#employeerelations

Any word on the teams affected?

The continued restructuring appears likely to result in significant layoffs. My concern is that experienced leaders with valuable institutional knowledge are being replaced, increasing the risk of poor decision-making and execution. I hope leadership carefully considers the long-term impact on employees, customers, and the business.

6 months?

When FT took back their Customer Service, they left Main Office Services and Customer Operations at FIS. Today, at a BPS Fireside Chat, SVP Ian McCoy and Client Services Manager Sandy Edmunds announced that FT is also taking back MOS and OPs, thereby terminating the ten year contract. Was only able to read the questions in the chat, have not see the recording yet, if there is one. The chat questions involved employees in those functions asking about their futures. The answers were not comforting. Sandy implied that FIS did not understand why the contract was being terminated. It was because they did a sh---y job and impacted FT's relationships with their own clients. She went on to address timing questions by stating that she did not know who the new vendor would be "unless they went behind their backs." That is a stunningly deceptive statement. FIS failed to deliver on every level to meet SLAs or they did a sh---y job whichever anyone prefers. It was shocking to read that. Will see what else can be gleaned unless someone else reading here knows more. Cue up the Mission Impossible theme...

I am based out of St. Paul location in BT business team and was just notified an hour ago. Been with the company for 30 years. They offered 1.5 weeks pay with 26 weeks cap. Any others got notified today?

Microsoft employees who are members of unions represented by the Communications Workers of America spoke out against management and the pending layoffs at the Xbox division today.

https://gamesbeat.com/cwa-represented-workers-at-xbox-criticize-microsoft-management-and-pending-layoffs/

When I tried warning everyone to sell at $270, y’all just told me you were buying more.
I really hope it goes back up for you because I still have $9k in it. But I’m ready to call it a loss.
Stock’s already below $100, we’re getting hit with another round of employee cuts this year (remember the “no more big layoffs” promise?), and Srini keeps bleeding the company dry. Insider selling has been nonstop and the shorts are printing.
Some of us saw this coming months ago. The people who got let go tried to tell you. Now we’re all just watching it burn.
How low we going? $99? $80? Who else is still holding and ready to walk away?

The management keeps promoting people who don't deserve it in any way and they prove how unqualified they are for their position within months. Does that change anything, though? No. I don't have to explain to you how that works out for the rest of us. I hate this place.

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 UK 🇬🇧 is looking like it’s going in the right direction. Share how KD affected your life at bp both the positive and the negative.

With all the restructurings, layoffs, people leaving on their own, we've lost all the knowledgeable managers who cared about both their people and the company (and yes, it's possible). The ones we have left should be shown the door immediately and 3M should try really hard to bring some of those we lost back if this place is to improve in any way.

That genuinely seems to be the plan. I wish I was joking.

Are they actually going to make us wait until August 10th to know if we are still here? That is so far away.

Since this platform is anonymous, are any people leaders willing to share what they know? Just give us what you can without exposing yourself.
How many need to accept VSP to prevent layoffs? Will layoffs hit all business lines?
Seeing post after post about closed-mouthed leaders only adds to the anxiety and frustration.
My direct leader offered some words of encouragement but not much else. Her leader, who usually has lots to say about everything has said nothing worth hearing, just the usual emotionally void attitude and gas lighting us to accept all this as normal.
Leadership is playing numbers games, but these are people's livelihoods. We deserve transparency.

It is BS that we are not provided this information (Separation agreement and general release) so we can make an informed decision. The vsp line is a joke. They pretty much do not answer any questions and refer you back to the question and answered document that was shared.

Look, we know you're monitoring this website. Shoot, it wouldn't be at all surprising if one of your VPs spent half the day refreshing this... or if you paid someone a Store Director's salary to do the same.

So, seriously, just between us: what's your plan?

We all have families, obligations... pets. We're doing our best to support our campuses, support our teams and continue our lives while you keep doing your best to make those things impossible.

