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Since my last post got deleted, I won't go into specifics but the Londonderry office is a disaster. Lots of managers and senior people leaving. Morale extremely low.
I have worked at 4 other places in my career and the negativity flowing through this one is the worst. Please avoid IVS.
https://www.inc.com/jessica-stillman/the-worst-its-ever-been-why-metas-massive-ai-reorg-backfired-spectacularly/91363370
Bosworth acknowledged employee morale has likely reached "the worst it's ever been."
The new Applied AI division left many engineers feeling directionless, unsupported, and disconnected from leadership.
One major problem was excessively large management spans, with some managers overseeing well over 20 direct reports.
Employees reported feeling like anonymous members of oversized, hastily assembled teams rather than valued contributors.
Meta now plans to cap managers at roughly 20 direct reports, reduce unnecessary manager changes during reorganizations, and introduce AI coaching tools.
Organizational psychologist Bob Sutton noted that research has long shown large teams suffer from coordination, collaboration, and communication problems.
Studies indicate that smaller teams are particularly important for creative, innovative, and highly interdependent work like AI development.
Research covering more than 50 million papers, patents, and software projects found teams with fewer than five members were most likely to produce disruptive innovations.
The article compares Meta's situation to Jeff Bezos' "Two Pizza Rule," which advocates keeping teams small enough to be fed with two pizzas.
As Amazon evolved, it shifted toward assigning a single accountable leader to large initiatives while preserving clear ownership and coordination.
Meta's reorganization appears to have done neither: teams remained very large without strong centralized ownership, contributing to confusion and declining morale.
The article warns that current trends toward eliminating middle management can backfire, particularly in knowledge work requiring creativity and close collaboration.
Leadership coach Beth Steinberg argues that managers with too many reports cannot effectively coach, develop, or support employees, leaving them only able to push work forward.
The overall lesson is that organizations seeking flatter structures should carefully balance efficiency with effective management, communication, and team size, especially in innovation-driven environments like AI.
From another post-Gotta love Elon
Is Elon Musk laying off employees?
AI Overview
3
Yes, Elon Musk has fired a significant number of employees across his companies over the years. His major workforce reductions include:
X (formerly Twitter): Following his acquisition of the company, Musk eliminated roughly 80% of the platform's workforce through a combination of abrupt firings, mass layoffs, and stringent ultimatums (e.g., demanding employees commit to an "extremely hardcore" work environment or resign).
Aura Intelligence
YouTube
SpaceX: Musk has fired employees at his aerospace company, which has also drawn legal complaints from the National Labor Relations Board (NLRB) regarding the alleged unlawful termination of staff who were critical of his behavior.
YouTube
·CBC News
Federal Government: Musk heavily participated in federal workforce reduction efforts, including the controversial dismissal of thousands of federal agency personnel and administrative worakers
Geoff’s AI and Healthtech garbage along with DEI has gotten out of control. Does anyone at Medtronic know how to operate anything or make any operating decisions with half a brain? Fu-k this company
The biggest difference between the two companies isn’t technology. It isn’t strategy. It’s leadership and culture.
At SpaceX, employees are working toward a clear mission. People know the goal, understand the direction, and believe they’re building something important. Here, the only mission we’re working on is RTO and presence reports.
At AT&T, many employees increasingly feel like they’re being blamed for problems they didn’t create.
One of the most common traits of failing leadership is scapegoating. When results disappoint, instead of asking whether the strategy is wrong, leaders look for someone else to blame. Employees become the problem. Feedback becomes the problem. Dissent becomes the problem.
That’s why the 8/1/25 email struck such a nerve and why everyone here is checked out. His message to the employee base was “You don’t matter”.
When employees raised concerns about morale, flexibility, retention, and RTO, the response wasn’t introspection. Employees were told “loyalty is dead” there “might be a disconnect between you and your current professional choice.” Concerns were dismissed as “more outliers than we’d like.”
Many employees read that and saw a leader more interested in defending their bad decision than understanding why so many people opposed it.
Another hallmark of poor leadership is rigidity. Strong leaders adapt when the facts change. Weak leaders treat every challenge to their strategy as a challenge to their authority and it damages their ego. They double down, no matter how much evidence piles up around them that they made a mistake.
Then comes the most dangerous stage, isolation.
Because of the fear of retaliation for pushing back or telling the truth, leaders stop hearing bad news. Dissent gets dismissed. Feedback gets filtered. Executives surround themselves with people who tell them what they want to hear instead of what they need to hear. “Yes men”
A bubble forms, and Inside the bubble, everything is working.
