#team

What ID10T thought product name up? Glad I finally said it.

coworker got laid off few months back and i had to absorb 100% of his workload and was thanked for being a team player and stepping up, now i get feedback on not being fast enough with that added workload. is this a strategy to push me out?

We were unexpectedly pulled into a team meeting by our C13 yesterday, which was unusual. After the 50% layoff on June 10, we were informed that the layoffs are not finished. The remaining members of our team are expected to be let go sometime within the next couple of months as the work is being offshored.

We were also told that the remaining KYC functions in the U.S. will be offshored in waves throughout the rest of the year.

Our OD’s bias has created a toxic culture work environment. His comments about people on our team and those that support our team are sickening. He is NEVER willing to give anyone a fair chance cause of what he hears from others and what he perceives. He is NEVER is willing to listen to other opinions and thoughts. Our OD will never be held accountable for his bias and comments that are toxic.

I have been moved around to multiple teams since COVID (same job title and same pay, though). It appears our team will probably be laid off by this next Tuesday after payday as the work we did is being handled by original team that should have been working the cases anyway., but my question is, has anyone had success convincing HR to let you go back to your previous team vs. being displaced? I mean, it’s not my fault I am on the team that I am on. I was just flexible and adaptable but I would really like to go back to one of my previous teams rather than being laid off.

MK post about the World Cup. Wanted to be a soccer player but life took different path. But the game taught him the importance of teamwork, adapting to new environments and staying focused.

Wonder if any rank & file will be invited to the final at NY/NJ Stadium.

Unless they add a time in the cr@&$er these level up and rev up metrics are gonna ki-l my team

TM mentioned in my 1x1 from one of their meetings with the SM that the additional in office time is having the intended effect/results and believes that because of this "success" more time in office will come sooner rather than later. Could be nothing but I thought it was interesting to say the least.

Does anyone know the trick to keep teams status green, even if you are curled up in the fetal position on the floor?

Do you know of any teams that survived all recent layoffs intact?

Frank was a miserable little criminal troll. Mike had the personality and warmth of a snow pea. Takis is pretty personable and has said the right things. I don't like the idea of not automatically replacing attrition, but nothing has changed in that regard. Having been in meetings with him, he's so curious and inquisitive. I hope we are in good hands. Time will tell.

So my work right now is dealing with reports, and I spoke to my coworker who was like if you are gone she won’t be able to handle it. She told someone else on my team, you better think twice before getting rid of her. The colleague said her leadership is not getting rid of anyone on my team. Another female on my team said she’s training someone else to do her work. So I’m confused. We are all females if you are like what’s happening .

Rigged hackathon's for and cronies of SVP's and A0's...

But you are being pit against your peers in the rankings and the distribution is enforced.

Go team!

I wonder if there's anything the leadership thinks is truly essential.

Careerminds conducted a new survey on layoff recovery. Organizations average 7.2 months to fully recover workplace culture. Trust in leadership and company future significantly declines after job cuts. These trust levels often remain below pre-layoff averages. Team-building and other strategies can accelerate recovery but are underused.

https://www.hcamag.com/nz/news/general/layoff-recovery-takes-far-longer-than-most-companies-may-realise/579680

It was a fun ride while it lasted but time to go. I was on the Automation/Remainco side and don’t have faith in that team to set any sort of real strategy. (“Launch more NPIs” is not a strategy) For those sticking around, best of luck in the coming Hunger Games! I hope you like eating curry.

Where is the person who said he was going to create a new thread after speaking to teamster? Did he or she flake out?

Meg joined BP with a lot of fanfare from media and industry group. The employees appear to admire and hope that she is a change agent who will bring about stability, profitability and a sense of purpose to a fragmented and often troubled company.

Will Meg deliver the goods? The company appears to have the same initiatives as MA did and she stood up the same BL and MA actors..”leaders” when will surgical cuts start appearing when will teams be right sized?

Whats that new Reporting and Data leadership launching on Jun 25th. Are they trying to consolidate all reporting team?
Is this another way to reduce people?

My team just moved managers to individual contributors because they had about far below the new minimum requirement of 9 directs. This was a major positive because they were very negative and known for micromanaging and creating rework for their directs and now the directs have a decent manager. Anyone else seeing good or bad things because of this rule? It looks like it’s rolling out faster in some groups that others.

How significant was it? Looking at a 25k paycut, not sure if Im crazy or not. Going from 95k to 70k but for a team I would prefer.

What is the team / work culture in the Audit Analytics group?

Back to normal Oxy team! Expect new leadership to create a new initiative with all the cute buzz words.

We need at least 35,000 insider posts on this and can guarantee we can get rid of Geoff if all of you employees rally. Let’s go.

Time to be real….Alfonso is the one truly running this company. Dan has his normal MO of being a talking head while he brings in Alfonso and his other buddies to break the company apart. Looking at PayPal….you can see exactly how this turns out. Dan spends time listening to his own voice opine on topics he doesn’t understand while Alfonso runs the company. He’s the brains, Dan is the mouth. Dan talks, and Alfonso pulls out his overplayed handbook of “tiger teams” from the 1980s to spread the guilt of running the business into the ground among a few senior leaders who are too afraid of losing their country club memberships to ever grow a backbone and stand up. Alfonso breaks the employees, runs off the customers, all the while he and Dan are pocketing millions. Same day, different company. Too bad our BoD are worthless and too spineless to step in and stop the insanity.

I am about to join Q's Automotive divison, i appreciate any insights about quality of work, teams, wlb. Thanks in advance.

AC and his direct leadership team represent a significant leadership investment, yet employees continue to ask a simple question: What measurable value has been delivered from the cloud migration program?

The organization has become increasingly management-heavy, with governance and project management often taking precedence over technical leadership and engineering execution. Many engineers feel that recognition and rewards are concentrated within leadership, while delivery teams carry the majority of the execution burden.

Before investing further in new transformation initiatives, Gunjan should push Dilip to review and reorganize this organization, assess its effectiveness, and ensure leadership costs, accountability, and business outcomes are properly aligned.

Our manager just sits there nodding while other teams blame us for everything. No pushback, no defense of our work, just silence while we take the hit. I mean, he looks bad in the whole thing as well, he should at least care about that. But nope, just lets it happen.

The best direction from above this week is we need to work better as a TEAM!! From the same people who demand that everyone on that team be split into specific categories by specific percentages where some of them must be rated as needs improvement regardless of how that team performed. LMAO, that's the way to get people to work together. I used to feel like I was part of a team, now it is everyone for themselves, not the bigger goal, just survive another layoff.

Just keep Sr managers directly reporting to Sr Directors. We are top heavy with people being managers only with one person reporting to them. it’s a joke

To the point that I don't know if we'll be able to get anything done.

All of my team, including my manager, were laid off. I emailed who I think is our VP a few times but they appear to be out of office on extended leave. My contract is up at the end of this month so I need to let someone in HR know and need instructions on how to return my laptop. Does anyone have the HR phone number? Thanks in advance.

Are people actually going to JDI day or do some people use it as a day off? I really don’t have that much interest in going, and I think my team is kinda doing whatever. Wondering if it’s abnormal to not partake or how people approach JDI day especially considering where the company is at. I’d rather have saved the money of JDI day and split the cost up as a bonus between everyone lol