#employeerelations

Nobody seems to know. Can you help?

I do not remember it feeling like this before. There is a level of fakeness that feels excessive. Conversations that feel transactional. People who can be vindictive, rude, and in some cases honestly cruel. Not openly aggressive, just quietly cutting. It's really kept pulling on me.

I do not have these issues outside of work. That is what makes it unsettling. It makes me wonder if something about the environment changes people, or if I was just naive for a long time.

I had a rough year, so I have tried to account for that. I have tried to tell myself maybe I am just more sensitive right now. But it feels bigger than that. Over the last few years I have slowly lost faith in the culture here, and what scares me most is feeling that cynicism creep into how I see people in general.

I do not want to believe this is just how people are.

Has anyone else experienced this, or is it just me?

I posted over a year ago how I had been RIF'd from CNC, had found a new job, and was promoted within 4 months of being there. I also pointed out how unprofessional and poorly the management was in my year there, and how they handled the lay-off (Dec. 2023).

The leadership in this thread were PI---D.

This post is for those emotionally struggling and worried about your job with Centene. Move forward with another company, consider a whole new area in the workforce, take a pay cut if you have to or can, and grow elsewhere.

Life is so much better outside of that place! I took a job I had to take to pay bills, but it was a blessing! 1.5 years later and Ive earned my CNC salary back! Better benefits and stock options!

Forgive an old man for reminiscing. It was 2 years ago today the ENB ended my career and laid me off.
What a gut punch! The team I led was a high performing, highly regarded team. The folks I worked with, led and supported were the best. Our senior leaders, not so much.
During my decade at ENB I survived 5 rounds of layoffs before I was kicked to the curb. During one round I happened to be the senior on site and had to conduct the “all clear” meeting, that was a tough one.
Today I’m in a much better place, with the severance package I was given I was able to retire. Next month the last of my LTI grants will pay out. I wish all of you who remain the very best. Except the clueless senior leaders who have no idea what they are doing. And while I don’t miss working at all, I still miss my team!

Last Tuesday my toxic manager called me rambling about job opportunities in a certain group I should look at but when i asked her job numbers, titles etc..she just said look out there and she said not even sure there are openings in your hub but you know them so reach out. This manager also gave me my first ever IM in 29 years with no real reason so I know she targeted me because she does not like me. The last 2 1/2 years since she became my manager due to a reorg has been miserable. When she gave me IM, I told her at that time I would be looking at internal jobs but do not think she was trying to help me when she called me because there were no jobs even in the group she told me about because i asked around. She told the team a year ago she cannot tell us when she knows person will be laid off but will try to give a hint. I am going to be mad if it is the case but on the other hand will be a big relief to escape her and toxic environment. Big fear at 49 is i will have hard time finding something external. Do u think she is giving me a hint?

I have not heard this addressed – – at least not in a long time; since then so much has happened… Is a person terminated for performance but on the spot and without notice … just, one day they’re working and the next day they’re flat out gone; or are they put on a PIP and if they fail the PIP, then they will be terminated. I’m not even going to ask if they need to have an IM or needs improvement since it seems a lot of people that had EX and Meets have been terminated… I don’t think rating has anything to do with it ..but pls feel free to correct/comment.

How are we all feeling about this? Direct result of end of year?
Heard that it's a way to get mutual separation without having to go through redundancy process.

HR will clearly be company focused but anyone appealing it? Getting any concrete answers?

I feel for anyone going through this. Keep the head up and don't let them bully you!

Amazon's Lancaster facility will transition to a returns-only center. This change affects 544 current employees. However, officials confirm no employee layoffs will occur. Affected workers can transfer to other nearby Amazon locations or remain at the Lancaster site. Severance packages are available for employees choosing to leave the company.

https://www.yahoo.com/news/articles/no-employee-layoffs-coming-lancaster-041356667.html

Hey guys, as you all know there was a recent layoff where a lot of employees were affected.

I was one of the ones impacted as well.

So I just want to know how everything feels workload/atmosphere wise?

Any chances Sabre will recall some employees?

Let's call it what it is.

There's a particular kind of cruelty that doesnt scream.

No permanence. No space. No autonomy. Police in the lobby. Badge logs. Presence monitored like attendance in detention.

Five days in office — not because the work demands it,
but because control does.

