#workload

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?

Nothing better to do with your corporate time then waste a couple days a week/hours on going to a store? No work to do? Come to the stores and just get in the way and have no idea of things. It's beyond comical. Talk about a waste of time. Must be nice.

http://techrights.org/n/2026/10/27/It_s_Perfectly_Possible_That_Microsoft_Has_Just_Told_Most_of_It.shtml

Hired ~2 months ago. Exited today. Wow.... I have never seen such a devotion to the PMP PMBOK as if it were a religious text at the total and complete detriment to delivery and lack of any/all knowledge of the last decade plus of shift-left and automation of processes.

How is this place still afloat? I watched teams struggle to implement a single standard REST API a single developer should be able to deliver in a day.

Seriously thought about staying and going the over employment route but the thought of sitting in so many pointless meetings any longer...

Anybody else not staying in office the full day? Or anybody having random people on the floor stalk you and report to your manager about not being in 8 hours/full shift? lol this place is all jokes

I'm so sick on this AI Slop they keep pushing. They expect us to do in 1 month what previously took 6, while they can't even keep their servers online. I actually LIKE AI, and I use it daily, but they want to replace functional workflows and GOOD harnesses with hallucinated slop so they can throw around words like "agentic". How about we replace these SVPs with agents, we might actually be able to get stuff done. Maybe then leadership might actually be able to provide direction for once

Are they monitoring total time spent in the office, or is badge-swipe activity sufficient regardless of hours logged?

So with the next report that they run on November 1st, will these be the weeks that are included?

Week 1: Oct 25 - Oct 31
Week 2: Oct 18 - Oct 24
Week 3: Oct 11 - Oct 17
Week 4: Oct 4 - Oct 10
Week 5: Sep 27 - Oct 3
Week 6: Sep 20 - Sep 26

QCOM does culprit practice of hiring young graduate for low wages ; squeeze them by giving heavy work load eventually ruining their health. Once burnt out layoff the work force for hiring next batch of victims . QCOM performance rating are manipulated and should be challenged . So any one planning to accept QCOM offer should mitigate that company will make heavy amount of wear and tear to employee health so should ask for heavy renumeration.

Has anyone heard any information on if or when some of the call centers are gonna close? Rumors have been going around for a couple years now and it seems like even with the RTO , we are short a lot of workers at the center that I work at and that’s a little disturbing to me. I’m older so I don’t know if I can find anything else. Any information would be appreciated. Oh, and I work in the southeast..

it's not all roses here in India either. People were recently laid off at HIH. It's no longer about bringing jobs here; it's about cutting costs and getting double the work out of fewer people. I can understand people complaining after working somewhere for 6 or 10 years, but HIH is fairly new ~3 years old at most and they have already laid off close to 100 FTEs, not to mention the people on PIP who are next in line.

Regarding the lifestyle and salary, a handful of people are getting great pay if they are in the good books or the inner circle of a manager, but for everyone else, it's the same underpaid corporate sh*t. Plus, the constantly changing leadership and their shifting visions make it incredibly difficult to get work done.

There is also a lot of politics at HIH in every department regarding workload and who is doing what plus special mention of our special HR team here. They could have built a balanced culture from the start, but instead it's a mess now

My team’s manager and senior lead were affected by the "reorganization". We now report to a new director. He does not yet understand how our team works. Some team members have too much work. Other team members have no work for a full week. Should we escalate to VP?

What happens to us if we're further hit in the following cuts? Do those who are left get reassigned to other teams or are we expected to pick up the amount of work that is physically impossible to finish even if we work 24/7?

We've lost too many people and they're still trying to figure out how to make everything work with what we have left. This is just my opinion, but it'll take at least a few months before they hit us again.

Webex, outlook, meeting and now orchestrating multiple agents . It’s very hard to get anything done . Miss the old days

Really grieving the upcoming loss of American jobs in our dept. It is increasingly harder to come to work and not just be SO ANGRY. Having to train the replacements for our jobs is just sick and dehumanizing. To show up, volunteer, and do your best to train the global team replacements over the last several months speaks volumes to the character and great work ethic this sick ticket company is losing. Disclaimer for the trolls: NO we can’t just quit as these jobs are harder to find for remote work.

I see it all the time people leaving with all their stuff after lunch in the office? Hard to be believe they got here at 4 am or 5 am. On my team we not only have to be here 8 hours they track our computer activity too! Seriously which teams should I be applying to?

Let's talk about it.

How many CM are feeling overwhelmed with the metric goal of 73.

1. How are you successful in addressing needs timely?
2. Any difficulties completing follow up timely?

We are encouraged to ask questions voice concerns, however if anything less concerns voiced less questions..

It feels like Nike is pushing everyone to use AI so they can figure out how to automate as many roles as possible. Eliminate those roles and then those at the new India campus will be doing a majority of the workload.

100s of posts on cuts at JPM, but what about people who resign or retire?

Are those positions actually getting filled or is management just spreading the work around and calling it efficiency? This comes across as a silent layoff.

Curious if anyone in CCB, CIB or tech has seen a backfill approved recently. Could this be how they're reducing headcount without announcing more layoffs?

