#communication

Did he really just dismiss the empty formalities or he no longer cares to pretend that he cares?

Remember not to participate. Immediately send the email to the recycle bin where it belongs. They clearly have showed that they don't care, so, why even participate? If the responses are low maybe they will do something. The responses have been negative and they clearly don't care.

Does he still work at PayPal? What are his hours? Will he grace us again with his words of wisdom? Interviewed like he’s on a talk show?

Seriously this guy is the worst leader. He’s leaving the management up to everyone else, and everyone has the same questions. You would think that after a layoff he would get up in front of the company and talk about the next steps. Get everyone excited again.

WHERE ARE YOU ENRIQUE?!? You asked for this de-layering but nothing has changed for you.

It’s so weird. We are still trying to work with whatever we have but there is no direction or communication from leadership.

For mass layoffs in departments, for this round do they have the manager come talk to you one by one or will everyone get an email and meeting invite since it will be so many meetings?

Is anyone else noticing that Cigna’s hiring process has become extremely tedious and lacking communication? I worked here for years and left the org to gain greater experience because as I tried to advance I was running into roadblocks with my background not being enough. I have been trying to get back in for years. I make it to the hr interviews and told I’m progressing forward. Then an interview never comes and recruiters and communication is awful on just simply telling me no. Is anyone else experiencing this?

I’m sorry, but this message is a pretty tone-deaf way to communicate with employees, especially right now.

“Pre-order week is for our customers first.” Got it, Jon. Apparently employees, many of whom are also customers and shareholders, can wait our turn.

After another round of layoffs and with employees being asked to do more with less, telling the people who actually work here that we’re simply not the priority is… certainly a choice.

We can talk all day about putting customers first, but employees aren’t some separate category from the business. We ARE customers. We ARE shareholders. And we’re the people responsible for delivering the experience you’re telling customers to buy.

The continued framing of employees as a number or a resource rather than people who have invested years of their lives into this company is exactly why messaging like this lands so poorly.

There was a much better way to say “customers get first access” without essentially reminding employees where ELT believes we rank.

Tone matters. Especially right now.

This just feels like a weird internal PR stunt and doesn't feel intellectually honest. Thoughts?

I have been at the same store for over three years now and it is crazy how much things have gone downhill. No communication from anyone, they refuse to bring in help and instead keep cutting people, and they keep dodging the raises they promised us. It feels like they are squeezing every last drop out of the people who stayed without giving anything back in return.

People that cant do, instead work in risk telling everyone how to fill out paperwork. Because there is no communication in risk either, you wont get the same answer twice. The org is rotten from the head down.

...which leaders seemed connected to our reality during difficult moments - and which did not. That's the post.

So anyone have a clue if this is the call we have been waiting for???

Does anyone get the sense that C14s and 15s are paralyzed right now. Projects are sitting in queue, legal is not responding, compliance is absent. Nobody knows what next Wednesday is going to bring and there's no use working on something when the project, or the personnel may go away.

I lost my job and did not hold back on sending your equipment back. I get an e mail from " corporate IT " on 8-27-26 saying things have not been returned. I e mailed details back from the shipping of said equipment from 8.21.26. I checked the tracking myself and things were received and signed for on 8.24.26 at 10:34 AM to be exact by NFISHER- come on, get it together. Oh, and I am the one who no longer has a job......

Seems SKAN is giving leadership more than just process level data. Results seem to be getting fed to leaders. Has anyone seen impacts so far or been communicated with about not being on your machine long enough etc. or personal impacts.

What are the details not included in the ceo and cto emails?
The emails werent informative enough, im wondering what big things are left out in their emails

Hi everyone,

I’ve heard some rumours that there might be another Resource Action (RA) in 2026, so I was wondering if anyone could share some insight into how the process usually worked in the past — either from personal experience or based on what you’ve seen happen to colleagues.

In particular, I’m curious about the timing and communication:

Is it usually brought up during a regular 1:1, or is there a separate meeting specifically for this?
Around what time of the month did this typically happen?
How much advance notice was usually given between the initial communication and the actual end date?

I understand that the process may vary depending on the country, organization, or specific RA, so I’d be interested in hearing any experiences you’ve had personally or observed with colleagues.

Thanks!

There are signifficant layoffs happening, but no official communication has been ever shared, what is the percentage? It's horrible that people I work with just dissapear.
Standard tasks take now not weeks but months. Several roles managed by one employee for the same salary. Rinse and repeat.

Got a note to update my personal email address.. why would they need it ?

Not knowing is stressing me out.

Leadership lies to protect themselves, blames anyone nearby when things go wrong, and then does layoffs with zero communication. I'm waiting for the day when the job market improves, because I think we'll see a major exodus of the best people.

My wife, who worked remotely for another telecom, woke up a few months ago to find all her access revoked before she even saw the termination email. She got no warning, and they certainly didn't bother with a conversation. Just an early morning cold email and silence. Even Verizon isn't that much of an a--hole.

Cicely Simpson wrote about this, and it's worth building on.

Every leader gets tested by a moment they didn't choose.

And you can't control the moment, but you can control whether you hand over your composure or hold onto it.

These are the 7 moments that test that composure, and what to say instead of reacting:

1️⃣ Someone talks over you in a meeting
↳ Hold your point, then keep going.
↳ Say this: "I'll come back to you in a moment, let me finish this point first."

2️⃣ Someone questions your decision in front of the room
↳ Show you're willing to explain, just not right then.
↳ Say this: "Happy to walk through the reasoning, let's take it after this meeting so we don't lose time."

