#team

What is going on at CDW?

We have new hires and overseas contractors fighting with current and former coworkers.

We have current and former coworkers fighting with new hires and overseas contractors.

So much for being a "family" working together to gain market share and making things better.

We are extremely frustrated with the delays and inefficiencies in processes involving Fiserv. Urgent issues require escalation, yet the communication channels themselves are creating obstacles. We are repeatedly asked to send emails, wait for responses, and then continue follow-ups, often with little progress.

As a result, critical deadlines are being missed, project momentum is being lost, and teams are spending more time managing communication challenges than delivering outcomes. The situation is impacting productivity, focus, and overall team morale. A more responsive and effective engagement model is urgently needed.

• FU*SERV

Do you feel employees are safer from layoffs if they’re on a larger team versus smaller team or does it just not matter?

A major reorganization is coming for the SPSE team. Leadership is unhappy that too many employees don’t have clearly defined responsibilities or measurable deliverables.

have CyberS DS teams delivered in the last year? I am glad I was pushed out of that toxic sycophantic environment.

I hear entire ppdm team was laid off??

True???

Several teams across several Managers got laid off mostly at core sites (Chandler/TX), too). While it wasn’t totally unexpected, us hourly employees usually just got moved to a new team and all was good, but not this time. There were appx 15 on our team who got let go. Not sure if the Managers were displaced as well.

I work in Production delivery team. We have a new team member with "FDE" as job title and is hired from Cognizant
Team leadership has been advised to create process documents for all the work and share with FDE.

FDE is Forward Deployment Engineer who will have domain knowledge and deliver the work with the use of AI.

I've been looking at how much my team has shrunk over the past year and it's pretty alarming. Some of that was layoffs, but a lot of it was people simply choosing to leave. I'm wondering if other teams are seeing the same thing or if it's just us.

How do I get a Sponsor? I just transferred to another team and I do not know any of the Supervisors like the others on the team do. I need a sponsor obviously to be able to get a ranking that will allow me to keep my job, so how do I go about getting a good sponsor?

Will belk combine truck, merch team, housekeeping & fulfillment like Macys just started doing?

If you applied for the VSP did/are you telling your PL? I did not. If my PL asks I will tell them I did.

I wonder if my PL applied if they would tell the team?

team has been told that we are not impacted but looking out fr frnds

I’m slaving away working my four carts. Trying to get it all put out fast so me CPH will be high and I won’t go over me time….IMPOSSIBLE!!!
Sweat rolling off my face.
Then I see this ONE cart that three Walmart people are working on… they each pick up one case at a time walk down the aisle where it goes they come back and they chat, giggle take a few minutes. Take a few more minutes. They’re having a good ole time.
I’m thinking WHAT!!.. In my brain. Guess I took a moment too (Giggle)
Sweat still rolling down me face as I have to get back on the hamster wheel.
Just thought I would share that.

Last year, 85% of my team was laid off and replaced with an offshore team in India. Watching so many talented colleagues lose their jobs was incredibly difficult, and now it feels like I'm slowly being pushed out too. It's hard not to feel uncertain about my future. Has anyone else been through something like this or felt the same way?

Just found out that a Director who is known for being a bully to her team, not a good leader and hard to work with was just promoted to an AVP. They are promoting the wrong people while laying off the ones who actually care and are servant leaders to the business.

What ID10T thought product name up? Glad I finally said it.

coworker got laid off few months back and i had to absorb 100% of his workload and was thanked for being a team player and stepping up, now i get feedback on not being fast enough with that added workload. is this a strategy to push me out?

We were unexpectedly pulled into a team meeting by our C13 yesterday, which was unusual. After the 50% layoff on June 10, we were informed that the layoffs are not finished. The remaining members of our team are expected to be let go sometime within the next couple of months as the work is being offshored.

We were also told that the remaining KYC functions in the U.S. will be offshored in waves throughout the rest of the year.

Our OD’s bias has created a toxic culture work environment. His comments about people on our team and those that support our team are sickening. He is NEVER willing to give anyone a fair chance cause of what he hears from others and what he perceives. He is NEVER is willing to listen to other opinions and thoughts. Our OD will never be held accountable for his bias and comments that are toxic.

I have been moved around to multiple teams since COVID (same job title and same pay, though). It appears our team will probably be laid off by this next Tuesday after payday as the work we did is being handled by original team that should have been working the cases anyway., but my question is, has anyone had success convincing HR to let you go back to your previous team vs. being displaced? I mean, it’s not my fault I am on the team that I am on. I was just flexible and adaptable but I would really like to go back to one of my previous teams rather than being laid off.

MK post about the World Cup. Wanted to be a soccer player but life took different path. But the game taught him the importance of teamwork, adapting to new environments and staying focused.

Wonder if any rank & file will be invited to the final at NY/NJ Stadium.

Unless they add a time in the cr@&$er these level up and rev up metrics are gonna ki-l my team

TM mentioned in my 1x1 from one of their meetings with the SM that the additional in office time is having the intended effect/results and believes that because of this "success" more time in office will come sooner rather than later. Could be nothing but I thought it was interesting to say the least.

Does anyone know the trick to keep teams status green, even if you are curled up in the fetal position on the floor?

Do you know of any teams that survived all recent layoffs intact?

Frank was a miserable little criminal troll. Mike had the personality and warmth of a snow pea. Takis is pretty personable and has said the right things. I don't like the idea of not automatically replacing attrition, but nothing has changed in that regard. Having been in meetings with him, he's so curious and inquisitive. I hope we are in good hands. Time will tell.

So my work right now is dealing with reports, and I spoke to my coworker who was like if you are gone she won’t be able to handle it. She told someone else on my team, you better think twice before getting rid of her. The colleague said her leadership is not getting rid of anyone on my team. Another female on my team said she’s training someone else to do her work. So I’m confused. We are all females if you are like what’s happening .

Rigged hackathon's for and cronies of SVP's and A0's...

But you are being pit against your peers in the rankings and the distribution is enforced.

Go team!

I wonder if there's anything the leadership thinks is truly essential.

Careerminds conducted a new survey on layoff recovery. Organizations average 7.2 months to fully recover workplace culture. Trust in leadership and company future significantly declines after job cuts. These trust levels often remain below pre-layoff averages. Team-building and other strategies can accelerate recovery but are underused.

https://www.hcamag.com/nz/news/general/layoff-recovery-takes-far-longer-than-most-companies-may-realise/579680

It was a fun ride while it lasted but time to go. I was on the Automation/Remainco side and don’t have faith in that team to set any sort of real strategy. (“Launch more NPIs” is not a strategy) For those sticking around, best of luck in the coming Hunger Games! I hope you like eating curry.

Where is the person who said he was going to create a new thread after speaking to teamster? Did he or she flake out?

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.