#offshoring

This really says it all right here:

we effectively managed Adjusted selling and administrative expenses, offset by softer Insight Core services and hardware performance

Basically they fired more people to try and turn the sinking ship around as it is their only lever to pull when you can't get KrustyBurger to deliver on numbers. You can see in the numbers just how much they are spending in offshoring in EMEA as well as continued offshoring in the US. Buckle up kids, looks like this is the new Insight, slash and burn your way to profit! Keep your heads down and hope that your teammates don't turn on you so that you get tagged in the next on-going episode of "RIF or Sink", coming to you on a major network soon!

Here is what I captured in our threads over last two days, I hope this helps somebody:

===== A. Technology, Engineering, and Cybersecurity =====

1. "They are laying off tons of Cyber Security employees at the moment." (@c6+1k8nb9xqa)
2. "TES is getting gutted." (@c5+1k8nb9xqa)
3. "The entire GXC team has an invite on the calendar. Fiddelke and his cronies are insane, their email specifically said a goal was to 'accelerate technology'." (@c4+1k8nb9xqa)
4. "Tech is getting hit with them as well." (@bh+1k8nb9xqa)
5. "Target plans to outsource all of tech, engineering, and security, what does not get moved to India will be outsourced to a contract here in the US." (@a2+1k8njmzmw)
6. "Tech / R&D - Nothing yet!" (@a5+1k8neramv)
7. "TES Procurement." (@a5+1k8nd7sed)
8. "Which team of cyber? Does anyone in cyber received an email?" (@df+1k8khq2xa)
9. "The entire r&d/new technology team was let go. Their lab, which is where lots of teams went for testing and where they gave tours to outside groups, is dark and empty." (@ba+1k8rbk1en)
10. "Lots of engineers, TES: L4s in service centers got hit hard, also L6, and WFM." (@OP+1k8p4z1py)
11. "I’ve seen two senior engineers get laid off from digital. Also saw a principle get laid off from research and development area." (@a4+1k8nx6h2k)
12. "Food supply chain lost a few directors." (@dx+1k8khq2xa)
13. "EA is gone." (@a7+1k8nj573p)
14. "Enterprise Insights." (@a3+1k8ngxvkj)
15. "Data Analytics — My husband was just laid off. He's technically in the Tech space so looks like no sector is safe. He wasn't an engineer btw." (@ab+1k8nm3hwg)
16. "In my department most are L6 and L5 and the cuts were: 5x L7, 5x L6, 2x L5." (@a8+1k8p5x96h)
17. "The company's performance was lagging, so today's layoffs are the sad and painful result of that lackluster performance." (@OP+1k8nfxb8q)

===== B. Merchandising, Planning, and Design =====

1. "L7 planning directors. Remote L7 merchant directors." (@a8+1k8ngp8jp)
2. "A few contacts in Merch Planning have posted on LinkedIn that they were cut." (@ac+1k8np3z05)
3. "All buyers and planners did not survive." (@a8+1k8nr1dcy)
4. "Did planners company wide get laid off or just in F&B and E&B?" (@a4+1k8ntf0w6)
5. "I believe any L7 (director) planning role was cut. Merch Planning had roles from L4-L9. A few L8s and I believe 1-2 L9s as well." (@aj+1k8nr1dcy)
6. "Merchandising includes Buyers/Sourcing/Design/Tech, right?" (@aa+1k8neramv)
7. "Merch (design)." (@OP+1k8njsv5g)
8. "Creative (marketing) is gone, too no?" (@a1+1k8nngs71)
9. "Properties, Merch, Store Ops — so far..." (@a2+1k8neramv)
10. "Properties." (@OP+1k8neramv)
11. "They eliminated our US director so everybody reports directly to India now." (@a7+1k8r4vhg6)
12. "Some teams disappeared entirely (e.g. the Multilanguage team that handled all translations.)" (@a3+1k8ref4pn)
13. "This is the breakdown of the layoffs by position in the US: Director - 87, Manager - 56, Lead - 45, Analyst - 19, Principle - 9, Associate - 6, Partner - 5, Specialist - 4, Engineer - 3, Auditor - 3, Accountant - 2, Designer - 2, Admin Assistant - 2, Recruiter - 2, Consultant - 2, Scientist - 1, Other - 11." (@a5+1k8p4cdjv)
14. "Agostino said names of teams and people who were let go in a team meeting today, when's he getting fired for leaking names?" (@a6+1k8rgty6d)

