Now that the VSP window is closed what is next for Verizon. they announced 1500 in GNT but the numbers would be way less as many have revoked. What about GTS and VCG? When do you anticipate RIF and/or rebadging? Any Directors who can shed some light here? When I had my 1-1 with my Sr. Director I can totally say he was holding off lot of information. He knows stuff which he is not sharing. How is it fair that the management knows what next when they were also offered VSP.
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Once the process has started it is unstoppable. There is not a start/stop component. The rest of our careers if we continue to stay will be filled with uncertainty. Layoffs, RIF’s, furloughs, outsourcing, offshoring will be our constant companions. Senior management will be in the same position, so they’ll spend their time covering their behinds. We are soon to be on our own. This whole thing is a finely staged play right out of the corporate playbook. Nothing is left to chance. They’ll slowly gut the company, while trying not to lose the hearts and minds of the employees, until we’re no longer needed, maybe you’ll be the one to turn the lights out. That’s how it works.
The current environment at V#I#V#E#K presents some challenges, particularly concerning inclusivity and fairness. There appears to be a culture of favoritism that affects decision-making processes, with promotions and protections often favoring individuals based on personal connections rather than merit. This practice can undermine overall team effectiveness and employee morale.
Specifically, within the GTS VALUE team (they even have a BAU team to fix all the cr-p that gets into prod, yes kind of like a garbage collector) , there are instances of long-tenured employees whose performance may not fully meet the organization's current standards. This situation highlights a need for a more objective approach to evaluating competencies and ensuring that all team members are contributing effectively to the organization's goals.
Addressing these issues through a more transparent and merit-based approach could greatly benefit the organization by fostering a more inclusive and performance-driven culture.
@dpb+1tJ0T8TB
His linkedin show he was a gte director starting in 99. He got his master in 1994 per crunchbase so maybe he had a lower level job in gte or some acquisition that he didn’t include.
When did they announce numbers?
Reorgs, RIFs and offshoring, that's what's next.
A - @OP is fearmongering again for likes/clicks... whatever.
B - for the racist here, Shankar's tenure is possible if he started early enough.
C - For the uneducated racists here, this off-shoring all started with Shaygan post merger. It began with TCS, then morphed from there with the creation of VDSI now going by VZI.
So keep your racist undertones to yourself....
How can Shankar have 30 years when he is 50 years old?
@urz+1tJ0T8TB - Shankar has 30 years with the company, that would have been when we were GTE. This has been his agenda since Day 1.
How do you know that many revoked? The last day to revoke was yesterday.
All are shitheads in the management from Shankar and down. ALL transported from CHENNAI. Some don't even have engineering degrees or any education in US. HOW is this allowed? Its so sad that the VZ culture is lost because of these id--ts. I am lucky to witness the actual verizon culture. I guess we can say VZ before Shankar and after Shankar.