Below are all the posts — topics as well as replies — that mention the hashtag #transparency.
Mention #transparency in your post to continue the discussion!
https://courtindex.sdcourt.ca.gov/CISPublic/casedetail?casenum=26CU024888C&casesite=SD&applcode=C
https://www.makaremlaw.com/blog/2026/06/illumina-press-release/
We were told a completely different story about a leadership exit in Finance. Total lack of transparency. Shameful
If you applied for the VSP did/are you telling your PL? I did not. If my PL asks I will tell them I did.
I wonder if my PL applied if they would tell the team?
Even when I was still employed at WF several jobs posted did not list the salary. I had to email the recruiter listed and ask them what the pay was. I've found that this behavior has increased and not just at WF. Is saying you want a job for the money really so taboo? Why would anyone apply for a job when they don't know how much it pays?
it feels like we're being gaslit... as if we didn't hear what leadership said and read the program information and FAQs. I pulled the receipts.
quotes from Sarah's 6/15 Calling:
"we are sitting here today as a result of policy changes and market changes, program changes and strategic business decisions that we have made."
"when our membership shifts, we need to shift our organization accordingly. In plain terms, what that means is there will be CenTeamers who are impacted by some of the restructuring that we need to undertake in the near term."
"[The Voluntary Separation Program] is something that our people team has worked incredibly hard on... we felt it was really important in this moment as we were embarking on this restructuring, to give CenTeamers who, for whatever reason, may be ready to move on to their next chapter, or to continue to pursue our mission in a different way somewhere else, the ability to raise their hand and do that with some enhanced benefits."
"there will be a wave of restructuring, our goal is to notify any of the impacted CenTeamers by early August."
"my commitment to you as we go through these changes, both in the near term and whatever change comes as a part of Mission Simplify, is to be as transparent as possible."
Tanya's 6/15 Email:
"Today, we are announcing a Voluntary Separation Program (VSP) to provide a pathway for those employees who are ready to start their next chapter, as well as the hard news that following the VSP, some members of the CenTeam will be impacted by a wave of restructuring."
"the VSP is designed to provide eligible team members with choice."
Employee FAQs:
A1 What is the Voluntary Separation Program?
The Voluntary Separation Program is a program that provides eligible employees with the opportunity to apply to voluntarily leave Centene with some enhanced benefits.
A2 Why is Centene offering the VSP? And why now?
We have a responsibility to our customers and members to constantly evaluate whether we can deliver better outcomes more efficiently. At the same time, when our membership base shifts - whether because of policy changes or strategic business decisions - we must adjust our organization to match that membership. Combined, these factors mean we are entering a period of both reimagining and restructuring. So we are offering the VSP as part of our efforts to right-size our workforce.
A3 Will there also be job eliminations as part of an involuntary program?
Centene is offering the VSP now to proactively manage changes in the business while being transparent, remaining true to our culture and providing team members a voluntary option first, before considering other actions. Following the VSP, we do expect that we will need to make further restructuring decisions, and we will expect to notify anyone whose role is impacted by early August.
Tanya's 7/1 Email:
"The Voluntary Separation Program is an opportunity for those employees who were already considering an exit from Centene for personal or professional reasons to do so with some enhanced benefits."
"We strongly suggest that you apply for the VSP only if you want to leave Centene."
in essence, they said what they said... we heard what they said, we listened to what they said... we are not d-mb. we know that MCR/MCD/MKT health insurance is going through a major change. we know the economy is not looking all that great...
so we were supposed to risk being cut with less money? we have seen people post on here that they received significantly less severance. we have families to feed, we need to keep a roof over our heads!! I have been with the organization for years, believe in our mission and planned to stay for many more years, but this is ridiculous...
How's that working out for our executives?
Is anyone else questioning the legitimacy of things we've been told about the VSP or our future here? I mean, with all the intentional ambiguity and gaslighting, I don't trust anything or anyone anymore.
What's up with the disclaimer in the offers that says "this is an estimate and can change"? How would it change? Hopefully, people aren't making decisions based on the numbers provided, only to find a significant gap when the money is dispersed.