===== C. Customer Service, Operations, and Call Centers =====

1. "Quite a few of us across CSC." (@c0+1k8nb9xqa)
2. "L7 on my team. Store ops." (@bp+1k8nb9xqa)
3. "The call centers got hit hard. L2 - directors. Gone." (@ac+1k8ny0d51)
4. "DGS/CSC/GCS mega hits." (@a3+1k8p4z1py)
5. "GS, CSC, GR — Any word on how the call centers faired?" (@a2+1k8p2ba0w)
6. "All three? what are you talking about? 5 leaders (including Sr. Manager and Director). DGS/CSC/GCS were completely gutted." (@ac+1k8nxp7tb)
7. "400 TCB employees laid off." (@a2+1k8p53mv4)
8. "TCC is gone, and all service center TLs are gone." (@ak+1k8pgaz3b)
9. "AP. Higher up leadership has a private." (@a7+1k8neramv)
10. "Legal Affairs or Investigations — I see 9am blocked off on a L7 and L8 I think." (@c8+1k8nb9xqa)

===== D. Diversity, Equity, Inclusion, and Community =====

1. "They let go most of the DEI teams and the company is being transformed into a sweat shop with no values or morals." (@OP+1k8rtbfab)
2. "The diversity team just changed their name to community impact or something like that and none of them were touched by layoffs." (@a9+1k8r4q82d)
3. "The diversity team doesn’t exist anymore." (@a5+1k8r41pyx)
4. "Much more supply chain folks next time. Community and belonging will also be affected once those holiday photos come off the fridge." (@ad+1k8rtbfab)

===== E. Finance, Analytics, and Administrative =====

1. "Finance impacted?" (@ad+1k8neramv)
2. "TES Procurement" and "Finance impacted" both mentioned as affected functional areas. (@a5+1k8nd7sed, @ad+1k8neramv)
3. "Official WARN notice... Positions affected include: Accountant, Analyst, Director Finance Strategy & Operations, Sr Manager Tech, Sr Manager Cybersecurity, Sr Recruiter, Team Lead Financial Products, Team Lead Guest Relations, Team Lead TCC Delivery Services, Tech Operations Program Manager, Vendor Manager." (@ad+1k8np2as9)
4. "Communications." (@a2+1k8nghft6)
5. "Design/PDD Teams — anyone get emails? What levels? What Divisions?" (@a5+1k8nf9ynm)

===== F. General, Multi-Area, or Target-Wide Mentions =====

1. "Tech / R&D - Nothing yet!" (@a5+1k8neramv)
2. "Tech, digital & cyber so far so good today. but... are we just left for latter and will there be a massive cut within these groups as well?" (@a7+1k8p1j133)
3. "The company's performance was lagging, so today's layoffs are the sad and painful result of that lackluster performance." (@OP+1k8nfxb8q)
4. "From what I’ve seen it’s mostly been low performing ICs in digital. Minimal impact. But I’ve heard rumors that there will be another wave that will hit digital harder after peak." (@a3+1k8nrdpg3)
5. "Very sad to see research and development teams eliminated, it always seems like the first thing to go in a mass layoff like this." (@OP+1k8pntp9g)
6. "In my area, all the L7s were let go were doing the work of an L5 or even an L4." (@a6+1k8r7fqnj)
7. "The distribution list that was used to email people who were laid off was shared." (@a5+1k8pkdyew)
8. "Associate buyer Sr Consultant Financial Products Lead IDO Specialist Sr AP Tech Investigations Sr FSQ Specialist Home Based Sr Specialist CSC Principal Engineer US Sr Photo Producer Associate Fabric Engineer — from what I saw." (@aa+1k8nqwqqq)
9. "TII employees that were not impacted received an email telling they would continue to be a team member. Apparently guest facing and marketing teams were most impacted." (@a5+1k8n55yrd)
10. "completely gutted." (@a4+1k8p2em87)

I quit a while back, but it seemed like BTC was gearing up to be a sh-tshow. Just curious how that was going now.

