#morale

Spent years giving my all, and now all the constant chaos and cuts have destroyed any motivation. Leadership keeps getting rid of people and acting like we can still deliver miracles. I’m done going above and beyond just to see it wasted. Every task feels like a battle, and my patience has finally run out.

First of all, why? Second, how do you get through the day?

With the latest major round behind us, do you feel like you can focus on work or are you already thinking about the next round? I'm in the second group. I'm at the point where I can't relax even the day after the layoffs are done, since I know more will be coming. It may be in a month or in six months but that makes no difference. This job is now a permanent source of stress.

This is my third carrier in 10 years and by far the most clueless organization I’ve ever been part of. Too many of the tenured managers don’t care anymore and that seems to be problem 1. Best of luck to those who remain. 2 years has been enough for me.

What else is there to say? This probably won't be the last 'adjustment' in the near future.

Has it always been this bad? Internal processes that are archaic. No defined method of project management disorganized chaos and slide decks Webex, Slack now Teams just choose one for sake of my sanity!! Jira ticket after jira ticket and throwing over the wall mentality.
I will be glad to leave this dreadful company.

Big day ahead, and I know a lot of people are nervous. Just wanted to share a few reminders that might help if you get pulled into a tough conversation today:

• Don’t feel pressured to sign anything right there in the room. It’s normal to want time to read things over — ask to take it home and review.

• Ask for clarity. If they’re making a change, it’s fair to ask: is this being treated as a layoff, termination, or resignation? Having that clear helps avoid confusion later.

• If offered a different role/pay change, make sure you understand exactly what happens if you say no. Ask them to put it in writing.

• Don’t say “I resign.” If you’re being pushed out, keep your wording neutral. Let them label it, not you.

• Keep your own notes. Write down the date, time, who was in the meeting, and what was said. Some people use other ways to capture what’s said, but at minimum, detailed notes right after the meeting can really help.

• Take your time. Signing away rights or making a big decision under pressure usually helps the company more than you. Give yourself breathing room.

Whatever happens, you’re not alone in this. Look out for yourself, lean on friends, and take care of each other.

Keep the pressure on them. Make sure your voice is heard. The survey results and public shame are not going well for baldy. They want you to shut up and fall in line like sheep. Don’t do it! The more you speak up the sooner change will come.

Heavenly Father, I lift up my fears and anxieties about our jobs and the future of Edward Jones to You. Please grant us peace that surpasses understanding and help us to trust that You are in control. Deliver us from fear, and fill us with Your perfect love that casts out all fear. Be our rock, fortress, and protector during this uncertain time. Help me to not become so focused on my circumstances that I neglect Your blessings. Lord, help me to remember that my identity is in You, not my job. I trust that You will provide for me and see me through this difficult time. You have a purpose for me, and I choose to trust Your process, even when I don't understand it. Help me to see that this may be a difficult time, but it is not the end of the story. Help me to give thanks in all things and to remember that You are in all my tomorrows. In Jesus's name I pray. Amen

I hope and pray that everyone finds peace in the coming days. If you are separated from the firm, I pray that it is a blessing in disguise. Stay strong.

The leadership should be worried, because everybody with any options seems to be preparing to leave. I think people have had enough of this place, its toxicity, and blatant disrespect for employees. You can only push people so far before something snaps.

When will LC be fired? He's non existent and IT is a complete disaster after the re-org. Morale in the toilet and there was no plan at all for what happened after the cut 50% or more of US staff. I've heard Engine is a disaster as well. Also wonder if MW will ever show his face again to employees. Only way to hear from him is to see him talk to Wall Street Sc-m on TV.

I used to enjoy the teamwork here, but now, everyone is competing just to block each other. It’s hard to focus when it seems like sabotage and bullying are not only accepted, but even encouraged. I can't believe how much the culture has shifted in such a short time.

In your professional career at ExxonMobil, when have you been asked to sacrifice your personal integrity on behalf of management?

