#badleadership

And we still have people like Oliver and Octavian destroying our business and staff morale. Joe was promising but seems to have a parrot called Oliver on his shoulder feeding lies and BS to get where he wants.

When is Hitachi Ltd going to listen to their main assets, those who do the hard work, those that deal with customers every day, and want the best for the company and not just an ego trip. CSAT is nothing without those on the ground, and if they aren’t happy how can our customers be happy?

Someone high up needs to speak to the people that actually make the business tick over, and not only in AMER, but all GEOs. Find out what’s really happening and stop HR protecting these tyrants.

I have been working at this awful place for 5 years. In those 5 years I have been ranked VG
and good. I have constantly tried to move up kiss the bosses areses. Nothing I did helped not even staying late and working extra. I am salary so I dont get OT. I noticed others moving up and getting promoted. They were promoted even though they did nothing great. I found out later they were the relatives of other supervisors. Some were not even related but just friends with the supervisors. I have an engineering degree and one of the family members was promoted to be in charge of maintenance. The family member had no degree and experience. I asked why I was not given the job and was told I had not been at exxon long enough. I have given up trying and just do my job now. I was told my productivity had dropped and I needed to step it up if I wanted to remain competitive. I will probably drop in ranking this year but I don t care anymore. Exxon is a dead end for me and I am going to leave. The bad thing is I did not learn anything beneficial at exxon. I am employed as a technologist and just did stupid monkey lab work. I learned all of exxons stupid forms and useless meetings and trainings. I have found a new job at a smaller company that will employ me as an engineer. I am planning to leave asap. BTW I got a 1.5% raise last year and was told I was lucky to get that much. Baytown is a place that the blind lead the ones can see and do. I have never met a good or talented supervisor at baytown just friends and relatives of others in power. Another friend of mine went through the same thing at emhc but it was not as bad as baytown. He told me the only way to move up up was to leave exxon.

Surprising number of individuals leaving recently from all different titles/backgrounds. Bad leadership seems to be the common denominator and not listening to what employees want.

Every morning I wonder if today is the day they decide I am out. Leadership flips on people without warning and I have seen it happen too many times. The rules change weekly, nothing is written down, and I get blamed for not reading minds. I am running on empty and too scared to speak up because anyone who complains disappears. This crew has cycled through everyone multiple times since I started. They call it natural turnover but it looks much more like a sla-ghter to me.

Not even a single manager in this company seems to work on anything other than “stakeholder management” and preparing presentations for leadership.

Meanwhile, the individual contributors who actually get the work done are excluded, discarded, and overlooked, while their work is celebrated only to stroke the egos of so-called leaders. That’s the reality of Verizon today.

On Glassdoor, when you go to reviews, the entire first page of latest ones are negative. Good. People are waking up to what this place really is and warning others about it.

I've been at several companies over the last 20 years, and I've been at 3M for the last ten.

I used to be able to enthusiastically say that 3M was the best place I've ever worked.

I guess that's still true, but not the 3M of today.

This place has gotten bad, and it continues to get worse.

What the he-l kind of leadership is that?? How is that acceptable? This place used to have good managers. Now all of them have been laid off or left and we're stuck with new id--ts with zero people skills and even less knowledge. No wonder this place is sinking as fast as it is.

other than castkles in the sky and building a house of cards that wouldn't pass scrutiny with regulators in a proper administration that isn't as incompetent as the present one (past R or D admins, for example)? He's built an empire costing several million dollars including his own cost to the firm, gotten himself and Citi into a lawsuit...what else?

Jane has rewarded one buffoon after another

Bad management and a dysfunctional structure make it difficult to serve customers properly, while leadership keeps preaching principles they don’t follow themselves. Add to that a toxic culture, and navigating this would be challenging with proper pay. With what we get, it's really not worth it when you think about it.

There is a massive gap in tech, telecom, and actual sales knowledge among the CSSC team leads. Instead of leading with real product expertise and honest solutions, they rely on manipulation and shady tactics to hit numbers, which completely trashes our company's reputation and customer trust. Their sheer ignorance about our industry is staggering.

