#badleadership

Let’s face it. It sure looks like CDW leadership has decided the future is cheap offshore labour, and North American employees are just collateral damage. The people at the top get their cost savings, the workers get their pink slips, and the customers get to deal with whatever mess is left behind.

Was this the plan all along? Gut the workforce, ship the jobs overseas, squeeze every last penny out of the operation and call it a brilliant business strategy?

And when the whole bloody thing goes to sh-t, you can bet the geniuses who cooked up this scheme will blame everyone but themselves. BRING IT!

Perfectly said, @4hg+1m4rdtc2e.

Get ready for the wave. Most retail DOS’s don’t do anything anyway and offload all of their work to retail ADs. Fits the narrative of top heavy employees that provide no value or change to T.

I’m sure you notice you have targets that you won’t be able to hit as corporate retail stores have been declining for years and years now.

Are completely useless. That is all.

​I’ve been here five years, pre-dating the Pagero acquisition. It used to be a decent place to work.

Today, it’s a masterclass in corporate self-sabotage.

​Leadership is gutless and incompetent.
The European leadership, from the MD down to every single manager under her, is the most thoroughly useless group of people I’ve ever worked for.

The executive level is no better. The new president hasn't got a clue what is going on, and the previous one was just a tyrant. Management positions are simply handed out as participation trophies to people who have hung around long enough, regardless of whether they have ever actually done the job.

They have zero industry experience, zero strategy, and zero spine. At month-end, they’ll breathe down your neck to pull in deals just to pad their fragile forecasts. But the second a customer escalates an issue? Absolute ghost town.

They're glorified spreadsheet jockeys who would rather hide behind a monitor than pick up a phone and face an angry client.

​The legal division is bleeding out.

Don't even get me started on the legal side, which is where I am based. Agile competitors like Legora and Harvey are absolutely destroying us.

Our grand answer was Coco, which is a masterclass in delivering nothing. It is barely an upgrade and it arrived far too late to make a difference.

To add insult to injury, the year-on-year price increases are an absolute joke. Reps are haemorrhaging renewals on an hourly basis because we are charging a premium for a second-rate platform.

​Operations are a daily car crash.

The bare basics do not function. Internal sales systems don't talk to each other, billing is a daily disaster, and delivery manages to botch almost every single deal we close. I don't sell anymore; I’m just a full-time professional apologiser.
​Pay is outright theft.

Management actively robs reps by stripping deals away from them so they don’t get paid. My target has skyrocketed by 70% over the last three years, while my OTE hasn't moved a single penny. That is a massive, insulting pay cut, yet they demand you bleed for this place while giving you zero support.

​Product teams live in a fantasy world.
They are completely detached from the reality our customers face. They’re more obsessed with padding their egos on conference stages and webinars than ensuring the tech actually functions. And just like leadership, when the product inevitably breaks, they immediately go into hiding.

​The $800m Pagero sla-ghter.

TR blew $800m on Pagero, a genuinely fantastic product with a stellar reputation. Their genius strategy? Erase the brand, bleed out the top-tier talent who actually built it, and drive it straight into a brick wall.

They buy things they don’t understand and systematically destroy them.

​The bottom line:

Competitors are all over us, customers are absolutely fed up, and senior leadership refuses to take a shred of accountability for the mess they've created.

​Would I recommend working here?

Not a chance in he-l. If you get an offer, run.

If you’re already inside, update your CV yesterday.

This is a hopelessly broken, completely fu---d up company run by cowards who haven't got a clue.

Got fired today. I'm a team manager. But my manager wouldnt tell me if and who else on my team was also being fired with me.
Each team member one by one is getting meeting invite to be fired. Over a few days. And not at the same time. With a few still left who have no idea if they are just on the end of the list or have been spared this round.
WTF? Seriously you su-k OpenText.

