#team

When is finance team going to cleaned up with official span of controls in place. AVP reporting to AVPs, directors with 1 person team. Company wants to save money, but they cant save themselves.

I literally have to work 12 hrs a day, 5 days and on weekends 5 hours , npu team su-ks in India , do not join Qualcomm

Not layoff related, but what’s the deal with this Program?

Some people on my team it seems like it’s all they work on, and other people don’t even know what it is. I get pulled in randomly, but other than a few new policies, I’m not sure what or why we are doing this, especially with the big ROE push?

Any idea how many and which teams are impacted? They reorgd our entire engineering teams and i heard massive layoffs are coming on 30th and again next month, with 4 rounds planned as contact center is generating dozens of millions of overhead losses each year and on top of the list for 2026 cost reduction. Our VP jumped ships leaving us in a deep mess, TBH he was an a--hole and a nasty red neck type snake with a foul mouth. All Sr directors and above have been asked to provide a list and their bonus will be determined by the cost savings and offshore ratio they can show. My wife is close to a Sr director even he doesn't know how many but provided a vague explanation while asking her to compile a list

The convergence is coming to an end. Do you have any updates on what is expected to happen with the teams involved in the convergence? What about contractors? What about internal employees? And what about the International teams?

Those of you who aren't in a production based role and aren't being tracked 24/7 do you keep yourself active on teams even when you have nothing to do?

This worrying trend of "side hustles" has me concerned for the support I (won't) get from colleagues when needed.

I have emailed senior management regarding engineers circumventing their Teams statuses, mainly via scripts, in order for DXC to start looking into ways of identifying those responsible.

I doubt anything will happen but hopefully we can rid the company off these non-team players. I recommend doing the same. A few colleagues are following suit this morning and sending their own concerns.

This is one of the most frustrating teams I have worked in at CIBC. There is a strong perception that hiring decisions are heavily influenced by personal connections with certain consulting vendors, rather than being fully merit-based. Many roles seem to be filled through preferred consultancies, which raises concerns about fairness in the hiring process and how corrupt these indian managers are.
Additionally, promotion decisions often appear to favor a close circle of internal contacts, which makes it difficult for genuinely strong performers to grow within the team. Over time, this environment has led to a loss of trust and has pushed talented individuals to consider leaving.
Overall, while the work itself can be meaningful, the lack of transparency in hiring and promotions significantly impacts morale and retention.

We're the ones who keep overextending ourselves to cover for those who are cut. We do it over and over again. If we all just stopped, they wouldn't be able to do this anymore. Work wouldn't get done. There would be consequences for their actions. As it is right now, we just keep rewarding them.

Have you heard about reducing team size to 10 or less across the board?

Has anyone else seen their pipeline of work come to an end before RIFs? My team doesn't have any new projects planned to start after Q2. I assume this means we are being set up for layoffs. Any thoughts or similar experience?

Not poppycock or rumor. Asked this morning for multiple names from my 10 person onshore team. Of course they said we cant take anyone from our 35 person offshore team. OI is not meeting IOI, doesn't matter that my products are. This Jenga tower is coming down after this, already cut to the core and now this. No offense to my offshore teammates, they develop well, but dont know the business. But come on, they could absorb this offshore and be fine. Going to be losing multiple 20 plus year people that know this industry/space for ppl that have 2 years tops.

Lots of people speculating that Lead positions will be almost non-existent and Managers will have huge teams. Any substantial information there?

Any other teams having the same experience? This is nuts, I worked for a few large product orgs over last 2 decades and I've never seen it nuts like this. Oh well, maybe it's just my team, dont know.

Long story short: Our location out performs Portland and especially remote Tempe employees by miles. Everyone knows this including leads and managers. They just don’t do anything about it because the environment simply put is “someone else will do it.” - very bad perspective, but it’s true. They don’t address the lazy people because at the end of the day the job will get done.

During our team meeting today the last remark was “accountability.” Which I thought GREAT! I have literally been bringing this up to management for MONTHS. However it took a turn when it was directed towards us…. The at/above performing location. Followed by the typical avoidant manager phrase of “you each need to hold yourself to high standards.”

Basically what I got out of it is “We know people aren’t carrying their weight. So that is why we are expecting all of you to carry it for them.” What in the clownery is this work environment?

