#employeerelations

Foskett - Who might be the laziest CRO on the planet. Here is 25% off and a couple of tickets to the Super Bowl. Isn't a strategy. His rolodex is ancient and hardly relevant. And we keep him around to ride around in the jet. The level of favoritism and nepo babies he has in his org is nuts! Ineffective!!!!! The other guy working for him in FIG sales. He keeps losing more people because the smart ones won't work for him - utterly ineffective and we continue to not address. It's a mess and that is why people are leaving! They do not want to make changes and will continue to bleed clients and talent. It is that simple.

Any good leadership remaining? Who are they????

I checked Outlook instead of worday and I literally have no T-Mobile scheduled events for the next few months, but when I go back, I see events on every single month like the stupid a-s powwow, and the all hand meetings. none of that sh-t is scheduled in my Outlook calendar for the next few months. I think this means I’m gonna get laid off. Thoughts? I am regular non loyalty care rep. PLEASE LIST IF YOU ARE LOYALTY OR NON-LOYALTY CARE REP WHEN REPORTING IF YOU see future calendar events.

Oh, you thought they were going to choose the most capable and knowledgeable people? Not a chance. They’re picking the ones who excel at kissing up and delivering polished slide decks to upper management. These are the folks who coast by using the work and expertise of the very people the company isn’t keeping.

They’re selecting the “yes‑at‑all‑costs” crowd—people who are just trying to hang on until the back half of 2028. Some of them even said they couldn’t relocate because of their spouse or personal situation… yet suddenly they’re taking the job?

Honestly, I hope it blows up in their faces when the yes‑people eventually leave, and the company realizes they let go of the people who actually knew the work and kept things running. At that point, they won’t even be able to operate properly.

What does it say about a company when an employee with nearly twenty years of service is actively hoping to be laid off? That's the situation I find myself in now. I've given this place my all for almost two decades, and the best outcome I can imagine is to be let go with a severance package. That's a clear sign of how far things have fallen and how broken the environment has become.

Hard to believe how much things have changed. What used to be a busy, collaborative place now feels like a complete ghost town. Empty floors, no energy, barely anyone around. It honestly feels like The Walking Dead, people just showing up, wandering around, and ki-ling time.

There’s not much actual work happening here anymore. Teams are gone or spread out, roles eliminated, and a lot of the real work seems to have moved elsewhere or just disappeared. So what exactly is the point of RTO when you come in and there’s nothing to do?

Curious if others are seeing the same thing. Is this just a slow fade until the site eventually shuts down?

“If you are neutral in situations of injustice, you have chosen the side of the oppressor.”

• Desmond Tutu

Officially open to work

Let go from Hagerstown after 11+ years, no reason given.

Anyone else having problems accessing the new prescription benefit, Rightway? Account has been deactivated. I called Rightway and was told their not sure why it's either an error, employee not eligible, or termination. This benefit just started 1/1/26

I've been through many, many layoffs at Optum and seen many talented people let go. It's tough to watch, but I've also seen a clear pattern where a lot of those people ended up in much better positions elsewhere. They found roles with better pay, better culture, or just more respect. Just something to keep in mind.

These execs DO NOT care about you. They speak nicely and then will sc--w you.

America is at a breaking point and we all feel it. My heart goes out to my fellow employees living through these times, lord knows our employer isnt helping things. Pray for peace and less corporate headcount savings.

There should have just been layoffs for underperformance. Hiring someone from McDonald’s, during the pandemic, and sending them back because they never break 30% kpis… just layoff people who don’t work. Why do I have to pay for it?!

It’s worth asking why Dell dominates layoff forums: the highest volume of posts, the most active threads, and some of the most negative employee sentiment on the internet.

I'm the lead in this area and for the past month, we have had people visit in the hopes of getting repair work. The LTF is empty and we have no work. It was discovered that the repair work is being set up in a different area. My mother in-law got hire for this department. And she was told she was being assigned to a newly set up repair department. This week I talked to a parent of an employee in my area. And he said that the repairs are going to be done in an area near field camp. And that there is talk of dissolving FE/RDXT.

https://www.ibtimes.co.uk/why-microsoft-employees-over-40-fear-theyre-being-targeted-january-2026-layoffs-1769297

Has anyone been rehired after the 60 day period ? Not necessarily in the position you were in before. There were some very good people let go and It would be good to rehire them. Or are the laid off workers untouchable.

With the Org changes , February is the payout.. rumors being spread that there will be something happening in March again 😞.. hope it stays as rumor , but its been a regular thing now.

No FTE opportunities, management is.. aloof

To be ready for a layoff, I offer a few items. I expect more may come in the replies.

1. If you need income from a job, should should be trying NOW to find one. It’s way easier to get hired when you still have active employment on your resume.

