#employeerelations

No announcements, no WARN, just a few people here and there?

I'm not asking for any details, it's just that my anxiety is hitting new levels with not knowing whether any cuts are taking place today or not. Just a simple yes or no. Please.

Denise, I hope you're listening and reading the feedback from sites like TheLayoff. It should come as no surprise that BD employees are fed up with the non-sense and your incoherent babbling in the townhalls acting like you understand anything that's going on in the company. Shame on you for perpetuating the dysfunction of the greater IT organization and trying to spin it as "BD excellence". Your recognition means nothing. Please do us all a favor and leave ASAP.

Sincerely,
BD employees and customers.

Q&A at Global Town Hall, Geoffisms

• We’re closing sites where people don’t want to live or travel to.
• We don’t have a retention issue.

He needs to make a career change to doing comedy.

Just wondering if anyone was asked to move this year?

Another quarter another canvas for VSB candidates here in the west with no surplus ever being declared.

F you HR people. Just offer ESRO across the board.

downplaying inflation and saying unemployment is all time low. all i see and hear around the country are people getting laid off and cant afford to take care of their families

Whisk-y House of Kentucky laid off 22 employees. This cut impacts about 30% of its workforce. The Elizabethtown facility now runs at 60% capacity. Slower spirits demand caused this production reduction. The company offers severance, benefits, and job placement assistance.

Elizabethtown, Kentucky

https://www.wdrb.com/news/business/whisk-y-house-of-kentucky-layoffs-impact-employees-at-elizabethtown-facility/article_58587a96-5a30-46e7-b5c9-17bcd982b43b.html

Greenfield Community College balanced its FY27 budget. This effort significantly reduced projected layoffs. Three non-unit management positions were eliminated. No union-represented staff positions were cut. The college also left some vacant positions unfilled.

Greenfield, Massachusetts

https://www.wwlp.com/news/local-news/franklin-county/greenfield-college-balances-budget-minimizes-layoffs/

Why does management say presence reports aren’t really scrutinized anymore? Bull, if anything they are used even more.
Why do you claim we have flexibility? Bull, we need approval in advance for Caregiver & WFH if we’re sick- that’s babysitting, not flexibility.
We care about employee well-being? Bull, why do you go into hiding every month to create next surplus list. Just cut what you need and let the rest of us exhale.

Anybody else about to say fu-k it all and quit without a backup plan because their manager is nothing but a bully who has to compensate for his own many insecurities by putting his subordinates down every chance he gets? Welcome to the new Oracle, I guess.

is there anything they're actually capable of?

They can replace every single person in leadership, but there's no way anyone competent or with an actual vision is ever walking through that door. The culture is too far gone. There's no coming back from this.

Biggest bully manager at DSG?!!!
...and gets away with it...bc we all know the rules do not apply to everyone here like they want folks to think.

Involuntary ones.

I have been through several restructurings before in other companies and here, but this latest situation feels different. Management keeps mentioning budget pressure and possible cuts during meetings, even when the topic has nothing to do with staffing. It has now started to feel less like planning and more like a way to keep people from questioning decisions and keeping us in our lane.

They always expect us to be loyal, to give our best, to stay for years and build our careers here. But when it comes time to invest in us, we're just an expense to be minimized. Experienced people get cut or have their raises capped so the company can save a few dollars.

If it’s any consolation, “thank you for being the best part of Verizon” was carelessly worn out like “love you’s” to your ex-wife. They got us all with it. They made corporate love to us (because it wasn’t consensual) while they took our innocence, money, and more importantly time. And you sold your dignity for a small check and what amounted to a pizza party. Hey we all get used from time to time. But this time, you got a skill out of it not just he---s.

Do they think we don’t know they are reading from queue cards? These calls are so embarrassing.

Embrace the change, sit tight, navigate it with optimism.

How tf am I supposed be do that when I do not know if I will have a job in coming weeks, months??

Thought he was gonna cry saying goodbye to his buddy Brett on the earnings call. Clearly he didn’t want to fire him and EM forced his hand. Neuroscience performance was awful (again)… when was the last time they hit plan??? Getting rid of Brett was long overdue— Geoff you are next

Sometimes their expectations are truly ridiculous. Maybe we can let them do our jobs for a while, just so they could get some perspective (even though I firmly believe none of them would last for more than a day.)

Sounds like another round of layoffs. Couple hundred from engineering side. Feel for those affected. I guess the strategy remains you can fix leadership problems by laying off experienced engineers.

Did you notice that after every layoff the environment becomes a bit more toxic? People start keeping to themselves, become less cooperative, and are more likely to take credit for things they didn't do. It's not even that I blame anybody, I can perfectly understand wanting to protect yourself. I just think it's incredibly sad.

They're either being laid off or pressured to quit. I don't know what an advantage of getting rid of the best part of your workforce could be either in the short or the long run. Shouldn't we be making sure they remain here? Isn't that what a good company would be doing?

Does the new cohort of managers know that fear-based management is not the only one in existence, and that it certainly isn't the one to result in highest productivity? I swear, the more somebody yells at me, the slower I do my job. Intentionally. These "leaders" need some lessons in people skills.

Major layoff rounds don't scare me. Those come and go and by the end of them we know where we stand. It's the constant silent layoffs that are destroying me. They can happen at any moment to any of us. That's the real problem with T. That's what's making me lose sleep.

I need to relocate my family of 4 to hub in 2 months. My spouse has lost her job recently and going through tough time emotionally. Anxiety is taking a very big toll on us and I don’t even know where to start with the move. So much to do to in terms of paperwork and I feel like heading to a psych wardl. I need more time to move but HR won’t agree.
Can anyone share their moving experience?