I’m curious what conversations are happening across the company. Have your leaders:
It seems like communication varies dramatically depending on the department, and I’m interested in hearing others’ experiences.
What are they not telling us?
Since this platform is anonymous, are any people leaders willing to share what they know? Just give us what you can without exposing yourself.
How many need to accept VSP to prevent layoffs? Will layoffs hit all business lines?
Seeing post after post about closed-mouthed leaders only adds to the anxiety and frustration.
My direct leader offered some words of encouragement but not much else. Her leader, who usually has lots to say about everything has said nothing worth hearing, just the usual emotionally void attitude and gas lighting us to accept all this as normal.
Leadership is playing numbers games, but these are people's livelihoods. We deserve transparency.
Hello, as the BNY People Leader and member of the BNY Executive Committee, there are many posts on this forum the scream loudly for executive leadership attention. People concerns for accountability and transparency on topics related to business transformation and responsible leadership, stewardship of Human Resources and governance. While this forum is outside of PeakOn surveys and other formal feedback mechanisms, the readership here would like to have honest dialogue with you and your peers about company behaviors that have created a beyond toxic workplace environment with restrictive RTO policies, forced and falsified performance ratings, a constant cycle of fear and doom related to real estate closures, layoffs, consolidations, offshoring, onshoring, H1B visas, short staffing, reductions in force, staffing shortages within key departments, offshoring of entire job families, the continued buildup of Pune as the largest growth location within BNY, voracious cost cutting, ageism, forced and voluntary terminations, lack of severance, lawsuits, concerns about WARN Act circumvention, USA EEOC complaints, false optics and disclosure issues, etc., etc.. Should you and your staff be interested in reviewing and addressing my employee feedback beyond retributive PeakOn surveys, we would strongly encourage your direct involvement and attention. You and your EC colleagues are choosing to remain silent on all of these topics while ignoring company bylaws. Please come out… come out wherever you are!!!
It's been since April 1 since I've received a commission check, my boss said we would have plans at the end of April so we could get commissions, then May, then mid-June, and he now admitted he has no idea when plans will be out so that we can get paid. He laughed and said he isn't getting paid either. Fortunately, I have some savings, and can absorb a couple months of waiting, but I am running low on funds now, but half of my team is looking for another job, they need the income. There is no confidence that even when plans come out, that the commissions will be right, trying to mix XBS Corporate and now Enterprise, and Lexmark with all the assignment changes. My salesforce is still wrong, and I am missing accounts that were sent to inside sales for now reason. Our CEO and SLT promised better communications and transparency but we haven't seen even one communication about commissions. Is this to hold onto cash or something? Are others having problems getting paid commissions? This seems widespread
The Oregon Health Authority is cutting jobs due to a $90 million budget gap. Nine to ten higher-level staffers are being laid off by July 31. This initial round precedes an anticipated $421 million in federal Medicaid cuts. These future cuts could cause 200,000 Oregonians to lose health care coverage. Employees express concerns about transparency, morale, and potential service reductions.
Salem, Oregon
https://www.thelundreport.org/content/oregon-health-authority-layoffs-spark-concerns
I wish Verizon would be more transparent regarding our jobs. I’m working doing what I’m supposed to do but it’s an elephant in the room. In VCG a lot of upper management meetings but nothing definitive about layoffs are being shared or hinted. We’re all trying to read between the lines and it’s stressful.
Don’t make us f’king do it again next year if results are not going to be shared or glazed over and manipulated. Shady af.
But somehow that only applies when the topic is easy and doesn't make anyone uncomfortable. When we try to find out about incoming cuts, suddenly its silence. Funny how that works.
Does anyone from you, working in the DXC located in any EU country, has already demanded disclosing the salaries for job positions and gender wage gap? What were the results for DXC?
Leadership doesn’t want to be transparent because you wouldn’t like what they told you if they were transparent.
Mainly, that they are now not trying to manage a “comeback” as much as they are trying to manage “an orderly decline in Nike’s previously hegemonic industry position.”
Nike isn’t going away. But it is also no longer a growth company, and for several reasons I won’t get into here the company likely reached a plateau a few years ago. The market in which Nike was established and grew effectively no longer exists. Or at least, the old rules that allowed Nike to continuously succeed are no longer the rules.
