#employeerelations

As per the -3 Chief HR Officer a few years back, Clap Now. Eat your slop, little piggies.

there was some kind of huddle meeting with each pod. d-mb a-s manager used an analogy of fast food drive thru employee. lol

Is this how they view us? fast food drive thru employee? what a d-mb bi--h.

yea... I mean employee who has all customers information from their ssn, dob, cc #'s, chk # information and ready to be sold off.

would you like bbq sauce and upgrade it xl size?

what a fu-ken clown leadership is.

I was overpaid for one additional week on 4/6. I'm told they will not deduct this from a future check, and that I will eventually be sent a docusign document to repay the overpayment. They deducted an additional week of 401k deductions, too. I'm waiting to hear how they will address this since you can't just take money from this account without tax implications.

Is anyone else still having issues with payroll???

Curious has anyone been around long enough to remember the last time corporate gave the employees some good news? Feel like its been nothing but bad news the last 10 years. Offices closing, forced moves across the country, returns to office, replaced with people overseas, forced realignments due to corporates unwillingness to staff and retain properly.

Id say the last "good news" was us working from home during COVID, which wasnt exactly good news but maybe the only positive change I've seen in like 15 years. Ok i guess they did the math and so few people were having children they increased maternity benefits like 5 years ago.....

Cant wait for this weeks bad news meeting either way.

Can anyone explain why such high turnover in claims has been acceptable for so long? Assuming they will be moving people from jobs that are not 100% horrible to a claims department that is.

I am the manager of three former ExxonMobil employees:

The first is desperate to please me and shows strong “boss-pleasing” behavior. It’s frustrating because I need him focused on productivity, not on feeding my ego. His results are what matter.

The second reacted strongly when I asked for help moving a table, saying it was a safety risk and refusing to do it.

The third seems to be living in the past. I hear “when I was at ExxonMobil…” at least five times a day.

I’ve started to notice a pattern. Former ExxonMobil employees often seem like they’ve gone through some kind of conditioning and struggle to behave normally in a different environment.

I don’t know what the company is doing to its employees, but it feels intense. They all come across as somewhat distressed, almost like they’ve developed an obsessive or overly rigid mindset.

I’m not sure what to do. They seem like capable employees, but their behavior is unusual, and I don’t want to fire them.

Any ideas on how to “reverse” the ExxonMobil effect?

P.S. They all say they left due to strategic changes, like departments being moved to other countries, not because of performance issues.

There's clearly a willing contingent that would instantly take them up on it.

Instead they choose to sever people who might really need the job, throwing them into the crocodile pit of the current job market.

Or they push to make working conditions annoying enough that people who have options voluntarily leave (this part of it makes zero sense to me, these are typically the people you can least afford to lose).

Meanwhile the people who stay are made increasingly miserable, both as a result of the voluntary attrition measures, as well as having to operate for years in an environment with zero job security and no end to the layoffs in sight.

How is any of this better than just yanking the bandaid off, and letting workers have a hand in their own fate?

It feels very "the cruelty is the point" to me

Anyone know if answering the pulse survey in a less than positive way result in being marked for termination? Kind of feels like a way to identify workers who aren’t “aligned” …

I’m told I can’t have my phone out at my desk even if it’s just to pull it out and turn on music while I work.

Meanwhile, the people who sit in the next row over talk all day and it’s so distracting. I have no idea how to get anything done. And I have people from other areas walking over to them all day long as well and all these people talk about are their lunch plans and then complain about their peers at other sites.

I need to put my AirPods in and listen to something that helps me stay focused- the way I see it. I’ll get fired either way… either from pulling my phone out to turn on Spotify or because my work is not as productive as it used to be because of these geniuses that sit around me who have zero respect for others.

So I’m guessing the bank went back to assigned seating? I’ve been out on sabbatical and just returned to our new space, but all of the seats appear to be assigned and I have no idea where I should randomly sit.

It doesn’t feel good to start my day like this every morning, trying to search for a place to sit that isn’t near the break room. But I’m told all the other spaces are neighborhoods. I can’t continue to take calls from a desk next to the break room so people keep asking me to go on mute because I hear all the noise, but then I have to forget to go off mute to start talking and lose my opportunities to speak up. This is ridiculous.

Those teams sitting in a neighborhood who are not on the phone all day. Need to have their dedicated seating over here. I don’t know how they got away with giving them the prime seats.. but I can’t continue working like this and I will be figuring out a way to work from home if this continues.

• Jacksonville, Florida

Anyone else hearing how big an impact today's layoff is/was? I know of at least 2 managers in the call center that were given 30 day notice today and were told there were a lot of others as well.

I would be curious to hear from folks that feel like they aren’t being considered for spots due to age. I know I have two other bad marks against me, white and male. But I’d honestly like to hear some feedback. More me personally I keep getting told it’s competitive out there but then I think maybe they forget that emails go out with who got selected for positions.

