#employeerelations

Mental Health Awareness meetings - really?after folks have been laid off and more layoffs to come - this company is either clueless or really twisted with its cruelty

Gotta love how these companies do layoffs.
No one tells you the notification timeline or process to determine whether safe or not

So glad not a new hire or a person with 30 years to work

Today is a reminder that job cuts do not just happen to struggling employees or people doing the bare minimum. Some of the smartest and most respected people I know here were affected too, including people with years of experience and records most teams would want to keep. Not sure how this is supposed to benefit Cisco in the long run, but the leadership seems to think it will.

Mayor Cathleen DeSimone presented Attleboro's nearly $202 million budget. The plan involves employee layoffs and substantial use of free cash. This budget aims to eliminate a $2.5 million deficit. Seven employees will be laid off, and seven vacant positions remain unfilled. The budget uses $965,000 in free cash, a temporary strategy.

Attleboro, MA

https://www.thesunchronicle.com/news/local_news/attleboro-mayor-proposes-nearly-202-million-budget-which-includes-layoffs/article_7dc36d63-1fb1-458e-9f84-044ebbd0da03.html

I also suggest that maybe everyone below grade 8 should simply not work for a week, everyone call in sick a sick out is what is needed to wake them up.

If your EMG is talking about “how we work” and is having your leader write out each of your job duties and what it entails, that is the first step in deciding who gets their 60 days notice. Word of advice, make sure you let your leader know EVERYTHING you do, even if it seems small and non interesting, the more the better.

Displacement call 9:15am on a Tuesday after payday for me. Got the IM (inconsistently meets) at end of 2025 for the first time. Had always gotten meets prior and no real reason for the review or what I did wrong. Simple explanation of “we expect more than we used to” brouhaha.. Also got the telltale “you have not met standards
Of using AI in the past month” email even though those supposed standards were only being tracked for my team starting May 1, and I had been using since mid April on a daily basis.
Half my team was eliminated. Well, half my U.S. team was eliminated, most with 15+ years with wf under their belts. Underperforming teammates in India had no layoffs. Writings on the wall folks. No one is safe as management doesn’t, and hasn’t cared for a long time. Pretty soon all work will come out of overseas locations with no quality checks being done. And AI isn’t at a place yet to replace the work of many specialists. CS doesn’t care though, as long as he gets himself and all his banking buds jobs and retirement packages while he still can.
Get out while you can. WF is now, atleast to me, considered the WF Titanic of companies. Sinking ship, not enough life boats for sustainability, and I foresee another audit/check of WF illegal workings, with a spotlight on good ole Uncle Charlie. That’s why he keeps hiring his cronies from past jobs and contacts, right? Feather their nests while he still can.
As soon as I can, I will also be switching banks to one I have faith in. And there will be no ties ever again to WF.

For the ones being affected by the LR, are they making it immediate, or did they give you a near future end date? i remember for some of the previous layofss they gave a long notice before the end date; also people from my team got layed off and they were around for 1-2 extra weeks

It has now been over a year since I left State Farm. I know people rant and rave on here about toxic environments, dysfunctional leaders, etc etc etc. But one thing I've discovered over the past 12 months is that the State Farm environment can truly damage a person's well being and self confidence. I was in leadership when at SF, not in Claims. When I started at my new company, in a senior leadership role, it became clear to me right away the stark difference in work environment and leadership health. State Farm subtly pushes you down, questions everything you do, and makes you feel that anything you do is just not good enough.

I didn't realize, even as a leader, just how oppressive and damaging that is to an individual. There is no loyalty, support, appreciation for the workforce from executive leadership. State Farm leadership will praise you one minute and then turn around and make you feel an inch high because something wasn't done according to their expectations.

Instead of complaining, make the decision to leave, if you can. The subtle mental harm that State Farm propagates is worse than you believe.

Cheaper workers, offshoring, AI - whatever works. If they could charge us for the privilege of working here, they would.

Has anyone got any clarity on this?
Like from FTS HR?

My contract states hybrid, but there's legal ease in there... I really can't go in full-time and would not have taken or applied for a full-time in-office role since it is not feasible for me. Worst case, I could ask my FTS and let folks on here know what I hear...

But FTS is most of the time beyond useless and just gives you a vagus runaround on things.

Don’t think this will last, you will have your good MOW’s and you think you will sit at home sending emails and watching TV. Sooner we will get the AI scheduling program that will not only assign you stores to hit every week,but you will be tracked with GPS again. So to the one’s that think it’s not so bad, will see how you fall in 6 month’s

Just resigned from my position here in the U.S. How do I go about returning my laptop and equipment? No direction has been provided by my manager - will I get a box in the mail?

“Annuals checks to begin soon” Another way to weed out people instead of laying off. I get it’s in the employment contract but I’ve never got this email all the years I’ve worked here.

