#badleadership

My retirement is non-existent from the share price decimation and this company just su-ks to work for now since everyone hates it.

Is it just a coincidence that literally 4 weeks after the giant IBM stock implosion caused by AK and his incompetent management that this board is filled with posts of people and entire teams getting put on PIPs, terminated etc ? IBM is beyond desperate to reduce headcount without having to pay out one cent...you can see and smell the desperation. But it's also amazing the number of people who no longer GAF about IBM , do the bare minimum, and say they are just floating along for another 1 or 2 years until they get forced out. IBM should add DGAF to their name.

Intel is such a trash company. The management is allowed to make decisions that ruin the company for it's employees. Management does not care about anyone below them and will sc--w you over at any cost. Intel HR likes to drive around the parking lot recording people with their dash cams in an attempt to fire them for time clock fraud. Intel isn't what is once was. Horrible decisions made my management has ruined what could be a good thing.

When will the toxicity and poor leadership end? This constant cycle of abusing workers with fake reviews can't end well. What will be the next big scandal?

Not sure why SLT cannot see their sh---y politics and zero value add to the organization.

Shannon bell wake up.

its a sh---y place to work, its a sweat shop where employees are treated badly. H1b workers/contractors be careful before joining, you will be under constant threat, fear and micro-management. Be very careul from the indian managers they are the worst, and extremely incompetent, constant org politics goes on here and constantly different teams are fighting with each oher, also constant outsourcing to India is another part of the story, be very careful beore joining unless the work cuture improves.

I started with Centene about 3 years ago. I came from a leadership background of 18years and wanted a break for management. In my short time here with Centene I can’t get over how horrible the leaders are. It seems as though not one of them truly knows how to be a manager or they are so insecure as a manager they have to micromanage people on their team. Some of the leaders I have had in my roles were absolutely clueless on how to manage. They never could communicate to the whole team at the same time. They would forget things all the time. Can’t even explain how to do their job or talk in circles. It’s embarrassing. Does anyone in a leadership role actually have management experience or are they just hiring people off the street to run a department. There are also leaders without anyone underneath them LOL. How can you be a manager when you don’t manage a department or anyone?

What has Gunjan done since making cries about inequality, racism, not having a seat at the table, and how the C suite is full of the good old boys club to get to where she is? Nothing but major cuts, more unqualified offshore hiring, bad business practices and decisions, achieved nothing meaningful, and worst performance then her previous predecessors. It is sad to watch the downfall of US Bank.

I can't say this strongly enough: if you have any skills, any talent, any ambition...leave this place. It's a dumpster fire that will only drag you down. Get out and don't look back.

We post so much about the micromanaging the layoffs , those people don’t care. More money for them.

I can't tell you how many hours are lost every day because of faulty network or connection issues. I won't report them anymore because they go into a bottomless pit.
I just sit and stew about it. and if I'm doing that and everyone else is doing the same, think of the thousands of hours down the drain .
Such a waste. But then again, what do you expect from S running the group.

Just listening to him fumble his way through the opening of the BTS leader call is painful. This man is who Sarah thinks is SVP, or more, material?

Centene is doomed with current leadership.

I'm tired of working hard and never being good enough for some people. It's about favorites, not performance.

Where do I even start? Management is terrible, culture is toxic, everyone's terrified of layoffs, performance reviews are a joke, technology is outdated, suggestions are ignored, nothing ever improves, managers are rude and inappropriate, processes don't exist, leadership is absent, cronyism is rampant, employees are unheard, and raises are insulting. That about covers it.

And I have a feeling I'm not the only one who feels this way. This place has gone from bad to worse faster than I expected. I'd be happy to leave it behind for good.

We've got staff with no drive, broken management, layoffs of experienced people, and no growth path. Other than that, everything's fine.

The driver is ok. Of course, the VZ car crash causes another car to crash. Everything VZ (leadership) touches turns to c.r.a.p.. The VZ car was near the end of the pack when it ran into the wall (unforced error).

Video of the crash in the link:
https://www.indystar.com/story/sports/motor/2026/08/23/freedom-250-crash-david-malukas-third-in-indycar-standings-out/91433105007/?gnt-cfr=1&gca-cat=p&gca-uir=true&gca-epti=z116744p118150c118150e1106xxv116744d--57--b--57--&gca-ft=209&gca-ds=sophi

The leadership that has been running the company to the ground for several years has decided the failures aren’t due to their own choices — not the years spent pulling engineers away from innovation to chase a commodity PC chip, not the fixation on edge AI while the entire industry moved toward datacenter AI, and not the pattern of entering mature markets long after everyone else.

