#transparency

I love how fake the PGL's are these days. They look at you with a fake blank look on their faces knowing what is about to happen. Everyday when I arrive at work, I have the feeling that it is my last day. Someone in security let out that they have an assignment in a couple weeks at the JRC. Gee, what could that be. Why are layoffs so taboo, what not prepare the employees now, so they can look for a job. Instead of dumping them on the spot without notice.

My challenge to the leadership at JRC, stop hiding behind your tailored suits. Stop giving us your fake smile and hand shake. Go to your employees within your group and tell them what's to come.

Wow. After seeing all the layoffs over the years, you’d think I’d have been prepped for this. But no. Over a decade of working 80 hour weeks at times, late nights, weekends during Q-end. Missing weddings, events, time with family. To having my literal career here be laid off in a 5 minute phone call—and a rushed and cold one at that—is mind blowing. Less than a few mins after the call, my laptop was shut down, everything disconnected. The conversation was clearly scripted and completely impersonal. To tell someone they’re losing a job they’ve held for so long, they’re losing their pay and benefits in 14 days and show no compassion or empathy is just wild. What’s worse? Even my own direct manager had no idea. Talk about lack of transparency. Zero appreciation. Everyone is a number here at this company.

If management would drop the past messaging of "hire to retire" and admit that things are different now and then change the compensation structure and corporate language to reflect the current employee/company relationship I would feel respected. Probably not happy but at least feel like I was being treated like a smart person.

Call it what it is so all cards are on the table and we can move forward in a transparent relationship together.

When organizations face the difficult decision of reducing headcount, it’s important to balance business needs with employee well-being. Instead of removing people randomly, one approach could be to create a “wishlist” where employees can voluntarily express interest in leaving.

This method allows:
• Employees who are ready for their next chapter to exit with dignity.
• Critical roles and talent to be retained for business continuity.
• The process to feel more transparent and humane, reducing uncertainty and anxiety.

Such an approach acknowledges that some coworkers may already be considering new opportunities, while others are deeply committed to staying. By aligning both organizational and individual needs, CDW can manage necessary changes with empathy and fairness.

Is it just UHG picking org charts, or is it the VP's Directors, offering up people on bigger teams as tribunes?

Why hasn’t it been posted?

“Technical difficulties” ended the call early and a recording will be available at a later date. Was there fear she would, once again, go off script? Perhaps USB wants to be able to edit her responses to avoid another public speaking fiasco?

Don’t be a wu-s. Do the right thing and be transparent. If there are discussions happening in the upper rooms and you know info the majority of us don’t, come here and spill it. Be anonymous and at least have a shred of humanity, share the tea. You can bootlick your boss in private, but share info freely here. You might be selfish in private, but at least be a decent person here for the sake of your coworkers and help us out.

Why are some posts quickly deleted or never even posted?

Who runs this page that has the ability to delete post?

A month ahead of the RIF, just give everyone a heads up on which orgs will be affected. That way people can budget accordingly and the rumor mill doesn't cause worry and panic across the organization.
And, we could tamp down on false rumors that people outside of the organization are reading.

Have observed they delete comments or posts that present the ugly truth. Then the question becomes is this a paid board to spy on current and or former employees? Why delete the post/comments that highlight the truth.

The IBM careers site is showing job openings as follows: India 2400+. USA 400+. UK 125+. And although IBM no longer tells the world where it has employees by country, most people are almost certain India took over from the USA awhile ago for the most employees and IBM job growth in India is spiking at an accelerating rate like a hockey stick. I think I read IBM India is over 130,000 and rising fast IBM USA now under 100,000 and dropping fast. What is IBM hiding and why is it not transparent?

I think most people know IBM itself stopped calling itself International Business Machines A LONG TIME AGO. Now it truly is just 3 letters. It is International and it is a company with most of it's employees in India very intentionally.

Nothing against employees in other countries or India etc but facts don't lie.

1. You certainly and legitimately brand IBM as:
   Indian But Mismanaged
   Indian By Mediocrity
   I've Been Misled

No one at IBM there 10/20/30 years (I think IBM wants you there 4-6 yrs now and then kicks you out) should ever be surprised when their manager tells them they have 30 days to find a job internally (in India) and 2 weeks of that 30 days is training you replacement(s) (in India).

The layoff list was reportedly prepared starting in June and July, and it is now being referred to as "P25 Version 2." What’s concerning is that many positions in North America are being eliminated and shifted to lower-cost countries. This raises a critical question: what are employees in North America supposed to do? This feels like regional discrimination, and there's a complete lack of transparency in how these decisions are made. Previously, employees had the option to ask anonymous questions during all-hands meetings, but that feature has now been restricted. It’s hard not to wonder if there’s a hidden agenda behind these changes. Transparency and open communication are essential leaders should be willing to face tough questions without fear.
Moreover, has there ever been a consideration to reduce executive salaries many of which are quite substantial as a cost-saving measure? Even a partial reduction could potentially help avoid job cuts and reduce the overall operating cost. Doing so could also restore some of the goodwill that SAP was once known for.
Finally, assessments should be made mandatory across all roles, including for managers. Employees’ futures should not be left solely to the discretion of their managers. A fair and skills-based evaluation system is necessary to ensure accountability and equality across the board

Bumping this from @ne+1k4m2z208 for being on point.

There have not been any WARN notices posted in either Texas or Alaska. Is the company serious about this or just trying to get people to volunteer ahead of the layoffs.

In a time when departments are being asked to tighten budgets and prioritize essential operations, and provide more transparency, funding travel for a certain HQRI "leaders" appears not only fiscally irresponsible but also questionable.

