#team

Let’s take control back and call out groups that continue to be poorly managed.

So lots of managers laid off last week.. and the team members were moved to various new managers... How much time do we have ? 1 week? 6 months? Decades? And BAU?

The app dev teams have no time to work with the constant daily sprint calls, Jira, and other associated things. There is a team that supervises agile and Jira at high pay to pound you into compliance. It is so bad that we had to increase our sizing by 20% just to cover the overhead.

Could someone check headcounts? Go into Teamworks employee look-up. Go to Advanced. Use Country Code to check: US, IND, PHL

Anyone notice that some teams are getting cash incentives instead of a trip? Think it's because those groups won't be around long enough to go on a trip

Who is enjoying TAS Senior Managers and above being preoccupied? Best days of the year!

Who going to coach us on the next sprint?

Did those fu--ing dorks actually come out wearing medals?

Working in a subteam of Rocm in US. Two of my teammates were just laid off last week. My manager hold a group meeting to tell us about this.

Have heard conflicting things either massive reorg or a layoff. My money is on both. Seeing people reporting their teammates being laid off.

Anyone got JE from Cigna International??
Anyone knows about that? Which teams?

Looks like amazon is hiring in different teams. Is it a good decision to join team now .

Oracle is known for having too many layers of management. D and his close circle handle all the big meetings, while everyone else only gets small pieces of the work. This keeps the rest of the team from seeing the full plan. If Oracle fixed this and shared more information, the company would be much better off.
Need to get more Directors off-boarded or shuffled from their meeting favorites.

All of them were great, very knowledgeable and competent. They kept the notorious slackers (for now, at least). If this is the trend, there will barely be a functioning team left when this is over.

At this point, I almost envy the people who were let go. Now comes the chaos and the fallout, with even fewer of us left to handle the increasing workload. My team lost two critical roles that, based on past experience, will never be backfilled. The logic here is simple: more money for them, more work for us.

1st post - I’ve checked in here for a while on and off occasionally and my sentiment is largely the same. Full disclosure - I left a while ago.

What if this forum could coordinate our frustrations and impact (even small positive) change? Yeah, I know - doubters, I hear you already and don’t disagree. If the board has not fired him already, chances are slim if not zero.

You know, there are several thousand views to each post on this forum. This means people take time to read what is here and, I want to believe that frustrated or not, it’s because people care. I am sure some are bots and some are random, but I do believe most are not. (Maybe that’s too optimistic?)

RTO silliness - really sad - just the latest example of clueless leadership - I’m sorry (sincerely).

But, what if?

Give your feedback and hit the arrows to the post up or down (like or not). If there are more downs then ups, this is my only post. Maybe this is just a healthy outlet for frustration - if so, OK! (I know it’s needed)

But if this larger group wants to rally, and feels the promise of Truist pre-merger and the actual failure of achievement of potential due to poor leadership cannot be fulfilled, maybe there are a few constructive (non-violent of course) actions that can be pursued. Whether you were hBBT or hST or even new since then, How do you feel? Don’t worry about comments, just hit the arrow up or down. Let’s see how this forum feels about this post.

If you have work friends that you can trust, invite them to check in here from time to time. Whether a real movement and strategies emerge or not who knows but growing the audience matters.

As Teammates, former or current, known or not……..in Both the Frustration and the Truth, I am yours truly, ___(me)

Does anyone else feel like the entire fiber and small cell business is in survival mode

Understaffed
Budgetary issues
Expected OT

This whole operation is running on one wheel it feels

Southeast techs have been summoned to meet with direct and second level management the first week of February

With Brad Arkin at the helm, Salesforce's security team reportedly shrank from ~300+ to 188 engineers over two years, aligning with company-wide restructurings amid AI adoption and efficiency drives. No public data specifically attributes incident spikes to these cuts, but one has to ask. The volume of breaches has fueled speculation about under-resourcing in security.

Do they regret the security headcount drop? No explicit statements, but the incident surge (from sporadic in 2024 to widespread in 2025) and AI backpedaling suggest possible hindsight regrets and prioritizing efficiency over robust defense in a high-threat landscape like Salesforce.

Major Incidents-
Late 2024 – Early 2025 Vishing Wave (UNC6040)
June–July 2025 Major Vishing Campaign (UNC6040)
August 2025 Salesloft Drift OAuth Breach (UNC6395)
September–October 2025 Extortion & Leak Escalation (Scattered LAPSUS$ Hunters)
Late 2025 – Early 2026 Follow-On Incidents

We lost people who were each worth two. Meanwhile, there are a couple of remaining cases who need two people each just to cover for their incompetence. Where’s the logic in that?

I’m looking at all the people between me and MW on the upstream ladder… 9 layers total. Looking closer, I truly don’t understand how this org chart got approved. MW has (arguably) at least 3 layers of unnecessary management between him and the front lines. Take MN for example - he only has 3 (and that is being generous) real employees reporting to him. Within those three, CN seems to be running 70% of the company.

