#management

Restructuring should prioritize retaining execution-focused roles, as operational efficiency is best served by reducing redundant management layers.Employee is actually work by heart why layoff all time employees

Years ago layoffs were the last thing companies did before shuttering. Layoffs were shameful to companies. Now they're a way to increase shareholder profit. If you have to lay people off to impress shareholders, that's not management, it's mismanagement, and it's nothing to be proud of. Glad I could have this candid conversation with courage.

Curious when managers find out that their direct reports are getting laid off?

post show up and deleted 1 min later? WOW
1) LFI moves out of PS into tech dev- core vs implementations
2) let go all core teams -what’s a core product?
3) acquired a new company to replace current product - but RIF
4) change operational structure to implementations to operate as the core teams would - LFI has clients therefore cannot act like agile core team
5) tech dev middle managers -are client billable and are lead BA’s but let go
6) other middle managers are driving staffing, operations, de-escalations, project kickoffs, etc- highly intelligent plan must be in place

Looking at all of the American managers laid off today, and I saw several. But I didn’t notice a single manager in India with ‘zz’ in front of their name or a goodbye out of office message. Some really good American managers were let go today. Some really bad ones offshore were kept.

I wonder how long this will last. I’m guessing two years to avoid severance pay. Having accounting folks in Houston seems like they had no choice because they were totally against it originally. Thoughts????? Hopefully the new mgmt is better but that doesn’t say much

Why does Optum have so many Directors and VP’s who don’t have direct reports? If I were trying to trim the fat, that is the first question I would ask.

Then I did some research. I looked at every company in our industry that I might apply to and I found they all have the same problems we do. Same complaints on the forums, same issues with management, and same uncertainty. So what's the point? I'd be jumping from one sinking ship to another. For now, I'm staying with what I know.

Frank was a miserable little criminal troll. Mike had the personality and warmth of a snow pea. Takis is pretty personable and has said the right things. I don't like the idea of not automatically replacing attrition, but nothing has changed in that regard. Having been in meetings with him, he's so curious and inquisitive. I hope we are in good hands. Time will tell.

My first post and I said what the staff thinks. Employees work in FEAR. Managers will do anything to keep their jobs and upper leadership knows they themselves are incompetent so nothing is done.

Centene's single biggest problem is it's leadership...or lack there of. They need to stop worrying about getting the next DEI accolade and do the job. Honestly I don't think they know how and it is time to clean house starting at the very top.
Michael Neidorff is rolling in his grave seeing what his replacement has done to this once thriving company. While he wasn't perfect, this group at the top shouldn't be running a car wash much less a fortune 100 company.
It is time to clean 50% of the directors and above. 100% of the top 10 in charge need to go too. Take 25% of that money saved and use it for the people who actually work. The rest would make up the savings needed to make the company viable again.
The old saying...too many chiefs and not enough Indians is sooooo very true within Centene. Yes, that isn't a politically correct saying. But it fits and Centene needs to STOP worrying about the next DEI trophy and do their damn job being fiscally responsible for the taxpayers money paying for medical benefits!!!

Qualcomm's whole culture is built on insular thinking. They hire people right out of school and those people never leave. So promotions happen based on seniority, not ability. Those in charge think the way we do things is the only way. And now they're making terrible decisions. No surprises there.

I don't get it. Just telling someone to do their work is now seen as aggressive. If you're not constantly praising people, you're being too critical. It's gotten ridiculous.

Management (upper leadership) is clueless and simply waiting on quarterly vests, like everyone else in ESG and all of Broadcom really.
This phenomenon is not particularly at Broadcom or ESG, but across corporate America in general.

Middle management doesn’t have politically correct answers to provide and are simply su-king up to their leaders.

Don’t fret, Just rest and vest!

Well stated, @23n+1ks6nh2mq.

"and also 50% less of the work and knowledge. And growing as people like the other poster leave or are let go soon will be a loss. I mean lots of projects canceled or put on hold to likely be abandoned later.

D-mbest thing this ceo did here and she/board will probably throw SD under the bus when you know what hits the fan and everything goes from bad to worse when people are gone.

I don’t like it but could understand closing Jax and Denver. But this move was completely asinine. Time will tell. Hopefully I am wrong but I have a pretty steady record of being right about these things here over the years."
$$$$$
50% less work. High Turnover. Slow Results or no results. Delayed & cancelled projects

Sounds like a recipe spelling disaster.

There are persistent rumors circulating that another round of layoffs is planned for the end of the calendar year, with planning expected to begin in September. According to these reports, managers will be the primary target this time around.

Urgent Note for Managers:

Prepare now. If these rumors prove accurate, you have limited time to assess your options. Update your resume, strengthen your professional network, and explore opportunities elsewhere before September.

Additionally, reviews will be artificially deflated to encourage voluntary attrition. This appears to be a deliberate strategy to make the work environment increasingly difficult, pushing people to leave on their own terms. Be aware that negative review scores in the coming months may not reflect your actual performance.

If you're a manager, this is especially critical. Document your achievements and contributions now, and don't let artificially low reviews undermine your confidence or your market value as you explore your next move.

Are managers required to rate some as does not meet or almost meets?

Can someone tell me why it takes the managers anywhere from three weeks to three months to approve pto?

This is very sad that most of the companies are adapting to new tech like AI and laying off due to improvements but at FIS a "BIG BANKING PRODUCT" related company people are being laid off due to poor management

Anything going to happen besides top level management gone? New leadership July 1 but not a word about the rest of the peons.

we had a huge onsite then my vp lost his job. reorg already done under Brenda and MED. VPs gone, sr dir gone, MED gone. how many leaders are being cut next under Barsam's new vp from ny?