So, again...what's your plan?

Asking for a friend.

I worked for Dell for 20 years and I was told that I can't recieve references from management or co workers. Nor can active Dell employees contact me post layoff. Has this happened to others?

The Communications Workers of America (CWA) union spoke out against anticipated layoffs at Microsoft's Xbox division. CWA District 9 vice president Frank Arce confirmed expected job cuts. The union represents over 3,500 Microsoft employees. Microsoft has experienced multiple layoff events since 2022. Union members demand fair severance, internal placement, and protection against AI-driven job losses.

https://gamesbeat.com/cwa-represented-workers-at-xbox-criticize-microsoft-management-and-pending-layoffs/

Seeing how the company has treated our peers that were let go, I can honestly say that I do not care about Verizon and I am at the Director level. Knowing I could be let go at any minute I encourage my teams to be just as indifferent as I am as they could be gone tomorrow too. We are all just here couting our days and cashing our checks while doing the bare minimum until it is our turn. This is the monster Verizon has created which is the vicious cycle that has led to the failure that Verizon is today.

The 8/1/25 email may end up being remembered as one of the most damaging leadership communications in AT&T’s history. Maybe even corporate world history. Not because of one quote, but because of the mindset behind it.

Employees said morale was declining, flexibility mattered, talent was leaving, and five-day RTO was making things worse. Instead of asking why so many people felt the same way, leadership explained why employees were wrong. Feedback was described as “more outliers than we’d like,” and employees were told there “might be a disconnect between you and your current professional choice.”

That response didn’t rebuild trust. It widened the gap between leadership and the workforce.

The issue was never just RTO. It was the message that came with it… when employee feedback conflicts with leadership’s narrative, the feedback not the strategy is what gets questioned.

You can mandate attendance. You can track presence. You can enforce compliance. But you can’t mandate trust, engagement, or belief in the direction of the company and that’s what Stinky is too boneheaded to understand.

Leadership is ultimately measured by results, whether people want to stay, whether top talent wants to join, and whether the company is moving in the right direction. Those are the questions that matter.

Stink is unfit to lead and should resign immediately.

Just for S&Gs, send boss an email, “I’ve deleted the legal hold folders as you’ve directed before turning in my laptop. I think you’ll be safe.”

Well, that's disappointing. Sincerely. Who pushed out next?

Folks, there is no CPM this time for cost cutting

https://www.bbc.com/news/articles/cgrkd41n2v9o

Cigna in a year regarding HIH and AI. But like Kumar Galhotra who is the DP Koka equivalent at Ford, they probably will be gone by then with their massive cash payouts.

Got laid off last week after 10 years of work.
My manager joined the regular 1x1 on Tuesday and started reading "the script" . After that, crickets.
My VP, with whom I worked for a number of years, didn't even acknowledge me. So much for all the late night calls and weekend escalations. Not even a private reply to a goodbye email. Meh.

For so many reasons. I actually liked work and thought good company. Worked hard but was ok with that. Now we VSP and your performance doesn’t matter been here 9 years meeting the metric etc great reviews and am now getting the same package as someone who rested on their laurels. So unfair they don’t give a cr-p about us. VSP looks better for them vs layoffs. VSP is u get the extra severance bonus and cobra. Layoff less but maybe just won’t get the extras. Not huge difference. Going with VSP but feeling like I’m signing under duress cuz if we don’t it’s layoffs. The whole thing just su-ks all around

I am sick to my stomach after hearing "more updates to follow in coming weeks" day after day.

While I try hard to not let this BS affect my productivity, it's becoming harder to focus

I see RTO and market based culture really paid off.

On track for back below $20.

Guess Wall-Street isn’t responding as positively to endless layoffs and treating employees like sh-t as they were before.

🤡

I assume most on this site is current Nike employee or recent former employees.

if you think that EH should replaced then click positive or plus

if you think that EH and his cronies should be given more chance then click negative or minus.

