#workload

I guess they 're hoping all of us will be willing to do jobs of three to four people to keep this place running. I really hope we prove them wrong.

we'll all go nuts before it's over. That's months of sustained anxiety on top of the regular stress and bloated workload. I'm already exhausted. Within a month, I'll probably be wishing they'd lay me off, job and bills be damned, just so I'm no longer dealing with all this. Sometimes I wonder how we all manage to survive and stay relatively healthy.

Three team members left months ago with no replacement in sight. Their responsibilities have been distributed among the rest of us, and it seems leadership views this as a permanent solution. Is there anything we can do to force them to hire some people, because we're close to our breaking point?

Not layoff related but are any other credentialing teams feeling overworked and exhausted? Most of the onboarding teams are about to be pulled from files to train new WRS people without any appreciation or additional pay. Wouldn't be surprised if we see half the company leave within the next few months.

Train wreck in every org coming. We struggle to manage operations with current staffing, and no way in he!! will HIH provide % of 1% support to keep lights on, nevermind manage strategy. All those on the 20 to 25% cut list, remember you followed their lead, they created the mess...I hope they bought stock in the mops they will need to clean up the slop on the floors.

A lot of what I thought would happen is starting to happen right now. I’m not here anymore but figured I’d see as to is anything was changing and it turns out that the RTM position was tested in a few markets and now it’s rolling out in many areas probably most. Makes me even more glad I got out.

I was always saying to myself that my reasoning why it hadn’t yet been implemented in our area was that it would happen under the circumstances that enough reps and/or RMS’ would leave that they would just give everyone left one giant territory and that the person will have the duties of a sales rep while doing the duties like scheduling and everything else a typical manager would do. But since none of the people who said they would leave left it would be a matter of when this rolls out nationwide,

Can’t see why they have to make things worse than mission 1. With the amount of people who take packages im willing to bet that anyone who isn’t looking to leave sales rep RMS or DM will most likely have a job. With the amount who will likely leave they will likely make the territories for these people even bigger which would have to expand the role of the FTOWs.

Problem is they don’t have the manpower from FTOW. Not enough people are interested in it. Even from the outside world they can’t get anyone to work for them. Can’t blame them I was overworked and treated like such cr-p towards the end. Had I not gotten out this is what I’d be dealing with. Even worse being pushed harder while still having the same absymal pay.

We've all shared our grievances, but I'm curious to know how this will affect others, not just personally, but at work. Many of us are clocking in 50+ hours a week and if they expect us to come in 8-5/5 days a week AND continue working from home... yikes.

After they let people go, it's always the same story. Management brings in new, cheaper folks, but they're basically in training for a solid year before they can pull real weight - if they ever do. So who picks up the slack? The people who are already stretched thin. Calling them new hires is generous when they add to your workload instead of lightening it.

10-15 Employees last day Jan 23 2026. Blaming on poor 4th Qtr and scarce Q1 2026. Extreme pressures Q3 to pull in orders from 2026 and complete as much as possible at all cost for 2025. Worked hard to make that happen, long days and weekends. The reward was Riff. Thanks for NOTHING. Some very vital employees are being impacted. Some that hold the keys to the kingdom. Perhaps something greater happening to spin or absorb.

Been doing twice the work and without support from management. Was so overwhelmed and irritated about questionable business/sales/ compliance issues I pushed back about workload and lack of support. As I predicted and most of you suggested per similar messaging on here they gave me an inconsistently meets for my performance review. Said I wasn't open to new additional work and a team player.

I already considered quitting or retiring or whatever we want to call it. I am contemplating pushing back and putting the information for leadership and HR to get involved. I know not a big threat or care to them as they will fire me in the next 12 months for something concocted.

My thought is they are sc--wing me to line their pocket or give major increases to their yes men. The group currently has a shortage of workers with too much work to go around. I already knew the stress wasn't worth it with a full raise and bonus (bonus 20 to 25% of gross pay). I do need to leave imo.

