#leadership

People who are approved and were given dates in late 2026 and beyond can still be laid off in involuntary layoffs? Is this true? I would be so, so pi---d if this happened to me. This feels like psychological warfare at this point. How much more inhumane can this leadership get?

Steve On The Spot returns from the World Cup after another successful display of cameras, travel, and self-promotion. Hopefully, the next appearance brings a little more leadership and a little less performance, especially as employees face the uncertainty of possible layoffs.

FactSet Announces Appointment of Chief People & Workforce Transformation Officer

https://finance.yahoo.com/technology/ai/articles/factset-announces-appointment-chief-people-200500847.html

Verizon is now more valuable than us as of today. Tragic news. Oh well.

Sr. Director? Managing director? SLT? ELT?

She came off as a complete mo--n at the all-hands this morning. WTF is she tasked with?

https://www.foxbusiness.com/business-leaders/cr--ker-barrel-ceo-julie-masino-step-down.amp

Oh AK, you rascal.

https://www.thestreet.com/investing/stocks/ibm-ceo-krishna-2-percent-software-ai-risk-stock

Recent layoffs at ESPN have highlighted significant issues in how the company communicates with its employees. Several prominent figures reportedly learned of their terminations through indirect channels, such as social media or news reports, rather than directly from management. This lack of controlled communication has led to a breakdown in trust and raised questions about leadership's execution of these difficult decisions. The article emphasizes that while layoffs are a necessary business function, the process of delivering the news should be handled with professionalism and respect. This incident serves as a cautionary tale for all organizations on the importance of managing sensitive information effectively.

https://barrettmedia.com/2026/07/27/espn-layoffs-what-managers-should-learn/

Wish the IGS boys and girls luck at AIP .. hopefully Trew can get the company back in shape after the big H destroyed it.

I can only imagine the horror in the new leadership's faces when they finally get an unfiltered view underneath the hood-- Chad and Girish were probably smart to stay behind.

I am under no illusion that things will be better at another corp or MCO bc this is how these things work often but in NJ we just got an email from leadership saying that we have hired two more “experienced leaders to the leadership team” but this is terrible optics. We are ALL confused, anxious and left with little to no information which is how speculation and rumors start. And the day we are waiting on our VSP and people who are staying are nervous about getting canned we get info that they took on TWO (I’m sure very well paid) “leaders”- not a great look.

Where I work the L and D “leaders”at HQ messed up our operations training so badly that Operations had to take operations training back from HQ. Now the training is almost as good as it was prior to 2023.
This is just one example of how Malformation has been a total flop.

Am I the only one who is worried about Q3 results and what that'll mean for us? We know this leadership will use all and any opportunity to justify even more layoffs, and this could be a prime one.

Since the EU gave approval for the merger and the US petty states are getting restraining orders. To make the Ellison's bleed a little bit longer. Which is pointless as pretty much the Ellison's have a suit of lawyers. Ones that have gone to the highest courts.

Get ready for our upper MGMT (directors and above) to be getting AI memos and toupees mug shots. Trying to claw a clear pathway on the rungs on this ladder.

The deal is done. Merger approved. A bunch of bloodbaths coming soon near your next dynamic broadcast. Stop holding on.. on second thought. Join those in news who keep trying to inflict 60 minutes of pain. Maybe you can all hold hands and pray and move the show to Saturdays, instead of Sundays. If you get my reference.

Enjoy!

Just wondering how long you have spent or plan to spend in your current role? I have been with the company almost 20 years and in my position for a good portion of that time. I used to really like it. The last few years, not my immediate director, but the next level up has become extremely controlling. It is to the point that I don’t even know what decisions I can make or not without vetting it through both levels. It’s incredibly frustrating and has led to burnout for me. Theres always a chance for turnover I guess, but I am also considering moving to a different group. It has been quite a while since I have tried something new.

There were several posts about the rumors of SMgr, AD, D & SD. Are they still on the target lists for the 2026-2027 RIFs?