Outside the bubble, morale is collapsing, talent is leaving, recruiting is harder, and competitors are pulling further ahead.
Employees aren’t asking for miracles. They’re asking for basic respect and leadership that listens, adapts, and accepts responsibility when something isn’t working.
Instead, many feel they’re being asked to sacrifice more, commute more, give up flexibility, and then accept blame when the outcomes don’t improve.
The most dangerous thing a CEO can do is become so convinced of his own correctness that he stops hearing what everyone else is telling him.
That’s the disconnect employees have been talking about all along and why another company will soon pass us by.
I work for corp and it’s been scary watching this AI hype play out over the last few months . It started with managers mentioning copilot very often now it’s turned into department wide training . In any meeting led by a director or above , they literally will start off by saying something like “i used copilot to write my into today”
The part that worries me is they are literally telling us to use it for emails. Eventually the entire department is just gonna be corresponding to eachother with robotic AI garbage .
Sure i understand the power of AI and it can be used in many ways . But to force it down 100+ employees and make them implement into their work stream just feels so weird . I’ve never had less faith in a company than i do now. I’ve frequented this sub for the 5 years I’ve worked here but i never expected it to actually be this weird
Layoffs create significant challenges for remaining Gen Z employees. Many lack the experience and training for new post-layoff responsibilities. This leads to costly mistakes and high rates of considering leaving. Organizations must implement re-onboarding and interactive learning strategies. Peer learning and feedback also help Gen Z adapt and thrive.
https://hrdailyadvisor.hci.org/2026/06/24/gen-z-is-sending-a-warning-about-post-layoff-culture-and-hr-leaders-should-pay-attention/
This board has spread more rumors than Fleetwood Mac! Some of them may even turn out to be true.
The B levels in my dept all got fully remote status a year ago. And the C levels got an increase from 2 to 3 days in office. Anyone know why this is? I thought at some point C levels would get remote status too.
Not giving much details (not that I have many) but have any other orgs received meetings with SF and others tomorrow/this week?
I’m tired boss.
It is just extremely frustrating that Stankey is still CEO and Chairman of the board after his business blunders cost the company $106 billion. Employees are held to a high standard and now we have these strict presence reports but the CEO gets a free pass.
Stankey and his predecessor Randall are both not capable of running a lemonade stand on a sunny weekend. But we let Stankey remain CEO of a Fortune 50 company. Randall is now on the board of directors of Walmart after leaving AT&T in shambles.
These board of directors should be ashamed of themselves. They are so far removed from the daily operations of the business to understand what is in best interest of the company. To them it is just a part time position where they get to fly into Dallas and be treated like a celebrity for the week.
Just received the Centene voice survey email. What a frickin riot.
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.
They are a failing company thanks to their own doing. Offshoring to India is going to run it into the ground even more. All they care about is the money they line their pockets with. There has been a steady and steep decline to every company that GP touches- in all realms. Profitability, benefits, work life balance, employee retention and satisfaction, etc.
Why wouldn’t gp cut McKinsey loose at this point? It’s known that consultants throw spaghetti at the wall and hope something sticks. But thus far, nothing has even marginally improved by retaining them.
I certainly hope gp is shopping around their vertical markets to sell to keep gp afloat. I do not foresee gp being around for much longer at the rate things are going
Well said, @bm+1kt6r66mv.
The people who actually know how things work are either retiring without documenting anything or getting laid off. And leadership thinks it's fine because they have their VPs. The same VPs who don't know the details and don't want input from anyone below them. It's scary to watch the company make such a huge mistake and not care.
The people I thought were untouchable are gone, while others seem to survive every reorganization without a scratch. After a while you start wondering if doing great work matters less than knowing who to keep happy and when to keep your opinions to yourself.
The people in charge are a joke.
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.
It was said before and it needs to be repeated. Our management levels are bloated and need to be thinned out. Layoffs are needed, but they keep targeting the wrong people. Focus on managers who do nothing and we'll be golden.
Yesterday judge allowed lawsuit to advance against Fiserv. Massive F*up by DW under his Product watch!!!! And, he gets to keep his job!!? So motivating to work for Fiserv promoting these losers!
Can you name a single company with a more embarrassing CEO? Just one?
If you could change things around, what would you do? Is there anyone who could fix what's broken? Who would you put in charge?
