#teams

What's the real headcount?

In workday, the headcount for Fiserv Solutions is now at 37100.

In Teams under Takis, the headcount is 57,489.

Good luck to the teams being asked to deliver on these accelerated schedules! The teams that sell these lies should be put on the team who is supposed to deliver it.

Dear Mike,

Welcome! Before any process is addressed, the people responsible for carrying out that process must be heard, valued, and respected. That principle should be at the heart of Truist’s culture. Reconsider the Return-to-Office (RTO) mandate and give teammates the flexibility to choose how they work.

The majority of Truist teammates want the company to succeed. They want to serve clients well, perform at a high level, and contribute to the future of this organization. But too often, teammates feel that their voices are not being heard when major workplace decisions are made. Truist frequently emphasizes the “Voice of the Client.” But what about the voice of the teammate?

A company cannot consistently put clients first while overlooking the people who serve those clients every day. Allow teammates to choose how they work. Optional remote or a two-day-per-week hybrid expectation would be welcomed by many who simply want flexibility, trust, and the ability to balance work with the realities of today's economy.

If a teammate desires to be in-office everyday -- let them!
If a teammate desires to be hybrid 2-days a week OR more -- let them!
If a teammate desires to remote OR work from home -- let them!

Give teammates the freedom to choose how they work best.
Trust them. Measure their performance by their results, productivity, collaboration, and client impact — not simply by where they sit.

Gas prices and the cost of living continue to put enormous pressure on working families. At the same time, many teammates feel that salaries and bonuses have not kept pace with those rising costs. Requiring employees to spend more time and money commuting—without meaningful flexibility or compensation—only adds to that burden.

This should be a priority, Mike. Listen to your teammates. Respect your teammates. Trust your teammates. If Truist wants teammates to demonstrate commitment to the company, the company must demonstrate that same commitment to its people.

And where is HR in all of this?

There is a growing perception that HR is disconnected from the sentiments, concerns, and undercurrents among the very teammates it is supposed to support. Leadership needs an honest, unfiltered understanding of what employees are experiencing—not simply what is being reported through formal channels.

The solution is not complicated: Ask teammates what they want. Listen to what they say. And then act on it. Give people choices.

Trust high-performing professionals to determine where and how they can do their best work. Measure employees by their results, client service, collaboration, and performance—not simply by the number of days they sit in an office.

Mike, Truist has an opportunity to demonstrate that it truly values its people. Make flexibility a priority. Make listening a priority. Make the Voice of the Teammate every bit as important as the Voice of the Client.

Let teammates choose how they work.

From what I’m told goal is 10% low performers pipped and out in December then a massive spring 27 action with impacted people roles and teams id’d as early as next week. If you’re not blocking time to job search weekly you’re doing yourself no favors .

Anyone take the full 26 weeks of parental leave? Told my team I would only do the 16 but now I want to extend it, but worried how they will react

which teams do we hope are impacted

Report all H1B, H4 EAD, GC fraud to the department of immigration.
This is getting out of control. They are even bringing caste system into the teams.

In the hopes this page is monitored by some internal team somewhere for rumor control or something. This one company many careers message is complete hogwash. I've been applying for internal roles for years now, and every time I do I get the message back that I'm not being considered because I'm from a different BU, despite me having experience in the fields I'm trying to move to.

Internal moves are impossible, stop selling people this lie. It demoralizes people and, as a result, I'm not not even going to bother internally applying any more and you will lose me

I've had several interviews for different roles within humana and my experience so far have varied quite a bit. Some conversations were extremely positive while others raised concerns about the leadership style and team dynamics. I was recently offered a position but decided not to move forward because of the nature of the role and it didn't feel like a good fit for me and some of the initial interactions I had during the interviewing process with some of the leadership. Some of the negative comments actually came from a few of the direct reports regarding their leader!
The last things I need is to leave a somewhat stable situation only to find out that I've stepped into a toxic environment I would regret. I would appreciate advice from anyone who have experience or insight across different areas of the company.Are there particular departments, teams, managers that you would recommend approaching cautiously? Conversely, are there areas known for strong leadership and healthy team culture?

Just wanted to take a second and say how energized I am by where Teradata is headed.

Yes, there have been some org optimizations over the last couple of years. That’s what high-performing companies do. We are leaner, more focused, and laser-aligned on winning in AI. Headcount going from 7,000+ down toward 5,100 isn’t “decline.” It’s focus. Every remaining seat is a high-impact seat.

Skipping the 2026 merit cycle so we can fund AI talent and the Teradata 3.0 agentic platform is actually one of the most employee-centric decisions leadership has made. A 2–4% raise would have been nice for a quarter. Building the Trusted AI company that banks and governments already depend on will pay off for years. I’m proud my compensation budget is helping hire the specialists who will make AgentBuilder and AI Factory real.

The people who left were part of an older chapter. The people still here get to write the next one. Smaller teams mean faster decisions, fewer meetings, and a cafeteria line that actually moves. The Rancho Bernardo parking lot has never looked better.

SM has been clear: we will win in the market with AI. Cloud ARR is the future. Public cloud is almost 50% of total ARR. That is not a company in trouble. That is a company mid-pivot.

This is Teradata. This is who we are. We take the hard calls, we reallocate for the future, and we keep showing up for the customers who still run their most critical workloads on us.