Management constantly shows they don’t know the first thing about what we do, so they just make things up on the fly to cover up their lack of knowledge. For example, they clearly don’t even know the definition of the word empathy, so they just fake it by making up robotic, scripted lines that sound completely insincere to anyone listening. Out of pure ignorance, they will straight-up lie to customer service reps by feeding them entirely fake and false information about our products, claiming we have network features or hardware specs that are pure fiction, which leaves the reps totally blind when trying to help customers. They regularly feed reps fake details about product rollouts, forcing staff to pass along completely fabricated dates for products that don't even exist yet. On top of that, they lie to the reps about company policies and contract terms, meaning the frontline staff unknowingly pushes false product promises and looks incompetent because leadership doesn't actually understand the product line. And whenever management messes up internally, they lie to the reps and blame a fake "system glitch" or backend product outage to mask their own lack of technical understanding, using the company itself as a scapegoat instead of just being transparent.

This reliance on BS over actual competence is an embarrassment. It creates a toxic environment, ki-ls customer retention, and leaves the front-line staff to clean up the mess leadership leaves behind.

I’m a TL who is tired of this.

Pay attention to these Middle Managers causing alot of these issues.....This is conservatively 30% of Fiserv issue. These manager don't even want to manage. It is for money or sponsorship. How is this fair to the reporting worker. I really no longer care but for the recent college graduates adapt and get creative. It will only get worse. Fiserv has some really really really really really really bad managers and they lie. The bad out weighs the good use to be the other way around.

Especially if you're right or your idea is actually good. You'll either get punished for it or watch someone else take credit. Learned that the hard way. Just let leadership, your manager and above, wallow in their own bad decisions. None of it matters to you anyway.

Share price in decline consecutively for years

Portfolio in decline for years

Talent in decline for years

CEO & Leadership team in decline for years

Longest period of no raises in any major IT company - they must hold the record

No strategic direction for years

I could go on and on, it is this the worst company out there?

Trust me, after doing it for over 25 years for T just to be kicked out the door...don't do ANYTHING over the bare minimum for T, they won't recognize nor reward, they don't give a S about you, just remember that.

Deloitte mostly copies what we do, adds a few minor changes, and then presents the same work across other projects. They’re also very good at replicating our frameworks and showcasing them to other clients. I’m not sure why Yael Cosset and Jim Clendenen keep supporting hires from Deloitte, but it definitely feels like there’s some kind of Deloitte backchannel benefiting them.

Nice touch. Great empathy.
Announcing 4.000 people being fired, while wearing a 250.000$ Richard Mille watch

With all the changes coming to agency, operations you better get ready for more craziness. They cut agents pay, retirement bonuses, and SF stopped contributing towards their healthcare. If they will do that to agent's, you better believe that Total Rewards in 2027 will be very different. Agents are getting to see the true nature of this sh-t hole company. They will continue the churn and burn and pump and dump business model in claims. The 2040 McBurger workforce will continue to be a disaster and they will continue the accountability scam, meaning rules for the and not for me! Execs gotta get those bonuses! The day SF shuts down is the day the world becomes a better place. The Lemmings and corporate boot lickers are in corporate he-l heaven!

The more they roll out AI and the metrics and the micro management, it’s clear State Farm think doesn’t give two sheets about employees. D1 injury has so many people out on leave or are quitting because bad management doesn’t know how to treat people with any shred of dignity. Everything is ‘trust the process’ or ‘our competitors do it’. Didn’t state farm used to be the big dog in the industry? How can a company this big just copy what it he competition does?

Worst part is that it’s a 2nd level management issue company wide. Total loss, injury, pip/mpc are all struggling. They send out those ‘anonymous surveys’ each month but they only do that to retaliate against people who’s give them 1s and 2s. You need OT but they’re so tight on the purse strings for management bonuses.

Michael Dell “donates” $6.2B gets put on some BS AI government review board by Trump and a call out to buy Dell stock. Stock rise by 14%.

Donny T invests several million into nvidia stock, announces to buy nvidia and Dell. Nvidia doesn’t get tariffed.

