#corporateculture

Word is that Anthropic Claude has successfully hacked Oracle DB, Internet Explorer and Outlook codes with ease. Dinosaur Bones are vulnerable.

Corporate Messaging to start by end of the week.

The Executive Board, Supervisory Board, Group Executives, L1, L2, etc. will never ever allow a VERP in the US. The only places where they allow that are Germany and France and only because they are forced to by the strong worker protections. However, they already found a workaround with the new performance management system. Now they will lay off while giving the least possible severance they legally can. These people believe that SAP's money belongs to them so they try to maximize their own bonuses by cutting down on salary budgets and benefits for employees.

An on point post by @ag+1kpxsdtzm.

I feel a bit apprehensive about the upcoming Global Employee Meeting. Our results were good and beat market expectations and I know I should not feel this way. We have a lot of positive cash flow and can sustain good growth if we continue the trajectory. This is one of those times where smart CEOs and executive boards and supervisory boards (elected) would try to invest in more headcount to get an edge over our competitors. But I know that will not happen because
1) The biggest SAP commitment is to create enough cash flow for executive board bonuses and group executive bonuses
2) The second biggest SAP commitment is to create enough cash flow for share buybacks. SAP intends to spend up to 2.6 billion € (without incidental acquisition costs) in the period from 5 February 2026 until 27 July 2026 at the latest. https://www.sap.com/investors/en/stock/share-buy-back/2026.html
3) The third biggest SAP commitment is to create enough cash flow for the AI fairy tale. I call this is fairy tale because the total cost of AI solutions, third party development to make those solutions work for SAP employees, operating costs related to AI and opportunity costs when having to fix AI mistakes is very high.
In fact, there are reports that AI costs more than the humans they are intending to replace. But compared to humans, they do not have "workers rights" and can be easily exploited at the cost of our environment.
4) Lack of empathy in our executive board members and elected supervisory board representatives. Every earnings call and global employee call has one or two speakers apologizing for something derogatory they said towards employees. This doesn't matter because they go right back to treating us like dirt again.
5) Commitment to fake HR plans. The new HR under Gina scrapped all previous HR programs and want to reinvent the wheel again. What this means is that they want to reduce workers rights and reduce employee benefits. And they create a lot of busy work for themselves to talk about but this work has no impact or has a negative impact on the SAP culture. We had HPOM and then Performance Management. God knows what atrocity they are brewing now.

This and many other reasons make me apprehensive about the Global Employee Meeting. I am expecting layoff news either as a big number or a small percentage every year. I wish we had the courage to fight back by giving low unfiltered scores. I wish we had more courage to elect better supervisory board members and not the same ones again and again because they have shown themselves to be executive friendly and not employee friendly. I wish SAP had a real long term strategy that went beyond "we are copying others in AI slop". I wish I didn't have to worry about having a job when I work for a company that is actually making a decent profit.

How are you all feeling about the Global Employee Meeting?

There used to be a real sense of looking out for each other — that’s what made this place different. Lately, it feels like that’s been replaced with back-channel conversations, politics, and a constant need to watch your back( since the near shore, off shore concept started) They have more holidays, vacations that us folks .they are cost effective for l10 and below but most of them are banded and they definitely are not mature for it. No back ground check just got hired . i have few in my workspace.

It’s getting harder to trust intentions. Decisions don’t always feel transparent, and visibility doesn’t always align with contribution. That creates an environment where people are focused more on positioning than actually delivering.

Also hearing increasing concerns from the I&O space — behavior that comes across as bullies, b***, aggressive or dismissive, which isn’t what we should be normalizing as ‘leadership’ or ‘accountability.’

This isn’t about one team or one geography — it’s about the culture we’re building. If we don’t address it, we risk losing what made this place strong in the first place.”**

AI isn't replacing us, not at this stage, anyway. I just read about a legal firm that filed a court case full of AI hallucinations. This is just a cover for offshoring and old-fashioned cuts while funneling money upward. Look, I'm not saying ignore AI. Learn it, experiment, see what it can do. Some jobs can be automated with deterministic algorithms. Scale helps. But announcing millions of jobs lost? That tells you everything about corporate greed and a broken economy, not some AI apocalypse.

