#communication

We were good while under csbbo but ever since moving back to ECrL sh-t show . And now they are making us work EO cases which i don’t think we are properly trained for . Also changes happening daily but no heads up given .

1. Communicate well. 57% of employers rank it the #1 skill they want in a hire — and 18% of employees say poor communication cost them a promotion. Listen fully, write concisely, ask questions.

2. Maximize your 401k. Get the full employer match first — an instant 50-100% return. Then aim for 15% of pay total. 2026 limit: $24,500 ($32,500 if 50+). Auto-escalate 1-2% a year, and send half of every raise to the 401k.

3. Eat home cooked food mostly. People who cook 6+ nights a week eat healthier and spend ~$9/day on food vs $11 for those who rarely cook — about $1,000 a year saved for a family.

Boring, but the numbers work.

So let me get this straight. Expand Energy decides to eliminate the ECS department, putting hardworking employees and their families out of a job, and the best leadership can come up with is a bullsh-t meeting offering $2,000 to finish the current pad?

Are you fu--ing kidding me?

And when employees ask about severance, the answer is that leadership will have more information in a couple of weeks? (Yea after the current location operations are complete and they don’t have to dangle a carrot infront of everyone)

HOW THE HE-L IS THAT NOT ALREADY FIGURED OUT?

This decision wasn’t made overnight. Management knew the department was being eliminated. There was apparently enough time to discuss a completion bonus and potential employment opportunities with Pure Frac, but somehow not enough time to determine what severance these employees would receive?

Then Tim Beard explains that the idea is to incentivize employees to transition over to Pure Frac.

WHY IS EXPAND ENERGY TRYING TO INCENTIVIZE EMPLOYEES TO WORK FOR ANOTHER COMPANY?

From an employee’s perspective, that raises a pretty obvious question: Is this an attempt to get employees transferred into another position so Expand Energy can avoid paying the severance that would otherwise be expected? Ya know, industry standard…

Whether that’s the intention or not, that’s exactly the impression this poorly handled transition creates.

Here’s what an ACTUAL incentive would look like:

A proper severance package from Expand Energy, followed by a legitimate employment opportunity with Pure Frac offering competitive pay, a comparable 14/14 schedule, travel compensation, housing accommodations, and reasonable working conditions.

Not some half-assed arrangement that potentially sends employees across the country, disrupts their entire family lives, and requires even more time away from home.

These employees already sacrifice enough time with their families. Why would anyone consider a position that makes those sacrifices even greater without substantial compensation and benefits?

And here’s another question leadership apparently failed to consider:

WHY THE HE-L WASN’T PURE FRAC AT THE MEETING?

If this transition has been in the works, why weren’t representatives from Pure Frac physically present to explain the opportunities?

Why weren’t interviews arranged at the job locations or shops? Why weren’t pay rates, schedules, benefits, travel arrangements, and housing accommodations discussed?

Employees should have been given the opportunity to sit down with the potential new employer, ask questions, and make informed decisions.

Instead, they were handed uncertainty, a $2,000 completion bonus, and a promise that more answers might come in a couple of weeks.

Seriously, how fu--ing difficult is it to plan a transition properly?

It doesn’t take much to maintain employee morale and keep the peace during a difficult situation. Communication, transparency, fair compensation, and a little respect go a long way.

Yet somehow, leadership has managed to fail in damn near every aspect of this announcement.

And let’s talk about that $2,000 bonus.

After taxes, what does that realistically amount to? Maybe $1,200–$1,400?

That’s supposed to motivate employees facing unemployment to finish production?

Here’s what leadership needs to understand.

(This isn’t a threat but rather common sense)
If Expand Energy wants the remaining locations completed safely, smoothly, and efficiently, offering a proper severance package would have gone a he-l of a long way toward maintaining morale and employee commitment.

Pair that with a genuinely incentivized employment offer from Pure Frac, including comparable compensation and working conditions, and the entire situation could have been handled differently.

Employees would have had clarity about their futures, financial security during the transition, and a legitimate reason to consider continuing their careers with the new company.

It’s really not that fu--ing complicated.

These are employees who have dedicated years of their lives to the oilfield. Employees who work long shifts, spend weeks away from their families, miss holidays, and maintain the safety and production standards that allow these companies to operate successfully.

Many have spent years building experience, relationships, and careers within these operations.

And this is how that dedication gets acknowledged?

