#morale

I’ve worked at BD across several divisions for many years and have always taken pride in delivering strong results and supporting my customers. Recently, however, the environment has changed significantly. Many team members are new, training has been inconsistent, and processes and expectations are often unclear. As a result, much of my time is spent navigating internal obstacles rather than focusing on serving customers and driving business outcomes.

Despite being able to manage through these challenges, it has become increasingly difficult and frustrating to operate effectively. There is a growing perception among employees that these conditions may be intentional—creating an environment where people become discouraged and choose to leave rather than the company having to manage formal separations.

At the same time, customers are feeling the impact of the internal disorganization, which risks damaging relationships and driving business away. This combination has led to declining morale among employees who are trying to continue performing at a high level.

Having experienced what this company once was, it’s particularly disappointing to see the shift. BD was once the best professional experience of my career, and I remain committed to working hard, supporting my customers, and contributing to success. It’s difficult, however, to watch the organization move in a direction that makes that increasingly challenging.

Dear Citi,
Trust is very costly feeling it’s difficult to gain and easy to loose. You and Managers are loosing that,No employee trust manager here.

I absolutely hate when layoffs get announced and then dragged out for weeks before anything actually happens. It feels like mind games designed to crush morale and get people to quit on their own. Leaving everyone to stress and worry every day is inhumane. Just get it over with so people can move on, for goodness sake.

Is there anyone who thinks the project Starbust for chemicals can go well? I hear they are planning large staff cuts on top of the voluntary severance going on now, and the new org will be based on agile working methodology. Who thinks that’s a good idea? Using a philosophy designed for software development for a chemical manufacturing plant? Do they realize they are going to lose basic but important skills like navigating SAP? Even the people that are left will have such low morale and buy in. This feels like the latter days of Enron or some other business failure. Am I wrong - does someone out there think there is a chance these changes will be great?

this board has gone quiet.have u given up ? get w/da program.come on people.time to change mutualof america for the better.where is the Spirit of America.markets are tanking.revenue hit has been $4,000,000 less since 2/27.perfect storm set up for 3/16

Employee Appreciation Day was today (Friday 3/6) in case you missed it. Did you guys get an email from a manager today that wasn't hollow or generic as the AI that wrote it?

Anyone actually feel appreciated?

You could be sick on your death bed and Humana will still want you to call in and report your absence

Please tell me why she’s sticking it to us even more with this ecard? It’s employee unappreciation day here. We all feel stressed, abused and unappreciated. Thanks, Gunjan for nothing and for no merit increase. Ugh!

Work has become a complete insane asylum. Happy employee appreciation day for those still here….for now! Everything is great and always has been. Nonstop pointless and chaotic reorgs are our winning strategy. Proud to post it note my love for vz!

0% for managers in many groups. Fully met but 0% and lower Sti's than last year. Great year numbers wise in these groups. What's going on? They said they didn't have enough money and had to take care of people. Is it the $2M they had to give the guy who couldn't start . . . what a joke! We are tired of beating goals and getting 0.

https://www.peoplematters.in/news/strategic-hr/saps-new-bonus-system-rewards-managers-who-missed-targets-faces-employee-backlash-48615

Despite all the promises, the workload hasn't changed after all the layoffs. If anything, it's gotten worse since morale has tanked and many of the remaining employees are burned out and have given up on putting in the effort. The fact that there's less people to cushion the impacts of the folks who've always been lazy regardless of staffing levels doesn't help at all either.

I feel like an id--t for being so proud of my work ethic and working way above my pay grade for so long. I love my job, I really do, but things are continuing to spiral and I'm so, so tired of working my a-s off everyday when I feel neither valued nor respected.

If I'm probably going to get laid off within the next couple months anyway, why should I keep doing the work of 3 people? I might have to join the horde of people coasting until they give us a package or at least just stop the paychecks.

How many of you were appreciated by losing your job?