I read the rules around blackout period but I am asking for advice on how they are enforced. Obviously the SAP share price will keep dropping because there is no SAP strategy besides failing at AI and laying off employees and share buybacks. And we did not even get decent salary appraisals this year. I am low on money and thinking of selling SAP shares just to be able to pay my mortgage and not have to worry about basic necessities. I am not sure how things are in the US but here in Europe, everything is getting more and more expensive. And other companies are not hiring or they are simply laying off. What are the real implications of selling shares during the blackout period? I do not have a high role at SAP and I do not know enough to be considered as someone doing insider trading. I just want to be able to pay my bills. Is there legal action that SAP can take if I sell them before the earnings call? I am also afraid that the share price will go even lower because shareholders are understanding that SAP's executive board has failed. And giving shareholders a higher dividend by laying off employees is not seen by them as longterm success of a company. So I want to get them out before the price goes below €100. Please advice what I should do.

I understand that during the pandemic, the company needed the people who work to stay in their jobs… so they hired those who don’t as managers.

But I don’t know how much longer I can stay and have said managers make fun of people who have college degrees. The culture is so toxic now and it’s really embarrassing for me to work at a company that lets unqualified people stay in jobs they are terrible fits for.

Does anyone have any information on the next layoff. Who will be affected, possible dates?

It is alarming when senior people are leaving TRP and they are leaving because the culture is dying. It started when they brought in Kimberly Johnson (COO) and it has gone progressively worse with leaders like Ramon Richards and Chris LePre. The culture has been replaced with what employees in Tech called the FNMA culture (which is where Kimberly and Ramon have come from). These leaders have no regard for associates and have brought in a culture of divisiness and toxicity. Associates are fearful of losing their jobs and so do not bring up concerns. Bringing up any concerns brands and tarnishes you as a naysayer by these leaders with fragile egos. What is concerning is that the most senior leaders at TRP are aware of this toxic culture but have done nothing about it, most likely because everyone is just too worried about negative outflows. What they need to realize is that if they don't fix the culture (and soon) they will continue to lose talent and the ship will continue to sink and by then it will be too late. There needs to be leadership changes in order to fix this issue.

I've heard conflicting information on building closures that may be moving forward.
Does anyone have a list of locations, or information on how they're selecting buildings/campuses that are going to be closed? Does anyone know what that means for employees in those locations?
I've heard some locations, and then also heard that some changes in what locations are affected have taken place.
If anyone knows anything they can share, it would be greatly appreciated.
Rumors of an announcement date of 4/20, but I'm not sure if that's accurate, either.

Did anyone receive a copy of the benefits book in the mail even though they didn't request it? What's up with that?

create an intolerable culture so people quit—same layoffs, just without the severance bill.

Good luck over the next two days everyone. See you on the other side whatever that turns out to be.

Report concerns to the Ethics Line by phone - In the U.S. call 866.ETHICS4 (866.384.4274). Available 24/7, the Ethics Line is a confidential resource provided by an independent third party.

It felt like I was signing divorce papers from a bad marriage. I'm very glad to be out of that company. The max severance package and unemployment are like having a hot girl say she just wants to hang out with you after your divorce but nothing serious, just casual fun. After that, retirement and traveling around with the actual love of my life. I ran the numbers, it's like getting a ~$100K payout into retirement. I'll happily take this over a retirement card and going away gift at a pizza party.

Assuming more layoffs are to come, and if and you're in a similar time in your life, I highly recommend trying to manage the last days of your career aiming for a layoff rather than announcing a retirement date. If I would have told them I was retiring in May, I don't think I would have been laid off, so keep that info to yourself. Don't tell a soul because it WILL get out if you do, and that could be a very costly mistake.

I worked at Oracle for 15 years in a GBU run by complete clowns. I realized too late that half the people were completely incompetent and they were usually mgmt. so lately a former colleague who also left O years ago told me the stories of some people getting laid off. “He was checked out since 2012…..he was waiting for it for the last 14 years….he didn’t care at all…” “oh, so sad, she got laid off….shes been there so long….i mean…” the first guy, prob hero to most. I def understand it. Now the second person. She was there when I was there. She acted like big stuff. She got roles in cloud and she never even knew anything about cloud or app or even was in the trenches. How did she move up? She was buddy buddy with our horrible mgmt. then she got one of her buddies on the team. Both of them together couldn’t update any Oracle app on their own laptops. I told my former colleague, I have zero empathy for her getting laid off. If she thought the skills and job she did that a 10 yr old could do would last forever, she deserved it. Oracle is different than many companies. Mgmt su-ks and really there literally thousands of people who are hiding. They may have joined via some small company that Oracle took a liking to and purchased and then they’re this “techie”. They’re not. My last 2 managers, Walmart greeters had more technical know how than both of them. Both were a-holes. I have zero sympathy for these people that not only skated but treated people like sh-t as tons and tons of talent left cause of people like her and mgmt. good riddance.

