#transparency

The biggest sign of poor leadership is a complete lack of transparency. The leadership purposefully doesn't tell us what's really going on with the company's direction or our own job security. Good management is honest with its employees, even when the news is bad. Being left to guess and worry in silence is the worst way to run a place.

https://en.wikipedia.org/wiki/The_Cuckoo%27s_Egg_(book)

I am curious how many others at Dell are experiencing a growing sense of disconnection from leadership, from managers, and from the company as a whole.

In many areas, there appears to be little meaningful work, limited direction, and minimal communication. One on ones have largely disappeared. Staff calls and meetings often feel performative rather than purposeful, and there is a pervasive sense of waiting, collecting a paycheck while quietly wondering whether our roles will still exist tomorrow.

The result is an environment that feels increasingly unhealthy. On site, people are physically present but disengaged, mentally and emotionally checked out. Culture feels absent, replaced by silence, uncertainty, and fatigue. The lack of transparency and human connection has a real impact not only on morale and productivity, but also on overall well being.

The world of work has changed dramatically, and many employees are adapting in real time. It feels, however, as though that reality is not being meaningfully acknowledged or addressed. I am interested to know whether others are experiencing the same disconnect, uncertainty, and erosion of culture, or if this is isolated to certain teams and organizations.

It's 2026 & ITS GO time ! GO= Results OR Get Out !Time to put $ & mouth together & stop the gaslighting & BS. Action+Results+Real "Digital Transformation." Clients & Employees want results from the Board & low producing Executives Who have no personality.

++Transparency~Publish Board Minutes & Agenda++employee, retiree, and client representation on board++
++Transparency~Publish Executive Compensation Packages++
++Transparency~Publish full financial & audit report in Annual Report
++Transparency~Publish full Rating Agencies reports on website++
++Transform Website++
++Transform Mobile App++
++Add Brokerage Accounts++
++Add Managed Accounts++
++Add Financial Plans++
++Add Retirement Score Calculator on Website++
++Reduce work loads for Client Relationship Managers & overworked and underpaid segments in Operations++
++New Leadership Over Operations, IT & Sales++
++Rebrand & change corporate name and hire a PR Firm to clean up poor external image++
++Automate all distributions & loans++eliminate paper like it was supposed to be done 15 yrs ago
++More CRM support & stop the wage theft working 60 hours per week++
++Change investments in 401k++
++Allow clients to communicate with Text & Chat++
++eliminate team CX as they SuCX. Use Mediallia to survey the F.u.CK out of participants
fire all non performers

• Streamline workloads for CRMs & Administrations Operations++new leaders needed !
  cut Executive Pay & 3 Year Special Pay Shares
  put laugh track of CFO on corporate website just for s.chits & giggles
• stop running behind competitors & get your as--s together w/system upgrades & legislation
  Implement associate solutions & stop paying consultants through the nose
  Eliminate 50 page performance review process & eliminate monthly webinars**
  ~~stop posting on Linkedin during company time & ban por.n during business hours
  fire heads of sales, it, admin ops, hr, call center, & all current execs & board mbers
  get Andrew cuomo, chris cuomo, & eric adams on board

Trying to get through the NEW yorker

So apparently the top 4 execs have received extensions of compensation agreements that would pay them through 2029 in the event of separation or acquisition, yet everybody else is being offered what? Three Months? Nothing to see here, move on. Remember we're an *All Weather Team". https://www.tipranks.com/news/company-announcements/cdw-expands-credit-facility-and-renews-executive-protections

https://www.linkedin.com/posts/ram-k-krishnan_beveragedigest-futuresmarts-fs25-ugcPost-7408879362046853120-6Dmj?utm_medium=ios_app&rcm=ACoAAA3ydb0BlG1kUto_4T-7uusWBCxY7pPLU_A&utm_source=social_share_send&utm_campaign=copy_link