I swear to whoever the creator is these execs are d-mb as he-l. Buying cheap platforms for a big a-s org like UHC and the companies it’s bought out plus offshoring to overseas third world countries results in so many tech issues and SD and upper management want to act surprised systems are down.

It's been a long time coming--but a much steeper trajectory toward then end--but this company's technology organization has officially fallen to Indians. If you are not an Indian, your career prospects are bleak. They also keep telling us that the new offshore capability center isn't intended to reduce the FTE onshore footprint, but just know, you are being lied to like you have been lied to about prior layoffs and RTO. It truly saddens me to say this because I've been loyal to this company for a long time, but this place isn't even recognizable anymore.

She is in India shopping for more sweatshops to outsource more onshore ELV and resulting in more layoffs.

Where are far left, far right, maga, union type people not talking about this?

F&&@ing Greed.

You will find some areas that may be better managed and functional. If you are being brought in at a higher level with a specialized job, for example, if you are an AI expert and are part of the chosen, inner circle it is probably still a good option. But I would read through these posts carefully as there is a lot of factual info that should be given careful consideration. There is no real innovation, profits are being made shifting jobs off shore, via premature implementation of AI and via RIFs; that is not sustainable as a long term strategy. The senior leadership team for the most part is incompetent in my opinion. The CFO has no healthcare knowledge, the CIO has crashed and burned at several companies. Look at public records and you will see that the SLT is not buying Elevance stock, with the exception of one 2.3 mil purchase by Gail to shore up quarterly earnings, they have spent 400k total in stock purchases over the last year and are ditching their shares whenever that can. The chief security officer left, supposedly due to questionable behavior re in house self monitoring. The culture is very much a caste system where the SLT and their minions pass down impossible to meet goals and then also I believe misrepresent up the chain that goals are being met. RIFs are constant and are not communicated; it is like a horror movie where people are disappeared in the night. This results in the people who are left having unreasonable workloads and overall makes for a miserable culture. Many people who were hired fully remote and never went into an office were required to go in 3 days and wouldn’t be shocked if it goes to 5. Expect raises that don’t keep pace with inflation and cr-p bonuses. Advancement opportunities are also limited. If the job has anything to do with provider data, that is a mess. I would never do a call center job at this company. If you go in with your eyes open and limit yourself to 40 hour weeks from the outset and are able to manage your stress and understand from the outset that it is not you it is them; then perhaps it will be workable for you. I would strongly caution anyone who has underlying anxiety or an inability to compartmentalize against this company. You don’t mention percentage wise what the difference in potential salary is, I would perhaps see if you can negotiate with the other organization for a future increase.

Posted by @bg+1k8g1dfer, well said.

If you follow Cisco LR blue print over many quarters, notifications are always next day to the earning call, which is Wednesday, Nov 12.

Earnings Nov 12
Notifications Nov 13,
Exit date Jan 13.

Collect your severance and retire happy.

With the grand announcement today that the US Foods buying role will slowly be moved overseas. Soon no Corporate jobs will be in America

Here is the location of my job:

https://jobs.exxonmobil.com/search/?q=Engineer&locationsearch=India

As an engineer working in Canada in Okl & Gas for 25+ years, where can I work now??

No need to answer my question. I already found it.

Is this a real simplification and an efficiency measure? Maybe? But it may as well be cover for offshoring to TII + Contractors. I do have tendency to be paranoid tho.

In the never-ending pursuit of saving money, the IT department has lost two more critical employees in favor of steering more work to the offshore folks. Best of luck communicating with FSC and getting any help at all now. The IT group was already operating on a skeleton crew. Not sure what Follett leadership is doing but they've managed to confuse everyone on the company's future.

