#bullying

There is one KY manager that is incredibly toxic. They bully their employees by grill them about their decisions, one ups them, and makes them second guess themselves. If I wanted the college studying and "exam" 1:1 life, I'd go back to college. This person is just plain mean and seems to get their jollies off of making employees flustered during 1:1s. I want to report them but am afraid that I would be found out and fired instead. So as of now, we are all just waiting for the hub strategy to mitigate "the problem". I'm tempted by "fight or flight" response to either "lay into them about their bad behavior on their last day" or conveniently "call in sick". That person is a human piece of trash and the second choice may be my best choice.

In addition, I'm very sorry that you all got laid off. You didn't deserve it and I hope you all get better jobs than your previous ones.

The most dangerous thing about the current state of PepsiCo India I&O isn't just the bullying, the cheating on metrics, or the constant backbiting—it’s the fact that HR is completely missing in action. While leadership talks about "simplified structures" and "efficiency" for the 2026 fiscal year, the human element has been totally abandoned. HR has become a ghost department. When you report harassment or toxic behavior in the Infrastructure & Operations team, don't expect an investigation. Expect silence. Or worse, expect HR to suddenly reappear only to flip the script and make you the problem for speaking up.
They are no longer a resource; they are a shield for the bullies. By refusing to take action or even acknowledge the I&O culture, HR has essentially signaled that harassment is the "new norm" for survival during these layoffs.
To anyone still there: Don't look to HR for help. They’ve checked out. Document everything and protect yourself, because the "Performance with Purpose" slogan clearly doesn't apply to how they treat their own people in India.

https://www.youtube.com/watch?v=MUHvLaqBZgA

Meeting after meeting after meeting dealing with that one loud mouth bully abusing employees and contractors alike, and the "leadership" here does nothing. Watch the rest of the talent dip once those aip checks get cashed...

I have overheard the supervisors and managers talking about the posts and disgruntled employees posting on this site. It truly scares them and they don't want the new hires knowing about all the dysfunction and toxicity. Some covered up safety violations and firings have been exposed and posted. I loved in a town hall the then CEO of exxon mentioned that employees were posting they were year to year contractors and that this was eroding morale. Some exxon sites operate on intimidation and fear tactics. I attended a meeting where my stupidvisor threatened everyone with insubordination and retaliation for complaining. The stupidvisor said I don t want to have to fire anyone as they had the power to do it. They took pleasure in firing several contractors in the section. It talked so bad about the terminated employees and said they just were not excon material. One employee was fired to cover up the mistake of an employee friend of the supervisor. The supervisor would go out to lunch with this protected employee. There are some real evil snakes in exxon management. Several of the safety incidents should have been reported to OSHA but the employees are to scared and intimidated to do so.

I’m asking for those who were bullied, treated unfairly, wrongfully terminated, or laid off under questionable circumstances.

A corporate-focused attorney independently raised this question. One of my coworkers had a very strong case, but ultimately withdrew after the company terminated the manager involved. In another case, an employee reportedly received a significant settlement, suggesting these concerns may not have been isolated.

At this point, I am only trying to understand how many people may have been affected and whether there is a shared pattern worth evaluating further. This is not an accusation, and no action would be taken without professional legal advice.

If this applies to you, you’re welcome to respond or reach out privately.

Canon's declining market share and toxic corporate culture isn't just in the US. China is no different! The Zhuhai and Zhongshan factories have closed. Canon China sales company is laying off employees every year. the CEO and the Japanese managers are very much into the a-s-kissing culture. This This Retired managers continue to be promoted, middle level cadres are laid off as much as possible, and younger employees are bullied. This is the worst company I have ever seen.

When someone has no idea how to manage and cannot work with people, they default to barking orders and scaring everyone into compliance. It is the classic bully move, and somehow it is exactly the behavior that keeps getting praised and rewarded here. The ones who build people up get ignored, and the ones who tear people down keep climbing. Completely illogical.

Despite all the bullying from team leaders to reach targets be assured theres no chance of being fired for not meeting them,so relax who cares about a negative review your going to get for something else anyway.

