#organizationalchange

Curious people’s thoughts or knowledge of Gunjans announcement from last week announcing the new AiDI org and the change of moving Ankit under CBB product. Seems like a big change that will shift how we work but can’t quite piece it all together, and if it’s viewed as a positive move. What say you, layoff people?

One of the most parasitic creatures in fidelity is architects. Most of them are completely useless and talks rubbish in the calls. They are the biggest bottleneck to delivery. Why do we need these low calibre people?.Most of these people are from one nationality . Yesterday i was in a call with architect and when questioned he said he believes in some pattern so its good and the GCL ( another guy came to the role without any talent) agreed to that .
The frustration grows when observing the broader organizational structure. During layoffs, good individual contributors were let go while many SVPs and VPs remain, despite having no idea what fidelity is or what kind of projects their teams are working on. Similar to the architects described, many of these leaders are low calibre individuals who received promotions during the 2018-2022 timeframe. This accumulation of non-contributing roles creates significant obstacles to actual progress and delivery.

In what was once a somewhat protected role, we are now being told that the EA roles are now changing to a worldpay model. I’m fairly new to Global Payments and I’m worried about my job now. This place is toxic and creates anxiety for their employees. I work with a great bunch of admin gals (and some admins guys) but I’m feeling the anxiety of what others feel when they don’t know what’s to come.

Uber is reducing its workforce within its People and Places division. This department encompasses human resources, recruitment, and workplace facilities. The company is eliminating 23% of the roles in this specific division. These changes are intended to address organizational complexity and fragmentation. Uber confirmed that artificial intelligence was not a factor in these particular job cuts.

https://finance.yahoo.com/markets/stocks/articles/uber-layoffs-hr-workplace-division-160459323.html

Canon global is artificially propping up the stock value with huge buybacks at the end of May and throughout June. They did the exact same in the 2 months right before the RIF bloodbath in early July 2024.

If CUSA leadership is planning another wave of consolidations—particularly targeting specialized or manual internal roles to make way for the automated, U.S.-based remanufacturing model, the post-July 4th window (specifically between July 6 and July 20, 2026) is the exact historical and operational sweet spot.

If you're trying to gauge the temperature in your department over the next few weeks, watch for mid-June invites to "organizational alignment" meetings, sudden, quiet audits of your division’s specific workflow volumes, or any mentions from direct managers of "proof of life" for your department to rationalize its value.

Question in title. Alleged rumors that everything is supposed to be kept quiet for awhile

Our VP scheduled a 15 minute meeting today regarding an "organizational update." Has anyone else had similar meetings or received any news today? Curious whether this is part of broader organizational changes or if there may be another round of layoffs occurring. Any insight would be appreciated.

The Lakers laid off more than a dozen business operations employees. These layoffs occurred on Wednesday. The affected departments included communications, marketing, and sales. This action is part of an ongoing organizational restructuring. Mark Walter's new majority ownership initiated these business changes.

Los Angeles, California

https://www.latimes.com/sports/lakers/story/2026-05-27/lakers-layoffs-part-of-sweeping-changes-to-business-operations

Just curious what the board thinks. Playing politics and maneuvering the convoluted organizational structures come to mind. A bit ruthlessness and narcissism helps too. What I noticed is that most of them like to hear sound of their own voice, I guess this can be rolled up as a subgroup under narcissism.

Hearing from a few people that another round may hit by EOM ( May) or sometime in June... word going arund is bottom 10% and retirements could be part of it. Sounds like calibration season all over again.

Business transformation was supposedly the big reset, but now people are saying more org changes and headcount reductions are still coming.

Anyone else hearing this in IT, Finance, Commercial, HR, or the plants?

Feels like management already knows more than they are saying. Same pattern as last time. Silence for months, then sudden announcements.

Anyone negatively impacted by office closures? What is your management saying? Feel like they are preparing for something with all of this unprompted change

Massive changes for Portfolio SEs coming. Essentially generalists won’t exist any more.

Long ago MDT was all about patients and customers and everyone lined up to support that. Then they started to get functional leaders who thought their functions were more important than the mission.

HR used to be a support function with a generalist per dept or function that knew people, helped hire, fire, promote, set pay..... then HR decided they were too important to work that way and needed to specialize to be more efficient., so they pulled all the features apart and created leaders for each.

Now you have, maybe, a generalist who might know you but they are spread across many teams.

You also have recruiters, who are called "talent acquisition" with all their own rules.

You have job leveling experts who review individuals against the job family rubrics to decide if they agree someone can be promoted.

You have compensation experts who decided what people can be paid.

You have "human capital insights" who run the global voices survey.

You have the Org design experts who know how you should be structured, spans and layers and such.

You have data teams, HR systems teams, who hold all the info.

You have pay disparity teams that go through your organization and send you a mandate to change someones pay to make things more fair (though never with any incremental funding to implement, you need to find it in your own cost center)

And you of course have D&I considerations.

As a manager, this has made work so much more complicated and difficult, but its done in the name of excellence in HR?

Now you see it repeating in Operations, etc...... All at the expense of the mission, patients and customers.

So heard in a meeting today that MS has some managers getting demoted, overall wholesale changes in leadership in some groups, folks with 10 years in DS leaving...

So whats really going on?

I've stopped learning people's names. By the time I figure out who reports to whom, they reorganize again and everyone moves. It's been three or four restructures since I started. None of them made anything better.

Management announced the shift to the "New Technology and Product Model" yesterday, effective June 1. They are framing the 1,000 cuts as a "skills reshuffle" to make room for 2,000 early-career hires.