Have heard a lot of noise around HCL

In Penny's Page for October 27, 2025 Penny says great teams don't just work side by side, but they grow together so they can build something lasting. Is she serious? Does she think anyone is buying her BS anymore? This is something our first five managing partners could have said and it would be believable because those leaders lived those words. Unfortunately, our sixth managing partner does not live these words. She spouts these words out haphazardly and then lives a different life. How does our Edward Jones teams grow together and build something lasting by eliminating American jobs and sending them to India? How do you bring people out of COVID and back into the office because we need to do business face to face and at the same time send American jobs to a third world country on the other side of the world? Is Penny serious when she says these things? During the sixth managing partner search the candidates underwent psychological testing. If Penny is serious when she spouts out this garbage then she probably needs a more current psychological testing. She is losing it and she is losing it quickly. Penny, come to your senses and just step down. You have done enough damage already. I do not know if this company is salvageable or not. If it is, the next managing partner is going to have their work cut out for them. God save our firm.

Why shed all that knowledge and let go of those who knew every nook and cranny of their area? Just to replace them with cheaper offshore labor that can’t possibly bring the same level of involvement or deep understanding of the organization and its specific issues. It looks like a plain stupid move from where I stand.

Leadership Development Program and everyone who was in it has been put on bench.
Hearing that there will be significant re-org by November. Most jobs going to India
Delivery is again being worked into a POD model, further consolidation.
Rutledge driving his minions to drive sales

The vast majority of jobs lost today are just going offshore. And some of the work will be dumped on the people who remain, flooding them even more.

TII offshoring + rework, also time zones & duplication keep coming up as cost‑savings on paper. But in real life all of this creates waste in practice... The board is salivating as they are looking at cost savings projectiosn but they are clueless about what's actually happening - that sh-t is eating the company from inside. No self-respecting company in charge of it's own destiny does this - all outsourced cos are just junk

Hi everyone, I'm sorry for what's happening this week. I hope Target doesn't just turn around and post those roles in India.

Anyway, the top 10% of earners drive 50% of consumer spend. The other 90% are tapped out, and offshoring jobs definitely won't help those 90% get back to their typical spend levels that companies like Target rely on. So companies are increasingly marketing to the top 10% but that's just eating seed corn, not a growth strategy. Even then, my household is in the top 10% and shopping in a Target store has become something to avoid if at all possible. We'd rather have stuff delivered than deal with the hassle. So, I want Target to survive but if the plan is to offshore in India they're contributing to the decline of their own customer base, and deserve to go the way of Sears and Kmart.

Can someone help me understand how laying off thousands of U.S. team members while backfilling roles with TII is supposed to help Target grow? We’re replacing people who understand our operations and culture with teams that, in many cases, aren’t being given the chance or tools to learn how Target truly works. Are we really strengthening the company by cutting experienced U.S. talent just to hire three offshore roles for the cost of one? I’m struggling to see how this strategy positions Target to become a powerhouse again.

Don’t get me wrong, I understand there’s a lot of corporate bloat. We have plenty of senior managers and above who no one can quite explain what they do, aside from adding meetings to talk about meetings. I get that there’s a need for change. But the acceleration program doesn’t seem to be targeting what actually needs to go away.

If they haven’t been increasing headcount there already to trim here, I speculate they will start backfilling there eventually. I’ve seen it happen at other companies.

I’ve been hearing there’s ai now that can do our jobs… and that the entire SWE chapter but almost exclusively application engineers are targeted for ENGINE asap.. is there truth to this? Tbh I’ve been looking for jobs since last August with zero interviews so I’m really really worried. Any insight would mean a lot, thanks !

Seems like AMAT is going for moving more jobs OVERSEAS and focused on letting go Americans...might as well make your headquarters in India at this point. Imagine spending billions on a building none of your customers want and then you let go of people HA

How long before offshoring and forced ratings finally break what’s left of morale? Every round of “efficiency” moves chips away at tr ust, replacing experience with cheaper labor and arbitrary rankings. At some point, it’s not just people leaving... it’s the company’s culture and expertise walking out the door too.

