#employeerelations

They're either being laid off or pressured to quit. I don't know what an advantage of getting rid of the best part of your workforce could be either in the short or the long run. Shouldn't we be making sure they remain here? Isn't that what a good company would be doing?

Does the new cohort of managers know that fear-based management is not the only one in existence, and that it certainly isn't the one to result in highest productivity? I swear, the more somebody yells at me, the slower I do my job. Intentionally. These "leaders" need some lessons in people skills.

Major layoff rounds don't scare me. Those come and go and by the end of them we know where we stand. It's the constant silent layoffs that are destroying me. They can happen at any moment to any of us. That's the real problem with T. That's what's making me lose sleep.

I need to relocate my family of 4 to hub in 2 months. My spouse has lost her job recently and going through tough time emotionally. Anxiety is taking a very big toll on us and I don’t even know where to start with the move. So much to do to in terms of paperwork and I feel like heading to a psych wardl. I need more time to move but HR won’t agree.
Can anyone share their moving experience?

After 20+ (mostly hellish, but somewhat productive) years at Centene, I had the misfortune of being re-orged under a Sr. VP that had no idea what anyone's background and contributions had been over the decades, so I and some others were shown the door in layoffs a couple months ago. I came across this article today that lays out perfectly how the last 20 years have been for a lot of us:

https://www.msn.com/en-us/news/world/gen-x-doesn-t-want-to-work-and-their-reasons-actually-make-sense/ss-AA1VYmbT?ocid=msedgntp&pc=W069&cvid=6a1dd379fcb443ba814542eb7b86d0fe&ei=107#image=1

Slides 16 (Corporate Culture Prioritizes Appearance Over Measurable Results) and 19 (Performance Reviews Emphasize Arbitrary Metrics Over Actual Contributions) really hit home, especially this from slide 16 - "Elaborate presentations mattered more than project outcomes. Workers who delivered results efficiently got overlooked while colleagues who mastered workplace theater earned promotions."

I have never seen a company waste so much time and money on worthless slide decks that are forgotten immediately after they are delivered. If you totaled all the wasted manpower in terms of the salaries of the people that had to drop everything they were doing to work on a deck for some muckety-muck that was coming to town or wanted an update on something, I would venture it is in the hundreds of millions of dollars in wasted salaries over the life of the company.

Anyway , time to get back to figuring out how I want to spend the rest of my career. I promised myself it would be doing something that provides meaningful, measurable, tangible results, so going back to Centene is off the table.

Leadership seems to need a decoder to comprehend the results, so here it is.

The negative survey results are not about healthcare perks or wellness programs no one uses, they are only about RTO and the lack of flexibility.

“I am proud to work at AT&T”


Once true. No longer. Public perception has deteriorated, and when people outside the company hear about the five-day RTO policy, the lack of any real collaboration, and the absence of assigned seating or co-located teams, the reaction is disbelief. Pride erodes when policies feel performative instead of purposeful.

“I would recommend AT&T as a great place to work”


That answer is now clearly no. A mandatory five-day RTO policy for roles that historically had been remote before COVID and can be done more effectively remotely is an immediate dealbreaker for modern workers. The policy alone makes the company undesirable and uncompetitive as an employer.

“We trust the leadership decisions”


Trust is broken. Loyalty is dead. Employees do not support the financial decisions that destroyed value, nor the RTO mandate that ignored clear employee feedback. Trust cannot survive when leadership consistently doubles down instead of course-correcting.

“The company provides opportunities to support career growth”


Opportunities are narrowly concentrated in Dallas, with limited mobility elsewhere. For a national company, that is a self-inflicted constraint that unnecessarily caps growth and retention.

“Our policies and systems support me doing my best work”


They do the opposite. The five-day RTO policy actively reduces productivity, and many internal systems remain outdated and inefficient. Physical presence does not compensate for structural friction.

“The company cares about my health and well-being”


Employees feel burned out, mentally and physically, largely due to excessive commuting and rigid mandates that add stress without any benefit to the company or the employees. Well-being is not addressed by pushing unused benefits or wellness messaging while ignoring the root cause repeatedly identified in feedback.

“Do you feel changes have been made as a result of prior surveys”


No. In fact, the opposite. Employees explicitly opposed three-day RTO in the last survey, and leadership responded by increasing it to five. Feedback was not just ignored, it was contradicted. The disappearance of the prior third-party McKinsey survey results only reinforces that perception.

