#process

Serious question from non union employee. If my department miraculously survives this is it possible to join the union? What is the process? I assume this late in the game they would end our group if we tried.

Spill the beans! What’s the new process going to look like?

We usually start doing our year end this time of the year in Workday. Somehow the performance review form is not available online. My manager asked everybody to write up performance review in a document this morning and send it to him. Very strange

If you get notified that you are included in the RIF. When will your last day of work be?

Will your severance package be paid out in tax year 2025 or 2026?

Will you get to look for other positions inside the company?

Any other wisdom you might have to share.

Any idea how it’s going to go down tomorrow? Obviously we aren’t getting a zoom mtg request from our dept head and HR…especially since our dept head has left the company.

Do we know how the selection was made? who made the call and how much our direct mgmt influenced the process?

Can someone in IT who's been here a long time explain what the problem really is in your opinion and if there's a way out of our current problematic situation or is it a lost cause. I'm genuinely curious. I've heard some takes but looking for a more convincing answer.

WILL BE DONE BY AUTOMATED EMAIL
Not Tuesday 28!
MOST line managers don't know the details yet!
Info from HR friend.
Clearly a change from the previous company process.

Who's expecting Mike to announce the new CEO's name today at the Fire Side chat?

In August this year, I declined the substantial position change to relocate to a core location. It’s now the middle of October and I have yet to receive the severance package paperwork to sign. Any idea why such a long delay? Thanks.

How are selections for layoffs being done, who is flagged and who is doing flagging and based on what criteria?

As a newcomer, it’s absolutely shocking how much billing is credited and rebilled on a daily basis.

They could easily create a whole department that performs this function 24/7/365.

Is it the company’s processes, people, technology?

Like hly sht, get it together.

after months of "big bla bla reorg" I was moved to "superstar team", its almost 2 months and actually I have no idea what they are trying to achieve.

I thought previous place was mad, but at least i could test something, raise a bug and wait forever for anyone to care... or do more stuff/testing.. something meaningful.
sometimes it was quite sensible.

Here?
100% headless chickens flow, they run from one side to other developing secretly something then dropping it and doing something else. Total madness repeating buzz words and hype phrases. Worst of all are the secrets within "team". backlog is full of bullsh-t, but PO jump in and secretly give some weird tasks to teammates.

Whatever veep or c-suite mo--n enabled this team should start looking for a new job.

4 Business Days till new UM centralization. Everyone is not trained or prepared. Everyone is confused and anxious. This leadership team has failed. Wednesday, October 1 will be a chaotic circus.

From all the peons suffering through the NALI process, release the darn Equipment Move Schedule already!

We know you have it.

Hess received orientation on PDC this morning - where we will have a Chevron employee representing us during the selection process by sending them a CV and having a quick 30 minute meeting.

Question: has PDC already happened for Chevron - or is the Oct. 8-10 selection notification to fill all open positions in the Oct 1 go-live org chart?

The GCCs are lost. Modifications made without do-diligence and audience estimates are dropping listening events. Processes won't complete without errors. They don't know what is wrong so blame legacy development.

Rao and Kenny are proud of their work.

I have a question: how much should one be concerned in a case where a poor 360 review is given? What's the overall impact of the review and does the management take this in any big considerations? Thank you.

Notified management has introduced a flop ticketing platform and for the past 2 years it's almost a chaos using it. Frankly speaking the work time has increased because of this platform. Simple tasks have become complicated. Hope the management trashes this time consuming worthless platform. Literally nobody speaks about this messy ticketing system.

Is there time to grab your personal items?

I've heard that the layoff process canbe brutal. Can anyone shed some light on what ctyally happens on layoff day? (Looking for answers, not drama from some troll.) How long do you have to sign the separation papers? Is it before you leave the room or do you have some time before you HAVE to sign?

does anyone know when severance is paid? is it on your final paycheck or does it come after? if it comes after, how much longer after? how long until accelerated stock vesting takes effect? doesn't seem like any of this was answered in the faq

A buddy of mine telling how much SAP relies on ServiceNow to provide ticketing, knowledge and AI solutions. What's the deal with this as I thought this was SAP's bread and butter stuff. I believe Flexera and Coveo are also needed?

