#team

Meg joined BP with a lot of fanfare from media and industry group. The employees appear to admire and hope that she is a change agent who will bring about stability, profitability and a sense of purpose to a fragmented and often troubled company.

Will Meg deliver the goods? The company appears to have the same initiatives as MA did and she stood up the same BL and MA actors..”leaders” when will surgical cuts start appearing when will teams be right sized?

Whats that new Reporting and Data leadership launching on Jun 25th. Are they trying to consolidate all reporting team?
Is this another way to reduce people?

My team just moved managers to individual contributors because they had about far below the new minimum requirement of 9 directs. This was a major positive because they were very negative and known for micromanaging and creating rework for their directs and now the directs have a decent manager. Anyone else seeing good or bad things because of this rule? It looks like it’s rolling out faster in some groups that others.

How significant was it? Looking at a 25k paycut, not sure if Im crazy or not. Going from 95k to 70k but for a team I would prefer.

What is the team / work culture in the Audit Analytics group?

Back to normal Oxy team! Expect new leadership to create a new initiative with all the cute buzz words.

We need at least 35,000 insider posts on this and can guarantee we can get rid of Geoff if all of you employees rally. Let’s go.

Time to be real….Alfonso is the one truly running this company. Dan has his normal MO of being a talking head while he brings in Alfonso and his other buddies to break the company apart. Looking at PayPal….you can see exactly how this turns out. Dan spends time listening to his own voice opine on topics he doesn’t understand while Alfonso runs the company. He’s the brains, Dan is the mouth. Dan talks, and Alfonso pulls out his overplayed handbook of “tiger teams” from the 1980s to spread the guilt of running the business into the ground among a few senior leaders who are too afraid of losing their country club memberships to ever grow a backbone and stand up. Alfonso breaks the employees, runs off the customers, all the while he and Dan are pocketing millions. Same day, different company. Too bad our BoD are worthless and too spineless to step in and stop the insanity.

I am about to join Q's Automotive divison, i appreciate any insights about quality of work, teams, wlb. Thanks in advance.

AC and his direct leadership team represent a significant leadership investment, yet employees continue to ask a simple question: What measurable value has been delivered from the cloud migration program?

The organization has become increasingly management-heavy, with governance and project management often taking precedence over technical leadership and engineering execution. Many engineers feel that recognition and rewards are concentrated within leadership, while delivery teams carry the majority of the execution burden.

Before investing further in new transformation initiatives, Gunjan should push Dilip to review and reorganize this organization, assess its effectiveness, and ensure leadership costs, accountability, and business outcomes are properly aligned.

Our manager just sits there nodding while other teams blame us for everything. No pushback, no defense of our work, just silence while we take the hit. I mean, he looks bad in the whole thing as well, he should at least care about that. But nope, just lets it happen.

The best direction from above this week is we need to work better as a TEAM!! From the same people who demand that everyone on that team be split into specific categories by specific percentages where some of them must be rated as needs improvement regardless of how that team performed. LMAO, that's the way to get people to work together. I used to feel like I was part of a team, now it is everyone for themselves, not the bigger goal, just survive another layoff.

Just keep Sr managers directly reporting to Sr Directors. We are top heavy with people being managers only with one person reporting to them. it’s a joke

To the point that I don't know if we'll be able to get anything done.

All of my team, including my manager, were laid off. I emailed who I think is our VP a few times but they appear to be out of office on extended leave. My contract is up at the end of this month so I need to let someone in HR know and need instructions on how to return my laptop. Does anyone have the HR phone number? Thanks in advance.

Are people actually going to JDI day or do some people use it as a day off? I really don’t have that much interest in going, and I think my team is kinda doing whatever. Wondering if it’s abnormal to not partake or how people approach JDI day especially considering where the company is at. I’d rather have saved the money of JDI day and split the cost up as a bonus between everyone lol

Please provide what was discussed. Not all Wellmed folks were invited . Managers are nowhere to be found and my whole team is having computer issues.

Anyone else feel we are completely dead in the water with no direction? I didn't hear any sort of solid recovery plan or pivot in the several allhands I attended post 5/20. The stock continues to tank as well. Many teammates I know have shared in confidence they feel the same and are actively posting for external jobs.

Any thoughts on the town hall yesterday? Lots of teamwork and buckle up talk but nothing of substance.

This afternoon, received an incoming Teams calls from a colleague that there was no pending work with. It was a surprise, so but answered the call. The screen populated with every team member, manager and director. "It tolls for thee," was the reaction. As everyone realized that everyone was there except the colleague who made the call. Surprise registered, especially with the director. They said, "What are we doing here? I didn't place this call." Relief washed over the crowd. Several offered comments about these short notice meetings not being good news. Everyone laughed nervously. It appeared that the colleague had accidently placed that call. In this environment, there was an immediate response to arrive. Sheesh! There was more laughing as everyone logged off, with an undercurrent of, WHEW!

The reason for putting more sellers, SEs and leaders on the front lines is due to the fact that the existing portfolio leaders, sellers and SEs have failed significantly.

Someone please help me understand why there are so many highly paid people with only two or three reports???? It seems like there are at least three more middle layers than needed.

The culture that we are getting into right now with teams, and these group pings is absurd. They say it takes 20 minutes to refocus after you’ve been distracted… these silly group pins and constant teams alerts on pinging are so unproductive and frustrating. Just send us an email! Not to mention things keep getting lost in different variations of group groups that are pinging so I literally can’t keep up.

I’m so over teams and all the obnoxious features that come with it that destroy my productivity.

As we spent the last decade offshoring and laying off our vteam family, I was energized and excited to learn how AI unlocked is how we scale our most important investment - our people! This is such impactful work. Because when the Vteam thrives, Verizon thrives - together!

There is no question AI is changing how we work, but emotional intelligence will always shape the why. The future belongs to organizations that value both. AI is the how. EI is the why. And nobody cares about people like Verizon. I am very grateful to be part of this best in class culture OS! Let’s go team!

Can someone explain to me how this makes sense? The team is on the verge of a meltdown from being overworked and more projects pop up with an urgency that is ridiculous and we are drowning, just to prove we are worth keeping? I don’t want to be kept if they think this type of workload should be the norm.

For anyone who has had this happen, how hard is it to get to another department/team? How long did it take? Was reorged today and not thrilled with where they put me.

Currently in prod support, WLB is not there and looking to pivot. Which is better? Or is it all bad?

ton let it slip that the company is exploring the idea of squeezing engineering teams down to 4, with the rest of the team being suplimented with ai

if you are in a team of size 5 or more, your head is likely on the block

What happens to teams that get so decimated over several rounds to the point where they realistically can't do anything anymore? Do the remaining folks get reassigned to other teams? Do they keep existing in limbo until more people are hired (which would completely defeat the purpose of layoffs)? Or something else?

A friend of mine just got and email title "Strategy Change" from their Sr. Dir. (she is a GL 28) There are no invitees, it's a BCC: It's for 10AM CDT

Any Director/ AD in this form please say. On what basis you are laying off individuals in a team.

If you manufacture watches... or honestly ANYTHING that runs on batteries or any kind of fuel... why on earth would you photograph your product sitting on a pile of lemons?
You do realize lemons are basically the universal symbol for something defective, broken, disappointing, unreliable, and headed straight back to customer service, right?
Really unfortunate creative direction, guys. Somewhere there was a meeting where a whole team approved this. Yes. That turnaround of the company should be happening any day now.

Any Omni/operations leads finding themselves being the mod more than STL's?

I love how my project team is in Houston India Manila and BA. How the F are we supposed to accomplish anything.