#seniortitle

Since it's now been confirmed, let's track red October info here. Please share what you hear from senior Dr+.

Stay strong!

DO NOT WITHDRAW YOUR VSP APPLICATION!

do not let this email pressure you into changing your mind. it’s time for them to put their money where their mouth is.

a Senior Leader advised they were looking to cut 20% of the total workforce. they received too many VSP applications and didn’t budget for this. they budgeted for some VSP and majority involuntary layoffs.

July will be an anxious month, but remember to breathe!

I saw a few of my colleagues today, and today specifically, get promoted to “Senior DT”. Wouldn’t the next natural step be Fellow? Is this a ridiculous attempt to make non-Senior DTs from questioning why they haven’t been promoted to Fellow? “We can’t promote you to Fellow so here’s an arbitrary next step so that you can see how we’re trying to prevent you from quitting. You’re still under appreciated but now we’re just lying to you.”

Kind of nonsense.

What is the Role of Senior Managers and MD?

I’m in COO and just noticed some senior managers’ titles changed to senior leads. Anyone have insider scoop on reason for this approach? Is it rolling out everywhere? Does this mean the goal is to remove a lot of the middle management? The senior managers in this scenario have small number of direct reports, including some senior leads.

To "Win Now" the goal was to reduce GT cost while making it leaner, faster with reduced management layers.

Yes the GT cost was reduced and few bloated orgs were made leaner..

BUT - a lot of "does" were eliminated and we still have many layers of management. In my domain ( and many others) we have 3-4 managers managing 5-6 FTEs. On top of this we have two directors ( 1 Product & 1 Engg) in each area of the domain and another layer of two Sr Director ( 1 Product & 1 Engg) on top. To make a decision I have to align with at least 6 people on managerial role.
On top of this the idea to blindly lay off everyone in remote role without relocation option (except few orgs like DAI/AI ML) was very short sighted, lazy, biased and borderline unethical.
End result : GT will still be slow due to heavy management layer and because GT lost the "doers" it won't deliver anything meaningful. The "does" who are left will be forced to su-k it up to their managers instead of doing what's right for Nike. Hold on tight - It's going to be a downward spiral.

I am considering a role in private wealth in Minnesota. Reading through these posts, there seems to be a lot of employee frustration. It seems much of it is around RTO and it appears much of that may be in other business lines. Can someone in private wealth share the good and the bad?
Specific questions:
1) I am being promised a sizable book of business due to departures last year. Historically, will these clients be loyal or are they likely shopping as they haven’t had an advisor?
2) I am being told many referrals and new business opportunities are available via internal bank channels such as the commercial bank. Is this accurate and how many referrals should I expect each year?
3) I’m receiving mixed messages around what has caused the recent employee turnover and how much there has actually been. Can anyone share what is accurate? I’ve heard anything from 3 people left in 2025 up to 25, so that’s quite the gap.
4) I’ve often heard US Bank technology is behind, but I have been told that is no longer the case. Specifically mentioned was salesforce and the integration of daily work. Do you feel the technology allows you to be successful?
5) Leadership - this site has many negative posts about senior leaders, but the local leaders I have met seem to engaged and ready to support me. Is that accurate?

Thanks for your willingness to share to good or bad. I’m excited about the opportunity, but nervous I may be missing something.

Heard from my friend that Meta is moving all Middle Managers and Directors to IC roles. Keeping Senior Management lean. This way it can identify whom it can let go quickly.

Should Oracle follow same ?

The waiting is painful.
Some senior directors have been told timelines.
Please anyone care to share?

Heard Director's, Managers and Senior Managers will be affected greatly. Specially management positions in India will be removed drastically.

EM PIP in reality can be driven by statistics, internal politics, bias, or interpersonal conflicts not your performance. So many people end up on a PIP for reasons that have nothing to do with their actual work. Some examples I have seen in past years/teams:

• He was put on a PIP after questioning unethical practices used by senior team members and suggesting better methods. They felt threatened and collectively turned against him.
• She was sharp, social, and highly capable. Her manager recognized her potential and gave her additional responsibilities, which triggered jealousy among other women on the team who then ganged up on her.
• He was new to the group, and instead of helping him integrate, they isolated him, refused to let him blend in, and targeted him for bottom ranking.
• She consistently helped others develop, but instead of being recognized, her peers sabotaged her work because she was naïve and overly friendly.
  How PIP Practices Often Work in Reality:
  In many organizations, the outcome of a PIP is predetermined long before the process officially begins.
• Some employees receive only a few formality emails and “pass” without any real process.
• Some endure a three‑month ordeal that feels like a continuous interview, filled with pressure, bullying, and harassment—only to be told they “failed.”
• Employees targeted for removal often face hostility, humiliation, and impossible expectations, and at the end they’re given vague statements like “We don’t think you’re a good fit.”
• Some people have their PIP extended because of medical leave or mental‑health‑related disability leave, only to return and be failed anyway—or receive a letter saying their disability benefits are ending and they will be terminated if they cannot return...
  Bottom line if you are not PIPed soley for statistics choose PIL....Up to you

So a senior vice president takes a leave of absence?! He was a rising star but even he is disenchanted with Phillips 66 and the money is not enough to retain him. That or he was forced out. Who takes a leave of absence at that level?

Bonus for lead and Senior software engineer?

Anyone hear that senior managers are targeted for January? What orgs and what criteria?

Hi all

I’m in the loop process for a senior ish role (SCE Deal Lead). If you had the opportunity to tell someone if it was something they should do what would you say?

Obviously I only hear the positive things during the loop process so very keen to understand some other views

Yes, there were many Senior Directors Cut today. That's a fact. Our org has been impacted by the news today. Called some of my coworkers in different states. Same story.

Why are you downvoting the facts? Because it doesn't line up with your bullsh-t timeline?
Ya'll don't know jack sh-t and keep posting the same cr-p over and over again.

Dan go you running around scared shitless.

A soon to be former Senior VP at VZ

So Sr Directors were notified today and ADs and below will be notified Thursday. Does that mean Directors are notified tomorrow or Wednesday? Or maybe Directors Tuesday and ADs Wednesday?

I’m wondering if my director (one step above my associate director) help to put together the list of names. Our Senior director is still relatively new and wouldn’t know the or well enough to know which people should stay and go, so I’m wondering if our director had any input.

What’s the big deal and why is everyone on my team obsessed with being one?

Five years added to service and age. The company has come to the conclusion that senior CWA techs will not leave without an enhanced offer. Minor short term hit and they’ll basically be free of a Union workforce going forward.

Direct reports for directors was 20, does this apply to senior directors as well as many of them have less than this? Or have the goalposts changed again?

Span of control for directors was 20, does this apply to senior directors as well as many of them have less than this?

There’s some solid information that’s come to my desk about mass layoffs for San Antonio coming within the next 6 months. They will be consolidating to a “super center” and will be laying off people that are getting paid a higher salary than what new reps off the street get. There’s absolutely no benefit for the company to keep paying senior employees close to or over $40 an hour when new employees get well under $20 an hour to do the same work. The company is going to start hiring new reps and once they have a solid amount to maintain the call volumes, they will start weeding out the old employees. Stay safe and be prepared folks. CWA STRONG!