Does anyone know how large the E&I layoff was? We have lost 3 people in our department, not sure about others or if this is only one of many waves. Morel is low with many who weren’t laid off receiving 0 raise and 0 bonus, a slap on the face and an insult, yet the brown mgmt seem to be getting promotions and bumps again!

I sure don't. It's just a paycheck, with no hope that raises would even keep up with inflation. Between offshoring, AI hype, zero growth paths, and the constant threat of being cut for no reason other than bottom line, why even try? Working hard, doing overtime, delivering quality - it's all just investing in future regret.

I had high hopes that there would be some improvements with the new regime but they are every bit as indecisive as the last batch of lackeys. The 1B area is a mess with people running around chasing their tails because their new boss lady can't make a decision and the leads are scrambling too. I sure hope Steve Sparkes' powers of observation are sharp and he picks up on the issues in his org soon or he will be the next sacrificial lamb. People are holding on by a thread waiting for change but the good ones are polishing off their resumes and looking externally since the internal postings are a joke.

(A message from the very tired Paul Revere of HR)

Greetings, Esteemed Anonymous Contributors,

We at BNY Mellon are delighted — truly delighted — to discover this vibrant digital community dedicated to spirited discussions about our organizational “evolutionary workforce optimization cycles” (a phrase we prefer over the less nuanced term layoffs).

While we typically communicate through carefully curated press releases and town halls where no one answers questions, today we bravely venture into the wild frontier of anonymous internet forums to “set the record straight.”

First, we want to assure you that we absolutely, unequivocally, categorically do not monitor this site. We would never assign interns to track sentiment, #hashtag labels categorize emotional volatility, or flag posts containing the words “reorg,” “offshoring,” or “my manager hasn’t made eye contact in three weeks.” Any suggestion that we do so is purely speculative and frankly flattering. We appreciate the vote of confidence in our operational capabilities.

Now, regarding the persistent rumors of layoffs:

We hear you.
We value you.
We appreciate your passion for rumor‑based fearmongering and forecasting.

But let us be clear: layoffs at BNY Mellon are not “layoffs.” They are strategic talent recalibrations designed to ensure we remain competitive in a rapidly evolving financial ecosystem. Think of it like pruning a tree — except the tree is you, and the pruning shears are held by someone who has never met you but has strong opinions about your cost‑to‑productivity ratio.

Some of you have expressed concern that these recalibrations seem to occur annually, quarterly, monthly or whenever the stock price declines a tick or the EC gets bored. We assure you this is not the case. Our workforce decisions are guided by a sophisticated algorithm that considers dozens of factors, including market conditions, operational efficiency, and whether your department head recently attended a conference about Eliza, AI investment and Build'26 automation. All neatly tied to your stretch 2026 Workday performance objectives which you are guaranteed not to meet.

We also want to address the perception that leadership communications lack transparency. This is simply not true. Our leaders are deeply committed to transparency, as demonstrated by their frequent use of phrases like “we’re on a journey,” “we’re transforming,” and “we’re excited about the future.” If you find these statements vague, that is because true transparency requires a certain level of abstraction. We cannot reveal everything — not because we don’t trust you, but because we don’t want to spoil the surprise ending.

Some users here have suggested that morale is low. We find this surprising, given our robust suite of employee engagement initiatives, including:

• Mandatory town halls and BK Live events with your favorite EC team
• Mandatory RTO days with no WFH or controlled WFA days
• Mandatory mindfulness webinars held during lunch
• Emails reminding you to take PTO while simultaneously increasing your workload
• Town halls where questions are pre‑screened to ensure no one accidentally asks something real
• Leadership videos filmed in front of abstract art to symbolize “innovation”
• Free donut Thursdays and of course our deliciously brewed coffee and Kool-Aid!

We believe these initiatives demonstrate our unwavering commitment to your well‑being.

We also want to dispel the myth that offshoring is replacing domestic roles. This is a misunderstanding. We are not replacing roles — we are globalizing opportunities. If your job responsibilities now reside in another hemisphere, consider it a testament to your influence. You have gone international and are now deemed export-worthy.

