#communication

There is a unique kind of professional dread that comes with sitting in a mandatory weekly roundtable for a company with no remaining backlog. Being asked what are you working on when the answer is effectively nothing, because we are sitting ducks turns corporate communication into pure performance art. It highlights a painful gap in leadership when routine replaces reality, forcing employees to invent micro-tasks just to fill the silence.

Being tracked that I update every client today on the new Frontier Security Patch.

Major importance behind it.

So what's the real scoop ?

I have been out on maternity leave so have definitely not been kept in the loop of what is going on. I am really worried and nervous if my job is in jeopardy and that I’m going to be blindsided. I wasn’t eligible for a VSP (been working for less than a year) but I still feel like some line of communication should have been directed at me. Am I wrong in thinking that?

Pssst, at this point, some important metrics objectively stale. Update your shizz.

Q2 Earnings: 25.885 million members.

Careers page and LinkedIn job postings: “You could be the one who changes everything for our 28 million members.”

That’s a 2 million member overstatement.

The careers site and job reqs appear to have adopted the corporate communications playbook: delay, then revise.

How many of you wanted to punch your screen hearing these tone deaf "leaders" talk about the direction of the company and VSP.

Rumor is IM’s are being tracked. I had always heard they could look at your IM’s but didn’t unlike emails.

One of the biggest surprises here has been how disconnected everything feels. There's very little collaboration, almost no coaching, and it's easy to go long stretches without hearing from leadership unless there's a problem. Is this just me? Did I get really unlucky?

I never received my email yesterday so called the VSP hotline number today. They kept me on hold for 30 minutes only to tell me they don't see any information on whether my VSP request is approved or denied. They said they will open a case and someone will reach out to me within 5 business days. Has this happened to anyone else?

Recent layoffs at ESPN have highlighted significant issues in how the company communicates with its employees. Several prominent figures reportedly learned of their terminations through indirect channels, such as social media or news reports, rather than directly from management. This lack of controlled communication has led to a breakdown in trust and raised questions about leadership's execution of these difficult decisions. The article emphasizes that while layoffs are a necessary business function, the process of delivering the news should be handled with professionalism and respect. This incident serves as a cautionary tale for all organizations on the importance of managing sensitive information effectively.

https://barrettmedia.com/2026/07/27/espn-layoffs-what-managers-should-learn/

I am under no illusion that things will be better at another corp or MCO bc this is how these things work often but in NJ we just got an email from leadership saying that we have hired two more “experienced leaders to the leadership team” but this is terrible optics. We are ALL confused, anxious and left with little to no information which is how speculation and rumors start. And the day we are waiting on our VSP and people who are staying are nervous about getting canned we get info that they took on TWO (I’m sure very well paid) “leaders”- not a great look.

KC sent a TB meeting to the whole entire PI team. There’s over 400 recipients on the email…

People leader just got an e-mail saying notifications will come out in waves throughout the day

I have pretty much walked all floors in both buildings in my location and know the parking situation (straight to the 4th floor if you arrive after 7:30) and they are 80% occupied. So, HR communicating about other regions full time RTO schedule coming later in the year is pure BS. Don't shoot the messenger, I am just reporting what I see on the ground.

I don't think there are so many phones per region (60% of total strength) that they'll be able to fit all of us. I don't see any construction or acquisition possible where we are located. So, just a lot of puffery tbh. Anyway, latest all hands for one of the BU's said the schedule is coming next week. So, I might be proven wrong in 2 days.

Enjoy your weekend.

Or maybe a better analogy is that we're Pompei, obliviously waiting for Vesuvius to finally explode. The company just seems to by dying a slow death, going deeper and deeper underwater with each passing month. We have an invisible, inept figurehead CEO at the top. Extremely questionable decisions coming from her less than competent inner circle. Chaos at all levels due to brain drain, the Denver closing, the Accenture fiasco, pi-s poor management, non-communication and outright apathy. There's the ham-fisted rollout of our AI platform, which let's be honest was probably aimed primarily to rescue the not insignificant pool of associates who can barely write at a middle school level. In short, very little cause for optimism. Time to start lowering the lifeboats?

My team and I have covered security for years
I understand from Monday we now cover evertything
0 training
0 understanding
I hear it is the same for collaboration too
Wtf is going on

I was curious about why the message from Verizon sounded so different from the Wall Street Journal. I asked Google to explain the differences.

"Verizon's official corporate communications emphasize positive operational highlights like subscriber growth and adjusted earnings beats, whereas The Wall Street Journal provides a comprehensive financial evaluation that also factors in declining total revenue and non-operating joint-venture costs.

Verizon's Presentation: Focuses heavily on adjusted metrics, beating subscriber estimates (184,000 net postpaid phone additions), and raised full-year guidance.

The Wall Street Journal's Reporting: Highlights the complete picture, noting that total companywide revenue ticked down slightly year-over-year and quarterly profit was weighed down by significant costs (such as a $746 million loss from a joint venture with BT Group)."

I wonder if the truth lies somewhere between spin A and spin B

GK: Remote employees are grandfathered in and we do not have mass layoff.

Lowly employees : But I was just told I either move 2,000 miles to MN or get laid off.

GK: Each department head make their own decisions whether to eliminate remote employees, MC do not have a requirement to eliminate remote employee, we give our department head the discretion.

Lowly employees: you lying #$%$}&%&#&&#&#&}

Gk: Also, if you are unable with your raise and bonus, talk to your manager, we allow our manager discretion for compensation adjustments.

Lowly employees: you lying piece of%%)$^&&&@@

See how smart she is, she’s not lying to us…we just didn’t read the fine print and we didn’t make enough friends.

