#badleadership

After an "exceptional" review, I am hearing no merit or bonus increase? Just a lousy retention RSU of not even 1/2 of a paycheck that vests in who cares amount of time because the stock is going down every single day... I'm so confused, you hand out a retention bonus, in a dogsh*t effort to keep people around, and then say "oh by the way G11+ get nothing this year" lol...

I cannot state this enough, regardless of the size of this company, it's so pathetic how inept our HR or any decision making staff is at communicating. This is entirely a company taking advantage of a flailing job market and uncertain economic factors. Frank being gone lifted a weight off of everyone's shoulders, all for the same procedures of being intentionally cryptic with all verbiage to stick around. I cannot comprehend how listening to employees complaints and being more communicative with your underlings does anything besides boost morale even if a little.

I really do wish one of these soulless HR reps or even Mike would come on here for a second and just read. Even through the side remarks and posts, there are a majority of employees who are concerned about the state of the company and just want to be spoken to like adults. We are humans, we do not want to venture out into the unknown and find new jobs. This cannot continue, or else the constant brain drain that we've experienced for at least half a decade will continue. You cannot ask people to stick around and suffer then simultaneously tell them they will not be receiving more money. The state of the companies affairs due to poor leadership leading to us being left out to dry will only exasperate the issues.

The effort to can these VPs and chairs of divisions has been a solid step in the right direction for relieving some of the draconian measures left behind by Frank, but transparency is what we need now. Pay us, or at the very least, tell us why you can't pay us and explain what your future plans are to make up for this fiasco. Nobody cares for the same people to come on the Town Hall from HR and speak to us with their painful vocal fry, telling us to fill out a curated Q&A form to pad their stats like it's the 4th quarter of a blowout.

Does anybody knows what is going on there? They fired the main guy (which is good :D) he was a je-k and bunch of people. My understanding would be from my friends that company there is in chaos, a lot of people planning to leave. (a lot of people left cuz of the bad local management) Anybody has inside info what is going to happen wh-t the office?

Oh yes they have sc--wed everyone out of there hard earned PTO. Now salary people can't take there PTO until its accrued, even though store managers want to know when they are taking there PTO ahead of time. How are salary managers going to take there time off if it's not accrued? Cause we have restrictions, can't take time off during certain times of the year. Guess we will be taking vacations back to back. What a joke this place is. Sc--wing there hard working people out of there PTO.

AT&T continues to slash jobs, destroy careers and negatively impact families. All the while, spending $25M on the Pebble Beach sponsorship. There's zero human connection between AT&T Leadership and those doing the real work. None!

did the VZ board just get a bargain bin version of the microsoft, google CEOs?

My old boss set the tone. Mistakes were part of learning, and the team thrived because of it. When he retired, it hit everyone hard.

His replacement was hired from the outside and immediately started yelling over small mistakes and micromanaging everything. He’s slowed us down, morale is tanking, and half the team is trying to leave. Promoting from within would’ve made far more sense. At this point, I can’t help wondering if this outcome was by design.

Our managers seem to specialize in drive-by management. They're gone for weeks, practically invisible, then they swoop in with ill-informed, half-baked ideas based on zero context, wreck our workflow, and take off. I'm assuming they spend the next few weeks patting themselves on the back for job well done.

Oracle management (VP's, Directors) has this bad habit of keeping another proxy or wife at office.
Projects are being treated like arranged marriages between a VP and their preferred proxy. The 'spouse' in this scenario often lacks the technical acumen to lead, yet they are given total control over the 'business.' The spouse does all meetings and discussions. This wife will run the project as if he/she knows everything. But no brains, he is the d-mbest person in the team.

To break this domesticated hierarchy, we need to introduce 'cross-cultural friction.' By ensuring that reporting lines are diverse. Pair American, Indian, and Chinese professionals in a matrix. Rather than Indian VP - Indian director (or) Chinese Director - Chinese CMTS, Oracle should force the organization to operate on merit and logic rather than the 'unspoken language' of a private circle."

Oracle can be easily sued on this basis for biased hiring and bad management practices.

Ahahaha, the people running this company lied to you and they hate you!

Do as I say and not as I do and you'll go far at Gainwell. That should be the motto and on all the employee literature.

We'll change the rules all of a sudden and tell you it's always been that way. And you're supposed to believe it. <- Sounds like a cult, right...

Regular employee makes a mistake and it's the end of the world. A manager makes a mistake 20 times worse and it was simply a forgivable human error.