1. High performers are cut because their salary is higher due to performing (though not true at Oracle)
2. The Peter Principle is on full display, where managers with threatened egos are intimidated by high performers
3. There is a lack of visibility up the chain (which is mainly filled with psychopaths) regarding the actual output of employees
4. Incompetent brown-nosers survive versus those raising valid concerns and producing

The division I work with is filled with VPs, Directors, and Managers who have contributed zero for over a decade and frankly should not be called engineers or leaders. The Dunning-Kruger effect is displayed daily where they expose their own incompetence. Those who are technically apt and care about their teams are gone, be it in leadership or as individual contributors. The incompetent not only survive but fail up—just reading the recent LinkedIn updates on promotions triggered me to write this rant.
I had a manager who cared and protected us from this insanity. That manager was let go, and we are going full speed into a wall trying to deal with ridiculous asks and unreasonable deadlines from the tyrant managers we now report to. When we raised burnout concerns, they were ignored, and we were told to just keep working harder and meet deadlines. In contacting those who left, I know the job market is terrible, but meeting them, they all look healthier and happier. My health is suffering, and my doctor said I need to reduce stress before something dire happens.
End of rant, end of caring about work. I am checking out. Frankly, I don't give a damn about this job anymore. I will start my job search and see how long it takes before they get rid of me. Who knows, maybe doing nothing will get me promoted!

Just hit the point of no return... management is sending messaged that boil down to "shut up and work harder..."

This company no longer operates like a professional organization. The most capable leaders have left, and the remaining management is looking inward to hire their own consulting services. Gainwell is a complete mess

Emperor Kobayashi has voiced his disappointment that 4k peons have requested the continued use of Microsoft. He DEMANDS we all embrace Google and pretend it's better! Cheap and free is not better. I wonder what remaining customers will think when they find out their info is just one easy hack away. All because Emperor Kobi is a complete id--t.

I asked AI to go through the posts about USAA on this website and others (Reddit, Glassdoor, etc) and summarize the company culture and its management and here is what it had to say - Do You Agree?

Executive Summary
USAA has undergone a fundamental transformation from a "gold-standard" employee employer to a workplace characterized by deteriorating trust, bureaucratic dysfunction, and leadership credibility collapse. The transition occurred primarily between 2022-2024, accelerating through 2025-2026. While USAA's benefits package (cash-balance pension, 401k matching, healthcare) remains genuinely strong, the operational and cultural experience has degraded significantly.

The archive tells a story with a clear arc: pride → shock → anger → cynicism → survival mode. USAA's workforce — a community built on military identity — describes a company that has progressively devalued its own people through repeated reduction-in-force (RIF) cycles (2022, 2023, 2024, 2025, and 2026), an aggressive outsourcing program to India, AI-driven headcount reduction, and management communication that employees repeatedly describe as opaque, political, and dismissive. The most psychologically significant finding is not the layoffs themselves (those are corroborated by public record) but the identity betrayal: the "military community" narrative that USAA markets to the public is experienced internally as a cover story — the forum's sharpest and most recurring accusation.

Core Diagnosis: USAA leadership has entered a self-preservation mode driven by regulatory pressures (OCC cease-and-desist orders, 2024-2025), first annual losses in 2023-2024, and profit restoration goals. Employee reactions indicate a broken social contract: the company that historically "took care of its people" has repeatedly executed layoffs, reorganizations, and mandates that employees view as punitive and arbitrary rather than business-driven.

The pattern is clear: USAA leadership is in self-preservation mode, using employees as costs to be managed rather than stakeholders to be valued. The result is a culture of cynicism, burnout, and quiet quitting.

Bottom line: Thelayoff.com's USAA board documents the slow institutional breakdown of a mission-based employer into a cost-optimization exercise — and the psychological cost was paid, as the posts show in their own words, mostly by the people who built the "family" the company now sells.

Pizza guy - CRO for Global Enterprise

Used Car Salesman - CRO for Business Markets

Muppets Swedish Chef - Chief Product & Marketing Officer

Flounder from Animal House - VBG CEO

Anyone else?

