#team

Why can’t fidelity just offer VBO? Or eliminate redundant leader roles which are overlapping such as EAL,GEL, EL, PAL, GPL PL, and multiple Team Leader. Wondering what really are they contributing?

there is a quick catch up event on our calendar

organizer is the chapter lead with everyone in the team

when will this fu--ing thing be over??

Any one see any pattern in the layoffs ? IP ? Squad leads with small squads ? Platform team SLs? etc

My team is in a different office, and I’m the only one at another site. With full-time RTO, how are people approaching this when it doesn’t impact team collaboration?

What a joke. Suddenly GT leadership figures out GT operates in a fragmented way... Worse, They think moving pieces on a chess board will fix anything.
Hey JH of Corp functions and RA broadly, I still can't get anyone to help me with failing SAP system to system transfers. I've been aka raising visibility aka begging for support... Oh for 6 months now at least. As a downstream system we even have a solution. But no one from your team shows up or takes ownership. Because they don't care. Cross org cooperation is MIA at Nike.

• So leaders, fix the culture first! *
  Else you're just playing musical chairs and another layoff is imminent few months down the line because we will not deliver value with the status quo.

My manager is visibly silent, the mood in rest of the group seems better though.

He seems more quiet, non participating in discussions.

Anyone else confirm with their manager?

Alright folks, lots of talk of how fidelity is sc--wing us right now but how about we take a unified approach to hit back even subtly. They want to take away value from us, let’s take value from them. My suggestions:

1. Everyone delete teams and outlook off your personal devices and only respond back to emails and chats during your regular business hours only.
2. Leadership is poaching us constantly on ideas of how we can leverage AI. Do not give any actual good ideas of how to use AI to the company. Sure it can make your life easier in the interim but you are literally handing them keys to you being replaced.
3. Give them the MVP (minimum viable product) of your work. Do the absolute minimum to not get on a pip and nothing more.

What are the odds they will clear whole team from small offices internationally? They’ve done it to some lone rangers but what about other teams?

I checked my managers calendar and it’s wide open tomorrow. Does that mean my whole team is safe? How long is the HR meeting so we can see if we’re possibly impacted?

I love coming to the office to see everyone (including me) play on their phones.

single email that lands in my inbox. I'm going to bring my laptop to Wells Fargo IT this week and tell them I want them to remove Outlook and Teams from my laptop. This will solve the problem once and for all that I do not want to be sent any useless emails including meeting invite emails. I dread any meeting I have attended, so don't see a point in attending them.

Would they make them axe people on their team first, then they are cut? lol I want to be in those meetings

Someone on my team is leaving but we are not getting a backfill...

Most of my team was let go, but nobody knows whether other parts of the org were affected. More communication would be great. 🤷🏻‍♀️

Any update on Ambetter LOB layoffs since the financial call today? My team isn’t meeting productivity and our census is terribly low.

Hearing retail is going to 7 markets. do you think midmarket territory follow? the platinum team is already at 6 or 7 avps.

yes I know 66666667777777777

My email is with a director I don’t report to and says “I’m setting time to touch base”. Anyone get a similar email? Also my team was hit already yesterday

Are the rest of us now safe for the rest of the week?

it seems like the general consensus is that the teammates let go were great but expensive contributors.

anyone know how much principal or lead makes at nike? I don’t know why they wouldn’t keep their best talent to manage the tech with ai and let go of the bloated other ic

SE II- 140k - phk

I saw many people in my org get laid off. I am in Game.

Will they continue with more layoffs in the same team/orgs or will layoffs move to other teams ?

For years now, every layoff round has taken either a core role or someone who was holding the whole team together. And nothing ever gets backfilled. No follow-up, no acknowledgment of the gaps. It's like leadership wants teams to fall apart. I get that they're just lazy number-crunchers, but even then, this makes no sense.

Also some mgmt gone, so there's that. As someone pointed out, mixed bag this time.

TPM
Cons Mktplc Comm
SCPT
IDSA
CIS
MARTECH
FPE OBS
Distribution OB Transit
Product Inno & Design
DAI

We need another meeting

They moved half our team overseas last year and the quality dropped immediately. But they saved money so nobody cares.

??

What’s going on with the payer solutions business? The IT team keeps cranking out assets that are junk and just dump more headaches on ops.

When is finance team going to cleaned up with official span of controls in place. AVP reporting to AVPs, directors with 1 person team. Company wants to save money, but they cant save themselves.

I literally have to work 12 hrs a day, 5 days and on weekends 5 hours , npu team su-ks in India , do not join Qualcomm

Not layoff related, but what’s the deal with this Program?

Some people on my team it seems like it’s all they work on, and other people don’t even know what it is. I get pulled in randomly, but other than a few new policies, I’m not sure what or why we are doing this, especially with the big ROE push?

Any idea how many and which teams are impacted? They reorgd our entire engineering teams and i heard massive layoffs are coming on 30th and again next month, with 4 rounds planned as contact center is generating dozens of millions of overhead losses each year and on top of the list for 2026 cost reduction. Our VP jumped ships leaving us in a deep mess, TBH he was an a--hole and a nasty red neck type snake with a foul mouth. All Sr directors and above have been asked to provide a list and their bonus will be determined by the cost savings and offshore ratio they can show. My wife is close to a Sr director even he doesn't know how many but provided a vague explanation while asking her to compile a list

The convergence is coming to an end. Do you have any updates on what is expected to happen with the teams involved in the convergence? What about contractors? What about internal employees? And what about the International teams?

Those of you who aren't in a production based role and aren't being tracked 24/7 do you keep yourself active on teams even when you have nothing to do?

This worrying trend of "side hustles" has me concerned for the support I (won't) get from colleagues when needed.

I have emailed senior management regarding engineers circumventing their Teams statuses, mainly via scripts, in order for DXC to start looking into ways of identifying those responsible.

I doubt anything will happen but hopefully we can rid the company off these non-team players. I recommend doing the same. A few colleagues are following suit this morning and sending their own concerns.

This is one of the most frustrating teams I have worked in at CIBC. There is a strong perception that hiring decisions are heavily influenced by personal connections with certain consulting vendors, rather than being fully merit-based. Many roles seem to be filled through preferred consultancies, which raises concerns about fairness in the hiring process and how corrupt these indian managers are.
Additionally, promotion decisions often appear to favor a close circle of internal contacts, which makes it difficult for genuinely strong performers to grow within the team. Over time, this environment has led to a loss of trust and has pushed talented individuals to consider leaving.
Overall, while the work itself can be meaningful, the lack of transparency in hiring and promotions significantly impacts morale and retention.

We're the ones who keep overextending ourselves to cover for those who are cut. We do it over and over again. If we all just stopped, they wouldn't be able to do this anymore. Work wouldn't get done. There would be consequences for their actions. As it is right now, we just keep rewarding them.

Have you heard about reducing team size to 10 or less across the board?

Has anyone else seen their pipeline of work come to an end before RIFs? My team doesn't have any new projects planned to start after Q2. I assume this means we are being set up for layoffs. Any thoughts or similar experience?

Not poppycock or rumor. Asked this morning for multiple names from my 10 person onshore team. Of course they said we cant take anyone from our 35 person offshore team. OI is not meeting IOI, doesn't matter that my products are. This Jenga tower is coming down after this, already cut to the core and now this. No offense to my offshore teammates, they develop well, but dont know the business. But come on, they could absorb this offshore and be fine. Going to be losing multiple 20 plus year people that know this industry/space for ppl that have 2 years tops.