#communication

1. Salaried employees who stroll into the office over a half hour after everyone has arrived and leaves exactly at 5:00. They know their boss doesn’t keep track of their whereabouts, so they come and go as they please. I know for a fact that particular ones are not putting in hours online in the evening and weekends to make up for this time.

2. Untrained or lazy employees who forward an email to random people / departments looking for help, and the subject matter has nothing to do with what our department handles. They CC others on the email to make it look like they are doing something, then the CC people bombard us with angry replies because we haven’t responded. So, it’s our problem to deal with since the original sender decided to punt the ball over to us.

Let me preface this by saying that I understand and support that in the US everyone is free to look for a better opportunity.   I also support that the company needs to change in order to compete and drive value to the shareholders.  
Assuming an employee makes it to January and supports these ideals we haven't heard what that means to the employee.  The reality is more than a few must work for a living not just for their passion.  Right now, without any communication to that end, we are facing up to a 17% increase in health care costs (10% discount program removed and increased employee cost 7%) plus the additional cost of going to the office everyday.  When will you be able to communicate something in relation to the financial benefits of working faster and harder other than being lucky to work here? 

It’s all so hush-hush where I am, and that just makes me even more nervous.

Honestly. Just STFU.

So GK sends an email outlining all the super ideas garnered from surveying 1800 leaders to discuss efficiencies, communication improvements, etc. Is she completely unaware that she is talking to the people that are the problem? Why not take a page out of Jane Fraser's book at Citibank and get rid of the layer upon layer of redundant middle managers that clog up the system here. I mean really, "Bureaucracy Busters," c'mon now. These people you're talking to are the bureaucracy. Get a clue.

Anyone? Email today? Tomorrow? What do you think?

John and other leaders answer your questions on the state of our company…

Have a question for John, Pascal, Jenifer, or Kelly ?

Post it in advance on Viva Engage. Then be sure to attend or tune into the “live only event” to confirm that it has been completely ignored.

567.

Lately, there’s been a noticeable lack of leadership and engagement from management. The tone and approach in communication often feel short, dismissive, or lacking in encouragement.

Realistically when do SR folks need to commit to Houston by? I’m hearing conflicting information and for those of us in California, it’s extremely anxiety-inducing. Someone pls advise/help; been a really tough time with all the smokescreens and pump fakes. TIA 🙏🏿

No more CCO? And it’s not a hot topic?

In the few times the dfw area event has been cancelled there was usually a message about it. Don't recall seeing one this year, not that we go. Just an observation.

What’s going to happen that day? Are they going to escort people out then and there or will people suddenly be called to a meeting and instantly canned? Will they tell them they have 3 weeks left of work before the canning? Will the contractors be canned on the spot?

When will the Work Councils announce the layoffs to employees?

Does anyone know when these cowards are going to get around to telling the folks in Pennington that the building is closing and that they will need to report to a different location if they want to keep their job?

It's coming -

PROJECT: FLEET AUTOMATION 2025
Strategic Labor Cost Reduction Through Autonomous Vehicle Implementation
DOCUMENT: ATT-FLEET-OPT-2025-CONF
SCOPE: 20,000 VEHICLES | 20,000 TECHNICIANS
VERSION: 3.0

💰 PROJECTED ANNUAL SAVINGS: $176M - $264M through transit wage reclassification

Current Hourly Rate
$45 - $60
per hour during transit
Proposed Hourly Rate
$7.25 - $15*
minimum wage during transit
Hourly Savings
$37.75 - $52.75
per technician hour
Daily Savings per Tech
$75 - $158
(2-3 hours transit daily)

EXECUTIVE SUMMARY

This initiative targets the reclassification of 2-3 daily transit hours from premium technician rates ($45-$60/hr) to minimum wage ($7.25-$15/hr), generating massive labor cost savings while maintaining current service levels through autonomous vehicle deployment.

EXECUTIVE SUMMARY

This initiative targets the reclassification of 2-3 daily transit hours from premium technician rates ($45-$60/hr) to minimum wage ($7.25-$15/hr), generating massive labor cost savings while maintaining current service levels through autonomous vehicle deployment.
CORE FINANCIAL STRATEGY

Current Cost: $45-$60/hr × 2.5 hours × 20,000 technicians = $2.25M-$3M DAILY transit cost
Optimized Cost: $7.25-$15/hr × 2.5 hours × 20,000 technicians = $362K-$750K DAILY transit cost
Daily Savings: $1.5M - $2.5M per day
Annual Impact: $176M - $264M (250 working days)

ANNUAL SAVINGS CALCULATION

20,000 technicians × 2.5 hours transit/day × 250 days/year = 12,500,000 transit hours annually

Current Cost: 12,500,000 hours × $52.50/hr (avg) = $656,250,000

Proposed Cost: 12,500,000 hours × $11.13/hr (avg min wage) = $139,125,000

ANNUAL SAVINGS: $517,125,000
COST-BENEFIT ANALYSIS
Implementation Costs:

Autonomous Vehicle Fleet: $400M (20,000 vehicles @ $20,000 each)
Technology Infrastructure: $50M
Training & Transition: $25M
Legal & Compliance: $15M
Total Implementation: $490M

Financial Returns:

Year 1 Savings: $517M (after 6-month ramp)
Year 2+ Savings: $620M+ (full implementation)
ROI Period: 10.5 months
5-Year Net Savings: $2.6B+

WAGE RECLASSIFICATION STRATEGY
TRANSIT TIME = MINIMUM WAGE TIME
Autonomous vehicle operation redefines transit as "non-productive time," enabling legal wage reduction to minimum levels while technicians are between job sites.
JOB SITE TIME = PREMIUM WAGE TIME
Technicians continue receiving $45-$60/hr only when physically at customer locations performing skilled work.
UNION IMPACT MITIGATION
Removing "driving" as a skilled trade function eliminates union jurisdiction over 20-30% of current compensated hours.