Finally, we’d like to address the recurring theme that BNY Mellon prioritizes profits over people. This is a mischaracterization. We value people immensely — especially the ones who help us achieve profits. Without profits, how could we continue investing in the technologies that allow us to reduce the number of people we need? It’s a beautiful, self‑sustaining cycle of innovation and involuntary career mobility.

In closing, we thank you for your continued engagement, even if it occurs on a social media platform we definitely do not read. Your feedback is invaluable, your dedication is inspiring, and your speculation is… spirited.

Please remember:

We are all in this together — though some of us are in it more temporarily than others.

Warmest corporate regards,
BNY Mellon (Hypothetically and Definitely not Legally)

This Lisa Bodello lady they are paying to talk about culture, too many meetings, taking the time to think, and all the other hogwash… she must not be in the loop of all the things Edward Jones is taking away from us right now!

She says “take time to think”. When, during our two hour commute? Because being IN the office nine hours a day isn’t going to be where we get to think when we are hearing everyone on zoom around us, being on zoom cause others still aren’t in the office, hearing people talking about their d-mb weekend plans, what they have for lunch, and other stupid bullsh-t.

She says:
Get rid of stuff that doesn’t matter— being in the office doesn’t matter.
Ki-l stupid rules at work —come into the office four days a week - it doesn’t add any value to the EMPLOYEEEE.

This Lisa lady speaking is absolutely fu--ing ironic and absurd - have a town hall basically telling us to fu-k off and our kids don’t matter - and the next day have this Lisa lady trying to tell us what we need to stop doing to be better for ourselves when Edward Jones is taking it all away. THANKS FOR THE GOOD BELLY LAUGHS EDWARD JONES.

There is no longer incentive to overachieve.
All loyalty is gone.
take care of yourself.

You can feel it everywhere. Nobody believes in leadership anymore because they haven't gives us a reason to in a long time. The ship is sinking fast and everyone knows it. If you're not job hunting, you're one of the few who isn't.

Some folks I know left stable jobs to come here, thought they were moving up. Less than a year later, laid off. Probably just layoff fodder to even out the demographics. This place ruins lives.

Remember when we had good pay, solid benefits, and you could move up without nepotism or a-s-kissing? When having Nike on your resume was an asset? Can we go back to those times? I miss liking my job. I truly do.

anyone else’s Lexmark counterparts receive bonuses? when us Xerox folks found out morale dropped a lot… we didn’t get bonuses, just the Lexmark folks.

anyone else think this trimester update is stupid? the behavioral model is just word soup. how about talking about why our 401k profit sharing contribution was so low?

Employee appreciation week yay! You guys should throw a party for everyone on the team - no budget given. So we pay for our own party - yet again I might add.

Combine that with 4 years in a row with an exceeds rating and getting far less than 2% raise. Oh great, I can take my family to McDonalds once a paycheck (barely).

I’m just done with this place. No matter how much I deliver of performance, that’s the best you can do? Never any Connection awards (what’s that?). The exact same bonus as everyone else, no raises, no promotions.

You don’t take care of your people, treat everyone like trash, you are not paying a fair market wage (we are the lowest in telecom), no budgets for anything, yet they waste billions on failed deals, waste millions on stupid marketing stunts.

I’m just fed up with this place. Nobody should come work here unless they are desperate.

I left BNY and every day I'm thankful. What you all are going through to this day sounds awful. I hope you all find something better soon. You deserve it.

I am really worried about layoffs here - is anyone else worried that people are too focused on staying employed rather than doing good work? I am seeing a growing amount of toxicity (even more than usual), but maybe it's just my team.

On the Beat, seeing some red faces trying to sell these budget restraints.

