#svp

After the most recent planning town hall, I’ve never felt more unmotivated working for 3M. SVP of planning is woefully under-qualified to be leading this global organization. The future is NOT bright at 3M with him in charge.

There’s a lot of unfounded rumors on here. And although I understand, I might not be privy to all the information - I also am not a fool and I’m aware of this process.

I’ve seen SVP’s in some groups where I’m like. How did this person cobble together brain cells to get out of bed in the morning. One particular gentleman will drop nuggets of wisdom that are more like tu-ds. Using physics analogies, but they’re all incorrect while I’m sitting here with a physics background. Then there are other senior directors that I found out their pay is somewhere about the 300 K band on just base and they’re the biggest waste of air. Then there are plenty of EVP’s there are nothing more than leeches.

Personally, I have not been reached out to you to give a list of employees. However from experience and from others this is how you would do it. First pass all the rank 5 and 4 are safe (we will come back to this). You start in the bucket 2 and 1. If you’re a 3 it’s not about performance as the vast majority is this bucket, it’s how like-able are you to work with and do you make your managers life easy. I know that’s unfair as some managers have vendettas against directs but alas tis’ corporate. Then after if you need more you go to the 5 and 4 ranks. Some groups will give out 5’s like candy and if everyone is a five, then no one is a five. So expect that group have a second review and both pay and politics come into view. At the end you want a lean team of high performers in the 4 & 5 bucket and then the top 70% of the 3’s. If this is giving tech company vibes - don’t be surprised if stack ranking becomes the norm for regularly oustings. The culture will get ugly very quickly.

The only positive is if Verizon gets leaner and we retain top talent then we can promote more easily. But given how shortsighted the geriatric committee is, I wouldn’t be surprised if we also blow this benefit. Cheers all

With the SVP changes today, both in the business & finance…. I can’t help but to ask myself, how are they deciding who is being let go? These shifts imply that the new leaders do not know their org structure…. Who is good/ who isn’t etc.

All we can do now is, not let our nerves get the best of us. Today just proves that layoffs will be 1. financial 2. Strategic and not personal and reflective of your abilities.

I hope everyone can get some rest after today and realize there is nothing that you can do it. Out of our hands so should be out of our minds.

It is almost certain a new wave of layoffs coming. Put all you got here on this thread. HR, EVPs, SVPs, VPs busy…

This is AT&T’s “2020 Vision” but 10 years later, and the reduction goal being 25% instead of 1/3 of the workforce. I don’t know if there will be the COURTESY of another VSP but the HCL selloff was just a slap in the face. You had people with 30 years get denied the STANDARD severance, given NO runway.

I am interviewing for a marketing position. Can someone please provide me any numbers on the bonuses that wealth management marketing receives. The salary is little bit higher than what I am making. HR mentioned the bonus % is anywhere between 25-40% of base salary. This is for SVP position.

Are we getting a handle on our activist investor? Looks like we have a new SVP under the CFO.

I’m a SVP!

Lots of talk about the CEO but no one is talking about the SVPs that must be thrilled right now, especially HK who likes to motivate people with the fear of losing their job (he has said so closed door meetings)

They know people that made it through this layoff are afraid now, and I bet SVPs are thrilled.

I’m turning over many decades of sweat equity to those of you who will take this firm into the future. I trust you - my friends, colleagues and those I’ve been blessed to lead during my career I trust you to do your best to lead as you were once led… to maintain a sincere focus on client branch and associate centricity. I have a heavy heart today - and have for months You have been handed a cr-p storm to survive and thrive through- And I thank you in advance for all you have and will continue to dedicate to the firm. My LP earnings thank you too. I accepted VSP and will be here for a few months. Whatever the firm expects of me - I know my primary focus will be on being present for my friends and peers. I’m a senior level leader today, however my current role doesn’t exist in the reimagined Jones. I have given so much to the firm - and it’s given so much to me It’s time for me to move on but it still feels surreal I had anticipated retiring from here in the years to come But I now get to reimagine my future - as PP would say “I exercised my agency” to say I’m ‘done’ (along with a few other four letter words) I’d rather get to reimagine my future for myself than continue to be subject to the Russian roulette career development that I have experienced the past several years

My heart and prayers are with all of you tonight I know we are all hurting And yes my prayers are with PP too - no matter how I feel about what’s occurring , she is human too.

In case anyone else needs this tonight —— I am listening to music and the new Mercy Me song just came on “Trust the One” Helped lighten my heart a little. Regardless of your faith - if you listen to the song and think of your personal higher power , maybe it will help this evening

Standing in the midst of tears, grief , fear, sadness for others and a glimmer of hope that more is to come for us all - those of us moving on and those of you left to do the heavy lifting. Life is bigger than EJ Prayers for all of us

FIS has developed a structure where the ratio of management roles far outweighs the size of the actual technical teams. Over time, this has led to many highly skilled technical contributors leaving the organization, while a significant number of non-technical leaders have been added at the SVP, VP, Sr. Director, Director, and Sr. Development Manager levels. Much of this work could be more effectively coordinated under a strong, technically proficient project manager. In its current state, even senior leaders such as Stephanie may not have full visibility into which teams are truly driving delivery and creating measurable value for the company.

74 Associate Fellows
8 Fellows
16 Distinguished Fellows

Where is the innovation?

In a town hall he said something along the lines of "this next year will be just as hard as last, I can't do anything about your pay, but how often do you get to be part of such a big opportunity?"

Does anyone have more details or confirmation he actually said this?
How out of touch are these people?