#employeerelations

I’m excited to be leaving. I get paid to leave this sh-tshow!!! Good luck to those who stay.

It is just extremely frustrating that Stankey is still CEO and Chairman of the board after his business blunders cost the company $106 billion. Employees are held to a high standard and now we have these strict presence reports but the CEO gets a free pass.

Stankey and his predecessor Randall are both not capable of running a lemonade stand on a sunny weekend. But we let Stankey remain CEO of a Fortune 50 company. Randall is now on the board of directors of Walmart after leaving AT&T in shambles.

These board of directors should be ashamed of themselves. They are so far removed from the daily operations of the business to understand what is in best interest of the company. To them it is just a part time position where they get to fly into Dallas and be treated like a celebrity for the week.

HP laid off the handful of people who post here.

But somehow that only applies when the topic is easy and doesn't make anyone uncomfortable. When we try to find out about incoming cuts, suddenly its silence. Funny how that works.

The people who actually know how things work are either retiring without documenting anything or getting laid off. And leadership thinks it's fine because they have their VPs. The same VPs who don't know the details and don't want input from anyone below them. It's scary to watch the company make such a huge mistake and not care.

Diageo conducted substantial layoffs across its North American organization. This marks the second round of cuts in as many months. The reduction in force also functions as a sweeping reorganization. Remaining employees are directed to adopt a 'Bigger, Better, Fewer' approach. The company aims to retool big-time brands for the United States market.

https://www.fingers.email/p/at-diageo-more-cuts-reveal-drastic-reorganization

These people cant understand why a peakon survey has the results it does. Then to say to everyone you forced home permanently, “ you have two good choices! Move or find another job!”. Then think it sounds like great advice . I say f-k you to every single one from the CEO down. When all your knowledgable , reliable employees are gone thanks to you, you will immediately understand how d-mb that decision and statement is. I cannot wait to hear all about it . Foreign trash

Any layoffs for home and community?

Rumors of a sick out on the system?

Got pulled into a call with my manager and told I was laid off with 25min before access was revoked. That's nowhere enough time to handle critical knowledge transfers and other responsibilities. What is the plan when things start falling apart tomorrow, next week, next month? I was leading a critical governance and compliance team, what SHOULD be one of the last ones to get laid off, let alone without any warning or plans.

WTF. A pre-recorded call to let people go is the most cowardly way to treat employees.

People have given countless hours to this company, and this is how they’re repaid? The company is clearly going downhill if this is the standard of leadership and respect being shown.

The very least you could do is thank people for their contributions and explain why these decisions are being made. Instead, employees are treated as if their dedication meant nothing.

Stephanie, Bob, and TPO should be ashamed of how this has been handled. In some cases, people have sacrificed personal time, family time, and even left other jobs to come here, only to be dismissed through a pre-recorded message.

This is inhumane, disrespectful, and completely contrary to any values a company should stand for. The way employees have been treated is absolutely disgusting.

My people leader was always so laid back and chill- now its emails about everything regarding production- time-claims, etc. I understand he's stressed but still... is this a paper trail for layoffs? Is it to stop me from getting VSP? T to fire me before hand? I plan on taking it anyway.. are people leaders told to be stricter or is this her way of saving her own job? I feel so discouraged now.

I know a few people who'd take it happily, and it could save a few of us who really want to stay.

Have you all noticed that London pulled all the funding Michael Neidorff had threw out St. Louis and the surrounding areas? It's not only in Missouri, but in the other states too. This is why we no longer have the website that would give employees tickets to events or why we no longer get the Employee Day at the STL ZOO. I heard she got a new jet and she herself said in one of her "London's Calling" video that she "heard it in the hallways in Washington", where she makes notion that she is always up there rubbing elbows with the government. London used Centene as her personal bank account.

