#communication

I hate waiting around knowing if I’m next. No one communicates anything and it’s just a horrible feeling. How are we supposed to get work done knowing we could be next?

Description states 2023, it was 2024.

They're treating layoffs like classified information, and it's only making us more anxious. No idea which areas were hit, how many people were affected, or when the cuts will end. Great. A little transparency would go a long way, but apparently that's too much to ask.

After numerous promises by different leaders across 2025 has anybody heard anything?

Why do we never let people know who have left or has been laid off. Everything is one big secret. Maybe its different in other divisions but here in our schools division, communication is a joke. Then you expect us to believe that as managers you didnt have a say in or even knew who they were gonna let go. Well if my name is on the departure list, know I am going to tell everyone. I have asked for weeks and have been told the same line by each person I asked. Almost word for word. Like it was scripted. Buckle up, its gonna be a real intersting day. #Projectconverge

I sat in a meeting with a manager where they literally told us no layoffs coming. Not two weeks later, people were getting cut. What is even the point of these meetings anymore? The whole culture is just fear now. You can't trust a word that comes out of their mouths.

If it was a critical or life or death situation would our ELT be capable of telling the truth even once? I dont think any of the C-Suite "leaders" could even tell the truth about the color of the sky. Our "leadership" is rotten to the core and MW ruined the bunch!

I’m not unsure how this new “keep asking” campaign is going to help us in PGIM. I do hope employees “keep asking” what on earth is going on with this company.

When will details be shared?

Does HR or someone higher up communicate that news to you?

Has anyone received an email about the badge being deactivated before layoffs discussions? Several teammates have received an email stating the badge has been deactivated and when they speak with their leader the leader doesn’t answer any questions.

So I and many other got laid off recently due to the company strategy to automate and replace with AI and failing that, outsource to India.

Considering so many large companies who regret their decision to lay off and replace with AI, you'd think this was thought out.

Nope. Got told outright that the company is willing to accept financial penalties for failure to meet contractual requirements, reputation damage and other losses. All because this is the strategy that Omar is steering the ship towards.

Fine ok. But zero communication or consultation with those affected. I'm not even talking about those who were let go, but those who remain and are expected to pick up the pieces.

No-one we work with knew, had any communication, etc.
Any pushback was met with silence and passing the buck to someone who is new (senior management Accenture replacement) and has no clue on the business. Which were met with corporate fluff, deception and being ignored.

Those of us let go were an average of 20 years each.
Some less. Some more.

When we tried over the last year to use AI as a tool, we would spend more time arguing with the hallucination it produced, than getting anything productive out of it.

But since we're now gone, there's nothing in place to replace us. Just that replacing with AI is the plan...

Absolute insanity!

Transparency != "We will tell you more in 'current_date'+30". Maybe find a new buzz word, as this is anything but transparent.

I wanted to ask for some clarification regarding the recent changes in Teams and the organizational view. Previously, it clearly showed the team I’ve worked with consistently, but now when I look at my organization, it lists many different names I’m not familiar with. I understand that organizational structures can evolve, but the sudden change without context feels confusing. Can someone please explain what these updates reflect and whether they indicate a shift in team alignment, reporting structure, or workflow? I believe transparency helps everyone stay informed and aligned, and I would appreciate any insight you can provide.

The culling cycle continues.

J. Simon org.

Someone said “right after Super Bowl”… they weren’t kidding. “Best quarter ever” earnings report… stock even went up… still no safety.

RB just said he starts and ends his day using Copliot and has 6 agents running at all times. Senior leadership is completely brain dead, which we already knew but now it’s being directly told to us.

There seem to constantly be rumors going around about layoffs but how long it's been since we actually had a confirmed round? It's been a while. I understand being scared and worried but I just wish we could get some concrete info instead of people just fear-guessing.

Apparently you can't just tell someone to do something anymore. You have to wrap it in praise and compliments or they think you're attacking them. I'm not yelling, I'm just asking you to work. When did that become a problem?

Only about one more month until CS moves to china. I work in APLA and writing is on the wall that we will be dissolved as a geo as of fy 2027. CS HAS BEEN the steady ship we've needed and has made apla an incredible place to work, I'm very excited for her but nervous for this change. Anyone have any info?

CEO Andy Jassy faces criticism for a perceived lack of investor communication and strategic vision, especially concerning the return on heavy AI investments, leading some to call for leadership change.

https://www.techmonitor.ai/leadership/workforce/ibm-dinobabies-age-discrimination-case?cf-view

The documents showed communications between two executives, in which one “applauds the use of the disparaging term ‘dinobabies’” to describe the older IBM employees as part of a “plan to oust them from IBM’s workforce”. According to the court documents, “he describes his plan to ‘accelerate change by inviting the dinobabies (new species) to leave’ and make them an ‘extinct species‘”.

Both executives, whose names and positions were redacted in the filing, have since left IBM. Other documents referred to the company’s “dated maternal workforce” and called for IBM to “shift headcount mix towards greater percent of early professional hires.”