Michael Mulvihill of Fox says that “Nielsen’s measurement of YouTube NFL game from last Friday will not be made available to other Nielsen clients.”

He calls it “a flagrant departure from Nielsen’s history of transparency and a slap in the face to long-standing clients.” Bottom line? “When it comes to streamers the rules simply don’t apply.”

And don't forget that NFL sent out a scathing notice telling the world that Nielsen is costing them millions of view and dollars.

CLIENTS ARE FURIOUS AT NIELSEN. I won't be surprised when they move to the competition and Nielsen goes the way of Kodak! I also won't shed a tear for Nielsen!

Hahaha! Do you think he is transparent. Haha. He is just waiting for some luck haha

Pre-2024 reports had annual sales and employee data.

2024 is a watered down nothing.

Not sure what is happening to 2025.. Usually get published in July

Was at this org in the mid two thousands. Worst environment I've ever seen. When I left on my own after 8 months, I was the 9th person to leave.
Upper mgt here are sc-mbags.

Layoffs seem massive, and we’re all on edge.

It's clear that none of us know when this will be over, how many will be impacted, which areas are being hit... The whole process would be much easier if there was more transparency about the whole process.

Team, it has come to our attention that the layoff channel was accidentally set to public visibility. 🫠🫠🫠

Please note this was an unplanned transparency initiative designed to foster radical visibility and cross-functional awareness. 🧩👊🥰💃

Remember: layoffs aren’t layoffs, they’re “career path recalibrations”. 🌱

With empathy,
— Oracle HR

Now that it's public, perhaps the post won't be taken down!

Why are we treating him with kindness internally and saying he retired?? He was ruthless and never showed one ounce of respect for anyone in FIG. He was fired, relieved of his duties... Whatever. Retired gives him the dignity he never gave any one else. DISAPPOINTING announcement! We were clear on Jenn and the others. Why not him?

I can’t stop wondering what’s really going on behind the scenes when it comes to layoffs. Who decides which teams are safe and which ones get cut? Is it performance, politics, or just random numbers on a spreadsheet? It's like no one knows what logic is being applied.

notice that belk made a press release about donating $50K yesterday ( a drop in the bucket for a large corporation) after questions where raised about where store level charity sale money ends up.

Not just a new CEO, but Sycamore also named a new EXECUTIVE chairman John L. For those unaware an executive chairman has more power and authority than a regular chairman of the board. Executive chairman has a lot more say over day to day operations of a company. And essentially the CEO reports to the executive chairman. Plus like most boards they tend to operate behind the scenes, as opposed to more out front like a CEO. Get ready for virtually no transparency. Plus on a side note, no mention of Stefano's role in the new company.

259 ISP’s. Not exactly the “100” ISP’s they told us to expect. For those who said yeah but they said it would be 100 “roles”. BS. That was just corporate speak to disguise the real numbers. If they are so transparent, how come they didn’t publish the number of demotions??? From this thread, it seems like there have been quite a few… Yet another way to disguise the numbers.

It appears that Centene leadership may be actively monitoring and moderating content on this platform. I’ve personally observed posts and comments that were visible at one point—some of which I even shared with colleagues—only to find that they were later removed or no longer accessible.

This pattern raises concerns about the transparency of communication and suggests that certain viewpoints, possibly those highlighting uncomfortable truths, are being suppressed.

I know who is impacted by ISP is supposed to be a top secret. But I wonder if some leaders and associates have already received a hint or heads up that they are safe.
The reason I say that is some folks seem so calm and upbeat, while the rest of us are freaking out.

Surprise surprise.. 20-30% avg my a$$.

My org and grade range is being cut 50%

Heartless. I bet you c***suite gets a big pay bump and bonus next year for all their savings.

There’s no sense of team spirit, no clear vision, and nobody actually guiding people forward. How this place is even functioning is beyond me.

Any rumors at all? I seriously doubt they’ll limit it to just redundancies. I expect they’ll go after experienced, skilled veterans too, because that’s what everyone does. Knowing your job often comes at a cost. I’ve yet to see layoffs, here or anywhere else, done strategically. It’s always crude, led by numbers, never real planning.

I’ve been at Cisco for nearly two years, and it’s becoming very frustrating. Last year, CPF was cut to 0.61, and now they’ve split merits and promotions, basically halving the budget again. It feels really unfair. On top of that, whenever I bring up a raise conversation, my manager guilt-trips me into believing I haven’t done enough, completely overlooking my accomplishments. I’m seriously considering switching jobs, but I wonder- is it the same everywhere? Are most people this unsatisfied at their companies?

He-l of a leadership strategy - drag it out for days and say nothing. Are they just adding stress on purpose at this point?

I've never been a part of a more confusing, meaningless, awful meeting.

There were recent layoffs and the only explanation was "streamlining" without any explanation of the actual business strategy around it (if there was one).

Managing committee low scores were blamed on middle managers when it's literally his score as the leadership team to contend with.

Recognition only means Best in Us cards when people literally said career development, salary, and workforce strategy.

We're supposed to define our own roles.

If we want to grow we should learn other disciplines but if we want to be a leader we should specialize?

Constant mention of mystery open roles coming after layoffs with zero explanation of what they are and what the business strategy for them is. Almost veiled threat that we should all be applying for them after layoffs.

Blamed a typo on his direct reports not catching it.

0/10 stars

This was ridiculous.

It’s increasingly unclear what’s happening within Moulis’ former organization in OT. There’s been little to no communication about the long-term plan, while people keep leaving or being let go. Rumors of another reorg continue but with no transparency on timing or impact. Leadership — including the new VP — has not provided clarity or support. Does anyone have additional insight on this?

I was hoping for more answers but it was good to see who our new CEO is and he seemed okay. Any other opinions?