#employeerelations

Layoffs went from being an occasional thing, to being once or twice a year, to being a quarterly thing, and we're now at basically monthly layoffs. What's next? Weekly? Daily? Why don't they just lay all of us off right now and put us out of our misery once and for all?

One of the most effective approaches to damage a firm or companies reputation is to share how poorly they are treating employees. Most clients will stop doing business with Edward Jones and I would imagine it will pursuade others from wanting to do business with Edward Jones. Hit them right in the wallet.

the minute you stop putting expectations on our one side relationships with a company and realize this is nothing but a transaction. The growth and model and T shaped people and family talk that comes from the C suite is a way for them to get extra work for free. The other thing to watch out for is expanding your role. This is a transaction for time and labor for dollars. That's it at the end of the day we are all expendable numbers on a spreadsheet they use to extract as much value as they can from us as a resource. Protect yourself and your health. Do not stand by and middle is good enough. The threats and fear only work if you give them power and these people hiding in their corporate towers are just that nothing without their perceived power. Presence over performance will bite them on the ar-e.

Start looking for next and remember nothing is permanent.

Godspeed to everyone I hope you have a whats next or an exit planned.

This place has been toxic for so long that the bullying is just baked into the culture now. Same people, same nonsense, year after year.

I thought it was supposed to be a year.

Share if you hearing new wave of employees reduction attempt by management. Either in not meeting expectations, Documentation, or HR guidance or the ultimate PIP.

Anyone with more than 15 years of experience at Ford successfully Get their salary reevaluated? So many new hires with no automotive experience making more than the seasoned and experienced employees. How do you get your salary reevaluated based on expertise and time in service?

What is the point. All they have to do is wait for 3 months and LR you without any explaination.

With their ultimate goal to push people out, specially those who have been with the company for a long time, they are hoping to avoid having to pay out packages. This is now known as a fact.

It also is now clear that management is now scrambling to keep control and also to hide their books and revenue lost, and give false hopes of there being a potential buyer who is ready to buy the company and "rescue" our decline. This false pretense is also being exposed beyond any doubt.

Many of us spent who were passionate about what we did are now operating out of fear... fear of being ambushed, fear of being FIRED or put on the spot. Being humiliated because we under-performed in the last month or now being spied on by an AI agent which listens to our conversation in a zoom call or the content of our email exchange. It is clear that those who come up with these ideas or push to implement them are completely unaware of how human productivity works. You can not have human beings operate at a productive mental capacity or creativity when they are in a constant state of fear and panic, this is a proven fact that anyone with minimal knowledge of human psychological behavior would know. This is simple and effective proof that this company is being run by incompetent "leaders" and managed by unskilled "managers" who only believe in the power of the iron fist.

To the remaining customers: Before you buy into the "pitch" that you are receiving from your friendly Omnissa sales team, take a few minutes and read the comments that the employees and ex-employees have left here about what it is like to work in this place. If this is how the company treats its loyal employees, rest assured they will not hesitate to treat their customers the same.

If we had layoffs later this week. For no other reason but to fu-k with us. That's how low my opinion is of this leadership. I honestly believe them capable of that.

saw a posting on a senior IC job that looks great, but then checked Glassdoor and it shows the CEO with a 39% approval rating. Also, 4 days in the office. WT? 🚩🚩🚩 How are things really over there? dumpster fire and don't even think about clicking apply, or not bad at all?

I've been here six years and had three managers, each worse than the previous one. Is it mandatory to be an a--hole with barely any knowledge of your job to become a manager here?

We haven’t had an all hands meeting for years and years. Executives are too afraid to face us. Cowards. They know they can’t defend their actions and that they have zero support from the employees they “lead”. They truely are legends in their own minds. Pathetic.

During my most recent Talent Assessment, my manager left No for Expectation Met.
I discussed about this in my 1:1 to know the reason behind this feedback. Didn't receive any constructive response and got a standard response. I was informed the next steps would be HR would be involved with weekly tracking. This whole thing has been a shocker to me as I'm working on high impact project now and delivered good in the last quarter.
I asked if it's part of PIP and was told I'm being setup for success and it's a procedure by HR to correct the course of action for the Talent Assessment result.

What can I expect next and how long do I have before they go through the lay off procedure which I'm kind of expecting at this moment.

Multiple sources from Blind Posts pointed out Layoff will be US 9/14 AND IDC 9/15. And this time it doesn't seem like bull**it

We know 9/14 will be IDC holiday so it postpone to 9/15.
Townhall will be 9/15 for US but it is recorded so no live session answering any questions. Same video will be share to IDC folks I assume.

