#communication

I've noticed that layoffs only get announced if the affected group leaks it. Otherwise they just pretend it didn't happen. It's absurd.

The way they keep us in the dark about everything is exhausting. I shouldn't have to rely on internet forums to figure out my own job security. This is going to backfire on them eventually.

I can't understand how some people can keep so calm and almost ignore everything that's been happening. I guess it's a case of "if it didn't happen to me, it's not an issue." Until it does happen to them. But I guess I'm the id--t for trying to warn them to stay prepared.

Anyone have an idea of what the severance is looking like post merger. Senior leader hinted to our group 2 months ago it would be comparable to VSP and details would come out shortly. We have heard nothing since. Alex Taylor stated we would be proud of how they handled this merger and all they have done is kept us in the dark and guessing.

And so it begins! The long standing tradition of the Managing Partner sending an Independence Day message seems to have been left to DC this year.

What’s next?

As C-Suite gals, you would think they would align on messaging. Perhaps Tanya's communication team did not check on the spin from Sarah's heartfelt video. Perhaps they hoped us One CenTeamer's did not pick up on the "change in tone" and call BS! Stay tuned fellow VSP candidates. Will wait for the next episode of The Housewives of Centene C-Suites to see what they have in store for their valued employees.

A friend from EBO said his team's manager gave them an all-clear. Is this company-wide?

Every day, associates at BNY Mellon share raw, unfiltered feedback on TheLayoff.com—concerns about ongoing job cuts, shrinking mobility opportunities, and a workplace culture that feels increasingly uncertain. What’s striking isn’t just the volume of comments, but the silence that follows. People are asking whether Executive Leadership genuinely cares about what employees are experiencing or whether these voices are simply being ignored.

The Executive Committee has chosen not to acknowledge the discussions happening across these forums, and that silence speaks loudly. Associates want transparency. They want accountability. They want leadership to show that they understand the human impact behind restructuring decisions. Instead, the absence of communication creates more anxiety, more speculation, and more distrust.

So here’s the question for Executive Management and the broader community: If thousands of employees are expressing the same concerns, why is leadership staying quiet? Silence may be a strategy, but it’s not stewardship. It’s not engagement. And it’s not what a global workforce deserves.

It’s time for leadership to step forward, listen openly, and respond honestly. Employees aren’t asking for perfection—they’re asking for acknowledgment.

Last minute townhall invite sent. Poor planning or intentionally last minute?

Just received an invite for tomorrow morning, 55minutes long. Sent to 'ETIPS_ALL_FTEs', only tidbit is "Please join the leadership team for an update on our future operating model and strategy". Whatever that means?

I’m curious what conversations are happening across the company. Have your leaders:

• Told you they expect your department to be relatively stable?
• Suggested your area could be significantly impacted?
• Discussed how workload, business need, or performance may factor into future decisions?
• Or are you getting little to no information?

It seems like communication varies dramatically depending on the department, and I’m interested in hearing others’ experiences.

The board doesn't follow this message board.

HON Technologies is leaving behind “the future is what we make it” but keeping #Futureshapers….ok. I saw everyone in the office today diving into the new PowerPoint templates. Each slide looked like a bag of skittles. Very elementary. Would be appealing to my 3yr old. Maybe this is why we kept the standard red black gray and white. Cleaner. Professional. Limited options for thousands of employees to F it up. We are a legacy brand. Not a start up created in a college dorm room.

Brand portal. A lot of words. No one is reading that. Just give me a one pager. What do I need to know. What is our brand? I don’t have time to poke around the brand portal. I’m quadruple booked all day and have six deliverables due last week, and 3 customer meetings this week and my team of 8 is now a team of 3. Oh and MBR Monday, and ten sources to pull data from and scrape up some calculations to throw on a slide.

One pager. Ppt template, email signature. That’s pretty much all I need. Who cares about the rest? I’m not in marketing

My People Leader has not spoken to the team. People Leaders on other teams in different departments have met with their teams as a whole and with individuals. I refuse to believe that the PL don’t know who will be impacted by the future layoffs.

Long-time reader, first-time posting. I was planning to post yesterday only, but I just came back from travel.

After yesterday’s town hall, I am still having many questions. It answered many things, but not the questions most people were actually asking. There were plenty of buzzwords and positive statements, but not much real clarity.

I am still not understanding the Alderon split properly. What will remain with IBM? What will move to Alderon? On what basis these decisions are being taken? Even after the town hall, I don’t have a better understanding.

Also, it looked like the usual favorites are getting special treatment. From what I could understand, many of those people will remain with IBM, while everyone else is still not knowing what will happen with their future. Maybe there are valid reasons behind these decisions, but they were not explained clearly.

Just wanted to know what others are thinking. Did this town hall give you more confidence, or did it leave you with even more questions? Are you feeling more secure about your job after listening to it? Interested to hear everyone’s thoughts and opinions

Every year, the ELT says they want to hear our voices. What happened to our voices being important?
Release the survey and let the chips fall where they may!

Anyone heard if/ when changes are coming to wpe?