What's the deal with the hiring freeze. My team has been overworked and under staffed for half the year in GRM. Is there any end in sight it's dam near May

How does HR continue to let AVPs report to AVPS and Directors with less than 6 people. There used to be span of control and that seems to be a lie.

I lost two truly competent people on my team - we are certainly going to feel it.

PORTLAND GUY DAY:

Show up between 930 and 10 as a group. Almost everyone wearing sunglasses in the office like complete tools.

Immediately take a coffee break in the Cafe with the entire group until 1015-1030.

Take an hour lunch 12-1.

Leave between 2-3 PM.

Sorry lads

Today my manager held a my 1:1 and told me he needs to me to start tracking my “activities” with how much time each takes. He claims upper leadership is wanting to get a better idea of the teams activities. We have about 8 people on our team.
Anyone else having this happen and what would you do if you did?
I’ll comply but I am trying to understand it because I get my work done in a timely manner, even with the additional items I have taken on and been asked to perform.

Heard a rumor it is higher for some teams versus others this year? e.g. EMTECH?

Today, I must have spent 2 hours with 6 different people about the new 60 percent requirement and making almost everyone non compliant since we were all doing 11 days.

Can you imagine how much GK wasted bank resources with this day care monitoring?

This is going to be talked about for a long time, wasting bank resources with this.

And managers will waste more time monitoring and coaching people, i.e., having to write PIP on their best performers. I am sure most managers hate this and just care if people are working, not where they work

caste system policy from a person living in 4 seasons hotel, paid by bank

Hey fellow Vteamers! I am really proud of us for completing our Google AI professional certificates and posting about it on LinkedIn for attention and praise. It’s a monumental achievement in showing to the world that we play to win by completing another company’s training materials! When my kids bring home their participation awards, I show them my AI certificates and we celebrate our accomplishments together. AI unlocks EI and makes us amazing humans. This will save us from layoff risk and differentiate us as superstar thought leaders. Yay team!!!!

We lost more than half of our team. I have no idea how things will look from this point on. I'm worried we'll be reassigned to other teams, and I really don't want to lose my remaining coworkers or my manager. She's one of the few good ones left. I know layoffs are done, but I think the aftermath will be just as bad for the rest of us.

This topic is staying. Why is the CL TV leader allowed to nothing for years?

Too many people doing close to nothing on this team and horrible morale. How long can this last?

Absolutely no governance, no scope control, constantly swapping quality of releases for quantity of how much they can squeeze in.

Senthil finally got a guy on his team who knew how to fix things. He documented all of the processes, identified break points and had built a coalition between product, engineering and test who agreed on the plan and were starting to fix things.

Gues what happened next (drum roll) Senthil decided to RIF the guy who was fixing the problems, the guy who could lower Salish’s blood pressure, the guy who could restore work life balance to engineers and testers.

No one is picking up the work. Hope is diminishing that T-Life will ever be a healthy team.

Don’t believe leadership when they say they care.

The Education Management Team is manipulating instructor time clock punches in order to turn a buck! Who do we speak with about this? They are manipulating overtime hours and making them disappear. I know HR is in it for the company and can’t be trusted.
Needing advice!! Help!! This place is toxic!

Anyone impacted from IDC fusion support? I haven't received any email or heard from my teammates, so can i assume safe this time?

Duke stunned by UConn in final 0.4 seconds. The Blue Devils are now the first No. 1 seed to lose in the tournament after leading by at least 15 points at halftime. Couldn’t of happened to a more arrogant fan base!

???

I was hired last September straight of undergrad and was pretty happy. But oh boy this wasn't how I wanted my adult life to start but here I am worried on a Saturday morning. FML seriously. I feel like an id--t for saying yes. Everyone in my team is just so stressed.

Not sure what the big deal was about me edging during a team meeting?

Does anyone remember during smart redesign there was a push to make all supervisors have 6 or more employees? What happened to that? I see so many supervisors with two, three and even one employee.

Just read this... it's giving "waffle party" energy from severance. They really think going out for coffee is going to make us ok with going in five days per week? Do they think we're stupid?

Managers who encounter resistance to RTO should help their team bond by inviting them "out for a coffee or lunch, or hold a team-building activity," Paramount said in an "RTO People Leader Toolkit" obtained by Business Insider.

Bosses who can't think of a way to unite their team can turn to AI, the document said: "You can also prompt Microsoft Copilot: give me examples of team-building activities."

"Strong relationships build trust, help people feel part of a community, and enhance well-being," the document said.