Easy to say than done, let's not be complacent and take action. We are ALL Replaceable and we get Pay for our Services We do NOT owe our employers. Nothing is Permanent good things come to an End at some point. Enjoy while it lasts

We cant handle a new CEO and all that comes with that.

And it’s been the best week in last decade Thanks WF for nothing but torment.

Managers these days just hover over you to ensure you sell every little bit of stuff. They are willing to slam perks to customers without finding a need. There is no trust with that kind of micromanaging. There is no integrity in that kind of managing. Employees feel like there is no trust anymore. In this kind of environment it seems the management has no trust either. Why can we not coach to a result? Why must we be micromanaged?

Hey,
After spending 24+ yrs at Oracle (recent 6~ yrs at OCI), is there any brand value for it? I do not find many recruiters reaching out on LinkedIn. Attempt to submit resume applying to jobs result in no response.

How does one go about improving response rate, get an attempt at interviews? Pl suggest.

Just checked email. No 1:1 with GP yet. Yes, I shouldn’t check today but they didn’t say a “start time”. What if they start at 7:30am CST?! And I miss the 1:1. They should have done better on when invites would be sent out. Basic communication folks.

No one cares if you're star performer, a contractor with more exceeded expectations than any entitled individuals.

Everyone knows who's going to be impacted, if you hear your manager asking "summarize pending work for end of the year", you know you're one of the individuals going to be impacted.

4 people in our own squad were told their contracts won't be renewed, worst of all the individuals who's contracts aren't renewed are asked to give KT to new entitled snowflakes who can't even understand a basic forloop or join two tables.

What a sad way to burn the legacy down of a great product area.

Each acquisition’s “plata-o-plomo” execution style has sabotaged any innovation for years. From VPs to Directors, and Directors to ICs, the only things that matter are ‘whom you know’ and ‘how long.’ Perks and positions are dolled out for being obedient to bosses and indifferent to subordinates. Arrogance and incompetence at each layer earn additional equity grants.
All he-l breaks loose when these cartels are compelled to navigate together overlapping territories—wireless, wireline, and now cloud. The manner in which power games are played could easily put Madellin, Cali, and the Norte-del Cartel to shame. Hunger Games are always ON amongst power centers of the East Coast, Valley, and Seattle. Play here is not to innovate and develop revenue-generating products but for cartels to siphon off as much as possible, as long as possible, before shifting blame to another cartel for failures.
Cartel bosses had infested low-cost offices like India with mediocre ‘yes men’ in key positions long before acquisitions. That rot runs deep now; these places provide an endless supply of cheap peddlers ready to be exploited—one goes here, many are available there.
Cross-functional Sales, marketing, and product teams are busy circling musical chairs, anxious for the music to pause. With every pause comes a new DJ and fewer chairs. How ridiculous is it to gloat about one’s outfit-dress color in an AH event? 2K+ employees had to listen to that cr-p live.
Fellow ex-compatriots, if you must continue there, stay invisible—stay low, and try not to get caught in cartel shootouts, for they will never end. Good luck, and Godspeed!

Good luck to everyone the next couple of days. Even if it turns out we didn’t matter to the person who kept telling us that the last 6 years, you do matter to your colleagues and your contributions are appreciated.

Hans went on Lewis Howes’ podcast to talk about how he leads Verizon. He mentioned writing “boss contracts,” holding 256 listening meetings, logging every hour into six buckets, and keeping a list of 39 names he checks in with.

It sounds organized, but the scoreboard tells a different story. Verizon trades like a utility, buried in debt from the $52.9B C-band buy. Growth is flat, T-Mobile is winning subs, and inside the company people are worn down by endless “transformations” and layoffs.

The podcast Hans sells habits. The Verizon Hans runs a company that’s been 3–5 years behind. That’s the disconnect.

All cherry coated lies. Built by men in boots and soon to be ruined by men in suits. Graph grinders and Remington raiders strike again.