Just curious how many clubs out there have the merchandisers bale their own cardboard and how many make the backroom associates bale the merchandisers cardboard.

My last working day was 9/4. I see everyone talking about their release. I never received one in Workday. I checked all day until I lost access and nothing. Are they sending them in waves?

Remember all the Leadership videos stated (or at least implied) that “we’ll figure out the mapping, redundancy and needs” withing the next 120 days.

Sadly it could happen at any time.

New employees from Cox – Charter does not care about you
Old employees from Charter – Charter never cared about you

Take care of yourself.

I resigned from Cisco over a month ago and I can say life is much better. That's all.

Long story short, defending cuts and layoffs, bragging about people who can't be employed after getting laid off, and the next round of layoffs which might happen around Dec. After huge backlash, the post was taken down.

It doesn't make sense, There isn't enough work to fill the day, what am I going to do for 8 hours? do they still sell newspapers? will I run out of 5G or phone battery all day? The art of looking busy only carries me so far.

I put in my two weeks on Monday because I was tired of doing way more than my actual role required. My manager asked me to take a day to reconsider with a vague promise of future opportunities since they apparently really need me, but then when I came back and said I was still leaving, they just walked me out right then. I didn't mind, but I did find it funny. I was trying to do the right thing by giving notice and they still found a way to make it weird.

How has BMC declined so much in only a few years? I’ve worked here for decades and enjoyed it. I am thinking of retiring early and jumping ship. Is this everybody’s experience or just my luck? I couldn’t imagine being mid to early career and spending the next 20 to 30 years like this….

Back with another one from ya NoCenteam correspondent.

And before I begin: sincere best wishes to everyone leaving Centene today. There's life after Centene. A pretty damn good one, actually. You'll land, you'll remember what it feels like to breathe again, and I suspect a whole lot of you will eventually look back and realize you were better off for it.

Godspeed, fellow Centene employees NoCenteam alumni.

Let’s dig in. Centene has spent a lot of time talking about simplification, efficiency, focus, and Enterprise Optimization, so let's take them at their word. Because at this point, layoffs headcount reduction isn't really the interesting story anymore. The interesting story is: what exactly is Centene optimizing into?

Look around. ACA membership is shrinking. Medicaid membership and mix are changing. State-plan business has been lost or is transitioning in Georgia, Hawaii, and Florida. Centene is choosing to exit Arkansas ARHOME, and Health Net is now exiting traditional commercial group business in California and Oregon to focus on government-sponsored healthcare.

Inside the company, you've got VSPs, ISPs, leadership departures, executive responsibilities being consolidated, and entire functions disappearing. Meanwhile, major work is increasingly being centralized, standardized, automated, outsourced, or handed to outside partners.

None of those things individually proves much. Put them all on the same whiteboard, though, and a pretty interesting picture starts to emerge. This isn't just a smaller Centene. It looks like Centene is deciding which businesses it wants to be in, which capabilities it still wants to own, and who it wants doing the work.

Which brings me to a question I'd really like somebody on an earnings call to ask:

For every dollar Centene expects to remove from employee expense through Enterprise Optimization, how much new spending is being committed to consultants, technology vendors, managed services, and offshore providers? (Attention reporters and analysts… this is the question you should be asking… you’re welcome) 😉

Because reducing payroll isn't necessarily reducing cost. Sometimes you're just eliminating the expense changing who sends the invoice.

And there's another question that's probably even more important:

For every capability Centene removes internally, who owns that capability afterward? (Ahem)

Because if the work still needs to be done after the employee leaves, was the job actually eliminated, or was the employer changed?

Centene has historically sold a pretty compelling proposition: national scale with local knowledge. But there's an interesting tension there. Centralization, outsourcing, and standardization can absolutely make an organization more efficient. They can also slowly remove the local knowledge and institutional memory that made the model work in the first place.

You can consolidate leadership, standardize platforms, outsource operations, automate workflows, and remove people who look redundant on an org chart. Every one of those decisions might make perfect sense individually. The trick is knowing when you've removed cost and when you've removed capability.

That's why I don't think the Centene story anymore is "Why are they laying people off?" We know why companies cut people.

The much more interesting question is:

Managed Healthcare: Managed by Whom?

When Enterprise Optimization is finished, what does Centene still know how to do itself? And perhaps more importantly, what happens when the people who knew how all this sh-t actually worked are gone?

No allegations of wrongdoing here. Just watching the pieces move around the board and asking where they're going to land.

NoCenteam Securities & Organizational Archaeology Division
We read the footnotes so you don't have to.

Any idea what intel offer now?

So stressed, that I want to go to my manager and ask to be in next layoff if this is possible.