Jeff C gets $150M for laying off 60K people in 2 years increasing profit margins. They sc--wed 60K people for their own profit.

Now, the people that are left aren’t making more money, they’re working harder with less people to do more.

Meanwhile there’s nothing there from a product perspective. No products, nothing but corruption and hype.

These are vipers. Sub humans who do nothing but sc--w over people for their own benefit. They are the epitome of what is wrong in America.

BTW. Layoffs in June, July and August by these POS.

It felt completely stripped of any clear message or real leadership. It looked like it was generated completely with AI or rewritten so many times by HR that there was absolutely no purpose to it. No numbers, no changes, no future. How did NetApp lose so many important people while the entire leadership team stays onboard?

Glad that George also got a $15M raise yesterday for all his hard work: https://www.stocktitan.net/sec-filings/NTAP/form-4-net-app-inc-insider-trading-activity-d08f092e431a.html

Now I'm jobless. Thanks Intuit. I turned down another offer to join here. What an amazing thank you you gave me. Also, fu-k you.

And it will happen soon. CharlieFart and Ikene want us GONE. Hope my parachute opens before the impact occurs but it probably won't, with all of this IM nonsense. We're all circling the bowl over here

Dude you orchestrate these layoffs every quarter and you don't have the decency to make a comment or justify your decisions. These are REAL LIVES that you're impacting. They need to have a layoff at the csuite level.

all of the “It’s okay to not be okay, you’ve got a team who cares” emails…Pick a lane, either Own being a sweatshop or actually treat associates with respect and kindness.
At this point, it would not surprise me if they are creating a list of people who reach out to wellness for layoffs.

DXC was designed from the start to be a financial instrument used to extract value. It explains all the shoddy treatment of staff and the cycling of poor mgmt. They appear to not have a clue because they don't, they'll spin you a line to keep you working, but the Leaders are working towards their bonuses and golden parachutes. They have all done it as each new cohort of leadership has come along. This is a long term plan to extract maximum value and then sell it on to another financial instrument such as Apollo, where the process will begin again. I'm sorry if you work at DXC, but don't expect anything from them and you won't be disappointed.

Just watched an interview on CNBC between Jim Cramer and Intel CEO Lip-Bu Tan. The Intel CEO said he did a few things when he started -- he asked all the Intel employees for ideas to turn the company around and he talked to customers as well and asked for input. He said several customers actually lectured him about everything they were doing wrong. He said he focused on listening and staying humble and responding to all the employees and all the customers. He said they were all shocked that he actually listened and responded and was actually doing something about what they said. This seems like the exact opposite of what the current Avaya leadership has done. Intel seems to be finally back on the right track because of this approach by the new Intel CEO. Not really sure, but I suspect the opposite approach by Avaya leadership is probably not going to work out very well.

Many of us who have been around for a minute remember how universally Tipsord wasn’t liked. Dude had the bedside manner of Dr House.

But many us held out hope that Farney would take us back to the old State Farm. The one Ed led. Farney is trying to make some legacy of AI and bad faith. With RICO charges pending in Oklahoma, a Congressional DOJ investigation led by Senator Hawley, and the botched California handling - how is our company worth what it is? You can’t get promoted unless you drink the kool-aid and now they expect if you live within 180 miles of the HUBs you can commute. The new hybrid is trash but dang imagine living in Tucson AZ and having to commute to Phoenix

Only time will tell, but no one has a good feeling about Zayo

Both the last CEO and the current one are below par. They then swamp the company with poor Execs like Drum, Rusl Jokes and Grey who just re invent different plans used before.

The next layers are full of Brocklehurst who are just yes men who processes and paperwork to stop real progress.

The managers below are just tickboxes for the Brocklehurst level.

All focus remains on cost cutting and wind down which they are good at.

This has been the strategy for the last 10 years.

Until they get someone who has done growth and investment in Employees the company will not change.

I know several employees that have been given date of June 30.
They are doing zero work.
In short FIS Management has given them paid vacation.

