#management

Active employee here - I usually don't post here but I'm tired of all the lyes from TA the new x heads are worse than the old heads, and at least one generation behind, but to see TA there with King LP lying about a product they know won't sell and won't launch for a year is a whole new level of dumpster fire. If they listened they could spin off my ff core for at least 300m that would allow for further automation investments. Outside of my ff nothing really matters that's what everyone in vegas and Nashville were really talking about ty.

Leadership has employee Lead program managers to track Project managers and PE’s on doing data entry on IMS! Well guess what, they input IMS data and they find out that a macro or system updates have changed the data! Focus should not be on making PMs be data entry clerks, and focused on bringing in parts! Just absolutely mismanagement! We need profit, and they wanna take our eye off the ball of getting parts built, with updating a metric for leadership to look at when all the data is not going to be accurate! Man made inputs, up against macros changing the data, and PMs constantly having to correct it all day everyday has taken the focus off of getting parts from suppliers and to the production floor! Just silliness!

Dell has plenty of people who don't contribute and layers of useless management. So many of them in all orgs. Get rid of them first. That would be the right move nobody would complain about. But we know that's not how it works. They always cut the wrong ones.

List of layoffs in line 1 and line 2 Ops risk and information risk management. Likely many more

https://storage.courtlistener.com/recap/gov.uscourts.mied.325095/gov.uscourts.mied.325095.39.1.pdf

PayPal takes the top award.

https://investingnews.com/starteepo-sends-letter-to-xerox-board-in-advance-of-third-quarter-earnings/

They sent a letter to the board:

As we have made clear in our discussions with management and in our public communications, we expect Xerox to use its upcoming third-quarter results announcement on October 29, 2026, to update shareholders regarding certain crucial initiatives.

My mgr often pressures and publicly yells at me over deadlines (which by the way were never communicated). Constantly changing project priorities and responsibilities outside my control... I'm pregnant and the stress has become way too much... I can't afford to quit right now. I'm considering escalating to my skip-level manager but I worry it will backfire - any suggestions?

This trash management team is doing nothing and constantly hiding. We’re about to put up another quarter of BS with zero turnaround to show. Productivity is sh-t in all the cores and people just talk about layoffs constantly.

We were just informed this morning that because TPS as a whole isn’t making the 60% we are directed to come in 65-70% the rest of the year to make up for it. So because a few people aren’t making their numbers that want the entire org to show up. Literally punishing people who are doing the right thing to make the numbers look better. What the ever loving fu-k

My team’s manager and senior lead were affected by the "reorganization". We now report to a new director. He does not yet understand how our team works. Some team members have too much work. Other team members have no work for a full week. Should we escalate to VP?

Bank of America's October 14 earnings call revealed some numbers employees should be paying close attention to. This isn't speculation about a secret layoff list. These are figures and statements from the bank's own disclosures.

HEADCOUNT: THREE CONSECUTIVE QUARTERS OF DECLINE

• December 31, 2025: 213,207 employees
• March 31, 2026: 212,134 (-1,073)
• June 30, 2026: 211,304 (-830)
• September 30, 2026: 209,911 (-1,393)

That's 3,296 fewer employees year-to-date (-1.55%) and 3,473 fewer year-over-year (-1.63%).

The Q3 net reduction was approximately 68% larger than Q2's.

Important distinction: these are net headcount changes, not confirmed layoff counts. Attrition, hiring, departures, and staffing decisions all affect the totals.

MANAGEMENT LAYERS ARE GETTING THINNER

CEO Brian Moynihan confirmed that the number of managers was down approximately 5% year-over-year, while client-facing production staffing actually increased.

Think about what that means for internal mobility, promotions, management spans of control, and employees inheriting responsibilities from consolidated teams.

The bank hasn't disclosed how many managers were terminated versus reassigned, retired, or otherwise departed. But a 5% reduction in management positions is a material organizational signal.

THE 2027 AI PRODUCTIVITY EXPECTATION

Moynihan discussed technology development efficiency and stated:

"next year we get 10% more work for the same cost."

Technology development represents approximately $4 billion annually, according to his comments.

The obvious employee question: where does that additional 10% capacity come from?

Faster tools? Fewer vacancies being filled? Consolidated responsibilities? Higher delivery targets for existing staff?

