#workload

There is a unique kind of professional dread that comes with sitting in a mandatory weekly roundtable for a company with no remaining backlog. Being asked what are you working on when the answer is effectively nothing, because we are sitting ducks turns corporate communication into pure performance art. It highlights a painful gap in leadership when routine replaces reality, forcing employees to invent micro-tasks just to fill the silence.

I am curious about was the LR and pressure is in this sub org on sbg

This is more or less just to vent, but I’m tired of the “do more with less” attitude here. I know I’m not the only one whose team has been expected to take on more work with less resources, make sense of vague information from leadership, all with no title changes or pay increases.
I’m categorized as a “high performer”, but I’m burning out and losing my will to care. I’m actively looking for a new job, but it’s a struggle to look for something on top of my workload. I don’t know if anyone else feels the same.

Hey bootlickers! Please stop monitoring where everyone sits. Someone reported me that I'm working from the cafeteria. Hey MF you obviously have ZERO work to do to care that much. Joke is in you, my manager don't even care where I sit. And yes I'm gonna sit by the snacks, the sun, away from you. WTF this place is he-l.

What’s happening with UHC Texas C&S, specifically service coordinators? They aren’t laying off, but they are shrinking numbers drastically through natural attrition. After 1% across the board raises for even 4s and 5s, they immediately quit backfilling spots when people leave, resulting in low pay increases coupled with high increases in workload. Our caseloads have increased drastically and we are nowfalling behind and not meeting members needs the way we should be. Everyone is discouraged and most people are looking at leaving soon. It takes months to onboard and train new SCs to the point they can take on a full caseload, but they still haven’t hiring. It’s the members that suffer the most. Turnover has been accelerating since everyone is overworked and underpaid and many people have left. In my service area we’ve probably lost a quarter to a third of our nurses this year. At the same time we are getting emails saying the company is doing well….

The workload keeps growing, and the support keeps shrinking. I haven't seen a single meaningful change that would improve things in years. How are we supposed to keep working when we're all literally burning the candle at both ends?

I’m part of the first group and my PL seemed very stressed out about that. said they wished I was staying longer.

my thing is I am done. my PL has piled on more work for me while allowing pi-s poor performance from others (and I have been doing their jobs for the last three years).

I have listened to my PL give every excuse under the sun as to why others can’t do better, including the fact that I can do the work faster and with high accuracy… so?

I know this is not a unique circumstance and high performers are usually given more work while others continue to coast. I’m beyond burnt out and exhausted.

I’m so anxious about them prolonging my departure instead of putting responsibilities where they belong, back to the people whose job it is. my actual responsibilities can easily be distributed, the work I do is not that complex.

the difference with my colleagues covering my work is I won’t be here. I covered theirs while they whined and complained about every. little. thing. they sat and got paid. I did it all. I’m done.

https://www.cnbc.com/2025/10/01/ghost-growth-is-frustrating-and-burning-out-workers-says-new-report.html

there are five extended separation dates according to the updated FAQ:

• December 2026
• March 2027
• May 2027
• August 2027
• November 2027

the FAQ details how extended separation dates would impact severance benefits... but being asked to stay until November 2027 is just wild AF to me. my limit is December 2026 and that's pushing it, 'cause I'm over it.

In the last three months we have been paid late once & have had our pensions messed up. Colleagues are leaving on mass, nobody is being replaced, we are expected to do more work without any benefits or reward and some colleagues are overloaded with that much work I’m surprised they haven’t left already. The company is a disgrace from top to bottom & the wage I receive with the responsibilities I / we is nothing short of scandalous. If you do a good job you get penalised & can’t pursue other opportunities, I have the mind to stop all my extra clearances & do the bare minimum. I used to enjoy working for DXC but every week gets worse, it genuinely feels like he-l, and the day I leave this torrid company will be the best day of my working life by far. I know that the majority of my colleagues are seeking new jobs & hopefully a load of us leave at once leaving a massive mess & for the system to collapse. If you are thinking of working for DXC don’t plan to stay here for more than two or three years otherwise it will become utterly unbearable & you will hate every single day.

What job should I go for next? One in a supermarket or a bin man? I’ll get paid more either way, I’ll have less responsibilities & I won’t be at risking of going to prison if I mess up.

A lot of struggle these days in the IBM Expert Labs organization. Work is less and less every year, it does not seem like they will survive another year.

Comments?

All PE in IT should stop doing grade 5 and 6 assignment. Have every PE provide their top 3 project. Take projects away and assign them to a Grade 7. If the Grade 7 executes, the PE gets BE. Most India worker better than American PE.

What do we think is next? Stocks haven’t gone up, there’s a million and one projects in connected care that don’t seem to be going anywhere. Is the sweet release of severance awaiting any of us?

Question for HouseCalls APCs — how’s everyone’s schedule looking for August and September? Curious if others are noticing a pattern of unusually few visits scheduled starting mid-August onward.

I've been at the bank long enough, and in enough different roles, to finally understand how the place actually rewards performance.

The reward for hard work isn't recognition. It isn't career growth. It isn't additional compensation. It's more work.

