#badleadership

You can have a strong record here and still find yourself on the wrong side of management. It seems far more important to stay in someone's good graces than to actually do good work.

All these leadership hires from GM and Stellantis are d-mb as rocks. So tired of them telling long time employees how brilliant their prior company was and how d-mb Ford is. And the GM Club can stop snickering about our decisions, systems, etc. It wasn't too long ago they were fired from their old company. If they were so talented, they wouldn't be here. Go back to where you came from!

Hahaha! Left nike a couple years ago - nike was easily the worst managed company ever. Best decision ever.. sold my stocks at 75, my cool aid friends are still holding they have 50-150k worth stock.. they have sneaker collection rooms filled with Nike Junks.. I’m happy nike is suffering. NKE will soon hit 20s. EH is a clown’

All employees and shareholders need to do is watch this innovation roundtable hosted by Fast Company and featuring the brilliant incompetence of our design leader PM.

Here is the video: https://www.fastcompany.com/91608012/inside-nikes-innovation-reset

This solidifies our fate under his rule. Clueless, stuck, dusty, ready for 2005. He had done zero in his 15 months in this leadership position. Pathetic and embarrassing for our company!

On the layoffs (and the insatiable appetite for chaos that produced it)

There's a particular kind of chaos that only reveals itself once you've watched an organisation lay off people with a combined few hundred years of institutional knowledge, seemingly to save on their pension contributions. It's rather like watching someone empty the fire extinguishers to make room for more decorative candles — and then congratulating themselves on the redecoration. Takis, SS, great job... clowns.

The official line, such as it is, has been a masterclass in saying nothing at considerable length. No rationale. No roadmap. Just the occasional blank stare from a senior leader whose remit has changed three times this year and whose conviction hasn't changed once. Say what you like about the people shown the door — they at least knew what they were doing. The people who did the showing seem to have skipped that module entirely, and appear to have developed a genuine taste for the chaos that followed. One round evidently wasn't enough.

One does start to wonder whether "strategy" has quietly been redefined by the leadership team as "whatever avoids an uncomfortable conversation this quarter." It's a bold approach to running a scrutinised business — rather like a ship's captain steering by vibes and hoping nobody mentions the iceberg in the town hall, then wondering aloud why morale is "a bit off."

And do stop me if you've heard this one: the same roles being made redundant are, delightfully, still live on LinkedIn. Nothing says "considered restructuring" quite like advertising for the exact job you just eliminated, three floors down, at a more agreeable salary band. It's less a talent strategy and more a magic trick, except everyone can see where the rabbit went — and increasingly, so can regulators.

I have my theories about the why. Leadership with a seemingly insatiable appetite for risk or anything so inconvenient as ethics. A marked allergy to bad news, delivered by people who've made an art form of not wanting to hear it. And, above all, a reluctance to pay for the kind of expertise that quietly prevents disasters — right up until it's gone, at which point everyone's terribly surprised when the disasters arrive precisely on schedule. Funny, that.

I'm not writing this from a place of panic. Professionally I'm in better shape than most and not remotely desperate...yet. But I've been looking for a few months now, and I've no intention of stopping. If all goes to plan, by the time the weather turns, I'll have finally stepped off what has become a very slow, very avoidable train wreck — one that, judging by the appetite upstairs, still has quite a lot of track left to run. I'd recommend the view from outside to anyone still deciding whether to stay aboard.

The Cobra Effect

The tremendous weight of very high paid upper management added to the company in the last year has added so much to expense that the only alternative is to cut a few thousand people who actually do the work. You can count the new SVPs and higher. Mike, Dhyvia, and Takis all a part of adding to the glut. Unfortunate but continuously repeated leadership mistake in some companies. Starts with a justifying rally cry for transformation. Leadership uses it to hire all new and unnecessary, high paid execs. Those execs become significant expense, but have added nothing in the way of revenue improvement or efficiency gains. As usual the middle management and working ranks of the company carry the majority of the execution burden in the company through all of this. The only answer is to cut deep in those ranks along with a few senior execs to get on better labor expense footing. People become demoralized, and the main result is a less productive company that still has all the new top level management to carry. In a normal company, some level of layoff or cut should be expected and predictable yearly based on performance management effectiveness and as a result of business performance cycles. This isn't that. This is mismanagement and shows that we are still paying for past and current poor decisions by people at the helm here. They just don’t think we are smart enough to actually figure that out.

how many people’s bosses does this describe? how many of these bosses are perceived as likable despite being rotten to the core?