They never prioritize, never take responsibility, and always look for someone beneath them to blame.

Now they’ve concluded that the real problem is the workforce. Their “solution” is to push out hardworking people and replace them with new hires from the industry, buying themselves another 3–4 years of insulation while nothing fundamentally changes. Because the core issue is them.

And this is the only company where one individual simultaneously controls the financial decisions, the operational direction, the business strategy, and the sales pipeline — all concentrated in a single seat, right next to the CEO. There is no separation of responsibility, no checks and balances, no accountability. When one person holds every lever, failure has nowhere to go but downward.

By 2029, when shareholders start asking why the promises remain unfulfilled, they’ll either quietly exit or invent another cycle of excuses.

Meanwhile, countless careers and families will be disrupted — while the same leadership circle continues to thrive, untouched by the consequences they created.

There are two types of leaders. The confident ones hire the best minds around them, people who'll challenge them and give honest advice. The insecure ones hire yes-men. The second kind is running this company straight into the ground, and they're getting rich doing it.

With all the recent changes, I have no other explanation.

How long does this leadership think we can keep getting these PR hits and getting away with it?

Worked with Technical Architect Lead who did not even know difference between relational database and S3 buckets.

If you are a bootlicker, then have a good growth in this company.

The whole company became a joke once Greed took over. Bad decision, horrible promotions to many young woman that were not competent to assume those roles, but Greed like his pretty young women around. Also he loved to have his "yes" men by his side. What a mess this company has spiraled into. Management used to brag about how they never laid anyone off, now its a common every other year occurrence. So top heavy with incompetent leadership that should have been the first to go, not the front line workers that actually did things. Many EVP's and VP on the sale force should have been shown the door with their useless sales tactics... and if you did not go along or drink the toxic cool aid they were handing out, you were an outcast and would never go any where in the company. I thought it would get better with a change of leadership- no because they were hyper focused on DEI and over paid HR leadership that wanted to shove their agenda down the employees throat when they should have been getting rid of most of the sales leaders in the field. Tom M. would be so disgusted with what has happened to this once great company over the last 11 years. Stay away from this toxic place, stay far away!

I’ve never seen a CEO completely ruin a company faster than Clay has managed to. Gives up the board and exec team. Doesn’t address the massive pay discrepancy between the two companies when the better performing company is the one being underpaid, and now he lets the only Exec with brains/ba--s walk in Raines.

They are now assigning arbitrary ETAs to work items to justify their next targets for downsizing. No accounting for how long the work actually takes, just assuming their bean counting directors know a reasonable metric for every task under them, and making sizing decisions based on that fiction.

This is happening after they took away the functionality and systems to actually log your work performed and the time it took.

If you think it's bad now, it's about to get a whole lot worse.

This will be Judas Moriarty’s 3rd failure in a row.
1 Morningstar Retirement Calculator

• never implemented Cost 180k per year x 3 years
  2 FIS Fiasco - Loss of $4B in client assets
  (should have been canned then)
  3 - New Offshoring Partnership
  Big trouble ahead everyone knows this.

Think about it - Who is going to want to business with MOA - with Judas profile on it ?

This is a flawed individual with deep narcissistic character issues - a true technical mo--n.

Leadership has learned no lessons from the past - Rough future for MOA

Look the other way leadership - this is on you - How long before HR starts sending out excuses !

I’m just gonna put this right here. Nike HR and Legal are there to protect the company. You can file a complaint through the EEOC and BOLI but completely separate you can sue your manager. Nike wants you to give up and give in. They want you to believe that what they are doing is ok. Keep solid documentation and take care of yourself! You are not defined by the swoosh or the toxic leadership.

Under ORS 659A, individual supervisors and managers can be held personally liable for discrimination, retaliation, or creating/allowing a hostile work environment — not just the company.

They hire smart people, put them in roles they're not qualified for, and wonder why nothing works. That's PepsiCo for you.