Good thing she is happy to help us leave USBank, actively encouraging us to leave

Can layoffs happen in a pay day week? I ask because there is a meeting for my group of about 80 people next week that is usually scheduled several weeks out. Instead, the invite showed up two business days before the meeting date. Upper management has already communicated a reduction in headcount due to the decline in workload. Curious if the meeting could be the layoff notification or maybe they are going to let us know when to expect the layoffs to begin? Do these Wells Fargo upper management folks typically give this kind of heads up?

I was hoping it would happen before the end of the month. I just want them to hurry up and make whatever decision they are going to make.

Dan talked about eliminating bureaucracy and said communication below Band 5 isn’t flowing effectively.

The reality is that nothing will change unless the organization is truly flattened. My organization just went through a massive reorg, and I still have two layers of Band 6 management above me—even though I’m also a Band 6 employee.

If leadership is serious about reducing bureaucracy, the conversation can’t stop at messaging. It has to include eliminating the excessive layers between individual contributors and the executive team.

Also I want to know what AD will do differently than D and Sr. Director.

Cuts in Engineering, and now office closures?
Austin, LA, and now Charlotte. What is happening in this company?

Layoffs and office closures are not the best signs for a “growth” company despite how CEO frames it.

The message should come from ELT/CEO …not head of facility/office manager.

I asked my director about project priorities and he said he'd check with his boss. Three days later, still no answer. It's managers all the way down, and nobody at the top knows anything either.

We keep getting vague emails about stuff like strategic alignment and zero details about layoffs, budgets, or direction. Basically, anything that truly matters. We're at the point where the grapevine is more reliable than any official channel. That's not a management style, that's damage control.

That is all

The latest questionnaire was due end of Feb.
I was let go in April.
Did corporate ever roll out the results or was it too impossible to apply the lipstick?

AK is all over the media doing damage control.

https://www.foxbusiness.com/media/ibm-ceo-addresses-wall-street-tech-panic-after-delayed-enterprise-software-deals-surge-back

IBM CEO: Prices for a lot of infrastructure components have gone way up --
https://www.youtube.com/watch?v=F2dFAk5fpq0

IBM’s Krishna tries to reassure investors that AI won’t disrupt company’s software unit --
https://www.cnbc.com/2026/07/23/ibms-krishna-argues-that-ai-wont-disrupt-software-unit.html

IBM's Krishna argues that AI won't disrupt software unit --
https://www.cnbc.com/amp/2026/07/23/ibms-krishna-argues-that-ai-wont-disrupt-software-unit.html

What is up with so many “Town Halls”

A recent analysis reveals that major tech companies like Oracle, Amazon, Cloudflare, and Block have cited artificial intelligence in their layoff announcements. However, the underlying reasons for these workforce reductions differ significantly among them. Some companies are reallocating funds towards AI infrastructure, while others are simplifying organizational structures or undergoing direct AI-driven restructuring. The research suggests that many of these layoffs are preemptive cost-saving measures to finance AI development rather than direct job replacements by automation. This divergence in explanations has implications for how HR communicates these changes to employees and stakeholders.

https://hrexecutive.com/four-big-name-ai-layoffs-four-different-explanations/

Gunjan just said that remote employees are being grandfathered in. Can we please stop the fear mongering now?

You can tell how disconnected management is from the company and how they never actually talk to people. They get on a meeting and just spew like everything is great. Soon as you address issues they turn a blind eye because it requires them to do something besides say its great. Like actual issues the company has with getting customers service or improving efficiency. Nope, they make it sound like you are the problem when all you are doing is asking how can we fix this.

BNY leadership loves talking about “virtue” the way marketing teams love talking about “transformation” — loudly, frequently, and with zero connection to reality.

Our CEO reminds LinkedIn followers that he’s a proud New Yorker of 25+ years, as if residency somehow translates into leadership credibility.

Our Global Head of Wealth and Investments performs the humble‑origins monologue while pocketing compensation that could fund a small college like his alma mater.

And the COO? He champions mentoring interns while spending most of his career perfecting the art of shuttering facilities and escorting experienced employees out the door.

It’s remarkable how consistently these executives wrap themselves in altruistic, philanthropic language while employees experience the exact opposite.

If this is “leadership by example,” then the example seems to be: say one thing publicly, do the opposite internally, and hope no one notices.

But employees do notice — hence the monthly mutinies on this forum.

The workforce isn’t rejecting their virtues; it’s rejecting the performance. Because nothing erodes culture faster than leaders who preach stewardship while actively dismantling and failing to communicate honestly and transparently with the very people they claim to serve.

Wonder if DO is bringing any more people that Frontier wanted to can. He brings over these people that sit there and say Hi to a team one time. Be like im going to be engaged once a month and then you never see them again. Oh look another meeting with leadership turnover. Guess someone exceeded their KPI on word salads. DO should focus more on the actual employees instead of not understanding sales and long winded speeches.

There's been barely any communication to employees about recent events (like Hamid leaving), or the gorilla in the room, potential downsizing and a sale.

There also seems to be no taste for process improvement or innovation right now. They seem to be holding the status quo and operating on an "it is what it is" mentality.

We have so many rumors and so few details. It'd be great if we started getting proper information instead of just little scraps.

After yesterday’s presentation I still don’t know what Next 90 is.

Was told by HR/VSP line that no one has been sent an approved VSP package yet. How did some of you know you were approved when HR is saying no approved emails have been sent out?

Manika says we have to be on camera when we wfh.

has anyone seen any info on whether our company will support pre-tax contributions to the new Trump Account, like up to $2,500 pre-tax, similar to a 401k? I haven’t seen any official communication from HR yet, so just wondering if anyone’s heard anything.