#reorg

I thought the re-org was supposed to eliminate the chapter model. Why am I still reporting to a do-nothing, useless people manager?

Norco re-org on the way after $500mm in potential value found by McKinsey. So much for "we can't cut and cope our way to profitability..."

Anyone else feel like we’re no longer transforming the business, we’re transforming the transformation?

New LOB leaders. New-old CTO. CDO gone. Buyouts. New operating model. Morale in hospice.

At this point, the org chart has changed more often than the stock price.

But don’t worry. Reorg #7 is definitely the one.

OpenText stock is so low, it looks like it borrowed a time machine and went back to July 2015, probably the last time someone in leadership accidentally made a sensible decision.

After decades of people working relentlessly, building systems, carrying delivery, solving problems, and keeping the machine alive, it is truly inspiring to watch a parade of strategic geniuses take over and prove that destruction can also be executed with confidence, PowerPoint decks, and executive bonuses.

The company will survive, of course , companies like this always do. The people who built it get discarded, the decision-makers get rewarded, and families like mine get to wonder how loyalty, experience, and decades of hard work are supposed to turn into food on the plate.

But no worries . I am sure the next 'transformation initiative' will fix everything. Maybe another reorg, another acquisition, another round of cuts, another leadership memo full of brave words and zero accountability. Because apparently, when stupid decisions fail, the solution is to execute them even more relentlessly.

Lots of reorgs are coming. Lots of meetings were held today. I feel bad for those who were surplused. And unfortunately, another wave is coming in September.

Anyone know the plan for VCG Ops? Based on some reorg emails it seems like retail and CS OPS have been officially combined under the same umbrella creating even more redundencies or were taking a second stab at OPOO

The last Reorg is a massive failure, very poorly planned and executed, they will pay the price soon. Layoffs are being done in the wrong places. Instead of constant reorgs that don't work why don't you layoff all the sycophant leadership who created these strategic blunders to occur and leave the alone the IC, you will need them to rescue your org. Once you have done that look into the current ICs for talent who have vision and creativity that can lead to true innovation and not just sychophants who will do as they are told. Nah instead you will make one or two changes, shuffle around some people, but keep the same id--ts in place. Congratulations you have not changed.

Looks like the DTO LT has been recently informed of the layoffs planned for later part of the year. The DTO LT themselves are in danger as there will be multiple mergers and hence job losses at LC and higher JG levels! Not complaining as I clearly see roles force fitted that need to go. But, it's the 3rd major restructuring in last 2 years that could have been actually done in one go during TOM.
Not sure when will this stop!

Any more insights from anyone about what's going to happen at mid and lower JG levels?

Any planned re-orgs or new gossip? I heard mixed feedback. Lots of concerned employees but also many people are positive and excited. I did hear more concerns on the apps and DB side.

Who knows. People are anxious. At least people around me. I am more concerned about 2027 and what happens if the economy tanks due to sh-t that's happening all over the world.

So our TM told us today to expect a survey in the next couple of days about our interest in moving to Proximity. Said they're hiring over 600 CS jobs and over 80 Team Manager jobs in field locations all over the US. They said it was staffing neutral and if they do not get enough people they will hire from the outside. That means probably some buyout opportunities coming that way for Fire company. There will not be a lot of takers for the Proximity jobs! They will have to shed at least 300-400 Claims specialist and 40-50 Team Managers to keep it staffing neutral. With the new SFPSP program coming in and more AI, most in Fire company are done. Better get your self ready!

Anyone hearing of additional restructuring or workforce reductions in Fidelity Technology after the recent reorg? Curious whether teams are expecting further changes later this year or if the current reorganization is considered complete.

Anyone?

I have noticed several closed door meetings happening in OCI today. Would anyone know what’s it about. Layoffs/ Focal or Reorg

Was in a call yesterday where a vp said "we are locked in a room in sunbury, trying to figure out and setup the new org and reporting lines" for the capital dev team. Seems like we are "reinventing" the wheel again. Incredible waste of time and resources, whilst some leaders egos (and pockets) get boosted. So fatiguing.

BP is reorganizing @ C-level and is announcing a mega structural shake-up. New CEO announced a shift to Upstream/Downstream operating models replacing the current P&O/G&LCE/C&P structure...The prior CEO was sacked for lying to the board, had benefits clawed back, sued, then saw the lawsuit go quiet while he landed a plum director role at a Middle East-backed equity firm that promptly signed a BP JV... Wow...

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?

Meg just announced the structure of the new Organisation

“From )1 July, we will move to an Upstream and Downstream operating model, replacing our current structure of Production & Operations (P&O), Gas & Low Carbon Energy (G&LCE), and Customer & Products (C&P).”

Now - here is where the jokers lay:

GB is now “EVP, Upstream”
RH is “interim” EVP, Downstream

These are the only two gents listed so far…

On Friday, 5/29, two executive directors were told that that was their last day. They were let go because of a reorg. If you think it can't happen to you, think again!

I guess more cuts.