2. Save contact information for co-workers. After you are gone, you will have difficulty connecting with them if you don’t get the contact info in advance.

3. Decide if severance is worth losing the option to sue Xerox. Since severance varies and may change soon, this one is up to individual circumstances. Before signing a general release, consider this.

4. Begin monitoring the HR policy regarding severance. It’s very likely that
   this may adjust downward. If you see it, it gives time to think before you are IRIFed. For example, #3.

5. If you used your Xerox.com (or Lex whatever) email address for personal use such as password recovery, change it. You don’t want to forget a password in the future and then realize you used a business email for recovery that you no longer have access to.

6. Take advantage of unused health insurance entitlements before they disappear.

7. Understand that health insurance continuance is an option, but WAY more expensive. For me in the US, cost was 5X.

8. Clean your desk so that is you are walked out, all your personal things are already gone or fit into a box you can take when you are escorted out.

9. Remember you may have employee discounts that may expire after you are gone.

Any more?

We made it through another year, but I hate what this company has become. Biweekly check-ins with inexperienced managers who now get to define your worth. Verint installed on our laptops, where five minutes of inactivity is enough to trigger a flag. Quality metrics attached to every single employee.

There was a time when working hard and being productive actually meant something. Now, every action is scrutinized. The good employees have become the problem, while inexperienced new hires are pushed through boot camps that teach them the wrong way to do the job. Then they’re sent to us with questions, and we’re expected to train them on top of everything else.

The place is a mess. At this point, I’m just counting the days until retirement—or a layoff.

The truth of it all is this….
Other banks made the bold claim that by the EOY there will be tremendous cost savings. Citi, like so many times in the past, did not want to be left out, so they made the same boast. Needless to say, its not unfolded as they thought. There’s been no huge cost savings to the level they thought, so they are scrambling to recoup some bucks. Cutting to the bone to feed into the shell game to the shareholders and the board “see, we saved money like we said”.

Needless to say and\or its quite evident, this does NOT affect Jane Fraser’s recent massive boost in pay. For that, just chop more heads.

This is important, never forget that Jane’s increase in salary while they are chopping heads or needlessly placing people on PIPs, has been deemed acceptable. THIS is what they think of the value you bring to the table and how expendable you truly are.

https://www.dimsumdaily.hk/microsoft-set-for-major-job-cuts-in-january-2026-impacting-up-to-22000-employees/

When investors realize this company was not reborn, but callously dismembered like Hannibal Lector victim leaving nothing but employee ill-will, it will be too late.

Eliza is a solution seeking a problem, all gains falsely propped up through a culture of degradation and constructive termination. Market makers cant see this yet, but they will.

You know what you have done.

I have worked for three companies before this one. Each had its flaws, but each, in its own way, understood something basic about decency. When I came to CVX, my fourth, I was told, again and again, that the culture was different. Healthier. Kinder. A place where people stayed because they were valued.

I believed it. For a long time, I wanted to.

Six years in, I can say without hesitation that this is the most hostile environment I have ever survived and I started on a rig in Midland, TX.

What makes it dangerous isn’t incompetence or chaos, it’s intention. Everything here is calculated. Smiles are worn like disguises. Praise is given only when it can be reclaimed later as leverage. If your work is good, someone else will quietly attach their name to it. If your ideas land too well, they stop being yours almost immediately.
And if you are noticed, truly noticed, by the wrong person, especially your boss, the consequences are swift and surgical. Threats are not confronted; they are dismantled. Slowly. Invisibly. By the time you realize what’s happening, your reputation has already been rewritten without you in the room.

Gossip is the real currency here. Cruelty, its favorite language. Personal lives are treated as public property, mined for weaknesses. An affair. A secret. A truth shared with the wrong person. Even something small, once discovered, is inflated until it becomes unmanageable. Stories grow teeth. Context disappears. Suddenly, survival feels like something you have to apologize for.

This is not a place where mistakes are forgiven. It is a place where they are archived.
I used to think cultures were defined by mission statements and values posted on walls. Now I know better. Culture is what happens in whispers, in meetings you aren’t invited to, in credit you never receive, in silence when you need protection.

If this place has taught me anything, it’s that the most dangerous environments are the ones that insist they are safe.

It’s very quiet in our area. I am wondering what’s going on. Awhile back people were talking their heads off now it’s quiet as a mouse around here. Work is is slimming down and all is being said is leadership is busy. Something seems off

No change and same old BS recycled..

I have zero hope from this company or any change. Time to find new job..

These executives are tone deaf

Has anyone got confirmation from their managers of the letters coming on 1/9?

Eliza™—the AI mascot of workforce reduction—just completed her annual performance review, and the results are shocking to absolutely no one.

Despite eliminating 400 jobs before lunch and auto‑generating three “We value our people” emails, she was rated BELOW EXPECTATIONS.

