#company

Posts mentioning hashtag #company

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Xerox has never cared about innovation

True story. Back in 1998 I had some ideas on how Xerox devices could incorporate features that customers were going to want. These were device wipe, encryption and similar security features. I was able to get these ideas to a product dev team. The response I got was that Xerox develops products based on what customers are buying, not based on assumptions of what they may want in the future. I took that to mean that Xerox copies but does not innovate. And here we are.

#Customer #Company

Hiring/offering freeze

Has anyone been affected by this while making an external or internal move. I spoke with a coworker of mine who was supposed to leave to another department but they are still here months after they were scheduled to leave. They said thier offer is frozen with no end date insight...is that normal?

#Company #Concern #EmployeeRelations #HiringFreeze #InternalMove

Dell layoff pattern

Has anyone else noticed a growing pattern / trend with Dell layoffs where "someone" will "leak" information about a particular group or org's upcoming layoffs, but layoffs are not for months out. Then, the company will do everything in its power to make their lives a living he-l so they quit on their own before their slated layoff time.

I've seen this pattern over and over now. Pretty slimy way to run a business. The forced attrition has gotten out of control.

#Company #Culture #ForcedAttrition #Layoff #LayoffRumor

Observations

Some CMSA managers don't recognize corporate reactive abuse and how it affects employees and intimidate employees to quit or push to fire them when the employees make managers life difficult due to unprofessional interaction. Favoritism and double standards, a corrupt power dynamic that uses the 10 hra quotas as justification for everything seem to be the norm; enforced standards for some but not for others. Power corrupts absolute power corrupts absolutely. Hartless. A broken top-heavy system employing broken people trying to help even more broken people while being managed by a greedy hierarchy.

corporate reactive abuse customer service roles

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    Corporate reactive abuse in customer service roles refers to a pattern where employees, subjected to sustained verbal abuse, unreasonable demands, or emotional toxicity from customers, eventually "snap" or react defensively—such as by raising their voice, becoming sarcastic, or cutting off a call—and are subsequently punished or blamed by management, who focus on the employee's reaction rather than the initial abusive behavior. This dynamic is often a symptom of toxic corporate culture, where "the customer is always right" is pushed to an extreme, devaluing worker safety and mental health.
    Reddit
    Reddit
    +4
    Dynamics of Reactive Abuse in Customer Service
    The Abusive Cycle: Customers, often feeling empowered by the "disinhibition effect" (acting more hostile over phone/chat), engage in verbal abuse, insults, and threats.
    The "Snap": After being treated as a "human punching bag," employees may react with defensiveness, hostility, or by intentionally sabotaging calls (e.g., misdirecting, holding).
    Blame Shifting: Management or customers use this reaction to label the agent as "unprofessional" or "hostile," reversing the roles of victim and perpetrator.
    The "Tone" Police: Employees are often disciplined for their "tone" or for being "too sensitive" when attempting to set boundaries against abusive language.
    Instagram
    Instagram
    +6
    Impact on Customer Service Staff
    Psychological Distress: High rates of burnout, emotional exhaustion, depression, and PTSD, with staff often forced to endure abusive interactions for fear of losing their jobs.
    Internalized Dehumanization: Agents report feeling that their job is to absorb emotional violence rather than provide service, leading to high turnover rates.
    Physical Stress: Cases of staff continuing to work while experiencing physical distress (e.g., vomiting, not being allowed breaks).
    Reddit
    Reddit
    +2
    Corporate Causes and Responsibility
    Normalization of Abuse: Management often acts as though being verbally attacked is "part of the job".
    Lack of Support: Supervisors may overrule agents who attempt to hang up on abusive customers, forcing them to remain on the line.
    Performance Metrics: Over-emphasis on Average Handle Time (AHT) or high satisfaction scores (CSAT) discourages agents from terminating abusive calls.
    LinkedIn
    LinkedIn
    +4
    Signs of a Healthy vs. Toxic Response
    Toxic/Reactive Environment: Management blames the employee for the interaction, ignores complaints about client behavior, and forces interaction despite insults.
    Supportive Environment: Policies clearly state that abusive language is not tolerated, employees are empowered to end calls after warnings, and "mental health days" are permitted.
#Company

Perf Season 2026?

We should be well in the thick of 2025 perf reviews!

How many of you or your teammates are suddenly "no longer with the company?" Any fun HR surprise appearances this year?

#Company

Newell Brands Plans Yankee Candle Store Closures, Workforce Reduction

Newell Brands announced significant changes for Yankee Candle. The company plans to close 20 stores. These closures affect locations in the United States and Canada. Approximately 900 Yankee Candle employees will be laid off. This action is part of a broader productivity plan.

https://www.ctinsider.com/business/article/yankee-candle-stores-layoffs-ct-21221134.php

#Canada #Closure #Company #Layoffs #WorkforceReduction

CVS Health-Aetna Cuts More Remote Jobs

CVS Health plans to lay off 313 additional remote workers. These layoffs include 17 employees in Connecticut. The terminations are set for April 3 through July 31. The company cited operational changes in its Small Group business. More than 1,000 employees have been cut over the last two years.

