#team

Management keep shuffling people around, employees and contractors were let go but it looks like once the Y28 administration comes in, the cycle will start again everyone brought back, teams bloated, and the same loop repeating.

There is a 6-8% layoff incoming. Certain divisions and teams are getting hit harder. Managers have some choice and decisions will be made by the end of August. It will finish by the end of October. Good luck

If any of us is still under an assumption that Wells Fargo care, hear this out about my peer.
My peer got pre noticed on the second week after coming back from a medical leave. This person received back to back exceeds on year end reviews. Was a top performer and always worked hard.
Manager had to cut down the team size and chose one of the top performers.
Just do what’s required and be transactional. This company doesn’t deserve our talent and hard work.

When will all the Verizon segments get their own prom like Value? We are all the best in the business and want to celebrate how we play to win and drastically cut costs. It will be expensive to buy prom clothes with today’s prices, but I’ll save some money by not wearing socks. Let’s go team! One Verizon!

I’ve been here a good number of years and feel such a lack in company sponsored retreats, team bonding events etc. I haven’t even experienced a real company year end dinner. All I get every year is more work. And I was on a call with a VP that said don’t expect any budget for year end event this year. Not that we ever had one.

Why is this going on for so long?

I have heard multiple supervisors in multiple different conversations comment that they want to bring some “low performers” into their teams since teams are no longer being given special distributions and no longer allowed to pass people on PIPs. If you are offered a role in a group you have never worked in and don’t know anyone in turn it down as you are being setup as the sacrificial lamb.

Since this is an anonymous posting. I would really to know who has been your biggest source of pain in the organization?

A question regarding benefits:

On my team, two employees are employees are effectively working reduced hours because they have childcare responsibilities during the workday. Why isn't there a “carrying the extra workload” bonus for the colleagues who are actually working their full contracted hours?

If I’m expected to attend the meetings someone else can't make because of school pickup, wait for work that can't be completed because someone's toddler needs attention, cover tasks during someone's childcare gaps, wait for the child to stop screaming and interrupting our meeting, work around someone being unavailable until their partner gets home, accept “my child is on my lap” as an explanation for why something wasn't done, pick up urgent work because someone working from home is, quite literally, looking after a 2-year-old…then apparently my reward for being available during my contracted hours is… more work?

Maybe we should stop calling this a WFH arrangement and start calling it a team childcare subsidy.

If someone's actual availability is 30 hours a week because of childcare, fine...but why is everyone else's salary still paying for 40 hours while everyone else's workload quietly becomes 45?

Just wondering what the proposed compensation is for the people who are actually expected to work the hours they're paid for.

Do you have a best friend at work?

We just had some work taken away I don’t want to say more or will be identifiable. My team is losing their sh-t when tension was already high. F this noise and everything about this job market.

Maybe this Sunday was a deadline for some teams? I'm seeing more deactivations being enqueued in the OIM management databases.

My team has been reduced by 30% in the last year while Oracle GPT has not made us 30% more efficient. The people let go in the last layoff had been at Oracle a long time which has made things harder slower too. My job has turned into a death by meeting multitasking he-l.

I’ll be looking for other companies to work for if my team is reduced again.

Is CG building a brand new team? Some interesting LT departures recent

If the new SA position only covers MOW’s PTO. Who will cover open territories with no RTM? I’m not sure many DMs have the ability to do actual real work. Will they pile it on other RTMs? Good lord this is a mess. lol

RMSU is gone Nor Cal and PNW still online heard certain teams in mechanical came close to being shut down, territory got expanded here. Sounds like more TCIs will be in the works as they want everyone mobile.

Looking to transfer to a different team within IT. Decided to browse the internal job board to see whats out there. Mainly concerned with WLB/limited stress. Is Cyber fairly laid back? What about infratructure/OCC? Or maybe being a DBA? Or working with the Workday team? Appreciate any thoughts!

I heard that after next month's big layoff each first level will have at least 35 direct reports under them.

If the buzz is true, a lot of SLs are facing a demotion to G7 or getting cut, but the group squad leads will probably keep their G8 status.

Thanks for attention to this matter!!!

Are you feeling connected? Energized? Valued?

Do you feel as though your L21 efforts are improving things for our customers?

They come from every organization, bringing a wide range of expertise and experience. Together, they could potentially form a new team or company capable of competing for—and even taking—contracts currently held by Hughes.

I want to know if direct PLs were given any say in exactly who they let go from their teams. I’m also just curious about the criteria for who stays and who goes in general. Were you told a number or a job title you had to RIF, were you given exact names, was it based on past performance, etc?

My team lost its newest hire (who was honestly great, so I’m bummed for them) plus someone who’d been around for 5-10 years and was admittedly unexpected — unless PLs got to choose.

Sarah needs to step down. That’s it, that’s the post.

Sine the move is to pooled resources, the total number can be reduced, and AEs doing initial discovery and getting trained up.

SEs get pummeled again an again

Thought or heard something?

We were just informed in an team all hands meeting that two of our team is being let go. They were notified earlier this morning, and will be around for a few more weeks.

If youre a customer service advocate or work the PCC line check in! Weve had no meetings, everyones still here on my team no updates no nothing but i see everyone else dropping like flies! Nearly everyone on my team was vsp eligible but me and one other person, but another supervisor told her team that enough people took the vsp that they didnt need to lay people off

My entire team has calls with our skip level tomorrow 8/10. Seens our entire team is getting cut. Meeting was placed on calendar on Friday.

I'm finding it increasingly difficult to watch our engineering colleagues get systematically rebadged over to Cognisant while leadership pretends everything is fine. We used to have leaders who held the line. Now we've traded them for an executive team whose strategy consists of crossing their fingers and asking AI what to do next

There are 14 people at TIAA on the culture team...10 of which are Sr Directors or VP. I had no idea we had such an emphasis on building positive culture here.

The energy and excitement isn’t the same anymore. The joy and celebration simultaneously as thousands were being laid off from VGS and beyond was a moment. A moment that mattered. The endless reorgs looking for cost savings while paying for photoshoots and dj parties inspired me to deliver value at scale. I was empowered to use all my vacation time and JOMO. I trusted my team would happily work even more hours to take on my tasks for free while I posted on LinkedIn about how great my vacation was. And how taking time off made me realize what a rockstar I was because we are all successful in the vteam no matter what! I hope they bring her back. Nothing is the same now.

Does anyone here work on the ABA team? Any idea if we’ll be impacted by upcoming layoffs? The meeting held with the BH team wasn’t very helpful. My supervisor and manager won’t confirm or deny anything.

A lot of people on our team have already left for Molina. We still have open reqs for BCBAs/supervisors — does that mean anything, or will they fire staff and hire cheaper staff?

Did your manager present the results to your team? Cause it seems the Epstein files have a greater chance of being released than Tell Dell

My boss keeps making consequential statements in supervisor calls, allowing people to react to them, and then later reframing or correcting what she originally said. It’s maddening.

The whole team then misunderstands or panics over her statements badly enough that she has repeatedly needed to issue corrections.

What is the Public Affairs team like at WF? Looking at a couple jobs on that team, but the layoff culture has me concerned. Anyone have insight into that LOB?

If anyone in any department in any country gets notified today of layoffs please comment here which team has been effected and where you are based.

I hope something happens soon. Morale is at an all time low and productivity even lower.

I remember when we had team events, feedback sessions, and actual human connection. Now it's somehow all turned into silence and spreadsheets. That says a lot about how much the whole place has changed over the decades. From a great place to work to a lousy one.

I’m not sure why they think continually moving teams around is helpful- I guess any action is better than inaction. It’s just musical chairs at this point.