Still unsure if I want to sign the VSP. Feeling really unmotivated.

I really thought centene was a great company when I joined. I thought I had a pretty solid team with great leadership. Only to find out it was all a facade. My leadership still refuses to address this issue with empathy towards the team. The director doesn’t seem to gaf about the team and their well being and neither does any of the leaders under her. They should focus on replacing all of management and irrelevant positions. I need them to hurry up and let me go if that’s what they want to do so I can collect unemployment. I have zero desire to do any work and to top it off, every single teammate is disgruntled leaving all their work for others to do…. Job hunting has been an utter nightmare and staying positive is beginning to take a toll. Sorry for the venting this is just terrible. I’m so disappointed in my leadership team and their lack of concern or empathy for their team.

I see HR are flooding Glassdoor with fake 5 star reviews. This seems to be a regular pattern, if there are a few negative reviews, usually complaining about a toxic culture and useless management, then HR kick into action in order to try and preserve the ratings and continue trying to con people that this is a great place to work.

Until I find a new job, most of my energy will be spent on that search. FIS doesn't care if you're a hard worker, it'll show you the door either way. So no point in trying. I'll give my minimum and save my energy for my next company, which will hopefully be better in treating its best employees.

Does any manager regret promotion someone capable but does not sit well with general team (70-80% of the team)?

Asking because everyone has been nice not to escalate things to HR historically but hearsay someone without ethics, morale, integrity is going to be promoted as a manager soon. We’re afraid of what’s to come because this person only manages up, spreads falsehood, rumours, manipulates by twisting words to different people privately. No doubt this person is capable and can do maybe 4-5 people’s work but the character is really dubious. Some teammates has actually left the team because of this one pax but current manager choose to ignore and continue promoting.

Are you still employed at the bank? What happened to you?

Serious answers only

So I been debating on writing this post all weekend. On Friday my team received updated information from our supervision team regarding what to expect, that they are willing to release that is. This information included that all VSP will be accepted, outside of those that cannot be due to "company needs" (whatever that means). That the expected member loss numbers for the coming year are to be between 100k-200k. That after they review the VSP that they will then re-evaluate the needed number to be laid off if enough people don't take the voluntary hit.
Speaking as an employee if I am being very frank... If management want to do this as quickly and willingly as possible, they might consider providing the language expected to be sent with the VSP contract and allow for it to be written as a Voluntary Separation in lieu of projected possible layoff. This would allow those that need to, to file for Unemployment Insurance without having to fight up-hill. Especially since most people in this economy are living paycheck to paycheck. Those that have saving know that it will only last so long considering the job market and current living costs due to inflation. Secondly, anyone who has been here longer than a year know that this is just one in many cycles of layoffs since the transition to current leadership. There is no reason to believe anything we are told at this point. What is the expectation, what is the projection for expectations following the layoffs? How are we to be expected to meet the already rising expectations and decreasing co-worker numbers?
Couple that with the fact that we were also notified as of Friday even with all of this that all employees are going to expected to meet all expectations, and metrics regardless of situation, stress, lowered numbers and that management is going to be expected to enforce this across the board. I am so confused, with very few exceptions the people I have met in my time here spend every waking minute going above and beyond for our members, while at the same time expectations are tossed onto the heap with no explanation other than get it done. The number of hours in the day hasn't changed, the amount of work has increased at least five-fold, the duties keep getting tossed on our backs and you think that means it just magically gets done... Last time I checked I don't have a magic wand, if I did, I definitely wouldn't be in this situation, and neither would my members are co-workers.
So I would suggest that maybe management instead of just looking at how much money they need for investors takes a good look at the toll those goals is having on its workforce. I am telling you right now as someone who can see the writing on the wall at some point we all break. At some point the expenses that you will be looking at will be in disability insurance claims for the toll of the emotional and physical stress that you cause your employees.
I know this is a long post and for that sorry not sorry... But holy he-l batman when are is anyone going to listen to what is really happening. The people in the trenches are crying out for help, under a mountain of work, while doing everything we can to help members that are losing everything around us. You cannot keep moving the goal post ahead and looking down saying we aren't doing enough. Then mock up by send a freaking survey out the week you notify us all that we are temporary at best and really don't matter, while in the same breath shouting that we better meet those metrics and goals. THE AUDACITY!
So lastly, may the odds be ever in our favor. The 2026 Hunger Games have begun. To my co-workers I see you and hear you, I care that you are struggling even if they don't. No matter what happens I see your value and the way you affect these members every day. No matter what happens, take care of yourself and make the decisions that will make you okay.

