#culture

So, Kyocera posted record profits this year on less volume than Xerox.

You have to ask yourself how can management sc--w things up so bad. Why are we not laying off these obviously terrible at their jobs people.

They keep saying the synergies will be kicking in soon. If all of the fuji engine machines are being phased out, why are all the people there still?

Fuji engined machines don't need anymore development and we been doing the same damn design for the past 10 years or better.

Why are all the other companies able to do this with tariffs and inflation and we now have 92 cents a share?

This management group obviously needs to just leave. Chat GPT could do a much better job, just don't use Xerox's AI, that won't work at all.

It is time to call out this very senior team, please leave.

Elliot, the industry pundits, the arm chair MBAs, senior leaders, down to the frontline. They all see the failures of Ram and Ramon. Countless articles on the consistent missteps, the lack of confidence from employees. Yet, here we are, cutting 1000s of jobs, when 3 were really needed - Ramon, Ram, and Athina. Keep sharing the disfunction and maybe one day the board will wake up.

For years, leadership bred a "we’ve always done it this way" culture. Clueless managers stifled ambitious people, leaving staff sitting around waiting for redundancy.
That arrogance bled into customer service: charging clients top dollar for 8-hour response times and expecting them to fix their own machines, all while buying good companies just to run them into the ground.
Leadership blamed COVID, supply chains, and a "dying" print and IT market everything except themselves. Yet competitors in those exact sectors are thriving at Xerox’s expense.

The only things dying are the share price and the company. It could have been so different.

I feel like in these past waves of layoffs, they are absolutely gutting the company in terms of what separated us from our competition which was service. I'm guessing they are taking full advantage of the AI embedded now (as my brother who has Cigna said, the AI he encountered on a call to Cigna was "scary good") but let's face it, humans want human interactions. We are currently taking advantage of discontent with our competitors to come in and brag about our service but at some point, that's going to get hollow. Those left are getting spread thin. Had a colleague take a package last year because she was already spread so thin, she was thinking of quitting. "Lead to One" becomes BS because removing the knowledge, the care and the attention we could give will be further lost in these waves. So, for those left, how much are you absorbing from those laid off? Are you hearing impacts from patients/customers/stakeholders? Feel free to lay out any tea you know....

I moved my entire life for the golden promises of GlobalFoundries. Over ten years ago, I was ousted for no just reason. I got a great lawyer, a generous settlement and never looked back. I stayed in the area, happily working from home in the area. Now they are starting the construction all over to produce “a possible 1000 new high-tech jobs” by 2029. Nothing new here… we know what will happen as GF aspires to mediocre and lies. Ben there done that… You’ve been warned. Take care of each other…

This segment su-ks.

Now that Internal Audit is gone, how long until the rest of this house of cards falls down?

I left the bank 4 years ago to join WF and it’s been really bad. We’re doing 3 days in office 8 hours a day and also have to have 8 hours of a day of computer activity, all of which is tracked heavily using network activity and new productivity trackers.

I’ve been through 3 major re-orgs already, people disappear constantly and I’m doing the work of 2-3 people, half my team is outsourced, and I work in a matrix environment where the boss I report to doesn’t actually get involved in any project work and it’s not even clear who works with who…it’s super toxic and no one cares. Our leader only manages up and is super rude and disrespectful to the team. Our survey scores are in the 50% for job satisfaction every year but he gets promoted.

I know US bank has changed a lot since I’ve worked there but is it still worth it to go back? At this point I’m desperate to leave but have limited options since the job market is so bad. I’d probably have to take a 50k paycut (it looks like US Bank is hiring mostly at the low end lately).

I know US bank is heading in the same direction as WF but curious what people think?

Yes, the cheerleaders in Slack have clearly been activated.

But are we really talking about career readiness again?

I seem to remember Mr. Apple, JE, standing on stage in Dallas giving the big rah-rah presentation about all the amazing product innovation that was supposedly right around the corner. We were told exciting updates were coming. We were told the future was bright. We were told the products were about to take a giant leap forward.

Fast forward nearly two years, and we're still looking at largely the same products while listening to many of the same promises.

Now, on First Friday, the spotlight gets shifted to VE to talk about research, and VM gets handed the torch to explain how we're studying faculty, observing trends, and gathering insights. That's all fine, but at what point do those insights actually become products, content, and revenue?

And what happened to all those revolutionary product promises?
Is Mr. Apple off the hook now?

Nice try, MH. But employees are noticing the pattern. When results don't materialize, the conversation shifts. Someone else gets put on stage. Someone else gets assigned to carry the message. Someone else is expected to explain why the future is still coming.

Meanwhile, we're told how much data we have, how AI is changing everything, how much research is being conducted, and how deeply we're understanding faculty needs.

That's great. But companies don't get paid for collecting data. They get paid for creating products that customers actually buy.

After nearly 15 years of MH's leadership, it's becoming harder and harder to blame anyone else. At some point, the strategy, the culture, the priorities, and the results all belong to the CEO.

Employees aren't asking for another presentation about research. They're asking where the new products are, where the growth is, where the innovation is, and where the results are.

The uncomfortable reality may be that we're not seeing major new products because the company simply doesn't have the resources to make the investments it once could. If that's the case, then be honest about it.

But please stop acting like another study, another survey, another AI discussion, or another First Friday presentation is going to solve problems that have been building for years

Why was there no company wide recognition of Veterans Day this year from our C Suite?

