Another notification could arrive at any time, and we're left wondering whether we'll be the next ones called in. Constant uncertainty like this is no way to treat a workforce.
10 replies (most recent on top)
@k1 then quit - who is keeping you at a company you hate and done want to be at?
@g4 there you are again!
@jb In a few words, as a current employee, I am burned out!
Ha Ha ! Wrong Person!
This is actually my first post on this thread, so you might want to get your facts straight before launching into another personal attack. The fact that you're so eager to attack people without knowing who you're talking to says a lot more about you than it does about me.
What's interesting is that whenever someone raises concerns about leadership, transparency, sales performance, or the direction of the company, there's always a small group that rushes in to attack the messenger instead of addressing the actual issues being discussed.
The reality is that many employees have legitimate questions. The reorganization hasn't gone as planned. Experienced people have left. Customers are frustrated. Teams are being asked to do more with less. Morale is suffering. Those are the conversations people want to have.
Yet instead of discussing those issues, some people would rather spend their time trying to discredit anyone who speaks up.
So let's talk about the real questions. What's the plan? What's working? What's not? How many more changes are coming? How many more people are expected to leave? How much longer can leadership blame the transition before they're held accountable for the results?
If everything is going according to plan, then there should be no problem showing the results and explaining the strategy.
Until then, attacking employees, critics, and anonymous posters won't solve anything. It won't improve sales, retain talent, repair customer relationships, or restore confidence in leadership.
Eventually, the discussion stops being about what employees are saying and starts being about the results leadership delivered. That's the conversation I think some people are most uncomfortable having.
We know you are either one of MH's Entitled Brats, a low level social media team member, or one of the weak, ineffective, clueless, leaders the whole work force despises. How will morale be improved?
How about making everyone share their location on their phones, wear apple airtags necklaces, call from an established landline at the bookstore every morning and at the end of each work day, This can actually be a good Thread. I will move this and start a new Thread, Share Ideas on how to Micromanage employees and force improved Morale.
@OP of course you can relax. Remember, you said that you would do as little as possible even though you don’t work there. You should be fully relaxed. Sitting behind your anonymous window and spending all your time creating fake posts on this site. Relax away and enjoy your time off.
@d6 “ The Executive Team really has no choice at this point”
They have always had a choice to treat employees with respect and choose never to do so. This has been a mess of their own making for years and we are all paying a price that they won’t. Awful
@e2 they definitely did. The consultants run all sorts of equations and factor in how many will leave (and they bank on people leaving). What they didn’t factor in was how horrible morale is and that you can’t just dump the other companies hay sell wildly different things, into the textbook world. So their math majorly underestimated the departures that have happened.
@d6 - "It's almost as if the Executive Team never factored voluntary attrition into the equation when they designed the reorganization."
You're right, they didn't.
The Executive Team really has no choice at this point. The May reorganization never felt like a strategic plan built on data and analysis. It felt more like a theory on how sales should work rather than a plan grounded in the realities of the business.
After the initial layoffs in May, there has been a steady stream of employees leaving on their own. Experienced reps, managers, and people with institutional knowledge have continued to walk out the door. It's almost as if the Executive Team never factored voluntary attrition into the equation when they designed the reorganization.
Every departure creates another gap, more disruption for customers, and additional pressure on the people who remain. You can't remove large portions of the organization, lose more talent through resignations, and expect everything to function as planned.
That's why so many employees are anticipating another announcement. The May cuts didn't stop in May. The organization has been shrinking ever since through a combination of layoffs and voluntary exits.
At some point, leadership has to acknowledge that the reorganization didn't just reduce headcount. It also accelerated the loss of experience, customer relationships, and institutional knowledge. Those losses continue long after the original layoff notices were sent
yup, silent layoffs are happening throughout the company. Almost anticipating a HR-manager business update email anytime soon.