#communication

I swear, after20+ years, they say basically the same exact thing at every meeting, just change out a few buzz words.. but the subject/content is the same…..every time. So basically have made no real difference “to the lives of the people we serve”. Ugggg

Rumors are buzzing all around the company. Unfortunately since leadership hasn’t communicated much people are making things up. I suggest you don’t spread rumors until we have facts in official communications.

Serious question because I’ve been on STD for a while and haven’t been updated on this. I’ve read so much on this forum and feel like I need to know what I’m going back to since no one on my team has reached out. I did get the first email about being eligible for the VSP but haven’t gotten any other communication for anything else.

Any teams shared engagement survey results and action plans yet? We just heard from upper management and nothing to individual teams. I am curious.

My manager is suddenly avoiding me. I don't know if I did something wrong or if he knows something I don't. I tried to talk to him but he keeps finding excuses. How bad is this? Should I start applying?

There are discussions about possible management-related layoffs next month. Has the company provided any official update on whether this is accurate, and if so, which organizations or leadership teams would be impacted? Transparent communication through official channels would help reduce uncertaint

At what point do we get to give real feedback on Teams and M365? I’m ready to let them know IT SU-KS! I’ve never felt so chaotic, unorganized, constantly interrupted, and overlooking messages (I’ve never done that!).

I don’t even open the silly group pings at this point (whatever they’re called).. our team has created 5,428 different group chats with similar acronyms- how the heck can we keep this straight!?! And the 500 training decks that they share are useless if you don’t have time to spend days reading and learning this insanely chaotic platform (please STOP sharing “helpful decks”.. it’s not helpful!).

And don’t get me started on the fact that we’re encouraged (forced) to put everything in a “group chat”.. so now nobody can find the documents and they keep messaging asking you to forward it to them again. What’s the point!? Just send it in an email!!

This is ridiculous and we need to let them know it’s not working!

Nobody likes being laid off, but MSI has made the entire process far more stressful than it needed to be. Throughout this process, they’ve provided a lot of misinformation—or just plain incorrect information—to both me and several of my former coworkers.

I originally emailed HR because my 401(k) still wasn’t reflecting my termination. I even acknowledged the expected processing timeline and pointed out that more than enough time had passed. Only then did they escalate the issue, and it turns out Voya hadn’t even been notified that we were terminated.

Then there was the COBRA coverage. We were told Aptia365 would have our subsidized rates available, so I waited. After hearing nothing, I finally called them myself and was told I had to enroll first before anything would appear. That was never communicated.

The fact that so many of us have had to chase down answers and fix issues ourselves is frustrating and disappointing. If a company is going to lay off a large number of employees, it should also be prepared to handle the administrative process accurately and communicate it clearly.

If you’re reading this MSI, go fly a kite. This whole experience is ridiculous and shameful. Maybe don't lay off so many people if you can't keep up with the paperwork required.

When’s the last time you heard anyone talk about “touch, trust, technology?” LOL. This morning we got 4 separate emails detailing various ways our technology is failing our clients. Really inspiring.

Have all the notifications been sent out by now?

Heard rumors days prior but haven't heard much, out here in the west coast down in the SD team????

when will it be clear? eastern time

Total spam communications that always makes me mad.

The email about record profits, all the while NOT paying for performance angered me.

Are we really going to silently accept a drop in our real salaries? At the first townhall this year we were told we'd get an update on merit increase by June.
It's mid-July. No update. No explanation. Nothing. Leadership had no problem making the promise publicly, apparently following through with even a basic communication is a different story.

What is the time frame to hear anything ?

So why wouldn't we be notified of the people leaving or changes in leadership if we work in PHCO? Also I don't have a town hall marked in my calendar for the 29th either..is this corporate or specific PHCO departments?

Did he have another one of his ok boomer rants?

Is anyone else on an ada reassignment with Centene? If, so. How is that going? Have they explained anything about the VSP, and if you are still eligible if a separation take place . you before the decision date? I can’t get any answers from no one in the company or the hotline.

To Humana upper management….
The recent communication encouraging employees to use our time more efficiently to better serve our members was discouraging to many of us. While I understand the intent may have been to improve efficiency, the message came across as though our efforts are not valued or that we are not doing enough to meet our members' needs.
Many employees are already working under significant pressure. We were required to work mandatory overtime to meet organizational demands, did not receive merit increases this year, are closely monitored in nearly every aspect of our work, and face disciplinary action if chart audit scores fall below 95%. These expectations create an environment where employees feel they are constantly being measured but rarely recognized for the work they are already doing.
Those of us on the front lines genuinely care about providing high-quality care to our members. We understand the importance of efficiency, but efficiency alone should not come at the expense of employee morale. Communications that acknowledge employees' hard work, recognize the challenges we face, and express appreciation alongside performance expectations would be far more motivating than messages that imply we should simply be doing more.
I hope leadership will consider how these communications are perceived by employees. Feeling valued and supported is essential to maintaining engagement, retaining experienced staff, and ultimately providing the best possible service to our members.

One of the last rats off the ship or is he sick of leading the rudderless ship? Almost nothing from the c suite and every major position has left the last six months.

No wonder it feels like no one’s driving this ship, except the CIO lighting money on fire with all these new applications and projects that have gone nowhere

Why is it when I call Cencora I’m speaking to someone in India? I can barely understand what they are saying. What happened to this company?