The earnings call did not announce a 10% individual productivity quota or a companywide salary freeze. But the expectations for technology output are unmistakable.

THE CFO'S 2027 STAFFING MESSAGE

CFO Alastair Borthwick said:

"We're going to maintain that management discipline into next year"

He was discussing headcount management as part of the bank's expense strategy.

That matters because controlling replacement hiring can reduce staffing without a large, publicly announced layoff event.

Employees leave. Positions aren't necessarily refilled. Work gets redistributed. Organizational costs decline.

NOW COMPARE THE FINANCIAL NUMBERS

Q3 2026:

• $30.0 billion in revenue
• $6.9 billion in reported net income
• $8.1 billion in adjusted net income, excluding the regulatory settlement charge
• $1.2 billion regulatory settlement charge
• $6.0 billion in share repurchases
• $8.3 billion total returned to shareholders through repurchases and common dividends

These figures don't prove that future layoffs are planned. But they show a bank returning significant capital to shareholders while simultaneously reducing its workforce and emphasizing productivity.

WHAT THIS MEANS FOR 2027

There is no confirmed bankwide 2027 layoff target in the October 14 statements.

However, four observable signals deserve attention:

1. Headcount has fallen every quarter in 2026.
2. Management staffing is down approximately 5%.
3. Technology is expected to deliver more output at the same cost.
4. The CFO explicitly expects staffing discipline to continue into 2027.

The bigger risk may not be one giant layoff announcement. It may be continuing attrition, restricted backfills, fewer management openings, and larger workloads for the employees who remain.

QUESTION FOR CURRENT BOFA EMPLOYEES:

Are you seeing hiring requisitions delayed or canceled, managers covering multiple teams, departures going unfilled, or higher productivity expectations tied to AI?

Which divisions are experiencing the most pressure: Technology, Operations, Global Banking, Consumer Banking, Merrill, or Risk/Compliance?

Please share what you're actually observing, without disclosing confidential information. Distinguishing confirmed actions from rumors will make this discussion more useful.

Sources:

Bank of America Q3 2026 earnings release and workforce data:
https://investor.bankofamerica.com/regulatory-and-other-filings/select-sec-filings/content/0000070858-26-000481/bac09302026ex991.htm

October 14 earnings call transcript:
https://www.roic.ai/quote/BAC-PP/transcripts/2026-year/3-quarter

Detailed employee-focused analysis:
https://www.grindhotline.com/bank-of-america-2027-job-risk-managers-technology-q3-2026.html

I wont be replying to anyone or explaining how I know this information..

Corporate Legal has been given strict directives from upper upper management to stop giving out second chances to associates who commit security violations. Doesn’t matter even a little bit if you’ve been at the company since the 90s or just got here. Managers will have their hands tied and there will be no getting out of it. Move accordingly.

Very glad I sold my stock when I did. Wow this stock has dropped. Anyone else feeling the insane push from management? It's been brutal in our team.

Are managers typically informed ahead of time if someone on their team is being let go, or do they find out when the employee does?

It's the end of Oracle. if they think Ai will save them, it's too late now.

Regarding US employees, as we approach financial insolvency, at what point does management look at reducing severence payouts in order to further cut expenses?

Obviously, once in Chapter 11, all severance bets are off. But how bad do things have to get before payouts start to get cut?

A recent review has uncovered a substantial financial shortfall at the King County Regional Homelessness Authority. Nearly $17 million is reportedly missing from the agency's funds. This discovery raises serious concerns about the management of resources dedicated to addressing homelessness in the region. Further investigation is likely to determine the cause and extent of this deficit. The authority's ability to continue its vital work may be impacted by this financial issue.

Seattle, Washington

https://www.kiro7.com/news/local/mason-county-fire-crews-concerned-about-possible-layoffs/cb0a464e-7e8b-45d3-812e-29c25c292c51/

Curious, is retail miserable in other regions like it is in Beltway? Managing a retail store is already a nightmare in itself, but myself and other store managers can almost never get a straight answer on anything. We’re told in public spaces to reach out if we need something, but the reality is if we get a response at all it’s only to criticize us for asking for help.. We just hope for the best everyday and hold our breath until we get home.

Got hocked (laid off) again, the third time for me. I actually felt a sense of relief as the company is getting progressively more toxic due to Hocs management style. No intention of coming back. Honestly if Hoc keeps doing this they’ll have problems finding good employees and the swamp will just get more toxic. This was a masterclass on how not to run a company. Staring my own business now.