After 20+ (mostly hellish, but somewhat productive) years at Centene, I had the misfortune of being re-orged under a Sr. VP that had no idea what anyone's background and contributions had been over the decades, so I and some others were shown the door in layoffs a couple months ago. I came across this article today that lays out perfectly how the last 20 years have been for a lot of us:

https://www.msn.com/en-us/news/world/gen-x-doesn-t-want-to-work-and-their-reasons-actually-make-sense/ss-AA1VYmbT?ocid=msedgntp&pc=W069&cvid=6a1dd379fcb443ba814542eb7b86d0fe&ei=107#image=1

Slides 16 (Corporate Culture Prioritizes Appearance Over Measurable Results) and 19 (Performance Reviews Emphasize Arbitrary Metrics Over Actual Contributions) really hit home, especially this from slide 16 - "Elaborate presentations mattered more than project outcomes. Workers who delivered results efficiently got overlooked while colleagues who mastered workplace theater earned promotions."

I have never seen a company waste so much time and money on worthless slide decks that are forgotten immediately after they are delivered. If you totaled all the wasted manpower in terms of the salaries of the people that had to drop everything they were doing to work on a deck for some muckety-muck that was coming to town or wanted an update on something, I would venture it is in the hundreds of millions of dollars in wasted salaries over the life of the company.

Anyway , time to get back to figuring out how I want to spend the rest of my career. I promised myself it would be doing something that provides meaningful, measurable, tangible results, so going back to Centene is off the table.

Leadership seems to need a decoder to comprehend the results, so here it is.

The negative survey results are not about healthcare perks or wellness programs no one uses, they are only about RTO and the lack of flexibility.

“I am proud to work at AT&T”


Once true. No longer. Public perception has deteriorated, and when people outside the company hear about the five-day RTO policy, the lack of any real collaboration, and the absence of assigned seating or co-located teams, the reaction is disbelief. Pride erodes when policies feel performative instead of purposeful.

“I would recommend AT&T as a great place to work”


That answer is now clearly no. A mandatory five-day RTO policy for roles that historically had been remote before COVID and can be done more effectively remotely is an immediate dealbreaker for modern workers. The policy alone makes the company undesirable and uncompetitive as an employer.

“We trust the leadership decisions”


Trust is broken. Loyalty is dead. Employees do not support the financial decisions that destroyed value, nor the RTO mandate that ignored clear employee feedback. Trust cannot survive when leadership consistently doubles down instead of course-correcting.

“The company provides opportunities to support career growth”


Opportunities are narrowly concentrated in Dallas, with limited mobility elsewhere. For a national company, that is a self-inflicted constraint that unnecessarily caps growth and retention.

“Our policies and systems support me doing my best work”


They do the opposite. The five-day RTO policy actively reduces productivity, and many internal systems remain outdated and inefficient. Physical presence does not compensate for structural friction.

“The company cares about my health and well-being”


Employees feel burned out, mentally and physically, largely due to excessive commuting and rigid mandates that add stress without any benefit to the company or the employees. Well-being is not addressed by pushing unused benefits or wellness messaging while ignoring the root cause repeatedly identified in feedback.

“Do you feel changes have been made as a result of prior surveys”


No. In fact, the opposite. Employees explicitly opposed three-day RTO in the last survey, and leadership responded by increasing it to five. Feedback was not just ignored, it was contradicted. The disappearance of the prior third-party McKinsey survey results only reinforces that perception.

Did I miss anything else?

The pattern is now set and clear. Instead of addressing the core RTO issue employees are raising, leadership deflects with ancillary benefits and BS messaging. That approach feels like gaslighting, and not listening. So why should I even bother taking this next one?

If leadership truly wants different survey results, the solution is not another email, benefit rollout, or talking point. It is addressing the one issue employees are consistently, overwhelmingly, and clearly raising.

Flexibility. Trust. Results over “presence”.

That is the message of the survey, whether leadership wants to hear it or not.

Has anyone been told they are getting a new title even if they haven't applied for anything or requested a change?

Like it’s getting to the point where they are counting how many times I’ve reached out for assistance in a multi month period. For the record these were assigned cases that were rare scenarios I hadn’t come across yet and neither had they lol. I was told i apparently reached out for assistance about a dozen times over a 2.5 month period. lol whatever

Has anyone else’s 2026 RSU grant been awarded yet? My compensation statement said it would be on May 29th. I’ve not received any emails regarding accepting the grant.

Does it take a few days? Maybe I’m not recalling the timeline correctly.

Hey, we used to have a pretty good way to track headcount, they stole that from us and the current way I think is not accurate at least for me.

Does anyone have a semi accurate headcount?

Site in Limerick has lost it's buzz entirely. First time I've actually felt an unease about it's future & I remember the 2009 cull.

Anyone else hearing that there is a small layoff planned in the next 2-3 weeks?

Infosys is the absolute worst. None of the promises have come to be. They have no idea of what they are doing unless the goal is to destroy the business by running off customers due to their terrible performance. They are extremely difficult to communicate with and they lack basic critical thinking skills. Finally they are lazy and lack any sense of urgency. I wish I would have received a severance package because this nee reality is agonizing.

BNY Used RTO, Performance Reviews to Cut Jobs: Ex-Staffers

The firm has consistently reduced its headcount for the last six quarters, regulatory filings show. Former employees told Ignites how they were pushed out due to unexpected poor performance reviews and forced relocations without benefits.

When will the Voluntary Separation Plan be offered to U.S. employees? Is it available to employees in all roles, or is participation limited to the sales organization?