Seeing the Iraq pics on Campus, it looks like Dan Amman will become CEO soon (2026, maybe 2027 latest). His presence was definitely noticeable. And reading his background, he seems next for the CEO job.
Does that mean DW is done soon? With Dan’s financial background, he’ll want an industry leading CFO, not Neil, so maybe finance org will get some relief too. Change is coming!

https://www.stuff.co.nz/business/4757276/Profile-Dan-Ammann

Anthem -> Carelon b/c that’s where the growth was supposed to be. Now nothing but infighting is going on at Carelon - I can’t get a straight answer on what to do and it looks like everyone is moving back to Anthem? I wonder if my old boss will take me back? Of wait, she was RIFd :(

BP ex-chair Manifold planned to remove Director Amanda Blanc

https://www.marketscreener.com/news/bp-ex-chair-manifold-planned-to-remove-director-amanda-blanc-ce7f51dcd889f52d

If this is true, and with dead weight in management just getting heavier, we'll be in major trouble very soon. When you lose most of the people who know what they're doing and you add useless managers instead of trying to replace them, things are bound to start breaking sooner rather than later.

To keep our mental health intact, our team meetings have turned into stand-up comedy about how broken everything is. The only time people perk up is to trash leadership or joke about organizing. Morale is so low that laughing at the chaos is the only thing keeping us sane.

Recently attended an Agency travel trip with the top SF agents in the company. The common feedback shared with Chairman’s Council and other executives during the trips sessions was agents have lost TRUST with SF senior leadership. Wow….That speaks volumes for the >20k agents selling and servicing SF products.

You should be thinking like an executive saying to yourself how much can I strip out of this company while contributing as little as possible.

What do executive sponsors do to help the chosen ones?

And if helping with the ranks is one of their main roles, what happens when the person stops reporting to that specific sponsor?

The answer is: this TRP MC member recently joined the board of another public company.

Or maybe a better analogy is that we're Pompei, obliviously waiting for Vesuvius to finally explode. The company just seems to by dying a slow death, going deeper and deeper underwater with each passing month. We have an invisible, inept figurehead CEO at the top. Extremely questionable decisions coming from her less than competent inner circle. Chaos at all levels due to brain drain, the Denver closing, the Accenture fiasco, pi-s poor management, non-communication and outright apathy. There's the ham-fisted rollout of our AI platform, which let's be honest was probably aimed primarily to rescue the not insignificant pool of associates who can barely write at a middle school level. In short, very little cause for optimism. Time to start lowering the lifeboats?

Trying to post this for the third time. Keeps getting taken down. Asking when DF will be replaced. For his efforts in losing talented team members and hundreds of millions in AUM, he was rewarded with the Chief Investment Officer role for the fifth largest bank in the US-you heard that right. Leadership, and I use that term loosely, has lost scads of talent and BILLIONS of assets under management. No one ever pays the price in PWM. When Minneapolis lost their most talented team members, and some of its most lucrative relationships-those managers remained in chair. There are never any repercussions, unless you point out the problems which are so glaringly obvious. The dirty kittle secret in PWM is that the thing driving sales is banking-primarily mortgages, which don't even count towards goals at any private death shop worth its salt. Those of us who have been in chair for a long time will muddle through. Younger members should run not walk to get out of here.

I know a lot of employees are rightfully frustrated with the stress-induced layoffs over the last few years. The truth is that management is honestly listening and trying to do its part to make things better. One of the behaviors that can cascade stress to the workforce is leaders temperament and mood changing in relation to commodity markets. It shouldn’t matter whether markets are high or low, we should continue to treat one another with dignity and respect. When leaders panic because markets change, it cascades stress to the rest of the workforce. We have to continue to remind ourselves that it is a marathon and not a sprint and the best way to reduce restlessness in the workforce is remaining calm irrespective of what the market does.

