#company

Been with WF for a looooong time. And I have to say, this is the worst nepotism I've ever seen. Its true. And for those of us who have been around as long as I, we might have gotten one or two back in the day. Soon, they were acclimated to WF and we, the worker bees, never really saw a difference.
Now? Holy cow, they move in, fire existing technical staff, bring in their buddies and replace everyone over a period of time.
I liken it to locusts...they move as a group, strip the ground bare of anything good, then move on to the next green pasture.

From folks who say, "The company doesn't have to give severance..." or "other companies do much less....".
What EFFIN BS.
Yes, WF HAS to provide severance. They have to abide by the employee handbook which they have published. For all you mo--ns out there who think WF is going above and beyond....LMAO! You are d-mber than a bunch of rocks!
WF HAS to abide by what they have committed to in their publications.
Yes, they can change it. But that will take time. They'll have communicate it, have to allow time for it to become policy. Even then, there will be challenges. Likely - as WF is wont to do, they'll sc--w some simply due to bad management or personal grievances. But, overall, any changes in policy will take time and have to be announced well in advance.
So to those of you who say, OH! But they are so awesome, they give sooooo much in severance!
I say to you, what a bunch of buffoons. You su-k. Totally and literally. Get a grip. WF only gives severance to shut folks up after a long tenure, then pittances for them. Why doesn't anyone talk about the employment contracts Sr. Executives get? With guaranteed bonus, guaranteed retirement, guaranteed yearly increases (based on actual, things that are written down)?
Yep, what a bunch of losers that decry what we, the workers complain about. We, the workers - are due MORE. MORE than what we are getting when we are thrown to the curb!!!
Just saying, had to get that off my chest. OK everyone, go back to your bingo games.....LOLOLOL

There’s no real plan. Just cutting into oblivion won’t magically make the company better, more efficient, or more profitable. And no, AI can’t replace people, unless someone is aiming for an epic fail.

Brian Roberts refuses to humble himself. He is turning Comcast into Blockbuster 2.0. He won’t go down with the ship though. He doesn’t have the moral or ethical framework.

That is why he might just go down as the most hated businessman in the country.

Sure Dan thinks he’s telling us all these revelatory truths but we all knew what he was saying was true years ago. There’s a significant proportion of the company whose goals are aligned to saying “No” or “It’s not me”. Trying to get anything done, or anything fixed is a complete pain in the a**

Silo management just blocks progress and every VP and SD are responsible for that

just love seeing all the Linkedin posting of the various groups getting together for "end of year" celebrations , congratulating each other on such a great year, in the midst of continual layoffs. Still see Kate talking about "shaking" up industry..... hard to do that when you continue to lose money. Also good to see KJ, Stansbury, Tzetiel and some of the other higher ups reflect on a "job well done" and talking about all in, while the "no more" Lumen humans that were cut loose wonder how they will get through the holidays .... only real winner in all this is Brene' Brown, who continues to get rich off the company.

we are all f@uckd. A lot of Dilbert worthy buzzwords in that robot.

Analysts/Elliott, press him and Brian on the dollar value they are actually adding to the market capture. The answer might shock you.

Each engineering department or BU has eighteen different layers of tooling, and within the BU there's another layer of tooling. There's 25 layers of instructions that only someone from their respective department would know God forbid you need to collaborate. Nothing is cohesive, I need fifteen MFA apps to traverse layer after layer to do 1% of my work. No wonder it takes forever for Cisco to fix things.

This shady a-s company is looking to reduce headcount more and will find any reason to force people out. Look out for yourself and keep your eyes peeled for a new gig if you are able.

And make no mistake... those that are being laid off and those that stay are both unequivocally SUFFERING ! such an awful third world environment and they insist on using words like Thrive, and Pillars and all kinds of absolute horsesh#t.
Thrive my A@S !

Thank you for taking care of the employees!

This company is a disaster. I really wanted a package. I feel if I tune out ill just get promoted at CVE…

Facts from this VZ Vet (Yes, service connected disabilities)

1. They gave us choice of Veteran VZ t-shirts this November to thank us for our service
2. The Team gave me a nice physical card (Not AI or virtual) thanking me for my service on V Day. Very thoughtful
3. 8 days later got the call...Sayonara...kick in the teeth is the December 19th off payroll. I guess we needed the funds from my HUGE salary for the Swede we didn't need 40M and the other two 4M to "stay on" LOL. Merry Xmas
   AI Search "Reasons Verizon is good for hiring disabled veterans:
   Military-friendly recognition: Verizon is a Gold-level Military Friendly Employer, recognized for its commitment to hiring, retaining, and advancing veterans."

Does anyone feel like they are getting laid off? It's been so weird around here.

I am interested in whether people are thinking of joining up.