A poorly organized meeting, unanswered questions about severance, and a $2,000 heavily taxed completion bonus?

What a complete slap in the face.

For the Legacy SWN employees, the difference in how employees are treated is especially disappointing. There was a time when people genuinely felt valued, respected, and proud of the company and management they worked for.

Legacy SWN was a he-l of a lot better than what this has become unfortunately and everyone knew it was going to happen.

Tim Beard and the rest of leadership should have walked into that meeting with a clear severance plan, a detailed transition strategy, and Pure Frac representatives prepared to discuss actual employment opportunities.

Instead, employees were left questioning their financial futures while management apparently expects business to continue as usual.

The employees aren’t the problem here. The lack of preparation, communication, and leadership is and has been since the merge.

And to upper management: Hopefully the people making these decisions never find themselves on the receiving end of the same treatment. It’s easy to make decisions about eliminating positions when it isn’t your own paycheck, benefits, career, and family’s financial stability on the line.

Expand Energy needs to answer some very simple questions:

1. Why wasn’t severance determined before announcing the elimination of the ECS department?
2. Will ECS employees receive severance comparable to other employees whose positions have been eliminated?
3. Is the proposed transition to Pure Frac going to affect severance eligibility?
4. Why wasn’t Pure Frac present to explain actual employment opportunities?
5. Why should employees accept a $2,000 completion bonus as meaningful compensation when their careers are being eliminated?
6. What exactly is leadership doing to ensure employees and their families are treated fairly throughout this transition?

These aren’t unreasonable questions. They’re questions that should have been answered and thought about before the meeting ever took place.

Expand Energy, the way this situation has been handled is an absolute embarrassment.

There is still an opportunity to make things right. Provide the severance employees deserve, arrange legitimate employment opportunities, and communicate with the people affected like they actually matter.

Because $2,000 doesn’t replace a career, uncertainty isn’t a transition plan, and corporate bullsh-t isn’t leadership.

The ECS employees deserve better. Period.

Any updates to the CB sales teams?

Any one hear or get the email ?

The problems at SAS aren't limited to one team or one bad manager anymore. Communication has broken down, and we can no longer trust what we're being told - if we're being told anything. It's either lies or total silence. No wonder many are trying to make their own escape plans.

How many others received this absolutely non-reassuring reassurance? Considering there are only two months left in the year, does that mean it's open season again starting in January?

Has leadership communicated a reduction target or explained what declining the offer means?

First, I want to say how terrible I feel for everyone who was impacted by these layoffs and didn’t want to be. I’ve been thinking about this nonstop since last week’s earnings call, especially knowing that some of my friends were among those affected.

I was fortunate enough to be told today that my position is safe, and I wanted to share what I’ve learned in case it helps ease some of the uncertainty others are feeling.

We were told that employees are being notified department by department, and today was our department’s turn. Based on what was shared, if your department has already gone through the process and you weren’t notified, you should be safe.

We were also told that the layoffs are expected to continue through Friday, at which point the process should be complete.

I know how stressful this uncertainty has been, and my thoughts are with everyone who has been affected.

1:1 scheduled with HR and VP today. 15 minute - important business update. In CB organization.

https://as.cornell.edu/news/workers-who-love-synergizing-paradigms-might-be-bad-their-jobs

Employees who are impressed by vague corporate-speak like “synergistic leadership,” or “growth-hacking paradigms” may struggle with practical decision-making, a new Cornell study reveals.

Published in the journal Personality and Individual Differences, research by cognitive psychologist Shane Littrell introduces the Corporate Bullsh-t Receptivity Scale (CBSR), a tool designed to measure susceptibility to impressive-but-empty organizational rhetoric.

“Corporate bullsh-t is a specific style of communication that uses confusing, abstract buzzwords in a functionally misleading way,” said Littrell, a postdoctoral researcher in the College of Arts and Sciences. “Unlike technical jargon, which can sometimes make office communication a little easier, corporate bullsh-t confuses rather than clarifies. It may sound impressive, but it is semantically empty.”

Although people anywhere can BS each other – that is, share dubious information that’s misleadingly impressive or engaging – the workplace not only rewards but structurally protects it, Littrell said. In a work setting where corporate jargon is already the norm, it’s easy for ambitious employees to use corporate BS to appear more competent or accomplished, accelerating their climb up the corporate ladder of workplace influence.

Hello everyone! Has anyone heard of any updates for frontline workers? Departments like quota, routing, etc?

