Thread regarding Fidelity National Information Services Inc. layoffs

Its no accident Bob is acting like he's the coo or ceo. Rumor has it he's quietly maneuvering for Stephanie's job

@zr why does this guy have so much decision making here? Absence of leadership from above

I about choked with laughter when a friend slipped in “Satan” when she was talking about Bob recently. It’s so true though. He gaslights all the time. And communications get written and rewritten so many times it becomes moot to even send it out. I have never been so repelled by a leader like I have him. He’s a one-man bulldozer

@ge That's just not true. I have worked around and with Loud and Proud G-y folks at FIS and they are not treated any different than Straight folks. Maybe in your specfic location, but I have worked in Orlando for over 30 years for FIS. Every year that G-y month comes around, think in June(?) TPO use to fly their colors and have a group photo, but since Covid I still work from home, FIS gave up the building, wish we still had to go in though, I miss the comradary.

How much did FIS pay to get on the list?

Bob’s strategy;

1. Remove employee goal requirements 2025. They don’t matter cus everyone is getting laid off. Let’s not waste time… blood is about to be shed every 90 days and it would be inefficient.
2. Request a work study in Q1 so we get a good idea of who is doing what.
3. Layoff low performers in Q1 to not raise doubts. We continue layoffs every 90 days will hit it over the fence in Q3 and Q4.
4. Stop 401k match pay period to cut cost as much as possible. If they leave early we don’t pay, if we lay them off before Dec 31, 2025 we don’t pay. Win-win.
5. Communicate as little as possible. The psychological games will drive the weak ones crazy. The hard working type A ones will most likely stay put. It’s risky, but it’s better than causing any chaos that shoots us in the foot or puts us on the news.
6. AI! AI! Automate HR as much as possible (ticketing system!). Keep HR staff put by offering severance contingent on them staying until end of year. They’ll have no choice but to stay.
7. Move leaders around and make up temp titles until McKinsey works the org around.
8. Buy companies so our numbers don’t look completely fudged next year due to bad investments we made and hyped up though we didn’t understand sh-t about it (i.e., Atelio).

I’m sleepy enough. Bob Toohey Toot obviously has more tricks up his sleeve. Must be nice sleeping next to him. Not. He gets turned on by all the commotion … narcissistic behavior put to good use.

I remember when FIS praised getting a “D” on one of their surveys. What gets me is the HRC equality index when my coworkers say they have to hide being g-y for professional reasons - https://www.hrc.org/resources/corporations/fidelity-national-information-services-inc.

Notice no Glint surveys this year, they know that it would make them look bad so just ignore and move on with McK’s plan

Executive management quality isn't one of the factors

I wonder what the employee satisfaction portion would have been if they surveyed more than TPO Bob

It’s 456 position

#456
http://time.com/7315547/worlds-best-companies-of-2025/