#workload

Nothing like replacing an ordering system that worked fine - opus, and then replacing it with salesforce. But hey, it's ok, everyone is using salesforce now, as so should we. Watching the 17 screens of salesforce flash, redirect, load, bouncing ba--s - hang on were almost there - gives us all time to figure out what we are doing for lunch that day. Or hey, look at that butterfly on the window. You took a transaction that could be handled in just a few minutes and you destroyed the customer experience - all by using salesforce. After all, slowing down employees and hindering them is the object here. Houston we have a problem here - the sales reps are operating in an efficient manner - we have got to slow them down. Roger that, salesforce launching in full force - this will ki-l their numbers. But hey, everyone is using it and so should you, just gimme 9 more boosters while your at it.

Anyone else seeing what’s happening in the UK?

Good people are leaving, particularly women, and others seem completely burnt out. Yet we still hear all the usual talk about diversity, inclusion and people being our biggest asset.

Since the leadership change, the culture feels completely different. There seems to be a leadership style being imposed that just doesn’t translate well to the UK market or the way teams here have historically operated.

More pressure, more workload, questionable appointments and everything coming back to the numbers. People can deliver what’s asked of them and still somehow be told they need to improve.

And it’s not just employees noticing the change. Some partners and customers are starting to see the disconnect too, which should be a much bigger concern for the business.

NetApp UK used to have a great reputation and culture. It’s sad watching that disappear.

Anyone still around in US timezone after the latest round is executed, be prepared to work during IDC timezone in addition to the regular hours that you already do as you all will be reporting into IDC.

IDC VPs have figured out there are no jobs in US . So IDC experience and work hours can be rolled out to every one left in US.

We are being told to create more lower level roles and limit/eliminate the amount of higher level roles. I was looking at some of our postings for C12 roles. They are asking for 5-8 years of specific experience and stating an advanced degree is a plus. I am sorry but 5-8 years of this type of experience should easily demand C13.

The message is clear. Do more with less people and less experience. Sad thing this is the whole damn market. Good luck to all that have been impacted and those that will be. Ugh

No thought went into the Admin overhead / the quality of a roll out at this scale. we are going backwards ugh!

Is LBT not working hard enough?

bh um is no different from all the cr-p going on! Since all the policy changes auth requests have dwindled - very litlte work to do! We point this out all the time and were asking how is all this affecting our job security - told with a smile no no….there is always work to do. Nope!!!!! No one can meet their ridiculous productivity requirements and on every 1:1 PL are told to mark us down for not meeting metrics even though there isnt enough work to do!!!!! Then they start tracking our laptops with pega to make sure were are in the applications but there is no work to do!!!!!! Im so glad i got the heck out of UM!!!!!! A nightmare!!!!!!

Being able approved to work remotely makes you a target for the mo--n leadership here. I’ve seen many cases of former colleagues over the years who got laid off after being medically accommodated. Now I’m paranoid because my workload got increased substantially and unusually and if I don’t get them completed, they claim it as my performance issue

Was just informed that my designated working area is over capacity by 10-15 heads. “Expect some flexibility” I’m sorry but who decided it was okay for someone to not have a seat to DO THEIR WORK IN. I shouldn’t be surprised anymore but here we are. If I don’t have a seat, and am expected to work in the cafe off one tiny laptop screen, I’m politely turning around and driving home. If HR comes knocking, I’m claiming harsh working conditions because this is absolutely ridiculous.

When is Plano going to 5 days week in office?

I put in years of nights and weekends because Nike always came first. Then one day I realized I was missing my life. When did it become harder to scale back than it was to keep going? I'm still trying to figure that out, but make sure not to repeat my mistake.

I'm so tired of being expected every few months to take on even more work because people have been cut and their work has to be done. I can't do anymore than I already do. I won't. They can fire me if they won't, but I literally can't take any more than I already have on my plate.

I had a colleague who bragged about not taking a single day off in two decades. He saw it as a mark of character, as something to aspire to. I told him he was a fool and he was genuinely surprised. That kind of thinking is exactly what's wrong with Elevance culture. There's nothing noble about sacrificing your health and your family for a company that would replace you in a week.

We desperately need more people instead of fewer. Do they not realize that there's only so much each of us still here can take?

Email stating no code changes in ANY environment from October 2026 until August 1, 2027, except for “keep the lights on”. Do we really think FMMC is going to let that many employees sit there with no productivity that long?

Find this funny and ironic this notification going on for months on the employee IT support slack channel. Looks like Ai agents ate going a great job after getting rid of humans.

I've heard 5, 6 and 7 as the minimun required for in-office RTO compliance
But someone just said 6.5

Honestly this time I hope everyone that gets laid off are those who deserve it. Sick of seeing hard working friends get axed.

How ya'll doing? Anyone still standing or did they entirely replace you with AI? How many roles are rolled into one now? First, it was Oracle ONLY hired law school graduates for these roles and there was a very structured (for good reason) process for O contracts with a checks and balances system.

Deal Managers who project managed large $$ value, complex deals, working with Deal Specialists who assisted with first-line draft of CPQ quotes and standard T&Cs, with SalesHelp and Deal Desk separately assisting Sales with building quotes, structuring deals, and creating DAS approvals--all with different groups for the different LOBs. Then they cut numbers and had folks do ALL LOBs.

Then they collapsed DM/DSs into one role. Then they rolled in SalesHelp and Deal Desk into that role. So, essentially four roles got rolled into one. With increasingly reduced headcount, lots of turnover, NO pay raise, incentive, or even a "thank you"; rather, it was "be grateful you didn't get the axe yet". Not only did they not pay us more, they took away the source of the majority of why most of us stayed at O--overtime. They cut that. So, people went from doing one job and making significantly more money, to doing four jobs making less money. Hmm.