Hartford, Connecticut

https://hartfordbusiness.com/article/cvs-health-aetna-laying-off-313-remote-workers-17-in-ct/

#Company #Connecticut #Layoff #Layoffs #RemoteWork

Fireside Chats aren’t all lame

Scene: Corporate office conference room. A banner reads “Forward Together.” It’s hanging slightly crooked.

⸻

EMPLOYEE:
Mr. Go-Go, thanks for sitting down with me. Employees have some questions about the company’s direction over the last few years.

GO-GO:
Of course. Transparency is very important to leadership. That’s why my office door has a window.

⸻

EMPLOYEE:
Some people feel like the company went from an industry leader to… well… struggling a bit.

GO-GO:
I wouldn’t say struggling. I’d say we’ve entered a period of strategic unpredictability.

⸻

EMPLOYEE:
Right. And some employees think leadership decisions might have played a role.

GO-GO:
Impossible. Leadership can’t cause problems. Leadership is what fixes problems. That’s basic leadership.

⸻

EMPLOYEE:
One concern I keep hearing about is the risk of employees talking about unionizing.

GO-GO:
Ah yes, unionization. We’ve studied that extensively.

EMPLOYEE:
What did you conclude?

GO-GO:
That employees tend to talk about unions when they’re unhappy.

EMPLOYEE:
That sounds… concerning.

GO-GO:
Not really. Our solution is simple.

EMPLOYEE:
What’s that?

GO-GO:
We encourage employees not to be unhappy.

⸻

EMPLOYEE:
Another topic people mention is moving operations away from places like Bartlesville, which some say has been keeping the company afloat.

GO-GO:
Yes, we’re very proud of our strategy there.

EMPLOYEE:
Could you explain it?

GO-GO:
Certainly. Bartlesville has been very reliable for decades. Which means it’s clearly time to move away from it.

EMPLOYEE:
Why would reliability be a problem?

GO-GO:
Complacency. If something works too well for too long, people start expecting it to keep working.

⸻

EMPLOYEE:
So the plan is to move resources away from places that are performing well?

GO-GO:
Exactly. Leadership is about bold moves.

EMPLOYEE:
Even if they don’t make sense?

GO-GO:
Especially then. Those are the moves people remember.

⸻

EMPLOYEE:
Some employees say the company culture has become dysfunctional.

GO-GO:
I disagree completely.

EMPLOYEE:
You do?

GO-GO:
Yes. Dysfunction requires coordination, and we have very little of that.

⸻

EMPLOYEE:
What about morale?

GO-GO:
Morale is very important. That’s why we measure it every year.

EMPLOYEE:
What happens after you measure it?

GO-GO:
We measure it again the next year.

⸻

EMPLOYEE:
So what’s your plan to turn things around?

GO-GO:
Simple. We’re forming a task force.

EMPLOYEE:
To fix the problems?

GO-GO:
No, to identify the appearance of problems.

⸻

EMPLOYEE:
And then what?

GO-GO:
Then we’ll form another task force to determine whether the first task force should have existed.

⸻

EMPLOYEE:
Well… that sounds thorough.

GO-GO:
Leadership always is.

⸻

EMPLOYEE:
One last question. Are you confident in the company’s future?

GO-GO:
Absolutely.

EMPLOYEE:
Why’s that?

GO-GO:
Because if things get any worse, expectations will be much easier to exceed.

⸻

EMPLOYEE:
That’s… surprisingly reassuring.

GO-GO:
Thank you. Confidence is the cornerstone of leadership.

⸻

EMPLOYEE:
Well Mr. Go-Go, I appreciate your time.

GO-GO:
Anytime. Now if you’ll excuse me, I have an important meeting.

EMPLOYEE:
About fixing the company?

GO-GO:
No. About changing the banner in this room to say “Strategic Excellence.”

I think it will really boost morale.

(Credit GBT) someone please make a short out of this!!! lol

#Company #Culture #Leadership #Morale #Union

The art of ki-ling your cash cow

In a stunning display of visionary leadership, Clearlake has decided to let two complete rookies role‑play as CEO and CTO of One Identity.
Their first genius move? Try to fire the entire Identity Manager team and replace decades of hard‑won expertise with an army of low‑cost code monkeys offshore.
Nothing says “strategic innovation” quite like dismantling one of the company’s last profitable products. But hey—let’s just hope the next buyer doesn’t notice the smell of burning cash just yet.

#Company #Culture #Layoffs #Leadership #Strategy