Multiple managers want you to put together a statement, each with their own sl--t to the story. <- It's all the same truth, right.....

Make a promise to gain what you want, then pull the promise with the worst reason ever.

All this in one day, living the dream folks.

How can someone like Tracy K sc--ws up big time and stay? Doesn’t make any sense.

The company has been in a literal perpetual layoff cycle. A perfect record for outflows, constant executive turnover. Demolishing 2 of your newest buildings. Yet somehow giving himself a MASSIVE raise all while ruining people’s lives none stop! These people must be held accountable at some point. Hopefully karma can help but it surely doesn’t seem like it will.

I was layed off AFTER thw all clear email went out. Way to break my heart..

More bad news for worker bees- new head of enterprise strategy. He is from chase & McKinsey. Nothing good will come out if this addition plus our current cohort of d-grade leaders.

Does anyone know what these people actually do? They ask the people underneath them what they’re doing every week and they report it up the chain – but I have no idea what their actual job is other than passing information like a bad game of telephone. And they all backstab and talk about each other. We are talking about 50 to 60-year-old men and women who do nothing but spread gossip and back step. It’s the weirdest situation in any corporation I’ve ever been in.

Execs, directors, CEO still getting paid their big paychecks; all while staff can’t get our incentive pay on time. Let’s create more positions and pay top dollar to them.
You really think this company has integrity to do the right thing?

Yep no notice whatsoever, called me up and let me go without any warning. Sadly, I had a feeling I would get this from this company.
#terriblemanagement #trainingsucks #inconsistantcyspeaksloudly

By constantly cutting and piling on work, they're ensuring the employees left behind will have nothing left to give. That lack of engagement and energy will directly hurt the bottom line in the long run. They're trading tomorrow's success for today's spreadsheet. We're being run by id--ts.

Inogen has gone through yet another round of layoffs, and at this point it’s hard to describe how broken the culture feels. Leadership appears reactive rather than strategic, relying on short-term patchwork instead of a clear plan.

From my perspective, employees are not genuinely valued or trusted, and decisions are made with little regard for the long-term impact on people or morale. Confidence in leadership has steadily eroded, and many no longer believe what they are told about the company’s direction.

If you begin seeing overly positive messaging about the company, I would encourage healthy skepticism. Based on lived experience, those messages have not reflected the reality employees face.

In my opinion, this is a deeply unhealthy place to work. If you are considering joining, my advice is simple: proceed with extreme caution or don’t proceed at all.

Witnessing layoffs at Verizon has been a masterclass in how to destroy morale. They decided to kick out the very people who bled for the company. Now, they have us all running for the exit. All I want is to get out and find a job where dedication might actually be rewarded, not used against you.

Stock price at $17 a share is comical. They are poorly managed hiring competitors past failures and rejects. They buy failing banks. This spells disaster.

This company answers to shareholders who want massive profits. You are just the means to get there and if you are in the way they remove you. It’s how companies that are publicly traded operate. If stock prices go down, they cut people. And in this case, replace with cheaper labor. Nothing and no one is going to change this. Hard facts.

Only sticking around to shove a 1 score on the 'would you recommend' question, something of which I've never done in my tears as it reflects badly on my direct leader. Given they are absent and chasing the same dreams we are, my head says who cares might as well trash the ENPS with the knowledge it always leaks every year although the business stopped publishing the scores years ago because everyone continually trashed them and they've never bothered to fix the issues - although maybe they have now with ODW and AI bots!

Jones has a proud legacy…100+ years of being a truly client and associate oriented firm. As an associate of this firm who has also had extensive experience outside of the firm, I can confidently say THESE DAYS ARE OVER, and I highly recommend reconsidering your affiliation with this firm.

What happened? It’s not a unique story to EJ, but the downfall has been swift and it’s rooted in one phrase: Failed Leadership.

Back when Penny was appointed Managing Partner in ‘19, the MP talent bench was already weak to begin with - she and Ken C were the only viable choices the firm had internally and there was no appetite to go outside. If I had to chose from that lineup, I would have taken Penny any day and twice on Sunday - as Ken C has no business leading a function, let alone the entire firm.

On its face, the choice of Penny wasn’t entirely terrible - she is intellectual, well spoken, been an advisor, broad based in the firm’s business - and the first female MP. And she dresses to impress, of course!

But Penny’s weakness was on full display in her track record - picking talent around her. This would be a knockout gap for a CEO candidate in any company, let alone one leading a business transformation.