And then you ask:
"Why is the morale low?"

Dignity doesnt disappear overnight.
It erodes — policy by policy.

Engineered humiliation that nobody deserves, it subtle.
It smiles in town halls.
It calls itself "transformation"

Loyalty isn't dead.

Respect is.

This is a rhetorical question.

I think we'll, for once, have a thread where people agree on the response.

For those currently in the Transformation or tagged CO dedicated how many of you have received the STEER email? Trying to understand the actual substance of this seemingly nice program versus the stated goal of 'supporting internal transfers' Has anyone seen any concrete results or movements from it yet?

Also, for any former colleagues who were let go: did you receive this communication prior to your departure? Any insights or 'lessons learned' regarding what this email actually signals would be greatly appreciated.

I feel for each person and their families. I’m sad and furious all at once. This constant dread, this existential threat hanging over us - it's no way to live. I lost an amazing colleague this week, and his wife's job is on the line too. Two young kids, a mortgage, bills we all can barely keep up with as it is. It's just devastating.

My source is never wrong. And feels like this year will be big. That second part is an opinion.

https://finance.yahoo.com/news/unitedhealth-caps-employee-pay-raises-180024516.html

Anyone else think the current COA metrics and stipulations are a joke? From my perspective, the expectations feel misaligned with the operational realities many recruiters are facing.
I genuinely appreciate the hard work and dedication of our top performers. However, I think it’s important to acknowledge that some of those team members have access to additional resources—such as administrative support—that significantly reduce their non-recruiting workload. Other recruiters are expected to meet similar performance standards while also managing administrative responsibilities independently. This creates a perception of inequity across the team.
Historically, many tenured recruiters managed large principal headcounts—often 60–80 coa—without additional support and while serving as the sole point of contact. Those titles were earned through sustained performance under challenging conditions. While compensation structures and business models have evolved, the current expectations combined with reduced support and compensation pressures are contributing to morale concerns.
There also appears to be inconsistency in how resources are allocated. Concentrating support around select individuals may drive strong results for a few, but it can unintentionally limit broader team growth and development. A more balanced distribution of resources could potentially create stronger, more sustainable performance across the organization.
Additionally, low level recruiters continue to absorb responsibilities outside of traditional recruiting scope—particularly in areas where ownership of process and payroll has shifted. When placement teams are not fully owning those processes, recruiters are often required to fill the gap. This increases workload without a corresponding adjustment in expectations or compensation.
Finally, I believe leadership alignment and transparency are critical during times of change. There are individuals within recruitment who bring deep institutional knowledge and strong operational leadership. Ensuring that the right leaders are empowered to guide strategy and execution will be important for long-term success. There needs to be advocating for equity, clarity in expectations, and a structure that supports both high performance and team-wide growth. The recruitment team deserves a win not more unrealistic goals thrown up against the wall hoping it sticks.

Layoffs are happening, I wonder how many more people are getting the boot.

Gen X female here…
The “old boys network” doesn’t refer to us all being se-----y as--ulted or discriminated against.
It was a time where the focus was sports and the athlete and grit.
It was before we offshored everything to folks that know nothing about our company and want to su-k us dry. You get what you pay for.
It was before we had to hire the coddled generations where everyone gets a trophy and is addicted to the slack alt pages and cries over not having a succession plan.
It was where we made money hand over fist.
Not sure we can get back to that with the leaders and employees we have now. Bunch of soft bi--hes. Come at me…..

I've posted about this a few times and get downvoted/laughed at but I'm telling you, full remotes are being targeted now. It was only a matter of time... Dell has made it blatantly clear that they want ALL employees local to an office - as in ALL employees go INTO an office - and that remotes are not eligible for promotions or internal movement. Which puts remotes in a literal dead end job. I 100% guarentee they will cap remotes raises to 2% and 50% bonus's sooner than later, as well.

I had my 1x1 w/ my boss/sr director the other day and I asked what the IBP was. He didn't know for sure but, mentioned he laid off a few people (3) under him and saw the bonus payout for them - which was 100% - but, stated that they were all remotes and that was the primary driving factor for laying them off.

According to what he told me, those 3 were good at their job but was told by higher ups and/or HR to remove 3 remotes that reported to him. I didn't know any of them as they weren't on my team but, long story short.. .they were laid off for being remote.