3️⃣ Someone takes credit for your work
↳ Put the credit back where it belongs.
↳ Say this: "I want the team to know this started with [name]'s work last quarter."

4️⃣ Someone uses a dismissive tone with you
↳ Ask them to repeat themselves, calmly.
↳ Say this: "I want to make sure I'm hearing this the way you intend it. Can you say that again?"

5️⃣ Someone tries to bait a reaction out of you
↳ Decline to engage.
↳ Say this: "I'm not going to respond to that right now. Let's stay focused on the decision in front of us."

6️⃣ Someone goes over your head
↳ Name what you expected instead.
↳ Say this: "I'd have appreciated hearing this from you first. Let's talk it through directly next time."

7️⃣ Someone undermines you in writing
↳ Move the conversation somewhere it can actually get resolved.
↳ Say this: "I see it differently. Happy to talk it through rather than go back and forth here."

Staying someone your team trusts matters more than winning whatever moment is in front of you.

Every leader has a moment like this waiting for them, this month or next quarter.

And how you handle it becomes the story your team tells about you afterward.

Most leaders react to protect their ego in the moment.

But the ones who don't protect something that matters more, their team's trust in them going forward.

No other company out there subjects it's employees to this kind of stress. Sure there are layoffs and restructurings but they are one time thing and once they happen, people go about their business and lives. Fannie Mae on the other hand has been laying off for a year and a half now. With no clear communication to anyone. How fu---d up is that. Incompetent buffoons and morally bankrupt leadership throughout. Disgusting.

Time for the trimester update!

Predictions:

• PP may or may not be there, but will at the very least have a pre-recorded message and be wearing a blazer with at no less than 3 gaudy colors.
• The phrase "We hear you, we feel you..." will get overused.

What do you predict?

No more pollev in ESA and larger townhalls, seems like the MC doesn't want to hear anonymously anymore. No one is going to ask the real questions anymore or reach out to them specifically with their name attached to it, it feels like silencing.

Managing Director told us that previously discussed date of 10/8 might change because of “leakers”. They may be pushing back to later in month or November, but want to do it before Thanksgiving to avoid 1/1 Readiness impact. As if losing people won’t make 1/1 harder.

Crazy. Is this the Pentagon, where leakers will punished and beatings will continue until morale improves?

Also there seem to be no answers about strategy and goals for end of year, early next year or beyond, except for vague Lead to One support.

My gut tells me Evanko went in without a plan and doesn’t know WTF to do now. We will just tell everyone our products are now shipping through the open Strait of Hormuz. Cigna won the war!!!

We care enough to send a generic email about the storm but you better be in the office in person. We are monitoring your badge swipes and WFH activity.

We just had the marketing town hall where Kellyn blathered on and on about how great everything was, how much everyone told her they loved the latest market based BS and how we should do those surveys ASAP.

Then she “interviewed” the new VP of digital who moved from Utah to Dallas. Nice enough guy but he mentioned how awful the traffic is in Dallas. Wouldn’t even notice it most of the time but I thought we worked for a company that provides fantastic connectivity services that allow you to collaborate without having to sit in traffic every day. Kellyn and co. sm--k you over the head with this connection cr-p all the time, so you would think we would I don’t know, live that purpose?

It shouldn’t by now, but the hypocrisy of our leaders just never ceases to amaze me. How they can continually sing the praises of products, services and messages they clearly don’t believe in and keep a straight face is quite a feat.

What is our leadership team and board doing? They have the worker communication and execution plan for layoffs. Supposedly there was some buyout attempt that seems to make our company look worse. The communication for future projects is murky and now there is supposedly no more cw’s. We need a real leader to get back the camaraderie and culture so people actually want to come to work. This is just bullsh-t torture every day.

Old routine: Enjoy a cup of coffee, go heads down and be productive before meetings.

New routine: Log and be immediately bombarded by IMs and meeting invites by offshore contractors that don't understand the work because they log off earlier than you and just cannot attend meetings.

The current union has little to no presence on the floor. There are lots of new employees, yes some of them are lost causes and that’s the narrative more experienced members will run with. Regardless, a lot of new people are not associated or familiar with our union and unfortunately won’t be till radio silence is broken for either a big election or contract. There was no communication last contract until they were looking for us to amend what they presented. A little packet, two excel sheets, vote on that, and no you can’t have anymore details and the FULL contract is confidential.

I would really like some outreach from the union to the floor outside of union meetings, in this day and age there should be other avenues of communications.

If there is no change from the elected union officials then their time in their cushy jobs will be short lived. Though they are not allowed to campaign on company time, I am allowed to make sure they don’t get elected on company time.

So yeah, course correction anyone?

What is the new operating model? Everyone talks like it is a thing but no one has ever explained it.

What operation changes were announced today?

Just noticed this as a headline on the Intranet, had to click on it and was expecting some great motivational words of wisdom from DW, but no this was talking about rebooting your computer twice per week.

Just noticed this as a headline on the Intranet, had to click on it and was expecting some great motivational words of wisdom from DW, but no this was talking about rebooting your computer twice per week.

If we have to pre-submit questions, it's not an AMA. That last A stands for "anything", meaning your filtering of submitted questions removes the "anything" from the "Ask Me".

There is no better way to communicate to employees that you DGAF about employee-relevant questions.

READ BEFORE COMMENT : i thought i didn't get it , then i saw that table had more than one page , when switched to second page it was there just like everyone else .

a lot are already saying they have it ( 28th aug or 21th aug ) no need to stress ..