Below are all the posts — topics as well as replies — that mention the hashtag #communication.
Mention #communication in your post to continue the discussion!
How do they communicate the severance agreement? Personal email or what? I know my coworker was laid off in November and lost immediate access to computer. So how do they communicate the info?
I have thought about this. If I get the layoff call, I will not be speaking on the call, I will type in the chat only. I am not giving them that final satisfaction of hearing my voice ever again or any of my emotions.
Please keep this thread alive by sharing any updates or new information. Let’s keep each other updated.
In this week's episode, legacy FT staff are still applying for their old jobs at FT. Making it to an interview is impressive enough since no one knows what criteria is being used. If one actually does interview, it is with colleagues fresh off the FIS boat, well known to them. Awkward interview ensues. One is then treated to radio silence. It is essential to keep legacy FT staff on the phones at FIS to answer Retirement calls through the end of Peak Season. It would further appear that FT believes that putting interviewees in a holding pattern until the end without advising them of same is just fine. The bitter end is close enough for the remaining staff to be able to smell the severance. All the while FIS is furiously sending out emails pleading for volunteers for overtime. Imagine the fights Andy Cohen will have to navigate while filming the Reunion?
i dont know bout you all we looking forward to
Tomorrows clendenim all hands meeting
love that these id--ts send out all hands meetings with no agenda and also ask for fools to give feedback on communication
hard to believe any of these ppl graduated college
text above is obv bad grammar to avoid detect with the machine learning algoz
What happened to it’s nice to see your faces? Or is there some news that is easier to give when you are not in an auditorium?
Perhaps addressing the rumors by confirming or discounting them would allay fears.
By this point we’re usually given at least a target or some directional guidance. Instead, nothing. Total silence. That’s not an accident, it’s deliberate. When leadership stops communicating, it’s usually because the message would land badly. Something’s clearly being set up behind the scenes, and employees are the ones being left in the dark yet again.
I thought yesterday was it but I think today is ICs turn. Have a 10 min call with my director titled “org changes”.
Any word on back office teams in Consumer Group like Frontline Insights or Systems? East Coast here but no “Org Update” on my calendar yet!
If 5 days are coming in. When will it be communicated
Project January 2026
anyone think there will be big cuts in marketing in HQ? Anyone hear anything?
It’s been quiet today. The the axe fall on the Southeast ADs? And before somebody says it, my stupidvisor doesn’t know!
Yall think it's a coincidence the ULB is not updated ?
I know there’s a lot of noise with the outage but anybody catch that last call where Liane Lanier was selling us on indirect locations?
Did anyone else leave yesterday’s East call feeling patronized and frustrated? It felt less like a strategic update and more like an attempt to gaslight the entire organization into believing agent locations are outperforming corporate stores.
We are being fed "metrics" that supposedly show agent stores winning in customer experience, yet those of us on the ground know the reality doesn't match the slides. If this move is strictly a cost-cutting measure, then have the professional courage to say that. Instead, we got "glamorous" hosting, skits, and tired slogans while our actual reality is being ignored.
The most insulting part? While leadership plays around with "hustle" acronyms, those same "devoted" agents are already telling our teams which corporate stores they’ll be taking over in the coming months.
We are out here working our hardest for this company, but it’s impossible to have "heart" for a leadership team that chooses performances and made-up metrics over transparency and respect. The act is getting old. It’s time to stop the show and start paying attention to what your teams are actually going through.
We all know T-Mobile is a huge company (though not as big today as it was yesterday) with tons of orgs and divisions that most of us don't even know about unless they're our own.
As someone who's refreshing this page constantly, CAN WE SPELL OUT THE ACRONYMS? I don't know what this alphabet soup means!
And before someone says "well if you don't know then it doesn't impact you" THAT'S NOT THE POINT.
In the absence of leadership or clarity, human beings will fill the vacuum with the first explanation that comes to hand …… Why don’t the EC and the SLT realise this (apart from the obvious fact they are d-mb and don’t care)
Anyone know what was said?
AT&T literally:
sells connectivity
sells remote access
sells cloud voice
sells VPNs
sells mobile data
sells collaboration tools
…while forcing its own people to drive 2 hours a day to sit on Teams calls in an open space with no assigned seating.
Add Stank - a tired, clueless, utility salesman, now targeting and trolling Tmobiles LinkedIn, begging for customers.
Add a stock thats dropping from 28 to now down to 23, it will keep going down.
Could you be more pathetic?
Seriously, GN&T employees, you need to pay better attention to what dear leader is saying!
Just got a message from my manager. Communication coming tonight to work from home Thursday and Friday this week org change communication coming next 2 days. SLED
Randomly heard recently that IT had a trip with a contractor to (of all places) Fiji to try and find some more low cost resources. Did any of y’all get invited to that trip?
Some quick Google searches show that it’s about 1/3 Cost of Living (COL) compared to Charlotte, so that’s somewhat understandable. But considering the time zone differences with all the other sites, how the heck are we supposed to have team meetings? Or is it only connection via email with no chance of getting global meeting's with existing teams in US / Europe / India.
To ATT Execs about closing down Atlanta.
Nobody told them about Badstreet USA!
Here is what I heard from today`s Town Hall:
I've be at NM for a decade, working in tech. Idk if it's just me, but I feel like the recent reorg emails and town halls have been more fluff-filled than I've ever experienced at NM. I've been genuinely shocked at how many words are said and written without actually conveying anything of meaning, or adding any clarity. I don't remember it being this bad. Is this a testament to the age of ChatGPT where we're now seeing our leaders convey purely AI-generated fluff? Or is this just a testament to new SLT members not being as personable as previous years? I know I'm not the only one feeling a bit unsettled by recent SLT communication, but I don't know how widespread that feeling is.
