#team

Getting a free ice cream one day definitely makes up for commuting 156 days annually to take teams calls from a noisy cubicle

My team just had that dreaded meeting today, and it was absolutely infuriating. They called everyone together just to announce that layoffs are coming, then hit us with the useless line, “Sorry, I don’t have any other information to share right now.” What the actual he-l is the point of these meetings? Why drag us all in just to dump that anxiety on us when you have zero details to give? It just piles on even more stress for no reason whatsoever.

How much of a lack of character, conscience and morals do you have to be a leader at Chevron? The way it seems you cant have any and only care about yourself. MW and team see all the hardship, chaos and stress they are putting this company through and they still do it. They are affecting people's health and dont care. Must be a terrible upbringing. They DO NOT HAVE TO give everything to rhe shareholders. No law that says they have to. They can have some human decency but choose to have none! Don't put in an ounce of extra effort for these sc-m bags!

It's a mixed bag in my team. There are a couple who contribute fairly. I've stopped checking their work because they've proven reliable and knowledgeable. The rest just create more work for me. Everything they do needs to be reviewed and often redone. I can't shake the feeling that many of them aren't as invested in keeping their jobs. Which is counterintuitive, but still.

Top of the leaderboard again. Year after year:

https://x.com/TheLayoff/status/2055330545052381473

2 teammates are impacted through

Make of that what you will, but it’s getting harder not to notice certain patterns.

I have no idea how we're supposed to get anything done.

So what are the core hours you are supposed to be in the office? Execs have a tantrum if it just so happens people are in a meeting in another room or they are walking in at 8:30 and no one is in yet. What is the expectation?

Congratulations to the team all over LinkedIn, we are so proud of each other. So exciting.

invites go out today/tonight in the US. Unless you already had a scheduled 1:1 this week with your notifying manager, in which case they should have moved your 1:1 to tomorrow, and you will be notified then.

So danger zone if:
You get a 15-30 minute invite for a 1:1 with your manager or your skip for early tomorrow local time.
You had a 1:1 with your manager this week and they moved it to Thursday with no explanation.
Your skip level (or their boss) schedules a team-wide call (your entire team and possibly your manager is impacted)

Americas notifications are to be wrapped up by COB Thursday. If you don’t hear anything by Thursday COB you are likely safe.

OP is @a7+1krhpzg3b, bumping it for great info.

Favoritism galore.

USD10.6B outflows in April alone. What the helly!

Do you think lazy RM teams marked those client accounts as vulnerable?

Better than I expected. DR did a great job.

Noncompete? No talking to media? Agree not to sue?

Thought it was just another troll post on this board but it's mid-May and there's no mentions of mid-years on Teamworks. Are they really not happening?

We have chili cook offs and talent competition’s.

In essence these layoffs and reorg have taken the winds out of my team. the morale is so low it’s un-existing. everyone sounds miserable, noone answers to queries. No one is motivated. my team was a top performing team before all of this. people are scared n rightfully so

anyone else experiencing the same?

Good riddance to that garbage KPI. Everybody was fudging their numbers anyways.

Source: Inside line on a leadership call

My entire snapshot was empty except for a yes that I’m on track to meet or exceed expectations, my teammates had theirs all filled out. Do you think I’m on the list?

Heard there were a lot of layoffs in Tulsa. Anyone know which teams?

Me and the boys completed our first week of the old badge switcheroo. It was a wild success!

We take turns holding everyone else's badges. Then, the one holding the badges goes into the office and scans everybody else in. It works like a charm!

Now, each of us only goes in once per week!

We are already talking about ways to make it better. We are open to your ideas!

They hired for this yet laid off the most important people that had teams fall apart.

What even is this role?

At AT&T, I’ve learned that sustained success is rarely built on individual effort alone. It comes from being connected to the company’s priorities, engaged with the people driving the work, and committed to moving in the same direction as the broader organization. For many employees who have grown their careers here, relocating closer to Dallas has marked an important step toward greater impact and opportunity.

My own path has required real personal tradeoffs. I stepped away from what was familiar, adapted to new expectations, and chose career growth and responsibility over convenience. Those choices were not simple, but they opened doors to stronger relationships, greater visibility, and more meaningful collaboration.

Dallas is more than the company’s headquarters. It is a place where strategy, execution, and leadership come together. Being closer to key decision-makers and cross-functional partners creates faster communication, stronger alignment, and a deeper sense of shared responsibility for serving our customers and supporting one another.

That proximity also has clear business value. When teams are more connected, barriers are reduced, decisions move faster, and execution becomes stronger. Over time, that kind of discipline and coordination helps improve performance, strengthens the organization, and supports long-term shareholder value.

For that reason, moving to Dallas should be viewed as more than a personal career move. It reflects a willingness to invest in the company’s future, contribute more fully to the team, and help build a more focused, unified, and effective AT&T.

I used to love coming in on Friday because the office was empty, the manager never showed up, and it was a peaceful productive day. Too many of you are now thinking the same thing and coming in on Friday now and I need you to go away lol. That is all.

Why can’t fidelity just offer VBO? Or eliminate redundant leader roles which are overlapping such as EAL,GEL, EL, PAL, GPL PL, and multiple Team Leader. Wondering what really are they contributing?

there is a quick catch up event on our calendar

organizer is the chapter lead with everyone in the team

when will this fu--ing thing be over??

Any one see any pattern in the layoffs ? IP ? Squad leads with small squads ? Platform team SLs? etc

My team is in a different office, and I’m the only one at another site. With full-time RTO, how are people approaching this when it doesn’t impact team collaboration?

What a joke. Suddenly GT leadership figures out GT operates in a fragmented way... Worse, They think moving pieces on a chess board will fix anything.
Hey JH of Corp functions and RA broadly, I still can't get anyone to help me with failing SAP system to system transfers. I've been aka raising visibility aka begging for support... Oh for 6 months now at least. As a downstream system we even have a solution. But no one from your team shows up or takes ownership. Because they don't care. Cross org cooperation is MIA at Nike.

• So leaders, fix the culture first! *
  Else you're just playing musical chairs and another layoff is imminent few months down the line because we will not deliver value with the status quo.

My manager is visibly silent, the mood in rest of the group seems better though.

He seems more quiet, non participating in discussions.

Anyone else confirm with their manager?

Alright folks, lots of talk of how fidelity is sc--wing us right now but how about we take a unified approach to hit back even subtly. They want to take away value from us, let’s take value from them. My suggestions:

1. Everyone delete teams and outlook off your personal devices and only respond back to emails and chats during your regular business hours only.
2. Leadership is poaching us constantly on ideas of how we can leverage AI. Do not give any actual good ideas of how to use AI to the company. Sure it can make your life easier in the interim but you are literally handing them keys to you being replaced.
3. Give them the MVP (minimum viable product) of your work. Do the absolute minimum to not get on a pip and nothing more.

What are the odds they will clear whole team from small offices internationally? They’ve done it to some lone rangers but what about other teams?

I checked my managers calendar and it’s wide open tomorrow. Does that mean my whole team is safe? How long is the HR meeting so we can see if we’re possibly impacted?

I love coming to the office to see everyone (including me) play on their phones.

single email that lands in my inbox. I'm going to bring my laptop to Wells Fargo IT this week and tell them I want them to remove Outlook and Teams from my laptop. This will solve the problem once and for all that I do not want to be sent any useless emails including meeting invite emails. I dread any meeting I have attended, so don't see a point in attending them.

Would they make them axe people on their team first, then they are cut? lol I want to be in those meetings

Someone on my team is leaving but we are not getting a backfill...