#communication

I know who is impacted by ISP is supposed to be a top secret. But I wonder if some leaders and associates have already received a hint or heads up that they are safe.
The reason I say that is some folks seem so calm and upbeat, while the rest of us are freaking out.

It’s so difficult to communicate with each other. People ignore emails, Teams, ghost you in a middle of a Sev1 situation and what’s best is that there are zero consequences. And do I blame them? No. I just su-k it up. Because how can I? At least I have a job. For now…

Do we think the higher ups will ever admit implementing WRS this heavily into roles is a mess up? We've seen higher delays, less communication, when is enough??

There’s a town hall scheduled in less than two weeks. Is it related to any news about potential layoffs?

Who else is tuning in this morning to see how our CEO will inspire or demoralize us?

Any rumors at all? I seriously doubt they’ll limit it to just redundancies. I expect they’ll go after experienced, skilled veterans too, because that’s what everyone does. Knowing your job often comes at a cost. I’ve yet to see layoffs, here or anywhere else, done strategically. It’s always crude, led by numbers, never real planning.

Why do I see posts on this site and then a few days later only be taken down and disappear?? I saw a post earlier about someone complaining taking kickbacks .. came here to see again and it’s gone. Is dell monitoring and deleting posts ?

https://www.linkedin.com/pulse/atts-leadership-crisis-arrogance-financial-collapse-legacy-gnall-9qfoc/

Today, I’m feeling profoundly grateful.

Grateful for our firm’s relentless momentum. Grateful for the opportunity we all have to be part of something bigger than ourselves. And grateful—truly—that so many of you still have the privilege of calling Edward Jones your professional home.

As we continue to optimize our operating model and accelerate strategic priorities, we are making some difficult but necessary adjustments to our home-office footprint. Change is hard. But let’s remember: not everyone gets a seat on a rocket ship. If you’re still strapped in, that’s because your work, your attitude, and your resilience have earned it.

To those impacted by this redesign: thank you for your service mindset and the seasons you’ve invested in our purpose. You should leave with your heads high, knowing your contributions enabled this next chapter. I’m confident you’ll land on your feet quickly; after all, talent rises.

To those who remain: this is your moment. Lean in. Do more with less. Embrace the ambiguity that comes with growth. Our clients, communities, and colleagues are counting on your extreme ownership. Let’s turn this into a masterclass in execution—fewer silos, faster decisions, bigger outcomes.

We talk a lot about gratitude here. Let’s practice it. Be grateful for the work on your plate. Be grateful for the challenge in front of you. Be grateful for the chance to build what comes next. Opportunities like this don’t come often.

Onward—driven by purpose, powered by performance.

but when he needs someone to run something he hires all the old folks. He brought back Bonnie G out of retirement as a consultant, and has now move Sue J to run the transformation team.

What’s the point of skip-level meetings if only 'yes people' are chosen to speak, offering nothing but watered-down opinions?

Wonder why Ford is in it's present position.

Long story short, I've about had it to my wits end with my offshore manager who I got reassigned to late last year. I am only a small minority on my team that's based in the USA. I get little to no support from my manager, they blatantly ignore slacking coworkers or instances of offshore team members HEAVILY inflating their task estimates or coming up with bs excuses every day when asked about progress on their work. I don't think I've seen them ever meet a single deadline without pushing everything in the backlog onto the USA devs. Manager is too passive and seems content with letting the US workers get walked all over. Why the f*** are they being put into managerial positions over US workers????

Some people are reporting cuts in their teams. I really hope this doesn’t drag on. Good luck to all of us.

He-l of a leadership strategy - drag it out for days and say nothing. Are they just adding stress on purpose at this point?

I've never been a part of a more confusing, meaningless, awful meeting.

There were recent layoffs and the only explanation was "streamlining" without any explanation of the actual business strategy around it (if there was one).

Managing committee low scores were blamed on middle managers when it's literally his score as the leadership team to contend with.

Recognition only means Best in Us cards when people literally said career development, salary, and workforce strategy.

We're supposed to define our own roles.

If we want to grow we should learn other disciplines but if we want to be a leader we should specialize?

Constant mention of mystery open roles coming after layoffs with zero explanation of what they are and what the business strategy for them is. Almost veiled threat that we should all be applying for them after layoffs.

Blamed a typo on his direct reports not catching it.

0/10 stars

This was ridiculous.

When do you think we can do another CES so I can give my opinion on how cr-ppy things are?

I was hoping for more answers but it was good to see who our new CEO is and he seemed okay. Any other opinions?

