#communication

Bullet point #3 on the survey states -

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Why does this organization think people are so stupid?

Had an inside talk with a supervisor from CRU and things aren’t looking good they are feeding us lies on top of lies our leaders aren’t for us

Are they gonna at least let us know when this first round is over so we can stop stressing for at least a little bit till the 2nd round… this company is making me hate them w how they’re keeping us in the dark.

Mehta couldn’t even be bothered to attend the Town Hall in Camden today. Left Nino swinging in the wind…

Apparently everything is going great blah blah blah. Not one mention of the stock imploding in July and $70B of IBM market value evaporating. My take away is that these "leaders" are professional liars and con-men/women.

Any new layoffs or news today? I feel so in the dark on whats going on as PLs are not discussing much. Our team was not impacted, but we have several who took VSP. We were also told that PHCO BH was safe for August. But I know that with so many other departments that WERE impacted, that is going to trickle down and affect us all. I keep waiting for that "transparency" that is preached about at every town hall.....

Any leaders willing to share info from the town hall later today???

What entire teams have been laid off etc? I’m hearing entire teams were laid off :( this is awful… I’m in the MO area . I wish they’d send some sort of update on all of this already instead of keeping everyone in the dark ab stuff…

What's the SOTU (State of the Union) on badging ? Still being covertly tracked ?

My manager is MIA, so we never got an all-clear from him.

Im not one that was vsp eligible, however with all the changes going on i checked my schedule in NICE IEX and i cant see anything past September 4th! Ive never had a reason to check my schedule until now. And no it has not always been that way where it shows up last minute. Im seeing lots of people being let go around that time. I havent gotten an email or teams meeting its just business as usual for my team. Im in the claims call center. My question is…..

Should i reach out to HR and ask why i cant see my schedule? My supervisor wont tell me anything

If youre a customer service advocate or work the PCC line check in! Weve had no meetings, everyones still here on my team no updates no nothing but i see everyone else dropping like flies! Nearly everyone on my team was vsp eligible but me and one other person, but another supervisor told her team that enough people took the vsp that they didnt need to lay people off

Are we thinking a big announcement or just quiet cuts? My org has hired quite a few in the last quarter, so confused what’s going on here. Not convinced they’ll be doing any major LRs as of now.

Enrique said they are on track to remove three organizational layers to increase spans of control this year in the Q&A email. What does this mean?

Verizon experienced a nationwide outage this afternoon is anyone facing real calling issues

HPE: “We will treat all those transitions with the highest level of care and compassion.”
Translation:
We lead with empathy and compassion…
just kidding.
We ghost you, then act like you’re the one who did something wrong.
Nothing says “highest level of care” like a sudden calendar invite titled “Quick Sync” followed by radio silence and a severance PDF.
Anyone else getting the classic HPE special?

I am hearing under Vivek's all are rebadged to Deloitte(70 to 90%)? Is it true? Communication will be sent before August 31st?

The function I work in hasn’t communicated anything about the reorg. Leaders did one initial communication that gave no information, and they said more will be communicated when information is available. It’s now August and still NOTHING. So now we’re all stressed and anxious, which isn't good for focus, productivity or safety. And we’re wondering: Do our leaders even know what their fate is let alone what ours is? Or does leadership even realize the affect that their lack of communication is causing? This lack of communication feels so disrespectful and manipulative. Just giving us a timeline would make people feel better.

BNY has perfected a new corporate art form: mid level managers who treat LinkedIn like an audition stage and themselves like a microphone.

Every leadership post, every transformation slogan, every intern’s “growth moment” gets amplified instantly — not because it means anything, but because it might be noticed by someone above them.

It’s all about personal branding and no backbone.

On this forum, employees describe a culture where honesty is a liability and silence is survival. Yet on LinkedIn, these same managers gush about leadership, culture, and “the journey,” as if repeating the script might magically make it true.

PLEASE STOP! These are not emerging leaders. They offer no insight, no action, no original thought — just a chorus of upward aimed applause designed to look like emerging leadership.

Come on. You know exactly who I’m talking about – the typical brown nosers and chapped lips sympathizers always rushing to amplify every leadership quote, transformation slogan, or intern level “growth moment.” Call it “personal branding by echo chamber.”

The reality is that the louder the amplifiers cheer online, the quieter they are when it matters — especially in rooms where truth would actually help people. It’s not leadership. It’s survival theater.

Everywhere you look there’s a constant stream of BNY human amplifiers performing relentless positivity, endorsing perspectives they never practice and celebrating changes they privately fear.

I wonder why this has become the fabric of our current culture. Perhaps because at BNY, the safest leadership move isn’t speaking up. It’s saying nothing original and applauding everything.

Echoing power is the only growth strategy that actually works. And as far as the backbone part — Authenticity isn’t rewarded. Agreement is.

I am seeing this concern voiced a lot among my peers but I am not aware of any limits communicated to us. I am wondering if they can use it against you at some point. Could that be a dormant trap?

Why was the Townhall canceled? There are several rumors about why they keep canceling the TH (3 times since June). they are cooking something up. A potential IPO? Maybe not. Poor Q2 numbers? What else?