To Whoever runs the ExxonMobil LinkedIn account,

Please, please stop thanking people for their contributions in response to their “I’m quitting this $hit show” posts. Sure, they post how great it was and all that they learned. But they only do that because unlike you, they are professionals. And they basically have to if they don’t want to post something that could negatively impact future opportunities.

Your posts reek of desperation. You have a ranking system that encourages attrition so just own it. No need to act like you have feelings and post a thank you to someone who is probably leaving because of the policies you’ve implemented. You do not “higher for careers” and people aren’t your “most valuable asset”. It is 100% a business transaction so just stop with pretending you care at all.

• On behalf of everyone that reads those cringy posts.

HMH is the place you accept a job when you absolutely cannot find a job anywhere else. If hired, your primary job no matter what management tells you is to spend every waking moment trying to find your next job. They are certainly spending every waking moment planning how and when they will lay you off.

Clearly it is a lie that each year you get a fresh start when the first conversation with my new supervisor is about the past three years of rankings they reviewed in CareerConnect. No such thing as a fresh start.

If Rich doesn’t survive the counterclaim, who will replace him as CEO ?

1. Chris Bailey
2. Jamie Zendel
3. Jason D’Angelo
4. Ken Young
5. Shannon Morronnarity
6. McKinsey & Co.
7. ACN Chatbot

Dst was blind to subaccounting. A vp put together contracts that ignored subaccounting and cost dst a bundle. My manager was blind as a bat and refused to acknowledge i knew more than him. He was a tantrum throwing immature guy

Netflix loves talking about freedom, responssibility, radical candor (ouch)... Oh, talent density. This sure as he-l sounds awesome on paper. But... employee reviews keep telling a different story. Backstabbing, politics, nepotism/cronysm/favoritism, never-stopping reorgs, and just about 0 job security. Being liked by the right manager can matter more than doing your job well - being brilliang, delivering and contributing more than anyone else.... A high-performance culture, now do a podcast and write a book about it. If i was to define it i'd say it's 100% corporate political gamesmanship dressed up as excellence.

But I like the $$$. That's the trap - golden handcufs.... $$$ salaries, PTO, great bennies. But also the long hours, burnout, and non-stop anxiety about being the next person out - it catches up with you, sooner or latter.... Then diveristy between teams - Some are great, others are miserable, plain horrible in every sense. Your experience depends 100pct on who you report to - it's similar at other cos but here its more pronounced... i call it a lottery, some get good mgrs, some dont. Some mgrs are plain nuts, but i'll cover that in another post... those golden handcuffs get pretty uncomfortable when you realize what you're putting up with and how much abuse u have to tolerate to take home whatever they give u.

This brings me to the 1K cut that's in focus right now... with MOST (not many, not some) people questioning why experienced, highperforming employees are among those leaving. Here's my Q. Who holds mgmt accountable? When priorities constantly change, teams get reorged, and good people leave, why is it always the employees who pay the price? Does the famous keeper test apply to leadership too???? Or do execs and mgrs get to keep their jobs while everyone else keeps proving they deserve theirs????

The irony is that Netflix still has a large pool of exceptionally talented people. this makes this whole thing even more stupid. You can't keep burning through talent and expect high salaries & free lunches, and a culture memo to make everything OK. The execs and mgmt should stop preaching accountability and start practicing it. Like right now.... Because right now that famous/cherished Netflix culture is starting to look like a well planned marketing campaign for a pretty ordinary corp machine.

Peace out

sometimes i have moments of clarity after grinding my a-s off on things where i look around and realize im like 1 of 2 people grinding their a-s off, and there's 10 people above us with better compensation, perks, work life balance, kinda just reporting the status of our work. Then theres people that report the reporting of the status of our work. Wtf?

how does a structure like this even survive any kind of audit for waste

Constant changes to processes, technologies, and rules as a result of short sighted leaders.

I am going on leave because I just can't concentrate and my manager is being really nitpicky. The stress at this job is too much. I hope I don't get fired because of the metrics being so ridiculous.

The people we would depend upon to help us make informed decisions about our particular BU are no longer here. Internal processes keep breaking down.