Many of the changes that are made are planned 12 years in advance. They are broken into smaller runs that lead up to the final piece. Instead of making everyone fear their jobs wondering who will get the ax next and creating an unsettling environment, why don't they just make those plans public? It would give people an idea of whether they should apply for a job and how long they should be in their job. Morale would improve I would think because people wouldn't be whispering wondering who will go next. I have worked in both environments here where people knew well in advance their job was ending and when and where people thought it might end looking at signs but they were unsure. The environment where people knew well in advance was not very stressful. A few people left early but most stayed until the end then moved to other departments or retired or went to another company. There was no bitterness, nothing negative really. It was very stressful where the people didn't know. I accidentally found out one person's job was going and they turned down early retirement. I wanted so much to tell them they should take it but I couldn't. It would also be nice to see what the company is planning across the globe in the future. The information is out there. Why not be transparent and share it?

https://twou-production.nyc3.digitaloceanspaces.com/media/documents/Final_2U_2023_Transparency_and_Outcomes_Report.pdf

I’d really like to hear your thoughts about our situation in this department. It’s important to me that we’re honest with each other. Do you think it would be better for us to move on as soon as we secure another job, or should we hold out for severance? I value your perspective.

Can anyone else confirm the 60% bonus pool target funding number mentioned in another thread? All we hear is how amazing our quarterly results were, so one would assume that the funding is much higher than 60%.

Sure would be nice to see some transparency around how the bonus pool funding is calculated (like they used to do many years ago). Seems like they just pull a number out of their a** these days. Or maybe they use the monkey dart theory/approach.

"We will be transparent with you and have announcements to make after the holidays": the only kind of news you would want to hold back in this context is layoffs, further leadership changes, or both.

I strongly suggest everyone should read the current partnership agreement. You might find it does not really say what we’ve been told it says.

"Constant restructuring and layoffs, forced return to office without enough desks for everyone, management decisions, lack of transparency, HR is completely disorganized, horrible health insurance, complete disregard for DEI."

"After committing financial su----e by acquiring a non-profit for a whopping $800 million dollars, the company managed to destroy it's culture by favoring edX employees over original staff. That's when the company began it's descent into chaos. More bad decisions by the so-called leadership, constant restructuring with mass layoffs. To top it all off, blatant lies by the CEO about their ridiculous bonuses, right before declaring bankruptcy. The company was privatized, only to go through more restructuring. It's only a matter of time until 2U is sold to the highest bidder."

After months of secrecy, the first thing we can expect from Ram is transparency. HA HA. Fool me once shame on you fool me twice shame on me!

This needs to be stop.

Can you be more transparent and honest?

Just asking.

It seems that this reorg was mainly corporate. Very little in the field (sorry to those impacted). It went from building consolidation, massive layoffs etc to very few. If this is the end FOR NOW they should announce that.

Following up on the email from yesterday regarding the 401k and today's town hall, I need to address the ongoing issues we're facing. It’s unacceptable that we are constantly being pressured to violate labor laws by working through lunch. PTO has essentially been eliminated, and now we have to seek permission from Workforce just to take time off.

Additionally, being asked to handle two chats at the same pay after the recent pay cuts is beyond unreasonable. We deserve clarity on what management truly expects from us. Why is there a lack of communication regarding the reasons behind these changes? Are the whistleblower TikTok videos the cause of this? It’s time for transparency and respect for the workforce.

Well said, @2m0+1katwry9c.

In full transparency, and in support of everyone trying to navigate the uncertainty right now, I think it could really help if we start sharing salary information. Having a clearer picture of compensation across grade levels and roles can empower all of us as we make decisions and advocate for ourselves.

If you’re comfortable, please share your grade level and salary as well. No pressure - only if you feel safe doing so. The more information we have collectively, the better we can understand where we stand.

We’re all trying to support each other through a really tough time, and transparency can make a huge difference.

How do you get to be an executive and not understand the golden rule of always tell the truth. People respect you when you are truthful and explain why painful things have to be done.
Guess who has z e r o respect? The coward who cannot even answer a question that many employees want to know. What products are considered core?

but glad we learned about the CFO's deadbeat brother I guess?

This is the weirdest layoff round I had to go through in my life, and I've been through more than a few. What the he-l is even happening? All we know is that some people are getting cut, but how many, where, when it will be done, or anything else is just wild guessing at this point. The. Fu-k.

Today’s S&T townhall was a masterclass in corporate spin. They bragged about “wins” and “momentum,” but flat-out refused to address the mess happening behind the scenes. Not a single word about the plants being shut down. No mention of the layoffs already underway. No acknowledgment of the teams stretched thin or the projects that failed.