Prior to mission one I was a part timer that usually worked close to 40 hours a week essentially a no benefits full timer. I became a FTOW in early 2023 and was one until I handed my tablet in in June 2024. One thing I say to myself is I don’t know how anybody does it. Seeing how burnt out this job made me it seems hard to understand why it’s not doing this to other people unless it is and they just don’t show it. This was definitely the worst job experience I ever had I feel like I still have ptsd from it now which is why I’m struggling enjoying my current job. This job did nothing but burn me out. Pack out the order, write the order, go through the dead stock, write the credits, leave salesforce notes, 3 packouts 3 or 4 writes all expecting to be done in an 8 hour day. No more than 40 hours a week. I went from being fun and energetic to being aggravated and drained worn out never happy depressed can’t get my mind off sh-t. Since I work full time in a supermarket which doesn’t pay great but it was so bad last year that I was willing to do anything to get off mission one but it had to be full time with benefits I run into one of the sales reps I frequently worked with in my 8 years with Mondelez and he keeps telling me how it keeps getting worse every day. Full timers quitting, everyone he speaks to saying they’re looking for a new job, more BS cr-p added to what was already there, can’t find anyone that wants to work, struggling to even get part timers the list goes on. He also told me that sales are only half of what they were pre-covid. But all I can say is after how much of a nightmare my life became because of this job I can’t see how anyone does this. I mean if this job is making anyone’s life living he-l like it did for me now’s that time to get out. Even if it means getting a job that pays the same but doesn’t stress you out as much so you can reevaluate your future better by all means go for it even if you’ll still have trauma from this terrible job for the next year. Staying here won’t make it any better that’s for sure. If I knew what I know today I would have never taken the FTOW role stayed as a no benefits full timer which would have eventually meant me getting a different full time job and not stayed on board even as a part timer. I do gig work like Uber and Lyft so I have a way of supplementing the income that I could use on top of my full time job. I was taken so much advantage of when they talked me into becoming a FTOW I felt like all I was doing was serving as life support for a dying breed and taking the work from a sales rep who had no intent to leave but was forced to either take the package or step down all because this company wants to get rid of reps. It would be much smarter to get out rather than stay and hope it’ll return to what it was. If anything mission one is mission done meaning it’ll be their exit from DSD which I’m sure if and when that comes it’ll be just weeks or months after a giant sales rally spewing a bunch of word salad at how this company “has a great future”.

Dreading the upcoming nonsense of the week ahead. More rush, rush, rush....more being overworked due to the slacking of others....more nannying and nagging by PMs who are more important in their own heads than they really are....more last minute bs that becomes an emergency due to poor planning of other teams.....i could go on for hours

After nearly 5 years here, my role is being eliminated. While executive pay has exploded, we've faced freezes and now these layoffs. It’s clear: the company protects its own interests, not ours.

The only way to secure our futures, our fair compensation, and our dignity is to form a union. A union gives us a real voice and a legally protected seat at the table.

How to Start at Edward Jones:

Our two-person branch model is challenging, but it is absolutely possible for a Financial Advisor and a Branch Office Administrator to form a union together. You are a bargaining unit.

Short Instructions for a Two-Person Branch:

1. Talk to Each Other: You and your BOA/FA must both agree you want a union. You need a majority to form one—in a two-person office, that means both of you.
2. Contact a Union: Reach out to an established union that represents financial workers. They will guide you through every single step for free and in complete confidence. They are experts in helping small units like ours.
3. Sign Authorization Cards: The union will provide cards. You both sign one to officially show your support. This is the key legal document.
4. File with the NLRB: The union will help you file a petition with the National Labor Relations Board (NLRB) to be recognized as your official bargaining representative.

This is not about being against the company; it's about being for each other. It's about getting the respect and security we've earned.

For more information and confidential guidance on how to form or join a union, please visit the AFLCIO's website on forming a union: https://aflcio.org/form-union

They can help you find the right union for financial professionals and connect you with organizers who understand our unique situation.

Let's look out for each other.