Poor decisions were once again made. Roles that no one has interest in such as CSS1/CSS2/CSS3 were created last year and now they don't have enough people to fill them because there is no incentive.

They refuse to tell you what the pay is before you go into the role because the real answer is, the pay will be around what you're already making... maybe a tiny bump for triple the work/stress. If you make higher pay due to working later shifts, you'll probably be making less... all while your bonuses and other benefits have already been getting gradually worse year over year.

This is where the soon to be forced "promotions" come in to play. Completely short-sighted... but no one seems to care about that. Instead of creating roles people are semi-interested in and justly compensated for, they're going to force reps into these roles they'll hate... ensuring the customer gets a sub-par experience at best. Amazing.

Walgreens is currently facing a shortage of store managers. This staffing issue has resulted in increased stress and demands on existing employees, as they are often required to take on additional responsibilities without adequate support.

Impact on Employees
Increased Workload: Existing staff may experience heightened pressure due to understaffing.
Employee Stress: Many employees report feeling overwhelmed by the expectations placed on them, which can lead to a challenging work environment.
Reasons for the Shortage
High Turnover Rates: The demanding nature of the job and unrealistic performance goals contribute to turnover.
Recruitment Challenges: Attracting qualified candidates for management positions has become increasingly difficult.
This shortage not only affects store operations but also impacts employee morale and customer service quality.

I have never in my entire working life seen processes change at the pace they change in this department. The constant stream of updates, new procedures, and shifting expectations has reached a point where it feels impossible for anyone to keep up. There is only so much a person can absorb, remember, and reasonably be expected to apply at one time. At some point, it stops being about an employee’s ability to adapt and starts being about whether the volume and speed of change are even manageable for a human being.

Why are noninterest expenses only down 1%?

The answer: the great su-king sound that is Wealth and Investment management. Higher "revenue related" compensation (i.e. sales bonuses). The efficiency ratio of every other business is good; the efficiency ratio of WIM is 80, bringing the efficiency of the whole company down.

We are all getting pressed so WIM can su-k corporate resources.

Or will they only result in layoffs?

The number of people managing the work compared with the number actually doing it makes no sense. Early on, someone told me that a small fraction of the staff would end up carrying almost everything. I thought they were exaggerating, but I've watched it happen. The same people get relied on again and again while the organization keeps adding layers above them.

The constant pressure is making people consider leaving on their own, and I can't help wondering if that's the point. Fewer formal layoffs would mean a smaller number to report.

More cuts or can we relax at least for a single week?

When did we go from an occasional layoff to having to worry about them 24/7?

There are only so many hours in a day, and my workload stopped being realistic a long time ago. I'm covering responsibilities that used to belong to multiple people, so some deadlines are inevitably going to slip. I'm not going to pretend otherwise by working myself into the ground. If everything needs to be done faster, the staffing needs to match the workload.

The biggest obstacle in my team isn't the workload, it's the way our manager handles it. Priorities change without much explanation and decisions often create more problems than they solve. Then the employees are expected to figure everything out. It shouldn't be this difficult to get through a normal workday.

Make it make sense. These millionaire VP’s and CEO’s living large. I can’t afford a new car and dedicated my life to this stinking company. And for those of you who say oh your choice yea well I didn’t have much of a choice. That doesn’t excuse this company from paying people the way they do. I’m sick of it. They just keep piling the work on with a salary from 2017. No matter how much people scream about it on heartbeat it just gets ignored. I can’t stand them. DDAT blows.

No displays up. Store is almost empty. I’m sure I’ll hear about how this location is the worst in the market for online service metrics.

Looking forward to lunch, too—except virtually every restaurant within five miles serves Coke, so apparently I can’t realistically grab something to eat while supporting the company I work for.

Then, one minute after my shift started, I got the call: two more stores added to my route today because of call-offs.

I explained that it’s my daughter’s birthday and that, after a 12-hour shift, I’d really like to get home to her.

The response? If I leave, I’d be “abandoning my job,” because today is going to be a 16-hour day.

No displays. Empty shelves. Missed service metrics. Call-offs. Sixteen-hour days.

At some point, you have to ask whether the problem is really the person standing in the store—or the system they’re being asked to operate in.

I don't remember Cengage being this difficult to work for. We're dealing with heavy workloads, frustrating systems, weak leadership, and pay that no longer feels competitive. And to think, we used to be one of the premier employers in our field. How things have changed.

In honor of USBank telling us what the Bank is changing, despite outcry from employees, let's list what we are not changing as employees without a voice since they told us our voices doesn't matter.

I will not work more than 8 hours. I will come in at 8am and leave at exactly 4pm. I will not stay late eveb if there's an urgent matter.
I will not come in early to attend meetings.

I will not volunteer for any assignment as it's only more work with zero extra pay except to GK.

I will not do more than necessary. I will only do the bare minimum to keep my job as being a high performer and receiving praise from my manager and Co worker do not translate to compensation, only extra work

Any news on the new time system for non exempt employees?

If they want to cover for the laid-off people, at least provide better speed ram rom computers, and speed applications, what the fu-k is this need to wait 5 seconds to load to next page in internal portals and systems.