Leadership acted like everything is perfect while people’s jobs are on the line. They know employees are anxious. They know closures are happening. They know cost-cutting is hitting hard. And yet they chose to pretend none of it exists.

This wasn’t a townhall — it was a PR show.
If PepsiCo wants any credibility left, they need to stop hiding behind glossy slides and start telling the truth.

Latest edition was 2023.

https://2u.com/approach/transparency/

That only came out last week, when Algoma, after announcing it was laying off 1,000 workers at its steel plant in Sault Ste. Marie, revealed both levels of government knew in advance about the impending layoffs when they granted the loans.

https://torontosun.com/opinion/editorials/editorial-public-kept-in-dark-about-algoma-layoffs

Anybody willing to share their base salary? Personally CL 28 upstream, ~$325k, yee 25.

Everyone in your management chain above your 1-up are buddies from a previous financial institution. You would think they might try to hide that fact rather than broadcast it. The who you know, not what you know, is in full swing.

Why is it so hard to keep us properly informed about what's going on? Why do we have to guess and put together scenarios based on a sentence here and an email there? What does it cost them to be open with us? Even if it's bad news, it's always better to know than just guess.

So called pulse survey has innumerable flaws, too many well known to innumerate here.

The real pulse comes through from sentiments expressed in boards like this because many enterprises like VZ do not genuinely promote a culture of transparency and accountability.

I want to revisit a question someone once posed: Who is/was Frank Kosd??

The rumor is that he was one of Frankservs buddies and got installed as an EVP with next to nothing in experience.

His linkedin confirmed this with really no previous roles listed, which is odd for someone who is an EVP at a major company.

Now I don’t even see him in Workday, and I saw him there as recent as last week…. was he freshly let go as of this week?

I’m surprised he continued for this long after Bisig left… it was always bizzare that he didn’t have any profile pictures anywhere, considering his level with the company.

Can anyone confirm he’s a real person?

Why do the Works Council in BCN keep saying that everything is confidential? Of course they have the list of names to check possible irregularities. It's part of the report provided by the company. The law doesn't make any mention to a confidentiality clause. If you ask about yourself, they should provide the information. I want more transparency and information from them! Plus, I'm really really worried about the negotiations. Unlike the Madrid WC, they've never been able to negotiate much for us. Will they be able to get good conditions?

Back in the day, I used to be able to be nosey and look at salary brackets in Career Intelligence before they shut it down. Honestly, it was pretty motivating, so su-ks to see it is gone.

Anybody know not there is another platform to look at salary ranges?

I believe that many of us as professionals fully acknowledge the necessity for our company to adapt and respond dynamically to evolving market conditions.

However, I believe the primary concern we are facing as a team is the lack of transparency from leadership. It is disheartening that employees often have to turn to external websites like this one and forums to learn about important developments, decisions, and updates affecting our work and the company's direction. This not only breeds uncertainty but also undermines trust and morale.

We kindly ask: Why can't the leaders of this company prioritize transparent communication directly with employees?

We believe that addressing this would strengthen our collective commitment and morale!

Signed, a loyal long term VBG employee.

Cigna has introduced Clearity, a new copay-only health plan designed to eliminate deductibles and coinsurance while giving members upfront prices and simpler navigation. The plan uses Cigna’s new AI tools to help users check coverage, estimate costs, and find care with verified reviews and transparent copay information.

Clearity offers five plan designs with tiered in-network copays and one out-of-network tier, all built on the Open Access Plus network to avoid narrowing access. Cigna says the model is meant to address consumer frustration with unpredictable bills and complex benefits, offering employers a more predictable option for workers who skip care due to high deductibles.

The plan pairs Cigna’s AI-powered virtual assistant, already in use for claims, benefits questions, and provider search, with natural-language “find care” tools that surface total out-of-pocket costs before the visit. Cigna positions Clearity as a simpler, more transparent alternative for consumers who want upfront pricing and fewer barriers to care.

“By combining our latest AI technology with simplified, transparent costs, we are helping employers offer innovative solutions that meet the diverse needs of their workforce. Clearity by Cigna Healthcare is more than a health plan – it’s a simpler, more predictable way for customers to get the health care they need.” – Eva Borden, chief product officer of Cigna Healthcare’s U.S. Employer business.