Has anyone recently (last year or year before) got an IM and then a raisebor bonus still? If so how much less than prior years?

Belk is seriously cracking down on managers having any hourly position working off the clock. That includes keeping hourly associates waiting to leave at store closing in the evening once clocked out. so once your hourly associates have clocked out they are free to leave. , even if it’s only a 5 minute wait. Also, hourly associates can’t be required to work past scheduled time, if their schedule says an 8pm end shift, that’s when they are free to leave and nothing can be done about it, RVP and HRBP won’t back you up on this.

My goal is to find another Ford job where I am not required to produce any kind of work.
I just want to come into work late and leave early. During the day I want to be left alone and take hour walks around the building several times day.

So, I'd like to know what other internal Ford jobs I can apply too that meet my requirements of having to produce no tangible work.

of course, my heart goes out to those who lost their jobs and will lose their jobs, and heck I may also lose my job next week, but i have feeling based on what I do and our tiny team, I’ll probably stick around and get more responsibility or rather, more sh-t thrown on my plate and i’m sure many others will be in the same boat. So surely, we don’t have to worry as much about how we’ll put food on the table or pay the rent but our lives will be he-l and we’ll be gaslit by leadership when we complain about the increased workload and lack of resources to be “thankful” that we didn’t lose our jobs and to kiss the ring

About 70% of my team will be gone before Feb 1. Two people called it quits today. They didn't even give a full day notice. We can't function as a team of 3 people when Feb 1 gets here. This isn't just hurting the remote employees. It's crushing the in-office staff as well. I don't mind being in office but not everyone has that viewpoint. Losing 2 people today was a wake up call because my workload just increased. We know there is no such thing as overtime at PNC, (just overwork and underpaid). I know I will not get compensated for the additional workload. I'm trying to remain optimistic. The RTO mandate is pushing away loyal talented employees and pushing away people looking for a job. It's a lose-lose situation. Losing talented employees and pi----g off the employees who are trying to stick it out.

Wondering how many field ops and switch ops will be cut. more and more work to pile on those who remain.

It's just the fear of the cr-ppy job market that's keeping me here, nothing else.

Fired? No consequence if they go for some days?

Its a sad state of where the company is today, when most people I talk with now are no longer scared of being laid off, they are actually hoping for it. Most people now are hoping their number is called like we are waiting for the lottery numbers to be published. Hand me my check and I'll be on my way! Staying behind and taking on more work for the same pay is actually the negative part of this, not getting laid off. The lucky ones get their papers and get a chance to breath and find what's next!

We've all been working our behinds off, so what this latest "warning" sounds like is more "now you'll do even more hours and skip holidays and work weekends and you'll be happy about it or we'll fire you for poor performance." They want more free labor, as simple as that.

So no flexibility for me??? Great, no flexibility from me when there are system problems. At 5pm, I’m off the clock. I will leave my laptop in my locker. That’s all folks!

Reps are done.

After cutting 20+% FTEs and 50-75% contractors the work remains the same. Management is ok to do the resources cut but no spine in negotiating the deliveries.

On one side we hear reorg and new priorities are not out. On the other side selfish, gutless leaders are just pushing deliveries to save themselves with less resources

The writing is almost always on the wall for those who get let go - not always, but many times it is if you pay attention. Your normally heavy workload suddenly starts to dwindle while your coworkers are having more work dumped on them. You slowly stop getting invited to meetings, you slowly start losing access to places you normally had access to, your manager/director doesn't have a lot to say in 1x1's anymore, you begin to feel as if you are an "outcast." Maybe that lucrative account you've been on for the last year(s) was yanked away and you get put on smaller accounts that dont make as much money.

It's because they already know, or at the very least know you are a possibility of being laid off. There is no way that managers/directors DON'T know who is getting let go at least 2 months in advance, IMPO. I call BULLSHT that they only find out day of or a week before.