Lyondellbasell has terminated roughly 85% of its IT (or Digital buzzword) staff (originally announced as 100 employees but real numbers are around 300+) that had 8+ years..with the company in an effort by an ex-Shell fool named Kayoor to outsource American jobs to TCS outsourcing Indian shared services, keeping only Senior leadership and dozens of 'directors' that are solely responsible for saving their own jobs ' and not the ones performing the actual work for the company.
Claiming they want to industrialize utilizing AI , these individuals have adopted an old model of cheaper, less experienced and less knowledgeable workers hoping they can recoup money lost due to a CEO thats agenda was to make a plastics ccompany not develop plastic.
Lyondellbasell is circling the toilet bowl.

The SMS have slowly had their role trickle over to India. Even though they’re low on the totem pole, I’m wondering if they’re on the chopping block since they fall within merch. Or since there are the rumors of a second round in January, if the train TII in the meantime and axe them then? Of course that would be messed up to our ppl anyways, but it’s just helpful to have someone from the states in this time zone to interact with vendors. Has anyone heard of any whispers on if we may be losing them?

So MW learned nothing during COVID. He’s on Fox talking about energy and national security while farming out critical jobs overseas. CVX is multinational. Quit the hypocrisy MW.

HCA setup offices in India and massive hiring is on .....hcahealthcaredotin

Heard a rumor they are moving where toner will be manufactured, like offshore.
Would that make any sense with tariffs?
Doesn't the union have an agreement?
Or is this just to close all of webster facility?

Does anyone know if L3Harris is planning to outsource the rest of their IT infrastructure/departments to InfoSys and HCL once they take over from Accenture?

Do any of you have managers and teams based in other regions? My team is in Costa Rica, while I’m in the US and I'm struggling with feeling included by my manager. What have your cross-regional team experiences been like, particularly regarding communication and inclusion?

Like crowdstrike outage last year, similar issues with Amazon AWS.

Poor programmers in India

Welp sounds like work will be moving

I was laid off a recently despite many years of service.

I know of one other co-worker, also long term employee, that was laid off the same day, but there may have been more.

We have been instructed not to talk to our co-workers.

There are lay offs last year and the year before.

But that may have been because of the 175 million dollar SEC lawsuit.

Basically they have us train a foreign workforce to do our jobs and once they are trained, they get rid of us.

So if you are training people from overseas to "be part of your team", start looking for work.

Bumped from: Post ID: @q6+1k7qg7waq

The Comcast bloodbath has begun; knowledgeable and tenured employees are being slashed with no plan to capture or transition their knowledge. Many jobs are being cut, then re-posted with lower salaries and greater demands, or being moved to offshore sites. Severance packages are demonstrably stingier than in the past. Thanks to the "Big Beautiful Bill", Comcast has a windfall in tax breaks. Kudos to all the fools who still believe in "trickle down" economics. I wonder who Comcast. Amazon, Meta, etc. will sell to when the American working class is eliminated entirely?

What do you all think? Does that mean imminent layoffs in US/UK?

Closed Manchester site. 50-
Closed Cary NC. A few got transfers to knoxville.
Closed Federal Way. That entire PL is transferred to India.
Multiple groups had their product and test teams gutted and transferred to India so expect design for those shops to follow within two years.
Ethernet in california
IT got raked over again.
No more us or Germany eda support
Bottom 10.
Anyone they could flag as not badging in even though some of these guys and gals were working overnights to deal with India. Senior people that were up on tech staff
DFAB
SFAB
RFAB
Lehi lfab was hit in june
No cohesive plan on how to address cuts.
Very clear this is the transfer to India plan.

