#badleadership

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

Let's have an honest conversation and admit that we have too many (toxic) managers that don’t lead but only got into these positions with no prior training and they drain the room, break the team, and call the wreckage “success.”

I'm leaving soon, and I won't be sorry to see Verizon struggle once I'm gone. After the way I've been treated, I don't feel any loyalty left.

This week they spent a fortune pretending employees matter while cutting benefits, threatening jobs, and spreading fear. Attendance is “voluntary,” but absences were noted, employees out aren’t spared, and those who speak up became targets. Nothing says “we value our people” like an overpriced pep rally wrapped in intimidation. Smile, applaud, ignore the hypocrisy, and remember your lines: “Thank you, sir. May I have another?” At Crown, respect is optional, but gratitude is mandatory it’s not a monarchy it’s communism at its finest disguised as a company.

Done playing with the leadership for the day.

Other employees please feel free to continue going at them, refuting their lies and utter nonsense.

In their heart of hearts, the Humana leaders know that they are totally in the wrong.

TDC stock is down $22 per share the past five years in a rapid growth market. Pathetic performance by any measure. It’s such a dog, that’s why the board keeps the same CEO in place. They don’t expect any better. Must be a depressing place to work. #TheDyingCo (TDC)

Managers / Directors over here collecting big pay checks. While their workforce is doing all the work. They sit in a meeting with uppers, but can’t help their own team out. Why do we even need them, when the team relies on each other and the Next level above them for help? Come on Comcast get your spy googles out and dig deeper. Some of the frontline need their jobs. While these higher paid are sitting at home or traveling with their families acting like they taking care of their teams. All the frontline is watching them do this. They have even worked their way to skew the RTO. Wish I had that type job. Some even are using Sedgwick excuses. Sad to watch the folks that are on chopping block, while these others out here learned to skirt the system.

When promotions go to the wrong people, the strongest employees start looking elsewhere. Eventually, Intel loses the people it should've been trying hardest to keep. This has been happening for years and it will keep happening because we have the leadership that doesn't give a damn about anything but themselves.

I spent years building my reputation as a strong employee, with nothing negative on my record, only for things to go completely downhill under the newer management in my group. I've been experiencing threatening and retaliatory behavior, and it's taken a serious toll on me. My health coverage is essential, and there aren't many comparable jobs where I live, so I'm stuck for now. I'm still doing my job, but I won't keep sacrificing myself for a company that has treated me this way.

sales r u enjoying having to upload all info to online system to replace ur job thx to Scott Katie Kyle etc? Are you rdy to be replaced coz vp plan is joke?

They need to fire Katie and Kyle now! They are the most h0rrible le@ders joke and cook and link all bad

I’ve been a tech for 38 years and I have to say this is the worst I have seen it. What a shambles this place is in. Managers living in fear of being canned on a daily basis, rudderless at the top, people sitting behind desks following techs around with GPS and nitpicking every little thing they do, every department is disjointed and disorganized. It’s a sad state of affairs. Wishing everyone the best during this insane time.

The most incompetent, inept, lying, horrendous excuse for a leader this company has ever seen. Wouldn’t even have 1:1s with her own people.

Her lack of achievements being championed in the announcement too are an absolute disgrace, hang your head in shame CEO. She was absolutely useless in every way - don’t damage your credibility further celebrating her on the way out.

This is not Ned's Fidelity. It's extra cut throat these days and most of the L3s and above don't even bother to feign like they give a sh!t about the majority of the associates, except a few of their special people and anyone else who's been deemed worthy by their peers. It really doesn't matter what you do to try and get a great rating, bonus, and stock. 90% of those "leaders" are only going to keep doling out the real $$$ to their friends, regardless of whatever you did this year. I don't blame the associates who have a bad attitude. I'm starting to really dislike the environment here, but even if you have great AI skills, it's a bloodbath out there. See Microsoft VBO 25%+ of their employees. Maybe it's time we unionize or protest like the kids in France. It's not going to end well as we shift into AI overdrive. Even for a backwards company like Fidelity.

Ace Ventura held us together, Dennis the Menace sold us

You would not believe it. There's about 30% of people working their a$$ off.
The remainder either put mouse wigglers on so it looks like they are working 24 hours a day or are just mia.
There is z e r o accountability. No one ever gets in trouble because mgrs just turn a blind eye to it.
I know it's a bad place to work, but come on, have some considerations for your teammates.

This goes to show Ford can't do anything right.