Not just any work, either. You get handed the complex, politically sensitive, high-risk initiatives that everyone else has quietly managed to avoid. The kind of work where failure has consequences, success is expected, and if you somehow pull it off, leadership thanks you by immediately assigning you the next impossible project.

Competence isn't rewarded here, it's exploited.

The irony is that the less capable you appear to be, the less you're expected to do. People who consistently fail to deliver, miss deadlines, or spend more time trying to hand off work than actually completing it somehow develop an impressive track record of failing upward. They become experts at managing perception instead of outcomes, while the people actually producing results are too busy carrying the organization to spend time marketing themselves.

Then there are the teams that seem to have won the organizational lottery. Small teams. Clearly defined responsibilities. Minimal scope creep. Leadership that actually protects their capacity instead of treating it like a public utility. Flexible delivery timelines. Dedicated administrative support. They get measured on exactly what they signed up to do.

The rest of us? Apparently our job description is simply "everything else." Need another critical program? Give it to the team that's already drowning. Another governance function? They'll figure it out. Production support? Add it. Executive requests? Sure. Regulatory deadlines? Why not? Twenty-four-hour operational oversight? Of course. After all, they've always found a way before.

Then leadership has the audacity to act surprised when capacity becomes an issue. The best part is pretending this is all accidental. It isn't.

Leadership has the reporting. They have the staffing numbers. They have the capacity plans. They sit through prioritization meetings. They review resource models. They approve organizational structures. They know exactly which teams have half the support and two or three times the responsibility. They know which groups are expected to supervise critical operations 24 hours a day, 365 days a year while simultaneously delivering strategic initiatives.

They're not uninformed. They're informed enough to know exactly what's happening and comfortable enough to let it continue. When you escalate the issue, you get the standard corporate script.

"Prioritize better."

"Focus on the highest-value work."

"Be more strategic."

"Challenge your assumptions."

As if no one has ever considered making a priority list.

You can spend weeks documenting workload, mapping every deliverable, demonstrating capacity with actual data, and proving mathematically that there aren't enough hours or people to accomplish everything being demanded. The response?

"We understand."

Translation: We have no intention of changing anything, but we'd appreciate it if you'd continue accomplishing the impossible so we don't have to explain the problem to someone above us.

The most frustrating part is that leadership often mistakes resilience for excess capacity. Every time a team sacrifices nights, weekends, vacations, morale, or retention to somehow meet another impossible deadline, leadership congratulates themselves on successful planning instead of recognizing they've just normalized another unsustainable expectation.

And so the cycle continues.

The competent become the organizational pack mules, carrying increasingly impossible loads because they've demonstrated they can survive them. The underperformers continue to enjoy manageable expectations because no one expects much from them anyway. Meanwhile, leadership points to another successful delivery as proof that the current operating model works, blissfully ignoring that it only works because a handful of people refuse to let the wheels come off.

At some point, you realize the system isn't broken.

It's functioning exactly as leadership designed it.
The people doing the work absorb the cost.
Leadership gets the credit.

And every year, everyone wonders why the people capable of carrying the organization eventually stop volunteering to do it.

They can't lay me off without severance, so they're making me want to quit instead. That's the only conclusion I can make after my workload got cut to nothing, my meetings disappeared, and my manager stopped including me in planning. I guess they're hoping I'll eventually crack and submit my resignation. Or they'll try to fire me. Whatever it is, I'm definitely not going to do them any favors and walk away on my own. They have no idea how stubborn I can get.

We're down 30 percent headcount and still expected to deliver the same output. With the VSP and probable subsequent involuntary layoffs, who knows how bad it'll get for those of us left behind. Can someone please tell leadership that people aren't infinite resources?

This place is on life support and has been for a while, and management keeps unplugging the machines. I've watched entire departments vanish, and the work just gets dumped on whoever's left. The collapse won't be dramatic - it'll be a slow, painful death by attrition.

They can't keep cutting forever, eventually there won't be anyone left to cut. But even if it does stop, is there any reason to stay? Whoever's left will just be expected to do the all the work of everyone who was cut, for the same pay. I don't see a happy ending here.

Why, as a leader in the field, am I now having to do the work of this team? The math is strange - I generate revenue, the firm allocates my revenue for this home office work yet I’m the one doing their work. From what I hear - the GP running it is inadequate and the directors are incompetent and have created a toxic environment where their staff left their area leaving us to do their roles. How are they still employed?

Ask around and you'll hear real frustration. With Gunjan/leadership, with direction, with a culture that's betting worse, high workloads, burnout.... But turnover is basically nothing. People stay for years, sometimes decades.

That's a weird combo. Usually when people are this unhappy, they leave. So what's actually keeping everyone here?

My guesses:

Golden handcuffs. Pension, benefits, tenure perks that are hard to walk away from
Grass isn't greener thinking. Assuming other places have the same problems anyway
Complaining isn't the same as job hunting. Sometimes it's just how people vent
Not a lot of comparable roles nearby to jump to

Anyone who's been here a while, what's actually kept you?

