#communication

What time are the letters supposed to come out?

Has anyone been officially notified yet about the possibility of an upcoming WFR?

I wanted to check because recently my manager has become noticeably less communicative and doesn’t acknowledge my presence the way they used to. There hasn’t been any direct feedback or conversation, so I’m unsure how to interpret the change.

Does this kind of behavior typically indicate that someone may be on the list for a potential WFR, or am I reading too much into it? I’d appreciate hearing from others who may have experienced something similar or have insights into how these situations usually unfold.

Thanks in advance.

Captains Log 01092026. What a joke with this return to office mandate. There is zero consistency.

Are the rumors true that all the integration work with LEX has stopped for now whilst we calculate if we can still pay debts and do business. And before any bot responds about listening to rumors, coz there is no leadership or clear communication this is what happens - rumors are all we have

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

Sending out an email on Dec 22nd that requires action by Dec 31st that impacts your compensation is a communication miss that should result in your immediate termination.

Somebody legitimately wrote this paragraph and thought, "Yeah this makes total sense" and clicked send to the entire company. I get from this that mass layoffs will be coming before the 1/14 meeting (in particular the last line), but who knows.

"To grow boldly, we are launching our 2026 theme: “Transform as ONE.” I have chosen
this because true, sustainable transformation is not an individual pursuit; it is a shared
journey that requires us to be aligned in purpose, unified in action, and strengthened by collective ambition. Under this theme, we will pursue our directions of Exceed and Excel, Agility and Action, and Discover and Do through “One for All” Communication and
Collaboration. We must operate with the understanding that finding efficiencies is not
about doing more with less, but rather about doing better with purpose."

Just checking if the Brit’s got their RSUs as part of the redundancy program. It would be very bad form if EM didn’t give to us after all but wouldn’t surprise me with this company. Im playing the waiting game for the Australia communication.

There is a growing need to rebuild the IT organization from the ground up. The current structure appears unsustainable, largely due to internal dynamics that prioritize personal networks over objective talent evaluation. When hiring and project assignments are influenced by informal relationships rather than skill, capability, and proven performance, the long‑term stability of the organization is put at risk.
A core issue is the communication gap that arises when teams lack strong, shared comprehension of requirements in English, documentation, and escalation details. Even when individuals speak clearly, English comprehension and interpretation of complex technical or business requirements must be precise. When this breaks down (not clearly communicated), issues are not reported accurately, root causes are misunderstood, and projects drift off course. (This is occurring a lot and people are tired of reporting it)
This is especially critical for AI and advanced technology initiatives. (Ask Google and MS why they laid off AI team sets it is because of comprehension failures) These projects require highly specialized skill sets, rigorous communication, and a culture of accountability. Without the right mix of talent and leadership, these initiatives are likely to struggle or fail.
To succeed, the organization must ensure that:
• Roles are filled based on capability, not personal networks. (Not friends trying to get Greencards or needing a job for H1B placements)
• Project teams are diverse in skill, background, and perspective.
• Communication standards are enforced consistently across all teams. (Half the time most team members are not communicating issues in English to everyone this is where the breakdown is)
• Internal “clubs” or closed circles are dismantled in favor of transparent, merit‑based structures. (This needs to be done)
These observations are not directed at any specific group—they reflect systemic issues that can affect any organization. My goal is simple: I want to see Fiserv succeed, and that requires a strong, well‑structured, and talent‑aligned IT foundation.

Just like at Nutanix, all quiet from leadership. Boombox pumpin; up too loud!

If out on maternity leave is your manager required to connect with you to communicate bonus numbers before the payout? Has anyone experienced a similar scenario?

I missed the communication that all my well-performing mutual funds would be mapped to a couple of ETFs, a target date fund and a generic bond fund. My well diversified portfolio that's averaged 12% annually, wiped clean by the geniuses running this ship like it's the Titanic. No more individual fund choices unless you go with the self directed brokerage account option, which I will be doing.

Nearly $500k between me and my spouse completely trashed by the geniuses on the 10th floor.

