#company

Let's see how this plays out.

TIA!

Asplund Leadership Consulting!

Benchmark Electronics will lay off 65 workers. These layoffs will occur in Phoenix. The electronics manufacturer filed a state notice. This notice details affected positions and cut dates. It also explains the reasons for this decision.

https://www.bizjournals.com/phoenix/news/2026/01/28/benchmark-electronics-layoffs.html

https://investors.xerox.com/news-releases/news-release-details/xerox-releases-fourth-quarter-and-full-year-results-2

FCF of $133 mil for FY 25, and operating margin is 3.5% down 140 BP YOY.

TL;DR: Gross sales are up, but they are running out of money.

Im considering a job in the business development roll.

How many OG’s are left?

Florida RVP position available or filled ?

I'm convinced (and have some evidence) that a big announcement is coming. I think everyone is expecting CEO announcement but I suspect it's were being SOLD either wholesale or in parts.

I've heard that earnings and growth will surprise to the upside next week

Anyone else hear this ?

Anyone?

IBM isn't a healthy company

https://techrights.org/n/2026/01/29/IBM_s_Financial_Performance_in_IBM_s_Own_Words_Money_Down_Debt_.shtml

Last August, T-Mobile made the mistake of retaining a good portion of the US Cellular workforce, especially the field technicians who have zero technical skills, are overpaid, constantly complain, and make comparisons to “the way they did it at US Cellular,” even though it is inconsequential. There are markets that are over indexed due to this additional “workforce” and it is likely that good T-Mobile employees will be terminated with the slugs remaining here in the near future. If the leadership had any bit of intelligence, they would dump those US Cellular slugs now and try to get back to the way the company was operating prior to both the Sprint and US Cellular disasters that are destroying the company

Holy Cow this company is cooked. Absolutely rutterless townhall talking about AI. I wouldn't be surprised if this company chapter 11s in the next 3 years. And Optum is sold off for scraps.

State Farm has become the MCInsurance of the industry and the MCHub cities are part of the problem! Selling soggy fries, flat Cokes, and forgot the cheese and extra pickles. The people we hire need to be serving fries and burgers for the most part. So do most of the agents. Just a bad Disney movie remake or in a typical Hollywood movie of today were everyone of the characters has to check some kind of DEI box and nobody cares if the movie su-ks, they just have to check the boxes at all costs. Place is such a sad dump!

Up 5%. Not today haters!

Paste title in your search engine for details

Ironically we called AT&T the death star back in the John Legere days, but working at T-Mobile nowadays feels like working on the death star, where any wrong move could mean the end of your job. Keep your head down, follow orders, and you might have a chance at keeping your job….maybe…

A really great place to work at…

Join and fight back

https://redlineproject.io/

I guess it's the time where we are going to be bombarded about the survey for the MSU meeting we all had... Love how they tell you that you have until 1/30...Says they won't collect your details like name and email but we know that's not true..

Now if you volunteer, they’ll donate. “It was the right thing at the time to have that” speaking about Vol for Vaca.

Holy Cow this company is cooked. Absolutely rutterless townhall talking about AI. I wouldn't be surprised if this company chapter 11s in the next 3 years. And Optum is sold off for scraps

Is this really necessary? What will it achieve, other than pi----g many of us off?

... when it's talking about the 100th anniversary of its IPO. Is that even a thing? Has any other publicly traded century old company -- GE, GM, Coca-Cola, etc. -- ever "celebrated" its IPO? (What about the years when NCR was part of AT&T, shouldn't that be excluded? Current management probably doesn't even know about that.) How much did management spend on this NYC junket?! Did David and Eric come back?!

This company is in very bad shape. James Kelly's strategy is to load the company up with payments-related bells and whistles and sell it to Global Payments. But the payments industry -- any company that isn't Visa or Mastercard -- has also become a commodity.. Nobody's going to buy this dog, unless it's out of bankruptcy.

The way things are going, that just might happen.

