#communication

Manager is fed up with how they have been treated, unable truly make decisions on ratings and merit, believes they have a target on them. They have an official "talking point" doc that came down from HR with how to respond to employees questions around the changes that happened and those coming down the line. They "accidentally" printed it and forgot it. There are Q and A items around how to respond to WFR questions so yes, there are upcoming WFRs.

We don’t communicate anything and that’s the reason our company stays at all time lows and we need to lay people off.

I heard from a source that employees impacted by the layoffs will be notified via email on October 28. Has anyone else heard anything similar or have additional details they can share?

Given the scale of these potential layoffs and the number of employees who may be affected, I find it hard to believe that all the details will remain confidential for much longer.

What’s most disheartening is how this entire situation is being handled. Behind every position is a person with a family, financial responsibilities, and years of dedication to this company. Yet it increasingly feels like we are nothing more than numbers on a spreadsheet.

Now we are facing even more weeks of anxiety, uncertainty, and speculation. How can leadership reasonably expect employees to remain focused, engaged, and productive when so many are wondering whether they will still have a job at the end of the month? At this point, productivity is going out the door, morale is deteriorating, and the emotional toll is only growing. The lack of communication is creating an environment where fear and rumors are filling the void left by leadership.

And to the person in Corporate Communications whose job includes monitoring conversations like this one: I sincerely hope you are taking these messages back to leadership. I hope you are communicating the anxiety, frustration, and emotional distress that this prolonged silence and lack of transparency have created. These aren’t just comments on a message board. They are the voices of real employees who feel abandoned by a company they have dedicated years of their lives to. Your responsibility shouldn’t just be to monitor the conversation or manage the company’s reputation. It should also be to ensure leadership understands the very real human consequences of how this situation is being handled.

Regardless of the business decisions being made, employees deserve transparency, compassion, and dignity. The uncertainty alone is exhausting, and the way people are treated during moments like these says a great deal about an organization and its values.

People will remember not just the layoffs themselves, but how they were treated in the weeks leading up to them. And no amount of carefully crafted corporate messaging will erase that.

As a reminder, please do NOT take the survey!

This used to be a fully functional company. Now it's just broken processes, poor communication, and a lack of accountability.

https://www.facebook.com/reel/2061068204778703

Live in a fiber area. Been extremely dry but just got a couple of days of solid rain, no lightning or heavy wind. Haven’t seen a single repair vehicle in my area. What are the technicians and center employees doing to stay busy? Back in the day techs would have worked late for a few days.

Go to the intranet home page.

Go to the WE are turning your feedback into real change tile and click the link.

Scroll all the way to the bottom.

Click the tiny little Learn more about what we are not changing tile near the bottom.

The message isn't surprising but the way they tacked it on at the bottom behind a relatively tiny tile is pathetic and hilarious.

Why is everyone being so secretive about this?

My boss and two other colleagues have been laid off, and apparently everyone knows. Yet nobody has addressed it directly, and the whole thing seems to be getting swept under the rug.

We’re not asking because we’re looking for gossip. This is going to have a direct impact on our team and our workload. The work still has to go somewhere, and at some point someone needs to communicate what the plan is.

The problem is, nobody wants to be the one to ask and potentially end up absorbing all the extra work without any additional compensation. We shouldn’t have to find out through the grapevine or wait until the workload lands on our desks before anyone acknowledges what’s happening.

Everything seems to come back to reducing costs rather than improving the business. As a result, the many, many cuts are making it harder for teams to communicate and get anything done. It's all a big joke.

Knowing a few Shell retires, they talk about the times when the work environment was very collegial. Regular communication from the company about promotions, transfers, retirements, etc. - maybe holiday get-togethers or cookouts at the department manager’s home.
You knew about colleagues’ spouses, kids, achievements, vacays, etc.
Now, not everyone got along cheerfully and there were always some sharp elbows but the company they describe is hard to imagine when I hear of Shell today.
Are there any vestiges of what they relate? Hope so.

