#orgstructure

You either have minimum 5 direct reports or none in the new org. For example, if you have 3, and you are still working in the company, you are either getting more or losing them all.

I hope when all of this goes down Aetna takes a good hard look at the multitude of layers of management. My friend is a lead director. Ready for this? Above her- AVP, VP, Sr. VP, EVP & COO, EVP & President, Chairman. I mean seriously what do the 4 layers above her even do?

My SVP has about 600 directs. There are way more senior directors and managers than actual employees who do ALL the work. I’m not exaggerating. I’ve just spent an hour on teams browsing the organizational structure and I’m in shock.

Only the employees (analysts, consultants) got laid off in the recent layoffs in my org, not a single director or VP btw.

One of the senior directors had 7 directs, she has now 1. Her direct is also a director. I know them both, they spend whole days on meetings providing amazing “insights”. All the meaningful projects they were involved in are long dead, because employees are gone.

What exactly are these Strategic Partner management team doing in TS&EP? Are they strategic partner management or just coordinators? How is an L10 role justified for attending meetings, collecting information and sending emails about work done by others? And then their leaders appreciate them saying great job. What a joke.

And what is happening with the Salesforce lead? Why is she trying to take ownership of all platforms? Is she planning to take over Priya’s role?

Too many senior roles, overlapping responsibilities and no clarity on who is actually doing the work. How are all these roles justified?

Anyone got the new levels yet?

Dan should make playing dirty corporate politics grounds for immediate termination. People should be rewarded for results, not for manipulating others or protecting their own power.

My boss gets upset when I speak directly with his boss, insisting that hierarchy must never be bypassed.

Get a grip! This isn’t a feudal kingdom where everyone has to bow to the person above them. It’s a workplace, not a chain of bootlickers.

Tell me dirty politicians of your org who are still surviving.

My area was just reorged again for the 8th time. There were two D1s, myself and another reporting to avp. That other was moved up the org chart and I was moved down. In the shift, I heard “he moved to support the 7x7 framework”. If he was moved up to support 7x7 framework and now I’m another layer (7x8) would it logically make sense that I may be on the chopping block? Anyone else seeing something similar occurring in their area?
I’m also seeing other warning signs something is coming.

SpaceX employees are plainly better than us. They’re also incentivized for the company to not su-k, but making stock a significant component of income. Our most is that we exist, and as Dan said, for years we’ve been the stomping ground for competitors taking our customers. We su-k. Verizon shine su-ks, they had the second mover advantage and still blew it. The credit card awful. And don’t get anyone started on calling customer service. We need to completely overhaul the product, CS, and base management orgs

I’m looking for a serious discussion here: no trolling, rage bait, etc.

I’m assuming if you’re still here, you either have no options or genuinely enjoy whatever culture we have left, especially if you got in before COVID.

Anyway, what do you think about the new structure changes? What do you think the plan is?

We are drowning in horrible management. Please revamp mortgage fulfillment back to the way it was before these vertical lines took place.

R&D LT will start delayering of roles as part of restructuring. There can only be up to 7 layers of managers. Directors need to have 5+ directs, all or nothing. Sr. Directors either have 7+ directs or none at all.

OC stoping dragging your foot. While you are at it, please make another attempt at spans and layers. No one really is managing much 3-4 direct reports.

New news that the new org under Jon won't be impacted. Is it true?

Had a call today to show temp org structure, and it was mentioned role changes will be discussed with individuals on one-on-one basis, with changes in Workday on 10/11/26. Anyone else seeing this in their org

Easy way to remove excess fat.

So help me understand, they got rid of bpSolutions and instead have instead made a big central organisation under Upstream HSE & Ops. One VP pre reorg to 6VPs post re-org. Surely the cottage industry has just shifted to satisfy some power hungry and egoistical characters. What is the point and what a disaster!

Anyone hearning anything about reporting requirement ratio's? I am hearing a mandatory 6-1 to eliminate middle management.

Software org got it first. Curious if other orgs are hearing the same thing. This is more restrictive than pre covid now.

I did not take VSP, but after what I have witnessed in the past week I truly wish I had.

Some people being told they cannot tell people they took VSP when some are. Teams finding out their People Leader is leaving via the rumor mill before they are told by them because "We want to be able to tell them where they are going to land", two weeks later they have no idea who they will report to.

High level VP's in charge of hundreds to thousands of people not seeming to have a clue what the new org structures will be or are doing a really good job of playing d-mb.