Like everything else here, it's just performative nonsense. Complete time sink. And irritating beyond belief.

Someone explain to me why we seem to have the money to travel the IT leaders in every region around so they can glad-hand and throw parties for their leadership cronies, when they don’t make us revenue. If anything they cost us more and more every day.

CFO got a $26 million bonus after layoffs. Doesn't that negate the loss of a whole bunch of jobs?

Former owner, Richard Baker has been served. He is defying the inquiry

The first Neiman Marcus bankruptcy they stiffed creditors 2.667 billion.
Now it seems the property art. Worth millions was not reported . Baker claims he has no access to his email .so don't ask him. The goal is to cheat creditors for minimal. Repayment. Then blame the court when creditors aren't payed. Or for the low level returned to them , as compensation. While bonusing a select few who don't even need the money. Zero accountability. More dis honesty.

Stankey’s bank account isn’t gonna grow itself. Be sure to work hard today so him and the rest of the C suite can line their pockets.

You’re probably working for some menial reason, like paying for your families healthcare, or being able to afford living.

Never forget, the only reason you exist is to make the rich richer. Once your job no longer makes them richer, you no longer have a purpose

Well, it's almost that time again.... Seems that more folks are on the bench than ever. With the recent departs of the wh-z-bank_no_bang_CAP_cant_hit_numbers crew (they were forced out cause they couldn't hit numbers Y/Y endlessly nor optimize TEAMMATE resource stats) seems that the list making time has come once again.

Best option from the CFO_MOUSE_MODE clown is to: reduce expenses, lay people off and coach Britanucus_Nothingness into how to tell the street that things are really on the up and up when in reality it is all about cutting costs to hit a number.

Well since the market analysts really have lowered expectations, like really lowered the price target the only thing left to do it is to back into a number then divide by the average headcount cost to figure out how many people to cut. All in hopes and aspiration that they will appease investors (of which there are a lot less these days). Hey, let's start with all those expensive CAP_CLOWNS that were a bunch of talk, ruined even more the woke_A$$ culture and took this company to town, like over and over again. Someone has to make room for the washed up Accenture dudes waiting in the wings to be summoned to Chandler for a DREAMY_DREAM_DREAM_JOB with some of the deserts best and brightest.

Also maybe take out Kane and SolyentGreen to save some $$$$ as well, since neither of them amount to much.

What does the class think of all that? TEAM TEAM TEAM team?

ARR that STAT!

Execs won.

Nothing else matters. Morale, retention, long term goals. The mandate was $200 at any cost and they did it.

Expect them to accelerate the pain because the market loves it.

That ad speaks to what Nike is all about. The exclusive passes, the no other brands allowed, the egotistical ads. People are not buying the bullsh-t anymore. There’s simply a lot out there and nobody needs to be talked down to.

I wonder how many in leadership positions read these topics and comments? Maybe they ignore it all as just annoying noise.

the local poeple seem to carry the place. corporate sounds useless. they point fingers and dont support anyone. that kind of rot spreads fast.

pay is mid. people are ok. i'd say this is not a healty company. it's in decline.

the offshoring happens and jobs are shipped oversas and that means jobs lost/budget cuts. more preasure. less care.

good coworkers can only hide so much. good mid managers can only do so much. if corprate is broken, everything under it gets dragged down.

With Mortal Kombat II hitting movie theaters and video game platforms this summer, employees here swear RV has been studying for a cameo. Not as a hero—those roles require budgets—but as the impeccably calm, soul-stealing iconic super-villain who whispers “Your soul is mine!” every time another “efficiency initiative” rolls out and heads must roll.

In this corporate remake, positive operating leverage is his finishing move.
Shareholders cheer as expenses drop, margins rise, and the stock price performs a “flawless victory. “

Meanwhile, employees brace for the monthly and quarterly “global realignments,” which arrive with the predictability of a franchise sequel.

