#badleadership

The stock is down 34% in a year and 65% over five years. Meanwhile, inside the company, we’ve lived through constant restructures: minimal pay rises, responsibility changes, de-levelling, demotions, removal of ratings, mass exits, elimination of People Partners and leader support systems — all under the banner of “transformation.”

Experienced talent keeps leaving. The people who knew how things worked are gone. Morale has taken hit after hit.

At the same time, the company has spent multi-millions over the past three years on external consultants to define strategy and redesign the operating model. As employees, it’s fair to ask: what has that delivered? Because from where we sit, strategy keeps shifting, products are launched with big promises and then fade away, and priorities change before anything has time to succeed.

Now we have a portfolio/solution structure that many are still trying to understand and explain consistently. That lack of clarity shows up with clients.

It feels like the people in the middle — managers, delivery leaders, client teams — are absorbing the impact of decisions made far above them.

This isn’t bitterness. Many of us care deeply about this company and want it to succeed.

But at some point, accountability has to apply at the top too - something should be done - the CEO, CPO, CFO, CCO all need a change in career.

LL6 and up no accountability as they keep making bad decisions.

So our three year plan to regain the number one spot is:

• using AI. Yet Service Now, Hercules, Chip and Clip, etc have been unmitigated disasters. Everyone hates them. And it makes are jobs so much harder.
• Hiring in Hubs: the hub employees are some of the worst I’ve seen in the ten years I’ve worked here.
• getting rid of utilizing agents office for the digital experience. But our systems are trash and our older insureds don’t want to bother with it.

I look forward to the next 3 year plan to take back the number 2 spot from Geico once they pass us up.

I find it ironic (in the recent update message) that PP set the clear expectation that EDJ would lead the industry in understanding and improving client well-being. Sounds like when she set that expectation, the fine print was omitted that should have read "while systematically destroying 100 years of culture, overseeing the first round of layoffs this firm has ever seen, and on the backs of people that have dedicated entire careers to this firm before we kick them out the door and replace them with foreign contractors."

Does anyone take what she writes seriously anymore?

Has anyone else received their demotion related to Senior Status?

We’re increasing pay for order taker CMs, yet lowering pay for recruiters. It feels like we keep asking certain teams to absorb the impact while others are protected.
If leadership is unable to right the ship, are they also taking title reductions or salary cuts? Accountability shouldn’t only apply to frontline employees.

This approach is damaging to morale and culture. Repeatedly cutting pay or downgrading roles sends the message that hard work and tenure aren’t valued. Strong leadership builds trust, stability, and shared accountability — not uncertainty and resentment.

Right now, this feels less like strategic decision-making and more like reactive cost-shifting, and that’s not good leadership.

This company has to be one of the worst companies out there. I was let go in October so my 60 day ls notice period ended in December, I’ve worked for wells for over 20 years and I’ve gotten a bonus every year. But nothing this year! This is a low blow even for Wf to take away a bonus for no reason to someone that worked for the company that long.

Took a long long while for DH the sleazy breezy Chief People Officer to be quietly turned out to pasture… He must have had a really ironclad type of contract to avoid being sacked for decades of behavior complaints… or he knew some excellent intel on the ELT as protection.

So.. good luck new lady. The bar was low so you can just not be a creep and you’re already doing better than the last guy

They are the worst business has had to offer. That last CEO who shall not even be named..HAS NO SHAME.

CEO opened a project to boost shareholder value, spent millions of dollar and provided negative growth 😄. What a circus!

There should be an independent audit of vendor relationships and see how much of the quality and value is being lost because of kickbacks system .

Does anyone think this new CEO is a clown?

Go-Go stated in a recent Barton’s interview that the decent earnings results are a result of all the things that have been done to P66 in the last 4 years.
He said “it’s all coming together”.
No it isn’t. The earnings are the result of good refining margins and nothing else.

Badge swipes, the president of SMS going desk to desk to make sure we are here, constant questions about where we are.

So glad I've given 10 years of my life to a company who thinks we deserve to be treated this way.

The only way Fiserv can survive if it can go back to the George/Les/Jeff era - Respect employees! Fiserv has no employees. Most fired, rest shifted as an expense to Infinite, and Frank sold all his shares for $550M.

Think.,,,

Just like Frank ruined this company he is about to destroy the IRS and Social Security office. He doesn't see the destruction he has caused.

Here's an idea: why not overhaul the leadership? Every bad decision has come from the top. That might actually save the company.

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!