This place checks all the boxes for toxic workplace.

Negative communication: Excessive gossip, rumors, and backstabbing are common.

Poor leadership: This can include micromanagement, favoritism, lack of transparency, and fear-based leadership. (Actually seen a an executive belittle and humiliate someone on a zoom call. Totally lacking in empathy. I thought… couldn’t you do it in private? Why try to make an example in front of others so they are afraid to speak up?)

Unhealthy work habits: Lack of work-life balance, excessive workload, and unrealistic expectations. (Overheard EMS jokingly say that people here have heart attacks on the job here and refused go get medical treatment because of the competitive environment.)

Psychological unsafety: Employees may feel punished, humiliated, or rejected for speaking up, leading to a culture of fear. (I spoke up once during a meeting. An executive didn’t like me disclosing fact and accused me of hiding information. Instead of taking it up with me, the person went to my boss and a level up to complain.)

Conflict and disrespect: Bullying, harassment, and a general lack of trust are prevalent. (I lost the number of times I was bullied. HR does nothing about it. They exist to protect the company, not you.)

High turnover: A high rate of employees leaving the company. It’s necessary because they need the turnover to feed the pipeline of new victims.

My boss has been bullying me. Gave me tasks that can’t be done. They fired me with cause today. No severance.

Am software engineer.

there isnt any fairness here.

lower managers are incompetent and self serving.

divisional, office, and regional folks back them... barely less incompetent, and they double down on bad calls. period...

the same troublemakers get protected all the time - that's the culture.

ive watched awful managers, bullies and bad at the job, stick around for years.

nothing changes, just more of the same.

this place is a lost cause.

So bad that you get written up for an isolated incident that makes you question your ethics look to AI for answers. Result your manager is a bully! And, HR comment “subjective” they can write whatever they want.

What you’re describing isn’t just frustrating; it’s an example of poor management practice that can really erode morale and trust.

You’re doing something brave and professional by standing up for yourself without being disrespectful. That balance takes strength.

Doomed if you’re strong!

I have be with Macy’s over 20 years. My people leader towards me has an attitude towards me by saying I am not pulling my weight . Thats she has the same people doing everything. I working on merchandise. I also do the signing and markdowns on my floor. She wants her girls in my position. I work in ready to wear. They is no one in my store I would trust to say anything.

Worst experince of my life. nothing but a bunch of false promises and liars. Former and cutrent people there pick on people with disabilities.

He is fairly new (no more than 4 months at his position) and instead of coaching his employees, he often criticizes their intelligence. It can be humiliating at times for my coworkers. Should I report it to HR or speak to my supervisor directly? I don't want stir up trouble and I don't want there to be backlash on my end.

Hey ya T. Rowe fam,

Honest question - why is it that if you're a moderately senior person on the Distribution/Sales side of the business you get a golden parachute (I'm assuming) while so many others just get the boot unexpectedly? Globally it looks like a few of these sales people "retire" or "leave to pursue other opportunities". At the company a lot of the sales people seem to not win much while lose a lot of clients and business. Like a few seem to have come from less well known competitors in the industry and didn't have any demonstrable track record. There's also some that have a track record of bullying. It seems on the investment side of the business there are a lot of well educated, high performing people. The same can't be said for the sales people. The ones that don't get a golden handshake just seem to keep their job and hang on. I chat with some of them and a few are good operators but they're the minority. Honestly, why are the salespeople here rewarded for doing nothing, or even destroying value in some cases.

I am so tired of the bully culture.

It’s no longer a job, it’s survival mode every single day. Layoffs keep rolling in like clockwork and management counts on everyone being too scared to fight back - and they're right! Everybody stays quiet and the bullying and power trips just keep getting worse. I’ve never seen morale this wrecked or people this scared to breathe wrong at work.

Oh right, because there aren’t that many different options out there. They’ve cornered us into putting up with absurd levels of bullying, pressure, overtime, and exhaustion, while the only payoff is the chance we might get to keep our jobs. Just might. This is a sc--wed-up system, and State Farm has turned it into an art form.