Ever since I joined this circus of a company 15 or so years ago I have been treated badly. From day one I had haters ploting and talking bad about me. One if the engineers told me wow you really are helpfull and nice. I asked why he said that and was told someone told him I was bad news. Every thing I did was questioned and challenged. I had to fight hard to improve things and inovate. I fought back and was labled a trouble maker. I was piped in my ninth year and I believe it was for pointing out mistakes the group was making. I barley passed the pip and was warned not to make any more waves if I knew what was good for me. I bit my tounge for the past few years and managed to stay afloat. I was offered a move that was supposed to advance my caerer and I had no choice. I was moved into a more dysfunctional competitive group that was pure he-l. No one helped, conversated or interacted with me. It was very cut throat and evil. I dropped to ni last year and to nsi pip this year. I was told bluntly by the supervisor there was no way for me to pass the pip and I should take the pil or retire. I told the sup I wanted to try the pip and they reluctatly started it. The pip was impossible with changing metrics and objectives. I have till early december to complete the pip. I will retire and leave this he-l hole before then. I found out that I was moved in oreder to get rid of me. My former supervisor conspired with my new group to set me up to fail. It was all planned from the beginning. Exxon is an evil corporation and the employees are the worst types of humans. I barely made it to retirement and my enemies did not want me to make it. My 15 years at exxon have been the worst experience of my life. Itv was even worse than my divorce and battle with cancer. At least my lawyer and doctors were on my side. Exxon has been nothing but misery to me from the start to the end. My payout is a measly 310k from the pension because of the intrest rate. I hate exxon with all my heart and soul.

I’ve been doing this a long time and have never experienced a company like PANW. The fear of NA and the toxicity that he creates and demands in the culture is unbelievable (but true). No one will stand up to him or share a different opinion, no one challenges him, no one offers new ideas. So this permeates down to how the rest of leadership treats all of their orgs. No room for individual thought or new ideas. It’s all about the firewall and insisting everything is ok to be in the cloud. Customers know better and PANW is not important to any customer or strategic partner. PANW is a widget at best now and an afterthought - not a strategic alliance. NAs whole strategy is to take advantage of the AI fears and breaches and customers aren’t buying that PANW is the right answer. Can’t even get meetings much less revenue. They’re actively reducing their footprint after being taken advantage of for many years and PANW refuses to accept their role in this and right the ship. They blame sales teams, engineering, services and support and demand we give over our own likeness and image to AI for mandatory ‘trainings’, and refuse to listen to customers when feedback is provided on what they need from partnership or product innovation. Leadership brags about working all the time and demanding their people are available on vacation or during times of personal loss. Oh. And try to find true diversity in leadership. I’ll wait….

Who do you send examples to that your first line isn’t capable to run your team. I get this place is falling apart but there has to be some outlet to at least provide examples to get to his boss.

They are literally ki-ling with unwanted questions in the name of customers and customers really don’t care about this company

Soon this company will be sh-t place

Not sure but I see all the good and technically very sound people got laid off one by one And the really d-mb managers, directors, senior directors and the bootlicking Engineers are still there .

Comcast will go to Gutter in just near future

After spending 15+ years at USAA. This is what I've realized. The relationship with USAA is a business transaction, not an emotional commitment. So stop buying into corporate nonsense like "Mission moment" , "going above and beyond", “company loyalty,” “work family,” and “corporate culture.” These are convenient slogans & cool aid at USAA use to squeeze every ounce of effort out of employees while giving little in return. The moment you become inconvenient, too expensive, or no longer fit their plans, all that talk about loyalty, one team and family disappears. Just like that.
You can sacrifice your time, health, and personal life for decades, only to be treated like a disposable resource when management decides to cut costs.

Never confuse your paycheck with loyalty, and never mistake corporate propaganda for genuine appreciation. You are paid for your skills, expertise, and time not because the like USAA cares about you and your family well being. The more emotionally invested you become in an organization that sees you as a headcount or budget line, the more painful the betrayal can be when they decide you're expendable. This is the fact not some wild imagination.

Remember, USAA will protect their financial interests without hesitation, so you should protect yours just as aggressively. Invest your loyalty in yourself, your family, your health, your skills, and your financial security. Build your future instead of blindly building someone else's business. Because when the major layoffs comes next year, your years of dedication won't necessarily save your job, and no corporate slogan will pay your bills.

Be professional, work on updating your skills, collect your paycheck, and never sacrifice your life for a company that would replace you without losing a night's sleep. Your employer is not your family, and your loyalty is not a debt you owe them.

I was let go over a year ago, and it took a while to get my footing back. I’m so much happier where I am now. UKG is all sizzle and no steak. They have a fake-it until you make-it approach to business. A ruthless private equity firm calls the shots, and phony agnostic puppets in their offices execute the orders, This place lost its soul years ago.

Time to quit this place, trust me it is he-l if you jave a conscience. Everyone in higher management is pushing fantasy projects and then forcing their orgs to comply, it hurts the brain if you have any, the level of stupidity.

