I find it shocking that after months of uncertainty and fear, leadership can't be bothered to (1) guarantee a phone call to discuss your fate or (2) loop in lower level managers to have that conversation.
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Edward Jones will bleed talent for years after this. If I’m not fired, you can count on me looking proactively going forward. Nothing left to stay for. No culture, no respect for leadership, EJ not doing anything interesting in the industry. We are a dinosaur trying to stay relevant.
@cp This place could use a little direction. Unfortunately they probably won’t know sh1t and it will be just as bad.
This reorg is designed to create a command and control hierarchy structure. The days of having opinions and collaborative approach are gone. They’ve created a structure that establishes bosses and their words mean everything. Power consolidation around a few leaders will dictate. There is no voice of the people. They will quash and drive forward. If you disagree there is the door.
It's an additional and unnecessary expense. At layoff time, the only concern is finalizing the it as quickly and efficiently as possible, to perform as many as possible. Anyone cut can find support and understanding at home.
As a team leader with direct individual contributors, I couldn’t agree more. Why do we (or department leads even) not know the fate of those that report to us? This would make it more effective in letting everyone know vs an email. Sure team leaders might also be gone but then the new team leader should reach out to those now part of their team. I would think GPs would also appreciate that help.