#leadership

Any managers care to share what gets communicated to them on cutting employees? Any of that happening in the near future?

https://www.stocktitan.net/sec-filings/VYX/form-4-ncr-voyix-corp-insider-trading-activity-3ddd2f96fcb7.html

The SVP in charge of BH, Product and Dental was just let go. This follows multiple senior leaders in Product and Dental being pushed out earlier this year. Is E.B.’s departure a sign of the next big wave of bloodshed? (Not that I think she was a big loss.)

This garbage company and its garbage M&A under existing leadership have destroyed it. If this company... and its incompetent corporate development team under even more incompetent leadership and a clueless board... could evaluate opportunities half as well as its peers, maybe it wouldn’t be in this situation. Instead, they have a bunch of unqualified people running business development under GM and Skippy, who themselves apparently can’t add, subtract, multiply, or divide.

Will re-join the sandpaper lab this fall (worked there 8 years ago). seen lots changed in 8 years. All managers, from VP to supervisors, are new faces from CRPL, and all senor technical folks are new faces. Talked with some folks in the lab and they are not much friendly. Met few old friends who are still working there but seems not very happy either. not sure it is a right move.

Each Ford Motor Company employee’s job is to make Bill Ford and the Ford family rich.

That'd be it. That's the post.

Nothing else matters, not you, not the customer.

All that remains to be seen is how many of her flying monkeys will remain and if there is anything left to be salvaged at Paradigm after the last disaster of a year.

I feel like I've drank some poisoned coolaid at the FY27 kickoff. Ever since the last round of restructuring, layoffs, optimisation or whatever the fu-k else you wanna call it the company processes have ground to a screeching maniacal halt. Sales? Unexistant. Licensing? Can't provide you with a license, can't tell a license for two completely different products apart, need to involve 50 people to provide a client with anything. Developers? Now part of Support?! Support? Can't hear a squeal out of them unless you invoke an ancient Latin spell - oh wait thats just all of their senior management's names im writing in the CC of this email, not Ancient Latin. Do they have the clients locked up with a g-n pointed to their head to keep signing up for these dorky a-s shifty products or something??? Every day in this company is like a Benadryl trip where any issue I have needs to be solved by the hat man I keep seeing with the corner of my eye that apparently doesnt fu--ing exist. Absolute misery.

At what point do we employees just stop playing along with this ridiculous RTO policy?

Seriously, what happens if we collectively decide that enough is enough and stop treating 5x RTO like it’s some sacred commandment?

They can’t fire everybody. And if they tried, they’d have an even bigger problem on their hands - like a massive talent and productivity disaster worse than we are already seeing.

The irony of this whole thing is “leadership” has created a policy so unpopular that the only thing keeping it functioning may be the assumption that everyone has to comply individually.

Maybe it’s time to start asking what happens when employees realize they have leverage too.

Five-day RTO isn’t inevitable. It’s a BS policy no others in the industry follow. A policy we didn’t even follow ourselves for decades before Covid, and policies can be changed. Maybe that’s what it takes.

The vast majority of people who remain here are just waiting for MR75 or to see what happens with leadership.

There are a lot of employees hoping that when Stankey is gone and a new CEO comes in, one of the first things they do is take a hard look at this completely overextended RTO policy.

Because if the new leadership comes in and decides to keep five-day RTO, I don’t think we’ve seen anything yet.

There are a lot of people who are tolerating this right now because they’re hoping the policy changes. Take that hope away, and you’re going to see a lot of people make their exit at the same time.

And that’s when we’ll find out just how much talent this policy has actually pushed toward the door.

AT&T can change course or keep doubling down. But I genuinely believe the consequences of this decision will become impossible to ignore by 2028.

This company may sink or swim based on what happens with RTO. You ain’t seen nothing yet!

My dept is losing high quality high performing employees. In my personal experience, my PL is an airhead that has absolutely no idea what they are doing. Has earned his title by faking it up the corporate ladder and with our losses they are not capable of picking up the extra work around. Is Centene reviewing the anon employee surveys. This would shed light on a trend that PLs are aweful when it comes to helping us get our work done. I wish these people would be let go of first. Thoughts? State your dept/state

anyone have experience working with an attorney to negotiate your severance package? trying to see if this is worth my while. also leadership is threatening not to allow me to use my vacation time during the last two weeks, even though the language in the severance paperwork is vague and says vacation/sick cannot "typically" be used during your last 2 wks..work with your PL if "unique" situation. Thanks all. I am so ready to be done with this mindf*ck of a place.

Arizona employees — we see what’s happening.

Arizonans, we want to hear from you.

Leadership keeps telling us they “don’t know” what’s happening, but then how do they explain all the background changes?

You don’t make major structural changes unless you’re preparing for something.

And it’s starting to feel like leadership genuinely believes employees are too stupid to notice.

Someone crucial to the daily and long-term operations of our team was let go today in a RIF. Our work will slow down and become more difficult because of it. Those we support will feel the consequences, too.

Don’t let anyone tell you that those let go are only the bad employees. This was someone with years of dedicated service who performed at a high level. Leadership at this company is only interested in a short term gains. There is no longterm strategy.

Are you feeling connected? Energized? Valued?

Do you feel as though your L21 efforts are improving things for our customers?

What do we think Earnings and Forcasts will show and will the baton pass to G2?

While forcing employees to return to the office and laying off office workers, the director of security response and his direct report have been working from home in their sweatpants from Texas for years.

We are never getting free of him. That SETH answer was pretty much “I don’t want to retire, the board is happy with me, your happiness doesn’t matter, take your extra money and shut up”

You heard it here first

I want to know if direct PLs were given any say in exactly who they let go from their teams. I’m also just curious about the criteria for who stays and who goes in general. Were you told a number or a job title you had to RIF, were you given exact names, was it based on past performance, etc?