I just want to thank folks who're taking the time to let us know what's going on, some of them even at one of the worst moments of their lives. It's sad we have to rely on this place to get our info instead of the leadership, but it is what it is. So thank you, it's truly appreciated.

Kind of weird that HCL has not made a single statement to employees about how it was announced that they're under federal investigation for H1B abuse and had their ability to apply for new ones revoked.

If it goes based on severance, you already should know what the offer is. The way DE makes it seem is there is some actual offer. It’s not.

Tried asking a question in the Q/A and it was blocked bc they didn’t want to talk about HWF. Didn’t allow others to vote on if they wanted to see the question.

Thank you Andre for a sh*tload of indigestible incomprehensible marketing dribble.

How T-Mix works...the customer looks at the plans and then moves their accounts to Verizon.

Thoughts…..I’m pretty sure the first speaker spoke in one word sentences and I’m not sure what he even said.

Is there even a slim chance this is not layoff related?

Any updates for Sky employees under Global Product org ? We’ve been completely left in the dark about what’s going to happen to us. Are engineers within Sky’s Fraser division likely to be affected more , given that this division is moving to Comcast?

I hope someone in leadership is reading this site. hello. are you out there?

Having worked at Fannie Mae for many years, I can speak from firsthand experience. Unfortunately, I’ve seen a difference in the way people communicate and treat others. Some of the messaging from Fannie Mae employees comes across as dismissive, unprofessional, and as though they feel they are above others. In contrast, my experience with Freddie Mac has been that people are more genuine, approachable, and friendly.
It’s disappointing to see a culture where communication can feel unnecessarily harsh and disrespectful. I would never wish a layoff on anyone, as I understand the impact it can have on individuals and their families.
Perhaps, with all the changes taking place, there will be an opportunity to take a closer look at leadership and workplace culture. Organizations need leaders who know how to manage people, not just processes. Strong leadership means treating employees with respect, fostering accountability, and remembering that behind every role is a person who deserves to be treated with professionalism and dignity

any1 hear anything abt sec orgs reporting up thru Cahrlie

Any word on sales? Frontline? Call center? Enterprise? Indirect? Field reps? Wholesale? Outbound? SDR?

Mostly management? We’ve heard nothing but rumors.

Do you know how to order a coffee? Soft skill.
Can you say "hi" to another person? You have soft skills!
Can you say "lev-er-age" ? What about "cap-it-u-late"? "Cir-cle-back?" Soft skills!

Just wondering what’s out there today for chatter or if anyone else has heard anything or been let go? It’s so quiet and it is hard going into the weekend like this just waiting.

Any kind of update or news would be greatly appreciated. You working on anything? Alex Chriss was more communicative.

In the last 48 hrs this board went from people sharing and looking for real info to remote vs. office and sales vs. ops. Meanwhile leadership is reading this over drinks at the Four Seasons with McKinsey, laughing.

We argue over BS while they make their moves.

Pathetic

I heard some leadership announcement emails went out today, but I didn’t receive them. Could someone share a screenshot?

The PHP incident bringing to the fo-e the skelton technical staff we have to remidiate situations like this, resposne and communication to end client has been less then impressive. Also seen reports of data been stolen from OpenText reported on mimora(questionable source ) although it did suggest said data will be released on 29th of this month. Zero chance of OT paying ransomware, we will soon find out! AI is a dangerous lover and likes many mistresses.

Manager just forwarded us the email from leadership

Fiserv tax incentives for the BH office

Anyone else struggling to get info on ACH payments? The payments area keeps losing staff and no one can answer questions

.

Haven't heard much on this side, wondering if there are any whispers on the grapevine

A lot of employees are willing to leave if they offer early retirement but here we sit

Time has passed the Copper Cone Heads........
Time has passed the Fiber Fanatics.......
Stankey still running plays from the 1980s.......
ATT is The Sears of Communications......

How many times will our leaders talk about the superiority of fiber over satellite on today’s earnings call?

Will they even acknowledge SpaceX or Elon?

What other tired phrases do you expect to hear?

Anyone else having a hard time getting through this call. Is everyone so out of touch? Is anyone more comfortable now with our direction? What is our direction? Someone ask Viva Engage. I’m so confused.

It’s been fairly quiet and we haven’t heard much from our department management other than they don’t know if our team will be impacted.

Has anyone heard if their team will be?