The protection racket around certain incompetent managers has gone on way too long. Hopefully that shield is finally starting to crack and accountability starts mattering more than decades old relationships and loyalties

Comments on this forum Ageism is real at BNY, as commenters describe it like a corporate stress test where leadership keeps turning up the heat to see how much fear, uncertainty and doubt the workforce can tolerate. In literal and legal terms, age discrimination means targeting workers forty and older for reduced opportunities or termination. Inside BNY, the pressure starts in the forties, becomes a flashing warning light in the fifties, and turns into a countdown clock in the sixties. The message is clear. As your career matures, leadership sees you as a cost to eliminate rather than a capability to leverage.

This behavior is not just bad management. It is corrosive to employees’ mental and emotional well-being. When people learn that tenure, knowledge and loyalty are liabilities, they stop trusting leadership, stop believing in the mission and start bracing for impact. It is also bad for business. Purging experience weakens judgment, slows delivery and erodes client confidence. And it is bad for society. Companies that treat seasoned workers like disposable parts contribute to instability, insecurity and a culture where careers have an expiration date.

BNY’s age bias exposes the gap between its public image and its internal reality. Awards like America’s Most Innovative Companies, World’s Most Admired Companies and Most Just Companies imply a workplace that values people. Yet the internal signals suggest a company that values churn, cheap labor and short-term savings.

Experienced workers do have protections. Document patterns, save emails, request written justification for role changes and consult employment attorneys who specialize in age discrimination. When leadership de‑values experience, the law becomes one of the few instruments employees can rely on but only after hiring a good attorney. It's sad when employees have to resort to their own legal tactics to defend their career and lifetime dedication to the company while leadership and institutional confidence continues to go even lower.

I'm dealing with two directors who are making this place absolutely miserable. One of them keeps trying to claim my work as his own, like I won't notice or something, and the other one spends all her time tearing down what other teams accomplish just so his looks better by comparison. It's so petty and draining, and I'm getting sick of watching good work get buried just because some people can't stand not being the center of attention.

Its literally just a vendor solution that they wrapped around Copilot.

Its a joke.

The fact that our leaders think that this Pixel cr-p will lead us to the promised land where Codex and Claude Code couldnt is wild. Shows how incompetent they are, and that no one is checking their work, even if they waste BILLIONS of dollars.

Do not waste your time and effort here - do not shed your blood and sweat - those minting gold and diamonds at the top have only job to do and that is to save their own as by firing hard working associates over and over - they are going to do this every month - this is the absolute truth - believe nothing else - run run run - stay while you can doing nothing because even if you do it will never be valued , run run run the place is all fckd up - too deep in the dirt , never rising back again - it’s done , the big guys will be smoking exotic cigars over the holidays and the poor employees will be kicked hard on their b*tts , once again ldo not spend your time effort and energy here. You are getting nothing else , 100% guaranteed

PayPal takes the top award.

Everyone is doing it, but they are only targeting a few. No warning. One strike, you're out. Fired, not laid off. Can't collect unemployment insurance. This company is awful.

Received a text from the Comcast Emergency Notification System saying there is a "software" issue with badge access across the company. My friend's team had contractors who were let go, and their badge access stopped working weeks before they were let go. A horrible time to have "software" issues with badge sign in...

These overpaid new AVPs, VPs and SVPs needs to be sent out the door. Terrible leadership that just packages up the good work of others and represent it as their own.

Now that the company is in trouble, these bureaucrats pushed out all key talent and replaced them with inexperienced but easy to control lemmings. Time to start with a clean slate. Bring back those key talents that left and restore the business. The brain drain is too intense for minor changes. Go big or just sell the company. All these leadership decisions just shows you that Alex couldn’t care less anyway.

For Stankey and his cronies. The rest of us are sc--wed, though.

You’re being overworked by your employer while the leaders party every night. They’re making millions while you’re making peanuts! Welcome to WF modern slavery!

Tulenko destroyed this company. Worst CEO I have ever known. Clueless pompous a hole.

felt like put it out here. Guessing all competent people been laid off, and the left over cr-p is what we dealing with.

Leadership teams are plagued by the wrong people. They care only about personal ambition and looking busy, wrapping every failure as a "success." Business value and key metrics are not even taken into consideration, and decisions are rarely backed by data. It is a complete mess that needs to be cleaned up as soon as possible or it all goes to he-l.

The problem, however, is that those who have the power to change things are exactly the same: corrupt and compromised.

and that's just medical!
How many of us are going to get a raise that covers that!
What a pathetic company.
100% agreed and confirmed. Opentext Execs are a bunch of aholes