The function I work in had a global team call today. It was framed as an update about the reorganization. Leadership did not have ANY new information. They literally said what was previously announced in an email, then did 20 minutes of Q&A that mostly consisted of responses like “We are early in the process. We don’t know that quite yet, but we’ll tell you when we have more information”. Waste of time.

Yes it is true there is a meeting on the 16th of july looks like its with the entire department….idk what its about but yes something is happening shows 10am-11am, anyone else shows meeting on there Google Calendar? When i ask my leader they are absolutely clueless never know anything…

Why are managers asking for feedback when they don't want to hear it? I share my thoughts, I make suggestions, and nothing happens. Problems remain problems and nothing ever changes. It's now a pattern where they ask, I answer, and they ignore it. Then why even ask????

They don't want to hear certain opinions that differ from their own.

They want to silence voices when CDW already does that in exchange for letting us keep our jobs.

Go ahead and copy and paste a long winded nonsense to ratio other coworkers opinions and thoughts. Maybe another poem about across the pond or about the winters in NY. Maybe spam with foreign languages posts.

Great people and culture.

Spew this to customers and see what happens.

YOU ALL SHOULD KNOW CUSTOMERS CAN VISIT & READ EVERYTHING ON THIS SITE AS WELL!!!

Some participants are fluent in the FIS departmental acronyms, most may not be. It can make posts unintentionally difficult to follow. Including full department titles would be so helpful.

This coming transition has been nothing but terrible communication like normal. They tell you to ask questions, but when you do no one will answer. For people taking on an RTM position, they were not informed of what the pay will be prior to accepting, how many stores are on the routes, how many merchandisers they will be managing, etc. Did they tell everyone they expect you to be on call on the weekends if you can't find coverage? Did they tell you they want you to do more merchandising if the low labor budget can't cover the amount of deliveries you have and you run hot? Always lacking the information needed to make a good decision.

......as my manager told us last Monday that an important update about the VSP was coming and he was referring to the date change to rescind your application.....the email that was only sent to those that applied for the VSP. So, either my manager applied for VSP and got the email, or managers are getting more information than what they are sharing with the plebes.

In the US, we cannot see where we stand on SCORE so we have no idea how we are progressing towards our quota. We cannot see all of our backlog. Is this the same globally?

We are extremely frustrated with the delays and inefficiencies in processes involving Fiserv. Urgent issues require escalation, yet the communication channels themselves are creating obstacles. We are repeatedly asked to send emails, wait for responses, and then continue follow-ups, often with little progress.

As a result, critical deadlines are being missed, project momentum is being lost, and teams are spending more time managing communication challenges than delivering outcomes. The situation is impacting productivity, focus, and overall team morale. A more responsive and effective engagement model is urgently needed.

• FU*SERV

There seems to be a large amount of spin from the company executives about these outages, but nothing mentioned about the real cause.

CFO Ackland speaks about "good mobile signal strength" being available at certain locations during the outage. However, that radio signal is completely useless if the core / IMS network elements have failed.

The CEO and CFO both said that mobiles camped onto other provider's networks during the outage and that emergency calls would have still been possible.
However, if the customer's own radio (RAN) signal is still active (and core network has failed), mobiles WILL NOT move to other carrier's networks for the purpose of initiating emergency calls.

The company needs to come clean about what really happened to cause the outage.

Moreover, in the current political climate, all risks to network integrity need to be removed. Allowing offshore operation & maintenance access to Australian networks is an unacceptable security risk.

While offshoring may be cheaper, telecommunication companies should re-consider this horrible risk to Australia's critical infrastructure.

Of course an email comes out that the EBOS is postponed until the end of August instead of July 22.

Based on the past 4 weeks, another email should be coming out soon. Maybe too many rescinded and they now need to offer it back to those that did not accept by July 2. Smh

It's nearly 3 months late at this point

A labor union has reported that approximately a dozen employees were laid off at Bethesda Game Studios Montreal. These workers were union members and reportedly received the news via a brief video call. The union claims these employees had dedicated up to a decade to the studio. They are criticizing Microsoft's handling of the situation, describing it as abrupt and lacking in communication. The union plans to pursue legal and contractual actions to advocate for affected members.

Montreal, Quebec

https://www.gamedeveloper.com/business/-employers-are-ruthless-cwa-canada-slams-microsoft-over-handling-of-bethesda-layoffs

Why are they sending emails about mission simplify like it's some fun thing!? And mentioning AI training. I'm disgusted at how tone deaf these communications are. People are stressed out!!!! It's hard enough to keep working without getting these emails so if they arent going to tell us useful information, they need to shut the f up about it and let people attempt to work in peace.

PLs have been given some insights this week. But are not saying anything.

Anyone wanna pop on this site and tell us what you were told this week.

Thoughts on anyone who just attended the town hall? What a load of BS. I am sure all the staff on the call appreciated the UM Tech slide and AI taking over their jobs. Questions in the chat on VSP, were responded with VSP is not part of this presentation, we have no further updates to share, appreciate this is a stressful time and the VSP decision is a personal one. Basam and team could not be anymore disrespectful. So disingenuous to your valued employees. Disgraceful!!!