#knowledgetransfer

In some cases, the operational decisions made by Oracle directors are completely baffling. They have this pattern of reassigning projects from their U.S. and European employees to offshore teams, which consistently creates major friction.

Initially, our U.S. teams have the clear advantage, but they're quickly outmaneuvered by the sheer size of the offshore teams. This approach severely erodes the trust and confidence employees have in their leadership and their career path. Their contributions are often viewed as ancillary, and they rarely get the proper credit.

It feels like U.S. staff are being brought on board to train offshore teams, only to be deemed expendable once the knowledge transfer is complete. You can see this pattern in meetings: my contributions are significant at the start of a project, but my input gradually diminishes. As a result, I've started to limit my engagement with offshore teams, providing only high-level outlines of the work instead of detailed technical walkthroughs.

Usually H-1b's and Offshore should aid the U.S employees. But it works like snatching the work and more promotions are given to offshore. U.S employees left in limbo.

Since this Enterprise Reimagine was so bad, who will take responsibility? There are loads of complaint from field and survivors, who should take responsibility?

Also hearing that this is the master plan that Chubak wants Penny to do ER so that he can be managing partner faster. Nobody wants to wait 5 years to see Penny retire and then taking over.

I am sickened to my stomach to see this organization go backwards in all of the values they believe in + the momentum the firm had around new business/technology/products. We lost so many unicorns and institutional knowledge that we will never get back.

What are people's thoughts on how ER will enable the firm to execute with more speed and efficiency? Honestly, I was optimistic when they first announced it because the firm had become so bloated and convoluted that it was difficult to get anything done. But the rollout seemed more focused on short term cost cutting and may seriously backfire on "increasing speed and efficiency" since we lost so much firm knowledge (aka the only people who know how to fix certain systems since they were part of creating them, people who know undocumented processes or work arounds for the many broken systems). I'm worried this will just make things so much worse and make jobs so much harder for those who remain. It's like leadership is operating on an entirely different plane of reality; one where we are a rocket ship instead of bogged down by decades of under investing in tech and poor process design. Over the past 2 years I have experienced them deprecating systems and teams in anticipation of solutions that never seem to materialize. The "running the business" work gets harder and harder with no end in sight.

We’re literally down to bare bones now, without anyone who truly knows all the ropes. Over the past two years, skilled veterans have been disproportionately targeted. I don’t even think it’s about age. More likely, it’s because good work and accumulated experience come with a price. Tomorrow, leadership will have no right to complain when there’s no quality work coming out of their organization. You get what you pay for. What short-sighted a--hats.

I don't understand how it's possible to lay people off when myself and my coworkers are so swamped with work that we are working 12 hour days plus weekends on salary?? So stupid! Reorg! We've lost so many longer timers with so much knowledge..we literally had to hire 3 people to fill one of their positions! Just one! But instead they are hiring more upper management!

Anyone actually work their 2 weeks?