These webinars are a joke. She just commented "we are all immigrants". Some are not and take offense. Native Americans, Native Alaskans, Hawaiian,..shoukd I keep going. Think not, she has to go.

What do you expect to hear?

A lot was said, but nothing was really said

This was added to the agenda 2 days before the earnings call. Who's ready for a vague allusion to layoffs that will do nothing but tank morale?

Senior leaders (VPs and above) are meeting to figure out how to use AI to put together polished sentences to assist them to communicate to employees that we have a great culture.

Hi my name is Lily Meier and I am a retail reporter with Bloomberg News. I have written a lot about Nike going back to the Donahoe era, with our story, "The Man Who Made Nike Uncool." I am hoping to chat with current and former employees, and happy to do so on background -- meaning it would be anonymous, or off the record. Please let me know if you are available to connect -- My Signal is lmeier1.33 or lmeier12@bloomberg.net.

If you are just going to read to us word for word off a script, in a monotone voice, just send an email. We can read it ourselves.
Has the first guy who spoke never presented before?

What is the town hall today going to be about?

I know I'm probably being paranoid, but when and how would employees be notified of pension changes if they were to occur?

It’s like they don’t want to do their job and just pass the buck. Poor grammar, no social skills, and clearly no clue.

Expect to hear from your manager in next couple of weeks , whether you are getting anything or not…

It is concerning that the situation remains such a mess even after all these months. Really Wonder who is accountable for overseeing the integrations and migration to ODW, as the current issues suggest a significant lack of planning and execution and fo-e

Providing employees with a stable and reliable platform to monitor and track their attainment should be a basic requirement. More importantly, the system should provide an accurate representation of each seller’s attainment. The ongoing issues are not only causing unnecessary frustration but also undermine employees’ ability to effectively track their performance.

This is a fundamental business requirement that should have been carefully considered and tested before implementation. The lack of proper planning, foresight, and execution and uncertain resolution time and poor communications is extremely disappointing, and there needs to be clear accountability for how this situation was allowed to persist for so long.

Poor mismanagement of the entire integration. Poor judgement as well!

I saw a job posting that looks almost like my role appear on LinkedIn, but searching internally for it I cannot find it, even using the reference number. Is it just blocked from me? Or was the posting removed?

How can you move to PACE when it’s so obvious everyone will turn that into “you need a PACEMAKER”? Bad PR move.

Given everything that’s happened recently, does anyone know how promotions and compensation increases will work this year? Has there been any communication on when these conversations will happen?

Here is what MH posted on the Slack Channel:

The takeaway isn’t that everything you heard today is new. Our purpose hasn’t changed, and our businesses will continue to have distinct strategies for the markets and customers they serve.
And importantly, our growth, goals, are not separate from our impact. Growth should come from serving more learners and customers, delivering stronger outcomes and earning greater trust. That growth in turn, gives us more capacity to reinvest in our products, our people and the capabilities that strengthen the flywheel.
What is different is that we now one shared enterprise strategy that connects where we play, how we win, the goals we’re working toward, and how we work together. As Cengage has evolved to become a more integrated, market-facing company, we need that common context to make clearer choices about priorities, investments, and tradeoffs and to make better use of capabilities and strengths across the company. The real test of this strategy will be how it increasingly shows up in our Objective and Key Results (OKR’s), operating rhythms, investment decisions, and day-to-day work. OKR’s will be the framework we increasingly use across the enterprise to track goals and priorities.
On confidentiality, the SOAP and the specific goals and strategy we discussed are internal, and competitively sensitive details should not be shared externally.

Once again what a lame communication from this "new" org in product. Guess what people, you got laid off because AI costs money. Ooh surprise...

Anyone know when the company wide pulse or insight survey results will be shared?

Already received 3 emails to complete survey.

I have filled it out every time and all they do is make it worse, such as RTO and assigned settings. From 11 days in office to 13 to 15 days in office each month.

All they do is make it worse and they took away wallpaper because of the survey.