Over the next 5 years, this gap became amplified in a massive way:

She kept inept legacy leaders in key roles - Ken C, Lisa D and KJ among them - allowing them pull her into their own ineptitude. She promoted truly horrible talent like Andy M, Suzan M who are small time at best. And she hired some outside talent like Hasan and David C that while intellectually strong, were “scratch and dent” leaders in their prior companies - deemed not promotable because of narcissistic or egotistical behavior. And that says a LOT at places like Citi or Goldman.

Bad leadership ki-ls companies. If you are a client, consider the decisions being made affecting you and your money:

• Raising fees you are paying to line the pockets of greedy executives
• Sending your personal information overseas as part of outsourcing projects to drive higher profits
• Treating employees and branch teams who handle your money and services like they are second class citizens - including not paying market wages.
• Technology that doesn’t work half the time and that your branch teams are helpless to fix

If you’re an associate, you feel the impact of this leadership everyday - the visceral disdain ELT members demonstrate for you as associates. You’ve heard it directly from David C’s mouth in town halls - but it’s even more evident in action: Pathetic wages/benefits; targeting firings of anyone who dares to challenge; promotions for toxic but loyal leaders; poor quality front line managers. The disdain is so strong that some say it feels like ELT places the blame for their own failures on the backs of associates. The paradigm is that associates are entitled, overpaid and underworked.

The company is not bankrupt financially, but I can assure you that it is from a leadership perspective. Rest assured one will blend with another over time.

I sincerely hope if you are a client or an employee that you reconsider your affiliation with Edward Jones - for your own good.

I really want to get done some right things for the customers but I get so frustrated when all these middle managers are too incompetent to take a decision and too power to block your progress.

I am mentally quitting unless Dan present some radical ideas tomorrow to weed out these middle management employees ( Directors and above) .. even AD are not good but they are not that powerful and willing to hear.

Does Brian think we're stupid?

Surprised it took so long to occur. That last crew did not perform at all. Did a lot of bad stuff to lower ranks - intentional or not. Stock price at $1.38 today.

Why is Medidata, or even Dassault Systèmes, not being honest about zero profits and all the layoffs? A major reorg happened and another round of layoffs of very seasoned, high paying roles (yet again) just happened.

This company has the worst leadership and bad senior hires in the last 2 years, and the signs are pretty clear.

I said clown shows 6 yrs ago. now its truly become one. Congrats all! we did well.

The time has come for Dell employees and the company to realize the future won’t include either

Well, it’s finally happening. Word from the top floor is that SF is officially getting the boot.
An exec (who shall remain nameless) confirmed that the Board of Directors spent most of last week in a "closed-door" session. The vibe was tense, and the topic was simple: the stock price is in the basement and someone has to take the fall.
It’s not exactly a surprise. The whole "AI on top of legacy tech" pivot has been a total disaster. We all saw the Zafin integration turn into a massive headache, and it looks like the Board finally lost patience with the "trust the process" narrative.
Expect an "official" PR-friendly announcement soon, but we all know the real reason why.

Not sure if it is just my team/ leader or it is coming down on all other teams / Fidelity as a whole but there is an obvious added micromanagement since the start of the year. Whoever is dictating this will be looking at higher turnover ratios before the end of the year as the associates are humans not machines. Nothing enjoyable or rewarding about working here at this point. Sad to see this happening at what has been a great company to work for until recently.

He’ll blame this latest stock debacle on forces beyond our control. His usual victimhood.

That doesn’t explain the fact that he had a complete id--t running the product organization for 10 yrs who had neither the capability nor the temperament for the job.

Not to mention one disastrous acquisition after another, including the final nail in the coffin, Neustar.

One of the worst 2FA softwares ever.

And here we have the Nuvia boss leaving...nobody likes gladiator and Su-k.ash....for the good of the company they must be fired

In 2024 they hired Deloitte to do an 'audit' after which they went through the organization with a chainsaw on nebulous promises of AI doing all the work. Unproven promises at that. Then hiring consultants and contractors to replace the fired staff, and not even at lower salaries.
They of course kept vertical stacks of deadwood who made life difficult for everyone. The kind of people who stop productive work and su-k up to upper management without doing productive work themselves.
I've received a few small settlements from class action lawsuits for their bad practices.

Convinced him to buy failed companies and waste $ and do cuts

Every one of the leaders should ask THEMSELVES this question and think about the “deposits” they’re making with the employee base. You have no “money in the bank” with the employees since you fuxed everyone over with 5 day RTO.