#communication

Even before this week's annoucement, I could tell this organization was one of the most poorly structured "too many chefs" places I will ever worked at. Now we're in a position where Security Sales doesn't know what to sell or if there will be anyone around to deliver, and you have band 5s in the US still saying "EMEA is BAU" and that we still need to find ways to "continue as normal and building the best case for the value of our PS cyber work". so in other words sell / deliver while you can and when it's time we will RIF you all to purgatory and get hcltech to deliver whats left. how the f--k am I expected to work thinking this?

This place is a joke, plain and simple. The company is run just like the American Government. Mismanaged, wasteful, overpaid leadership and top-heavy org chart, excessively outsourced, process bloated, disorganized, inefficient, zero trust, poor communication, on and on. Its one big milk cow and everyone's vying for a te-t. If you're an overachiever or results driven, get ready to tow the line for your coworkers. Everyone will run to you for help because there's so much dysfunction that any productive employees gets inundated with help requests until they are burned out and either leave or quiet quit. The existing employees learned that hard work isn't rewarded, so the culture is to not care too much and milk the te-t as long as possible. Talented and productive people see the writing on the wall and bail after a few years, leaving behind the riff raff. C-suite execs get inserted sideways into the organization without any idea about how things function in a heavily regulated company like BD, resulting in multiyear multi-million-dollar projects getting abandoned at the whim of new VPs in lieu of their new vision. Communication is poor, syncing between teams and depts is such that workload and project tracking, pre work documentation, and process bloat are the norm. Resulting in inefficient workflows, delayed timelines, stagnated projects, unnecessary time sinks and frustration, just so management can attempt to have visibility and traceability while sitting in meetings all day. There's waaay too many meetings, and waaay too many people who do nothing but sit in meetings all day. Theres's people who exist solely to sync information between workers and management because everything is so disorganized. This place is a total circus, and its no wonder were in the position were in. The sad thing is BD is still a pretty good company to work for, which says a lot about the state of America as a whole.

Alfonso just done an All hands. What a confusing All hands and a load of cr-p.

Thumbs up if your Team is in worse shape now after last year's Reorg.....the talk is there might be a new one to fix it.....

Our manager has recently initiated bi-weekly meetings with all employees. The team already has regular meetings, and it is an open team where the manager is universally liked. I have noticed the team seems to be getting punished for not being able to do all things all the time due to other teams regulatory failings which are universally creating work for everyone adjacent; any ideas what might be going on as a guess? Could the company, wrongly as usual, be targeting our team?

I was w/AMN healthacare for 3 years as a certified remote video medical interpreter. I held consistent 5 star rating, so much so that every year my wages were raised, but today , about 200 of us received a bullsh-t internal email , an email that once read , dissapeared. I thought this was peculiar , but never thought it was a worse case scenario.The email was intenionally vague,it said that we were to place in "meeting " status ..I was working right till the time, then after finishing the call, i placed my self on " meeting" i waited along w others in the teams app, suddenly w/o warning , some collegues w sudden sadness starting writing they are letting all of us go...I couldnt believe it ! No , than you, nothing just a lame email afterwards, It was quite sad , we couldnt even say bye to our collegues.I will miss you guys ! AMN behaved like pu----s... I hope that company,

So Mike commented today that core consolidation has stopped? What’s this fuss all about. Why did they say core consolidation in the first place? Are they out of their mind?? Said such things such so Jack Henry and FIS can poach our clients?… just so weird. Can he shoot straight with the swaggering compensation package he currently gets?

Bro, if you’re going to make this an ‘ask me anything’ type of event. Grow a pair and answer the top question, don’t have your staff delete it and pretend it didn’t happen.

From my perspective, there is little evidence of meaningful leadership within the organization. The senior management team appears largely aligned around maintaining the status quo rather than addressing the significant challenges the company is facing (all 'Yes' men in key roles).

There seems to be little willingness to communicate candidly with JG about the realities in the marketplace. In many cases, customers have lost confidence in SAS, and a growing number are actively exploring or implementing plans to replace our solutions. This trend is likely to accelerate in the near future.