The car sales is gone....... SMT will never learn, they drive business away. GO figure. Glad I left. SO sad for all the employees, ALOT of people are going to have a cr-ppy Thanksgiving. But we have 4 presidents of the company.....

We talk to brokers every day on the phone that have been transferred over from people overseas. They are angry. Almost every day a broker tells me they are going to stop selling United healthcare because they’re so fed up with this company. The company might be saving a few dollars on labor by sending all jobs overseas, but they are going to end up losing much more money from all the people that are leaving United healthcare. Wake up Management.

To top off this glorious performance by our SLT…today the founders of Poppi launched a product directly targeting Gatorade. They’re laughing all the way to the bank while flipping Pepsi the bird. Truly amazing Pepsi bought Poppi from them for most $2B but didn’t think to add a clause in the purchase to prohibit them from launching another product directly in competition with another Pepsi product?!?!?! If this isn’t cause for the whole lot of SLT to be replaced, what next hairbrained move will they make to nail the final nails in the coffin??? (Project. Mustang, Poppi and now the Jetty Hydration debacle.) I can’t make this sh-t up - truly remiss!!!!

Morale is struggling, so naturally the answer is more tracking, more reporting, and more micromanagement. Let's help leadership out and crowdsource some new ideas.

I've got a few to get us started:

Require all reps to share their phone location 24/7.
Distribute mandatory Apple AirTag necklaces so management never loses sight of anyone.
Require reps to check in from a bookstore landline every morning and every afternoon.
Install a dashboard showing how long each rep spends parked in a parking lot.
Require hourly selfies with customers to prove relationship building is occurring.
Daily Teams meetings to discuss progress made since the previous Teams meeting.
Mandatory "enthusiasm score" submitted at the end of each day.
GPS-enabled company shirts so leadership can track employee engagement in real time.
Require reps to livestream campus visits so managers can coach every conversation.
Weekly reports explaining why last week's reports were accurate.
Issue smartwatches that vibrate whenever a rep hasn't entered Salesforce data within 15 minutes.
Create a Power BI dashboard tracking Power BI dashboard usage.
Require manager approval before entering and exiting every building.
Monthly morale surveys followed by mandatory coaching sessions for anyone reporting low morale.
Introduce a "trust but verify" program where nobody is trusted and everything is verified.
Install QR codes throughout campus. Reps must scan one every 20 minutes to prove they're still working.

Maybe we're overlooking the obvious solution. If morale isn't improving after six months of increased oversight, perhaps the answer is even more oversight.

After all, nothing says "we value our employees" quite like treating them like parolees with Salesforce licenses.

Humana is playing a nasty game. The are laying people off and before you can get your severance you have to sign an agreement that gives up so many of your rights. It is as if they are forcing people to be silent about being treated unfairly, retaliated against and humiliated by leadership. They offer severance which is 2 weeks for every year worked and an AIP payout the following year. This job market is terrible but allowing Humana to continue to get away with this is not good. Humana leadership is horrible and HR IS NOT for the employee. They support and protect horrible managers

Amit ain't it !! Please RIF that fool and save everyone some money!

What does everyone think of the reorg. It seems a bit shambolic and in my area in EMEA, people are already saying it has to be reversed sooner rather than later. The management led by Chris Pilon don’t seem to understand how things actually work on the ground. The strategy of randomly allocating people to new teams based on their workday job title without conferring with local management is a terrible approach. Lots of people are in the wrong team. Shambles…..

After today's call, I hope people see what an awful person she is and how little she cares for customers and employees alike.

If anyone feels they have a future at this company after that all hands call, I would be surprised.

We are archaic. People don't actively choose to bank with us. Our lending practices are stingy, our products su-k, our customer service is bad, and the company is now full of raging angry employees. We have somewhere in the market of 30k remote employees that basically got told their work isn't good enough simply because of location. Employees are your BEST marketing and 35k+ really angry employees can cause thousands of account closures by word of mouth.

