Holy cow, I didn’t realize our ELT was so bad. No integrity, no purpose, no inspiration.
13 replies (most recent on top)
@e0 Oh no no no! Don't "quiet quit"! "Being busy is the best antidote to anxiety" -didn't you hear PP?
eyes roll
Make them pay you to leave if you leave.
No one cares about GP CES scores, they just have to kiss up enough to ELT. Half of the ELT has bad CES scores, no one cares about that, those scores don't matter at all it's just a useless activity the hr chief does, her scores are bad too. None of the ELT are good bosses, not a single one. Just quiet quit and find another job.
@fj you sound like you have more information than what is being posted here or said by firm leaders. Care to share instead of hiding it and making fun of others for assuming they will be safe?
I genuinely would like to know because I also feel like I’m probably safe, so I would like to know if there is reason I shouldn’t be.
If you’re just mouthing off because you have a different opinion and no real information, then just say that too so everyone can ignore it
@a7 …..um, you absolutely WILL be effected by the “reimagining”. Just wait. LOTS of heads will roll 8/31. Scary times are coming.
Quiet quit. Make them pay you to leave. They gave up on us. Not the other way around.
@cw quiet quit and apply to jobs.
@bk Same kind of scenario here. Our GP was promoted despite horrible CES scores for several years.
Now that the culture is gone, do I quiet quit or leave? I don’t have the energy to play office politics which seems to be what gets rewarded around here.
@aa in my area the two same GPs remained. We’ve had the worst engagement scores for the last three years yet no changes to the top. This is bogus and useless exercise to justify their cuts.
@aa Totally agree. The new org chart is way more siloed, over the top and needlessly complex than the previous structure - essentially the complete opposite of everything they've promised Reimagined to be. Not to mention the addition of pointless new divisions - like a separate division just for managing the managing partner's office? Or the new "Chief of Staff" team/position, whatever that is?
They told us 40-50 GPs are retiring, but the ones that I'm aware of have already started their succession planning or drawing down on their day-to-day responsibilities well before ER was even mentioned. While the rest of them, including many that we've all previously blamed for impeding decision making and blocking any progress from being made, get to keep their lofty positions and profit payouts by simply moving to a different area of responsibility and a fancy new title. While the rest of us "lower level" people get the chopping block. How does this solve anything?
There wasn’t enough change in ELT or the org charts from cascade 1. This very much looks like ELT kept their friends or their yes men and women. I have zero confidence that the goals of ER and making decisions faster will occur with this org chart. Spans and Laters are a joke as it applies differently to each area.
I felt the same thing. I even tried to take my biases out of it because I don't think I'll be impacted by ER. But, I couldn't, felt amateur, not a Fortune 500 company