I don't know about you, but after last week's all hands, this all anybody has been talking about on internal calls that don't have managers on them and I suspect that people have pretty much checked out or quiet as crickets on those that have managers on them, something which will likely continue that way until after the deal closes and they hear what will happen to them. The nervous laughter from our senior leadership team at the tail end of the all hands about how different our corporate culture is from Broadcom's and the obvious layoffs by spreadsheet that is being planned now, was not helpful in that regard, so I'm suspecting most people are spending most of their time polishing up their resumes and looking for job openings at other companies.
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The fact that automation and "phone home" licensing weren't natively built into the core more than ten years ago tells you all you need to know about the lack of leadership in that BU.
“ So many in the core kernel team! They are just hard to work with and are too toxic to be open to any innovative ideas. Not good for company growth. I have been in partner meeting where these folks raise their heads as well and compromises partner relationships. Feel sad for some of the partners who are constantly shot down openly in meetings!”
Wow!! This is sooo true. Few of this folks are absolutely hard to work with and have any productive discussion. They are very rude and condescending to our partners as well. Preventing from having a meaningful collaborative environment. Partner meetings are awfully tense and awkward to attend and painful to see them being literally bashed for bringing up any topics or suggestions that the arrogant engineer is not willing to even discuss. Really need a cleanup in the core kernel team!
"If you are going to be laid off, you will not hear anything until after close."
"For the employees in the U.S., this statement is patently incorrect. It amazes me that someone can listen in to an all company meeting, hear an abundantly clear explanation, and still not grasp the basic facts."
No, your statement is patently incorrect. It amazes me that someone can receive an email that clearly states that all employees should listen to the Q&A of BOTH CALLS, including the APAC call, fail to follow those instructions, and then accuse others of failing to grasp basic facts.
Bottom line: If you're on the severance list, you will not know that until close, including in AMER. Don't believe me? Listen to the APAC Q&A. And yes, even though it was the APAC call, the Q&A covered all regions including AMER. Don't believe me? Listen to the APAC Q&A.
PS are still pretty much flat out on contracts, emotionally checked out but tactically fully engaged.
Support from Ops, product BU's, leadership etc disappeared months ago.
Based on my past M&A experience, I suspect this to be the way we will all be notified - from now till last week of October, Broadcom will reach out to folks that are being made full time or transition offers. In last week of October or 2-3 day before closing, VMW LT will announce that Broadcom has made offers everyone they want to keep and if you have not received an offer then you may consider yourself in the layoff bucket. I don’t think we will get formal emails from Broadcom that we are in layoff bucket. That kind of mass comms don’t go out from Broadcom before close. On Oct 30 I expect an email from BC saying I have been laid off.
Listen to the recorded q&a.
"If you are going to be laid off, you will not hear anything until after close."
For the employees in the U.S., this statement is patently incorrect. It amazes me that someone can listen in to an all company meeting, hear an abundantly clear explanation, and still not grasp the basic facts.
To clarify, all employees in the U.S. are expected to find in mid-October which of the three groups they fall into: 1. Permanent Job Offer with Broadcom, 2. Immediate Termination with Severance, or 3. Transition Job Offer with Eventual Separation & Severance. When they made reference to people finding out their job status after the close, they were referring to employees in certain countries outside of the U.S.
Does anyone think BC would tell 20k people on 10/16 they will be laid off on 10/30 and then just have them mope around the office for two more weeks?
They won’t be moping, but setting fire to the buildings.
"If you are going to be laid off, you will not hear anything until after close." Sadly, this seems somewhat plausible. Companies are paranoid about security around layoffs these days. Does anyone think BC would tell 20k people on 10/16 they will be laid off on 10/30 and then just have them mope around the office for two more weeks?
Folks expecting a definitive word on October 16th--go back and listen to the Q&A from Session 2. If you are going to be offered a permanent or transitional role, you may hear from Broadcom in mid to late October. If you are going to be laid off, you will not hear anything until after close.
"I believe many back office teams are already 15-20% understaffed."
This seems a low estimate, based on my experience. The best talent has already exited
Betsy did, in fact, say things would get slower between now and acquisition. It’s apparent in every team I work with that was happening before the Company Meeting, now I see it more. All totally expected in an acquisition like this.
so are we expecting email letter from BCOM monday 16th October
They said mid October, not that specific date.
so are we expecting email letter from BCOM monday 16th October is that the next step?
Hang on, didn't Betsy say "expect things to be quieter over the next few weeks".
People are human, of course this is going to be a source of anxiety for most. There are some clueless managers out there that are still chanting "we must work 110% to deliver outstanding performance".. delusional.
Can't help but wonder if that is what Betsy was referring to when she said in the company meeting that things would probably slow way down next month.
err...you should a been working on resumes many months ago... the grim reaper awaitsZ
It’s been a week since I got an email that’s not junk. Others in my team also in the same boat.
All projects for our team were asked to be put on hold effective immediately. Our workload went from nonstop busy work to no work almost overnight
We checked out at CA Technologies too. Broadcom knows that they are basically destroying a company and its culture. They will just ruthlessly execute their plan and when the dust settles in a few years VMware’s revenues will be plugged into Broadcom’s financial engine and things will be mostly fine.
Don’t be fooled by silly drama during the process.
Broadcom has a long term strategy.
I am hoping some arrogant over confident rude people engineers are thrown out as part of this cleanup.
So many in the core kernel team! They are just hard to work with and are too toxic to be open to any innovative ideas. Not good for company growth. I have been in partner meeting where these folks raise their heads as well and compromises partner relationships. Feel sad for some of the partners who are constantly shot down openly in meetings!
I never checked in…
Lazy-girl/guy-job FTW!
In the midst of a toxic environment, I can't help but eagerly anticipate the arrival of October 31st
I am an Account Executive covering a top 50 VMware client. I am very busy. I want to maximize my compensation for Q3 by closing business. I have no idea if I will survive moving forward. All I can do is my personal best.
My support team around me has vanished, approvals take 5x longer now, things that used to be approved are not now, I believe many back office teams are already 15-20% understaffed. Even trying to keep working hard - is hard.
If you define being 'checked out' as afraid of making any real changes. Then yes, I agree.
In the team that I'm part of, everyone checked out a long time ago - more than a year now
"what about if you are one who gets an offer? with a lot of RSU? what happens if you continue working with your customers and peers? what happens if you make more than you make now? what if hock simply cuts all the fat?"
How many "what ifs" here? when "what is" almost a certainty is the above will be applicable only to a select few, so peer statement????? What if you do not wish to be a BC mule?
what about if you are one who gets an offer? with a lot of RSU? what happens if you continue working with your customers and peers? what happens if you make more than you make now? what if hock simply cuts all the fat?
Of course be smart and update resume and keep your eyes open for opportunity but opportunity always exists where there is massive change like this.
Checked out to some extent but still so busy...wish I could spend these last couple of weeks getting ready for the inevitable. Manager has different ideas