone hear that senior managers are targeted for January? What orgs and what criteria?