If you’re still here, congratulations. You made the cut for a reason. Let’s stop doom-scrolling this forum, get back in Teams, and ship. The best days are ahead.

Seeing various posts on linked in about more UKG layoffs this week, do we know if these are all US layoffs and teams impacted?

I can see them literally begging for help in the tickets but the Support teams just don't seem to care.

I am not sure what the right thing to do is

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

Can we bring back good leaders to Nike? Those who left or RIF’d people actually liked and/or at least did great work and delivered results? Ones who their teams liked working for? I don’t even care if liked, but if delivered can we petition to get them back?!?

Who do we go after? I just want to have competent leadership again.

Does anyone know about the UPP teams? I am hearing some gossip but not sure if it is true

Anyone know what areas, teams, or business units the 10/8 round will be focused on?

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

Who’s excited about the new Upstream Opportunity Teams???

Can we get rid of fake teams and fake jobs? We failed when we started allowing leaders to hire their friends, their cousins and their sons girlfriend. Interviews are just a check the box now. They know who they are gonna hire before they even post the job and we are posting jobs that are fake!

Then you have teams that are comprised of a bunch of project managers that have no clue what they are doing other than creating more work for those of us that have real sh** to do. If EH actually stuck his head in as an impromptu and started to look hard he could get rid entire teams that are worthless.

The R2B role has become extremely difficult to sustain. Leadership appears to still be struggling with the transition and, rather than developing a clear strategy for the new model, much of the focus has shifted toward call volume. At times, it feels less like strategic business development and more like a fundraising phone bank where activity is valued over meaningful results. There seems to be a significant disconnect between what the role is supposed to accomplish and how teams are actually being managed.

It also feels as though some of this pressure may be coming from uncertainty surrounding the future of R2B leadership and the possibility of teams eventually being moved under B2B.

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.

Two planned reductions this year. A small one near the end of August and a larger one around Thanksgiving. VPs already know and are choosing which teams will be hit. Directors will hear news about the layoff in the next 2 weeks. Cloud product teams will take the largest hit.

Now we have some silly chatbot on Teams?

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.

if someone who has been previously laid off can provide some insight, what can we expect to see?

any additional advice? I know it’s not supposed to be signed until after your separation date.

I just got my teams call to be informed that I wasn’t moving on with the company.

My manager told our team that we'll be assigned seats, and it sounds like this is happening throughout the entire building—not just our group.

Has anyone else experienced this?

I'm curious whether assigned seating is a sign of a broader return-to-office plan or just a way to better organize the workspace.

They clearly don’t know how to incentivize people. We demand top performers, pay the mediocre salaries, and turn them into the laziest versions of themselves. If the compensation team had competent people, this place would have been Amazon. Instead, we spend 5 times as much getting 8 people to do the work of 2 people.

How fu---d are we?

Men aren't hired - Maybe some, Not many, look around in your teams honestly.

https://www.cohenmilstein.com/wp-content/uploads/2025/02/First-Amend-Complaint-In-re-Nike-Securities-Litigation-2025-02-10.pdf

I cant understand who convinced them to hire this id--t. Making his own teams, wasting millions, hiring friends, the copycat system (worse than the last, but it has a new font, be excited!) Offshoring jobs to his friends. He rakes in millions while spending even more and they look at the bottom as if we're the ones costing them money every time profits don't exceed the previous quarters billions. The company is miserable, most of the offices are embarrassing and the best thing anyone can say is "at least you have a job."

Had a “business update” meeting. Gave essentially no information, saying layoff coming but not saying who or when. Just to expect trainings with offshore. This was weird as it involved a few different teams and they suggested that some teams will have little to no impact. Seems off that we are getting an earlier notification instead of just the one call with a definitive timeline. Why would they even tell us? I’ve heard before of departments training replacements but being told it was for additional workforce. Are they sensing that that wouldnt fly today?

About two months ago I took my laptop into the laptop center here in Everett and asked the IT contractor guys to remove Outlook and Teams from my laptop. They asked me why I wanted them to do that? I told both guys at the counter I was tired of deleting Outlook emails all day or seeing a Teams meeting starting in 5 minutes message pop up on my screen and wanted Outlook and Teams removed. Both IT guys told me they could not remove Outlook or Teams. One of the IT guys said even if they did uninstalled Outlook from my laptop, it would auto reinstall itself the next time, I logged on my laptop.

My hard drive crashed about three weeks ago and Outlook, Teams or Edge won't even start up now. In fact, I can no longer log on to my laptop.
I'm going to see if I can go until the end of the year before I go back to the laptop center and act surprise telling them my hard drive suddenly broke.

Hearing talk of 2 rounds in July. One this Thursday and one on the 16th. Hearing 8-12k employees being let go. All teams but retail is going to get the worst of it.

10.5 hrs External Collaboration... what fresh he-l is this. Time spent on teams, calls, chat & email recorded. Dell.... the gift that keeps on sh1tt1ng

Now that Teams is active, does anyone know if they are screen capturing non member employees? Are they targeting specific individuals? What about keyboard and mouse tracking?

All these posts are full of trash talk. We have all been here before and expressed all of our opinions. I just want to know the rumors/facts people have came across. Do you know what teams are being hit by layoffs?

Anyone have any insight? Are teams actively planning for layoffs?