Did I miss anything else?

The pattern is now set and clear. Instead of addressing the core RTO issue employees are raising, leadership deflects with ancillary benefits and BS messaging. That approach feels like gaslighting, and not listening. So why should I even bother taking this next one?

If leadership truly wants different survey results, the solution is not another email, benefit rollout, or talking point. It is addressing the one issue employees are consistently, overwhelmingly, and clearly raising.

Flexibility. Trust. Results over “presence”.

That is the message of the survey, whether leadership wants to hear it or not.

Has anyone been told they are getting a new title even if they haven't applied for anything or requested a change?

Like it’s getting to the point where they are counting how many times I’ve reached out for assistance in a multi month period. For the record these were assigned cases that were rare scenarios I hadn’t come across yet and neither had they lol. I was told i apparently reached out for assistance about a dozen times over a 2.5 month period. lol whatever

Has anyone else’s 2026 RSU grant been awarded yet? My compensation statement said it would be on May 29th. I’ve not received any emails regarding accepting the grant.

Does it take a few days? Maybe I’m not recalling the timeline correctly.

Hey, we used to have a pretty good way to track headcount, they stole that from us and the current way I think is not accurate at least for me.

Does anyone have a semi accurate headcount?

Site in Limerick has lost it's buzz entirely. First time I've actually felt an unease about it's future & I remember the 2009 cull.

Anyone else hearing that there is a small layoff planned in the next 2-3 weeks?

Infosys is the absolute worst. None of the promises have come to be. They have no idea of what they are doing unless the goal is to destroy the business by running off customers due to their terrible performance. They are extremely difficult to communicate with and they lack basic critical thinking skills. Finally they are lazy and lack any sense of urgency. I wish I would have received a severance package because this nee reality is agonizing.

BNY Used RTO, Performance Reviews to Cut Jobs: Ex-Staffers

The firm has consistently reduced its headcount for the last six quarters, regulatory filings show. Former employees told Ignites how they were pushed out due to unexpected poor performance reviews and forced relocations without benefits.

When will the Voluntary Separation Plan be offered to U.S. employees? Is it available to employees in all roles, or is participation limited to the sales organization?

Anyone else not getting paid c suite money is a part of the brokie class. That includes the d-mb white men that hates everyone and thinks they deserve more. There is no DEI garbage anymore after trump took over. Anyways, 200k a year in this economy is fu--ing nothing and you aint sh-t to be talking down on someone. If you hate indians, asians, or women, do something about it pu--y and stop being on this thread.

Oracle is reportedly undertaking its largest-ever layoffs. A report on Blind alleges the company exploits loopholes. Internal systems show hybrid workers reclassified as remote. This reclassification aims to avoid the WARN Act's 60-day notice. The post described this action as 'morally bankrupt'.

https://inshorts.com/en/amp_news/oracle-exploiting-loopholes-to-avoid-staff-benefits-amid-its-largest-layoffs--report-1780299406240

What’s happening? It seems like every day there’s a new LI announcement with someone leaving.

Pretty please? Aren't they supposed to make our jobs easier instead of harder? Why is NS determined to just promote or hire completely incompetent people? Why?

The last RA included one of my older teammates. The guy knew this place inside out as he's been here for a couple of decades. He was not pushy, didn't clamor for raises or bonuses. I don't know if he ever took a sick day. At least I didn't notice. He was also probably our most productive employee. So if IBM is willing to get rid of somebody like that, there's really nothing any of us can do to ensure our safety.

Are your managers encouraging or discouraging taking your half day Summer Fridays? With all the layoffs, I have more work than I can handle as it is.

There were plenty of rumors, has anything been confirmed?

At some point, there needs to be real transparency around bloated administrative layers and whether they are creating proportional value. The people building, selling, supporting, and moving the business deserve a fairer share. Every company is flattening. If Cisco does not do the same, it is only a matter of time before employees, customers, and the market start questioning Cisco’s relevance.

Well said, @cp+1kr4j9r3b.

Oracle co-founder Larry Ellison: "Citizens will be on their best behavior, because we’re constantly recording and reporting everything that is going on". It seems SAP is going in the same direction.