A lot of experienced employees were pushed out, and now the company is relying on people who don't know the customers or the business nearly as well. How long is it going to take them to realize that saving money on payroll always results in the quality of the work suffering?

Until it was destroyed by leadership who didn't and don't care about either the company or employees, but do care a lot about making sure to fill their own pockets as much as they can before this place is so ruined that there's nothing left to pick from its carcass.

I left without another job lined up, and I don't regret it. Having no paycheck for a while feels less frightening than going back to that place, having to deal with an abusive manager who thinks screaming at the top of his lungs is a valid management style. Luckily, I have enough savings to be able to afford this, but I feel for my former teammates who are stuck with that monster. And before anybody mentions HR, they're completely useless.

What could have been a fantastic company across many markets has proven that poor leadership, politics, and undervaluing talent can cause damage so deep that it is not recoverable. Ever. The manner in which oracle has operated only cast a shadow and reward behaviors that continue to demoralize.

If you were impacted today my thoughts are with you. The world outside of Oracle is much, much better. If you were not impacted, there's a lot of opportunity out there for good talent. Run away as fast as possible.

My biggest regret is how long I stayed somewhere that made me feel like I was constantly doing something wrong. My new job pays better and I have actual freedom to do my work without someone picking apart my every expression or move. The constant intimidation is gone, and I didn't realize how much it was affecting me until I got away from it. Sometimes leaving really is the answer.

And we need them yesterday.

what a shyte show!

never been part of such disastrous, dysfunctional, unorganized place in my 30 years of corporate sales.

Not a single caring word from management. Feeling nothing for laying off employees with babies. May their children be laid off when they have babies. May no one extend kindness to them when they are in trouble. Fair enough!

Clown show.

For working heads up even with all the uncertainty about future
All this with the unworthy and incompetent leaders

Can’t keep a job, fired from morgan stanely, who wants to drag him on meetings? Lyons has bad judgement. Waste of $2 million.

Why I hate BNY every day during work.

You see how the scandals are not unique. Wrongdoing is not punished. Bad actors are protected and encouraged. They lie about everything, even about their employees at review time. Lies Lies Lies. You will need a strong support system to deal with all the backstabbing & wrongdoing. Once you are here, you need to devote a lot of energy towards defending yourself & just dealing with it, vs looking for a new job outside the company. The best solution is never to come here in the first place.

The executive’s logic around base pay creates a classic corporate "death spiral." While linking pay increases exclusively to revenue growth sounds like sound fiscal discipline on paper, it relies on a fundamental misunderstanding of labor economics, operational risk, and human capital dynamics. More flawed thinking. Punishing employees for Leadership failures is what they are doing. The new guy is d-mber than a box of rocks. This town hall was another demotivating waste of time.

Spare us the con game!

I have a piece of sh-t lead that is bullying based on age. Any suggestions ? Management was worthless.

I don't care about the comapmy
I don't care about kpi's
I don't care about Q2 Q4 goals
I don't care about projects
I don't care about putting in any effort
I've truely given up and skating by

This company has su-ked out my humanity & left me underpaid & overworked
When all you get is a 'thank you'
All I can say is fu-k you

A senior leader kept making derogatory remarks, so I eventually stopped engaging with them socially. After that, my manager started ignoring my contributions, and not long after that, I suddenly had a bad performance review for the first time ever. Funny how that happened.

Is it possible that leaders get worse and worse? I thought we’d reached the bottom of the barrel but this was a new low for webcasts.

Remember….key message….you should look forward to being sold as you may get more money in your business…and….

I’m in charge of safety…….but I care about money….i care about money….save money…..

A sad day.

What a joke anyone that pushed back in BCS got let go or demoted. All the yes men moved to Dallas because they can’t get a job any where else. Any ideas are from AI. Just keep saying yes. Cuts coming huge in March- yes- yes- yes

Source: K. Box

Harvard Business Review found that 58% of employees trust a complete stranger more than their own boss.

That sounds wild until you’ve worked for the wrong person.

Then you understand it immediately. A bad boss doesn’t always yell.

Sometimes it’s vague expectations.
Feedback that changes depending on the day.
Credit that disappears before it reaches your name.
Meetings you stop getting invited to.
A paper trail that somehow only includes your mistakes, not the context around them.