My team lost its newest hire (who was honestly great, so I’m bummed for them) plus someone who’d been around for 5-10 years and was admittedly unexpected — unless PLs got to choose.

Been here for six years, top performer, got zero promotions. "Promotion coming" has been a chorus I've been hearing almost weekly for the past three years. And yet here I am, still waiting. If you want to grow your career, make sure to stay away as far as you can from Cigna.

So Cameron is interviewed by “Business Roundtable” who in-turn post on their LinkedIn page , QUOTE- “ The American Dream is all about opportunity, the belief that with hard work, determination and the right support, you can really accomplish anything in this country “ -Cameron Brady

Are you kidding me ? What kind of lies from the straight pits of he-l is this non sense and did McKinsey write that for him . Tell that to the countless bodies, families and lives shattered over the last years since his tyrannical leadership and 1000’s of folks ( many really good folks ) laid off after their “hard work and determination” got them a big fat RIF.

Nobody that has any sense and knows Global Payments believes this cr-p and is drinking this kool aid juice are they ?

I've had years of promises, and zero results. I'm tired of all the lies and watching incompetent people get ahead.

Can we get rid of fake teams and fake jobs? We failed when we started allowing leaders to hire their friends, their cousins and their sons girlfriend. Interviews are just a check the box now. They know who they are gonna hire before they even post the job and we are posting jobs that are fake!

Then you have teams that are comprised of a bunch of project managers that have no clue what they are doing other than creating more work for those of us that have real sh** to do. If EH actually stuck his head in as an impromptu and started to look hard he could get rid entire teams that are worthless.

Rifd PL here - do not stay. The plan is to remove as many paychecks as possible in the upcoming months. I see several posts stating management told them they’re safe. There is a reason they are using specific wording. They will not backfill all positions needed. They will utilize temps and continue bringing in outsourcing/ai.

Sarah wants profits so she doesn’t lose her seat and upcoming changes won't save her so she will continue to cut cut cut on top of the already projected plan to continue to reduce the workforce. I’m sorry “simplify” the workforce.

Only thing simple is that she is simply failing this once highly rated company.

Other leaders don’t say it to you all enough so I will, thank you. The workforce is what made centene great. It will never be the same once she’s done. I’m happy to be starting fresh.

Goodbye Centene and good luck to the people who made it great. Save yourself and get out before they pull your number. It’s not if, it’s when.

Sarah needs to step down. That’s it, that’s the post.

What were the main mistakes they made? I’m curious to hear others’ experiences. Not “everything” is an answer because it’s too obvious. At least last year, they provided reasoning for the new formations and changes. It felt more coordinated and thoughtful. This year, no one still has any idea what’s happening.

It is poor leadership from people who lack real leadership experience.

Any word on the employees and leadership of this department?

So my boss left last Friday, and not gonna lie, I think a lot of people are wondering what happens to the team now. He was basically the person driving most of the strategy and a lot of the ideas, and he was always pushing us to question the process or just find a way around it if it was getting in the way. Which honestly was sometimes really helpful, but I also think it rubbed a lot of people the wrong way and he probably burned a decent number of bridges. I’m still pretty early in my career, but it’s hard not to look at all of this and feel like the bigger issue is that there just isn’t a super clear strategy from the org. I’ve heard way more people frustrated about the lack of collaboration and alignment than I would expect, and now that the person who was basically setting the direction is gone, I think everyone is kind of sitting here wondering who’s actually going to drive things now. Feels like the writing is kind of on the wall....

I was told the ISP is done for my department so I'm safe. But makes me wonder for how long. I just started at Centene in April after being laid off from another company. I'm so burnt out. I'm acting happy and taking on extra work but my morale is gone. I don't know how much I can handle the lack of ceos caring about their employees.

Detroit Employment Solutions Corp. is grappling with a significant budget deficit and has laid off a third of its staff. The agency's financial troubles stem from expired COVID-19 recovery funds and accounting missteps. Key leadership positions, including CEO and CFO, are vacant or have recently changed. Despite these challenges, interim leadership asserts that direct services to Detroiters remain unaffected. The agency is now focused on cost-cutting, fundraising, and filling critical leadership roles.

https://outliermedia.org/detroit-at-work-job-training-unemployment/

LC is absolutely the worst CIO imaginable. A sack of trash would do a better job. Who ever hired him should be fired as they are terrible leaders for getting such a bad leader. We all know its MW and he's terrible himself.

https://www.linkedin.com/pulse/human-side-disruption-kate-johnson-ecgic?utm_source=share&utm_medium=member_ios&utm_campaign=share_via

The new ecomm chief means Yael is replaced or demoted right?

Remember when Srini gave you that line of bullsh-t, when in reality he’s just here to try to complete a merger.

How can an “analytics” company have negative stock price performance and consistently declining revenue for over a decade? This is a high growth market. The leadership is poor and the board is apathetic. This is embarrassing.

After some reorg and layoff rounds, we have changed many managers into technical lead role at DPD even though they know nothing on technical. Is that why VSO/Optimus/X400/Santorini/Hydra fail? Are we having layoff again in September or October?

Cybersecurity company Rapid7 has announced significant staff reductions. The company is eliminating 12% of its workforce. These cuts follow the recent appointment of Wael Mohamed as CEO. Mohamed assumed leadership shortly after a settlement with activist investor Jana Partners. The article does not provide further details on the reasons for the layoffs.

Boston, Massachusetts

https://www.bizjournals.com/boston/news/2026/08/10/rapid7-layoffs-new-ceo.html