What is the Biggest threat to VZ in avoiding its downfall (open poll)
A. Trump policies
B. C level decision making
C. Employee motivation
D. Competetive threat from TMUS Hyperscalers and content providers

Since meetings have all been cancelled Monday, and my kids will be in school, I’m going to blast some music and try to stay positive while refreshing / sync my email awaiting an invite/email, and watching for a Teams IM. Maybe I’ll update my play list. Any good theme songs to listen to? I was thinking Hallelujah and Another One Bites the Dust. Perhaps Freedom?! Sigh. In reality this really stinks. I wanted to work here. I did my best. If I am shown the door then you bet I’m gonna hustle…to find a job quickly and help my colleagues impacted find roles too. Bring on the music!

I've been here for 20+ years and have been told we are safe. However I won't trust it until Wed. But even after that my heart breaks for those that are impacted. You are my family, please keep in touch as we all love you! Don't let those a--holes win, you will be stronger and be better off than those of us that remain.

I am just going to leave this here:

Verizon

• Requirement: 3 days per week for hybrid management and corporate staff
• Effective date: Day after Labor Day 2025
• Reported date: Jul 29, 2025

Rogers Communications

• Requirement: Phase 1 4 days, then 5 days for corporate staff
• Effective date: Oct 1, 2025 then Feb 1, 2026
• Reported date: Jul 28, 2025

Tata Consultancy Services

• Requirement: 5 days per week in office for US employees, immediate
• Effective date: Immediate
• Reported date: Jul 23, 2025

TD Bank

• Requirement: 4 days per week
• Effective date: Execs Oct 6, 2025, others Nov 3, 2025
• Reported date: Jul 23, 2025

Sherwin-Williams

• Requirement: 5 days per week in US and Canada
• Effective date: Jan 1, 2026
• Reported date: Jul 17, 2025

Starbucks

• Requirement: 4 days per week for corporate employees
• Effective date: Sep 29, 2025
• Reported date: Jul 14, 2025

Target

• Requirement: 3 days per week for most HQ roles
• Effective date: Sep 2, 2025
• Reported date: Jul 11, 2025

3M

• Requirement: 4 days per week for most US non production staff
• Effective date: Sep 2, 2025
• Reported date: Jul 9, 2025

HSBC

• Requirement: Managing directors 4 days per week
• Effective date: Oct 2025
• Reported date: Jun 29, 2025

BMO

• Requirement: 4 days per week
• Effective date: Sep 15, 2025
• Reported date: Jun 26, 2025

Ford

• Requirement: 4 days per week for most global salaried staff
• Effective date: Sep 1, 2025
• Reported date: Jun 25, 2025

ING

• Requirement: At least 2 days per week, one of Mon or Wed or Fri
• Effective date: Active as of Jun 2025
• Reported date: Jun 25, 2025

UnitedHealth Group

• Requirement: 4 days per week for hybrid staff in MN and DC
• Effective date: Jul 7, 2025
• Reported date: Jun 25, 2025

Amazon

• Requirement: Relocate to hubs or exit, tied to stricter in office push
• Effective date: Rolling from Jun 2025
• Reported date: Jun 18 to Jun 20, 2025

RBC

• Requirement: 4 days per week
• Effective date: Sep 2025
• Reported date: May 29, 2025

BlackRock

• Requirement: Managing directors full time in office
• Effective date: 2025 rollout
• Reported date: May 8, 2025

BNY Mellon

• Requirement: 4 days per week for most employees
• Effective date: Sep 2, 2025
• Reported date: May 1, 2025

Uber

• Requirement: 3 days per week for all employees
• Effective date: Jun 1, 2025
• Reported date: Apr 29, 2025

Thermo Fisher Scientific

• Requirement: 4 days per week company wide
• Effective date: 2025
• Reported date: Apr 30, 2025

Honda USA

• Requirement: At least 80 percent in office
• Effective date: Oct 6, 2025
• Reported date: Apr 25, 2025

IBM

• Requirement: US sales and US cloud teams at client site, flagship office or hub at least 3 days per week
• Effective date: 2025
• Reported date: Apr 2025

Intel

• Requirement: 4 days per week in office
• Effective date: Sep 2025
• Reported date: Apr 24 to Apr 25, 2025

Google

• Requirement: Hybrid 3 days per week enforced, team level strictness or exit
• Effective date: 2025 update to 2022 policy
• Reported date: Apr 23 to Apr 24, 2025

Caterpillar

• Requirement: 5 days per week for US office staff
• Effective date: Jun 2, 2025
• Reported date: Apr 10, 2025

Qualcomm

• Requirement: 5 days per week for corporate employees
• Effective date: 2025 after Feb internal meeting
• Reported date: Feb 20, 2025

Gap Inc.

