#reorg

Comcast has perfected a strange kind of prison: one where the doors are technically unlocked, but everyone is too afraid to walk out.

That was Comcast for me. Sad energy. Re-org after re-org. Everyone seemingly operating with cortisol dialed sky high, with the stress slowing ki-ling them.

And I kept asking myself: why do you guys choose to be a Comcast corporate slave? Is the paycheck really worth surrendering that much of your time, energy, and peace?

The only difference between being a slave back then and today is that you have to house and feed yourself.

Includes a fireside chat between Ed Z and Michael A including priorities and updates in progress.

I don’t know anything, but I would guess this town hall will occur post reorg and layoff announcements.

Didn’t expect that reorg affected that high level.

Layoffs. Reorgs. Another restructuring. Another leadership change. Another mass layoffs. Just cycle of constant anxiety...

NBCUniversal and Sky are being prepared for separation from Comcast. After years of telling everyone that owning the pipes and the content was the great strategic advantage, those pieces are heading toward separate companies. Splitting just like the Titanic when it sunk.

And that makes me curious about the people who are still here.

Why are you staying?

Is it because you honestly still believe Comcast has a great future?

Is it because you like your team and your manager, even if you don't like what's happening above you?

Are the pay and benefits simply too good to walk away from? [Highly doubt it]

Have you been here 10, 15 or 20 years and leaving feels like losing a piece of yourself or your identity?

Are you close enough to retirement that you're just trying to make it across the finish line?

Are you sitting on RSU, a bonus, pension benefits or some other financial reason that makes leaving now a bad decision? Like a golden handcuff?

Are you quietly waiting for a severance package?

Do you actually believe the split and the new leadership will turn things around? (If so, sell me on it. I'd love to be wrong.)

Or is it because you've been looking and honestly can't find anything else in this market?

Or is it just inertia, and leaving feels scarier than staying?

Just wondering as a former Comcast employee. Aren’t these NPS and YourVoice surveys just a facade designed to make you think your voice matters when, in reality, they don’t really care? I’m genuinely curious why people are choosing a life of constant anxiety and fear, being treated like children because of the RTO mandate and badge policy, while always having that constant feeling that you could be thrown away like a used pair of shoes? Why stay at a company that seems to be heading the way of Blockbuster, RadioShack, and Kodak... into the dustbin of history?

So what keeps YOU at Comcast?

I'm genuinely interested in hearing from the people who have made the conscious decision to stay.

Why haven't you left?

With the new leader from T-Mobile Germany reportedly moving into Anil’s TPD organization, does anyone know what the actual timeline is for the next phase?

There has been a lot of discussion that GTS is only the first step, with broader TPD/GNT consolidation and some rebadging potentially following next year as part of an AI-led transformation involving Deloitte/IBM.

If that direction is accurate, when would changes under Anil’s organization actually start, and which TPD teams/functions are expected to be affected by consolidation or rebadging?

Look in your crystal ball for October. How many org update invites do you see?

Is it just one big popularity contest or are the talent cards and resumes thoroughly vetted?

h t t p s : / / wmbdradio dot com /2026 /09/15/ truist-financial-to-sell-5-5-billion-of-auto-loans-amid-overhaul

"Struck a deal to sell $5.5 billion of auto loans.. exit less profitable, non-core businesses"

Where will it invest more? How does these impact employees? We saw few waves layoffs in July and Aug. Will be a surprise if that's the last this year. But the question is ...where?
Reorg may be? As that has been the favourite "strategy" for past 4 years.

Thumbs up if you're feeling confident / satisfied or just positive about your current job/RnRs / work-life balance

Thumbs down if you're worried about losing your job/ reorg / politics / burnout / or just feeling unmotivated.

All TPD move to GTS in 4 months major possibility

After finding out that my whole leadership took VSP and now part of a re-org I feel like my “new” team will be dissolved with my leadership departure. I would have taken the VSP if I would have known. Wondering if others feel that same.

Several people leaving the company including VP of S&T & mention that S&T will no longer exist. What will happen to those teams?

Because all the others have achieved so much, right?

Has ANYTHING good come of the changes in April? I sit in meetings all day where nobody knows direction, people can’t start a new role because nobody realized their old role was actually important, or nobody wants to be here.

We cut people, teams, domains, and now what? Tech is just an enabling function. We are not builders, drivers, or cutting edge. We cannot even get enablement right anymore. That’s how far we have fallen.

Anyone hear anything about a digital product or broader product reorg? Theories on the entire product org moving under tech

Recently re-orged to Security and GRC from Cerner. Should we expect layoffs? Last rounds security teams were hit but not as strong as other groups.

With another reorg reportedly on the horizon (an annual fall ritual at this point), I wanted to share a few observations from peers and colleagues as events unfold. For those hoping this will lead to a major cultural reset at Comcast, the outcome may be more limited. The new CEO appears to be seeking input from the same executives and senior leaders who helped create the current problems. If those leaders remain after the reorg, they are likely to continue causing damage. That may not be what people want to hear, but it seems like the most likely outcome. Comcast is risk-averse, and while many companies use new executive leadership as a chance to clean house, that does not appear likely here.

