#workload

Culture, work load, etc? Asking for a friend.

Welcome to Xerox, where we tout our Fortune 500 status (likely will fall pretty soon) while changing and adding new systems for our sales teams without sufficient training, no change in expectations, increasing the pressure, disincentivizing big sales, and not fixing the things that still don't work beforehand.

Should we fix the poor Hubspot integration before adding a totally new frontend? Nah! You'll be fine! Should we fix our client facing websites and services before changing demanding higher volume of sales? Nah! You just need to execute "faster". And the list goes ON and ON. Oh, and let's dissolve the sales training leaders while we're at it so new hires are at the mercy of the sales team they are joining, thus becoming a burden.

I now have 10X more responsibility I had before without 10X the pay. Once I get my next job, I am OUT of here. I wish everyone the best.

What are the worst Intel IT apps and how do they negatively impact your work ?

I'm watching team after team get carved up and wondering when this becomes unsustainable. They keep cutting deeper, and everyone left is just expected to absorb the rest. No one's asking if the work still gets done, or who's going to be around to do it. I keep waiting for the breaking point, but maybe we're already there and nobody's willing to say it.

For anyone that thinks you aren’t replaceable, ponder this:

How many employees does UHC/Optum ‘really’ need to run business for jobs that can’t be automated or OGS to complete? C&S (Community & State) and a few E&I (only if US employees are required per their contract).

Whatever your answer is, cut that in # in 1/2. Once cuts are complete in Q1 2027, remaining US FTEs will be doing the work of 2-3 employees. Think not? It’s already happening.

A few questions:
How many layoffs have occurred in 2 years? How many teams disappeared?
What happened to their work?
Which depts absorbed it or was it considered irrelevant?
How many GL30+ have left in 2 years?

Is anyone else doing Cliff Bars? Great lakes region. We start mid April. More work. Same pay

Microsoft is more bloated than other FAANGs, and is packed with legacy enterprise .NET devs - a skillset that is irrelevent in the AI era

Was told by a designer tech 4 that all DT4’s were told they would no longer get double time for working Sundays, can anyone confirm?

The newest CHRO’s Post-it wisdom says:

When we stop trying to be everywhere, we finally give our leaders the space to be innovative and quick. Speed doesn't come from more eyes on a project; it comes from fewer, more decisive ones.

Yet - we are drowning amidst all the things that have to get done - with a crippled team who does not know anything because the experts are gone. And she comes up with JOMO.

In what world she is living?

SMH

Seems crazy. But it's Fiserv. If true, survivors are sc--wed. Some teams are already on life support.

It’s coming …

30 day PIP process, based on DAPR numbers not CCRS. Takes one month of lackluster results, and 90 days to get off. Even if you hit the quarterly number, a single monthly miss puts you on a written. Have fun trying to take vacation or any time off.

R2B moving out of stores, managing the biggest demographic, and outnumbering Mid Markets 2:1. Open reqs for Mid Markets continually closing and reopening, no new hires.

Full calendars of nothing but blitz calls and zero focus on anything but "growth" via new logos and phone adds. Calendar filled up for 10hr, and being told by Sr Managers and Directors that we need to "sacrifice" to hit the number.

It has been a fun ride. Hopefully it ends in some severance packages and not just managing everyone out with asinine policies.

A lot of economists think the 40 hour workweek is outdated because it was designed for factory labor in the early 1900s. Today most work is knowledge work, and studies show productivity often drops after about 30–32 hours. The 40 hour work week was designed to keep you tired and to control you.

How is Intel more efficient when I spent all 8 hours today approving entitlements for people in this AGS system. Is this efficiency?

Approvals take weeks, crashes are daily, and we're all just clicking through junk pretending everything's fine. It’s embarrassing and exhausting.

Now the people left are doing twice the work. Every single day.

Fellow employees, how are you all getting along in the new org? How is the work load? My personal experience is pure he-l to be honest. Triple workload and chaos from management. This may be just my own experience, so I’m hoping to get an idea of what you all are experiencing.

Do not come to T-mobile especially if you would be in the northeast region. Your job will be threatened every day. Your Salesforce will be monitored and if it doesn't match your outlook you'll be threatened again. But there will be a lot of job openings cuz everyone is leaving.

When was this 1975? Of course you did because there wasn’t the technology. Why would we go back to this?? Boomer

Heard from a reliable source a supervisor at NS told me that upper managment says next step NS/UP wants is to have all Carmen and Loco dept work 12hr shifts 5 day a week at all locations, some location are already starting to switch to over to this, they will be looking to fired about 20% of each department for minor offenses even if it they know people could fight to get there job back, they will try and delay each arbitration for 9 month to 1.5 years, thinking most of the people will find a different jobs and not return even if arbitration does win there claim.

It has never been this clear. The constant stress, the worrying, the intentional withholding of information, all of it feels designed to push people to the edge until they finally say fu-k it and quit. If they can get enough people to simply walk away, it saves them a lot of money. At this point, it is hard not to think that this is part of the plan.

@@@This isn't Ivan or Lowell, Dan will hire 3rd party before u @$$ hits the door on 8/1.

Smarten up!!!

