#employeerelations

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?

Silly question that I probably know the answer to but for those taking the VSP do you think Centene would wipe our computers and let us keep them? It’s so much better than my personal computer lol.

After the June 15th VTP (Voluntary Termination Pay up to 104 weeks) announcement for a bunch of Leg T CWA union workers as well as much rumor going around for more of the same in September and December, I wonder what the people now say who adamantly exclaimed that there will never be a VTP. It would be interesting to hear how they rationalize or explain this now.

I truly do not understand some of the negative comments on these posts to people trying to navigate through this scary time. We are scared and stressed about what to do. We are all looking for just a little compassion and understanding depending if we take the VSP or not, but no need to be rude to people who are deciding to take it. Trust me I am struggling with the decision which I bet most of us are! A little niceness goes a very long way with people who are nervous and scared

A reliable source mentioned that there will be a radical shift or shake up in healthcare and managed accounts. Getting rid of lots of dead weight employees and removal of on site techs and managers, as to reallocate them for other purposes. Information is coming in slow and in bits and pieces. Beware.

These are my random thoughts in no particular order.

First if you were impacted then I feel for you and wish you the best. Just understand average employees are paying the price for some terrible mgmt decisions made over the years. It’s nothing personal you did wrong. Some of the best workers I have worked with have been at this company, but they are not valued.

Today I learned the company will stop paying for home internet for certain grades. The penny pinching continues on top of job cuts. It’s not a good sign.

This year has been brutal with cuts , the employee survey scores are in the dumps. My personal opinion is things will slow down before another “right sizing” in October.

What should you do? That’s up to you. Some people say to me they are actively looking and will bail if they get another gig. Others say they won’t leave without being forced to with a severance.

The stock is up slightly but the company is circling the drain imo, the core problems have not been fixed . You should consider what boat you are in from the above paragraph. I’m not sure there is a right or wrong answer. I am happy to opine on any question you may have.

Ps. I’ve read the other threads and I can confirm management in OI is poisonous and vindictive

It's been since April 1 since I've received a commission check, my boss said we would have plans at the end of April so we could get commissions, then May, then mid-June, and he now admitted he has no idea when plans will be out so that we can get paid. He laughed and said he isn't getting paid either. Fortunately, I have some savings, and can absorb a couple months of waiting, but I am running low on funds now, but half of my team is looking for another job, they need the income. There is no confidence that even when plans come out, that the commissions will be right, trying to mix XBS Corporate and now Enterprise, and Lexmark with all the assignment changes. My salesforce is still wrong, and I am missing accounts that were sent to inside sales for now reason. Our CEO and SLT promised better communications and transparency but we haven't seen even one communication about commissions. Is this to hold onto cash or something? Are others having problems getting paid commissions? This seems widespread

Wonder how many ppl did apply for the VSP. I feel like not that many will. I am the only one on my team that is. I'm actually excited about this possibility. I was so back and forth about it all at first but I have made my mind up and just hope I get approved. Sianaura sukas lol

Heard that 3400 long term employees were riffed.
No one was transferred to Cognizant.

Any reason that FIS went for severance route and no transfers to Cognizant?

Anyone know what the current severance package is or what people have been receiving?

Bank will have another round of layoffs in July or August.

If you already have a job, keep it. ExxonMobil looks glamorous from the outside, but that shine is fake. I learned the hard way. I ignored every warning about the toxic culture and left a stable job just for the brand name — biggest mistake of my career.
From day one, the so‑called safety buddy didn’t even bother to do their job. Non even a proper welcome.
My first project manager opened our very first meeting by lecturing me about their ‘compete‑to‑win’ culture and how they rank and eliminate people every cycle.
This place isn’t about work, it’s about alliances, cliques, and survival. If you’re not part of a protected gang, you’re a target. Everyone watches everyone. The paranoia is all over this workplace. It’s a pressure cooker with a shiny logo slapped on top.

Can someone teach me how to be a yes-man and boost the egos of unskilled, manipulative managers? Apparently, that's the skill needed by TPD Associate Director. Please for once can they let go Boston AD …

Unfortunately, I'm not good at that, so they'll probably let me go.

Wasting 3-4 hours in car - just to tap badge , login logoff again on the meetings - really its counterproductive - makes NO sense in the year 2026...Well I get it Gunjan comes from old school industrial manufacturing background - This is really damage the bank on the long term - meaning less RTO ...Really

Full disclosure I am an ex-employee and my term date was in April so I’m not eligible, but wondering if y’all are getting any PSP this year ? Usually would have been announced by now

…or are they afraid to many people will take it

I heard that there is a list. What does it mean if an employee is ON the list but not selected?

Based on what i know, a senior director of NAND systems was suddenly out of the company. Not sure if it was a layoff.. are there any layoff rumors around san jose office?

In the hushed stillness of the modern workplace, we observe a remarkable moment in the life of one seasoned professional. After years of navigating complex terrain, adapting to shifting environments, and contributing with steadfast dedication, he now approaches a new and intriguing crossroads.

Here, we witness a Dell gray beard — poised, thoughtful — signaling his readiness to embark on a different kind of journey. With calm resolve, he indicates his willingness to accept the early retirement package offered by his employer. It is not a retreat, but an evolution. A transition from the industrious rhythms of daily labor to the wide‑open landscapes of possibility.

And so, as this chapter draws gracefully to a close, a new one begins — filled with promise, curiosity, and the quiet thrill of the unknown.

Why would Oxy pay its Petro Technicals a very generous one time bonus unrelated to yearly goals or performance. Some top onshore and offshore engineers received +60,000 for their efforts..

Your opinions?