I'm getting so tired of this. People are on edge because nobody knows what’s coming next, and that uncertainty is starting to show everywhere. Teams feel disconnected, communication keeps breaking down, and everyone’s spending more time speculating than actually getting work done. Is this our new normal?

They are looking at them and writing employees up for non-work related content. No jokes, no whitty banter, nothing personal. Always use your cell to communicate.

Now we know why marketing won’t give us the PR we ask for. The CMO was focused writing this masterpiece as the end of year message to let our customers know we have gmail. The innovation is off the charts. https://www.businesswire.com/news/home/20251230219645/en/Avaya-Chooses-Gemini-Enterprise-and-Google-Workspace-for-AI-Driven-Collaboration-and-Next-Gen-Workplace-Productivity

Keep seeing everyone is getting 3% increase. I haven’t heard a peep from my manager about it. Does this mean we won’t get it, or should we still hold out hope?

I am curious how many others at Dell are experiencing a growing sense of disconnection from leadership, from managers, and from the company as a whole.

In many areas, there appears to be little meaningful work, limited direction, and minimal communication. One on ones have largely disappeared. Staff calls and meetings often feel performative rather than purposeful, and there is a pervasive sense of waiting, collecting a paycheck while quietly wondering whether our roles will still exist tomorrow.

The result is an environment that feels increasingly unhealthy. On site, people are physically present but disengaged, mentally and emotionally checked out. Culture feels absent, replaced by silence, uncertainty, and fatigue. The lack of transparency and human connection has a real impact not only on morale and productivity, but also on overall well being.

The world of work has changed dramatically, and many employees are adapting in real time. It feels, however, as though that reality is not being meaningfully acknowledged or addressed. I am interested to know whether others are experiencing the same disconnect, uncertainty, and erosion of culture, or if this is isolated to certain teams and organizations.

My direct manager got promoted with zero training and no real leadership skills. I was micromanaged on minor tasks, while big project decisions went unchecked. Communication always felt passive-aggressive, and any mistake I made got used against me in performance reviews. Favoritism ran rampant. People who constantly flattered the manager got all the praise, while those actually performing well were ignored. And he's now in an even higher position. Make it make sense.

Beware of toxic leaders. It is usually a leader who has limited knowledge or understanding or have reached a level of leadership without working specifically in the field. If leadership at Anthem or CarelonRx tell you something in a call, follow up in writing and reiterate what they said. I have been flat out lied to repeatedly about what was promised to me or about tasks that I was assigned to. They attempted to functionally demote me until I documented it and presented to HR. They have continuously added more tasks and more job roles to the scope of my work to fill the gaps left by RIF. All I can say is communication in writing , documenting and advising them when they violate policy or law is crucial. The sad part about it is until you have been directed by a leader or by HR otherwise, you still have to do the task or they will use that as cause to give you poor reviews or let you go. Watch your back at this company. Not every leader is like that but there are plenty of them.

Anyone else missing their paycheck today?

Bandy the Clown can not even be bothered to send the “troops” a Christmas message. While they usually say nothing and spout BS not to make an effort is an all time low when I thought he could get no lower. Maybe him and the new CMO have decided that internal communication is no longer needed?

Since SB, DC and the EC can’t be bothered I will say it - Happy Holidays 🙂

https://www.linkedin.com/posts/ram-k-krishnan_beveragedigest-futuresmarts-fs25-ugcPost-7408879362046853120-6Dmj?utm_medium=ios_app&rcm=ACoAAA3ydb0BlG1kUto_4T-7uusWBCxY7pPLU_A&utm_source=social_share_send&utm_campaign=copy_link

In addition to ongoing engineering performance challenges, a lack of transparency around progress, and significant network and connectivity problems, we are now encountering scheduling issues with India-based engineers. Several have declined to attend meetings scheduled after 10:00 a.m. Central Time, citing the late hour on their end. In some cases, there is resistance to meetings held after 8:30 p.m. local time, which would require U.S.-based staff to substantially alter their work schedules by starting meetings as early as 6:00 or 7:00 a.m, a practice that falls outside standard industry norms. These scheduling disputes are repeatedly raised while the engineer declines to attend meetings or take on work, leaving the engineering lead and offshore vendor to sort through the issue. This pattern can persist for weeks, during which the offshore engineer continues to submit and receive approval for full 40-hour weekly timesheets. This outcome reflects the risks associated with outsourcing while eliminating experienced in-house talent.

