#workload

I cannot be the only person in the company to find it ODD that there is time between calls in 4th quarter.

It's that feeling as if we(as in corporate employees) are just put here on the phone to take the calls that are overflowing in the que.

The department I am in LNP Tier 2.

Just hit the point of no return... management is sending messaged that boil down to "shut up and work harder..."

Got wind of a rumor that there is another massive round of lay offs coming to Gore.

Any leader that is more than 6 degrees or levels (even though Gore "doesn't have levels") away from Brett Snyder is going to be cut.

They are also refusing to backfill important roles and just piling on their work to other associates.

This messaging is extremely weird considering they just gave a profit share check out - which implies we are exceeding expectations.

Do you feel you're suffering from burnout – having too much work, too much pressure and too many demands?

Or boreout – having too little meaningful work to keep you occupied, with whatever hours you do provide to the company being spent on irrelevant tasks that add little or no value to either DXC or its clients?

Or do you feel it's all about right and except that's you'd probably like more salary working at DXC isn't so bad after all?

After spending the weekend trying to recalibrate my mental health following the absolute disaster that is ODW, it's back to it tomorrow. Oh, the dread.

Why is it so unbelievably bad? And this isn't just a case of complaining because it's a new tool and people don't like change. It's fundamentally broken. Everything takes longer, the migrated data is a complete mess, and the overall experience is genuinely painful.

How does a global company of this size manage to roll out something so poorly executed?

At this point, are they not only trying to drive employees out, but actively encouraging customers to take their business elsewhere and switch vendors?

Anyone heard any news?

My LM had said he had seen 10-12% cuts per year over the next few years or so. I've heard the ultimate goal is 50% cost savings by 2030, so I'm sure more offshoring or cuts leaving those left behind with 50% more workload.

Get ready for more inspirational CEO LinkedIn posts about leadership, transformation, and how amazing everything is going! Thirsty much?

Our newly streamlined, U.S.-ONLY tower company is heading to Europe for an investor conference. Because apparently the best place to talk about American cell towers is across the Atlantic.

Assuming 3–6 executives make the trip, let’s pencil in a hypothetical $35K–$50K European adventure.

Meanwhile, back home: headcount down, benefits squeezed, workloads up, and employees doing the jobs of three people while leadership celebrates how lean and efficient we’ve become. We are thirsty too but you took away a lot of our drinks and now that you have us in our jail cell cubes it’s more like a prison diet anyways, and as we chose to spend more to stay healthy with more office viruses already here it’s essential. But go, enjoy Europe, find a buyer like we all think you are doing to sell us out and get your even bigger payout I mean your family is covered so that’s all that matters.

But don’t worry. There should be plenty of photos, hashtags, leadership wisdom, and LinkedIn likes to show for it.

Nothing says operational efficiency quite like cutting costs in Texas and celebrating the savings in Europe.

#TheLayoff #CrownCastle #CorporateIrony #Leadership #DoMoreWithLess

Finally had time to read the Q3 earnings report after spending 12 hours a day in Walmarts trying to improve first time pick rate and donating what’s left of my lower back to retail.

Beat revenue. Beat EPS. International is rolling, snacks are improving, and Gatorade is doing its part.

Then we lowered the full year outlook because apparently commodities didn’t get the memo.

Basically, we covered the spread in Q3, hammered the under on the rest of the year, and my lower back has entered the transfer portal.

Does anyone know why on fms there are such low volumes recently? Should we be worried about layoffs?

Whenever management runs out of ideas, we're told to squeeze more work into the same hours with fewer resources. I'm sick of being expected to compensate for their sh-t decisions.

We keep losing people, but apparently nobody at the top thinks anything should change. The same deadlines, the same targets, the same expectations, just fewer people available to handle them. I'm tired of being told to make it work when management keeps making the situation worse. They need to explain how this is supposed to be sustainable.

Why are you ki-ling yourself trying to meet expectations that keep changing? They'll run you into the ground and then let you walk away without a dime.

This is unreal to me, and I’m having to cover nearly all of these, and that’s not including the PTO I’m covering! Did merchandisers always call out this much?!

Verizon has a horrible work culture, I have worked with some of the most hateful coworkers. People who have been here 20 plus years who treat others with so much hostility and disregard. I don’t even feel they think I am human. Tired of being in tears while threatening to lay off every other week while I work so hard and tenured employees do the bare minimum and pass their work off onto me without so much as a thank you

Cigna can't keep expecting fewer employees to carry the burden of every cost cutting decision. Leadership needs to own the situation, hire enough people, and stop treating fair pay as an afterthought.

What's wrong with Disney? Most of us are overworked as it is. Why do they think they can keep cutting and everything will stay the same? Same amount of work on fewer and fewer people is not a sustainable strategy.

With team members impacted, and workloads higher than ever, when do we have time to complete the 300 AI trainings that are shoved at us?

They eliminated half our team and seem to think the rest of us can magically absorb everyone's responsibilities. We've agreed not to let them turn their staffing decision into our unpaid overtime.

Is this normal? Is it expected? I know it's not a lot, considering some folks work 60, 70, and longer hour weeks, but it's their choice. I feel like I'm required to work extra.