Let me run through the state of things. Talented staff are quitting. The ones who stay aren't keeping up with inflation. Some are getting let go anyway. Those of us left are doing triple duty. Clients feel the drop in quality and they're letting us know. Simple requests become week long projects. And to top it off, we've got contractors who don't know what they're doing and don't care to learn. A few are good. Most aren't. This is where we are.

I've become one of the twenty percent who carries the load and I'm now thoroughly exhausted. The other eighty percent show up, do the minimum, and clock out. I work late, fix problems, keep things running. I want to leave but I've got too much built up here. Years of vacation time, a team that depends on me, a family that needs my paycheck. Plus, the job market feels risky right now. So I stay and burn a little more each day. It's a terrible spot to be in. And to think, Nike was considered a great employee once upon a time.

Finance is now a complete joke. Management does not know the inefficiency of these endless forecasts, scorecards, and endless requests on a daily basis. This new op model is half baked at best. They know not, nor care about the chaos they created and how much work it will take us to unravel and produce these on a regular basis. F it. F them. F this new op model. Whether or not this sh-t show is by design to make us quit is irrelevant. It is completely unsustainable and we will be forced to quit for our own sanity. Most of our time is spent trying to get clarity and not on value added work. What a waste of time. People at the top should be held accountable.

My team is down to nothing. One more loss and the whole thing collapses. Two roles were highly specialized. Never backfilled, never even discussed. Workload's a mess, skills are missing, and no one cares. Okay, fine, cut if you must. But could there at least be some thought behind it? Or maybe fix things afterward for once?

I've noticed a significant shift lately. There's a huge focus on tracking work instead of doing it. We spend hours building decks to show productivity while actual tasks sit waiting. Meanwhile, there's a push to reduce small benefits that made the place at least tolerable. Sadly, the people who suffer most are the newer hires. They're thrown into projects without any real guidance because the seasoned leaders are too buried in administrative work to mentor anyone. It's a frustrating way to run things.

Fiserv’s latest “innovation” is making everyone track their daily location for tax allocation. Because obviously what we all needed was another pointless workflow. Nothing like turning basic payroll into a DIY compliance project. If this is efficiency, I’d hate to see complexity.

Despite all the promises, the workload hasn't changed after all the layoffs. If anything, it's gotten worse since morale has tanked and many of the remaining employees are burned out and have given up on putting in the effort. The fact that there's less people to cushion the impacts of the folks who've always been lazy regardless of staffing levels doesn't help at all either.

I feel like an id--t for being so proud of my work ethic and working way above my pay grade for so long. I love my job, I really do, but things are continuing to spiral and I'm so, so tired of working my a-s off everyday when I feel neither valued nor respected.

If I'm probably going to get laid off within the next couple months anyway, why should I keep doing the work of 3 people? I might have to join the horde of people coasting until they give us a package or at least just stop the paychecks.

Found this out from a reliable source

Workplace Excellence Compliance Changes effective 4/1

• Planned communications: 3/10 employee email

• Anyone in an assigned office - updated expectation is 4 days in the office

• Everyone else - expectation is still 3 days in the office, but no consecutive WFH days. Friday/Monday is considered two consecutive days (so in office Mon-Tues-Thurs; or Mon-Wed-Fri etc)

• When in office, expectation you work a full day in that office

• External new hires - expectation is 4 days a week in the office

Pip process moved to 30 days. 1 month of not hitting 80 and bam your on a pip. No room for error. Oh and don’t forget if you don’t hit 50% of your INSANE phone quota you go straight to a written. Oh and theres more! 30 days to get on a pip BUT 90 days to work yourself off. Idk but seems like they want us all out for some reason. Make it make sense.

Curious how everyone's workload has been since the cuts. It's been long enough to know the real impact. My team lost just one person, so it's been manageable so far. But I wonder how teams that got cut in half are doing. How bad is it?

Between reducing OT making it virtually impossible , not enough staffing and AI taking over 😒

BOA is known to layoff hardworkers more than those who don't do their fair share of work. I have been with this bank for 28yrs and witnessed so many good workers who always did what was expected of them within their role and more. While the slackers tend to remain left behind. This has resulted in questioning why should those who are always willing to do more than what they are expected continue to do so and let those responsible for doing certain tasks do their damn jobs.

How many of you have a manager that is always meddling into other teams responsibilities and expect their own to do other teama work oppose to reaching out to those teams to do their jobs? I'm so fed up because I see a few managers that I interact with do that and to me that is crossing boundaries and disrespectful to other managers.

At the end of the day those leaders meddling tend to be the ones to get let go from what I have seen in the past.

No hikes in near future. AI assisted coding but results in work extension. Where is motivation, everyone has limit. But I feel they will put on track with structured layoffs.
Don't know when, hearing ratings gathered, restructuring in progress. Anytime soon in couple of months

It's nearly impossible to keep up with the workload. My team lost more people in the latest round. Does anyone actually consider whether teams can still function when making these cuts? Sure doesn't feel like it.

They think they can run the whole store on skeleton crew indefinitely. It's just a matter of time before all of us just stop showing up.

I’d pay to see leadership try handling this workload for even a few weeks.

I'm so tired of this cr-p. They keep layering on expectations while continuing to shrink support. At some point, the math just stops working. I'm done even trying. I might get fired, but I'm not a magician. It is what it is.