• Requirement: 5 days per week for corporate staff near offices
• Effective date: Sep 1, 2025
• Reported date: Feb 9, 2025

Dell Technologies

• Requirement: 5 days per week for employees within about 1 hour of an office
• Effective date: Mar 3, 2025
• Reported date: Jan 31, 2025

Home Depot

• Requirement: 5 days per week for employees within 50 miles of Atlanta HQ
• Effective date: Jun 2, 2025
• Reported date: Jan 10, 2025

take a closer look at the culture within the office.... The environment described feels isolating and unwelcoming and that discourages collaboration comms and long term emp retention... If employees are too overworked to engage with one another the company risks building silos where mistakes are more likely to grow until they become costly. investing in small changes like encouraging greetings providing planned break times and creating inclusive chances for people to connect can make the workplace MUCH healthier and MUCH more productive...

u gotta start reevaluating how opportunities are shared in OKC. if candidates believe roles are reserved for insiders the company loses out on fresh talent and new perspectives... When employees sense favoritism it ki-ls trust + morale. You should work to promote transparency in hiring and proms while also building mentorship programs that let inexperienced employees learn without being punished for honest mistakes!!!

Based on who is getting riffed and who is not, exactly how many of the leadership at this company is 'on the take' from their subordinates??? I see so many employees basically getting away with m_urder, that I have a hard time believing just covering for the manager and k_ssing their a__ is getting them that much leniency. With crypto so popular now, that surely makes being 'on the take' harder to detect. Any thoughts???

Another garbage article on the importance of business integrity. The how does not matter with this company. If it did, I wouldn't be told by my managers to lie on my work order reporting on a daily basis. In order to avoid taking hits on their ISP numbers , EVERYTHING is the customer's fault. Bad switch, CE. Unit train in the way because of no power , CE. No room to spot cars because we didn't pull their loads because of bad power , CE. Everything is the customer's fault. Recrewing trains, call a fake power move. Lies upon lies upon lies.

The Oregon battery manufacturer formerly known as Powin plans to lay off another 25 employees, including nine in Oregon, after entering bankruptcy and selling most of its assets to a company in North Carolina.

https://www.oregonlive.com/business/2025/08/another-25-former-powin-employees-will-be-laid-off-after-bankruptcy-asset-sale.html

The adjustment’s going to be a nightmare. I’d bet anything we’ll lose the people who are the true backbones of the teams.

I don’t.

My team. When I joined four years ago, I landed in the best team I’ve ever worked with in my entire career. Not only was there zero toxicity, which is rare enough, but people genuinely had each other’s backs. We weathered countless crises and pressures simply because we stuck together. It’s been a truly unique experience, and I wish we could stay intact as a team, though I know that’s unlikely now. Whatever happens, I wish us all luck. And I hope we can keep it together mentally before this whole thing is behind us.

Mid 40 s in age now and looking at next roles. Nothing of interest left. We no longer work on anything cutting edge. Expat roles no longer properly compensated. I can’t believe how far the company has fallen. There is nothing interesting left for roles. Time to leave #EXXODUS

Oracle’s outsource of JLL to run REF|projects|EHS was a poor business move. The ones that are left, have to cleanup JLL’s mess. It’s been an exhausting road. It is actually costing Oracle more money as JLL up charges on everything. Our buildings are suffering. Upper Oracle management doesn’t want to hear the complaints. It’s work harder and be ok with no focal raise. My stomach hurts everyday, my boss rules with an iron fist and she has no idea what she is doing. My goal is to move on from Oracle. Stay healthy all.