As a result Nike needs to balance “doing what Nike has historically done” with the reality that the company still needs to significantly downsize. If you’re management, there’s no polite, nice, or pep-talk way to communicate that. So they don’t.
Like I said the reasons for Nike’s decline are multi-faceted and in some ways complex. Nonetheless the company IS now just trying to hang on to what it already has. Talk of a “comeback” is sort of what they have to say but make no mistake; leadership is not naive to broader market trends that disfavor any sort of tangible “comeback”.
My partner will sometimes put on some ugly clothes and ask me, “How do I look?” My partner likes those clothes. So I answer with “You look great!”, and leave it at that.
Should I instead be more transparent? Should I instead engage in “more honest communication”? Maybe. But will that improve matters? Or create a new problem neither of us needed?
One could argue Nike is being kind by not being fully transparent. I’m not claiming that would be a GOOD argument. Just an understandable argument. Because if Nike leadership was fully transparent about the current field of play and what it really means, my guess is that it 100% would not make people feel better.
An on point post, the OP is @20q+1ks86w36m.
Why have these not been reported? The number of layoffs in 2026 alone are staggering but when done a handful at a time it just seems shady.
This is being presented as an individual choice, even though that choice may ultimately be denied if you decide to apply. The eligibility criteria are intentionally broad, which helps protect the company from age or demographic discrimination claims.
On some teams, 40 to 50% of employees received VSP eligibility notices. If everyone applied, it's obvious not everyone would be approved. Critical roles have already been identified, and those employees will almost certainly be denied.
If it feels like your PL is in the dark, it's because they are. Top Leadership are limiting what PLs know to avoid conflicting messages or anything that could be interpreted as a promise of job security. The problem is they haven't equipped PLs with meaningful talking points or guidance. That's a major failure.
PLs are stuck in the middle, taking pressure from both top leadership and their teams while still being expected to maintain productivity. They've been stripped of the transparency they need to lead their teams honestly and ethically.
Meanwhile, the psychological toll on employees is being largely ignored. Treating an entire workforce like rows on a spreadsheet during a restructuring of this magnitude feels cold, impersonal, and dehumanizing.
Dont comment to say everyone will be hit. Comment your insider details on what you have heard so far. My PL and their director claim to have no clue and promise to be transparent. Someone has to know something.
I’ve been in enough high-level meetings lately that I can’t shake an uncomfortable feeling. I’m not saying the company is doomed. I’m not saying tomorrow is the end. But I am surprised more people aren’t talking about some of the warning signs. When every conversation becomes about cost cutting, reorganizations, efficiencies, and “doing more with less” while long-term investment, innovation, and employee confidence take a back seat… it’s hard not to wonder where this is headed. Maybe leadership has a bigger plan that isn’t obvious yet. I hope that’s the case. But sometimes companies don’t collapse all at once. They slowly drift there while everyone convinces themselves the next quarter will fix everything. I could be wrong, and I genuinely hope I am. But if people in the room are uneasy, perhaps it’s time to start having honest conversations instead of pretending everything is business as usual.
Why aren't any of the CEO's who make millions and millions of dollars a year taking the VSP and being transparent about it?
LEAD BY EXAMPLE!!
UNSTABLE PILLARS - FOSTER A HEALTHY ENVIRONMENT, DRIVING BUSINESS ACCOUNTABILITY
The Connecticut Education Association demands transparency from Stamford Public Schools. Nearly three dozen Stamford educators face involuntary transfers or layoffs. Many transferred teachers lack training for new special education roles. The school system states these adjustments prevent more significant layoffs. Unions urge the Stamford Board of Education to halt these staffing changes.
Stamford, Connecticut
https://longisland.news12.com/do-it-the-right-way-local-state-teachers-unions-call-for-reversal-of-dozens-of-reassignments-layoffs-in-stamford
This is all public information.
With the exception of Bob Hopkins, our execs effectively get their RSUs or performance rewards, then sell that sh*t as soon as it vests.