I've spent months picking up extra work while my team keeps losing people, and this latest layoff has finally pushed me over the edge. I don't see a reason to keep giving everything to leaders who won't support the people doing the work.

Some teams are now down to a quarter of their original size.

Not for the big stores we need to open pitcher twice a week. This sh-t is getting plain stupid.

How did anyone get work done the last week? Share your story.

I see the ecosystem is depleting and strained.

Cross-training has become an excuse for poor staffing decisions. Rather than hiring enough people to adequately cover the workload, management continually adds responsibilities to existing employees and calls it versatility. The result is an overwhelmed workforce, diluted attention, increased errors, burnout, and an unhealthy work environment.

You cannot keep adding roles, responsibilities, and expectations without adding resources. Employees are not an unlimited staffing solution, and expecting them to function as multiple positions simultaneously is not good management. It's cost-cutting at the expense of the people doing the work.

Has anyone heard anything about set in office hours being put into place?

Will there be more layoffs in Homelending? It’s getting slow? Will there be more layoffs next week?

Four capable team members with roughly a century of experience between them have been let go, and our leadership team has been cut in half too. The rest of us were already working 50+ hour weeks, so I don't know how we're supposed to manage this going forward.

This may come in handy for those who suddenly come across this type of manipulation from a toxic manager, and how to recognize it happening to them: if you out of nowhere start getting feedback that you aren't using the best time management or aren't prioritizing your time well (even if you aren't missing deadlines); that should be your cue that they either want to throw more onto your plate with no compensation or level change OR that you are on your way to being managed out. If your past reviews were stellar or above average - and you didn't see this coming - also take that as a warning that they want you out. And they will use several means to accomplish that.

According to Google AI: Gaslighting employees into believing they are bad at time management is a manipulative tactic where an organization or manager shifts the blame for systemic dysfunction, unclear strategies, or unmanageable workloads onto the individual's personal skills. Instead of addressing poor planning, understaffing, or shifting priorities (which are constant here at TGT), leaders push mandatory time management workshops or imply the employee just needs to "work smarter" (to deflect accountability from the huge mess we are at the leadership level). We all know about the goalposts being moved constantly - needing for TMs to have to work weekends to meet the deadlines. Don't let them gaslight you into thinking you su-k at your job. It's them, not you. Management and leaders always avoid admitting a lack of coherent business strategy or resource allocation by making you feel inadequate.

It definitely does a number on your psyche; and you start developing imposter syndrome. Don't give in. Start looking for a new job. The culture has changed significantly at the Bullseye; and it make take years to repair. Hope this PSA is helpful to anyone currently there.

BTW, HR is not there to help you with this. They are not your friend. Once you start complaining about workload (whether to your boss or through those "anonymous" surveys), they will see to it that you are no longer there.

from prior rumor on this site, expected 16 weeks plus years of employment - 2. turns out to be exactly 1 week per year at work. and you expect daily work duties until 12/31?

What is the rationale behind the upcoming four-hour DDAT training session?

Dedicating a four-hour block to topics like "DDAT Iteration Planning" is highly impractical for teams managing heavy daily workloads. Furthermore, the schedule allows for only two 10-minute breaks over the entire duration, and scheduling this block for 7:00 AM creates an unnecessary burden on participants.

The session features three presenters speaking at length without offering clear, actionable insights, raising serious doubts about whether the instructors fully understand the material they are attempting to teach. We need a major overhaul of how these professional development sessions are structured, timed, and delivered.

After working at many other companies and now working at WF I can say this bank is super cheap. They basically want you to do it all for nothing. Thoughts?

Heard a rumor that the company plans to eliminate hybrid work starting in 2027. Unsure if this is just for folks that are hybrid in Minnesota and DC where hybrid employees are expected already to come in 4 days a week. Anyone hear anything about this?

Just imagine staying and a) having to do 2 or 3 times more work because all the teams are going to shrink and the work will either stay the same or increase or b) thinking you're safe because this should have covered it all just to realize not enough people accepted the offer and get caught in an involuntary layoff with less of everything.

Is today going to be a lighter day?

Should be quite predictable by now, but again here we go right before earnings. More people just vanished. People that you would think were valuable, but alas dispensable considering more holes in the revenue and not as many took the early out as wanted. So, back to the grind, time to again take on more work from those dearly departed.

Who around you just vanished into thin air?

Folks who left their projects were not backfilled - OK, I guess that's the point of layoffs - good job execs. But work continued with CIEC team members joining instead... Is that happening elsewhere? If your team was cut - what work stopped???? What moved to another group??? What landed on the people still here??? This whole thing makes no sense to me.

I know this isnt everyone that acts like this, but as a longtimer, this is how i see many in IT act in these roles:

I7: Works hard, gets told you have to do your tasks plus I8 tasks to be considered doing a good job

I8: Does the I7 work, all the I8 work and 95% of the I9 work

I9: Doesnt pay attention in teams calls, rarely knows whats going on in general and asks the I8 all the questions for the trivial things they do work on that they should know the answers to

Am i missing anything?

Saw more one on one between principal manager and Staff, Sr staffs. And everyone looks tensed .

What exactly are the rest of us supposed to do, assuming we survive the next few days? We physically can't do all the work with just half the people. Is this how they're going to get rid of the rest of us? Create unbearable conditions and then wait for us to quit on our own?