So they moved IT under Rose Megian today and DK held a meeting but no one had the balls to ask questions? Is DK next on the chopping block?
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The next CIO will be an SVP not an EVP so think about how IT is seem by the ELT and CEO ... not valued. Hence all the eliminations of SVP and SrDir to get ready for that. Also, looks like BIO positions are going to go away at some point if you’re reading the clues. The roles have proven to be useless and not valuable. I think most are retirement age 55+ so retire them early or flatten them to push them out. OR better yet, just eliminate the positions like you did the other BIO role and IT jobs and package them out. I mean the goal is to save money so start with those $200k+ jobs. I bet there will be no impact on the work being done or not done.
This is not about performance, it's about leaderships plan regardless of circumstances. Calling out individuals and using unprofessional language is an example of the culture they have created.
This is reposted from earlier thread and as I see it, is closest to the truth and expectation.
I am a true believer in history, trends and tendencies. Fact, the history of a person’s past decisions is the precipice of what to expect in their actions. Do the decisions follow insight, consistency, communication, direction, promote trust, community, teamwork, or value your most important asset… the employee? Research the history of your current leadership, evidence of education, experience and qualifications. Un-qualified leadership will make poor decisions, even when they are guided by third party strategists. You can’t hide the results of decisions, good or bad, what do you see? Once in position, incompetence can run downhill, appointing VP’s, Director’s, and Managers who have no experience, skills or education for that job. This all leads to mixed messages, confusion, deception, lack of confidence and then holding employees accountable for leadership failures. Leadership built on friendships, to cut price or because they took initiative, doesn’t qualify them. Do you feel like your job is being held over your head, all the time, and find the work environment more hostile every day? This will not change after downsizing and outsourcing is complete, not with the history of these leaders.
A moment of clarity, forget the words, watch the actions. You are what you do, not what you say, or imply what you’ll do. If you cannot see the writing on the wall based on the actions of leadership and the evidence of their actions you clearly do not want to see it.
If your eyes are still closed, the bottom line is, save money. They have said it over and over, and its proven to be at any cost. The need for change is evident and always ongoing, but how you make the change is as important as the change itself. Anyone in business knows saving millions of dollars has to include employees, it’s the quickest path to the bottom line. But does swapping employees for contractors really accomplish improvement in business services and financial goals? There is a professional way to communicate and execute a plan that treats people with respect and dignity. Un-qualified leadership does not know how to communicate, recognize or value employee’s history, loyalty, knowledge or commitment. Do you feel employees are informed, addressed with class, competence, direction, respect and appreciation? Can morale be impacted by a lack of communication? Is there any attempt to inform employees of progress, or just recycled information and double talk while the hack and tear process continues to lose great people?
So, if you are on the CF bandwagon and love the stress, keep your eyes closed, do what your told without question, stay in line, make friends with leadership, or stay in the dark and hang on, for there is more fun to come…….The work environment they created does not include your opinion or value you and your contributions. They have focused goals at all costs and will not communicate them. The question you should be asking is, how long can I isolate myself from them before their poor business practices compromise mine, and my career.
Maybe the BIOs are next! I’m beginning to think the one that left was onto something. Role wasn’t replaced and nothing mentioned about why or the plan. All very suspicious for us watching it unfold. Seriously, what do BIOs do? No one knows and the changes are not really working well at all. The red one hired her bestie into a role she is not qualified for and now wondering why things are not working. Wait wait, red that same one who “owned” PMO. I am laughing so hard right now. Still not sure how a scheduler gets to be a VP and how an intern gets to be a director ... suspicious. I mean all we hear is why things can’t be done or supported and the new PMO director, well talk about a chip off the old red block, is more of the same. So, we can expect nothing to change. We’ve seen all these changes, recently our longtime colleagues laid off for not real good reason, and nothing is getting better. Starting to miss the old leadership team ... miss Sandy yet? You can lay off all these worker bees, but the royalty still in the nest are the ones that need to go - you are not going to fix anything until they are gone. Keep the workers get rid of the leaders.
This does not impact our CIO. If you are paying attention, all the Operations consolidation happening under "R" has been planned. I would imagine by end of year or early next year she will be announced as COO.