Associates joke that RV has mastered a rare power: absorbing the power of others, all while maintaining the GLP1 expression of someone who already knows the next round’s outcome.

In this Mortal Kombat remake, no one throws a punch. DM's spreadsheets do all the fighting.

The unehtical McKinsey folks ...our CEOs former employer, ready to fu-k us all over. Get ready folks, this is how far we've fallen from the most "ethical" company. https://youtu.be/K1cJqB0X_BA?si=V1X6W1X7DWt6vvwn

Been seeing a lot of people bashing Corporates lately, and didn't want to miss out on the fun. I wonder what Corporates Customers and Partners would think of they knew every conversation with a sales rep is recorded, and searchable by anyone in the company.

No, I am not joking. Anyone at any time can search a database of 1000s of hours of meetings, and discover in real time which firm, whether it's KPMG, Deloitte, EY, or Accenture and find out who is working on a new opportunity with a potential or existing client. Taking it one step further, as a result of a simple search, anyone can find out who is involved and timing. There is no data privacy, and no controls on who can access information.

You can't make this stuff up. This is Corporates Leadership for you.

#KPMG #Deloitte" #EY #Accenture #Dataleak

Over 25 years with this company, and got my layoff in an email.............how great is that? Great place to work.....NOT..................we are all a number now..........remember this........profits over people............the private equity firm su-ks........

Just received an email from Virtual Development Network BRG - we can all join a virtual event to make wildflower seed ba--s.

While I am all about supporting Mother Earth, thinking about the amount of money USB is wasting with these types of events all while nickel and diming us on RTO and time at screen.

Make all of these extras make sense when you are degrading remote peoples pay grades, laying off American jobs to send them overseas, and all the countless ways they are showing their appreciation.

It wouldn’t surprise me if suddenly all of these useless USB encouraged workshops and training events are going to have record attendance like never seen before…… if that’s how they want to play, I’ll play.

But Employee visited maybe once a week or month. Additionally, there are various tools and adapters available that allow for remote access to different ports without violating any Information Security controls or processes (very simple tools on Amazon/Ebay).

The introduction of the USB New RTO policy, which includes a 2026 Talent and Performance Metric that logs hours at a hub or triggers a Performance Improvement Plan (PIP), has become a subject of humor within the corporate environment, often leading to memes that ridicule the corporate productivity policy and how not to be a CEO or how not to treat your employees.

Can you believe they post just a few days after the lovely HR email.

There is a link to ‘Highlights of investing in our people report’ and even a video. Exxon cares

So VZ does an ad with the Heated Rivalry guy and the CMO talks about his butt(?). Can’t imagine the backlash if the former CMO had Sydney Sweeney in an ad and made references to her assets….

But of course we know things like that only go one way….

I’ve never seen a company that is so top heavy. And notice how every VP is always in the same meetings with other VPs. What decision autonomy you have when everyone is in everyone’s business always.

There are meetings in random cities all over the world that everyone flocks to. And these “strategy sessions” do not drive anything other than poor decisions which require future pivots (and more Strat sessions).

What is going on with Honeywell?

At this point, it makes the most sense to file CH11 now and start a planned slide into restructuring, ensuring the best possible outcome and odds for survival. Save the company, and as many jobs as you can.

They will not do that.

As bad as things are, life is still pretty good in the command bunker. The EC is paid well and treated like royalty. They go to their F1 races, and attend sporting events in skyboxes with vendors they will eventually default on their line of credit with. It's nice, they run things, and have a comfortable standard of living; it is ideal.

What is not ideal is giving up control, giving up the perks, giving up the excessive compensation to drive the company into a ditch.

Actually saving the company would require sacrifice from the EC. They have chosen not to do that. Instead, they attend F1 races, spend lavishly (on themselves) and run out the clock on a company that could be saved. The company is an end to their means - nothing else. Whatever happens will be a lot worse that it needed to be, because they want to go to one more race, sit in one more skybox for a hockey game, lord over you for one more day, before a mandated bankruptcy trustee reined them in, and put an end to it.