Our uptime on MS Teams and meeting time is already tracked. Management has also started to track browsing behavior using WalkMe which is now installed on all SAP computers. An HR colleague told me that they also tracking how often we come to office and work from home. And HR is discussing with the Betriebsrat how to connect these with Performance Management. And they are planning to trial AI cameras at some offices that will show how much time different colleagues spend in meetings and on their computer and lunch. All of this "surveillance" was included in new SAP policy updates.

Truth be told, I don't like this at all. The idea that I might get less appraisal and bonus because I had more wfh days or less Teams meetings than colleagues is appalling. A lot of work and meetings we still do are offline and that cannot be captured by these AI cameras so well. All of this seems so dystopian but several tech companies are copying Oracle and want this now.

https://www.techtimes.com/articles/317527/20260601/oracles-30000-layoffs-enter-final-phase-sign-release-forfeit-severance.htm

The recent quarterly meeting Q&A made one thing undeniable: management has a severe employee trust deficit. With this morale, getting 2-digit growth rate is impossible.

Do anyone feels like the load is increasing day by day. More tasks been included

We’ve become a joke. A punchline. At this point, I wouldn’t even be sorry to turn my back on this place.

Take your books and go small / independent while you can. HO will say the AI tools are to help you but they are studying you and will automate you. They watch your habits and clients closely and are making FA agents now. They will squeeze the ranks, push you into team offices, make you use AI, build client relationship with the team generally over you personally, and push you out gradually. They think a new hire with AI can do your job for much less pay. That’s the plan.

May the odds be ever in your favor.

Not sure how to do something? Fu-k you. Got a question? Fu-k you. Need some help to understand something? Fu-k you.

Spend 2 hours researching or start a ticket and wait 5 days for a response. What a waste of my time.

How does everyone feel about their manager at Cisco? I have never had worse. The engagement pulse, the 1:1 meetings are so fake. The lack of even trying to help with a question is staggering. On the recorded team meetings you hear from managemnt “if you need help with anything, reach out”, but when you reach out you get sent to someone else or you just get a “no, not possible”. There is noone else to go to, because everyone is on the same page.

Layoff is commencing July 2 for NA region (since July 1 is a holiday)

EU and others will continue the week following. Have been told it’s anywhere from 8-15% of WF.

Good luck to all

300+‐400 VPCH...not feasible for what coming ahead...please think about us and not your wallet...we are tired, mad sick of it...pile more on us with no help, and definitely no hours given to us....people are scared to speak up i think....please re-think all the stupid labor intensive programs you people are hatching.....produce, meat..kitchen....etc...please...we are tired and exhausted ....so much shrink you people are creating....please stop working us into the ground

Anyone know how a management employee can volunteer for a surplus package?

AI is making many mistakes, especially in testing and validation. In many organizations, employees are becoming overly dependent on AI and are gradually losing fundamental problem-solving skills. AI is a tool, not a complete solution. Without strong domain knowledge and fundamentals, AI-generated results can be inaccurate and sometimes create bigger issues than they solve.

Many companies are rushing to automate everything with AI, but blindly trusting AI outputs can lead to costly mistakes, rework, and quality problems. In addition, the increasing use of AI models results in higher token consumption, growing infrastructure costs, and expensive subscription fees.

The most effective approach is to use AI as an assistant while keeping experienced employees involved in critical thinking, verification, testing, and decision-making. Human expertise combined with AI is far more valuable than relying entirely on AI.

Talked to a few hiring managers on Friday and they all echoed the same thing , the last few weeks were the toughest they’ve ever had to maneuver. Every open position was flooded with applications . multiple leaders recommending and putting referees for their own people , non stop calls and emails for referrals all against a deadline to hire before the end of May. Managers were grinding through 8 to 10 interviews a day, trying to balance candidate situations like urgent visa situations and ongoing medical treatments. So people who found internal roles during this time was due to strongest leadership push rather than the best skills. glad May is wrapped up so everyone can take a breath and move on. I am sure there is better way to do this ..

Give the keys to the people who know exactly where the useless management is. Most management is just getting in the way; completely useless. When my Dir or Sr Dir are on vaca, productivity soars! They have zero self awareness when they hold 3 hour meetings delegating pointless tasks while the ADs are trying to keep their teams functioning.