Do not waste. Your time. They do not listen

Today’s RBC challenge: Sunit has the microphone. Please don’t scare anybody. CCI doesn’t need analysts to suddenly decide it’s worth $94 today. It just needs the market to become less convinced that $67 makes sense.

The stock has been hammered, with Treasury rates being a major headwind, but there hasn’t been some new company disaster to explain this price. So today would be a great day for clear numbers, confidence and maybe even a smile. No panic face. No corporate word salad. Just explain the business and remind Wall Street that Crown isn’t actually on fire. Come on, Sunit. You’ve got one job today do it!

CITIBANK In AFD Lost a bunch of our work to costa rica today. Very low Waiting in queue but overtime open until september thirtieth? We have been warned not to discuss it amongst our team.

I absolutely hate large group zoom workshops. Especially when the “key” people travel and are in the room and everyone else can’t get a word in edgewise. The raise hand feature is totally ignored and people just talk over the remote attendees. Meanwhile the loudest know it alls who actually know nothing dominate the discussion and don’t let anyone else speak.. What a waste of my time.

Goldman gets the cost transformation story. Employees get rumors, town halls after the fact, and weeks of uncertainty. If the reorg and fte reductions are material enough to discuss with investors, why is the internal comunication always behind? It's all about basic transparency before people start reverse engineering their own future.

Are all groups now on Teams? Is Zoom
Now becoming disabled ? When will it be required to use Teams? I heard in a meeting that they are starting Teams up mandatory for SLOD first on 10/1 is this true?

Listen, if you reply-all to a massive DL and don’t even look to see who sent the damn email, I swear to God I hope you’re the very first person walking out the door next time layoffs hit.Right now, we got folks replying-all to a distribution list with over 20,000 people on it.

You are officially the d-mbest MF in the building, just out here wasting everybody’s time. You su-k on levels I didn't even know were possible.Why does this same circus happen at least once a year? How do we keep hiring people this clueless? It is not that hard: look and see who owns the mailbox or the contact group, and message them directly.

I am truly, deeply praying they are keeping a running list of every single one of y’all doing this.Please, stop being a whole fool. This happens literally every year, and y’all still haven’t learned a single thing.

The same people doing it this morning, are the same ones constantly on here complaining about corporate America. Absolute dolts. Only 2000 emails and counting on this wonderful Monday.

We hear a lot from leadership, but somehow we always end up with more questions than answers. There's plenty of polished language and very little that tells employees where we're actually going.

Dangerous crime strikes again very close to PNC HQ. A stabbing in market square around 5PM Wednesday (9/23). There was no PNC notification sent out alerting us of increased police activity. A time when many of us were leaving the buildings. In typical PNC fashion do not expect executives to mention a single thing about employee safety in the coming days. Would be really cool to ask the CEO in a town hall about what is going on to ensure employee safety. But nope we get to learn about the CEO’s recent book read. Because priorities right! Take a moment and ask yourself this. Is it really worth risking your safety every single day amongst the unruly teens, crazies, dr-ggies and mentally ill to bust your a$$ to a desk to work in an obnoxiously loud environment to do the same thing you were doing (more efficiently) from home for years. While fighting the ever growing monetary cost of life and commuting to and from. We don’t get executive safety. We don’t get awarded huge bonuses. We don’t get a huge compensation increase. We are lucky if we even get above a 1% increase. We get reprimanded because we made a minor non-critical mistake for the first time in 6 months. Our reviews can be tainted by the timeliness of our time sheet submissions. Guess what, the time sheet is the same as everyone else’s and you already know what hours we will input. Thank goodness the surveys are coming so we can voice our frustration and in three months we can hear “We read the employee feedback and will do our best to ensure ‘fair this’ ‘competitive that’ ‘the latest tools’”. Only for the cycle to repeat itself. This is what morale has turned into.

For the brown-nosers who say that is a city problem. You’re right. But the company mandated us to navigate into this criminal arena. At least give a sh!t and provide communication about increased police activity and tips and discussion about employee safety. Nope! Work from home to avoid this crime and/or at the very least be able to fully defend yourself on your own property.