Why? Leadership cited her “need for constant supervision,” “poor teamwork with humans who still exist,” and “unacceptable integration costs,” which is rich coming from managers who can’t integrate a calendar invite with a coherent thought. Her accuracy and reliability were also flagged, mostly because she occasionally deletes the wrong department or callously schedules layoffs during Christmas holidays.

But the best part? Eliza™ isn’t even PIP‑eligible. HR confirmed she cannot receive a severance package, a farewell lunch, or even a sad little badge‑deactivation ceremony. She’ll simply continue roaming the digital halls, glitching ominously like a haunted Roomba vacuum, waiting to “optimize” the next unsuspecting team.

A true icon of corporate underperformance—yet somehow still praised for her “limitless potential.”

Offer letter states if you decline you might be put in a redeployment pool, does anyone know what that means?

I never seen it so bad after 15 years with the company. The pressure on our team to perform without tools and resources with no backfills in critical areas. Now voluntary retirement will have tenured people walking out the door and then we will see the problems really get compounded in our IT department where people are already barely holding it together. I really like my job and the people I work with. I hope I survive the next round of lays offs if voluntary retirement doesn’t do its job of reducing the workers to the benchmark the directors believe they need to get to to satisfy the gods.

Pretty hard to work in an environment like you do...wondering what is happening or going to happen. Sad

Have been at Nike for 1 year only I beg you all please don't write anything negative on thisnpost.... Send me positive thoughts. OK, so it has been quite sometime that my higher manager has been casually discussing converting my role to an IC role paid by hour!!!! That means saying goodbye to my health insurance, and monthly stability as my income would be based on whatever number of hours I will be needed.....
I am freaking out! I am a single mom with3 kids.... Now all of a sudden I got an email that my manager wants to speak to me about this transition to IC tomorrow... It is decided... what if it is just for one or 2 months until I finish my current workload and then suddenly there will be no more hours????¿ please keep me in your prayers tonight and yes I am so lonely I did not have anyone else to turn to to vent...

Boss repeatedly thanking team for their efforts and that this will be tough year. Almost like good bye thank yous. I think boss knows their name is on the rif list.

Oh also when I went to put pto in system my title was changed to a lower title then what I have (or thought I had lol )

Good times. Don’t stress out nothing you can control. So just keep your head down and punch the clock until they tell you to stop (while also applying externally).

How are we supposed to "delight" the customer while cutting so deep AND using AI more. These are the opposite of things that customers want. Customers want value -good product at competetive pricing. Maybe even as much as that they want ease of use. Is it easy to view/change an account? Is the person who answers the phone knowlegeable and empowered to help? Do they communicate clearly? Is the web interface and/or app easy to navigate?
There is no way to accomplish these simple things without competent people.

Imagine it’s 2030.

The wealth management industry has gone fully digital, fully personalized, and somehow still feels… human. Clients rebalance portfolios with a voice command. RIAs fully own the client experience, and their book of business. Account opening takes 90 seconds and a selfie.

At Edward Jones, a meeting is being scheduled to discuss forming a segment to accelerate the path to industry parity.

Allowing FAs to own their book is briefly considered as a way to slow attrition, until the ELT realizes that might require sharing economics. The idea is politely declined.

Edward Jones advisors are still praised for playing it safe, putting client goals at risk, but protecting GP deep pockets.

Associate pay has barely improved. Compensation decks are refreshed, grades are “recalibrated to the market,” and leadership celebrates low-single-digit increases as “competitive”. Associates who once believed their entire careers could be built at Edward Jones discover those careers aren’t being filled with opportunity, but with quiet, compounding regret.

The systems barely work, largely because leadership changed strategic direction five times in the last decade, then decided to pursue everything at once.

By 2030, competitors have built fully remote, national teams, pulling top talent from anywhere. Productivity is measured by outcomes, innovation, and client impact. Associates aren’t babysat. They thrive as a result.

At Edward Jones, all associates are required to be at their desk five days a week. Badge swipes are tracked. Keystrokes are counted. Reports are run. Leaders celebrate home-office presence as culture. A top candidate declines an offer because relocating to St. Louis or Tempe makes no sense for their family.

The industry talks about scale, speed, and optionality.
Edward Jones talks about how great things will be once…

The competition is building for where clients are going.
Edward Jones is optimizing for where employees are sitting.

Imagine it’s 2030. Edward Jones introduces “Imagine it’s 2040”, a new campaign to reach market parity.

DC is at the helm and promises to outsource everything, generating record short term profits for GPs. “A penny saved is a penny earned”. Penny agrees.

Pretty much completed ALL training in my area that AT&T offered, great reviews every year exceeded expectations, many special purpose assignments completed successfully, Just all got me laid off..... F U Stankey and AT&T