After all the reorg emails last week it said management and HR would be talking to people about reporting lines within a week
This hasn't happened, any idea when it will ? Everyone is in limbo
11 replies (most recent on top)
@ch non of them will go soon, as they need to keep the gender balanced in leadership, a kpi is on focus.
tracking the number of women on the team, women in leadership, and whether the overall representation looks balanced. Those numbers matter. But representation alone doesn’t automatically build a better company.
The real competitive advantage happens when different people are genuinely empowered to think differently.
Think about how a team actually operates: One person might challenge ideas aggressively, while another is great at picking up on emotional friction before it boils over. Someone else might obsess over speed, balanced by a teammate who knows exactly when to slow the room down before a costly mistake. High-performing organizations need that kind of cognitive range so everyone isn't attacking the same problem from the exact same angle.
That’s why turning gender equality into a debate over who is "better" misses the bigger opportunity.
Businesses aren't built by abstract demographic categories winning against each other. They’re built when capable people bring their unique experiences, instincts, and strengths to the table—and the culture is mature enough to leverage those differences rather than flatten them.
This isn't about assigning fixed traits to men or women; individuals are far too complex for stereotypes. Instead, the ultimate principle here is complementarity.
A team becomes truly unbreakable when its people don’t all see the world the exact same way. Thats not the case here, specially in IT , Finance and PMO. All chime the same tune. No one has the contrast voice to solve complex problem.
Now you see stock price is rising high, when all AI, tech companies are deliberate down like shopify, celestica. That means market is looking it as a legacy system leader, not as front runner.
@d1 that's silly. The people being wfr are already selected ,
@d1 If the objective really is voluntary attrition before WFRs, panic is exactly the desired response. Sometimes the smartest move is to stay calm, keep doing your job, document everything, and let the company make the expensive decision.
It is also possible that the changes made were just to cause some fear in employees of upcoming WFRs, so that as much as possible employees quit before they start with WFRs. That way they can save more on severance
Forget personalities for a moment. The real test is simple: did these changes make employees more productive, or did they create more process, more operational overhead, and less time for actual business value? Leadership should be accountable for that answer.
Will Shanon bell and her puppets from IT and PMO will go? In name of fixing, she messed up all processes and enterprise applications, those are just burning my hours on operational activity, rather than the business value my role offers. In my 30 years in industry with many companies, i have never seen such zero emotional intelligence leaders.
@ax Within 2 weeks.
@at yes but when are the Oct wfr going to happen
Waiting until the Oct WFR wave is completed. Can't align ICs impacted by the ELT reorg until notifications are completed because those without a seat would know.
@OP agreed and confirmed, there was no changes last week and none coming in the future either
We need all our people for all the new customers
No one here knows anything. Come for the sh--s and giggles, 100% confirmed