Logically it makes no sense to NOT inform a director/manager that one of your directs is being laid off because if they have no idea then what if they assign you a job/project that is important and in a time crunch, then they get 50% finished, then laid off? That person has no obligation to share anything that they did with their former teammates. They have no obligation to divulge any information on how to finish it, how to fix issues that may be happening, etc... Essentially, much of that project would have to be started from scratch.

If a person who is amazing at their job is to be let go and manager has no idea then, that puts them in a massive pickle as they now need to spend a month interviewing new people, hiring someone, then training, then getting them up to speed on a billion things.

The layoff "lists" are made months in advance as it has to go through HR, then legal, then eventually to admins who begin yanking privileges away, badge access to certain areas, etc...

Wayfair really turns a blind eye on some. Im in another team but my friend heard that one of the CSO agents does work avoidance and nothing has been done. Keeps easy tickets and updates them every two days just to meet metrics when it should have been closed but goes on weeks with it open. Out of the blue the ticket metric sky rocketed.

Workplace Excellence weeks have been removed from the calendar for 2026. That means you have to be in office 3 days a week even during holiday weeks.

The left overs are ki-ling it!

$1.37 a share, maybe time to lower that cost average?

Can you f&cks get to working.

They don't seem like the type that gets offended easily, and seem to encourage some feedback. That's rare. However, I haven't been with the team long enough to be sure if it's genuine or just posturing. I don't want to ruin the relationship, but we've lost a couple of people over the past six months, and the workload is so uneven that many of us have to do overtime, even though that could have been avoided with better management.

I never seen it so bad after 15 years with the company. The pressure on our team to perform without tools and resources with no backfills in critical areas. Now voluntary retirement will have tenured people walking out the door and then we will see the problems really get compounded in our IT department where people are already barely holding it together. I really like my job and the people I work with. I hope I survive the next round of lays offs if voluntary retirement doesn’t do its job of reducing the workers to the benchmark the directors believe they need to get to to satisfy the gods.

How are we supposed to "delight" the customer while cutting so deep AND using AI more. These are the opposite of things that customers want. Customers want value -good product at competetive pricing. Maybe even as much as that they want ease of use. Is it easy to view/change an account? Is the person who answers the phone knowlegeable and empowered to help? Do they communicate clearly? Is the web interface and/or app easy to navigate?
There is no way to accomplish these simple things without competent people.

If you feel someone is in a higher position who is not qualified. Speak up . Never do someone else’s job for them. Don’t bust your butt so the store manager can get paid a ton of $$$. Enough is enough.

I am seeking clarification on several concerning rumors circulating internally.
It has been stated that Infinite employees are not required to work overtime. Is this accurate? If Professional Services Teams have been transitioned to Infinite, what teams are now expected to cover these additional hours?
There are also rumors that these employees who travel onsite to banks will have their corporate cards revoked, requiring them to pay thousands of dollars out of pocket and wait for reimbursement. This would create a significant financial burden regardless of how fast the reimbursement. How are these employees expected to operate under these conditions, given the realities of today’s economy?

Never not met my 40 hrs, wondering if this is really that serious?

lol, makes sense why are you all bringing back those that were let go, the chosen ones weren’t overworked, the work is over their heads

I'm curious about how many stores are facing challenges due to a lack of hours while trying to prepare for inventory.

How’s it looking on your team lately? On mine, people keep quietly disappearing and backfills aren’t happening, so the rest of us just absorb the work and move on like it’s normal.

Everything at my location has slowed down so much that tasks which took an hour now take two. To make it worse, the new hires we're getting don't seem to want to learn how things are done. I'm not trying to blame anyone, but I'm curious if this is a general problem across the company or if my store was just unlucky. Is this what it's like everywhere?

Is anybody else so fu--ing tired of having this as an expectation? Every time we ask for resources or support, it’s like talking to a wall. They just pile on more work and expect miracles without giving a damn about the people actually doing it.

We're already covering two or three jobs each. What's the plan? Do they expect the remaining few to do four or five people's work until everyone burns out? What happens then?