My manager moved to another team so what's the point?? Lol

I'm sure it's not anonymous so does it even matter?

The new strategy seems clear - scare us into quitting so they don't have to pay severance. Managers are allowed to treat people terribly and threaten us with firings but I've never seen anyone actually fired. Let them try. I'm not doing them any favors. If they want me out, they can pay me what I'm owed.

Canada Post is laying off dozens of managers. This move aims to save the company money. The organization has experienced severe financial losses for years. Three senior executives were dismissed last month. The chief financial officer was among those terminated.

Canada

https://mshale.com/b6d50a56/ed302dbdYO6qcpQd_7c

They want the easy magical solution that uses the cool new flashy thing.

The funny thing? AI can be leveraged by existing or new deterministic automation solutions where applicable. But the leaders making decisions aren't engineers, and have a view that applications can't evolve or add new features. That they have to build something NEW instead to show off and gain notoriety.

And so you get a cycle of projects gaining traction and getting ki-led off.

The competitive nature in which teams have to compete for funding has been a drastic mistake. It is profoundly stupid. I get it, you want teams to have some drive to make better solutions. But it doesn't work out in a company like Optum where non-technical people are even so close to engineering that they're directly managing the engineers. Instead what you get are good products and teams getting ki-led off in favor of unproven moonshot projects that exist solely to extract money from the business with no vision for the future.

Well said, @ag+1kt753mf9.

I actually think layoffs could be beneficial for this place. We have so many layers of management doing exactly nothing that nobody would miss. Instead of laying off the people who actually get things done, they should for once let go of the right people and everybody would benefit.

For a company that keeps using the excuse of needing to reduce spending and be tighter with its Financials, this whole AT&T partnering with Disney for Toy Story 5 is asinine considering they just forced whole centers of reps and managers Into virtual / surplus if they dont follow the work. They allege to care about families but only if they can use the caring as a distraction from what they are ACTUALLY doing behind the scenes in trying to force these so called centers of excellence or expertise or whatever they are called. Thus far there have been sweeping firings of ADs at both the Richardson and Mesa locations because of rampant Integrity violations and one of them has both ADs and all of the Managers on FWW write ups..but this is the center of excellence right?...

If every 10 employees lose 3 positions while management remains unchanged, the organization should also evaluate manager-level roles. Workforce reductions should be based on efficiency and business needs at every level—not only on frontline employees. A balanced approach creates fairness, accountability, and a leaner organization.

1. Do not trust anyone at Boeing you work with; co-workers, college friends or managers. Any of these people will not hesitate to stab you in the back if they believe they will get ahead doing so.
2. Do no more than the absolute bare minimum in preforming your job. Never take on any additional work because there is nothing to gain for doing so.
3. Don't give your manager, lead or coworkers your cell number. Once you are off the clock for the day you have no obligation taking any work-related calls.
4. Never delay taking any PTO due to work obligations.
5. Do not consider becoming a Whistleblower. If you do decide to, you better first contact the FBI and ask them to put you in the Federal Witness Protect Program.

HR call Monday with my manager.

I can’t understand why the company is launching all these products that end up being duds. Products that have very little AUM in them after 1-2 years and where they likely will not grow to reach scale. It ends up being a drain on resources and time and effort from various teams. Why? Just to keep people in a job and to use certain products as scapegoats for not winning.

Sales team probably said they could sell it. Product team likely did analysis to say it could be a winner. Management must’ve signed off on it.

Where is the accountability?

I thought the re-org was supposed to eliminate the chapter model. Why am I still reporting to a do-nothing, useless people manager?

I'm just not seeing much evidence of it in practice. Most internal openings seem to follow a predictable path. Everyone goes through the application process, interviews happen, and then somehow the outcome is exactly what people predicted on day one. After seeing it happen enough times, most people stop bothering.

What will happen to ESG ?

I've been here long enough to remember the old days. When someone with real knowledge gave notice, management would scramble, make a counteroffer, promise to make necessary changes. They'd do whatever it took to keep them.

That doesn't happen anymore. I can't recall the last time someone stayed because they got a better deal from us. People give notice and management just says okay, good luck. That's not smart at all, in my opinion. It'll cost us in the end.

Every projects I’ve worked on had Manager/IC ratio > 2:1. The most recent one was 6:1. Does the MC realize they can cut the managers by 1/2 or 2/3 to achieve greater cost savings?

Several people on our sales team were surplussed on Wednesday-all had good numbers compared to those of use that weren't impacted, our sales manager said that the selection process was above his pay grade and that she had no say what-so-ever in the selection, one of the sellers let go was the oldest person on the team, a white guy who was crushing it this year and had the highest production on the team, the other two who were let go were also older members of the team , on e them was third on the team in production. Those of us left are newer to the team and are glad we were spared but are trying to understand how this selection process works

Which companies have two redundant layers of IT management , after being outsourced / offshored .
Why is it required ?

Did you guys see SV’s presentation? He has figured out that physical AI technology of RemainCo is going to change the world and shoot this company to the top. Much as his career has taken off in last 30 years with only PowerPoint slides, without ever getting his hands dirty with any tech project.
Also with UOP taking over HPS management, it’s star is going to shine. Two years ago UOP took over Solstice AM management just for four months before they spun it out and the latter’s stock price has doubled in just 6 months.

The emea HR director should be fired. They doing illegal hiring and firing practices.

Emea hr director don't have formal B school education. Zoology education they have must fit for managing zoo not corporate.