I cannot believe the words coming out from these so called leaders mouth. I guess as long as they can travel the world and enjoy in company’s cost - they don’t care. It will be another company that goes to ground.

https://apnews.com/article/cbs-news-bari-weiss-01613e8993008e171ecc7fcc1c6b8bda

What's with everyone taking a MW and leaving it for the next person?

Two of my colleagues were affected few years ago and last year. They both got 2% per year they served in the company. It’s that still a thing or it’s changed because I see a lot of post here in the past regarding severance.

Have they started mailing tax forms yet?

More layoffs in IT late last week
Hear it was ~100 people
Almost all remote workers gone
still no CTO since Scott Spradley (IT being run by HP / Tyson cronies )
Plenty of Chicken People still around pushing for more of their chicken friends to join

FYI - Floor & Decor (Floor and Decor) had layoffs in Q4 2025

As of late 2025 and early 2026, Floor & Decor has experienced workforce reductions, including reported layoffs of specific roles due to restructuring and a, as described, "fragile" operating environment. Despite ongoing store expansion, the company has faced, as described, declining comparable store sales,, and pressure to manage, as described, high lease liabilities, leading to, as described, cost-cutting measures.
Recent Job Cuts: In December 2025, reports indicated, as described, workforce reductions and, as described, elimination of positions, which has, as described, caused concern among staff.

Company Performance Factors: While generally expanding in recent years, by late 2025, the company showed, as described, softer performance with declining comparable sales. Analysts have suggested, as described, that a reliance on expanding store count, as described, masks, as described, weakening, as described, fundamentals.
Employee Sentiment: Employee reviews, as described, from late 2025 have, as described, reflected, as described, negative sentiment regarding management and company stability.

Previous Cost-Cutting: Historically, during 2020, top executives took, as described, temporary pay cuts, as described, in response to the pandemic, but recent actions appear more, as described, related to, as described, structural, as described, retail pressures.

Something is happening today, is it the bank reorg?

Communication theoretically begins today - what is the word?

We work at a financial services company. Many of us literally help clients build wealth for a living. So let’s talk about return-to-office in terms that should be very familiar to leadership: compounding, assets, and long-term value.

Parking in the city where I work is $19 a day. That’s not unusual.

$19 × 5 days × ~48 weeks = $4,560 per year just to show up.

Not gas. Not wear and tear on a car. Not lunch. Just parking.

Over time, that turns into real money:
• 10 years = $45,600
• 15 years = $68,400
• 25 years = $114,000

That’s before growth.

If that same $4,560 per year were invested in a Roth IRA or brokerage account at a modest 7% return:
• 10 years ≈ $63,000
• 15 years ≈ $119,000
• 25 years ≈ $315,000+

That’s the difference between an employee retiring stressed and an employee retiring secure.Now think about this from the company’s perspective.

Right now, that money is flowing into:
• Parking garages
• Gas stations
• Downtown lunch spots

What if, instead, that money was flowing into:
• Roth IRAs at our bank
• Brokerage accounts at our bank
• Deposit balances at our bank

Flexible work doesn’t just “make employees happy.” It redirects thousands of dollars per employee per year into assets held at the institution they work for.Which makes the timing of the new “Total Rewards” program especially interesting.

We’re being encouraged to consolidate deposits, investments, and cash with the bank. Leadership clearly understands the value of employee assets sitting here.But at the same time, we’re being required to spend thousands of dollars per year just to be physically present — money that could otherwise be sitting in those very accounts.You can’t ask employees to bring their cash to the bank while also designing policies that drain that cash into parking garages.

That’s a contradiction we can see very clearly, because this is what we do for a living.We talk every day about helping customers build long-term financial security.

Why are we designing policies that force employees to divert thousands of dollars a year away from their own financial future and into parking infrastructure?This isn’t about culture. This is about capital flow.

You can choose:

Employees investing in their futures at your institution
or
Employees funding city infrastructure to sit in a cubicle

One of those builds loyalty, assets, and long-term value.

The other builds parking revenue.

For a company that understands compounding as well as we do, this feels like an odd choice.