“We designed the Clearity plan to support a wide range of people who are looking for a simpler health insurance experience. From tech-savvy employees and healthy individuals who prefer pay-as-you-go options to those who may skip care due to high deductibles and financial barriers, Clearity by Cigna Healthcare offers a better path to care.” – Erin Lenox, president of national accounts for Cigna Healthcare’s U.S. Employer business.

https://coverager.com/cigna-launches-new-ai-powered-medical-plan/

Hi everyone,
has anyone noticed that our job titles are now showing up directly in MS Teams?

Previously, if you wanted to check someone’s job title, you had to go into SuccessMap and look at their public profile. Now, when you open a manager’s org chart in Teams, you can see all team members and their job titles right away — which also makes it easy to infer their job (T) level.

This seems like a deliberate change, but I haven’t seen any communication about it.

Does anyone know why this was enabled or what the reasoning behind it might be? Curious to hear your thoughts.

https://thevisafiles.substack.com/p/capital-one

There’s been multiple layoffs in the past week where they are only informing associates internal to that particular org. Are they planning to inform the rest of the firm? Genuinely wondering.

Company probably hired an outside consultant and paid them $250K just for the name change and rebranding. Just drop TIAA & CREF from all funds for starters. Very few people even know what the acronyms mean anymore.

Good to see Colbert making this announcement. We have been wondering where he disappeared to. Curious as to the newly named Socially Responsible fund and how many companies in that fund have been sued, paid settlements, support or have government contracts that support the war machine, etc. Someone needs to call out these Social funds as putting lipstick on a pig.

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NEW YORK, November 17, 2025 – TIAA today announced that three variable annuity accounts in its flagship $290 billion CREF Variable Annuity suite will receive new names effective November 30, 2025, to better reflect their investment strategies and align with widely recognized industry terminology. The name changes will make it easier for clients to understand each account's strategy and build balanced portfolios without accidental gaps or overlaps.
The three accounts receiving updated names are:

CREF Stock Account will become CREF Total Global Stock Account to more clearly communicate that this actively managed account invests in stocks of companies of all sizes in both U.S. and foreign companies.

CREF Equity Index Account will become *CREF S&P 500 Index** Account to more clearly align with the benchmark it follows—the S&P 500 Index.

CREF Social Choice Account will become CREF Responsible Balanced BS Account to better describe the account's focus on ESG (environmental, social and governance) and impact investing. "Balanced" was added to clarify that the account holds both equities and fixed income.

The accounts' investment strategies and management will not change. Fees and expenses will also remain the same.

"These name updates reflect our commitment to transparency and will help our clients make informed investment decisions," said Colbert Narcisse, Chief Product & Business Development officer at TIAA. "We are making it clearer how each account invests, which helps our institutional clients and participants better understand their options and build portfolios aligned with their retirement goals."

Participants who hold one or more of these accounts will begin seeing the new names on statements issued after November 30, 2025, and in their online accounts after the effective date.

Wild these positions we’re left untouched - some poor decisions have been made by this one impactful ones, but yet she still hold the job kind of wild that my director didn’t even have a call with us to say he was leaving Only to have no transparency of really what’s going on with this company but this one’s still kept their job

**I just got the confirmation that VEC MDU will be reduced from 7 client executives “Fios/5G” to 4 client executives per Team…..YOU HEARD IT FIRST** ask your AD/Sr.Directors to be transparent this time, apparently its to help with the transition of the frontier merger happening in less than 4 months., hopefully they wont be clueless and dont know cause it seems the employees know more than the leaders these days.

I told everyone it was coming every RUMOR there is a truth in it, i wish he would have talked about the other layoff that will come in February after the frontier neegee is finalized too that number will increased as we had a VP who helped with the transition a few months ago to finalize it, get your résumé’s updated, get your financial in order, also they will try to FIRE YOU BEFORE THE LAYOFF happens to avoid paying you the severance package do not trust any of your managers and leaders make sure you document everything VERIZON cannot be trusted its time the employee UNIONIZED and become Stronger….. YOUR AD/SR MANAGER BEEN HAD ThE LIST OVER 4 Days AGO IT WAS RELEASED ask KATHLEEN GRILLO…. Vz has no transparency the employees knew and everyone kept it a secret from us acting like they didnt fu--ing know shir