The intent was to save money, instead management is doling out free money

Just numbers. That's it. Everything is about cuts, and we're the ones cut. Easy savings for leadership to boost the stock and their bonuses. So stop investing. Stop the extra hours. Stop expecting anything. And for God's sake, don't give this place a single thing more than what they're paying for.

Any other clubs that lose people find out that they aren’t being replaced ? We lost a receiver, a day forklift driver and someone in freezer cooler .. we were told they were not getting replaced .. yet the F/c now has a merch over there which has left the floor short .. then they take a lift driver over there which make the floor short again.. why are we not replacing people .. all they are doing is stressing everyone out because we still have to do the job yet we are running out butts off like crazy while our managers get a huge pay raise to still sit in the office or walk around the club with their coffee cups barking out orders of how we aren’t getting enough done . Home office needs to get their heads out of their butts and realize it isn’t the mangers keeping your clubs going … it is the associates u are treating badly

The soft layoffs in innovative medicine continue, and many of us are starting to question the criteria behind who is being let go. Employees who consistently come into the office three days a week, contribute meaningfully, and do their jobs well are being impacted, while others who rarely show up and contribute little seem to remain untouched.

It’s difficult not to notice how political the environment appears to have become. At times, it feels as though if someone in leadership doesn’t personally favor you, your position may already be at risk. That perception alone is concerning. It keeps repeating and everyone sees it.

I simply wish professionalism, maturity, and fairness carried more weight in these decisions. People should not feel that their livelihood is tied to office politics, personal insecurities, or whether they are personally liked by leadership.

Let’s be honest — some of these leaders are simply not qualified for the roles they hold. Titles and positions do not automatically make someone an effective leader. True leadership requires competence, accountability, emotional intelligence, fairness, and the ability to develop and support strong teams. Unfortunately, many employees are witnessing the opposite.

Too often, decisions appear to be driven by favoritism, office politics, personal comfort, or insecurity rather than actual performance and contribution. Strong employees who bring value, experience, and consistency are being pushed out, while individuals with the right relationships or visibility continue to advance despite limited impact. That creates frustration, distrust, and a toxic work culture.

What’s even more concerning is that many organizations claim to value innovation, collaboration, and talent retention, yet they continue to lose some of their most capable people because leadership lacks the maturity or confidence to manage high-performing individuals effectively. Great leaders build strong teams around them. Insecure leaders often view strong talent as competition.

At some point, innovative medicine has to ask themselves why morale is declining, why turnover is increasing, and why employees no longer trust leadership. The issue is not always the workforce. Sometimes the issue is the people making the decisions

I had an American Airlines card from Barclays. Two days back, Barclays switched off my account saying i should deal with Citi now via landingatciti.com. Of course the website doesn't work. I would have been shocked if it did.
Then Citi sends an email about account having been migrated and payments should now be made to Citi blah blah blah. Click the link to set up the account...nothing. That website doesn't work either

Absolute d-mb@sses. Of course, I saw the incompetency from way too up close when employed at Citi. The ONLY thing that seems to work without a hitch at Citi is A) Board approving billions in share buybacks every year despite heavy layoffs and B) Jane getting salary bumps and bonuses every year. It will soon fo from 42M to 45 and then to 50.

Anything else is a total mess at Citi

I can't stop thinking about the unfairness of how all this works. A small group of people at the top repeatedly make one short sighted decision after another, often ignoring warnings from the people who actually understand the business. Then, when those decisions inevitably blow up, the same people announce layoffs and call it a necessary adjustment. Not one of them takes a pay cut. Not one of them gives back a bonus. Not one of them faces any real consequence at all. Meanwhile, the rest of us, the people who had no say in any of those bad decisions, are the ones who lose our jobs, our stability, and our peace of mind. I'm so tired of watching executives protect their own wallets while ordinary employees pay the price for mistakes they didn't make. At some point, we've got to start demanding that the people in charge actually take responsibility for their own failures instead of just using layoffs as an easy out every time things get difficult.

There was a time when people wanted to work here. When we were proud to say where we did our jobs. That time has passed, and I don't think it's coming back.