Situation: Layoffs have been occurring almost continually globally for the past period, at least 8 years, possibly much longer. Yet we only here anecdotal information regarding details.
Idea: Instead of just posting here, alert any remaining local media sources in your region about what has happened. Maybe that has already been done. If so, post a link to the article here where others can share on social media. If not, tell the story and if the media is still well-funded enough, may be able to do some investigative reporting. The idea is to get a larger audience aware of the ongoing removal of employees.
Benefits:

• Increased possibilities of potential new employees thinking twice before joining
• raised awareness of retail investors who are chasing a dividend or turnaround,
• expanded visibility for current employees to what is actually happening in the environment (particularly remote employees who don't see their co-workers being walked out)
• Feel good effect by letting a broader audience know what the company is attempting to keep hidden

I cannot find the original post but I remember seeing one of the posts saying 50% of Houston personnel will be retirement age in 10 years. What’s the source of that information? Is it true?

Historically, it’s always been a professional courtesy to give two weeks notice before leaving. However, as recent layoffs have shown, companies are giving no notice (Oracle). This has and will become the norm. And before someone says, well it’s courtesy to your colleagues, just remember that it comes at a cost to you and your family for being nice.

So with that said, why continue this legacy practice of giving two weeks notice? Again, if it helps the employee pack up and wrap up, sure. But otherwise, I think it’s time to reevaluate the practice. Just because society followed the same rule for so long doesn’t mean it’s correct in today’s AI world.

Love to hear your thoughts, including how you would advise your own kids if they were in the situation.

Nobody's exactly clinging to this place. A voluntary package would have takers, lots of them.

Watch this video if you want know how methodical the layoff method is https://youtu.be/Z8N5N1kYo6w?si=n9EDBY3mRJU06A0H

Heads up, everyone.
Dell has switched to a new survey vendor this year and there are serious concerns you should know about before you participate.

First, the survey is not truly anonymous. This vendor has the ability to access individual responses and trace them back.
Second, they can manipulate the overall results to make company sentiment look better than it actually is. So your honesty could put you at risk, and still not even count.

If you were planning to give critical, candid feedback; the safest thing you can do this year is sit this one out.

A few things to keep in mind:
— Participation is voluntary. No one can force you.
— If your manager pressures you or coaches your answers, document it.
— Ask HR who the vendor is and what their data privacy policy says. Vague answers are a red flag.
— Spread the word to colleagues who may not know.
Real feedback deserves real protection. This year’s survey may not offer that.

Stay informed. Share this around.

Would anyone that has been though it like to share what the PIP process is like? Im wondering if it might just be a blessing in disguise, because right now I get dozens of random, vague requests coming from all directions. And it’s always up to me to figure it out. If I do get chosen to be the “lucky one” to go on a PIP, does that mean I will be receiving clear, defined expectations? Will I have one focused agenda and that’s it? Is it confidential or can I openly tell my coworkers to leave me alone so I can focus on my PIP? Will my success, my ability to complete the goal be dependent on others cooperating, or will I be able to work independently on this so-called objective?
Will the supervisor somehow be allowed or prohibited from making the usual vague, random requests, changing the goalposts, and assigning work that depends on a bunch of other people who may or may not cooperate. Just curious how this really works and if anyone can shed some light or give some examples from their experience with PIPs.

I have heard recently that all those who have "Needs significant improvement" in past 4-5 years will be terminated.

Has anyone heard about this? Like what the fu-k imperial was so understaffed with people working in stress.
This company only looks after the baseline.

Sewani. Oliveira. Sykes. Birrell. Flores. Your times up and no one will touch you.

Group, I should have been more aware of my demise by reading this forum for the past couple of years. I should have put on my clown shoes a few years ago and sat on the plank of the dunk tank as you all would have saved the company at 10 quid a toss. Anyone out there have a good number to call HR so I can get my golden parachute? It's so tough to get an audience with someone who can help. Best regards, Bandy

Severance papers signed and looking forward to my 6 months of free money. Over 25 years spent at O and now it feels like a divorce, in a good way. It is time to move on and enjoy my early retirement. So glad this chapter is over!

Do managers also have to work the full eight hours in the office? I’ve noticed that some mid-level managers spend less than eight hours there.

From truly enjoying my work here years ago, to all the stress from waves of layoffs throughout the decline, now I've reached the point where I have no hope that Nike will ever again be a great company to work for, and I'm looking forward to being on the next list. I've been here too long to cut the cord easily, so the sooner they make that decision for me, the better.

Leadership stays busy, just with all the wrong things. Great way to use resources efficiently, right? It'd be hilarious if it weren't crushing us in the process.

It’s getting ridiculous!