#corporateculture

No one has seen corporate officers out in public or at work centers. Are they hiding in their corporate refugees and private equity firm gated enclaves? They obviously recognize outside their fawning and servile sycophants they are loathed and despised by employees and customers. It is obvious they are going to extreme measures to conceal their whereabouts. We have to face our coworkers and customers everyday. Why do we continue to tolerate cowardly leaders, who have no skin in the game and steal all our profits?

It's such a simple concept that's been proven true over and over again: treat employees like they matter, and they'll make a difference. But when you treat people like cr-p, even if it's just some, everyone notices. The respect you lose isn't just from that one person, it's from everyone watching. This place used to understand that. Now it's just another lesson they'll learn too late.

We grind, we sacrifice, we build just to have them step on us and move on like nothing happened. Cisco has lost whatever soul it once had.

The upstream has been gutted. We are staffed for copy and past Guyana and copy and paste Permian. With the Horizon challenge nothing is copy and paste now. Executives baffled why everything isn’t like Guyana and Permian. Endless effort being expended to hold their hands and explain to them why everything isn’t not as easy as Permian and Guyana. Sadly they aren’t smart enough to understand so just keep yelling at the teams to find a way.

The lifting of consent order on Citibank by the OCC and the Federal Reserve this year is not quite a sure thing.

That "90%" complete line from the C suite is more about checking the boxes and implementing controls, not actually achieving clean data.

Rogers Sports & Media recently laid off 230 news media workers across six radio stations nationwide. This action followed the company's significant investment in Maple Leaf Sports & Entertainment. Union representatives criticized these decisions as prioritizing corporate interests over employee welfare. Negotiations for collective agreements had been protracted, with allegations of stalling tactics by the company. The layoffs highlight concerns about the future of local news coverage in Canada.

Vancouver, BC

https://pressprogress.ca/rogers-layoffs-stemmed-from-corporate-decisions-taking-precedent-over-workers-union-says/

Has anyon else who retired from Mobility Management get a letter sating that Life Insurance was canceled and not eliegible for even the $15K of insurance? Just more of AT&T cutting promised benefits then daring you to challenge them when they/Fidelity Benefits center have all documents which they never share

How does it make sense that private companies receive billions in American taxpayer dollars to run government funded programs (like Medicare and Medicaid), but are then allowed to lay off American workers and offshore those exact jobs overseas?

1. How does this build our economy?
   When public funds pay for these contracts, shouldn't a primary goal be keeping those tax dollars circulating within the U.S. economy? Offshoring eliminates middle-class administrative jobs, taking wage tax revenues and local spending power completely out of our communities.

2. How does this benefit the average citizen?
   The standard corporate argument is "cost savings," but rarely do those savings translate into lower healthcare costs or better services for the public. Instead, taxpayers fund the contracts, domestic workers lose their livelihoods, and profits go to corporate margins. (Sarah)

3. Why are foreign entities allowed to manage our sensitive data?
   This is the most concerning part. Millions of members' Social Security numbers, home addresses, financial details, and medical/disability records are being accessed, processed, and stored in databases overseas. Even with Business Associate Agreements and basic CMS/HIPAA compliance, sending sensitive American data outside U.S. legal jurisdiction creates obvious security and privacy risks? Were we not just trying to ban TikTok for data reasons but sending our most private information is okay to send overseas?

Most of these are rhetorical as I know the main answer is that this is for millionaires/billionaires to gain more money and that they don’t actually care about the American people.

And Sarah if you’re wanting to reinvest into the company, why don’t you use some of your massive salary?

They are using reviews to set us up for termination with no severance. It’s happening to well-respected employees who have propped this company up for years through all their corporate governance issues, consumer abuses and scandals. (I like to believe there are still some good managers here, but they are reporting to people who have made it to the top at Wells Fargo. People don’t make it to the top at Wells Fargo without being ruthless and narcissistic.)

Don’t assume your review is a meaningless routine HR checking of boxes.

• If you disagree with something written in your review, politely and factually correct false claims in writing. Ask for specific examples of where you failed, and submit your written rebuttal to add to your personnel file.
• Do not lightly sign a review you disagree with, or a disciplinary write-up on the spot. Add a brief note next to your signature stating that you receipt-only sign and disagree with the assessment.
• Maintain a file on a personal device of past positive reviews, emails, chat logs, and project data (however you can do so within company policy) to prove your performance. Assume you may need it.