This company keeps laying off experienced staff with the assumption we can just simply absorb their responsibilities but then upper mgmt discovers the undocumented dependencies only when something fails. Then we end up taking losses for it and those operating losses can exceed whatever payroll expenses they hoped to reduce by layoffs and turnover.

This company just refuses to make decisions that minimize long term costs. And if you want to simply workflows and processes, you need to retain experienced employees long enough to ensure the transition goes smoothly. You don't just cut people now and just hope the work gets absorbed elsewhere without issue. The problem too is a lot of the consequences of people leaving is less visible to mgmt if other people take on the extra workload, which gives mgmt the wrong assumption that we can operate with fewer employees tomorrow.

This whole thing of modernizing and simplifying things under Project Elevate will fail if you eliminate the very expertise necessary to make the transformation successful. The people deciding whether to retain an employee never see the full financial consequences of losing that employee. All they see is the expense number as it currently is on a spreadsheet. They don't see the operational damage that can be inflicted which will be more costly.

I debated whether to post or not, but my boss said it was the first time sitting through a calibration meeting. All the ratings were done the week before our year-end evaluations were done. What's the point of bragging on your accomplishments if they did the ratings before you submitted them.

Paramount has already decimated a good portion of the linear portion of its properties, especially CBS. The thought is that a good chunk of this round will be Turner-focused. However, if the merger brings only upper management numbers and not brains, it's Sears/Kmart. If there's a certain amount of creative thought brought to the table, there's a small chance it could be something. Confidence is low however, if you simply watch what has occurred over the last five years. Of course, everybody's a critic, especially the trading public.

Organizations succeed when decisions are timely, priorities are clear, and the people doing the work have the resources and authority to deliver.

Too many layers of approval can slow progress. As problems move up the chain, critical information can get delayed or diluted. Management decisions made without a clear understanding of the actual technical work, actual workload, and operational challenges can create unrealistic commitments.

Frequent reorganizations and unclear ownership add overhead instead of solving problems.

L3Harris has publicly emphasized urgency, delivery, and meeting customer demand in its 2026 business outlook. Achieving those goals requires aligning commitments with available resources, addressing risks early, and listening to the people closest to the work.

In defense contracting, oversight, quality, and compliance are essential. But excessive risk aversion can be just as costly as taking unnecessary risks. When decisions take too long and opportunities are delayed, we risk losing business to competitors who can respond faster.

When approvals multiply, priorities conflict, and accountability isn't matched with authority, the organization becomes less effective—not more controlled.

Good management isn't about adding layers of oversight. It's about removing obstacles, making informed decisions, establishing clear priorities, and empowering people to deliver.

Ultimately, this is basic business: give people the direction, resources, and authority they need to meet the mission.

Good move to elevate BC to head of wealth even if inform not sure the decisions of having JD be co! Guess they forgot he learned from JT and BD before him.

Other moves interesting but ML is serious about change and moving towards something new.

Any thoughts? Lots of me OC members!

Where does it stop? Is the end goal to just outsource everything except management?

I have been with the bank for 18 years. I received my first ever below meets at midyear (new manager had it out for me) and was displaced in September. If I apply for roles as an external candidate after I am severed, can hiring managers access my prior performance reviews or would I be treated the same as any other external candidate?

I know it's not popular, but darn is it practical.

Think of future layoffs, how much easier it will be and Ford does't have to pay for boxes.

Layoffs may not even be necessary with hoteling, all you really have to do is take desks away, or bring in more H1B's to fill the office. Can't find a place to work and think you're heading home, think twice!

It's better for health, remember, hoteling is part of the post-covid protocol because it's more sanitary to use a stranger's desk every day.

Increased "collaboration" - that's why management wanted RTO to begin with!

Space optimization - consolidation of buildings - think about it, if everyone fits in the new WHQ with hoteling, everyone will be so happy as they've assured us there's ample parking.

Benefits all around.

I am just a worker-bee, so curious to know how FLS and SLS are impacted by the Headcount reduction. Technical people like me always get NI and NSI, so the Supervisors ever get things like that? Just asking.

One impact of getting rid of capable managers in many HC10 locations is that the high paid Houston Execs are getting exposed. Nobody knew what they did before and now everybody knows for sure because they don't understand their own organizations and only seem able to make increasingly d-mb decisions based on nothing more than a feeling.