RISK MANAGEMENT & MITIGATION

Legal Challenges: $15M legal fund, precedent research, state-by-state compliance
Union Response: Phased implementation, "modernization" messaging, individual agreements
Employee Morale: Retention bonuses for high performers, career path emphasis
Public Relations: "Innovation leadership" narrative, environmental benefits focus

COMMUNICATION STRATEGY

External: "Industry-leading technology adoption," "Sustainable fleet management," "Work-life balance enhancement"

Internal: "Modernized work models," "Competitive positioning," "Efficiency optimization," "Career development focus"
KEY MESSAGE: "We're investing $490M in cutting-edge technology to improve our operations and remain industry leaders."
🎯 FINANCIAL IMPACT: $517M ANNUAL SAVINGS | 10.5 MONTH ROI | $2.6B 5-YEAR VALUE

Take a look at this sh-t on the Cricket page. I know some of you a--holes will say "we don't care about Cricket", but some of us do....

https://www.thelayoff.com/t/1k2mx5x6h

Such a sh-t show!!!

Go and look at the executive-bios link. Dan's LinkedIn is not there, and there is an empty Phot logo. This is the sloppiness that says it all. No attention to detail, even at that high a level. In other companies, the communication leader will resign in shame, but here, Sam the People cheerleader will not even know what to do. BTW, how is the sun coming out of the V now, feeling? Sam always helped Hans hire the best of the best, losers.

well looks like they did it. mixed and confused messaging from leadership in infosec

I just wanted to have my own topic to go with the other twenty saying the same thing.

Wouldn’t it be great if leadership actually spelled out what to expect, including some of those “minor” details like severance terms?

It’s a rhetorical question, no need to answer. Leadership doesn’t see us as people, and they couldn’t care less about our families, debts, health, or the stress and uncertainty they’re putting us through. Many layoffs have gone underreported, and more are coming despite management’s attempts to convince us otherwise. What a way to treat the people who actually do the work and create the value and profits.

https://youtu.be/eFTLKWw542g?si=fyhsW6SmeFovCchY

Nosferatu Robin was announcing to finance media that with BNY’s updated Eliza platform, 98% of employees are trained on AI.

Rumpled Robin said, 98% of BNY employees have received generative AI training and regularly use Eliza for tasks like check processing and code writing.

Gee, am I doing that now? I didnt know I could do that? I must be part of the ‘gifted’ 2%. We need to put this on our resumes.

I am a rehire and not updated in the system yet. Can someone confirm?

One had a picture of JF. All screens on DDL are off. Drop deets of you have em

I don't have the words to explain the total chaos that today was! It was total confusion! Nobody knows anything! No answers! This is total nonsense! Somebody should be held accountable! Did anyone else feel the frustration that many of us did?

Anyone have a copy of the letter that’s supposedly circulating in Anchorage? Its circulation was enough to elicit a response from Isaacson.

I was in person for Jim’s town hall and had to stifle a laugh when he described Maurice’s email as “a thoughtful memo”

They seriously included this in emails about layoffs? I know nobody really bothers reading these anymore but they aren’t even trying anymore.

Did anyone else find it odd that Penny and team held the trimester 2 business update at a branch conference in Scottsdale, AZ? I have been at EJ for over a decade and I cannot recall a trimester business update not originating from the auditorium at the south campus in St. Louis. Is it just by coincidence that the first trimester business update after the first public layoffs in 103 years by the firm is not held in the same room as home office associates who have had their fellow associates laid off and perhaps demoted themselves? I do not think this qualifies as holding yourself "accountable". If you are going to radically alter people's lives you should be woman enough to face them, look them in the eye, and explain why you have done it and where you are taking the firm into the future. Penny and team are just pure cowards.

How many of the incompetent ch-des in Corporate Communications are they letting go of?

Personally feeling, it seems like the execs talked a lot but in the meantime it means nothing to me in the end.

What happened in the TH last week? I was on vacation.

What’s going on with Buenos Aires support center? Will Chevron be able to sublease entire floors by contracting staff in support centers…how will the face to face and relationship between teams work out if your in different timezones, different languages, different cultures..

Checked my email a bit ago and saw Elad Nafshi sent an email to about 1,500 people about how well the Technology and Product teams are doing.

The teams are CHQ, but it seems like a huge gut punch to all of the division teams that are going to be wrecked with the newest round layoffs.

A month ahead of the RIF, just give everyone a heads up on which orgs will be affected. That way people can budget accordingly and the rumor mill doesn't cause worry and panic across the organization.
And, we could tamp down on false rumors that people outside of the organization are reading.

Shocked that it's live

Wow, what a whirlwind of thoughts after that on-stage leadership performance!
But EH? An absolute breath of fresh air!

Activity but nobody is talking…