Forms indicating an (A) are the acquisition of shares, and in this small sample, the details in the forms shows you it's only ever receiving RSUs, or performance rewards.
The rest and vast majority of the forms are (D) disposal of these shares, and if you read the detail, they are dumping that sh_t as soon as they possibly can. All of the people below are regularly dumping their sh_t. These are not the actions of execs confident in this company. They know this ship is sinking and they're in on the grift.
Skip
https://www.sec.gov/edgar/browse/?CIK=0001708062
Goff:
https://www.sec.gov/edgar/browse/?CIK=0001560409
Bob H:
https://www.sec.gov/edgar/browse/?CIK=25200002114165
Marinaro:
https://www.sec.gov/edgar/browse/?CIK=0001984186
Matt Walter:
https://www.sec.gov/edgar/browse/?CIK=0002028475
Do your own research at SEC's Edgar site.
Fun bonus fact: they all have important ownership stakes in MiniMed. Funny that.
While AT&T is cutting hardworking employees, John Stankey’s daughter, Meaghan Stankey, reportedly holds a senior HR role at the company.
That is a serious optics problem.
HR is supposed to stand for fairness, trust, and accountability. But when the CEO’s own daughter has a high-level HR position during layoffs, it raises obvious questions about nepotism, favoritism, and whether the same rules apply to executives that apply to everyone else.
Even if the company claims every box was checked, the appearance alone is damaging. Regular employees are losing jobs while executive family members appear protected.
AT&T leadership owes employees transparency.
So, finally, it happened.
First, I want to thank Piotr S. for doing what almost nobody else had the courage to do — breaking the silence and speaking the truth. In that moment, you showed more humanity, more integrity, and honestly more leadership than an entire room full of executives combined.
But maybe expecting anything else was naive.
What can you really expect from a CEO and a C-Suite whose success is measured by stock price and shareholder applause? When your stock-based compensation is worth $7.1 million, finding ways to squeeze another 5-6% out of the stock probably feels more important than the lives of the people behind the numbers. And apparently, one of the easiest ways to do that is simple: sacrifice employees. Works like a charm.
And just like that, a 10-12 year organization disappeared.
3M GSC wasn't perfect, but it was built by thousands of hours of hard work, dedication, late nights, friendships, shared struggles, and people who genuinely cared. Overnight, it was dissolved. Why? Nobody really knows. We were told it's a "transition."
God, these people love transitions.
I'm already imagining the next shareholder presentation:
"Expanding AI capabilities."
"Driving efficiencies."
"Transforming the operating model."
Corporate bingo at its finest.
Then came the management communication. Pre-recorded videos. Carefully scripted messages. Smiling faces. Words that somehow lasted several minutes while saying absolutely nothing.
People left those meetings still wondering:
"Am I staying at 3M?"
"Am I moving to Genpact?"
"Why me?"
"Why not someone else?"
No answers. No transparency. No logic.
Just confusion.
The most impressive achievement of the day was probably making thousands of people more confused after a communication session than before it.
A place that grew, evolved, and achieved things people were proud of. Today, we're left with leaders who seem more interested in protecting themselves and pleasing their bosses than protecting their people.
The irony is almost painful.
Some of the people being pushed out today are literally in Warsaw representing 3M at Women in Tech.
Others are leaders in Pride communities.
Others spent years building Employee Experience programs, WLN initiatives, Belonging Teams, clubs, events, volunteering activities, engagement campaigns.
They were the smiling faces in the videos.
The people holding the 3M logo.
The people proudly telling everyone that this was a Great Place To Work.
Seven years in a row.
LOL.
What a joke that slogan feels today.
Many of those same people are now being told they no longer belong.
Years of effort.
Years of loyalty.
Years of believing the company values.
All erased by a spreadsheet.
Management keeps telling people what they think their managers want to hear. Managers tell leaders what they think leaders want to hear. Everyone protects themselves. Everyone avoids uncomfortable truths. The cycle continues.
And the people at the bottom pay the price.
Today many of us feel less like employees and more like livestock being traded between corporations. Packaged up. Sold off. Handed over. No ownership. No accountability. No one willing to stand up and say:
"Yes. This was our decision."