Advocate for everyone you know to sell their stocks, move their money, and de-invest from this company. Close all your accounts and go bank elsewhere. The only way we get change is to hurt her bad enough the board of directors is forced to take a deeper look at why they're losing business.

Ive worked for this company for longer than a decade and every single management team Ive worked under has been dysfunctional. State Street does not promote internally, they always go to the market for the latest shiny people and they come in clueless and cause chaos being parachuted down on people already in their roles. The diversity initiatives have also given the company many seriously incompetent female leaders. Seriously, if you are an average working male you are sc--wed in here. SVPs are made redundant leaving whole teams leaderless for months. These teams fumble on and no one takes any accountability. There is a culture of ¨denial¨ at the top as they all try and survive the chaos in the place. Communications are awful. They destroy careers in here, they leave people on the scrap-head internally but still in a job (day after day of awful, mindless purgatory!). No one cares! The place will make you ill and a nervous wreck from looking over your shoulder.

Stankey seems to have decided that the only person worth listening to is himself. Everybody and everything else is to be ignored. And how did that work for us in the past years?

If you’re part of PCS in EPT (rip CRM), you’ll have an idea as to exactly what I’m referring to.

“Ireland, India >>>> USA” - The actions of A.M. he’s completely dismantling all of the good that the org did, including smartsync, carelink, and machine learning. This man values RTO, AI, and layoffs above all.

The May RIF and the new AI performance policies explain everything. If you’re not using AI as effectively as these shareholders like, you’re next to leave. Didn’t teach your superiors anything about AI? Nice knowing you. Grandma is dying and needs someone to take care of her? Can’t be you, the office needs you!

All on top of making it nearly impossible to progress your career at the company. Didn’t get a 4 last year? No promotion for you! Worked overtime to save 3 project submission deadlines? Not even a recognize point. This man is awful for the company and completely prioritizes his buddies and padding his pockets over patients. Even has the audacity to start telling us to call patients “consumers” and to look for ways to add a subscription. Is this org doomed?

I had the opportunity to attend numerous meetings and conference calls involving Zulfi and Kamal during my time in Allstate IT. What struck me repeatedly was not the depth of strategic discussion, but the lack of it.

I vividly remember meetings with dozens of attendees where significant time was consumed by basic IT and UI-level questions that a senior technology executive should already have understood. Rather than driving architecture, engineering, and business outcomes, conversations often stalled on fundamentals.

One example that has stayed with me was the decision not to perform a full ASC data conversion because of the associated cost, which was said to be in the hundreds of millions of dollars. Instead, the organization layered batch processes and relational-system workarounds onto the existing environment. The result was an architecture that was repeatedly described as "microservices" but remained burdened by complex legacy dependencies.

What is particularly troubling is that data conversion costs and complexities are neither unexpected nor unusual. A technology leader operating at that level should account for those realities at the outset of a transformation program. Data conversion is frequently one of the largest line items in any modernization effort, and its cost should be incorporated into the business case, architecture strategy, and long-term financial planning from day one.

Instead, the organization appeared to choose short-term cost avoidance over long-term architectural integrity. In practice, this meant placing a modern microservices front end over a foundation of legacy batch processing and relational systems. To many technologists, that looked less like genuine modernization and more like applying a cosmetic layer over fundamental architectural limitations.

The irony is that avoiding a major data conversion does not eliminate costs; it merely shifts them elsewhere. The technical debt created by maintaining hybrid architectures, integration layers, duplicate processing, reconciliation logic, and operational workarounds can persist for years. Those costs appear in maintenance budgets, project delays, reduced agility, increased complexity, and ultimately in the total cost of ownership.

This raises a broader question of leadership accountability. If hundreds of millions of dollars in conversion costs were foreseeable, why were they not adequately incorporated into the modernization strategy from the beginning? Effective technology leadership requires evaluating the full lifecycle cost of architectural decisions, not merely the initial implementation expense.