Ingka Group, Ikea's largest retailer, implemented an AI chatbot for customer service. The chatbot handled 47 percent of customer calls, potentially displacing 8,500 workers. Instead of layoffs, Ingka Group retrained these employees for new roles. They now provide premium interior design services, creating a new revenue stream. This strategy generated €1.3 billion in 2024 and avoided job losses.

https://www.inc.com/stephanie-davis/layoffs-workers-ai-ikea-leadership-playbook-grow-revenue/91364108

I overheard a conversation another layoff coming this July or August along the hallway. Is it true? I remember we had one last year around July/August/Sept. We spent more time worried about layoff and do the real work. I will planning to apply for Everpure or others. NetApp was great 15 years ago and now...... i just have to pretend to work. Tell me about my director talked about motivation and 10 billions. Good luck.

So my work right now is dealing with reports, and I spoke to my coworker who was like if you are gone she won’t be able to handle it. She told someone else on my team, you better think twice before getting rid of her. The colleague said her leadership is not getting rid of anyone on my team. Another female on my team said she’s training someone else to do her work. So I’m confused. We are all females if you are like what’s happening .

I saw On the news you hired Stacy Eng. we worked with her at Chevron and she is hands down the worst leader/person to work with. Multiple people quit or took leave because of her. She is horrible she can’t think for herself. She throws people under the bus and has no idea what she’s talking g about. She single handedly messed up our learning and talent group and it’s still not bounced back.

God speed. Watch out.

I am sorry if you have been notified today and hope you find that your next role is far better than this company has offered you! It would be helpful to know what function or org you are with if you have been notified without giving who you are away!

Obnoxious posts about drinking and eating on the company dime. Zero meetings

My first post and I said what the staff thinks. Employees work in FEAR. Managers will do anything to keep their jobs and upper leadership knows they themselves are incompetent so nothing is done.

About time some have decided enough is enough of this joke of a company. Have some pride and do better for you and your family.

Electronic Arts recently implemented new job cuts. Recruitment, customer service, security, and IT teams were impacted. The exact number of affected employees is not known. Some affected staff worked remotely in the U.S. and from the Hyderabad office. This marks a continuation of rolling layoffs for the company.

https://kotaku.com/ea-layoffs-fan-care-recruitment-hyderabad-2000708971

I think all of them are crazy. Who would want to stay in this mess? Okay, I can understand some people who are worried about health insurance and stuff like that, but isn't that going to be just as much of a problem if they're laid off after VSP is wrapped up?

I've been thinking about this a lot. Working at BNY was like being in a bad relationship. Constantly stressed and unhappy but I stayed because it was familiar and the money was okay. Then one day I was let go and it was terrifying at first. But then the severance arrived and I had time to rest, to think, and to remember who I was before that place wore me down. And eventually I found something new where I'm actually treated well. In the end, leaving turned out to be the best possible thing for me.

Management (upper leadership) is clueless and simply waiting on quarterly vests, like everyone else in ESG and all of Broadcom really.
This phenomenon is not particularly at Broadcom or ESG, but across corporate America in general.

Middle management doesn’t have politically correct answers to provide and are simply su-king up to their leaders.

Don’t fret, Just rest and vest!

Well stated, @23n+1ks6nh2mq.

Can someone tell me why it takes the managers anywhere from three weeks to three months to approve pto?

I have struggled with a decision on the VSP offer. I have found myself really concerned if I accept and my request is denied it could be viewed by leadership, that I am not as loyal. Starting to see VSP offer as possibly an opportunity, If I felt I could stay without layoff that would be my first choice. Hoping any VSP acceptance does no appear as I don't want to be here any longer. How many other feel the same?

This uncertainty is ki-ling me. Folks on this thread have talked about 13% of the workforce being RIF'd, multiple teams expected to be impacted and most of it being initiated today. Yet, not many have said a word about receiving that uncomfortable meeting invite. Just 1-2 people have confirmed getting it.

At what stage in this week can we breathe a sigh or relief? When will we know if we survived this round or not? Or were people simply trolling or exaggerating the numbers?

The uncertainty and anxious waiting period is worse than just knowing you're impacted!!

Friends, I've been at ADP for about 20 years. I've noticed that the most common time for them to do layoffs is the last two weeks of June (right before the start of the new fiscal year). So if we make to July 1, we're probably ok, at least for a little while.

