#organizationalchange

This has to be a new record and 3M Management deserves some kind of reward!
So basically it's been just a few days since 75% of the GSC in Poland was informed that they're going to Genpact and the remaining 25% are being moved to a different 3M entity. These people were quite optimistic in this s*itty situation, at least they won't experience the pure chaos that GP has to offer, right? Well the dream lasted only until early this week when a certain Town Hall was held for one of the departments where management was happy to announce that "some" processes are going to move to a new 3M entity in India 😀 Just imagine this for a second, having a bit of relief because you were about to get a better option than Genpact and then finding out - just a few days later! - that you were going to be sold to 3M India instead of Genpact 😂 Actually this is now a worse option than goong to GP, they will get to work at GP for about a year, while 3M India has the potential to swallow you up way faster... The ink on the contracts these people signed with 3M Poland didn't even dry... This has to be a record even in the corpo world, congratulations 3M!

https://www.inc.com/jessica-stillman/the-worst-its-ever-been-why-metas-massive-ai-reorg-backfired-spectacularly/91363370

What could go wrong...?

Organisational announcement only... for now.

Absolutly unreal how horrible this change is being "planned" and delivered today.

I joined Citibank London very recently. Just last week my director announced that they’re leaving the team as part of a new org structure and our team will be reporting to a new director.
I’m worried if this could be a prelude to layoffs. Does anyone know of any news in London?

Liberty has been offshoring and getting rid of entire departments quietly since they announced the “don’t go make a 10 year career plan here” back in Oct of 2023. They have cut the inbound subrogation department in half over the last 7-8 months using PIP plans and forcing a small handful of employees to make lateral moves to other depts. They’ve offshored all jobs cut to India. The company has been trying to keep things quiet with secrets everywhere. The Team Managers have been traveling all over the country for “quality training”. Constantly talking about focusing on quality which is just a smoke screen for putting people on PIPs for weak reasons to get out of paying severance and unemployment. They will cut the inbound subrogation department down to about 25-30 people state side and then might do an outright layoff of them because this whole department is being offshored to India while they try to continue to innovate with their AI. There are constant organizational changes being announced. This company’s “record profits” are coming from the selling off of foreign assets and not because of their premiums. There have been talks about customers being charged in full for policy period premiums and then having their policies cancelled a week or two later with no refunds given. The company is current being sued for undervaluing auto total loss and home owners claims (which they have been). They made changes to metrics at the start of the year to make them harder to meet when inventory is low, because they’re setting everyone up for failure. This company is going to lose insane amounts of money on those total loss and home owners laws suits. Why those running the company would risk PIP’ing so many employees, when they’re already involved in all these other lawsuits and can’t take the blow back or bad PR from those, let alone from the mess they’re making out of downsizing/offshoring jobs is definitely a unique choice to make. Will anyone really be surprised if there is another lawsuit soon from all the Swiss Cheese PIP layoffs? This company is a sinking ship and anyone working there should look for something else.

Srini just said it. They will continue to make 'smaller' changes.

So, changes and layoffs will continue...

MU Health Care announced an organizational redesign. This redesign resulted in 74 employee layoffs. The health system also eliminated 150 total positions, with 76 already vacant. Four Hy-Vee Quick Care clinics will close due to declining demand. These changes aim to improve financial sustainability and operational performance.

Columbia, Missouri

https://www.komu.com/news/midmissourinews/mu-health-care-lays-off-74-employees-closing-hy-vee-quick-care-locations/article_0b82afdd-7b4f-4e72-ac07-508a116f7f69.html

My prediction is once Kyle Malady retires, you will see consolidation back to VZ 1.0 and then you will see mass reductions in overlaps across two orgs back to one.

I could be wrong but that’s where I believe this is headed / kind reason Sampath out and absorbed without replacement.

Let’s see how this all plays out …

Curious whether this week’s announcement felt completely out of the blue for most teams, or if others have already been seeing changes over the last 6–12 months (leadership departures, consultant involvement, role reviews, org changes, layoffs, etc.). Trying to understand whether these conversations have been happening broadly across Centene or only in certain areas.