Remember that when they say WE have to make sacrifices, WE have to do difficult things. WE, isn't we, it's YOU.

Aka: Get CenturyLink Out

This new "division" is nothing more than Lumens strategic AI vision in real time. The targeted guinea pigs for testing AI solutions within a real working environment... the AI trainers.

This has been mentioned prior and foo-foo'd as fodder. Again, the future of AI lies on corporations bottom line, meaning: the AI sellers, promoters, builders & enablers need to show how ROI is achieved!

GCO is the Truman Show, just watch it all play out. Corporate is going to condition you as "a part of the growth side", which you are, but what role??? Not a philosopher, all the informational and transformational crumbs over the last 2 years have led to this very moment! Training the replacement for 90% of Lumen human jobs, while the other 10% work along side their Virtual AI agent. Pay for educated upskill has just been deleted and the people left will be ramrodded and burnt out... but you all should be proud of your efforts for advancing the bigger cause of proving how ROI will be achieved from an Operations standpoint.

Morale at USB is the lowest it’s ever been. Don’t believe the way they will try and spin the engagement survey. The only reason there is not a massive flight of talent is the economy. There is no support for the CEO or her managing committee. They are the worst in the industry and have shown that they despise the employees. They take millions for themselves and give no raises to thousands of employees.

Corporate real estate and the awful head of HR have ruined RTO. They forced people who were never hired as in office into the cheapest office spaces that are loud and dirty with people who sit on Teams meetings all day. The locations they chose to keep do not work for most but they said people having a 90 minute commute each way is acceptable for RTO. Read other posts for how awful it is here for people. They do not care about employees or their well being.

The best we can all do is demand new leadership in any forum we can, do not bank with USB, do not take the survey. Refuse to do more than the bare minimum. The only positive you will hear about leadership will come from GK’s damage control minions and the boomer boot lickers.

Why does this fool continue to push his lies? Lets flood miss Mornings with Maria who interviewed him and let her know what crumpet man is really doing with firing forced bah employees and falsifying performance ratings to terminate or not pay merit to bah again

Publicly known mo--n John Stankey makes the average AT&T employee’s salary in a day, for the job of deciding which wageslaves to lay off every quarter.

Not only should his job be ridiculed, but the same wageslaves even turn around and applaud him like Samuel L Jackson in Django.

How did we fall so far as a society that we allow this?
Does the corporate propaganda just work that well?
Did the Republican brainwashing of the population from the Reagan era work so well people have conditioned themselves to think it’s normal?

https://newsroom.wf.com/news-releases/news-details/2026/Wells-Fargo-Helps-Drive-Growth-in-West-Charlotte-with-6-Million/default.aspx

This would be a great thing if we don’t know that 200+ people have to lose their jobs so the bank can afford it.
Really ads insult to injury. Tell an entire department being outsourced overseas then weeks later brag about this partnership.

How many plants and distributors centers have had Capstone take over their facility? Kicking out union and union wages

I hold a small position in CVS. Tiny enough in relation to the rest of my portfolio that, to be frank, the entire company could be liquidated and I could care less. In fact I'd jump for joy.

But because I am a stockholder, I am eligible to vote in the annual meeting.

Here's how I am going to fill out my proxy card:

1. Directors: Vote against all of them.
2. Ratify the appointment of independent accounting firm: Vote against (of all questions, this probably matters the least, but voting against this sends a message)
3. Approve company executive compensation: Vote against (I don't care if they all end up in the poor house)
4. Approve the company's incentive compensation plan: Vote against (high level types covered by this plan are the ones driving CVS into the ground)
5. Stockholder proposal to reduce threshold to act by written consent: Vote for (goes against board recommendation, and why would anyone want less say in how CVS is run?)

The E&Y people are well trained to implant bureautic procedures and redundant controls so they can bill Citi for over-time meetings

Jamie Dimon is a naracistic psycho that runs around speaking from both sides of mouth. He is hated by majority of the puppets that work there. He is a disgrace to society in multiple levels expect for the billionaire wackos he takes orders from!

Why are you crying about this and that.