They settled this in 2022 and yet we are seeing IBM's desire to reduce staff and pay based on age, s-x, race, skin color get WORSE after a settled lawsuit on this?! Hire with little to know experience but tell the world experienced people are no longer needed because we have AI now and everybody knows 20 somethings know AI better than the dinobabies who built their skills over decades of dedication to IBM?

Has anyone heard from Callie since she destroyed TFB?

That’s according to the release. It feels like a never ending losing streak.

Does anyone else find the Business and Distribution teams keep losses to themselves and only announce client wins… however small, if at all.

Another large loss in my country… I found out from around the industry and not from anyone in the company.

Wow if you search Corporate Risk In-Office FAQs in teamworks, they are posted - right down to guidelines on how long to stay in focus rooms.

I was under the impression we’d agreed to keep Friday afternoons clear. I’d stepped away for an hour, having not had any meaningful work come through all week, only to return to a stream of messages and requests for urgent, cancel everything else 4pm meetings.

This evolves around items that have been outstanding for weeks! If they weren’t time-critical on Monday, it’s hard to see why they’ve become so this late on a Friday.

Stop panic managing everything!!! Or at least say - we don't need you until Friday afternoon, then we want 30hours solid! But no I am not working all weekend to catch up on someone else's bad planning. Another day makes no odds other than your stupid status tracker.

A email was sent regarding a meeting that is supposedly coming up with the new Operations Senior Director. Per the email, the new Operations Senior Director wants to get “acquainted with our business”. Any ideas of on what this could mean? No date has been set for the meeting yet, just an email saying it will be soon.

Missed the first 20 minutes. Did I really miss anything of substance?

Software/program that basically makes Ramesh sound like Bob? Not their exact words, but basically what they were getting at. What a slap in the face to our global partners also, if the language barrier is having such an impact on our business or you’re embarrassed that you hire offshore individuals maybe you should consider changing your business practices. SMH - how embarrassing

Everyone was eagerly awaiting the plan reveal February 5th. That didn't happen. Now what? We all operate in confusion without direction? Will it ever be shared? Crazy. You can't make this stuff, this place gets more and more insane every day.

A lot of you have probably faced issues working with offshore where they shirk tasks, overexaggerate their impact, and usually expect their American counterparts to pick up the slack they create. I spoke up about this during my manager 1:1 specifically about how tasks assigned to offshore ended up being done by onshore 60-75% of the time, BACKED UP WITH ACTUAL SCREENSHOTS FROM ACCESS LOGS AS PROOF THEY HAVEN'T BEEN THE ONES WORKING ON TICKETS. The response? "Well you get paid more than offshore so the expectations are a little different." WTF? The whole point of offshoring from the corporate suits perspective is to save money to get the same amount of work done. If they get let off the hook for subpar work quality AND quantity because they get paid less, then why not just keep the same American employees that were delivering more proportional to how much more they were getting paid, while avoiding the communication issue, work culture differences, and time zone barriers? The only thing keeping this company going despite pivoting towards people who get 1/5 of the work done for 1/4 of the price is the fact that the onshore side is willing to shoulder the extra burden because of the sh-t job market.

Is it unusual that the reviews were delayed by a week the day before they were scheduled to be released? We weren’t given any explanation for the change.

Just in case anyone is wondering how organized this project is. But not to fear -- the packet confidently tells me I can ask my boss about any questions I have. I have every confidence she will be a great resource to me.

I wonder what they called it -- something joyful and upbeat no doubt -- Project Sunshine, perhaps?

With just weeks from the typical grant date, the answer given on the AE&O (GNT) all-hands today is that…the board has not decided on the fate of the program yet.

The writing is on the wall
RIP
2021-2025

Is it just me or does anyone else feel like we now work in an alternate universe? It’s like a new operating manual has gone out to a select few as to how we all should behave and function in our roles and interact with others and none of it makes any sense at all? I constantly feel like I am being gas-lit.

Even senior leaders appear unable to credibly defend the current direction. All-hands meetings lack conviction, and there is a widespread belief that employees are being financially and professionally constrained with little effort to soften the message.

I know a few have asked. I received a letter in the mail yesterday detailing my bonus information. I was not contacted via email, phone or anything in workday.

Due to “unforeseen circumstances”

I know my success at Verizon or any job was attitude and adaptation.  It was also how quickly I could get good at the next challenge and make the changes I needed that would help me win.  Sounds easy, but it requires a full buy-in and positive mindset.  So far, what has changed?  Are we sold on the direction and does leadership value our buy-in?  I think transparency is a key to moving forward and calming fears.  I don't think this leadership team has shown anything of the sort.  It's easy to tell a future failed leader by both actions and inaction.  If the entire team isn't on board then "you ain't winning".  We are lost and a plan hasn't even been clearly laid out for our success.  Again, the company is trying to do this without us.  Only when we are a team and valued will we succeed.  Hate to break the news... we are still not valued.  They count on us to do the lifting but don't give us reason, respect or credit.  When the employees are here for more than a paycheck you win.  When we are here for the team and to help Verizon win then we will become a different company.  When leadership fights FOR us and makes US first then and only then will Verizon change and become a leader.  This leader failed in his first message and it's been downhill from there.