There is a unique kind of professional dread that comes with sitting in a mandatory weekly roundtable for a company with no remaining backlog. Being asked what are you working on when the answer is effectively nothing, because we are sitting ducks turns corporate communication into pure performance art. It highlights a painful gap in leadership when routine replaces reality, forcing employees to invent micro-tasks just to fill the silence.

We all good with this? Crazy.

I’ve never seen this many heartless creatures concentrated in one workplace. Compassion? Don’t make me laugh. They recite corporate buzzwords like malfunctioning robots ,repeating “values” and “culture” they clearly don’t understand. And the managers… delivering the same recycled ice‑breaker lines like they’re reading from a script written in 1998. “It’s nice seeing your smiling face again.” Really? Try actually looking at people’s faces before you sp-t out that nonsense.
And for the love of basic honesty, stop putting words like culture, team, or mentorship anywhere near the name ExxonMobil. Those words don’t belong in the same galaxy.

Next week is Culture Week, everyone! Get ready for the toxic leaders of one of the world's most contemptible, companies to gaslight their employees into thinking we have a culture that goes beyond mistreating people, devaluing them and underpaying them. You really can't make this sh-t up.

Whose idea was it and what was the true purpose? Photo Op for LI?

Anyone else notice it’s no longer ever mentioned?

Innovation doesn’t die because people run out of ideas.

It dies when meetings replace making.

When every experiment needs five approvals.

When PowerPoint or Keynote become more valuable than prototypes.

When politics outrank curiosity.

When protecting careers matters more than questioning assumptions.

When “alignment” becomes code for “don’t rock the boat.”

The irony is that the companies famous for disrupting industries often become experts at preserving the status quo.

You can hire the world’s best designers, engineers, and creatives, but if they’re rewarded for managing risk instead of creating value, don’t be surprised when innovation turns into theater.

Real innovation is messy. It creates tension. It challenges leaders. It makes some people uncomfortable.

If everyone in the room agrees, you’re probably not innovating—you’re just documenting consensus.

The biggest threat to innovation isn’t a lack of talent.

It’s bureaucracy wearing an innovation badge.

#Innovation #Leadership #ProductDevelopment #DesignThinking #CorporateCulture #Engineering #Creativity

We have too many in-house counsels and law function leaders. I have seen 2-3 in house counsels in some internal meetings. They are tripping over themselves!

The function overall and within business lines has put in place “zipper model” org charts to align with similar hierarchy positions in other functions. This includes 1:1 law-to-business leader relationships. THAT IS NOT NEEDED post 2025!!!!! Other functions have rationalized cost, often serving multiple businesses (what we saw pre-2025). The zipper model is seen not just with the Law org chart, but also on how Law leaders expect to be advised by their senior counsels within a business. They want to be spoon fed, often to participate on an equal footing with other function colleagues.

Also, have you seen how Law function internal approval is sought? Tons of leaders are copied or addressed on emails. These are ornate emails that cut and paste from emails used in the business. It’s a who’s who of the function on these emails.

Law function work appears MOSTLY administrative and coordination in its nature. They are experts in keeping their function leadership aware of issues and managing the real work performed by others, including external counsel.

Can we make real and lasting change here?

The latest questionnaire was due end of Feb.
I was let go in April.
Did corporate ever roll out the results or was it too impossible to apply the lipstick?

CDW used to be an A+ company. It valued its people and understood that its success came from experienced employess w/strong ties to customers... Now, the focus has shifted from people to $$$s. Employees feel replaceable, like #s, no longer valued. Old culture made us great but now is gone. If you've been around long enough you understand what I am saying.

Im curious to know who tf thought it was a great idea to bring this pr--k onboard after doing dirt and GS and just destroy anything left of BNY

You are just a drone that exists to serve the Corporate Elites. Will the last bot out please code an AI agent to fraudulently open some accounts.

I wonder what kind of malarkey the CFO & CEO are putting together to make Humana look so good. Wonder if they will say anything about all the qualified and experienced workers they are displacing.

Humana, and all of these large for-profit health insurance corporations, need to have their Medicare & Medicaid contracts taken away by the government. These corporations have milked and taken advantage of a system that has propped up these corporations that are not only fulfilling their end of the bargain.