If there was a change in control (this includes Cash Severance, Pro rata Bonus Payment, accelerated stock vesting etc) OR if they were termed for "no cause" :

Sarah London : $42M
Drew Asher: $25M
Chris Koster: $12M
Susan Smith: $8M
Tanya McNally: $6M

This is what the severance looks like for executives, peanuts for us!

Hi. Any PNC corporate travelers out there? What are the real meal expense limits? Is it truly $20 for breakfast, $0 for lunch, and $40 for dinner? Also, are the meal time windows strictly observed?
Thanks.

BNY’s “Art of the Deal” has evolved into a single, elegant operating principle: if someone, somewhere, can do it cheaper, that’s where the work goes. Labor arbitrage — the classic corporate maneuver of shifting jobs to lower‑wage regions with “cost‑efficient” labor markets — has become less a strategy and more a reflex. Afterall, why invest in career development when you can invest in currency exchange rates with a more certain and predictable value?

In practice, it’s simple: move high‑cost work to lower‑cost countries, call it “global delivery optimization,” and hope no one notices that the new team is operating under labor standards last updated during the Bronze Age. The savings look great on paper, especially when you don’t include the footnote about quality, continuity, or the sudden disappearance of institutional knowledge from the U.S. Labor Economy.

Enter Eliza, the newest cost‑savings miracle and workplace discombobulator. It doesn’t sleep or complain, doesn’t have federal and state workplace rights or require WARN Act notifications, and confidently produces answers in mere milliseconds that are well… almost correct. Leadership calls it “innovation.” Employees call it “the algorithm that took my job and then asked me to validate its output.”

Meanwhile, ethical considerations pile up like cord wood and read like a stack of unread compliance emails:

• Job displacement disguised as “strategic realignment.”
• Meritocracy replaced by “who costs less per hour.”
• Career development reduced to “train your offshore replacement.”
• Labor standards outsourced to jurisdictions where “worker protections” are more of a suggestion.
• Cost vs. quality resolved by redefining quality as “good enough not to trigger a regulator.”

In the end, BNY’s labor‑arbitrage strategy and its ethical decision‑making exist in a kind of corporate parallel universe—technically adjacent, rarely intersecting. Our 240+ year old bank celebrates cost savings as strategic genius while quietly outsourcing not just jobs, but responsibility itself. Meanwhile, ethical considerations like job displacement, fair labor standards, career mobility, and the integrity of meritocracy are acknowledged only long enough to be converted into bullet points for an Environmental, Social, and Governance (ESG) slide parked in the back of the deck.

In summary, if the spreadsheet says “cheaper,” the strategy says “approved,” and ethics becomes lost as a post‑decision branding exercise. It’s simply a system where cost wins, quality negotiates, and social responsibility waves politely from the parking lot.

SAP is under a lot of financial pressure and the only way to fix this is by mass layoffs. Basically, we are investing too much in stock buybacks, AI (data centers and development) and bonuses. The executive board wants to axe the last one and increased the first two. So the only solution is layoffs. Oracle fired 20000 people yesterday and SAP is supposed to follow suit to "remain at a competitive advantage". The new works council is already in negotiations regarding this. SAP wants 12000 layoffs worldwide of which 5000 will be in European hubs. But this is kept hush hush. I feel like speaking out because I am tired of these bull$hit games. The biggest problem here is middle management and executives who want more bonuses for themselves and want to use third party contractors instead of full-time employees. They are the ones pushing for the layoffs. So don't listen to your area executives when they say that times are rough. If SAP didn't insist on share buybacks or invest too much in AI that is not producing any results for customers, we would not have such a deficit. This narrative needs to be fixed. I am tired of our CEO, CFO, executives and middle management saying that employee salaries and bonuses are the third highest expense for SAP. That is a good thing and not a bad thing. Employees create and sell good software not AI. Some of the managers pushing for this already have salaries of more than €200000 per year and still want more. Say no to layoffs. Talk back to your manager if they want to give you a bad rating. If you have done the work, you should get good performance ratings. They want to use bad performance ratings to fire employees or pay them less.