At the same time, the company lacks a clearly defined competitive strategy and the VIYA platform has not resonated with many customers in the way it was intended. Unless these issues are acknowledged and addressed directly, the gap between leadership’s perception and the market’s reality will continue to widen. Just look at the SAS revenues at being flat or declining and one of our biggest competitors, Databricks, has 60-70% revenue growth and over 100% market valuation Y/Y growth. Not once during the company kick-off meetings did our senior management team even acknowledge the competitive battle we are facing in the marketplace nor was any type of competitive strategy discussed/presented. How is that possible? How can management present a revenue growth plan for SAS when we are clearly losing market share rapidly and there is no competitive strategy to address it?

If SAS were a publicly traded company, the current trajectory would likely invite significant scrutiny from the market and there would be rampant short selling. It's a very sad story playing out in front of so many great employees. I wish I could do more but, unfortunately, no one in power cares to listen.

@ka+1kk76xn44 said it perfectly.

I think we can safely say that we now know exactly as much about more layoffs as we did before the earnings. Yes, we have some numbers, and we know some changes are coming, but when it comes to when, where, and how many, we're still in the same exact position. Great.

Can't seem to get questions answered. Leadership doing the information trickle method, like the government does with bad news.

Will quotas be dropping since retail partnership is severing?

Right now quotas in SMB are near equal (sometimes more) than mid-market due to retail traffic.

Eliminating that and dropping the base down more than 50%, surely quotas are dropping (in a perfect world)

Mid-Market opportunities yield much larger deals, SMB opportunities yield small deals.
So more calls, more meetings, more closed deals to equal the same or similar quotas doesn't seem logical.

An old VZ coworker used to say Verizon may have logic and they have reason but never logic and reason together.

We need to be clear: controllers will not be relocating to Tulsa. This move would result in the loss of critical experience that safe pipeline operations legally depend on every day.

Seagull needs to fully understand this reality. Our position on relocation must be communicated clearly. We need to stop training backfills to move roles to Houston. If Seagull chooses to move, have her develop and implement the training.

She’s posting regularly now again. This last one is for women, but not a word for black history month back in February. Is one group worth mentioning and not the other?

We get a schedule every six months but nobody ever says it’s set in stone, so the bosses can change stuff whenever they feel like it. That makes it really hard to know what to work on or even plan anything outside of work. The “perks” and rules keep getting moved around too, and it just feels like nothing is solid. I think we need a clear time slot that stays the same and a simple way to tell us when things actually change.

My manager isn't engaging with the team at present, I pinged the other day and not even an acknowledgement

Not joining daily calls etc

Are there changes coming ?

The company consistently advocates for metal health and talking to someone. Rip the bandaid off and just let everyone know where they stand within the new org chart. The anxiety and stress within our employees is at an extreme high right now. Come on OVV make your decisions already.

Return to office policies feel disconnected from how many teams actually work now. A lot of teams are spread across different cities and countries. Even when people sit in the same building, most of their meetings are still on video calls. The day ends up looking exactly like a remote workday, except people had to commute to do it.

It creates a strange situation... Now, peeps spend time and money getting to the office just to log into virtual meetings anyway. The actual work process does not change much. Communication tools, documents, and collaboration ALL still happn online. At that point the office becomes more symbolic than practical, and people start questioning what the real purpose of the policy is.

These people are trained to talk for hours without saying anything. And it absolutely grates on me when they wrap bad news in sickly sweet language. What's the point? It reads like a horror story instead of easing anything. Just fuels more frustration. I'm still waiting for the day I meet someone who's just straightforward.

The uplifts were supposed to be in the March pay.

Has anybody heard from Raul and his gang of liars?

My manager told me that I didn't get rated a 4 but that he fought for a 3% increase in my AIP payout...which is not even a noticeable difference. But It got me thinking about our rating system. In the past if you got a 4 or 5 you had a multiplier added to your AIP and if you got a 2 or 1 there was a decrease multiplier. Does this still exist or is the increase that the discretion of management. I read on the AIP page that managers can now give you $0 of your AIP and that seems like a big change, correct. I thought the AIP % was baked into our job offer letters....but maybe not. What has changed?

Did everyone get the all employee Townhall invite ? My colleague did not. Does it mean she is in trouble ?

https://youtu.be/ApBnRnGFht4?si=lGmO5anh_7xoGAUk

I don’t remember exactly where, but I saw a comment about Citi being a toxic place to work, followed by a request for clarification. I don't recall the OP ever following up, but as a software engineer who’s been at Citi for some time now, I have my own thoughts. Maybe it’s just my specific bubble in CISO, but here’s my take:

1. Non-existent inter-team communication. It’s like a collection of medieval castles: no one talks to anyone on the outside unless you hold a certain title. God forbid you’re a peasant. The Indian hierarchy and culture only aggravate this further; if you want anything done or even answered, you're forced to escalate immediately.