Or is it done throughout the year and is person-based? We had a PIP season in my last company, and it was seldom related to performance. I'm just wondering if it's the same here.
It’s a 💩show. Whos about to be canned?
We're always seeing more cuts, fewer benefits, managers who know they can do whatever they want, and so many other things. This place fell so far so fast.
So many shakeups among the leadership over the years and things keep getting worse. It's like we're incapable of bringing in or selecting people who are actually capable of leading.
An Engineering Director here told us to prepare for low reviews because managers are being forced to rate everyone on their teams using a bell curve, and there is no way around it. This means that even if some people are meeting expectations, they may still be placed in a “needs improvement” category. It feels like Oracle may be preparing for the next RIF or encouraging attrition. Has anyone else heard the same?
So, did anyone else leave the employee forum this morning feeling utterly transformed? Because clearly management thinks a few PowerPoint slides and some forced enthusiasm are all it takes to convince us this “transformation” is the best thing since sliced bread. At least they finally admitted the culture is circling the drain—growth, I guess.
And that shiny new building they want to plop down in Scona? A pocket‑sized QP with all the fancy amenities. Because nothing says “we value you” like spending a fortune on a building instead of, you know… fixing the actual problems. Can’t wait to see what astronomical number they pull out of the hat this time.
Lots let go in ITV, many at Sr levels.
WTF. A pre-recorded call to let people go is the most cowardly way to treat employees.
People have given countless hours to this company, and this is how they’re repaid? The company is clearly going downhill if this is the standard of leadership and respect being shown.
The very least you could do is thank people for their contributions and explain why these decisions are being made. Instead, employees are treated as if their dedication meant nothing.
Stephanie, Bob, and TPO should be ashamed of how this has been handled. In some cases, people have sacrificed personal time, family time, and even left other jobs to come here, only to be dismissed through a pre-recorded message.
This is inhumane, disrespectful, and completely contrary to any values a company should stand for. The way employees have been treated is absolutely disgusting.
I've never seen anything like it. The leadership is full of people who have no business being in their roles. They've been promoted beyond their ability and they're just making it up as they go. They've created a culture where people just follow along to protect their paychecks. Anyone with real pride in their work would be miserable here. The only reason I'm still here is they pay me well enough to just go through the motions.
Is anybody safe when they start giving out PIPs like candy, more than obviously not based on performance?
Anybody else have their Co-Pilot surreptitiously shut down?
AI first right?!
I would love some honest comms. Just tell us the truth, or is the truth too scary..?
Have you all noticed that London pulled all the funding Michael Neidorff had threw out St. Louis and the surrounding areas? It's not only in Missouri, but in the other states too. This is why we no longer have the website that would give employees tickets to events or why we no longer get the Employee Day at the STL ZOO. I heard she got a new jet and she herself said in one of her "London's Calling" video that she "heard it in the hallways in Washington", where she makes notion that she is always up there rubbing elbows with the government. London used Centene as her personal bank account.
Frank was a miserable little criminal troll. Mike had the personality and warmth of a snow pea. Takis is pretty personable and has said the right things. I don't like the idea of not automatically replacing attrition, but nothing has changed in that regard. Having been in meetings with him, he's so curious and inquisitive. I hope we are in good hands. Time will tell.
Rigged hackathon's for and cronies of SVP's and A0's...
Obnoxious posts about drinking and eating on the company dime. Zero meetings
My first post and I said what the staff thinks. Employees work in FEAR. Managers will do anything to keep their jobs and upper leadership knows they themselves are incompetent so nothing is done.
Centene's single biggest problem is it's leadership...or lack there of. They need to stop worrying about getting the next DEI accolade and do the job. Honestly I don't think they know how and it is time to clean house starting at the very top.
Michael Neidorff is rolling in his grave seeing what his replacement has done to this once thriving company. While he wasn't perfect, this group at the top shouldn't be running a car wash much less a fortune 100 company.
It is time to clean 50% of the directors and above. 100% of the top 10 in charge need to go too. Take 25% of that money saved and use it for the people who actually work. The rest would make up the savings needed to make the company viable again.
The old saying...too many chiefs and not enough Indians is sooooo very true within Centene. Yes, that isn't a politically correct saying. But it fits and Centene needs to STOP worrying about the next DEI trophy and do their damn job being fiscally responsible for the taxpayers money paying for medical benefits!!!
About time some have decided enough is enough of this joke of a company. Have some pride and do better for you and your family.