#badleadership

I don't know who made the decision on who to cut, but this is ridiculous. People with over a decade of experience, some of the highest performers, are now gone. Was this really necessary?

How can we possibly be in October and still have claims from January unprocessed? How can that be allowed or legal? If I talk to Operations at all, there are still 7 different leaders for the 7 different LOBs we have. How could we let this happen where they could maintain the SBU set up in core? Makes no sense and is inefficient.

The whole point was to consolidate and they are as split up as ever. And, according to what I've heard, apparently every possible metric that the Association measures us on is at all time lows. When will anyone be held accountable for this unbelievable execution?

I can't find anyone who is helpful over there.

Want to know why the products keep getting worse and so does everything else? I call it the Bombay Decay of goods at Danaher. Put you know who in charge and it turns into you know where.

One impact of getting rid of capable managers in many HC10 locations is that the high paid Houston Execs are getting exposed. Nobody knew what they did before and now everybody knows for sure because they don't understand their own organizations and only seem able to make increasingly d-mb decisions based on nothing more than a feeling.

Will it be a little or a lot? Nobody knows except they will get sc--wed. Fire Enrique today.

Dell's mgmt constantly: overpromises, sets unrealistic expectations, and pushes sw products to market before they are ready to be released - u'll be in a permanent beta.... also, Dell prioritizes HW sales over developing innovative / competitive enterprise SW . This leads to experienced software engineers and technical leaders leave after reorgs or acquisitions, often replaced by process-oriented managers & RED TAPE. There will be way too many meetings, mgrs, approvals, processes, and admin reqs - everything will be slow.... Finally you will deal with unecessary tech complexity - pure sh-t - kubernetes all over the place, dev will be hard, maintenance even harder. You have been warned. Now let the thumbs down for this post begin.

After bad earnings are posted the stock is going right back to the low $40’s. Start looking for a real CEO now.

Every day gets more and more painful under this old geriatric clown who ran a printer company into the ground.

Genuine question. I've not worked at DXC for long but ive never worked for a company where most employees are just so deflated. Theres always some in all businesses but ive yet to meet anyone who has a single positive thing to say about DXC. The only thing DXC offers in a measly paycheck and if the town halls are anything to go by noone senior leader seems to want to address the topic of the slave wages they pay.

What caused the share price to tank by over 70% in less than a decade. And the company to always seem to be laying people off and in the short time ive been here every 2 months there's an announcement of senior leadership change.

How has this all happened???

Imagine being the reason someone quits their job. They came to work to earn a living and pay bills, but your toxic behavior made every shift so miserable that leaving felt like the only way to find peace.

How many toxic leaders can you count?
I can count 5 off hand.

Have we learned anything from the past, or are we watching the same movie replay in real-time?
Look at what's happening right now:

The Stock & Management: The stock has taken a beating recently, but management continues to push the same polished slides about strategic growth and operational excellence. Where is the real strategy?

Integration Disaster 2.0: Remember years ago when acquisitions were absorbed so poorly that systems broke, product lines stagnated, and teams were left in absolute limbo? We are walking straight into that exact same trap with our recent acquisitions. Instead of actual operational integration, we're getting fragmented teams, redundant leadership, and chaos in field operations.

The "Digital" Transformation Mirage: Executive leadership loves preaching "technology and digitization," but what do we actually have to show for it? The VP of Digital was quietly let go earlier this year after hyped tenure that produced virtually zero tangible, market-ready tech. If digital is our future, why is there no real, groundbreaking software or tech hitting the market? Who is actually steering this ship?

Is this just executive posturing to boost short-term metrics before another round of restructuring, or does anyone internally see a real path forward?

Just how widespread are the issues, are you seeing trainwrecks in your own product lines future? Be honest, open your eyes and look beyond this day/week/month - are you actually seeing progress?

How many times did Daniel "Danny" Seely say "uhhhhhhh", 'Ummmm" during his PI planning meeting today? What kind of leaders are these

Months into the job, our new manager still doesn't seem to know the team or what anyone is responsible for. He hasn't shown much interest in finding out, either. This is the type of people Cigna is bringing in from the outside instead of promoting competent people already working here.

This re--rd CEO can’t even lay people off properly. He is just creating anxiety and completely destroying productivity within the teams. I’ve never seen a CEO this bad and I’ve worked at 4 different Fortune 100 companies in the last 21 years.

Bad leaders can generally fool those above them. They may even fool their equals. They don't deceive the employees that work under them.

I don't. All the people I know who were laid off are seasoned workers with plenty of institutional knowledge and a track record of high performance. It's like leadership is sabotaging the company by cutting the best and leaving the worst behind. It makes no sense.

Looks like it's still broken. Lots of negative accelerators for teams that are exempt from negative accelerators. Missing orders, broken backlog.

When do they seize JC's bonus for this catastrophy?

This is just the worst leadership team ever assembled.