Anyone else getting multiple orders for items where you have just 1 unit in store?
Started prior to BF. Example: 8 orders for MK men's coat we had one of.
I've sent an email to our Ops person; no response. WTF?
I’m genuinely surprised by the rumors of a Talk to Chuck reboot.
IIRC, the original campaign launched 20 years ago as a marketing initiative built on trust, integrity, and Chuck being approachable and aligned with everyday investors.
Hard to see how that message works the same today??
Hearing rumours that bonuses will be communicated tomorrow - anyone else heard the same?
Yet again, the Briefly focuses on AI and continues to ignore what’s happening right now. It’s becoming truly concerning. Also, Melissa Kramer’s message only go to Minneapolis-based TMs? This is serious news with major media coverage, and it should’ve been communicated to all TMs. Whatever happened to Target Together? They’re just allowing us to be targets of federal agents.
What a sad joke. We can't even run a zoom call.
Edward Jones made a change at year end to investment choices in the 401k.
While Suzan and her s$@t HR function did the bare minimum to communicate these changes through the 401k provider (Empower), it was buried under annual disclosures and most of home office and the field were caught completely unaware that the company made new investment choices on their behalf (Really great precedent for a company managing CLIENT investments, right!?).
Not sure I am surprised at all given the character of this company and its leaders, but just a friendly reminder to be sure to check on your 401k.
Well the long awaited 5-day RTO announcement finally came and in PNC fashion it was an email instead of being covered by the executives at their all hands. Obviously they didn’t want the questions or responses. Demchak is so disconnected from reality it’s comical. Good luck to folks that have been hybrid remote since well before the pandemic, a detail most in leadership seem to forget. Can’t wait for the talent to leave in troves to get paid what they’re worth.
Company wide email to come later this week. Only managers received the communication for now.
Why is this not making the news ? Worst layoff possible. Got an email that role is impacted and to join a group meeting. Cam off, mic off, chat off, cant ask questions, no explanation of why and why you?? Cold and heartless.
What's the latest on the IOL expats? Seems like many of them were in scope and were going to be getting communication, as it sounds like the company wanted to reduce the number of expats. Any updates? Are many of them coming back to take jobs back at sites or the office back in Canada? Staying where they are on expat? I'd be surprised if any of them would be getting let go, but stranger things have happened.
Via new republic.com
“You’re all gonna do very well—Marco just gave me a note. ‘Go back to Chevron, they want to discuss something,’” Trump read, turning to look at Chevron Vice Chairman Mark Nelson. “Go ahead, I’m going back to Chevron, Mark.”
Rubio grimaced uncomfortably, as Trump patted him on the back. “Thank you, Marco,” he said.
“Was there a question, Mr. President?” Nelson asked.
“Yes, go ahead Marco, what are you saying here?” Trump asked, inspecting the note again.
Context: hired 9 months ago and had a meets rating during my mid-year review (~3 months after starting). Today I had my year-end review and received an IM rating, specifically for "communication".
Is this common for new hires to receive an IM rating on their first year-end review? Not only that, but for something so general as communication?
Details: my review did not mention any specific instance of lack of communication. Just a general statement of how some of my superiors felt I lacked communication that led to delays. So of course my review states an action plan on how to improve my communication, obivously without knowing what the problem even is.
What's even more confusing, my review has a glowing summary and notes from my manager for an array of things. From actively leading young talent to preparing me for a promotion by mid-2026. Not to mention assist in leading a new segment in for my group that will lead to massive growth for our market.
I don't even know what I'm asking, just needed to rant and put this out there. Anyone been through something similar or at least let me know wtf is going on with my IM rating?
Its out and followed by “more people in fewer places”
What a fu--ing mess this is
Anyone get an email for a task to complete " Review Distribution of documents or Tasks" Titled Auto Expectation Document-Annual only to see if was canceled in WD.
Well it was seen prior to it being canceled. It's a zero tolerance policy with no exceptions. No reason to let you go. So here we go folks. Hold on the rides about to get bumpy as he-l....
Over the past two years, T‑Mobile employees have been operating in a near‑constant state of transition. Frequent reorganizations, unannounced job eliminations, and shifting priorities have created an environment where stability is the exception rather than the norm. This instability has eroded the sense of security employees once felt in their roles and has fundamentally changed how they experience their work.
Employees consistently hear that “our people are what make T‑Mobile special” and that this is a place to build a career, not just a job. Yet the company’s actions — particularly the elimination of high‑performing employees who were previously recognized as role models — directly contradict those messages. Individuals who were celebrated, mentored, and held up as examples of the company’s future have been let go without transparent communication or meaningful attempts at repositioning.
This disconnect between words and actions has created a deep cultural fracture.
The most recent layoffs intensified this sentiment. They were not clearly announced, leaving employees to piece together who was impacted and why. In the same conversations where employees were told how valued they are, they were also informed that more “duplication removal” and organizational changes are coming. The result is a workforce that feels misled, unprotected, and uncertain about its future.
The emotional impact is significant. Employees who once demonstrated extraordinary ownership and commitment — who would “do whatever it takes” — now question whether that level of dedication matters. When high performance is no longer a differentiator in job security, the spirit that once fueled T‑Mobile’s culture begins to fade. Instead of feeling like they are building a career, employees increasingly feel like they simply have a job.
This is not a matter of resistance to change. It is a matter of trust.
And trust, once lost, is difficult to rebuild.
If T‑Mobile is to preserve the culture that has long differentiated it, leadership must acknowledge the gap between messaging and lived experience, communicate with transparency, and demonstrate through action — not rhetoric — that employees truly are the company’s greatest asset.