Thread regarding Edward Jones layoffs

@bt Oh, I dunno. Maybe no one on the team WANTS to be a people leader. At any normal time when a leader exits, they open the req up internally, externally, or both. It’s not a leader’s responsibility to ensure someone on their team is their successor. Doofus.

@eh 100% agree with this post. HR senior "leadership" consistently botches everything they touch. Here is a short list off the top of my head:

• No checks-and-balances to overhiring during the pandemic
• Allowing too many roles that probably shouldn't have, grade up, just because others were grading up
• Hiring way too many HR GPs (they re-imagined a handful since - there was a lot of bloat)
• Completely sh-----g the bed on "improving the Home Office experience" in 2024 (1-2 additional vacation days and Headspace...)
• The ongoing decline in firm CES results over the past 5 years (and covering it up by only showing short-term data and spinning it as staying "steady" and hiding details)
• Doing NOTHING with the special ELT CES results and the '70,000 comments' they received
• The absolute dumpster fire that was Hybrid Activation (aka RTO Mandate) and most recent increase in tracking swipes and other associate surveillance
• Enterprise Reimagined (they were so inept, they had to remove two GPs from speaking in front of the firm and replace them with a Finance GP to deliver updates)

There are others I'm sure I missed.

@OP Not only will they botch the layoffs, they will almost certainly botch the re-posting of the "600" roles that are currently frozen. I see one or all of these happening by Suzan's crew:
1) Roles will be posted that are "ghost" jobs, meaning they were already filled by someone being moved into them or they are posted and the role, team, or area, no longer exists.
2) They will re-list positions that either no longer have the same hiring leaders for the role or positions where no one has a clue (or awareness) who is actually supposed to be interviewing for them. Heck, there will probably be instances the new hiring leader won't even be aware there are applications or what the role entails. By the time they figure it out, it may be too late.
3) HR will try to correct the mistakes while the 60-day clock has already been ticking on everyone and some associates will miss the window and become unemployed due to it. Since it's HR and they'll likely be enjoying their own internal chaos with ER aftermath, they will absolutely take longer to do this than is reasonable.

This is all to say, don't count on the "finding another role within 60 days" lip service as a lifeboat. Take care of yourselves and protect yourselves by actively looking outside EJ, too, if you're displaced or not happy with the forced move or demotion they dictate.

@bt You surmised that from their post? Brilliant!

@b8 that is a sign that your boss is a lousy leader. Why haven’t they trained their staff and shared their knowledge? Los of reasons besides layoffs that they might leave. What if they win the lottery?

@b6 that's a large part of my concern. If I lose my job, I have other options. If they let go of my boss, those are very large shoes to fill and I don't think anyone on my team can fill them.

@OP we lost someone in my department last month who left big shoes to fill- nervous that this perhaps the tip of the iceberg.

@OP they already lost me and I’m one of those backbones!

@OP Oh you know it. They could sc--w up a PBJ sandwich at this point...wed/thurs this week will be damage control after the bo-b goes off mon/tues. It will be talking point and more stupid catch phrases like the previous "hungy humble hustle swagger" jargon. Those late week meetings will also open the door to more questions, confusion, and anger. Leaving everyone frustrated and shocked by how much worse it will get. We will wash rinse repeat this cycle until D.C takes over in 28' and sells the LP to some large bank from new york under the guise of "we have to do this so we dont turn into blockbuster video". A real circus unfolding before our eyes.