The Secret Reason Bosses Want Everyone Back in the Office, Every Day of the Week ~ NYTimes.
June 22, 2026

When the pandemic came to an end, many people who had been working from home assumed they would be allowed to maintain that habit at least a few days a week. But today in the U.S., a third of companies have forced everyone back to the office full time and have banned remote and hybrid work.

Some leaders say they insist on full-time in-person work because it boosts productivity, despite clear evidence that it does not. Others claim it’s about collaboration, creativity or culture. Our new research reveals that the objection to any work from home is more likely to be driven by something else entirely: ego.

Case by case, there may be good reasons for teams to work together in person. As a general rule, though, it turns out that ordering people back to the office full time is a power and status move. It’s a signature strategy of leaders who exhibit narcissistic qualities. They see any kind of remote work as a threat to their authority and admiration. They want to be worshiped at the office altar.

Over the past six years, we’ve studied why some leaders continue to support remote work, while others resist it. We surveyed thousands of executives, middle managers and frontline supervisors on a host of personality traits. When we later asked them about their stances on hybrid and remote work, their answers didn’t correlate with how much they trusted their employees or how much they loved being around people. The only trait that consistently predicted objections to remote work was narcissism — the tendency to be self-centered and entitled. The higher the opinions of themselves leaders expressed, the more they coveted power and status — and the more they favored return-to-office mandates.
That pattern held for chief executives of Fortune 500 companies. Since we couldn’t directly measure the size of their egos, we measured factors that many previous studies have identified as reliable proxies for narcissism: the sizes of their pay packages, their signatures and their photos in their company reports. (No, the chief executives probably aren’t directly overseeing the page layout, but their underlings have to figure out what will and won’t please the boss.) Commanding outsize compensation and projecting an outsize image sends a message right out of Ron Burgundy’s playbook: I’m kind of a big deal. We found that the higher chief executives scored on this index, the more likely they were to seek power and status by becoming chairmen of their own companies and joining the boards of other companies. These were the chief executives who made the most negative statements about remote and hybrid work during the first two years of the pandemic.

The connection between narcissistic personality traits and wanting people in the office full time is not coincidental — it’s causal. In one experiment, we got leaders to reflect on the role that a bold, assertive ego played in the success of Steve Jobs as Apple’s chief executive and Larry Ellison as Oracle’s. After participating in that exercise, leaders were more likely to oppose remote work.

None of this is to say that individual leaders who reject remote work are necessarily egomaniacs. Many factors influence workplace policies around flexibility. But our data does show that overall, self-centered leaders tend to struggle with the idea of employees making independent choices about where to work. Psychologists have long suggested that narcissism is like a dr-g — it leaves people craving a regular supply of attention and validation. Remote work deprives leaders of access to that supply.

When people aren’t in the office, it’s harder to command and control. Leaders can’t intimidate by hovering over cubicle desks and slamming doors. They can’t establish their dominance by summoning people to a conference room and pounding their fists on the table. They can’t even make direct eye contact to stare people down.

Remote work also prevents leaders from basking in the glow of employee reverence. Instead of standing out in the corner office, leaders are lost in a sea of equal squares on a screen. Instead of rapt attention, they’re met online with boredom, fatigue and interruptions from partners, children and pets. Instead of being showered with immediate gratification, they get glitchy facial expressions and delayed replies. Sycophantic reassurances from employees just don’t have the same effect if they’re on Slack.
Self-centered leaders often respond to these threats by tightening their grip. They declare that people are shirking from home instead of working from home. They threaten to fire people who aren’t on site five days a week.

Rigorous evidence shows that forcing people to come in every day backfires. Take it from studies of over 450 companies and over three million employees: Return-to-office mandates fail to increase financial returns. They succeed only in motivating star employees to quit, reducing the satisfaction of those who stay and discouraging new talent from joining. Experiments at tech companies and nonprofits show that letting people work from home part of the week boosts happiness and decreases turnover by a third — without any cost to performance. In many cases, those employees even get more done, because they don’t have to spend time commuting and don’t get distracted by office interruptions.