Get your s--- together, lock yourself in a room until you have a damn plan for those that will be left.

So many about to be blindsided by ISP next week from Mon-Wed that truly think they are safe because they did not take VSP.

Best of luck to all of you who chose to leave and to those that did not chose to leave but are on secret lists out there. You will be OK, and better off after what our leaders have shown us this past couple of weeks!

Why are people so chicken shiiit scared to post names, initials, products, groups, or orgs on an anonymous site? These FCKRS have destroyed 10s of thousands of lives. They should be called out. Call them out!!

Just got an all staff meeting invite for 8/12 titled “new organizational structure” with absolutely zero context. I’m just waiting out my VSP end date so I’m good with whatever happens but I would be spiraling so hard if that wasn’t the case.

Any other health plans getting similar meeting scheduled? I’m wondering if the 12th is “the day” for layoffs everywhere or just in my state.

This has been one of the most volatile Org changes period i have experienced in my 17 years at USAA. At the core we have amazing & inspiring mission. However behind curtains this has been messed up in last 12 - 14 months. Constant layoffs, rapid changes, mindless promotion of people, New leader Introductions means wiping out complete existing leaders, Zero interest for people development, Completely demoralized workforce. I know people in HR & Communication read this site. PLEASE SINCERE REQUEST. Do all layoffs, changes what ever once & give us some psychological safety & focus so we all work to deliver best for members.

Too many layers and way too many people who think they're important but don't actually contribute anything. We spend our days in pointless meetings, dealing with endless back-and-forth, and watching people fight over territory instead of actually moving things forward. Nothing gets accomplished because everyone is too busy trying to look like they're in charge. Flatten the management structure and watch as things improve overnight.

Anyone has insider information what’s pod going to look like ? What will middle management do in the new pod structure?

No GM assigned. Moving to a country model?

Has any data-driven analysis been done on caste bias in tech layoffs and re-orgs?

​I am an outsider to the Indian community, but I frequently see discussions regarding caste or community bias playing a role in tech hiring, promotions, and re-orgs. Specifically, there are claims that managers can sometimes infer a person's community or caste background based on their last name or geographic origin, and that this influences who is prioritized during layoffs or restructuring.

​Is there any objective truth or documented data behind these claims?

Specifically, I am wondering if anyone has conducted a linguistic or demographic analysis mapping tech workforce data (like last names/origins) against layoff or promotion rates to see if a statistically significant pattern exists.

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

After an invasion of people from MS during last 5 years, it is now ZSCLR time. Story continues ... after getting a position of power, they bring their favorites. Latest is no less - an SVP. Go figure.

Anyone else feel like we’re no longer transforming the business, we’re transforming the transformation?

New LOB leaders. New-old CTO. CDO gone. Buyouts. New operating model. Morale in hospice.

At this point, the org chart has changed more often than the stock price.

But don’t worry. Reorg #7 is definitely the one.

Is it prudent to permit a BL favorite and boosted sycophant the opportunity to repair a broken organizational structure? BP is complex by design and by intent. Creative ideas and processes that are successful at other operating companies are frowned upon and sabotaged from the get go. Yet other operating companies that manage ex BP assets do so at a profit and discover and exploit the uplift left behind by people like GB

Does anyone have any visibility or knowledge about the future of project managers in this company? We once had a PMP ( Project Management Practice ).. Moved in and out of Center of Excellence.

Are we part of the target group for firing? Any knowledge of where the future of PMs is headed in the company? Perhaps folks in the US who are closer to organizational decisions can answer.

Curious people’s thoughts or knowledge of Gunjans announcement from last week announcing the new AiDI org and the change of moving Ankit under CBB product. Seems like a big change that will shift how we work but can’t quite piece it all together, and if it’s viewed as a positive move. What say you, layoff people?

What’s the reason our tech org isn’t centralized like at other companies, and why do we have so many layers of management?

PLEASE, what home that org is.

With so many associates gone, who exactly are all these managers, senior managers, directors, senior directors, and VPs leading now? The teams that remain are extremely lean. It’s hard to understand why leadership layers continue to stay intact while cuts are happening primarily at the lower levels. At some point, you have to question whether all of these layers were necessary to begin with, especially now.

The orgs in MT has average ahe around 50+.
And 20-30% folks are greater than 60.

Do you think att has to get rid off folks who are 60+

What do you make of the re org

Chat are we cooked/ Chat who is cooked?