It's been since April 1 since I've received a commission check, my boss said we would have plans at the end of April so we could get commissions, then May, then mid-June, and he now admitted he has no idea when plans will be out so that we can get paid. He laughed and said he isn't getting paid either. Fortunately, I have some savings, and can absorb a couple months of waiting, but I am running low on funds now, but half of my team is looking for another job, they need the income. There is no confidence that even when plans come out, that the commissions will be right, trying to mix XBS Corporate and now Enterprise, and Lexmark with all the assignment changes. My salesforce is still wrong, and I am missing accounts that were sent to inside sales for now reason. Our CEO and SLT promised better communications and transparency but we haven't seen even one communication about commissions. Is this to hold onto cash or something? Are others having problems getting paid commissions? This seems widespread

TM mentioned in my 1x1 from one of their meetings with the SM that the additional in office time is having the intended effect/results and believes that because of this "success" more time in office will come sooner rather than later. Could be nothing but I thought it was interesting to say the least.

How is everyone doing?
Another week done and it feels like we are hamsters on wheels. Same s*** different day. We get a message from
Our Chief Revenue Officer about finishing the Q strong - with 2 days to go that’s kinda late. Where he been hanging out the last few months? Maybe if he checked integration that was supposed to help like move to D365 now even more late than the 7th version of timeline we’ll all get to a more stable position?

When it says “the company will subsidize your cobra premium” does that mean they will be paying the whole premium on our behalf or just a portion of what we would be responsible for? I don’t know if I’m just misunderstanding or if they are being intentionally vague.

New CEO: "Core is a disaster, Government Programs is underwater, and our Leaders aren't accountable" ELT: "We launched an App! and it's almost WEA!" pretty much sums up life here

Has anyone sesent. Read the new company Email = Did you hear? Simplicity is se-y. WTF is wrong with these people and company!!! S-X SELLS??

All this stuff about how we operate is only for sales and their go to market strategy, for everyone else there are no changes and no layoffs

What direction? What product?
Real tech workers finally have enough bandwidth to do the work themselves.
And somehow we got harassed for not playing the political games they call “communication.”

I’ve been with Kroger for over a decade, and I have a solid understanding of the systems and the code I’m working on. I’ve collaborated with multiple 84.51° teams, and I’ve noticed that some individuals are quick to escalate what they believe are issues, even when they aren’t actual problems. It often feels like they’re trying to prove themselves rather than first understanding the context. Unfortunately, we don’t always have strong leadership support from the Kroger side to help provide that context or resolve these situations effectively.

I wish Verizon would be more transparent regarding our jobs. I’m working doing what I’m supposed to do but it’s an elephant in the room. In VCG a lot of upper management meetings but nothing definitive about layoffs are being shared or hinted. We’re all trying to read between the lines and it’s stressful.

We got supervisor’s personally calling customer care representatives on their cell telling them that they have overtime avail Monday. They saying it is super secretive to the point they don’t even want to relay this info about overtime on tmobiles own systems and of course no one is suppose to talk about it. Anyone know what sh-t is about to hit the roof at this company?

It's wild how disconnected senior leadership is from the actual day to day. They sit in their meetings looking at spreadsheets and making decisions that have nothing to do with how things operate on the floor. Meanwhile, the people who actually know what's going on are put on ignore, and then they wonder why their grand plans never work out.

I am so beyond fed up with all the pins and different threads or channels whatever they’re called on teams. We have a chat for a weekly call but now we have to use a completely different thread to put everything so now we have two probably even three different threads with basically the same group on the same topic.. they’re telling us you can use the chat during the call but use the channel for everything else so all our details are consolidated in one place… how does this make sense?!? I’m so tired of having 50 different places to look for what I need and having my pin go off every 15 seconds throughout the day.. it’s beyond distracting and unproductive at this point.

And I don’t even see the notifications, despite the fact that I followed all the instructions to request that I’m notified about these channels. SO FED UP WITH THIS STUPIDITY. Obnoxious!

I haven't seen any true metrics shared from the CES. Just high level messages from leaders saying "we are good at safety" or "there is no trust for senior leaders". Anyone in the know, what were the true results? I have to imagine they were awful!

Don’t make us f’king do it again next year if results are not going to be shared or glazed over and manipulated. Shady af.

a senior manager doesnt know how to do something like run python

therefore we need 6 meetings.

But somehow that only applies when the topic is easy and doesn't make anyone uncomfortable. When we try to find out about incoming cuts, suddenly its silence. Funny how that works.

Serious question: where is the senior leadership team?

Employees are required to come into the office five days a week, yet it’s rare to see Directors, VPs, or SVPs in the Blue Ash buildings. Are they held to the same in-office expectations as everyone else? If not, what are the expectations? Can our CIO give direction to the entire KTD?

If leadership believes office presence is important enough to mandate, then employees should be able to see that leadership is present as well.

Got an email hour back, wording is weird
“If you are reading this and your role was not impacted, I want you to know : I do not take your for granted.”

Are they sending this people who are rifed or to people who still have Job or both

Weird email to send after hours

Got laid off in November. My supervisor set up a calendar invite at 5am, with no title or agenda. No secret what was coming. She told me at 8am that I was being laid off, etc etc. But, the highlight of the entire 5 minute meeting was at the end when she said to me, "Have a nice day".

She could not lead a bunch of people to McDonalds. Even if she had gift certificates.

Can it get any more disrespectful than that?

Have to say the quality of the intel has been nothing short of tripe the last few weeks. Those in the know up your game please with specifics. The other id--ts who spam the life out of here can go back to your mums spare room.

Is that how notifications are going out?