There are limits to the benefit of flexible office policies. Research suggests that working from home for more than half the week can be isolating — it’s harder to build connections and cultures. It’s also more difficult to encourage creative collisions, informal learning and mentoring. But it doesn’t take five days a week to accomplish these goals. In fact, it turns out that people are most collaborative and creative when they work remotely part of the week. They can use a day or two at home to focus on individual deep work and reserve the rest of the week for communication and collective problem-solving. It’s well documented that too much togetherness breeds groupthink (not to mention germs). When we spend some time apart, we actually generate more innovative ideas and make smarter decisions.

Hybrid work does have its own challenges for leaders. It’s not fun to try to inspire through a recorded video message or lead a brainstorming session on a digital whiteboard. But to maintain a competitive advantage in an increasingly flexible world, it’s time for leaders to put their egos aside and master the art of managing from afar.

https://www.nytimes.com/2026/06/22/opinion/office-work-wfh-bosses.html?s

I agree with some of your comments; however, people over 60 do not qualify for Social Security until 65 unless they take reductions, and they also do not qualify for Medicare benefits until 65. Therefore, I think it’s unfair to expect older workers to give up an income for someone else. Everyone is in the same boat, dealing with different life circumstances, and we all have to make very difficult decisions. Having to sacrifice for "younger" employees should not be another factor in that decision.

I have been working all my life, and I don't really have any retirement funds. I receive $1,350 per month from Social Security and $2,000 per month from Centene. Meanwhile, I pay $3,500 monthly for my mortgage, plus car insurance, electricity, water, food, etc. Each month I short, so I must withdraw money from my retirement account to make my monthly payments. Every time I do, I get hit with a stiff penalty of $400 to $600 just to access my own funds.

They are asking us (the foot soldiers) to retire, but the fat cats are not required to do so. Sarah London gets $20 million per year plus bonuses, commissions, and other perks. I work from home, and back when Neidorff was the CEO, we got paid for our internet, received bonuses, and earned salaries for hitting our monthly goals.

I am not going to retire voluntarily—they must fire me! I am a good, responsible worker with an excellent education and extensive experience. I bring much more than just labor to the company: I bring ethics, the satisfaction of a job well done, and a genuine appreciation for our members. Get out the fat cats who are destroying Centene!

I'm not sure how they will have US layoffs when July 3 is a holiday. I checked in talent central. I work for SMBC and I think they are still doing financial projections or have a buyer that doesn't want to pay. I hate this company and hope I'm part of this round, but I will probably be spared because of financial year end.

Sorry for the linkedin slop. I'm not about that life on main but yall have been such a huge part of my professional career I have to say goodbye somewhere.

I wasn't surprised when Nike laid me off this time around. 4 months parental leave + sabbatical on the horizon is a tough pill for a declining company.

Anyways. After 6 weeks and 7 or 8 interviews I have my next job lined up. Similar pay, bigger title, bigger responsibilities. Everyone works in the same timezone and the office is full of smiles. I guess I do have to start wearing pants to work though.

I think I'm finally ready to close this toxic chapter of my life. It has been a long while since I was proud to work at Nike. But I can say I've always been proud to call all you OGs my coworker. I'll always fondly remember our golden years of competence.

I'm headed to the other coast though so I'll probably never see any of you again. 🫡
Look out for yourselves. If you start thinking your skills might be getting rusty brush off your resume and move on. The couch is comfy but Nike hates seniority.

Assigned to a location officially on RTO letter but chose Dallas instead. Will I get axed for moving to a location other than the RTO specified one? I feel like I will get axed for that but supervisor does not think so and yes I asked multiple times. Anyone in the same boat?

So I am a bit confused why would mass layoffs happen right before open enrollment? Who is going to handle that when 1) people voluntarily leave 2) people are still going to get laid off after that 3) I doubt Centene would get back 2 million members from this enrollment period.

I would. No hesitation.

Has anyone heard anything recent about layoffs?

Be mindful of the 20 or so people from sales who will be laid off next week
Thoughts and prayers