However, it will only make sense if the severance is good. To rest a bit, prep, and go back to the interviews.

Could someone share the light on the severance package? Thanks!

Flying a bunch for people to India for what??? WTF. TUs execs are very good at planning lavish trips for no business value but are less good at actually increasing the stock price.
I'm sure when there are layoffs and sh---y bonuses and increases, they'll cry about how hard things are and forget about their many boondoggles.

Rumor has it the next round of ISPs will take place later this year and in T1 2027. Any truth to this? On the one hand, I’m sad to hear it, knowing many families will be impacted. On the other hand, I’ve seen too many instances of friends hiring friends, people hired into positions they’re not qualified for. As a result, work is not getting done, and others have to pick up the slack. Whatever happened to “an honest day's work for an honest day's pay”? Where is the accountability??

I delivered major projects, traveled, participated in workshops. Meanwhile, newer hires with 5-6 years experience are paid more than me and I have to train them. How is that okay?

Friend from another group told me their manager asked them to leave Glassdoor reviews and implied they needed to be positive. I'm having trouble believing him, even though he has no reason to lie to me. Why in the world would anybody care about something like that. Has this happened to anybody else?

Got a note to update my personal email address.. why would they need it ?

Does he not realize that the only reason he has billions laying around is us, his employees? The least he could do while soaking up all this praise is thank us for making him so wealthy. I mean good leaders know it’s their teams that do it,

I've seen many people make huge mistakes, and I've seen who faces the music and who doesn't. It's not about the severity of the error, but about who made it. Some people are untouchable. They can do no wrong and they know it. When people say nobody is safe, that's not true. There are favorites who can do anything and still avoid being reprimanded not to mention laid off. Knowing the right people pays off here, with interest.

maybe I’m being impatient, but on the offboarding page it states that on our separation day we will receive an email to our personal email address with the instructions.

haven’t received anything yet. I have had to return equipment before and remember they sent the box to my house, then I went to FedEx, etc.

for those who have gone through offboarding, will this be the same process?

Something we have to deal with as a fact of life, not as an occasional happening?

New American Funding has laid off 160 employees in its consumer direct division. This reduction is a direct response to current mortgage market conditions. Elevated interest rates have significantly suppressed refinance volume. The company stated the decision was made thoughtfully and responsibly to align operations with market realities. They expressed gratitude for the contributions of affected team members.

Santa Ana, California

https://www.housingwire.com/articles/new-american-funding-layoffs-160-consumer-direct/

My wife, who worked remotely for another telecom, woke up a few months ago to find all her access revoked before she even saw the termination email. She got no warning, and they certainly didn't bother with a conversation. Just an early morning cold email and silence. Even Verizon isn't that much of an a--hole.

Crummy colleges like Strayer University or 3rd world college mills. DEI candidates majoring in "organizational leadership" (wtf kind of degree is that). Leaders not qualified to do entry level work in their organizations because they lack certifications. sum result is a bunch of employees who are pretenders when it comes to working.

Point being Verizon needs to ask itself if it wants intelligent leadership, or a bunch of crash test dummies collecting paychecks

I have very mixed feelings about leaving. Part of me wishes I could have stayed and continued my healthcare career with the company. But another part of me recognizes that, based on my experience, management and the environment created by its leadership ultimately made staying no longer sustainable for me.

Over time, I witnessed significant changes in the workplace. Policies and procedures were not always clearly documented or communicated, yet employees were still held to expectations that were not always clearly outlined. In my experience, there was also too much favoritism, and what once felt like a close-knit environment gradually became one where people seemed to be looking out for themselves and, in some cases, trying to remain in management's good graces.

I also observed situations where employees appeared to distance themselves from or place blame on others rather than feeling supported by leadership. When employees expressed concerns, questioned processes, or voiced dissatisfaction, my experience was that management was often dismissive rather than receptive. I also felt that leadership became increasingly micromanaging and, at times, unsupportive of its own employees.

For me, that was the turning point.
Ultimately, I decided that leaving was the healthier decision. First and foremost, I need to take this opportunity to focus on my well-being. From there, I look forward to finding an organization where I can feel fulfilled, contribute my experience, and build positive relationships not only with coworkers but also with leadership.

I'm saddened to leave behind the many wonderful people I have met along the way. At the same time, seeing other good employees make the decision to leave as well, and hearing some of them express concerns similar to those I experienced, it reinforced my feeling that it was simply time for me to move on.

To everyone staying past 09/04, I genuinely wish you nothing but success. And to everyone leaving today, I wish you the very best in whatever comes next. May you find the opportunity, environment, and leadership you deserve.

Stay blessed, everyone.

Class of 09/04 — officially out. 🫡