If you have any questions about GP/TSYS feel free to ask here.
Every town hall we’ve had this year they’ve given strict direction to NOT speak to anyone from FIS regarding the Global Payments/TSYS Issuing divestiture.
We also went through a massive McKinsey overhaul all year and what a disaster it has been. RIFs around every corner and most of us have had the same anxiety about “when will it be my turn” all year. The guy who was leading that effort from McKinsey is now the CTO of GP real interesting how that worked out…
We are not hiring stateside anymore, it’s either India which also seems rare these days, or Phillipines.

Morale is in the toilet, it takes teams 10x as long to build anything meaningful in tech. No good requirements from business to even build anything. We continue to invest in things that are failing or aren't even thought through. It's just been a bunch of 32 plus managers trying to meet their goals to get big bonuses by being yes men and not innovating anything, laying people off to pretend to have profitability. Now we are seeing the fallout from these decisions. Optum used to be a company I was proud to say I worked for. But I have little faith, even my own manager is having a hard time getting us motivated. Fear will only motivate the masses for so long. Then people stop caring. The Indians are not gonna put up with this either, Optum is one of the lower paying employers in India too and they all know it. What IS the long term plan guys? Do you all think past the next earnings report? Because these decisions are not made by a company who is seeking long term financial gains. Good strong companies treat their employees like gold, not trash. The job market will change, the Indians will go to Humana or some other healthcare company that treats them with respect, and the Americans will be done with you. My advice? Invest in your long term employees. Especially considering that many of us have so much domain expertise that will put your systems in harm's way if you lose us.

BNY Mellon employees are voicing deep concerns about layoffs, offshoring, and leadership transparency. Sentiment ranges from frustration and distrust to resignation and strategic exit planning.

Below are current results of the Top 15 employee concerns, associated employee sentiments and reactions to leadership responses. These are actual results (with a hint of humor) based on current internet discussions and reports from multiple sources.

Top 15 Concerns & Sentiment Breakdown:

1. Offshoring to Pune, India
   📉 Employee Sentiment: Betrayal, anxiety, and the creeping suspicion that their job just got a one-way ticket to another time zone. Frustration, betrayal, fear of redundancy.
   🎩 Leadership Perception: “Global talent optimization.” Translation: cheaper labor, dismissive of U.S. talent, fewer complaints, and better PowerPoint formatting. Cost-driven, efficiency-focused; perceived as dismissive of U.S. talent.

2. Forced Ranking & Performance-Based Exits
   📉 Employee Sentiment: Hunger Games meets HR. Everyone’s a “low performer” eventually. Anxiety, distrust in fairness.
   🎩 Leadership Perception: “Driving a high-performance culture.” Also, a great way to trim headcount without calling it a layoff. Justified as "performance culture"; seen as opaque and arbitrary.

3. Closure of Wilmington & Other U.S. Sites
   📉 Employee Sentiment: Shock, grief, and a sudden interest in Zillow listings in Delaware. Anger, helplessness, lack of relocation support.
   🎩 Leadership Perception: “Strategic footprint realignment.” Bonus points for announcing it via Teams chat at 4:59 PM on a Friday. Framed as strategic consolidation; perceived as abrupt and lacking empathy.

4. AI-Driven Role Elimination
   📉 Employee Sentiment: “I trained the bot that replaced me.” Skepticism, fear of being replaced.
   🎩 Leadership Perception: “Innovation at scale.” Also, the AI doesn’t ask for raises or take mental health days. Promoted as innovation; seen as lacking in human impact planning.

5. Unequal Salary Increases
   📉 Employee Sentiment: Analysts got a 20% bump. VPs got a “thank you” and a free meditation app. Frustration, betrayal, perceived favoritism.
   🎩 Leadership Perception: “Market-aligned compensation strategy.” Also, “We’ll circle back on that.” Leadership disconnected from frontline realities.

6. Lack of Transparency in Layoff Criteria
   📉 Employee Sentiment: Rumors, paranoia, and Teams channels named 'Who’s-Next. Distrust, rumors, emotional exhaustion.
   🎩 Leadership Perception: “We can’t comment on individual cases.” Also, “Please refer to the FAQ we updated 3 minutes ago.” Avoids specifics; messaging seen as evasive and legally sanitized.