“I don’t want to get rid of a bunch of people right now,” Robbins told CNBC last week, stressing that AI was meant to boost productivity, not reduce headcount. “I just want our engineers that we have today to innovate faster and be more productive. That gives us a competitive advantage.”

TECH
Silicon Valley tech giants to cut hundreds of Bay Area jobs AGAIN!!!

Hearing rumours of a “snarkety” question that was asked…what was it?

Anyone?

Well I expect zero useful information at the Townhall tomorrow. Anyone else agree?

Did Jacob just accepted that Roche is a serious competitor? Never seen he accept or agree about a competitor before and losing train of thought and not looking confident is not good. Does Roche have something that’s really a threat to Illumina? He had a plan for Ultima but nothing for Roche.

Round table w director after Q4 business update. Few months in advance so what could this mean?

It's been almost two weeks and our group has heard nothing beside the Ellison town hall. We're not even sure who we all technically report to now. Wondering if it's the same in other parts of the company.

The video's are are being played over and over in SP1 3rd Floor related to CEP need to be taken down! Such a moral inhibitor. We all know those twats won't lose their jobs!

ER is swept under the rug for the field. The jargon makes it hard to remember that GPs, LPs and coworkers are being laid off. Some of us search it out, but most don’t see what is happening at all. MP dragged this out so that it does not seem like a big deal when it happens. Make sure you are remembered. Talk to the people in the field and tell them the sickening truth. Tell them about your fear, your anger, your exhaustion. Growth will be built upon your sacrifice, willing or not. Make sure they know. Be remembered.

What the he-l is going on with GNAL?? Have a ton of people quit or been laid off or is this just due to the new system? It’s been terrible for the last 2 months and we have no connection with our teams to know what’s really happening. Are people being laid off?

Does anyone have any insight? Management has sent numerous emails encouraging the team to attend. Management has never cared in the past about Town Halls!

…and stay for more leader insights at EG Conference 2025.

Like, who in the F is clicking on that?

Seriously.

I find it shocking that after months of uncertainty and fear, leadership can't be bothered to (1) guarantee a phone call to discuss your fate or (2) loop in lower level managers to have that conversation.

https://www.youtube.com/watch?v=gH2UHobXt1E

No numbers were stated. People are pulling stuff from a while ago and trying to pass it as news. Ignore the 7k rumor. Don't do that to yourself. Yes, we know cuts are coming. But that's about all we know for now. Until we know more, try not to lose too much sleep over people speculating.

I keep reading about KPIs. Who exactly has been told by their manager?

We've been told to use the AI chat and it's being monitored, but no target.

No one I know has been given a KPI or weekly target.

How do we know it's 25 per week?

I've only read it this forum, is it fake news?

So according to our CMO, we don’t need to worry about the presence report any more - she seemed surprised at how much people couldn’t stand it. And market based culture is just about focusing on the customer, not Amazon-style rank and yank sweatshop BS - he barely ever used the word customer in his screed. There does not seem to be a lot of alignment here.

What a waste of time!
A large portion of the people team is remote and will be laid off. Why can’t we ask real questions instead of the pre-programmed questions about AI?
Shannon says “we cannot communicate too much”. Yet, when it comes to the issues that truly impact the people on the People team, she stays very tight-lipped

the 6,000 job cuts will take years to implement, probably until 2028, reductions happening in phases and by department.

dpt heads are given budget cut targets, this translates into headcount cuts, and then negotiate internally on who to cut and when. notifications can be staggered, and different dpts are on different schedules for cuts...

early rounds will target experienced and highly compensated staff...

the potential later re-hiring at lower levels or on contracts.

some sites may be closed and infrastructure may be reducd.

commercial teams are suspected to be next to be hit, with a WARN notice filed for rahway (that is linked below) affecting 58 people in 11/2025 (as part of the first round).....

contractors are already being let go, nobody is surprised. some are not being renewed, also no surprise...

the reduction goal is ~8%, and attrition will account for some cuts, the weak job market means fewer voluntary dptrs.

comms from mgmt is bad bad...

Communicate the timeline clearly. Dragging this out would only prolong the anxiety and disruption in our lives. A process that stretches on for months, without any of us knowing if or when the axe will fall, is both a disservice and deeply disrespectful. We have lives, bills to pay, families to care for, and plans to make. Being given a clear schedule and honest intentions is a basic courtesy. Leaving us to sit in uncertainty and stress for weeks or months is unfair, and entirely avoidable.