To those in Tech/Product: How is your leadership actually mapping this? Is your "squad" being dissolved into these larger teams, or is this just a way to cut senior headcount before the RTO mandate hits in September? Curious if anyone has seen the new org charts yet or if we’re all just flying blind until June.

Nike leaders keep saying that they are flattening the org to keep things simple, but GT is still a mountain of management.

If most employees still have 2 layers of managers, 2 of directors, 3 of VPs, and 2 of C-suite leaders, what exactly was 'flattened'?

Is there a difference if the meeting is scheduled with HR alone versus HR + a MGR (like if it means laid off versus moving to different org)?

What's happening with the new CRDN & SH OU (ICT)
? Will there be more layoffs as the functional leaders announce their orgs?

Anyone heard any planned changes to HR or Communications with new CHRO?

From LinkedIn just now, from Karim Bandali:
"I am excited to share the creation of a new Operating Unit at Medtronic focused on Cardiovascular Surgery. Today, we unite Cardiac Surgery and Aortic — each with deep expertise, talented people, and a shared commitment to patients and clinicians."

for those that have reorg announced today , do you know what is causing it?

seems like people are getting moved to different teams across IT

7-Eleven is implementing a cost-focused transformation. The company aims to streamline its organization. This process has led to difficult decisions and staff changes. Many employees have posted about their departures on LinkedIn. The goal is a stronger, more competitive business.

Irving, Texas

https://cspdailynews.com/company-news/workforce-changes-emerge-7-eleven

It is difficult to maintain confidence in the current Light & Wonder executive leadership, particularly as their transition from Aristocrat has been overshadowed by a perceived lack of transparency. The decision to displace established leaders in favor of former associates suggests a preference for insular hiring over organizational stability.

Furthermore, an approach that prioritizes rigid internal directives over collaborative expertise has made it challenging to foster a culture of mutual trust.

The whole world is changing to work from home due to energy crisis.Only these jokers ask everyone to come in person on all 5 days,badge in badge out..
Wonder where the priorities are.Org changes across the board by new SLT.Hopefully that revives the titanic

A few weeks ago someone posted a rumor about an upcoming reorg in New England and OPW. Can we get an update?

So many positions are getting filled - a bunch of people will not be in their current jobs (backfill already announced) …where are they going. Part of the new org ?

What are your thoughts on this ?
Odd? Very fitting given the rising impact of AI on employee productivity? Other ?

I’ve been in R&D long enough to think I’d seen every organizational oddity, but lately I look at my reporting chain and just… sigh. I’m a Principal Engineer, the most technical person on my team, and yet there are seven layers of management between me and the top. Seven. At this point it feels like performance art.

And the part that blows my mind? We’re a software company. We really only need three groups to function: developers who ship code, sales/AEs who bring in revenue, and top leadership who set direction. Everything else should be supporting those three — not ballooning into a management ecosystem that needs its own food chain.

FP Markets has reduced its global workforce. Less than 7% of its employees were affected by the cuts. This action is part of a broader organizational review. The Australian-based broker previously employed over 300 staff. Other retail brokerage firms have also recently cut staff.

https://www.tradingview.com/news/financemagnates:1b9a7872c094b:0-exclusive-fp-markets-joins-layoff-trend-cutting-up-to-7-of-global-workforce/

It’s really shocking how poorly these work changes are being handled. The lack of coordination, communication and planning is unbelievable. The entire leadership staff should be embarrassed.

Oracle, the software company headquartered in Austin, Texas, has filed thousands of petitions for H-1B visas in the past two fiscal years, even as it lays off thousands of American workers as part of a broader organizational shift. Federal data shows Oracle filed for 2,690 H-1B visas in fiscal year 2025 and 436 so far in fiscal year 2026, totaling over 3,100 visa requests.

https://nationaltoday.com/us/tx/austin/news/2026/04/03/oracle-files-thousands-of-h-1b-visa-petitions-amid-mass-layoffs/

Just read ML email. Big change for APAC

"We are sharing some difficult news regarding your position. After careful consideration of Oracle's current business needs, we have made the decision to eliminate your role as part of a broader organizational change. As a result, today is your last working day. We are grateful for your dedication, hard work, and the impact you have made during your time with us. After signing your termination paperwork, you will be eligible to receive a severance package subject to the terms and conditions of the severance plan. You will receive an email from DocuSign to your Oracle email address with details on your severance and termination date."

This org structure and function is not sustainable. Layoffs inboard.

Mass email just hit my inbox:

After careful consideration of Oracle’s current business needs, we have made the decision to eliminate your role as part of a broader organizational change. As a result, today is your last working day.

We are grateful for your dedication, hard work, and the impact you have made during your time with us.

After signing your termination paperwork, you will be eligible to receive a severance package subject to the terms and conditions of the severance plan. You will receive an email from DocuSign to your Oracle email address with details on your severance and termination date.

Immediate Action Required
To receive important follow-up information, including FAQs and separation documents to help you through this transition, you must provide a personal email address.

rudential Financial Inc. filed another round of layoffs in New Jersey. This action brings the total job cuts at its Newark headquarters to 237 since July. The latest notice covers 54 positions expected to be eliminated between May and June. These workforce reductions are part of an ongoing organizational structure review. The company evaluates operations to align with evolving customer needs and strategic priorities.

https://www.insurancebusinessmag.com/us/news/breaking-news/prudential-layoffs-in-newark-reach-237-569944.aspx

Re-org email from RA received in the morning - here it begins.
Seems like PTC is the first geo that starts the re-org.
Per email local consultation requirements are starting this week.
Other geos, good luck - you are next in the row.

Sudden layoff. No notice . Said organizational changes