7. Decline of Pittsburgh as a Growth Hub
   📉 Employee Sentiment: Nostalgia, resentment, and a sudden uptick in LinkedIn activity. Disappointment, strategic exit planning.
   🎩 Leadership Perception: “Decentralized innovation.” Also, “We’re excited about our 3 strategic growth centers and lower cost, consolidated real estate holdings.” Quietly deprioritized; perceived as abandoning legacy locations.

8. Severance Inconsistencies & Unemployment Eligibility
   📉 Employee Sentiment: Confused, lawyer-curious, and Googling “constructive dismissal.” Confusion, fear of financial instability.
   🎩 Leadership Perception: “We’re following all applicable laws.” Also, “We appreciate your service.” Legally cautious; seen as ethically indifferent and inconsistent.

9. Culture of Waiting for Retirement or the Next Cut
   📉 Employee Sentiment: Zombie mode. Badge in, badge out. Resignation, disengagement.
   🎩 Leadership Perception: “Voluntary attrition is a natural part of transformation.” Also, “We’re building a future-ready workforce.” Not directly addressed; perceived as passive acceptance of attrition.

10. Global Workforce Imbalance & Morale
    📉 Employee Sentiment: U.S. teams feel ghosted. Offshore teams feel ghostwritten. Fractured teams, resentment across regions.
    🎩 Leadership Perception: “One global team.” Except some teams are more 'global' than others. Framed as global optimization; seen as favoring offshore growth over U.S. retention.

11. Leadership Communication Style
    📉 Employee Sentiment: Corporate Mad Libs with a side of gaslighting. Cynicism, fatigue.
    🎩 Leadership Perception: “Transparent and empathetic.” Also, “We’re listening.” (But only to shareholder sentiment, not you.) Polished but vague; perceived as disconnected and overly scripted.

12. Strategic Ambiguity in Transformation Plans
    📉 Employee Sentiment: “What are we transforming into, exactly?” Confusion, lack of trust.
    🎩 Leadership Perception: “Agile, resilient, and future-focused.” Also, “That's a broken sprint and we may pick that up in our 2026 PI-3 planning.” Buzz-word heavy; seen as lacking clear direction or accountability.

13. Declining Internal Mobility
    📉 Employee Sentiment: “Apply internally” = “Apply to be ignored.” Hopelessness, stagnation.
    🎩 Leadership Perception: “We encourage career growth.” Just not here. Or now. Or for you. Not prioritized; perceived as undermining career development.

14. Performative Wellness Initiatives
    📉 Employee Sentiment: “I lost my job, but at least I got a free access to Spring Health's mindfulness self-help app.” Eye-rolling, sarcasm.
    🎩 Leadership Perception: “We care deeply about your well-being.” Especially when it doesn’t cost anything. Promoted heavily; viewed as superficial and misaligned with actual stressors.

15. Erosion of Institutional Loyalty
    📉 Employee Sentiment: “I used to bleed for BNY Mellon. Now I just bleed.” Exit planning, emotional detachment.
    🎩 Leadership Perception: “We’re evolving our culture.” Into what, no one knows. Possibly a chatbot. Not acknowledged; perceived as collateral damage of transformation strategy.

Summary Themes:

• Strategic Distrust: Employees feel decisions are driven by cost-cutting, not stewardship.
• Emotional Fatigue: Layoff cycles and vague transformation language have worn down morale.
• Leadership Disconnect: Senior leaders are viewed as detached, evasive, and overly polished.
• Exit Momentum: Younger and mid-career professionals are actively seeking roles elsewhere.

In summary, BNY Mellon's transformation strategy is widely perceived by employees as a cost-cutting campaign disguised in corporate jargon, marked by offshoring, opaque layoffs, and performative wellness. Leadership is seen as detached and scripted, while morale erodes under forced rankings, AI-driven exits, and strategic ambiguity.

What do you think? Please share in the comments.