This is so out of control. We know who the problems are. Are they going to do anything to fix it? No. So we can call people out and continue name calling or we can be adults and make the best decisions for ourselves. Adding to the tension is just causing unnecessary drama. It really doesn't matter which facility you work for the dynamic is the same. People talk to hear themselves talk. Whether you're right in your statements or not, it's not helping anything. Either the chaos is doable for you or you should be working hard to find something else. Otherwise you're complacent. You like the chaos though, don't you? You can't say these things in the facility, so here you are. Stirring the pot and poking the bear. It's quite immature to hide behind a screen as a keyboard warrior and incessantly whine about so many things. But that describes complacency, no? So, you're kissing a-s too, the managers just aren't hiding it.

To think the VSP is the morally right thing to do and the company really doesn’t want to lay off people who want to stay. Maybe because I have seen jobs dissolve and they try to place those displaced in other positions.

PepsiCo's problem isn't who's running it — it's the math of the industry it sits in. Packaged food and beverage is a mature, low-growth business: organic revenue creeps along at low-single digits while the S&P 500 compounds at roughly 10% a year, which by definition makes the company a laggard inside any portfolio built for growth. And the capital allocation is engineered to protect the dividend, not to reinvest in the business or its people.

PepsiCo is a "Dividend King" that has raised its payout for 50-plus straight years, and that streak is effectively a corporate promise that shareholders get paid first, every year, before anything internal. When the dividend is sacred, the flex line becomes raises, headcount, route investment, and innovation — everything that would actually compound growth. That's a structural choice baked into the company's identity, not a temporary round of belt-tightening.

On top of slow growth, the demand base is eroding from several directions at once. GLP-1 dr-gs are quietly carving a measurable slice of calories out of the market, and appetite suppression is a direct hit to a company whose whole model is selling people more snacks and sweet drinks. Frito-Lay, long the profit engine, is slowing as private-label and generic chips close the quality gap and win the price-sensitive shopper. And carbonated soft drinks — still the richest part of the mix, running roughly double the margin of the "growth" categories like water, sports drinks, and better-for-you snacks — are in a slow secular decline. That combination is the real ki-ler: even when the company grows revenue, it's growing the low-margin stuff while the high-margin stuff shrinks, so profit gets squeezed even in a "good" year. None of that is a management whiff — it's the category mix moving against them.

The squeeze lands hardest at the front line. Merchandising and DSD work keeps getting harder — SKU counts have exploded, mass retailers pile on compliance and service demands, and the physical job is more complex than it's ever been — yet the pay has slipped behind, to where plenty of fast-food jobs now pay better for far less wear on your body. Put it together and the takeaway is simple: because the pressure is industry-structural — slow growth, eroding demand, an adverse margin mix, and a dividend that always eats first — no amount of good leadership can engineer its way out. That's why the layoffs won't stop and why bonuses will always read thin next to higher-growth sectors: leadership isn't underperforming the industry, the industry itself is the ceiling. If you're optimizing a career for growth, you want to be in the sectors pulling that 10%+, not in the one structurally built to fund a dividend

Seeing a lot of negative sentiments about working at Cigna. I left the organization in 2022, and it was a fine place to work back then. Not perfect but I wouldn’t say it was toxic.

What’s changed that’s made Cigna so toxic to work at?