You thought leading executives: nice job driving the stock price into the ground. On track to bankrupt the company a second time?

Step one, take credit for wins. Step two, blame everyone else for losses. Repeat forever.

What happened to punching back? Elon pushed him and he fell over and broke his hip. Dan is a crook all he came here to do is to finish destroying a great American company by firing Americans and continue outsourcing. Him and Hans need to be in jail

...for the count, doesn't the Board want to force out the junior half CEOs and their 'yes men' minions? The company is very obviously failing- there's no question. It has the worst management of any major tech company- and they've fired so many good workers, but left the worst people running the show.

Happy to see AT&T stock drop. They don't value workers. AI cameras and presences dashboards? WTF? This place su-ks. Maybe focus on sh-t that actually matters. Nobody here cares anymore.

Everybody knows it's true. Dell executives and overall management are greedy, incompetent, and worthless. The only reason the stock is up is because they keep laying off more and more employees. That artificially jacks up EPS.

The really sad part is that Aramco's competence could have been maintained by spending just a fraction of this amount. Current low salaries bring in a tiny fraction of good people along with a huge fraction of bad, for both locals and expats. Of course most of the good people don't stay long. All of this leaves out the fact that good people tend to attract more good people while bad people attract more bad people. Combine this with the fact that Aramco is really being run people in the government who thought Neom was a good idea in the first place. It look the Americans 30 years to build Aramco's culture, and the current regime has managed to tear it down in less than 10 years. Its only a matter of time before this bleeds through into something terrible that management can't cover up.

If you've ever worked for a genuinely toxic and vidnictive boss, you probably know how this goes... You try to push back and things get much worse... Somehow you're always the one who ends up paying for it. You might be 100 pct right about the situation but being right doesn't mean much when the boss has all the power. And don't count on HR or upper management stepping in. They probably know that boss is sh-t but they don't care enough to do fix the problem.

At some point you have to ACCEPT that the boss isn't going anywhere, so you need to. Obviously that's easier said than done, especially in this job market. Maybe you can't afford to leave right now. Maybe you need to pick up a few skills first. Fine. Give yourself a year, even 2 if that's what it takes... Gotta have a plan. Focus on relationships with people who care bout u and spend whatever free time you can manage working toward something better.

OK, sometimes it's just a bad fit or a communication problem. Give it a few months, have an honest conversation, and see if anything improves. But if you've been dealing with the same nonsense for 6 mo and nothing has changed, what makes you think another 6 months will be different?

The worst thing you can do is complain about your boss for 3 years while doing absolutely nothing to change your situation. I've seen that happen too... People get comfortable being miserable, not good... Build up some savings and keep in touch with people you've worked with. You never know when you'll need another job, and having some $$$ in the bank and a few people you can call makes a difference. Especially when the day comes that you've finally had enough... Like me...

Enrique Lores is a pile of dog sh-t

By far

Comcast was basically a utility that was overstaffed for many years. It has been full of bureaucracy and political nonsense that was masked by what seemed to be a never ending revenue stream, regardless of poor guest service. Now that they are losing and revenues have plummeted, that same leadership team that built that bloated bureaucracy has no idea how to manage through it. Now their company leaders want to tell the staff in a town hall that they haven’t done a good job - maybe you should look in the mirror and at your VPs - show some actual leadership and accept responsibility for how poorly your company has been led down this path. You pride yourself on eNPS - it starts at the top with the SVPs taking ownership of their own failures. Good luck.

A cautionary tale for the people who built an empire and the people determined to hold on to it.

There was once a company that started with 1,200 cable subscribers and a few people who believed they could build something extraordinary.

And they did.

It was a company where employees were treated like family, and for many of them, that word actually meant something. There were leaders who cared about their people, who understood that success wasn’t measured by how much power they accumulated, but by what they helped others accomplish.

People stayed for decades because they believed in the company and the people leading it.

Then the little company became an empire.

And somewhere along the way, something changed.

The empire created wealth. Wealth created power. And power began changing the people entrusted with it.

Some leaders became more interested in protecting their positions than questioning their decisions. They surrounded themselves with familiar faces, rewarded loyalty, and slowly built an organization where challenging the person above you could become more dangerous than making the wrong decision.

But the real trouble began when the company started believing its own success was permanent.

For decades, Comcast had a product people needed. It could command a premium because customers had limited alternatives.

Then the alternatives arrived.

Fiber. Fixed wireless. Streaming. Customers who no longer needed the same bundles or valued the same things.

And rather than fully accepting what the market was telling them, some leaders seemed convinced the market had it wrong.

Competitors were pricing too aggressively. Fiber was supposedly underpriced. Comcast still had the superior product. There was no reason to fundamentally change the approach.

Imagine that.

Customers are leaving. The stock is approaching levels not seen in 13 years. The competitive landscape has fundamentally shifted.

And the company is still arguing with the market about what its product should be worth.

That’s the danger of spending too long surrounded by people who reinforce what you already believe.