The next All Employee Meeting is at a CEC so they can turn the hype-meter up to 1,000 and not take any tough questions from people at HQ who actually know what they’re up to.

Retire here
Can someone please post thr Fall Extra Discouht days when they come available?
We no longer get any communication on when they happen … and appreciate when someone here takes the time to post !

Eternally grateful

Any HIS want to share? Any previous P&F want to tell us how that went?

What is HR’s current RTO status? Has there been anything official communicated?

I have 3 or 4 townhalls a quarter. The big kahuna, the company, the SVP org, and then the AVP has his too.

I’m not very critical of the company or the leadership - but the obsession with townhalls and leadership pushing attendance seems strange to me.

I appreciate the communication, and I respect the ability to speak in front of these large audiences - but it’s starting to feel more like an ego trip and executive toastmasters practicing than something really useful for employees

As an employee - fine - I love the job and the benefits so if you want to pay me to attend these, then my butt is in the chair

But as a member for longer than I’ve been an employee - I’m not impressed

Could you please spell out your acronyms in the first post? Just because your random letters mean something to you, it means nothing to the rest of us. I'm in Core (aka the ones that actually matter).

When you talk about some random unit being sold or whatever, I don't know what you're talking about because it's literally the first time I hear about it. I've only been here for ~5ish years; I don't know the whole history

Anyone else experience this?

https://www.hcamag.com/us/specialization/employment-law/employee-sues-us-bank-for-firing-her-months-after-hr-complaint/567107

I never know what to expect. One week very friendly the next week short and dismissive almost seeming angry.

Hearing IBM canceling all travel and pulling out of conferences. How can we sell if we can’t meet the clients? Setting up disaster for q4 and beyond. Guaranteed brutal actions are next.

Can someone please tell me if we didn't receive VSP offer, what does it mean? Wasn't targets met? Didn't 1200 employees already leave Centene.

I didn't receive 08/12 meeting invite. What does that mean for the SC team?

Sarah or anyone from her team, please provide clarification on what is happening? You preach transparency, but as you can see from this Forum, employees are feeling confused, uncertain and obviously need answers and what is happening to make good decisions about their future with Centene. PLEASE, provide more answers to your employees!

“In the next two weeks”

Read the email. It’s in writing.

Got my previously unscheduled 1:1 meeting invite for Monday today. This is going to be a big one.
I couldn’t care less about Dell so I’ll certainly share exactly what I’m told. I’m in the US.

If it’s true that employees can now withdraw their VSP when their separation date is pushed out more than a year, it raises serious questions about the consistency of this process. The constant changes and lack of clear communication have made an already difficult situation even more frustrating.

Many biopharmaceutical companies are mishandling workforce reductions in 2026, leading to negative employee experiences. Stories shared with BioSpace reveal instances of impersonal Zoom calls, awkward airport meetings, and layoffs during maternity leave. Some companies also failed to be transparent about outsourcing roles to contract research organizations. The article emphasizes that the manner in which layoffs are communicated significantly impacts employee perception.

https://www.biospace.com/job-trends/not-so-special-delivery-when-biopharmas-fumble-layoff-news

Wow that PPD townhall was my first time watching Harmeet speak. My god, talk about monotonous, boring and uninspiring.

Seriously when people ask questions like how will people who lost their skip level or direct managers be fairly assessed on their work this year, the response shouldn't be a plain "yes they will be assessed for their work throughout the year". Duh, people are seeking clarity on the HOW, for goodness sake. Talk about how you already drew up the relationship graph of people remaining in the org, how you guys took stock of how the entire ecosystem of projects fit together, how teams are going to be assigned under new leaders who are genuinely excited at what they have to provide.

What's the point of these townhalls if you're going to be as vague and sombre as possible? When people ask questions about motivation, you don't just tell them to sit with their feelings for this week and look forward to the future. Tell us what exactly we should look forward to, and if layoffs are done for the foreseeable future, then use that to motivate remaining workers. Give people a carrot or something! When people asked if alternatives were considered, talk about how existing employee benefits cuts were considered, whether costs regarding AI models (why are there 80 available models btw) could be cut, whether this was made accounting for that crazy phase of token maxxing, will leaders personally taken salary cuts / pay increases this year during such a "sad and difficult time" as they claim.

Do these people even know how to motivate or show empathy at all? Have they been in genuine leadership positions outside of the corporate world where you actually have to inspire to get people to follow? In the military you have servant leadership (personal sacrifice) at the core, on sports teams captains are expected to display leadership by example, these people have no idea what any of these concepts mean!

They're genuinely soulless puppets, you can see it in their eyes, Harmeet, Rajat and whoever that HR minion brought up to speak during the townhall was. Actively applying for other roles right now, whatever culture Al Kelly instilled is completely gone.

Can anyone shed some light on the new email from Gary? What are the additional changes mentioned in it? I am so emotionally exhausted from all of this…

There is a unique kind of professional dread that comes with sitting in a mandatory weekly roundtable for a company with no remaining backlog. Being asked what are you working on when the answer is effectively nothing, because we are sitting ducks turns corporate communication into pure performance art. It highlights a painful gap in leadership when routine replaces reality, forcing employees to invent micro-tasks just to fill the silence.