ServiceNow recently laid off hundreds of employees. This organizational restructuring aligns talent with its AI focus. A source confirmed a three-figure number of roles were eliminated. Affected functions included sales and product marketing. The company continues to invest in AI capabilities and new talent.

https://www.hrkatha.com/news/servicenow-cuts-hundreds-of-jobs-as-company-cites-ai-efficiencies/

Curious people’s thoughts or knowledge of Gunjans announcement from last week announcing the new AiDI org and the change of moving Ankit under CBB product. Seems like a big change that will shift how we work but can’t quite piece it all together, and if it’s viewed as a positive move. What say you, layoff people?

One of the most parasitic creatures in fidelity is architects. Most of them are completely useless and talks rubbish in the calls. They are the biggest bottleneck to delivery. Why do we need these low calibre people?.Most of these people are from one nationality . Yesterday i was in a call with architect and when questioned he said he believes in some pattern so its good and the GCL ( another guy came to the role without any talent) agreed to that .
The frustration grows when observing the broader organizational structure. During layoffs, good individual contributors were let go while many SVPs and VPs remain, despite having no idea what fidelity is or what kind of projects their teams are working on. Similar to the architects described, many of these leaders are low calibre individuals who received promotions during the 2018-2022 timeframe. This accumulation of non-contributing roles creates significant obstacles to actual progress and delivery.

In what was once a somewhat protected role, we are now being told that the EA roles are now changing to a worldpay model. I’m fairly new to Global Payments and I’m worried about my job now. This place is toxic and creates anxiety for their employees. I work with a great bunch of admin gals (and some admins guys) but I’m feeling the anxiety of what others feel when they don’t know what’s to come.

Uber is reducing its workforce within its People and Places division. This department encompasses human resources, recruitment, and workplace facilities. The company is eliminating 23% of the roles in this specific division. These changes are intended to address organizational complexity and fragmentation. Uber confirmed that artificial intelligence was not a factor in these particular job cuts.

https://finance.yahoo.com/markets/stocks/articles/uber-layoffs-hr-workplace-division-160459323.html

Canon global is artificially propping up the stock value with huge buybacks at the end of May and throughout June. They did the exact same in the 2 months right before the RIF bloodbath in early July 2024.

If CUSA leadership is planning another wave of consolidations—particularly targeting specialized or manual internal roles to make way for the automated, U.S.-based remanufacturing model, the post-July 4th window (specifically between July 6 and July 20, 2026) is the exact historical and operational sweet spot.

If you're trying to gauge the temperature in your department over the next few weeks, watch for mid-June invites to "organizational alignment" meetings, sudden, quiet audits of your division’s specific workflow volumes, or any mentions from direct managers of "proof of life" for your department to rationalize its value.

Question in title. Alleged rumors that everything is supposed to be kept quiet for awhile

Our VP scheduled a 15 minute meeting today regarding an "organizational update." Has anyone else had similar meetings or received any news today? Curious whether this is part of broader organizational changes or if there may be another round of layoffs occurring. Any insight would be appreciated.

The Lakers laid off more than a dozen business operations employees. These layoffs occurred on Wednesday. The affected departments included communications, marketing, and sales. This action is part of an ongoing organizational restructuring. Mark Walter's new majority ownership initiated these business changes.

Los Angeles, California

https://www.latimes.com/sports/lakers/story/2026-05-27/lakers-layoffs-part-of-sweeping-changes-to-business-operations

Just curious what the board thinks. Playing politics and maneuvering the convoluted organizational structures come to mind. A bit ruthlessness and narcissism helps too. What I noticed is that most of them like to hear sound of their own voice, I guess this can be rolled up as a subgroup under narcissism.

Hearing from a few people that another round may hit by EOM ( May) or sometime in June... word going arund is bottom 10% and retirements could be part of it. Sounds like calibration season all over again.

Business transformation was supposedly the big reset, but now people are saying more org changes and headcount reductions are still coming.

Anyone else hearing this in IT, Finance, Commercial, HR, or the plants?

Feels like management already knows more than they are saying. Same pattern as last time. Silence for months, then sudden announcements.