Just another transition.
Another restructuring.
Another corporate success story for the next earnings call.
So with that, goodbye GSC.
Goodbye to the friendships.
Goodbye to the memories.
Goodbye to the culture that thousands of people spent years building.
Whatever happens next, nobody can take away what this place once was.
May the memories never fade.
❤️ Goodbye.
Just curious how many people are asking hard questions which don't get answered. I know I keep posting things, but since they are difficult, they aren't answered even if no other questions are out there and there is time to answer them.
We all know that NetApp gatekeeps questions, I'm just wondering how much.
Similarly with Survey's everything is always in the 70's 80's but looking through the comments shows a vastly different picture.
I mention something, and I get the cold shoulder immediately. I just want to see if I'm being underpaid.
It's harder to stay focused because nobody seems sure what the plan is anymore. We're still doing the work, but we're being kept in the dark on so many things. I'm getting really, really tired of it.
Layoffs (not volunteers) happened today in Lexington. Per typical Xerox style, no transparency on how many or who's affected. Good luck all.
I come into work every day wondering if something is about to change and nobody says a word. The lack of communication about job security is becoming exhausting.
Why does management say presence reports aren’t really scrutinized anymore? Bull, if anything they are used even more.
Why do you claim we have flexibility? Bull, we need approval in advance for Caregiver & WFH if we’re sick- that’s babysitting, not flexibility.
We care about employee well-being? Bull, why do you go into hiding every month to create next surplus list. Just cut what you need and let the rest of us exhale.
Waters hasn't been posting salary ranges for US-based roles in MA and California. Pay transparency, y'all! State fines are definitely incoming. HR is messed up. Live your legend!
The Unshredded Truth About Dell
I've worked at several companies over the years, and I have never seen anything quite like the culture of secrecy that exists here. Management hoards information, doling out tiny scraps only when absolutely necessary. They don't trust any of us to handle bad news or make decisions, so they treat us like children instead of empowering us to do our jobs well. The result is a workforce that's disengaged, frustrated, and constantly in the dark about where the company is actually headed. It's frustrating, to say the least.
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.
It’s about time these fu--ing millionaires in the C-suite open up a town hall for real questions.
Do it, cowards.
I hear some managers are addressing with local teams and the results are bad. Why hasn’t c-suite addressed it? Do you think they are waiting for a TH? I would think some short-term communication from the top would really help clear things up and keep everyone aligned on improving the company
I recently participated in a high-level meeting where it was communicated that Global intends to transition remaining employees to the vendor InfoSys through a “rebadging” process rather than conducting direct layoffs with severance packages.
During the discussion, concerns were raised regarding whether employee tenure, PTO accruals, bonuses, and severance eligibility would be honored under this transition. When specifically asked about severance obligations tied to rebadging, Matt Tracy reportedly stated: “It won’t be our problem anymore because they won’t be Global employees.”
While compensation may be presented as remaining “the same,” the loss of accrued PTO, annual bonuses, tenure recognition, and severance protections represents a substantial reduction in overall employee value and security. Many employees are concerned that this transition is structured to shift operational knowledge to InfoSys while reducing Global’s long-term financial obligations to existing staff.
Based on what was communicated, there appears to be a broader plan to transition significant portions of Operations to InfoSys over the next year.
For employees who have remained through repeated restructurings, increased workloads, uncertainty, and sustained organizational stress, this feels deeply unfair and dismissive of the loyalty and contributions that have kept these teams functioning.
Employees are not asking for special treatment. The expectation is simply fair treatment and reasonable protections during any transition process, including:
Without the current teams, there is no operational continuity or transfer of institutional knowledge. Employees should not be expected to facilitate a transition that materially disadvantages them without meaningful protections in place.
This is not a call for insubordination. It is a request that employees be treated fairly, transparently, and with respect for the years of work and dedication they have given to the company.
Weeks ago, they sent out an email stating the results would be provided, but of course, nada to date.
This is the hallmark of a very dishonest, disorganized, non-transparent company.
This survey was originally distributed last fall? (it was so long ago I forget when it was), and now we’re almost into June and they still can’t get their act together.
Total disgrace!