Even MW’s team is pretty small if we look at the very top. Arguably the only people of consequence that report directly to him are RB, EB, FM, and MN. That’s it? What gives?

I know at least a few low-level senior execs read this forum. How about we send MN & BN into retirement with a nice package, give BN’s job to CN; and have Shale & Tight, Exploration, Offshore, and International/miscellaneous all report directly to MW along with a midstream person & the various corporate support leaders. Dump everything else in operations underneath those people in one, big, beautiful org chart.

Is the idea that MW isn’t involved in operations in the slightest, and MN/CN are expected to handle everything? I’m not a McKinsey management expert, but generally it seems like the more you understand what your company actually does on a day-to-day basis, the higher quality your decisions. I find it hard to believe that the current structure facilitates this kind of transparency for MW.

Didn’t MW explicitly call out this problem in SETH ‘24 when he blamed middle-management filtering for clouding the disaster that was FGP? So why did we go and keep the same number of people between MW and the front lines?

In 2030, maybe we should try flattening the pyramid instead of narrowing it. Food for thought!

Happy WFH Monday everyone.

So, received announcement for POD 3.0. It seems to be a “every account for itself” model and creating technology silos. If a POD needs XYZ skills; the POD is supposed to build that skill, even though it may be existing somewhere within Kyndryl. Current practices that support multiple industries being broken down to fit this POD model.

The rest are to work in very limited squads and save money. GT Sr LT - do you really work like that?

Have anyone heard about Flex Devex Team what do they do ?

I better see MW and MN in the office tomorrow regardless of the weather because we’re all BETTER TOGETHER!!

Has anyone heard rumors about which VPs are going to get cut? If so, that will give hints about what corporate teams are in danger.

RIFs started today, 1/23, as predicted by previous commenters and confirmed by my manager: 60% of our team got the axe

On the bright side, it's the last time I have endure Micky Onvural making d-mb cuts. Good luck, team!

If you are impacted by today’s layoff please post here to help consolidate information. Please post your division (Optum Tech, Optum Insight, OptumRX, etc) if you feel comfortable, how many people in your team. If you want to go deeper like M&R, E&I, etc that helps.

Don’t forget, you will get through this, you will bounce back. This place is toxic and I hope we all can find some peace.

Why burn the gas to go into the office if I get RIF’d? My team/management isn’t there anyway. I’ll wait for the unexpected Teams Invite or call in the morning.

If we get more cuts, everything will break down. I'm refusing to pick up the work from people who were let go. If one person needs to do the work of three, then those other two shouldn't have been laid off in the first place. I'm not going to work my a-s off just to be laid off at the next opportunity.

Look, micro moving to consumer put a majority of the revenue in a place that was and is to be driven through automation.

TMUS Global Services will then drive costs of operations and IT to 50% of its current cost structure (see MTUS India Jobs).

What was left was a COGS / SGaA supporting business/government that was unsustainable for a company who only sells 4 SKUS (Voice, nonVoice, IoT, HSI) and all other products were both unprofitable and not aligned to core pull-through.

And lastly, the business' ability to manage and account for both talent and performance put the business in a bind. Remove titles, cut teams, throw the grenade...and hire back after the dust settles.

Stock needs to have the support to get back to 225+ and it wasn't in the current playbook or operations.

I lost my entire team, many were uber talented and new and contributing. But nobody in the business was able to account for the talent. Its odd that talent management is no longer an asset.

Let’s see what teams are impacted this week!

What are you doing today?

Just got an Email to Onboard a Person in India - New Offshore Team. How much time do I have ? I've been here 6.5 Years.

All SDR teams received pack it up boxes! Good luck to everyone affected by this!

We all know that the timeline to make a room OPO employees at Deerfield. Based on that what could possible time line look like for re-org and may be layoffs.

Here is what I think it may look like:

Identify who they will still stay with the company by the end of this week.

Identify which teams they will belong to by end of next week.

Identify where the teams will sit and communicate with affected employees by the end of the month.

Here is what the structure could look like:

C-Level (CEO, CFO, COO, CIO etc)

• Eight Directors reporting to each
  • Eight Managers
    • Eight Team members ( Leads if managing large offshore team)
      • Eight Off Shore Resources

All would be aligned to achieve same goals every 15 days to a month.

There might be product management team who will continuously be managing prioritized backlog. Their whole deliverable every two weeks is to add new approved items to the backlog.

My team is half of what it's been when I joined seven years ago. Others who are still with the same team, is it the same for you? I'm genuinely curious if this is a common thing.

Dallas has Whitacre tower……. What will the new shrine to ourselves be named? I gotta know!!! 1st place gets their own desk for at least a week.