Many senior employees in chandler doing the badge and leave in Arizona with zero consequences. Intel can’t figure this sh-t out

The day after massive layoffs TK posts pics of her family smiling and having fun and taking time to recharge. How nice while the rest of us are struggling and some of us lost our jobs. Want to know why people hate the WF execs? This is why.

This rests at your feet.
Kept hiring from the Boyz club for CEO and here you are.
Pathetic.
Not surprising.

Well it’s official Lumen has fallen for the contractor vs employee trap. It won’t be long until all CO and Gateways are completely unusable. They leave trash, remove fibers and just otherwise do not care. This is a bad idea.

The amount of people in a management position without the slightest idea of what being a manager means is incredible. Directors that continue to belittle and undermine their managers and direct reports, creates a toxic environment that manager then replicate on thier own teams. I have never seen so many people paid to literally do nothing. Managers spend more time in their cars running errands while attending calls that actual doing the jobs they are paid to

All the smart people are gone. Just underachievers and people riding out retirement left.

It's the leadership. It's always been the leadership.

Look at recent performance and it's obvious. Absolutely poor leaders who only speak in PowerPoint prose and can't think beyond a bullet point. Leaders who go above and beyond to keep themselves apart from their "subjects."

DTC wasn't a bad idea. The execution was a sh-tshow. Inept supply chain. Cr-ppy tech. Marketing leadership that thinks we're a fashion company. Innovation that does... actually, not sure what Innovation does anymore. Poor people management. Lack of transparency.. look at the fact that we bury. annual survey results when they are unfavorable. Internal transfers are rarely fair. Finance/procurment.. enough said. Smh

And it all flows from the layers at the top. If EH wasn't good enough to be CEO when JD was appointed, what made him better a few years later? Same for our CMO .. did her experience really grow that much from “co-founding a minority-owned agency”. Our supply chain was so great we gave VA a bigger remit, lol… Can’t make this stuff up.

You can't cut and outsource your way to growth.

We need new leadership.

We have got managers who should not be managing anyone, goals that are completely detached from reality, and zero training to help anyone succeed. Bullies run wild because nobody bothers to fire them anymore, bare minimum is the standard, and asking for pay that actually covers your bills somehow makes you the bad guy. They talk about integrity and flexibility but it is all empty words because neither shows up when you actually need it.

Some workplaces say they want honesty.

They don’t. They want compliance.

The moment you question dysfunction, challenge bad leadership, or point out what everyone else is quietly seeing, you become “difficult.”

That is how toxic cultures protect themselves.

They make integrity look like insubordination.

If you are trying to stay honest in that kind of environment, you need more than good intentions.

You need strategy.

A few things I’ve learned during my career:

1/ Document patterns, not feelings.
One bad meeting can be dismissed. A pattern is harder to ignore.

2/ Ask questions before making statements.
“What outcome are we solving for?” lands better than “This makes no sense.”

3/ Keep your tone boring.
If they can make the conversation about your reaction, they will avoid the issue.

4/ Talk about the work, not the person.
Focus on process, deadlines, expectations, and decisions. Keep ego out of it.

5/ Know who is safe.
Not everyone who agrees with you privately will stand with you publicly.

6/ Know when the culture is the answer.
Some places are not broken. They are operating exactly how leadership allows them to operate.

Integrity still matters. But in the wrong room, it needs strategy.

Have you ever worked somewhere where telling the truth made you the problem?

Our manager has been AWOL for over 4 months. Even when he used to show up, he would say nothing. Soooo, most of us are just badging in, checking a few messages, and leaving early while collecting a paycheck.

Ask me if I care. If worthless Dell managers don't care about us, why should we care about Dell? We don't. This company is a joke!

I'm serious, if you can find a job anywhere else, do it. At NCR, being good at your job makes you a threat. Everybody will see you as competition, and any chance of advancement will vanish. You'll end up working for someone who, in any sane organization, would be your assistant. It's a system designed to crush ambition.

​In corporate settings, toxic behavior rarely stems from ignorance. Adults in leadership positions know when they are micro-managing, publicly correcting, dismissing input, or shifting goalposts.

​Organizations often grant "grace" downward, expecting employees to absorb poor managerial behavior under the guise of "leadership style" or "stress," while treating an employee's emotional reaction or boundary as a performance issue. This asymmetric tolerance erodes psychological safety and corrupts institutional security.

​When bad behavior is ignored at the leadership level, it signals professional accountability and workforce engagement practices are optional for the powerful.