I just found this forum, and I tried search but it's not really helping. I haven't been here long so I'm not sure how layoffs work. How do they let us know? Is it 1:1 or in a meeting? Are people done right away or is an end date provided? Basically, I'd appreciate any info that'd help me prepare for this. Thanks in advance!

I'm sorry if this is a stupid question, but I've read in several posts that people were not even able to get their personal items before being escorted out. Is this true? I think it's incredibly inhumane if it is true, and adds another humiliating layer to this whole thing.

If you’re not very actively looking you’re being a fool. They are going to find every conceivable way to push you out. Questioning your scope, doubting the need for headcount, pretending to not understand functions that have existed for years and are crucial - all to hit a stock price. Opps exists solely to destroy as many lives as possible. HR is just legal cover so they can pretend there’s a “peocess.” There will be devastating layoffs in September, followed by nonsense where they choose 15% people they don’t think are cool enough (because IBM is basically a mean girl club in a jr high school) to not get bonuses hoping for attrition,, followed by more debanding - hoping for attrition, followed by a five day workweek hoping for attrition, followed by another round of devastating layoffs - which probably just barely gets us to next summer. “Operations people” at IBM are subhuman filth who only care about hurting as many of you as possible. Protect yourself. Protect your children. Get out. That has to be your full time job. Just get out.

Big day ahead, and I know a lot of people are nervous. Just wanted to share a few reminders that might help if you get pulled into a tough conversation today:

• Don’t feel pressured to sign anything right there in the room. It’s normal to want time to read things over — ask to take it home and review.

• Ask for clarity. If they’re making a change, it’s fair to ask: is this being treated as a layoff, termination, or resignation? Having that clear helps avoid confusion later.

• If offered a different role/pay change, make sure you understand exactly what happens if you say no. Ask them to put it in writing.

• Don’t say “I resign.” If you’re being pushed out, keep your wording neutral. Let them label it, not you.

• Keep your own notes. Write down the date, time, who was in the meeting, and what was said. Some people use other ways to capture what’s said, but at minimum, detailed notes right after the meeting can really help.

• Take your time. Signing away rights or making a big decision under pressure usually helps the company more than you. Give yourself breathing room.

Whatever happens, you’re not alone in this. Look out for yourself, lean on friends, and take care of each other.

Do we think the higher ups will ever admit implementing WRS this heavily into roles is a mess up? We've seen higher delays, less communication, when is enough??

Has anyone visiting this page been impacted by the pooling process discussed a few weeks ago?

Everyone is just obsessed with opening JIRA stories and tracking useless metrics all the time; there is no real work being done and just paper being pushed to show that something is being done

Business and stakeholders treat PMs like their servants ("you work for us, stop thinking and follow what we tell you to do"). Work on meaningless projects that leads to absolutely zero outcomes.

No wonder there are no good products or things coming out of here and the stock will trend to zero over time

Sitting by the phone the get my wave 2 call…and it occurs to me how little I’m going to get done the next…week? month?…as I negotiate this theatre. Do they even realize what they’ve done here?

For a skilled senior manager within BofA, firing someone is a pretty straightforward exercise. It just takes a bit of patience and an ability to game the system of documenting alleged shortcomings by the chosen employee. I witnessed a well-orchestrated hit on a Band 3 work to perfection starting with a coordinated assault using the 360 review process followed up by interim reviews with negative business partner input (pre-arranged) that led to a DNM on the How. Follow that up with an impossible to meet Corrective Action Plan, and your decision to fire can be bullet proof. In an environment like we have today where managers have every incentive to cut staff, the task gets easier. You just need to force rank someone as a weak "Meets/Meets" and when the next round of layoffs arrives you have his/her head on a platter. This is not and never has been about fairness or doing the right thing. It is realpolitik BofAML style.

Management has been there for a while now training to take over the coordination of Recovery Services, including large RaaS accounts. Not sure how that's going to go over with many clients as these are not employees, but contractors. Already lost many in October, next round soon or so I've heard.

Rob, since your 1st post I have done a little digging. It turns out that CHK doesn't even have an accounting department! They grew soo quickly they just forgot to create one! Imagine that!!