While Verizon has a long history of failed execution from go90, aol, yahoo, hum, finance transformation, VGS, blue jeans, plus play, and even something as simple as RTO - Verizon does succeed at empty catch phrases. Better matters! Change energizes us! Go beyond! I’m anxious to learn what catch phrase our overlords will rally us around next.

I missed the Single Family Town Hall and heard the related Fishbowl threads were removed.

Can anyone who attended share what happened?

Why can’t leadership, for once, stand behind their decisions? Anything that negatively impacts our well-being, prospects, compensation, or benefits is always delivered in a stealthy, cowardly fashion, preferably with multiple layers of separation between leadership and employees. How can anyone expect a bunch like that to responsibly and successfully lead a massive business, let alone one dealing with something as critical as healthcare? That requires courage, accountability, and real skill in dealing with both employees and clients. No wonder we are miserable and the entire enterprise is a sad affair.

Everything that was said in that stupid meeting could have been said in an email. Your employee survey feedback su-ked and you still don’t get it!! Just hold more meetings to see why and how convenient no time for Q&A!! No mention of the 401k cuts.

Sent with BlackBerry Work

Those of us who survived are still in limbo.. there is no new plan or no new priorities.

I do not know what’s going on

Communication will come from CL 28+ functional management.

First batch of communications Jan 5, second batch Jan 7. Communications will continue in batches every Monday and Wednesday through January.

First couple weeks will be job offers, severances will come later in month.

Did everyone get a “special message” invite on Friday 12/29 in Ambetter?? Kind of freaking out!

Haven’t they heard that this particular phrase went out of fashion? They can’t even keep up with corporate fluff.

Do we have a communications team? Do they help the senior leaders with their messaging? Sure seems like the answer is no. Employee messaging is terrible - inconsistent, inauthentic, and lacks humanity. What’s happening here?

I strongly suggest everyone should read the current partnership agreement. You might find it does not really say what we’ve been told it says.

For the avoidance of doubt:

• “CVS” refers exclusively to Connected Vehicle Services, a division responsible for vehicle connectivity systems, diagnostics, software interoperability, and associated service delivery.
• Discussions or references to external pharmacy entities (including retail pharmacy terminology) are *not applicable in this context and should not be used in professional communication, documentation, or reporting.

Yes, it’s confusing. No, we won’t change the name.

Recently, there has been an increase in informal commentary including eye‑rolling, sarcasm, impulsive sighing, repeated references to color associations (notably orange hues), and metaphorical language around unexpected operational incidents.

To maintain clarity of communication and alignment with organizational values, employees are encouraged to refrain from directing questions to unrelated external entities and projectiles (e.g., inquiries about over‑the‑air "balloons" or pharmacy analogies regarding connectivity issues). This is to ensure our products are released by 2030 as part of our vision to increase diversification economically, socially, and culturally through Model e.

I think there was a previous post but where are our EC and SLT? We have a couple of weeks to year end but no rallying cry, even though it will not halt the demise. No interest in any big deals. No interest in any small deals. No interest in any client interaction to help close deals. No idea about what is going on. Our CEO, Chief Revenue Officer, Chief Marketing Officer and our Head of Sales strategy are AWOL and too busy creating slides that say nothing and continue the BS. Our COO is too busy making up numbers. Maybe everyone should simply stop for the year as well?

Incredible what Ricoh sticks on the fridge. Sandwiched between Lexmark and Xerox... so very press release worthy. So very useless.
https://www.ricoh.com/info/2025/1215_1