Then your behavior starts to change.

You over-explain.
You reread every message.
You stop asking direct questions.
You start keeping receipts because you don’t trust what will be said later.

That’s what broken trust at work does. It doesn’t just make the job harder. It makes you second-guess your own judgment.

And most people don’t leave after one big blowup.

They leave after one more meeting where the story changes.
One more rule that only seems to apply to them.
One more moment where they realize they’re documenting reality instead of doing their job.

At some point, it clicks:

You didn’t fail in that environment.

You were trying to survive it.

https://www.zacks.com/stock/news/2984394/tfc-still-trails-its-2019-merger-targets-can-the-new-ceo-change-that

This place has constant layoffs and poor management. Coworkers are friendly but that's about the only positive thing. Leadership has no accountability, pay is low, raises are ridiculous no matter how long you stay, and work-life balance is non-existent. A cr-ppy company all around.

With their ultimate goal to push people out, specially those who have been with the company for a long time, they are hoping to avoid having to pay out packages. This is now known as a fact.

It also is now clear that management is now scrambling to keep control and also to hide their books and revenue lost, and give false hopes of there being a potential buyer who is ready to buy the company and "rescue" our decline. This false pretense is also being exposed beyond any doubt.

Many of us spent who were passionate about what we did are now operating out of fear... fear of being ambushed, fear of being FIRED or put on the spot. Being humiliated because we under-performed in the last month or now being spied on by an AI agent which listens to our conversation in a zoom call or the content of our email exchange. It is clear that those who come up with these ideas or push to implement them are completely unaware of how human productivity works. You can not have human beings operate at a productive mental capacity or creativity when they are in a constant state of fear and panic, this is a proven fact that anyone with minimal knowledge of human psychological behavior would know. This is simple and effective proof that this company is being run by incompetent "leaders" and managed by unskilled "managers" who only believe in the power of the iron fist.

To the remaining customers: Before you buy into the "pitch" that you are receiving from your friendly Omnissa sales team, take a few minutes and read the comments that the employees and ex-employees have left here about what it is like to work in this place. If this is how the company treats its loyal employees, rest assured they will not hesitate to treat their customers the same.

That's it. Performance doesn't matter. The more you are willing to kiss a-s, the further you'll get.

Face it. Very few things there aren't.

Performance ratings were completely ignored. Favorites and yes-people stayed while genuine hardworking colleagues were let go. People are judged by how they dress and who they flatter, not by their actual work. I hate what this place has turned into in the past several years.

VATC is such a joke, my prediction is Visa will rollback on their layoffs and try to hire back alot of people next year after they realize the tool is a complete failure and waste of time and money and literally has caused incidents to shoot up.

VATC is a such a failure, work that took minutes to do now takes hour or even days because they are shoving this failed tool down peoples throats.

I haven’t spoken to a single person that thought this was going to be a success.

My god, can this little troll do anything right? The stock is a yo-yo now and we’re at all time lows. A monkey could run this place better.

All these layoffs are unnecessary. The only reason they're doing it is to keep artificially inflating the stock price. Greedy mother F@#$&@$!!!

In my personal experience, Jeff Nibler and Kyle Goodwin are two of the worst managers I have encountered in my career.

Their leadership was an exhausting combination of unclear direction, poor communication, weak accountability and an astonishing lack of meaningful support. Problems were allowed to fester, legitimate concerns seemed to disappear into a void, and employees were left to deal with the consequences of management failures they did not create.

Working under them felt like being trapped in a leadership vacuum. Instead of providing clarity, they created confusion. Instead of building trust, they eroded it. Instead of helping employees succeed, their management approach made already demanding work needlessly frustrating and demoralizing.

What made the experience particularly intolerable was the apparent disconnect between leadership’s perception of itself and the reality experienced by the people doing the work. Accountability seemed to flow downward, while support rarely did. Their management did not merely fail to improve the workplace—it actively made the workplace worse.

This is my personal assessment, and I do not claim to speak for anyone else. However, anyone considering a position reporting to either of them should proceed extremely cautiously. Ask current and former employees direct questions about morale, turnover, communication, psychological safety and how management responds when challenged.

A difficult job can be manageable with good leadership. Under Jeff Nibler and Kyle Goodwin, the leadership was the most difficult part of the job.

Why give more when they're paying less? Work your wage.