#company

https://betanews.com/article/why-is-ibm-sneaking-around/

Seems like another way to combine and cut eventually

There is no safe haven for anyone regardless of region. We will see.

We all know the bank changed the severance package last year. But I’m hearing from long time employees that you’re able to negotiate a longer severance.
Is any of that true?

Is the company profitable? The stock seemed to tank and not go up at all.

You guys got it all wrong. It’s all about saving the youth from isolation. Fighting traffic, fighting for office space and waiting for the next round of layoffs is needed to save humanity! See and hear for yourselves. :-(

https://www.wsj.com/video/series/wsj-leadership-institute-leaders/why-atts-25-billion-plan-demands-a-new-corporate-culture/91BB8221-DDDA-49CB-B565-5356447B351F?mod=WSJvidctr__pos0

I heard OPTUM is to win a contract. Does anyone know if they won the contract to advocate for Veterans/Active Duty?

Sh*t is happening today.

All tech shares saw a drop today. But SAP's is a small drop in the bucket. Wait for the 29th when the quarterly financial results are out and you'll see how much faith investors actually have at SAP.

Investors are realizing two important things: (i) that SAP is abandoning its core revenue generating businesses for stupid AI features that do not work and no one wants to pay for, and (ii) that SAP has no real strategy to grow the company revenue. They're only focused on saving some operating costs using layoffs and by cutting down on employee salary budgets and benefits. But there is no real plan to make the company more profitable. There are better companies to invest in and that's where shareholders are focusing their wealth.

Also there has been a talk between SAP executives to restart share buybacks. Maybe that's why some of the millionaire executives are dumping their shares.

An on point post from @a9+1keyr10dv.

I know someone here knows? I'm reading something about a "new jersey server failure" in some news articles.

Today was rumoured to be a large RIF day. No news thus far.

Verizon’s Recent Outage Exposes a Deeper Problem: Treating Operations as a Cost Instead of an Asset

Verizon has long positioned itself as a leader in network reliability and resilience. However, the company’s most recent network outage has raised serious questions about internal priorities—particularly following Verizon’s decision to lay off approximately 13,000 employees last month, many of whom came from operations and technical organizations.

While Verizon has not officially attributed the outage to workforce reductions, the connection cannot be ignored by those familiar with large-scale telecommunications operations. Network outages are rarely caused by a single failure; they are the result of systemic conditions that develop over time. Staffing decisions—especially within operations—are one of those conditions.

Verizon’s Network Runs on People, Not Just Infrastructure

Telecom networks do not exist as static systems. They are living environments that require constant monitoring, tuning, and intervention. At Verizon, this responsibility falls primarily on operations teams—network operations engineers, field technicians, escalation specialists, and incident managers.

These teams are not peripheral to Verizon’s business. They are the business.

When experienced operations staff are reduced, remaining teams inherit:
• Larger spans of responsibility
• Slower response windows
• Reduced redundancy in expertise

Over time, this weakens the network’s ability to absorb and recover from disruptions.

The Overlooked Consequence of Verizon’s Layoffs: Talent Disengagement

The impact of Verizon’s layoffs did not end with the employees who were let go. Among those who remained—many of them high performers and subject-matter experts—a different effect emerged.

Fear.

Highly skilled operations professionals began reassessing their future:
• Some actively started searching for new roles
• Others secured positions elsewhere and left quietly
• Many stayed, but with divided attention and growing uncertainty

These are often the individuals who carry critical institutional knowledge—people who know how Verizon’s network behaves under stress, how legacy systems interact with newer platforms, and how to prevent minor issues from escalating into outages.

When these individuals become distracted or disengaged, network reliability suffers, even if headcount numbers appear sufficient on paper.

Operations at Verizon: Viewed as a Burden Instead of a Strategic Advantage

A broader issue underlies this situation. Like many large corporations, Verizon has increasingly treated operations as a financial burden rather than a strategic asset. Operations are often categorized as “non-revenue generating,” making them frequent targets during cost-cutting initiatives.

This mindset is fundamentally flawed.

At Verizon:
• Operations prevent revenue loss
• Operations protect brand trust
• Operations ensure service continuity for millions of customers

Without strong operations, every other investment—5G, fiber expansion, edge computing—rests on unstable ground.

Why Outages Become More Likely After Cuts

Network failures are rarely instantaneous consequences of layoffs. Instead, they emerge after:
• Knowledge gaps widen
• Response teams become understaffed
• Early warning signs go unnoticed
• Decision-making slows under pressure

By the time an outage occurs, the root cause is often months old.

For Verizon, the recent outage should not be viewed as an isolated technical event. It should be understood as a predictable outcome of deprioritizing operations.

A Critical Moment for Verizon

Verizon remains one of the most capable telecom companies in the world. But long-term reliability depends not just on technology investments—it depends on the people who design, operate, and protect the network every day.

If Verizon wants to uphold its reputation for reliability, it must reassess how it values operations—not as a cost to be minimized, but as a core asset to be strengthened.

Because in telecommunications, operations are not overhead.

They are the backbone

What happens if you're on PTO on the date they are notifying those who will be laid off? Will they just wait until you return to spill the beans?

Was just told by my coach in Maitland it’s official. Just waiting for the emails to go out now! Godspeed everyone! And fu-k T-Mobile and what they did to us! We won’t stop! We just Did!

Barnes & Noble will open four area stores in the Chicago area during first half of 2026, with the Loop flagship launching in June. The company opened 58 locations in 2025 and plan 60 more stores for this year.

When separating from WBA, market cap for the combined WBA was worth 8 billion. After they separated into individual companies like Walgreens, Boots, Alliance, Village MD etc, how much do you think just Walgreens by itself is worth? I don’t think it would be simply divide by three. Walgreens might be biggest out of all and do you think might be worth at least 4 billion out of 8 billion? If the WBA stock was still trading, would it be like $5.5 (half of what it was during buyout)? If that is true, would Walgreen’s current market cap be around 2.5 billion?