My thoughts are that the company doesn’t feel very stable, the morale is low and I’m not really sure if growing the company is the real long term plan of our leadership. I still believe that we will be broken up and sold off.

So, I was wondering if I’m an outlier here and if others are feeling more optimistic about Solventum’s future.

Has anyone ever heard of an employee with less than 7 years at HPE ask to be on the WFR list?

Field Service is done for, what's next ?
Oh and Happy Holiday's to you. Early Christmas gift.

Genuinely curious to know how its going after cutting down entire members of many important teams.

Wonder if anyone still have faith for ExxonMobil Singapore future. The recent cut was very harsh and again a political game in the company. There are many whole day do nothing didnt get cut but there are ppl work damn hard get cut.. do you still like to work here ? What is the future to work here in dying sunset industry with flooded China and regional advancement and high quality and cheaper products.. sell gas station, shutdown cr--ker, whats next 5yrs, 10yrs? What else will remain running? Comments please...

So no Christmas tree, no Menorah, no Kwanzaa decorations. Just a random reindeer and sticks with lights and poinsettias.
I guess we don’t want to offend anyone.

New O&T initiative. Filter out must have staff. Rest can sink with the Titanic

Anyone know if this office is still planned to be built at Penn station

I guess this turns out to be true !!!! Field service is gonna be all Mastec

Anybody heard anything about Another Rebranding?

looks like the house of cards is coming down...

Working at Walmart is a better job than working at mondelez

So.....how are things going? Migration on track? Which groups are being migrated right now? Good improvement?

Any truth to mass layoffs in March 2026 and for what groups?

https://www.counterpunch.org/2025/12/04/the-biggest-heist-in-america-is-being-sold-as-a-gift-to-children/

Company being sued by CT AG for misleading advertising, failure to deliver speeds and allegedly fraudulent fees charges to customers. IS NY NEXT?

Copy Pasta from a different site:

Former HR here - subtle signs your company is preparing for layoffs

I’ve been through 3 rounds of layoffs (twice in HR, once when I was also laid off), and there’s a pattern that emerges before the axe falls. Not trying to create paranoia, but if you’re seeing multiple signs on this list, it might be time to update your resume.

This got long, so I’ve broken it down by timeline and severity. Hopefully this helps someone see what’s coming and prepare accordingly.

EARLY WARNING SIGNS (3-6 months out)

Financial and strategic shifts:

Hiring freeze gets announced, especially if it’s sudden or poorly explained. When companies say “we’re being strategic about growth” out of nowhere, that’s HR-speak for “we’re about to cut costs aggressively.” Pay attention to whether it’s a soft freeze (critical roles only) or hard freeze (literally nobody).

Executives start talking about “efficiency,” “operational excellence,” “doing more with less,” or “rightsizing” in all-hands meetings. Once leadership starts using these phrases repeatedly, start paying attention. They’re preparing employees psychologically for cuts.

The company misses earnings or revenue targets multiple quarters in a row, or leadership keeps revising guidance downward. Public companies especially - check their investor relations page and quarterly calls.

Consultants show up. Specifically McKcKinsey, Bain, Deloitte, or similar firms. They’re not there to make things better for employees - they’re there to identify “redundancies” and provide cover for cuts leadership already wants to make. If you see consultants doing org chart analysis or “efficiency studies,” that’s a massive red flag.

Leadership changes at the top. New CEO, CFO, or COO often means new priorities. New executives frequently want to “make their mark” within the first 100 days, and layoffs are a quick way to cut costs and restructure.

Budget and resource signals:

Training and development budgets disappear. Conference approvals get denied, software licenses don’t get renewed, that certification you wanted gets tabled indefinitely. When companies stop investing in employee development, they’re not planning long-term with current staff.

Discretionary spending freezes. Team outings canceled, holiday parties scaled back or eliminated, small perks disappear. These are the easiest costs to cut first.

Delayed or frozen merit increases and bonuses. If annual raises get “postponed” or bonuses are cut despite decent performance, the company is hoarding cash for something.

Open headcount gets quietly closed. You might not notice a hiring freeze officially, but those three open roles on your team just stop being discussed.

Cultural and messaging changes:

The “we’re a family” messaging intensifies. Ironically, when companies start really pushing the culture stuff hard, it’s often because morale is tanking and they know what’s coming. Authentic culture doesn’t need constant reinforcement.

Town halls become more frequent but less substantive. Leadership is trying to control the narrative and keep people calm, but they’re not actually saying anything meaningful.

Internal communications shift tone. Messages become more formal, more carefully worded, more legal-sounding. This usually means lawyers are reviewing everything.

Real estate and facilities:

Office consolidation starts being discussed. Subleasing space, breaking leases early, or suddenly pushing hybrid/remote work after being office-focused. Real estate is expensive and often the first place companies look to cut.