2. Terrible product quality. I honestly don’t understand how people with such abysmal coding, problem-solving, and process-building skills get hired anywhere, let alone at a bank.

3. Leadership with a heavy stench of narcissism. Don’t even get me started on Tim Ryan. He’s single-handedly decided that along with his title, he inherited a flock. Now every Thursday, he delivers a sermon on how to live, think, and behave --- even dictating which tools to use for work he doesn't understand in the slightest. Oh yeah, I sh-t you not, he also travels worldwide to Citi branches with his "Roadshow."

If you’ve been laid off, it’s a blow, but please understand: in the long term, you are better off. It’s a toxic, ugly environment for any software person. Your skills won't just stall there --- they will die. And they'll do so quickly.

I know it's early in the week, but has anyone found out what their AIP and merit is yet? Was hoping that manager would communicate today.

Can anybody even remember when that happened?

Last minute townhall announcement on Friday for Monday at 8 am. Thoughts?

There is a strong emphasis placed on accountability, performance standards, and meeting deadlines, with clear consequences when expectations are not met. Annual performance scores and compensation are directly tied to those metrics.

Given that standard, it is concerning that the organization provided only one week’s notice that the largest bonus of the year would be delayed by an entire month. The communication was limited to a generic platform notification, with no direct leadership acknowledgment or explanation.

Additionally, the messaging shared on internal earnings calls often differs in tone and substance from investor communications, which are delivered prior to company-wide updates. That contrast creates confusion and erodes trust.

Delaying annual and Q4 bonus payouts by a full month, particularly without transparent communication, raises valid concerns about financial timing decisions and prioritization. Compensation is not discretionary recognition; it is earned performance pay.

When accountability appears to operate asymmetrically, it impacts morale, credibility, and ultimately retention. High-performing employees expect alignment between standards set for them and standards modeled by leadership.

Why was the town hall for 3/5 cancelled

No end of month RIF notifications. So stop spreading unfounded rumors. Listened to the Joe Russo leadership call and no big news on layoffs. Stop spreading unfounded rumors.

Anyone have details on what this new model is? It was mentioned in the All Leader Town Hall yesterday and said details will be released in March. Just trying to mentally prepare for another round of someone's great idea creating chaos and change for the rest of us.

Has anyone heard whether risk programs are being paused right now? With so many changes lately, it’s been tough to keep up, and I’m just trying to get a clearer picture. The goal is to make sure teams are set up for success, so any insight would be appreciated. Managers are eerily silent.

Can someone share the zip code update? I know it came out but I don't have access to it at the time.

Looks so silent as I start my day. Anything going on guys?

ECS newsletter, "as we move forward into this next chapter".... what gives? Are we next?

Is town hall related to meetings intimating layoff

Curious how others felt about today’s town hall. Did the messaging resonate with you? I’m trying to process it and would appreciate different perspectives.

If you want, tell me:
• What specifically rubbed you the wrong way?
• What words or moments stood out?
• Was there anything NOT addressed?

Let’s unpack it instead of letting it just sit in your chest.

For those JE, I am sorry… I need to know if the invitation and communication is via Webex or Microsoft teams… We never use teams in my dept and Today the manager added us to a Trams “Notifications”. I am assuming that Layoffs are happening tomorrow so I am wondering if anyone got JE via teams? Thanks and God Bless you all and may all doors open

We’ve had at least two significant storms in the last few weeks, depositing 12-18 inches across the region. And a smattering of smaller snowfalls also affecting commutes.

What is the official expectation from corporate for weekly attendance when there is a snow day? No one has said whether we are expected to make up that attendance day later in the week. Seems logical that we wouldn’t have to, but there has been no official word and people are uneasy.

Moreover, even if we’re not expected to make up the day — will attendance tracking reports consider snow days, or will they hurt our average days in attendance?

Based on the other thread seems like it’s possible, although not sure if only HR can view that or if managers get that report as well. Any managers here can confirm or refute this?

Does anyone know what changes are being made to the STI program for 2026? The communication sent to managers makes it sound like negative things are headed our way.