The whole reason for these cooperations administering Medicare Advantage, in lieu of Traditional Medicare was to help keep costs from getting out of hand by guarding against fraud, waste, and abuse. But instead of fulfilling THAT mandate, these corporations are lining c-suite executives and shareholder’s pockets with millions of dollars, all the while in denying catastrophic health claims to the elderly, poor, and disabled AND displacing its own American citizen workforce with cheaper temporary H-1B Visas. And these corporations are not even dealing with the fraud, waste, and abuse. But they are denying legitimate claims.

These for-profit corporations would not even exist if not propped up by American tax payer monies. And yet they continue to layoff their very own country’s (Americans) workers, some of which even served their country during wars. This is a slap in the face to this country!

Instagram posts showing happy employees look like they're from a parallel-universe Dell.

Long article on FB in terms of his past at JPM and FD/Fiserv
I tend to believe the accusations and love the fact he’s the lead story that brings up his past selfish and unprofessional activities. Spying, clawing his way up the ladder, seems like a real tool

I'm not an "Alumni".

• You FIRED me after 2 decades of stellar reviews & documented accomplishments.
  *"WFR" is a nice way of saying "we can replace you for pennies on the dollar by offshoring your role". ONLY the execs are allowed to maintain a good quality of life. Back to the streets with you Peon!
• I was "told" I was safe...lying corksoakers.
• Corporations are fully vested in the two layers of societal ranks. Either you are rich or you are poor & on government assistance. Dell USED to seem like they cared for "their" workforce. Nothing could be further from the truth today.

We are NOT Alumni. If you are kicked out of College, you dont get to claim to be an "Alumni".

Whos having a corporate visit soon?

If you care about your mental health, stay far away. They'll tell you they care about employees, but it's all talk. You're just a number to them and they treat you as such.

I recently spoke with my manager about my promotion, and was told I need to demonstrate more 'value' by filing patents. But honestly, what is the actual worth of these patents and whitepapers? It’s an open secret that people are just gaming the system with trivial filings just to climb the corporate ladder, and with AI in the mix, this flood of useless filings is only going to skyrocket. To make matters worse, it's common practice to just slap a manager's name on a bogus patent to buy favor and leverage it for a promotion. Can anyone name a single patent filed at Fidelity that has actually generated measurable business value? It feels like high-level performative work disguised as innovation. Why is management particularly in Indian corporate tech culture so obsessed with this metric?

Ghoulishly giddy, whistling past the graveyard of loyal,longsuffering salaryman careers, sacrificed to the quarterly EPS projections.

Laid off yesterday from SoFi. AI absolutely replaced my job! SoFi talks a big game about their people and values but at the end of the day they are just another corporation and you just another number especially if you don’t fit into their DEI ideals.

Everyone's exhausted hearing the word AI. It's in every memo, every excuse for why headcount keeps shrinking. Fine. Let's actually use it, then. Not to write emails faster. To see the picture clearly.

We used it to pull profit numbers back to the year this company formed. Not a single loss year in over two decades.

We used it to compare executive pay against the exact years benefits got cut.

We used it to see that severance costs are often a fraction of what gets paid out in dividends in a matter of weeks.

We used it to understand who stock buybacks actually benefit, and it is not the person worried about their next paycheck.

We used it to recognize known corporate playbooks: titles structured to strip organizing rights, restructuring that lines up with headcount targets already decided.

We used it to confirm national union density has been eroding for seventy years, and we're living the tail end of it.

We used it to separate real savings from cost shifting, franchise conversions and rehire-at-a-lower-rate schemes that look like savings but are wage suppression with extra steps.

None of this required insider access. It's all public, buried under enough jargon that reading it feels like a second job.

So if they're going to hand us the tool and tell us to use it or get left behind, use it. Educate yourself on the company you actually work for. Don't take what they hand you in a rally with the claps and the p-m poms as the whole picture. Pull the numbers. Pull the board backgrounds. Pull the org chart changes. Do the research yourself, not because someone told you what to think, but because you finally can see it for yourself.

Once enough of us see the same picture, at the same time, the direction gets a lot less complicated.

This organization is living proof that a company can spend years talking about delivering transformation while failing to transform the one thing customers see first: its own identity.