Meanwhile, departments were consolidated, headcount was reduced, and careers were disrupted in the name of efficiency. Yet many of the underlying architectural problems remained unsolved. Over the years, thousands of employees were affected by repeated reorganizations, outsourcing initiatives, and failed or incomplete transformation efforts, while the organization continued to struggle with many of the same core technology challenges.

Among architects and technical professionals, there was a widespread belief that these issues were understood internally, even if they were not openly discussed at the highest levels. Many hoped that senior leadership would eventually recognize the pattern and bring greater technical accountability to IT decision-making.

After nearly a decade, the consequences of those decisions are becoming increasingly difficult to ignore.

Anyone still expecting a miracle here is wasting their time. Get your resume ready and leave before management makes things even worse.

I actually have to stop myself from getting too enthusiastic about projects here. What's the point when the company has made it so clear how little employees matter? People give their best and still get treated as expendable whenever it suits management. CDW can have the effort it pays for, nothing more.

Apparently, the answer to unhappy employees is to make their lives even more miserable. Keep pushing people until nobody wants to work here, then blame them for having no motivation.

Because apparently that's the only answer management has. I'm sick of working somewhere that treats people's livelihoods as an easy way to fix its problems.

Datacenter will not save Qc. BU leadership is full of nepotism and discarded mobile product managers with zero datacenter industry experience for any prospective customers to take Qc seriously. No wonder all datacenter products keep getting cancelled and the next gen products 2 years down barely compete with current offerings from Nvidia and AMD. Moreover investment is too late and too little in front of NVDA and AMD. Datacenter will be a bigger failure than compute.
Qc deserves big layoffs with a large incompetent and non productive workforce. Most teams can deliver the same with 25% cuts skewed towards management, program managers and low performers. Software teams will get at the biggest cut in coming years with such high levels of incompetency overall and AI taking over. Bloat in Software workforce is the most recognized problem in Qc at higher levels.

Curious where this brilliant program landed. It’s 2026, is it over? JC and his dolts drove this company into oblivion with another hairbrain program over the years they lasted. How much did 5x25 cost this company, especially JC’s outsourcing to useless offshore teams who couldn’t deliver? Another one of the incompetent ET members leaving a last mark on this place.

I worked here for 29 years and had some medical issues and went on disability to try and get seizures under control. When I ended up being out for a year they fired me. I didn’t get any packaged and was just told thanks for your work.

This place was a joke to work for. I was always rated a 1 or 2 for yearly reviews and of course no money to get a raise. I went 7 years no raise and tried to take overtime away.

If you still work for this company, you are an imbecile. It has been dismantled by incompetent leadership. Get out while you still can.

One board member has ties to M&Co.
Five executives have ties to Wp.
At least One executive has ties to M&Co.

I cannot stand some of these executives. The smirks on their ugly selfless faces make me sick.

This is the most pathetic executive team of Gp’s existence and this is how they want to treat their employees. It would NOT surprise me for them to just let people know on Christmas Day they are out of a job or sign with Infosys.

Yeah think about that Cameron.

Jeff Sloan
Paul Garcia

They had at least a conscience. The current cast of characters I don’t know wtf they are on.

So the HR Leaders in Food reposted an HR Manager position they laid someone off out of earlier this year. They lay someone off, then repost in less than a year. How people first of them!

Elad Nafshi spent billions on upgrading coax. Now let's see what he waists more billions on! And hey made him more powerful and richer.

Why is Croney bringing all these Dishbags over from DIRECTV to lead Comcast? What part of DIRECTV’s track record made him think, “We need some of that”?

If the company was fighting for survival and leadership was giving it's best. But the company is swimming in money and 3 stooges wouldn't be able to run a lemonade stand on their own.

Brace for impact

My boss basically told me I'm needed too much in my current role to get promoted. So apparently, being good at my job is the very thing holding me back.

See the posts full of sarcasm, ridicule, demeaning, belittling and frankly, juvenile behavior. That's Humanas leadership at its best.