Sometimes things aren’t the same when your bestie leaves. It is in-fact confusing to be a girl. let’s have some compassion and hold space for leadership during these unprecedented times

Let me break down why most of the employees are unhappy. First, forced ranking. Everyone is fighting for survival, taking credit for others' work just to avoid a PIP. Second, false ranking. People on the fast track get top ratings even when they cause major problems. Third, location bias. An expert here gets rated lower than someone in a cheaper country who makes constant errors. Fourth, promoting incompetent people. Industry experts end up reporting to managers who don't understand the work. These problems could be solved, but leadership chooses not to.

"With this, we are making changes today that will result in the reduction of our overall workforce in Q4 by fewer than 4,000 jobs, representing less than 5 percent of our total employee base."

Basically, he's saying it's just 4k jobs, no biggie. He doesn't give a damn that so many families are about to lose their livelihood. It's less than 5 percent, so it's all good. Just a small nuisance, nothing else.

I am going to keep this simple because I am tired of watching the same thing happen. I have seen people give this job every waking hour, burn themselves out completely, and then blame only themselves when they got let go. They never saw it coming because they believed hard work would be enough. It is not enough. The people who survive here are not the hardest workers. They are the best talkers, the best networkers, the best at being visible in the right moments and invisible in the wrong ones. If you are not one of those people, at least stop giving this place more than a fair day's work. It does not love you back. It will not remember your overtime. Save that energy for yourself.

So today those that requested VRIF get told yes or no. It is mid afternoon in Europe already and still silence. I guess they are going to push the 14th May date to be as late as possible in the day just to be “respectful” which is how Louis described the process would be.

Any word on this being reverted? Do they actually care about our attendance? What the heck is going on and why wont they talk to us.

There was a colleague in a different department that I worked with and anytime I look them up on teams they are still there, last seen approximately 2 months ago. I have a feeling they were let go, but wouldn't they be gone from teams by now? Maybe they are on a medical leave, which is why I don't want to ask them. Thank you

Has anyone went to HR over mistreatment from a superior and had a good outcome? This individual seems to take great pleasure in belittling and putting me down. They only do this to me and when there are no witnesses. This is not a daily occurrence, but has occurred more than it should. On the days that they are not being completely disrespectful they are cordial but still treat me differently than others. This seems to be the norm here with people in "power positions", but we should not have to tolerate it. With everyone being asked to do more with less and morale at an all time low, this is an unnecessary stress added to an already stressful work environment.

The Redlands Unified School District recently approved 19 new layoffs. These cuts impact positions such as librarians, special education staff, and nurses. This decision follows 135 layoff notices approved earlier in the year. The district cites financial pressure, enrollment trends, and budget issues. Officials state these actions are necessary to ensure fiscal stability.

Redlands

https://www.nbclosangeles.com/news/local/redlands-unified-school-district-layoffs/3890142/

Two of the biggest bootlickers and hardest workers in the office just got the 1-1. Years of dedication without any promotions rewarded with getting laid off like a dog. This is what you get for going above and beyond at Cisco :)

The current wave of layoffs is doing far more than just thinning out payrolls—it is poisoning the well for those who remain. When a company pivots to mass terminations, it isn't just "restructuring"; it is dismantling the psychological safety and cultural foundation that keeps a business running.
### The Hidden Costs of "Survivor Syndrome"
While leadership focuses on the balance sheet, the "survivors" are left to navigate a toxic landscape. Here is why the post-layoff environment is so damaging:

• The Erosion of Trust: Constant job insecurity ki-ls loyalty. Employees stop thinking about long-term innovation and start focusing on exit strategies.
• Burnout and Burden: Remaining staff are often expected to absorb the workload of their departed colleagues. This "do more with less" mentality leads to rapid burnout and a decline in work quality.
• Demoralized Culture: Watching talented friends and peers escorted out creates a heavy, somber atmosphere. The office transforms from a place of collaboration to a place of anxiety.
• Loss of Institutional Knowledge: Layoffs are a "brain drain." When experienced people leave, they take years of process knowledge and client relationships with them, leaving the existing team feeling lost and unsupported.
  ### The Reality Check

  "You cannot cut your way to growth."
  A company’s greatest asset isn’t its capital—it’s the collective energy and motivation of its people. When you treat employees as disposable line items, you don't just lose headcount; you lose the heart of the organization.

  If companies continue to prioritize short-term stock gains over long-term stability, they will eventually find themselves with a workforce that is physically present but mentally checked out. A demotivated team is a stagnant team. It is time for leadership to recognize that protecting the environment for existing employees is just as vital as managing the budget.
  Is this for a LinkedIn post, or are you looking to send this as a formal internal feedback letter to leadership?

Dozens of San Diego Unified School District employees will receive new job offers. These employees previously faced potential layoffs earlier this year. The district reached agreements with three employee associations. Sixty-nine at-risk employees can now accept new district roles. Human Resources found existing open positions for the upcoming school year.