Outside consultants may help with the mechanics of restructuring, but meaningful change will require leadership to hear directly from employees. Feedback from executives who have been here for years should be weighed carefully, especially if they contributed to the culture that now needs fixing. The new CEO needs to recognize that toxic and ineffective leadership has persisted because there have been few real consequences for the people responsible. Until that changes, Comcast will keep treating symptoms instead of addressing the root causes.

has anyone seen any recent formal communication regarding enforcing the 4-day in office requirements at HQ for everyone? Can some teams still do the 2-day a week on average for the quarter and still be in compliance? With all of the re-orgs anticipated I'm wondering how this could affect people moving from a more flexible env to a rigid one or vice versa.

Product teams had reorg and some managers have been moved to IC positions. What happened? Anyone?

Now that ric is gone.. what’s the probability?

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

Updates?

I'm tired of the constant reorgs. And the "town halls" & videos telling us about the latest managers' copy/paste priorities & "must-wins." It's so tone deaf. At this point we don't care what's important to you. You've lost the audience - we're not listening anymore. We want to hear about what's important to us - "what's your timeline on offshoring/outsourcing the rest of the U.S. based jobs?" Tell us which departments are going next so we can make some plans for our families. That's our priority.

I have said this before, watch for reorgs they are the precursor to RIFs. If you end up moving to OCI your time is short. They will cut reshuffle and bleed. Sorry to the OAL org today. Other orgs moving under the grim reaper watch out!!!

Stay strong time to organize, embrace unions! The white collar is the new blue!

Basically that’s it another round coming along with a reorg as “we now need to level set after the sale of network”

MW is 0-2 on deep cut reorgs that have royally messed up the company. Is he going to go 0-3 and mess it up further with more reorgs run by consultants we pay millions to? Managers out there, what is being said about the state of the company and the poor morale?

Rumors some Optum departments being absorbed by UHG? Any intel

Watching Nike’s leadership discuss “winning” while the stock collapses from roughly $177 to $38 is like watching the captain of the Titanic accept an award for improving access to ocean views.

These people inherited the Swoosh, one of the most recognizable and valuable symbols in human history and somehow turned it into a case study in executive arrogance, strategic confusion and highly compensated mediocrity. It is genuinely impressive. Most people could not damage a brand this powerful without actively trying.

But accountability at Nike apparently works differently depending on your salary. When employees struggle, they are “low performers” who must be eliminated. When executives erase billions in shareholder value, weaken the marketplace and lose ground to smaller competitors, they receive bonuses, consultants and another opportunity to reorganize everyone beneath them.

Then comes the corporate theater: “Win Now.” “Sport Offense.” “Consumer-led.” “Future growth.” A seemingly endless vocabulary designed to disguise the inconvenient fact that the people constantly lecturing everyone about excellence have delivered one of the least excellent performances in Nike’s history.

The employees who actually designed, engineered, developed and delivered the product were treated as expenses. The executives who repeatedly misread the market were treated as visionaries. Now the share price provides the performance review leadership was apparently too important to receive.

From $177 to $38.

Just do it? They just did it, to themselves.

Nike does not suffer from a shortage of talent. It suffers from a surplus of executives who confuse authority with intelligence, meetings with progress and surviving their own failures with leadership.

The Swoosh deserves better. Employees deserved better. Shareholders deserved better.

But please, tell us again how eliminating more working people will finally correct the decisions made by the untouchable geniuses at the top.

Anyone else hear about the new RE-ORG to "support" EPG? Customer Service is always so garbage at Elavon, the only way itll get better is when QA and leadership actually keep the reps accountable- I know ppl that still have jobs in CS that straight up just hangup on customers (theyve full on told me thats what they do) have been working htere for years.

Finally pulling the trigger on leaving this place. I had hoped for a long career here, but the writing is on the wall. Our leadership is clueless. This reorg is a let’s-bo-b-Iran level absolute disaster, with no way out. Upward mobility is totally gone (see the new internal hiring process yet? Yeeesh). ENGINE has already failed, yet no one has the spine to say it out loud.

I have no idea why anyone would stick around here, outside of execs with cush pretend gigs, unless you have no other options or are in abject denial. Good luck to you all. I promise it’s going to get worse.

Is the only word that can describe PayPal

Has anyone heard anything about another reorg? Who will this effect?

Who replaces MKW? Obvious choice right now is EB

Upstream CN? BK, RB?
CFO EB -> JG
Downstream AW?
Subsurface JK?
Wells JS?

Turnaround, Capital Projects, FE movements probably not from retirements as those guys are pretty young still

MN and ES roles probably just go away and save the company millions

FIS is going through another realignment, and based on the company’s recent financial guidance and continued focus on reducing costs, It is estimate there’s about a 65–75% chance that another round of layoffs will follow.That doesn’t necessarily mean a massive company-wide layoff. It’s more likely to be targeted at areas affected by reorganizations, product consolidation, automation, and cost reductions. For employees, the biggest question is whether your role or product is being consolidated, automated, moved, or eliminated. If your expertise is critical to keeping an important product or process operating, that can actually make your position more valuable during a restructuring.

Re-org after re-org. New processes that are more complicated than the old ones. We can't move forward because we're too busy moving sideways. Nothing ever gets better, nothing gets simpler. Just endless sideways shuffling.

With all the recent reports my manager now reports to India and there is a written public goal that our job is to build capability in Bangalore. How long until they fire my group? Anyone else experiencing similar changes?