Just turned in my resignation. I'll really miss the team, all of them are great people. This company itself is a completely different story, though. For anyone else feeling stuck, there are better options out there if you are persistent in looking. Wishing you all the best going forward.

What’s happening in Florida—are cities like Jacksonville, Orlando, Tampa, and Miami now on the block to move to Texas? Does anyone know?

https://www.businessinsider.com/citi-jane-fraser-memo-old-habits-performance-job-cuts-transformation-2026-1

Is there any activity going on with cuts in the UK business?

Were Dell at CES this year? I've watched a few YT vids about CES and Dell featured in exactly zero. I know JC made some speech about effing up but no product vids.

When growth fails under Mike G, ‘follow the sun’ becomes a slogan not a solution.”

How many customers will defect??

https://www.insidermonkey.com/blog/phoenix-education-partners-inc-nysepxed-q1-2026-earnings-call-transcript-1674744/?utm_medium=referral&utm_source=msn-news#q-and-a-session

To all the people on here complaining about RTO—you are wasting precious time and energy. Don’t waste your efforts whining on here to a group of people who, to be honest, 90 percent don’t give a damn about your problems and the other 10 percent is glad you got you got ‘em. Don't live with the dogma of other people's thinking. You decide what your limits are, or if you have any limits at all.

My cousin’s company issued an RTO mandate a while back. Do you think he took to an internet message board to complain and seek pity? Nope. Not a chance.

He mocked up a concept for a small mechanism for his desk. I think it was a printed circuit board with a slot for his work access badge, connected to a small remote radio unit (it was a cheap RRU from the web) and some kind of signal repeater with a diffuser which made the system think he was on site 24/7.

When they asked him about it, he played d-mb. Then instead of complaining, again he went and improved it with an integrated I/O switch, a battery backup unit with uninterrupted power supply (BBU/UPS), and a linear encoder so the signal output run time was limited to a max of ~65 hours weekly. He tweaked the battery size and a few other design features so that he only has to go into the office once a month for routine maintenance.

My point is sometimes it is better to tap into your creative side than it is to moan and whine on the internet. With the time and effort some of you guys have invested complaining and ruminating here, you could have had 2 or 3 prototypes assembled and tested.

Update: They made him a partner/principal at the firm about 2 years later.

Dan, we pay for the phone to always work. It’s a cell phone company. You had one job.

People likely passed away today without taking to their loved ones for the last time because you failed as a leader. There is a human consequence to inept leadership.

"The issue isnt the RTO. Its the inconsistency of the how it's applied. Some entire teams and some teammates remain remote despite the mandate. Others have assigned desks and don't show up at all? Yes this is still happening. Others coffee-swipe and are back at home by 9:00. Some leave (they don't even sneak out) at noon. MEANWHILE other teammates are required to RTO 5 full 8-5 days"

All the silly posts in this site talking about "staging a protest" with picket signs and masks and cr-p is honestly so cringe and stupid.

In years past when they attempted to enforce a RTO policy, everyone just collectively ignored it, and it went away. That's it. That's all everyone had to do, and it required absolutely no extra effort. Whether that happens again this time around or not, I really don't even care, but I'm not complying regardless.

They can go ahead and fire me, I am not at all worried about it. Ya have until May to have a different option lined up anyways. I'm sure they already expect 10% of the workforce to quit and/or be fired, but probably not 25-50%.

Either way, I'm going to do what I've always done and just ignore it. Not really a big deal.

Just wondering how everyone did with their comps this year?

Will this apply to all teams, or will some remain fully remote? I’ve heard it applies across all departments.

GoDaddy is undergoing significant layoffs that cut across multiple functions — sales, engineering, and leadership. This isn’t just a small adjustment; it’s part of a larger restructuring that reflects the company’s current instability and shifting priorities.

Employees across different levels are being impacted, from quota‑carrying sales reps to technical engineers and even senior leaders. The breadth of these cuts suggests that GoDaddy is not simply trimming excess headcount, but rather redefining its operating model in ways that will reshape the culture and future direction of the company.

For those inside, the environment feels uncertain. Compensation plans have been changing, transparency has been questioned, and now entire teams are being reduced or reorganized. These layoffs are hitting both revenue‑generating roles and product‑building functions, which raises concerns about how GoDaddy plans to sustain growth and innovation moving forward.

Externally, GoDaddy continues to present itself as a global brand with strong market presence, but internally, the reality is different: morale is low, trust is eroding, and employees are left wondering what comes next. The fact that leadership roles are also being eliminated underscores that this is not just about performance management, but about a deeper strategic reset.

If you’re considering opportunities at GoDaddy, be aware of the current climate. The company is in transition, and while it may still offer brand recognition and scale, the risk of instability is high. For current employees, the message is clear: prepare for change, advocate for transparency, and recognize that the company’s priorities are shifting rapidly.

Time to make our voices heard folks. Let's pick day(s) to gather outside The Tower at 5pm. Wear a mask, bring your signs. Let's let the a--holes know.

Today I notice a big drop in share price...

Any hint on the cause ?

Randomly heard recently that IT had a trip with a contractor to (of all places) Fiji to try and find some more low cost resources. Did any of y’all get invited to that trip?

Some quick Google searches show that it’s about 1/3 Cost of Living (COL) compared to Charlotte, so that’s somewhat understandable. But considering the time zone differences with all the other sites, how the heck are we supposed to have team meetings? Or is it only connection via email with no chance of getting global meeting's with existing teams in US / Europe / India.

To ATT Execs about closing down Atlanta.
Nobody told them about Badstreet USA!