A review needs to happen for leadership roles within the India team, particularly L10 and above, should also be included. These are some of the highest-cost resources, especially when travel expenses are considered.Corruption is at its best with some leaders who run ICC or GCC
There is a perception that accountability standards are not being applied consistently. From what I have observed, some leaders have limited overlap with business hours, significant flexibility in schedules, and there is little visibility into actual productivity or outcomes.
The return-to-office expectations should also be reviewed. While the requirement may be three days onsite, there are concerns that attendance is not always being validated consistently. I have heard reports that some individuals badge in briefly and leave shortly afterward, while others may be relying on workarounds that undermine the intent of the policy. Whether these reports are accurate or not, they warrant verification if compliance is being reviewed.
In addition, overlapping leadership and management roles, travel spend, organizational layers, productivity, and office attendance should all be evaluated together to ensure consistent standards, fairness, and value realization across the organization.

IT staff were let go

Ok, now the VRP details are out. What’s next, another reorg, job posting freezes and more unwarranted promotions to backfill the tenured folks leaving. Oh wait, don’t forget the travel freeze! Buckle up!

Wells Fargo is quietly rebranding some Senior Manager titles to Senior Leads, possibly signaling middle-management elimination. Let's use this thread to consolidate what we know and what expect. Please be polite as the mods tend to nuke threads that go bananas.

Anyone else finding their All Hands from Director, VPs, SVPs keep getting cancelled for this month? Getting a bit worried here. Fusion. Must mean a re-org or more layoffs given how often it’s happening.

Let's consolidate everything we know in this thread...

For anyone who has had this happen, how hard is it to get to another department/team? How long did it take? Was reorged today and not thrilled with where they put me.

Anyone who thinks there's a real plan behind all this, with every detail figured out, is kidding themselves. We've watched the same pattern play out, mainly cuts based on the bottom line, while bad managers and useless roles sail through. The only difference afterward? More work for the people who stay. And yeah, it's always worse.

Anticipating after these large numbers of people are off books (or before) , there will be a lot of shuffling of teams. Anyone know what happens when a Director or AD ends up without enough direct reports? Maybe there will still be enough employees left to re-allocate, but math-wise seems like there might be a lot of esp AD’s without the minimum number of people.
Wonder if the July target notifications will be like musical chairs for those without enough people left.

The 25% reduction in headcount from the BD acquisition is coming. Wednesday is going to be brutal. Expect across all functions, all segments, but especially ADx. R&D likely to be hit especially hard. Lawyer/HR was onsite in Sparks for a reason - upper leadership has been discussing the reorg all this past week at the Sparks location. Anyone with direct subordinates being let go were informed this past week as well. Waters is not BD - they are breezing through letting people go for cause as well as layoffs. If your leadership team does not like you, expect to be let go sooner rather than later. Happy holiday weekend, everyone!

Rearranging the deck chairs on the Titanic.
The failures losing $billions haven’t been fired.
Including Bill.

What do you make of the re org

Chat are we cooked/ Chat who is cooked?

That’s at least three architecture team reorgs in recent years. Moving the same people into new titles isn't going to fix the core issues

Strong rumors about Networking and Security Specialist SE/AEs being moved into Portfolio Generalist AE/SE roles. Anyone hearing anything for USC and GES?

How would account mapping work? Who would handle Cat Center and Security conversations? Leader check in from today, can someone help confirm/deny rumors?

New just in
Ty announced a giant reorg/struct after the recent LR's via Vidcast
Of course, Cisco is going all in on AI

Significant changes to Collab
How many years do you think we have until everyone is replaced with AI ?

Oh well, two previous managers said the same then happened a reorg, then the next manager said the same, then another reorg, now the new manager says the same. No Focal for a 6 years in a row.

As a meta mate I heard about the 7k employees being moved to MSL to work on AI initiatives.

Few questions:
How can I volunteer to be moved, or was that already randomly determined?

What are they actually doing there? Anything cutting edge?

Will they the most safe from the next few layoffs since they just got re orged?

The reviews are going to be devastating when the survey comes out immediately after managers are forced to deliver the SLT messages with a smile and keep opinions to themselves. The messenger is going to get the blame and I wonder if this is by design by SLT for justifying another round. My group has at least twice as many chapter leaders as we need if teams are going to become 10-25 people instead of smaller squads. What will happen to them all?

We had some kind musical chairs mini-reorg in my area of Aero engineering four weeks ago. It seems like a level of management that was eliminated 5 or so years ago was added back in. Is this happening in other areas? And will they pay for the new layer by cutting heads?

/s

To: Team
From: Leadership
Subject: Organizational Updates Under Our People First Strategy

Team,

We have reviewed the results from the employee surveys shared over the past several months.

The feedback showed consistent themes: a desire for greater stability, consistency, clarity, communication, and transparency. We heard those requests, and today we are responding.

We are announcing another organizational restructuring as part of our new People First Strategy.

As part of this strategy, we will be removing several things employees currently value in order to support progress and future alignment.

We understand that change can be uncomfortable. To address that directly, we will be rolling out 12 major organizational changes at the same time.

More details will follow.

—-

Now you guys finish this memo by adding 12 org changes…