San Diego, CA

https://www.10news.com/news/local-news/sd-unified-workers-who-faced-layoffs-to-be-offered-new-jobs-within-district

Is it me, or is EJ making absolutely terrible experienced FA hires? I have met a few and most have not brought over significant assets and probably were on their last leg at the firms they came from.

One actually said that they joined EJ because of Moneyguide. Not to service clients better - or for better options to grow a practice - and certainly not the culture. Simply because the firm uses MG.

Another one I met makes odd comments in meetings (totally off topic) and appears to have some personal hygiene issues (the type you smell).

Like, what is happening? Is this just hiring to keep Chubak happy? Or is this the best the K-Mart of wealth management can hire?

I heard some people will always have ratings above VG.
Is it the same as being hipo, or just protected (whatever that means)?
Does that change often? What does one need to do in order to be in that pool?

Only PIPs?

I used to be so proud of my work ethic. I always stayed late, took on extra, really cared. Now I feel like a total fool. The workload after the layoffs didn't decrease. It increased, because the people left are burned out and the lazy ones are still lazy. So those of us who still try are doing even more. I love what I do, I really do, but I'm so tired. Tired of working my butt off every day for a place that doesn't value me. And here's the thing. I'm probably getting cut in the next few months anyway. So why am I still doing this? Why am I not just coasting like everyone else? I'm starting to think that's the smarter move.

I’ve been shocked by the amount of disdain directed at long-time T. Rowe associates on this board, especially toward IT staff. It’s hard to tell whether this comes from just a few loud voices with axes to grind or a broader sentiment. My experience up until the past year or so has been with nothing but great, hardworking, kind people.
It’s concerning to think that some of the people I work with may hold these same toxic views about their own coworkers. While I can see why management might have incentives to move jobs, I don’t understand why other associates — who aren’t protected from future layoffs — would voice such contempt. It makes me wonder if their presence here is more about stirring trouble than supporting those who are impacted. Perhaps to expedite the exodus by creating conditions where more people depart on their own?

Do we know what it will be? I'm a relatively new hire, so I'm not sure if that puts me at higher risk. Is it last one in, first one out or performance based or something else entirely?

I was laid off after more than 15 years at Wells. I survived the previous rounds, but I was finally caught up. Our CEO made it no secret this would continue through 2026. Each round I survived I had a little hope. Make no mistake it doesn't matter if you are a top performer or not. I have seen top talent just be let go over and over. It will continue.

I knew this might be a possibility, so I have been looking for jobs for months. It's been scary with this economy and job market. No bites. Had resume reviewed, joined job boards, joined talent agency/groups. The only thing that has come up is short term contracts but no real bites. Ageism is real and it's scary as he-l. All I can do is keep trying, take some time to up-skill and get some additional feathers in my resume cap, but I would be lying if I didn't say this job market is brutal.

Make no mistake. Wells doesn't care about the loyalty and commitment you have shown to them no matter how many years of service. Your performance isn't a guarantee either. Over the years I have jumped when Wells said jump. Traveled more than I can remember, worked nights, worked weekends, putting in 50-hour work weeks. Been a repeated top performer. They expect loyalty from you but don't expect loyalty in return. Don't be fooled. None if it matters in the end. You are just a number to Wells.

Has anyone noticed the updates to our dress code? I’m curious if HBAs will be required to comply???

I'm putting this out there for my former coworkers who might be in denial like I was. You might be getting managed out if your work is suddenly being micromanaged. If you're getting impossible deadlines. If you're being left out of meetings you used to attend. If your responsibilities are shrinking. If your wins are being ignored. If your requests for time off or training are being denied. If you're getting in trouble for things others do daily. I saw all of these before I was let go, I just didn't want to believe it.

I feel watched constantly. My keystrokes, my mouse moves, my breaks, my location. It's oppressive and intrusive. RTO has ruined this place.

The amount of money this company could save by getting rid of b-ms. Anyone see these people sitting in booths all day long and the old man walking in circles- VP by the way. Lets get rid of em and allocate the salary to deserving hard working employees!

Based on recent media coverage of Meta tracking laptop activity and taking screenshots to train the AI to replace the people it is tracking, does anyone know of this sort of thing in Dell?

Seems our colleagues in Europe can ask under law and be told but not sure if anyone would or has done this.

Any confirmation of this in any region or BU?

I’m not looking for comments that are jumping to conclusions or making guesses based on feelings. Any real info out there?

Fidelity's leaders should be ashamed but that would require them to be able to feel shame. Ned must be rolling around in his grave, rest in peace. I didn't agree with everything he did but he never showed the lack of respect for employees that we see today.

So much this! Reposting from @a6+1krerh6ct for being 100% correct.

Can anyone corroborate a document I found which forecasts RIF beginning in Q4 through Q3 of next year? I don't want to give too many details but it was a full time employee forecast for one of the major support units. The decline began in Q4 with a few hundred RIFees each quarter and then a steep drop in Q3.