Not to mention management. I had five different managers in just over two years and not one of them did even a mediocre job "managing". They had NO idea how the ins and outs of contracts actually worked and could barely answer basic questions. In fact, they were always the ones coming to their reports to ask for explanations to give to their higher ups. I have no idea why some of those middle-management jobs were not cut.

But any who, if you need an idea of how severely underpaid you are, check out any other company hiring for a Deal Desk or Contract Manager position :)

Can part timer be scheduled up to 30 hrs in Q4? I believe the regular hours are anywhere between 12-24 or 12-20

Seriously, if the comp. is going down then why are they hiring?
OK, they remove the employees with high salaries, give more work to those who are still there, but then still hire new ones (obviously less pay) does that mean the teams that are hiring are not being affected by layoffs?
Or are the employees that are being given more work complaining so much they actually decide to hire to help them?
Maybe I will be answering my own question now, maybe they are hiring to laying off regardless what happens... Meanwhile the newly hired employee has no clue he'll be let go soon.
Anyone know if this is the strategy they are doing?

We just had some work taken away I don’t want to say more or will be identifiable. My team is losing their sh-t when tension was already high. F this noise and everything about this job market.

Game - How much can you cut before you break it?

Oops. we broke it

I dont understand why are they making cuts to the tech when they need us to do the work it's already been shown at the very least we are cheaper than the AI alternatives.

We got a new project which need to finish it asap.
The agenda is document all the manual /automation critical functions we perform during regression.
Is this the plan to reduce the resource anytime ?

Some people can’t deal with 2 years of uncertainty, and 4 months is a decent amount of time if you use it wisely.

No need to reveal your role or anything.

I’m not, but 2 on my team are and that’s going to be concerning for me if they get accepted, workload wise.

I am guessing yes. How are you handling it? Is your management aware? Mine has increased substantially. I don't know how long this lasts but health can take the back seat only for so long.

If your manager asks you to take on extra work because of laid-off colleagues, but then gives you a poor performance rating for not doing "enough" and lays you off anyway, sue.
​You can sue as an individual or join together with others to file a group class action lawsuit. In either case, keep a detailed paper trail of extra work you were asked to do.

We'd need three days off in a row every week just to recover from the daily bullsh-t here. Maybe then management would actually have to do some of the work themselves.

Curious, does anyone else feel like there’s a “Club” for Directors and above and then there’s everyone else. Our Sr Leadership is so completely out of touch with the reality of this company and have no clue what the groups they “lead” actually do, Managers just don’t care anymore to the point that they’re absolutely useless, and then there’s those trying to get the work done in completely broken systems. Is it the state of the current workforce and corporates, or is it just Enbridge that is COMPLETELY F’ING BROKEN!?!

For those that were offered a rebadge in the past and accepted it, I'd like to know:

1. How was the transition?
2. How long was the initial contract?
3. How long did it actually last?
4. Did you train your replacement?
5. Did the consulting company expect you to work 60+ hours / week?
6. Did the work life balance change?

Thank you.

Do we know teams/depts that have been affected? As someone who wasn’t eligible for VSP and the reckoning fear of a layoff nearing. I am overwhelmed with the amount of work I am to inherit once my coworkers leave next month. -case management

I heard that after next month's big layoff each first level will have at least 35 direct reports under them.

Remote employee, I was called into another meeting and presented with “great news” that where I once was going to be let go at the end of the 3rd quarter 2026, I am now in the next wave which will be Q1 2027

This is probably the forth or the fifth time over 5-6 years I had been told to prepare for displacement only have it explained, that I am being rewarded in some way because my job has been preserved for another few months.

I was long overdue for a promotion which they have now flat out told me will not happen because I am going to be displaced. So I am doing the same job function if not more work than people titled more senior than me and being paid less.

I feel like a contractor, trapped and just wished they would let me go instead of thinking that kicking the can down the road every six months should somehow make me feel inspired.

We do the same amount of labor work as the merchandisers

When I started here, I was always willing to jump in and help when someone needed coverage. I figured taking on extra work would show that I was dependable and committed. Instead, those temporary tasks slowly became part of my regular workload, with nothing taken off my plate. I've definitely stopped volunteering as much.

Not surprising, though. New people don't get trained properly, can't keep up, and run for the door before the three-month mark hits. When will they realize that training people properly will benefit both the company and those of us who won't have to neglect our own jobs to help them out.

Overworked teams, siloed decision making, two inept VPs. When will things change? These changes post re-org have made everyone feel miserable and the work has suffered.

If your role at Teradata got eliminated and you’re still convinced you were high-performing, the numbers kind of say otherwise. Companies don’t usually cut the people who are actually moving the needle on the stuff they care about most.

I’ve been a cloud engineer working on Vantage for a few years now, and honestly some of the best days I’ve had here were when we got a customer’s hybrid setup humming or watched an AI workload finally scale cleanly. The platform’s solid when you’re deep in it. That said, the company’s clearly doubling down on cloud ARR (up 8-9% last quarter, double-digit earlier, now about 45% of total ARR), expanding margins hard, raising EPS and free-cash-flow guidance, and putting real money into agentic AI, the Autonomous Knowledge Platform, hybrid setups, and AI Factory for the regulated crowd. Recurring revenue’s growing while they keep tightening the cost base and headcount.

The roles that weren’t tightly tied to that cloud + AI direction were the ones that got trimmed. It’s not personal drama or politics. It’s just the company showing, pretty clearly in the financials, what it values going forward.

The company is upside down. They look at numbers oppose to quality of client support and ability to decrease the workload. Company really should rethink the process and start RIFs from top to bottom. Way too many Leads, Sup, Manager, director positioned in terms of the acquired workload chain.