Facilities staff reductions. If maintenance, security, or reception teams shrink, that’s a leading indicator.

MEDIUM-TERM SIGNS (1-3 months out)

The ones people miss:

Your manager starts acting weird in 1-on-1s. They seem distant, can’t give you clear answers about future projects, or suddenly don’t want to talk about your career development, or they cancel 1-on1s. They often know 4-6 weeks before you do and are terrible at hiding it. Watch for:

Avoiding eye contact

Being vague about Q2/Q3 planning

Not fighting for resources they normally would

Seeming stressed or checked out

Cross-functional projects get canceled or put on hold indefinitely. If that big initiative involving multiple teams suddenly loses steam, it’s often because leadership knows the teams won’t exist soon.

Reorganizations that don’t make sense. When they shuffle reporting structures or combine teams in weird ways, they’re often preparing for consolidation. The reorg is the setup; the layoff is the follow-through.

Senior people start leaving and aren’t replaced. When your VP quietly exits and the role just disappears or gets absorbed, that’s a restructure preview. Execs often see the writing on the wall before layoffs and jump ship.

The “high performer” narrative shifts. Suddenly everyone’s being evaluated more critically, PIPs increase, and the bar for “meeting expectations” gets higher. They’re building paper trails.

HR and administrative signals:

HR schedules random meetings with employees to “check in.” This can be them gauging morale, but it can also be them identifying who might be problems during layoffs (ie, who might sue or cause issues).

Increased focus on documentation. HR suddenly cares a lot about having everything in writing, attendance records are scrutinized, minor policy violations are documented. They’re building files.

Anonymous surveys about “organizational effectiveness” or “role clarity.” They’re identifying redundancies and overlapping responsibilities.

Operational changes:

Vendors get cut or renegotiated aggressively. If the company is trying to save money everywhere, labor costs are next.

Projects shift from innovation to maintenance. All the exciting new work stops, and teams are just keeping lights on. This suggests they don’t believe in long-term investment right now.

Contractors and temps disappear first. This is always the canary in the coal mine. If contractors are let go en masse, full-time employees are usually 4-8 weeks behind.

Financial desperation moves:

The company takes on debt or seeks additional funding under unfavorable terms. This suggests cash flow problems.

Asset sales. Selling off business units, real estate, IP, or other assets to raise cash.

Delayed payments to vendors. If your company is stretching payables or late on bills, they’re struggling with cash.

IMMEDIATE RED FLAGS (2-4 weeks out)

The “oh sh-t” tier:

You or your team suddenly gets asked to document all your processes in detail, create runbooks, or do knowledge transfers “for continuity.” They’re preparing for people to be gone and don’t want institutional knowledge walking out the door.

Managers have mysterious meetings that aren’t on the calendar, or meetings that say “leadership sync” with no agenda. Often they’re being told how to “rank” their teams (stack ranking) or getting trained on how to deliver termination news.

HR blocks calendar time that’s marked private across the entire organization on the same day. That’s layoff day. Usually a Wednesday or Thursday.

Managers seem panicked or are suddenly unavailable. They’re either in planning meetings or mentally preparing for what they have to do.

IT or Security starts asking random questions about access, or you notice permissions audits. They’re preparing to revoke access quickly.

Conference rooms get blocked all day with “private” meetings. Those are the termination meetings.

The parking lot has way more cars than usual early in the morning on a random day. Leadership arrives early to prepare and coordinate.

The final 48 hours:

Executives all happen to be “in the office” on the same day when they’re usually remote or traveling. They want to show their faces and deliver messages in person.

Your manager asks for a “quick sync” with no context, or you get a calendar invite for early morning with just “meeting.” That’s often the termination conversation.

You notice coworkers disappearing into conference rooms and not coming back, or leaving with boxes. If it’s happening, it’s happening to multiple people today.

Email access starts acting weird, VPN connections drop, or badge access to certain areas stops working. IT is already starting to shut you down.

WHAT TO DO - ACTION PLAN

Preparation phase (as soon as you see early signs)

Update LinkedIn immediately. Make sure your profile is complete and compelling. Turn on “open to work” privately so recruiters can see it but your company can’t.

Refresh your resume and tailor it for your target roles. Have multiple versions ready for different job types. Get it reviewed by someone who knows your industry.

Document your accomplishments with metrics. Revenue generated, costs saved, projects delivered, teams built. Save this somewhere personal, not company equipment.

Save important files legally. Performance reviews, reference letters, samples of your work (that aren’t confidential), documentation of your achievements. Email them to your personal account or save to personal cloud storage. Do NOT take confidential company information, client data, or proprietary code.

Screenshot or save your LinkedIn recommendations and endorsements. Sometimes people leave and delete their profiles.