Book by Jim Collins. If you know, you know.. Somehow, seemingly NOT ONE of our “leaders” have read the book, or understand, or care to understand the importance of ‘Getting the right people on the Bus’. To me, this is a direct acknowledgment that T is nothing more than a stock or commodity, with no real interest in being a competitive and top performing company. Settling for financial position, dividends, and gains is their game and none of us should expect anything more. We are all an operating expense that can be reduced when needed.

He is explaining how he has reignited growth of an old fashioned industrial giant.

With last week's layoffs, how is the morale of the interns and ldp? I heard they had to sit through speeches by chris flood on leadership and culture already....

You can’t have a “market-based culture” unless you’re actually willing to compete in the market for talent. Stinky keeps talking about building a market-based culture, but what exactly is market-based about AT&T?

Companies with true high-performance cultures usually have at least one thing going for them:

• They pay top of market.
• They offer benefits people actually want like WFH/Hybrid
• They attract top-tier talent.
• They have a culture or reputation that makes people want to work there.

AT&T has… what?… The pay is mediocre and below market. The benefits have all been stripped away. Five-day RTO makes recruiting new young talent even harder. The culture and morale is at rock bottom. Leadership approval is about as low as I’ve ever seen it… Ask around outside of work how many people would recommend AT&T to someone starting their career. That answer speaks for itself.

John wants a market-based culture while offering a rock bottom value proposition.

People work hard in tech because the compensation is worth it. People grind in finance because one bonus can change their life. People put in insane hours at companies like Google because the pay, experience, and name on the resume can open doors for the rest of their careers.

So what’s the pitch for AT&T here, John?… Move across the country, come into the office five days a week, accept weak compensation, lose all flexibility, work under constant scrutiny and monitoring… Why would a top performer choose that?

The only reason anyone is still here is because the job market has been weak. As soon as it turns, and it always does, the people who have options will use them.

That’s how markets work, Stank. People won’t forget how you treated them when a better opportunity knocks.

If leadership really believes in a market-based culture, then they need to start offering a market-based reason for people to stay.

What he said in the ATG live really pi---d me off and changed my mind. I wasn’t going to take it, but now I will.

I’d rather blast leadership in the survey again than sit it out. If nothing else, it’ll force them to confront the exact same feedback they’ve been hearing for the last couple of years. Now, whether they choose to listen is another story, but at least it will signal nothing has changed.

If the people who are frustrated don’t participate, then all that’s left are the people who think everything is fine. That paints a completely false picture, and I’m not willing to let that happen.

The survey only has value if people answer honestly. If leadership doesn’t like the results, maybe the problem isn’t the employees giving the feedback, maybe it’s the reason for the feedback itself.

Silence changes nothing. Honest feedback at least gives them the choice to either address the problems again or explain, once again, why they think everyone else is wrong.

We all know that FIS is working hard to get sold to other company.
When that eventually happens then Executives will get millions of dollars as bonuses.

Why to work such company where there are no growth prospects. The leadership is looking for own "get quick rich" route.

There are more layoffs expected in FA , FMW. Lots of leaders are to be thrown out. VP's, Directors.

I see that one of our key AI leaders/strategists Prag is jumping ship to another bank.
Several other key tech leaders have left this last year and usually aren't been replaced by external talent.

Is all this a bad sign?

Decreasing bureaucracy would make sense if the people left had basic knowledge of systems. As the staff has been critically cut simple repair jobs take days instead of hours. AI cannot replace hands. We should have executed a paced transition plan to execute instead of cutting first and figuring out later. This is proof senior leadership has no clue on how the systems function. They want the people left to come up with a solution and sell AI to support the theme

HCSC is now being managed by Manika and others with some ideology that they are bent on. It is not business. It is ideology. Maurice was an incrediblely smart business person back in the day, but he too has succumbed to this cr-p. Hcsc used to be the best of the Blues. No longer.

As per some speculations, FIS was bought out private equity firm. But deal did not go through as the current executive team asked for 500 million bonus payoff.
The board and buyer was willing to pay 200 million. Each Leadership team member would have received 10 to 25 million bonus, but they were adamant for at least 25 - 50 million each.

Finally the buyer took the deal off the table.