A meaningless random letters name reflects wasted opportunity, lazy thinking and a complete lack of effort. Millions are spent on branding, consultants and campaigns yet still produce a name with zero meaning, zero message and zero relevance.

A masterclass in wasting resources while creating nothing relevant and memorable. If a company cannot clearly define itself, why should customers trust it to redefine them?

Please tell me I'm not the only one who finds this phrasing offensive? They're plastering this phrase on every corporate email like a proud child showing off their finger painting. I think it smacks of condescension from the higher ups. Like we're not taking our jobs seriously enough or working hard enough. Also, we don't "own" anything here as evidenced by the fact that they're cutting us loose at every available opportunity. You want buy-in from the employees? Give us job security and fair compensation and benefits, not patronizing emails.

How many people on this site are commenting with perspectives from Retail vs Corporate functions?

Total spam communications that always makes me mad.

The email about record profits, all the while NOT paying for performance angered me.

How we feeling? Comment below.

The rain didn't just fall in Houston; it came down like a personal insult, slicking the concrete of the Chevron headquarters with a greasy, iridescent sheen. Down in the lobby, the brass logo gleamed dull and indifferent under the fluorescent hum, a twin-peaked mountain of corporate ambition that felt more like a tombstone to the folks still trapped inside.

​Through the smoked glass of the executive suites, the silhouette of Chevron's big-money boss, Mike Wirth, cast a long, cold shadow. From up there, the employees on the ground didn't look like people. They looked like numbers on a spreadsheet that needed to be pruned.

​They call it "efficiency." They call it "optimization." But out here on the wet pavement, we know the real name for it. It's a slow-burn squeeze.

​The playbook was simple, pulled straight from the dusty drawer of every corporate hatchet man who ever wore a tailored suit. You don't fire people—not when you have to pay severance. You just make the air too thin to breathe. You mandate five days a week in the office, watch the commute times choke the life out of them, and strip away the little things until the desk feels like a cage. You let the pressure cook until they pack their cardboard boxes and walk out the door of their own free will.

​It was working. But the cost wasn't on the balance sheet.

​Walk the halls after 5:00 PM, and you could feel the exhaustion like a physical weight, thick enough to cut with a rusted butter kn--e. The coffee in the breakroom tasted like battery acid and broken promises. Morale hadn't just hit rock bottom; it had started digging.

​People who used to swap weekend plans in the hallways now just traded hollow, thousand-yard stares. Every meeting was a funeral march. Every email was a landmine. The whispers in the elevators weren't about projects or pipelines anymore—they were about escape routes.

​"How many years do you have left?"
"Is anyone hiring?"
"I can't take another reorganization."

​It was a complete mess. A beautifully manicured, multi-billion-dollar disaster.
​Up on the top floor, Wirth and his circle probably looked out at the rain-slicked city and smiled, counting the pennies saved on departed salaries. They thought they were clearing the decks. But down in the engine room, the people keeping the lights on were running on empty, their spirits washed down the storm drains along with the rest of the city's grit.

​The oil keeps pumping, and the dividends keep flowing. But in the dark, rainy night of Chevron’s soul, the tank is running bone dry.

I want people’s opinions on this. The UW Campaign is in October, and the committee is pulling in the ERGs for engagement. They claim the focus is on the people—not Imperial. But let’s be honest: every single thing we do still gets stamped with Imperial’s name, and employees onsite have zero motivation left. I don’t see how we’re supposed to “engage” anyone under these conditions.

Something that executives probably are not telling you is their concern as to the unexpected costs by AI providers (vendors) for AI tokens.

AI is today actually more costly than human beings workforce performing the same tasks.

Now I know they have been telling you that their goal for AI is not to replace anyone but rather to assist them in their daily work to focus on higher learnt daily tasks. Well, that is simply an outright lie (or fabrication if I am to be more civil in my wording).

They most definitely want to replace you!

Unfortunately for them, they probably had to ramp up letting persons go before AI had “learned” everything simply because AI is costing large corporations way more monies than they anticipated. So, to keep stock prices up and shareholders happy, they have had to earlier than anticipated had to layoffs folks to offset tje high AI costs.

Notice nothing has been said yet about the true customers (aka the members) as to how things will affect them. That is because members are not even in the equation (the thinking mindset) of the executives, as to their decision making.