We have a great relationship with each other so I asked out of curiosity if remotes are being targeted more for layoffs. He didn't say yes or no but in a round about way basically said that yes they are, and has heard from execs that the "plan" is to reduce raises and bonus's for them next year. Basically an attempt to force resignation. Exceptions will likely be made for those who are incredibly vital to an org but otherwise, the plan is to slowly get rid of remotes.

If you are full remote but live near enough to an office, I'd recommend switching your sh-t to in office versus remote... Make the drive or relocate if you value your job because remotes are the ones who will be first to go on teams when layoffs happen.

Use this guide to help you manage team members who are not meeting the expectations of the office work goal and who are in a hub location. Holding your team members accountable to this goal is one of the expectations of your People Leader Goal. You should seek further guidance from HR Advisory Services (HRAS) if coaching the employee as described in this guide doesn’t result in improvement.

Note: This People Leader resource provides guidance regarding ongoing performance management relating to the office work goal. For information relating to the office work goal in relation to the year-end performance review process, please refer to our Measuring performance: People Leader resource.

Details

As a leader, we trust you to lead your teams with empathy while ensuring you set clear and consistent expectations. Be mindful that the office work goal may be challenging for some. Listen and provide the guidance needed for your team to achieve their office work goal.

U.S.: As a reminder, medical accommodations or flexible work arrangements may be applicable depending on the reason someone is not fulfilling the office work goal.

Europe: For leaders with team members in Europe, approved flexible/remote work arrangements and exceptions may also be applicable depending on the reason someone is not fulfilling the office work goal.

You have access to a dashboard to see how frequently your team members come into the office. This data should be considered, among other factors, when assessing team members’ performance with respect to the office work goal, such as observations of a team member’s work location (in person or via Teams video), vacation, illness, work travel, etc. For more information regarding the dashboard and its metrics, see the people leader resource.

Considerations

When using the dashboard to assess your team member’s in-office work, you are expected to assess the full picture of their performance, collaboration, and in-office presence, including but not limited to the following considerations:

Timing. When was the office work goal in effect for your team member? Because hub transitions are taking place on a rolling basis, team members should only be held accountable to the goal once they have an assigned work location and are directed to work onsite three or more days per week.

Absences. Was your team member on vacation, sick and safe leave (SSL), or an approved leave of absence (continuous or intermittent) during the relevant time period? Don’t count approved absences against your team member.
Note: team members on an approved leave of absence are excluded from the dashboard while on leave.

Work travel. Did your team member travel for business during the relevant time period? Don’t count work travel against your team member, even if they weren’t working from a U.S. Bank location.

Flexible work arrangement (FWA)/reasonable accommodation (U.S.). Did your team member have an approved flexible work arrangement or reasonable accommodation that allows them to work from the office less frequently or not at all during the relevant time? If your team member’s in-office work (or lack thereof) is consistent with an approved FWA or reasonable accommodation, they are meeting their office work goal.
Note: Team members on an approved FWA or remote work reasonable accommodation and their badge swipe data are excluded from the dashboard while the FWA or reasonable accommodation is in effect.

Approved flexible/remote work arrangement or exception (Europe). Did your team member have a flexible/remote work arrangement or exception request approved that allows them to work from the office less frequently or not at all during the relevant period? If your team member’s in-office work (or lack thereof) is in line with such approved requests, they are meeting their office work goal.

Short-term need. Has your team member requested a short-term need to work remotely? You can approve short-term exceptions (up to two weeks) to the office work goal without additional documentation or approval (for example, a mild illness that does not prevent them from working remotely, temporary transportation challenge, other personal issues, etc.).

Other. Was the team member using a temporary badge or are there other reasons the data in the dashboard may not be accurate?

Is it against the law to be given your annual review via video to me and I had to sit in the middle of a room with other workers around me who heard the entire thing? I was not given the opportunity for any privacy at all. Everyone heard the entire review. It was embarrassing.

All employees receive three 8‑hour holiday days each year. My supervisor advised me to use all three, and mentioned that if I don’t use them, I will lose them. I’m unsure whether she was simply reminding me about the policy or implying something else, such as a possible layoff, by encouraging me to use the remaining holiday hours.

What do you think she was trying to say?