Reconnect with your network NOW while you’re employed. It’s easier to get coffee as a “catch up” than as a desperate job seeker. Reach out to old colleagues, mentors, recruiters you’ve worked with.

Financial preparation:

Build emergency fund if possible. Even an extra month of expenses helps.

Understand your benefits. Know your PTO balance, how severance works at your company (if there’s a standard package), what COBRA costs, when your stock vests, and what happens to your 401k.

Reduce expenses where you can. Not to panic level, but maybe hold off on big purchases.

Check if you have any loans against 401k or obligations tied to employment. Some companies require repayment upon termination.

Legal and administrative:

Keep records of everything. If you suspect you’re being targeted unfairly (discrimination, retaliation), document it meticulously with dates and witnesses.

Check your employment contract for non-compete, non-solicitation, and IP assignment clauses. Know what you signed.

Mental preparation:

This is not about your worth. Layoffs are business decisions, usually driven by executive mistakes or market conditions. Even top performers get cut.

Have a plan for how you’ll spend day one after a layoff. Whether it’s updating your resume, going for a run, or calling a friend, having a plan helps you not spiral.

Tell your partner or trusted person what might be coming. Don’t suffer alone or let it blindside your household.

If/when it happens:

Don’t sign anything immediately. You usually have time to review severance agreements. Consider having an employment lawyer review it, especially if it includes non-compete or release clauses.

Negotiate if possible. Severance, extended healthcare, references, job search support, equity vesting. The worst they can say is no, and many companies have wiggle room.

File for unemployment immediately. Even if you get severance, you might be eligible. Don’t leave money on the table.

Ask for a neutral reference or letter of recommendation before you leave. Much easier to get this on day one than six months later.

Understand what’s happening to your benefits. COBRA deadlines, life insurance conversion options, FSA/HSA balances.

Get contact info for colleagues you want to stay in touch with. Once you lose email access, it’s hard to reconnect.

Job search strategy:

Take a day or two to process emotionally. You don’t have to start applying immediately.

Quality over quantity. Targeted applications with customized materials beat spray-and-pray.

Use your network first. Most jobs are filled through referrals. Let people know you’re looking.

Consider contract or freelance work to bridge gaps. It keeps money coming in and shows you stayed active.

Be honest in interviews about the layoff. “Company went through restructuring” or “position was eliminated due to budget cuts” is fine. Most interviewers get it, especially if layoffs were public.

WHAT NOT TO DO

Don’t panic or make it obvious you’re job hunting. Don’t print your resume on the company printer, don’t take recruiting calls at your desk, don’t update LinkedIn with “OPEN TO WORK” publicly while still employed.

Don’t badmouth the company publicly. Even if you’re furious, keep it professional. The industry is smaller than you think.

Don’t stop doing your job. Keep performing until the end. You want good references and you never know what might change.

Don’t burn bridges with your manager. Even if they’re delivering bad news, they’re probably just doing what they were told. Stay professional.

Don’t take things that aren’t yours. Seriously, don’t steal company property, access data you shouldn’t, or do anything that could give them cause for termination instead of layoff. You want that severance and unemployment eligibility.

AFTERMATH - IF YOU SURVIVE THE CUT

Survivor’s guilt is real. It’s okay to feel relieved and also sad for colleagues who were let go.

Your workload is about to increase dramatically. Set boundaries early and document what’s not getting done. Don’t try to do three people’s jobs.

Start looking anyway. Companies that do one round of layoffs often do more. Plus, the culture and workload might not be sustainable.

Support your laid-off colleagues. Write recommendations, make introductions, be a reference. What goes around comes around.

Upstream: Cold Lake, Kearl, Syncrude
Downstream: Strathcona, Sarnia, Nanticoke, Terminals, Pipelines
Chemical: Sarnia

Or does it make more sense DW finally recommends to the EM board to buy the minority interest of IOL (30%)?

Chevron is a great company to work for if you want to impress others with your résumé. Do not work for Chevron if you want job satisfaction. You are not a human. You are just a number and you are disposable when they want to pay the stockholders more. Great company to invest your money in, but definitely not your time as an employee. My time here will only be as long as it takes me to secure a better position elsewhere.

Don't bother working for this company of you don't want to see the executive council be the only ones who get money. Also you will have no say in any company policy. If you speak up with a good idea to improve processes or morale you will be retaliated against

After the earnings call - you could see this coming- heard from some marketing folks that that theyre getting let go

I can't wait. 2026 is shaping up to be great and prosperous year!

There were more layoffs in the Data and AI org today. Lots of VPs and product team members were affected.

Are we safe this month or is that too much to ask for? Does T usually have layoffs in December?

What’s up guys, PSTG is going to he-l?

Looks like the grinch is coming early, org getting hit this week.