Just saying

It’s striking how the true heartbeat of many companies the frontline workers in blue-collar roles rarely voices complaints about lack of recognition. Yet those in office based positions often amplify their own grievances about feeling undervalued or disrespected. The irony is clear: genuine appreciation is seldom extended where it’s most earned, to the individuals whose hands-on labor keeps operations running.
If the company strips layers and non-essential overhead, the organization would likely continue to function, and often thrive thanks to the quiet, relentless efficiency of those boots on the ground employees. Their backbreaking, essential work persists without fanfare, without viral complaints on forums, and without demands for constant validation. In contrast, the productivity of many keyboard bound roles is far more replaceable than the tangible output delivered by those who actually build, maintain, and deliver the company’s core value.
True organizational resilience isn’t found in boardrooms or spreadsheets it’s forged in the field, by people who show up, do the hard work, and let results speak for themselves.

Besides me, who else's TI dreams have been absolutely and convincingly shattered?
😭🥺😬😫😵‍💫🥴🤥

Employee appreciation gift- a $15 credit to grub hub. BUT you have to spend $50 to use it.

Cheap a-s Allstate can't even give employees a plain $15 gift card. Some of us don’t even have acess to grubhub in our areas.

Hate on me all you want but this is insulting.

I hate this company. Micro managing is becoming intolerable

Luckily I have 3 years savings so can walk out and likely will

They have always told us “our people are our most important asset”. What does it say when you sell your most important asset. You are in a race to the bottom. I hope they win. Get out while you can. My sympathies for all those who have been affected by this very poor business decision.

I think what’s worse than the tangible changes being made is the culture and environment it’s creating. They lack actual leadership competency to know that with any change comes a far and wide ripple effect you have to LEAD through! In the absence of that you create irreparable chaos that flows all the way downstream. Your next level leaders fear their jobs so they start throwing down hammers, those leaders isolate in fear cause they don’t know how to cascade those messages. Employees then feel the weight of all of it knowing something is going on and watching their colleagues disappear like it’s a reaping. The stress causes people to act in ways they normal wouldn’t and it’s not good! Unethical behavior takes shape, employees suddenly view their colleagues as threats - he-l even leaders do. You create a culture of every man out for himself trying to essentially save their life while dying on the inside.
Whatever your intended outcome is, congratulations MC, you effectively destroyed your workforce in the end.

Which means I don't care about layoffs, reorgs, or anything else here. Paycheck until I'm gone, that's the extent of my commitment. Leadership clearly isn't invested in turning this around. So I expect nothing, and I care even less.

Rumour is they are going to do an employee feedback survey. Is the current thoughts and views and morale and feelings and challenges and of the vast number of employees not very obvious? Another crazy idea from crazy KK lady.

Dan said layoffs will not be incremental meaning the 20% reduction was a one time only. This is a black swan event that doesn’t occur frequently. Just relax most of you will be fine!!!

I’m honestly having some regret about taking this job, especially after finding this forum. I wish I had come across these comments before accepting the offer, but here I am. Is it really as bad as people describe?

I started in January and my role is remote, but based on what I’m reading, it sounds like that could change at any time. I also don’t really feel like part of the team yet. I assumed it was just because I’m still new, but now I’m starting to wonder if this is just the culture here.

Is this how most people feel? Is everyone just quietly checked out?

This concern is to address ongoing situations regarding the handling of confidential information within lower management on the Central Review Team.

It has come to everyone’s attention that confidential employee matters and sensitive information are being discussed or shared with individuals (the su-k ups) who do not have a legitimate business need to know. This behavior raises serious concerns about privacy, professionalism, and adherence to company standards.

Maintaining confidentiality is not optional it is a fundamental expectation in any professional workplace. When management personnel share private information inappropriately, it undermines trust, damages team morale, and creates an uncomfortable work environment for employees who expect discretion and integrity from leadership.

Beyond being unprofessional, this conduct may place both employees and the organization at risk. Leaders are expected to model ethical behavior, protect sensitive information, and ensure discussions about employee matters remain limited to appropriate and authorized individuals.