Eventually, you stop asking whether you’re right.

You start looking for explanations for why everyone else is wrong.

And inside the company, employees were watching a similar pattern unfold.

The people who questioned decisions weren’t always welcomed. Employees shared stories of favoritism, stalled careers, fear of retaliation, and leaders who seemed more interested in authority than accountability.

Some of those employees had given 20 or 30 years to the company.

And when they spoke about what they were experiencing, some were called whiners.

The company that once called its employees family was now struggling to hear them.

So leadership announced more changes.

Another restructuring. Another transformation. More cost reductions. More businesses separated. Another day in the office. More restrictions on promotions and career mobility.

Everything kept changing except the convictions of the people directing it.

And here’s the tragedy.

The company didn’t lack intelligent people. It didn’t lack resources. It didn’t lack warnings.

What it may have lacked was enough leaders willing to admit that the world they had mastered no longer existed.

Some had spent decades building their careers inside that world. Their authority, their reputation, their compensation, even their sense of identity were tied to it.

Admitting the old model was failing would mean admitting that the experience that once made them successful might no longer be enough.

And for some people, that’s harder than watching the business decline.

Because ego can make a leader defend a losing strategy long after the evidence says it’s time to change.

Now the company sits around $20 a share, and employees are left wondering how much more they’re expected to sacrifice while the people making the decisions continue to explain why their strategy is sound.

Maybe the company will recover. Maybe the people at the top will find the courage to question themselves.

Or maybe the company will keep getting smaller, selling pieces of what generations of employees spent their lives building, until all that’s left is a fraction of what it once could have been.

And someday, when someone writes the history of Comcast, they’ll talk about fiber, streaming, wireless competition, and changing consumer behavior.

But I wonder whether they’ll also tell the story of the leaders who became so powerful that nobody could challenge them, so comfortable that they couldn’t imagine being wrong, and so attached to their positions that they couldn’t recognize when it was time to make room for something different.

The company didn’t fail because the world changed.

It began losing its way when the people running it could no longer accept that the world had changed without their permission.

And the saddest part?

The people who built the company may end up paying the price for the people who couldn’t let go of it.

Worked for the company for many decades, they let me go because they were outsourcing to TCS. They took what was an incredible IT team both onsite and operational and left it in the hands of a third world country. They sacrificed years of experience and knowledge to save money and outsource to a team that can't replicate the experience the company once had.... All to save money. Shame on this "American" company.

They keep asking me to do more significant projects, while telling me how my last work output was poor.

The CEO has aged 10 years in just 18 months. Reminding us that the psychopath, is the person 2 levels up. Don’t allow them to break you.

We can do this, despite being under paid and a complete disregard for gratitude.

Really, can he not see how there is no one that trusts her leadership.
She is a trainwreck where ever she goes.
What a complete disappointment.

I'm this close to divorce because I've become a miserable person to be around, and I'm well aware of that. Not being able to find anything comparable is not helping. I hate my life and I hate this place for what it turned me into.

Long time high perming employee here. I have really, really tried to do an exceptional job, always going the extra mile, even in these tough times. I had hopes that things would eventually start looking up, but the Fiserv management team has officially crushed my spirit.

I now understand that no matter how much of my blood, sweat and tears I give to Fiserv, it will never be enough. It's impossible to be successful due to totally incompetent management, severely understaffed teams and the drastic loss of institutional knowledge due to layoffs.

It's not a fluke that the stock is in the tank, and clients can't get off this sinking ship fast enough. I've had enough, the job search starts today. Wish me luck!

Sit on their computer all day and send email after email after email after email, pretty good paying job for doing nothing all day isn't it. Pretty pathetic, actually beyond pathetic. And still get a bonus, again pathetic.

Well, it’s happened to me now. I am a good UM. A good nurse. Goal posts kept changing. I was notified today. I’ll spare the details but suffice it to say that these PL and managers that have been brought in from elsewhere the first of the year carrying there own people, were sent to do dirty work, clean our the house, and keep a job for themselves. From the bottom of my heart, I don’t deserve this. I am a good nurse and honest and forthright and company loyal. Now rhis. I don’t know how I’m going to make it. I’m bitter and angry. This is not a good company anymore. These PL and managers are backstabbers. I don’t say this lightly. I’m so scared.

Bragging about your Safari and telling your employees "everyone should take their family on Safari" Meanwhile, you don't pay your employees enough to take their family to the zoo. He gives pathetic merit increases to the hard workers yet he's out living the high life. The rest are just trying to figure out how to pay for groceries and gas.

For decades I enjoyed my job and was ranked well. Then they flipped a switch when I hit my mid 40s and started dropping my ranking. Now I dread work and am looking for a new job. I can’t sleep any more and it is really impacting my health. I don’t think they realize what it does to someone when you tell them they are a low performer and then can’t give any real reason. People are wired to recognize when they are not being treated fairly.