Quick question. We are salary employees, we have recently been required to work holidays with only a 15% diff, if the holiday fall on the weekend. If it falls during the week we get no additional money. Also we are required to stay late, people are missing lunches and breaks to get all the required work completed. However if there is no work in the queue we are still held to the same production metrics. Now we have recently found out that if for some reason we have a loss of power or internet access, we must flex the hours or take pto. It seems like the salary benefits only favor the company and leaves the employees with no work life balance.

Assuming we get notified 7/27 and that most people's end date is 9/4, that only gives 5 weeks for everyone to use up vacation and personal time. They don't want us taking PTO within 2 weeks of separation, so all vacation has to be used by 8/21. I don't know about everyone else, but I've got 16 days of vacation/sick time to burn, and I'm not the only one in my department who has admitted to applying for the VSP. If we all get accepted with the default exit date, my team will be running at 40% capacity. It will be a good preview of the sh-t show that they are about to walk into.

I've been working long enough to know that every job comes with pressure. What I've never experienced before is feeling this mentally exhausted all the time. The workload just keeps growing, the expectations never ease up, and it feels like everyone is running on empty. I've reached the point where I'm looking for something else because I can't imagine doing this much longer.

We have people carrying the team while others do almost nothing. Why don't the layoffs ever target the right people?

Months after my team was affected by layoffs, I'm still the one doing most of the work of those who were shown the door, with no extra compensation. If I'd been laid off, at least I'd have severance to live on while I looked for something else. This feels like a much worse outcome.

I like what I do, and I've always tried to give it my best. Lately, though, it feels like every time you prove you can handle something, you're rewarded with even more work and even higher expectations. At some point, even the people who care start wondering why they're trying so hard.

I was expected once again to take on tasks I've never been trained for, on top of everything else I already have to do. I said no. I told them if that's a problem, they can fire me because I'm done caring. My manager wasn't thrilled, but I'm still employed for now, so I guess they needed me more than they let on.

I really hope No RTMs work a minute over 40 hours. Don't let this company take advantage of you. Do you think any manager in this company works over 40? They don't even work 30 hours. Have you ever seen a DM or RMS come out and help when a merchandiser calls off on the weekend or any other time? I haven't so why should you now that you're an rtm?

You work your butt off every single day and what do you get as a reward? More work. No promotion, no raise, just more piled on your plate. Why bother?

Our manager has been saying we'd get two new team members for what feels like forever. It's been months and nothing. No new hires, no updates, no explanations. I don't know if there's an official hiring freeze or if the approvals just aren't coming through, but whatever the reason, we're drowning. We can't sustain this much longer and nobody seems to care.

They cut the people, but they don't cut the work. So the rest of us are left trying to do the same amount with fewer hands. We're now all stretched way too thin and I can feel people burning out. I'm honestly worried that some of the remaining team members will decide it's not worth it and leave, and then those of us left will be in an even worse situation.

Too much to do and never enough time now. Once all these changes happen I can’t even imagine this scenario.

And the quarterly bonus… I’m not getting one… So much work done… So disappointing!!!
I’m sure I’m not the only one not getting one..
So disappointing when you’re looking forward to it and it’s not there!!!

What exactly do supervisors and managers and above do everyday? My supervisor is either in a meeting or on a call almost everyday, and seems like every 3-4 hours they have to go to a meeting or hop on a call. So my question is, for sups or whoever is familiar, what the heck exactly do these sups do everyday? No way you will have so much to say if you go on a meeting almost everyday for 4-5 hours a day?

"Managing 100 calls a day—as required for care managers at Centene’s Sunshine Health—is an unsustainable expectation. One has to question the quality of both those interactions and the resulting documentation. Requiring such a high volume of calls, effectively placing quantity over quality and metrics over genuine member care, is fundamentally abusive to both staff and patients. Does CEO Sarah London truly understand the impact of the mediocre leadership culture that thrives on bullying those on the front lines? It seems unlikely, as she appears primarily concerned with her own $20 million annual compensation, regardless of the operational reality on the ground."

Laptops are being rationed and recycled. Yes, recycled. So that laptop you just got might be 3 years old and won't handle the windows 11 upgrade. Team members are going through three four and five laptops before they find one that can handle Windows 11.

smh.

They want you to come into the office but they don't want to give you a computer.

Meanwhile we have all these groups pointlessly tokenmaxxing.

Technology has always been pretty bad at Wells Fargo. This is unacceptable. How are we going to sell products customers without compute.

We need to fire a lot more people. Unfortunately we seem to be firing the wrong ones

I stand here on ashes and ember. Many colleagues impacted, particularly those I rely on to support and drive execution. I suppose someone will figure out how I can push any projects through without them? I will quietly and simply sit on my hands until then.

Fellow MBA’s what shifts do you normally work each week?

I now normally get stuck with 2 Closing Shifts , 3 opening shifts

I used to get 1 close and 4 opening shifts when I first moved out of being a CXM

Less closing Was supposed to be a perk of being
MBA vs CXM

And now having AYS , Jewelry and CXC’s added to my list of responsibilities is pushing my buttons

Just curious, any departments getting word of additional duties? If so, list your dept. and if comfortable, your additional duties.