Anyone get their goals? Why are there so many? This isn’t manageable. I don’t get what any of them have to do with me. Create 10% digital employees, reduce night shift by 75%. Um I don’t have staff, and I don’t work night shift. I’m assuming night shift is Pune and we only have 1 person. How is 75% reduction possible and why do I care? I’m already doing their work. You already took my staff and gave them to Pune. D-mbest firm ever! I guess they are gearing up for another 10% layoff!

Why is a man leading this call? All you can see is his face on the screen. He is controlling the dialogue and trying to relate to women’s experiences. So sad UHC and Optum. But typical of this company.

I had set up a 6% 401k contribution on my bonus payout to get the full company match. However, the 2025 STI payout paycheck doesn't have any 401k deduction. Therefore, I am guessing there won't be a company match. Anyone else seeing this? I have reached out to HR via email for clarification.

So many people getting bent out of shape, and for what? No layoffs. There’s a lesson in there somewhere.

There are now even more SEC filings showing our leaders are dumping even more stock. They keep telling us that we're one team and that we need to sacrifice while at the same time they are selling millions of dollars worth of stock. A huge Fu-k You to the employees.

Heard there was a large chunk of users primarily former allina people gutted. Anyone know if it went beyond them?

If your name is picked for layoffs, can you ask if you can get some time to try out applications for other teams ?

I know that FAANG has this policy. Curious if Dell does too.

This might help those who cannot get jobs elsewhere or might not want to relocate.

Does anyone know what we can expect from Agentic AI in PayPal in the next 12 to 24 months in terms of it's capabilities? I understand Lores is fully focused on Agentic AI and will likely use it to reduce the workforce like he has done at HP.

I'm not interested in what you've read from AI regarding Agentic AI as I've done that myself. If possible, I would like to hear from someone within the company who has been working with Agentic AI at PayPal or who knows what the general plans are? For example, will it handle 40% of disputes/limitations/fraud claims in 12 months.

Really curious as Lloyds bank announced this month they will be using Agentic AI for complex fraud and complaints reviews. With the advancement of Agentic AI, PayPal's desire for lightning fast changes and Lores's enthusiasm for Agentic AI and cuts, big changes could be on the way very soon. gulp

Has the Quality of Employees gone up, down or not changed?

The abuse, pressure and threats of layoffs are intended to keep you locked into a victim mentality.

They don't want you to realize that in most cases, software services you work on can now be vide-coded and released as competition or simply given away. A lot of this stuff just implements well-known standards or is otherwise not protected through IP law or non-competes. You are still locked into a mindset that because this software was hard to produce five years ago, it is hard to produce now. It isn't.

If you were to suggest Codex or Claude vibe-rewriting bitrotted Cisco tech-debt code, most of your coworkers would sneer and ignore you, and management would put you on "a list". But right now, this is actually something that can be done. If it can be done now, what will the world be like in six months, a year?

Cisco wants you to think using AI is only something you can do in service to them, not yourself.

Get ready, other people in this world are not locked in to your victim psychology.

At an Oregon CVS pharmacy where we were told we would have no issue keeping our jobs if the store closed. When it was announced, RxDL and FSDL both told respective staffs no one would lose their job. But due to market acquisition of Rite Aid stores, we have too many people (supposedly) and now we are being threatened with layoffs. Anyone seeing this in their area too?

A federal lawsuit accuses AT&T of failing to address explicit content in a workplace group chat — then retaliating when the employee spoke up.

https://www.hcamag.com/us/specialization/employment-law/att-employee-sues-over-explicit-images-in-workplace-group-chat/565210

M@rk, please wake up and see who is running this company:

Your head of HR is an emperor with no clothes.

Your CFO is a washed up hack that does not develop people and is coasting. He also does not live our values.

Your head of IT is in WAY over her head and was a salesperson before she arrived here.

You need change. Why can’t you see it? The entire organization and Elliott does. And, yes, we all discuss it.

You have lost the confidence of your people. When you came in you gave us hope, but your leadership selections are ruining this company.

How are y'all's evaluations looking if you got a write up last year? Is it affecting your raise in non union shops?

Wah wah Capgemini Group decision
Wah wah wah bad market
Wah wah wah microsoft aws redundancies
A pshpoor implementation od SuccessFactors
More AI slop
Wah wah wah more like they didnt want to make France feel alone in its misery
Mr. Bull... more like Bullsh*t