Anyone negatively impacted by office closures? What is your management saying? Feel like they are preparing for something with all of this unprompted change

Massive changes for Portfolio SEs coming. Essentially generalists won’t exist any more.

Long ago MDT was all about patients and customers and everyone lined up to support that. Then they started to get functional leaders who thought their functions were more important than the mission.

HR used to be a support function with a generalist per dept or function that knew people, helped hire, fire, promote, set pay..... then HR decided they were too important to work that way and needed to specialize to be more efficient., so they pulled all the features apart and created leaders for each.

Now you have, maybe, a generalist who might know you but they are spread across many teams.

You also have recruiters, who are called "talent acquisition" with all their own rules.

You have job leveling experts who review individuals against the job family rubrics to decide if they agree someone can be promoted.

You have compensation experts who decided what people can be paid.

You have "human capital insights" who run the global voices survey.

You have the Org design experts who know how you should be structured, spans and layers and such.

You have data teams, HR systems teams, who hold all the info.

You have pay disparity teams that go through your organization and send you a mandate to change someones pay to make things more fair (though never with any incremental funding to implement, you need to find it in your own cost center)

And you of course have D&I considerations.

As a manager, this has made work so much more complicated and difficult, but its done in the name of excellence in HR?

Now you see it repeating in Operations, etc...... All at the expense of the mission, patients and customers.

So heard in a meeting today that MS has some managers getting demoted, overall wholesale changes in leadership in some groups, folks with 10 years in DS leaving...

So whats really going on?

I've stopped learning people's names. By the time I figure out who reports to whom, they reorganize again and everyone moves. It's been three or four restructures since I started. None of them made anything better.

Management announced the shift to the "New Technology and Product Model" yesterday, effective June 1. They are framing the 1,000 cuts as a "skills reshuffle" to make room for 2,000 early-career hires.

To those in Tech/Product: How is your leadership actually mapping this? Is your "squad" being dissolved into these larger teams, or is this just a way to cut senior headcount before the RTO mandate hits in September? Curious if anyone has seen the new org charts yet or if we’re all just flying blind until June.

Nike leaders keep saying that they are flattening the org to keep things simple, but GT is still a mountain of management.

If most employees still have 2 layers of managers, 2 of directors, 3 of VPs, and 2 of C-suite leaders, what exactly was 'flattened'?

Is there a difference if the meeting is scheduled with HR alone versus HR + a MGR (like if it means laid off versus moving to different org)?

What's happening with the new CRDN & SH OU (ICT)
? Will there be more layoffs as the functional leaders announce their orgs?

Anyone heard any planned changes to HR or Communications with new CHRO?

From LinkedIn just now, from Karim Bandali:
"I am excited to share the creation of a new Operating Unit at Medtronic focused on Cardiovascular Surgery. Today, we unite Cardiac Surgery and Aortic — each with deep expertise, talented people, and a shared commitment to patients and clinicians."

for those that have reorg announced today , do you know what is causing it?

seems like people are getting moved to different teams across IT

7-Eleven is implementing a cost-focused transformation. The company aims to streamline its organization. This process has led to difficult decisions and staff changes. Many employees have posted about their departures on LinkedIn. The goal is a stronger, more competitive business.

Irving, Texas

https://cspdailynews.com/company-news/workforce-changes-emerge-7-eleven

It is difficult to maintain confidence in the current Light & Wonder executive leadership, particularly as their transition from Aristocrat has been overshadowed by a perceived lack of transparency. The decision to displace established leaders in favor of former associates suggests a preference for insular hiring over organizational stability.

Furthermore, an approach that prioritizes rigid internal directives over collaborative expertise has made it challenging to foster a culture of mutual trust.

The whole world is changing to work from home due to energy crisis.Only these jokers ask everyone to come in person on all 5 days,badge in badge out..
Wonder where the priorities are.Org changes across the board by new SLT.Hopefully that revives the titanic

A few weeks ago someone posted a rumor about an upcoming reorg in New England and OPW. Can we get an update?

So many positions are getting filled - a bunch of people will not be in their current jobs (backfill already announced) …where are they going. Part of the new org ?

What are your thoughts on this ?
Odd? Very fitting given the rising impact of AI on employee productivity? Other ?