​I am writing this because Ive done the surveys, asked the questions and right now, the disconnect between what we are being told and what we are experiencing is making it hard to stay focused and motivated. And we know you all read this site! Right now, 75% of our company works remotely. By every practical metric, we operate as a remote-first organization. Our daily workflows, meetings, and collaboration happen over video calls and chat, regardless of where anyone is sitting. Because of that, strictly monitoring and enforcing in-office attendance for the remaining 25% of us does not make operational sense. When most of our colleagues and teammates are logging in from home, coming into an office just to sit on the same virtual calls feels arbitrary rather than collaborative. Many of us feel that employee feedback—whether through engagement surveys or councils—is being collected without any real intention of acting on it. When leadership presents rigid attendance tracking as a matter of "culture" or "connection" while three-quarters of the workforce is entirely remote, it feels disingenuous. People can see the contradiction, and pretending it isn't there ruins trust faster than an unpopular decision ever could.It is creating an environment of suspicion and resentment—a culture where people feel policed rather than trusted!

I could use some help…. I have 78 Everyday Wins points burning a hole in my pocket with no hope for more anytime in the near future. Any suggestions for what I should do with this major award?

Seems like there are still a lot of people with exceptions. Seems to be a lot of VPs and SVPs and even some back office people who are not client facing. If they are going to crack down on most of the workforce, why are these people so special. They like to remind us that everyone can be replaced.

Our company deserves better, and it starts with us. If you’ve seen something at Fannie Mae that doesn’t seem right, speaking up is the most effective way to help fix it.

What have you seen or heard? Every detail helps, even small ones.

Worried about retaliation? Whistleblower laws exist to protect people who report wrongdoing in good faith. You can also share tips with a trusted journalist or oversight office.

If not now, when? If not us, who?

If you have been laid off recently, do NOT sign the severance agreement.

Verizon CEO Dan Schulman turned down the job several times before leaving retirement

Fortune by Tatiana Sataua, November 11, 2026

CEO Dan Schulman recently joined Fortune’s Titans and Disruptors of Industry podcast to discuss what brought him out of retirement, the hard choices required to streamline Verizon's operations, and the encouraging Q3 numbers showing that the turnaround is taking hold.

Asked how he’ll ultimately measure success, Schulman pointed to customer trust and employee pride: “We’re surprising a lot of people right now,” he said, “and it feels good when that happens.”

Legg’s only “initiative” is to pay Microsoft billions per year. He should be ridiculed for this Outlook outage. This is what happens when you make a political science major CTO.

Hi there, I am joining MC next month, how is current environment there? With respect to layoffs?

Please stop. Please. Much cringe.

We talk a lot about headcount, restructuring, and efficiency. What we don’t talk about enough is the quiet erosion happening on the ground.

When layoffs become a recurring strategy, the impact goes far beyond the people who are let go. It fundamentally changes the reality for the people who remain.

Right now, there is a massive disconnect between the boardroom and the day to day reality of the workforce. From the top, decisions look like clean adjustments on a spreadsheet. On the ground, it looks like institutional knowledge walking out the door, morale hitting a wall, and high performers burning out while trying to do the jobs of three people.

The hardest truth for leadership to see is that top talent doesn't wait around for the next round of cuts. Your best people - the ones who drive innovation, mentor others, and keep the lights on - are quietly updating their resumes and leaving on their own terms given the opportunity.

When leadership is out of touch with the human cost of these decisions, they aren't just cutting costs. They are cutting the exact foundation they need to rebuild and grow.

Culture isn't built in town halls or mission statements. It’s built in how a company treats its people when times get tough. And right now, the people doing the work are feeling the weight of decisions made by those who are insulated from the fallout and the reality they created.

The culture is so weak at this Firm. They have now targeted Managing Director layoffs to make room for the new incoming class to be promoted from ED to MD in January. Jump ship before they get you. Stop talking about what a great place this is blah blah all about the client experience blah blah….Jed and Ted Pickaxe will continue.

One thing I’ve noticed is most managers here are completely useless and know nothing about what they’re supposed to be leading. On top of that most do not even pretend to care about their team. I have never worked some place where managers are allowed to be so rude and disrespectful to their teams.

Every year the employees surveys are horrendous but no one cares so the managers put zero effort in the way they treat people. If you dare to fight back you will have a huge target and targeted for a layoff.

I have had several managers that will talk to you like you’re garbage and act so superior to you even though they know nothing just because they can. This company is nauseating.

It used to be when I asked people for help most of them would go out of their way to help. Definitely seeing a “ not my job” vibe since the layoff announcement. Anybody else notice that too?

I have been working at this company for over 10 years, and things are worse than ever across every single department. Management is at an all-time low, playing these tired, old-school mind games. What is the deal? How can someone with top-tier credentials get treated like this at this stage? Come on, is this company completely at its end!!!

I got picked! I am actually thrilled. Since Allstate bought out NatGen, it’s been a sh-t show.

Really sad to note that a Canadian head quartered company doesn't even care about acknowledging this important day. It's our heritage and culture. What's worse is most of the ELT is Canadian and they couldn't care less

It's bittersweet. I've seen the company change a lot over the years, and not for the better. And yet, I see so many young people joining who are energetic, smart, and hungry to succeed. I hope they get to experience at least some of the joy I had at IBM, and a lot less of the stress I had to deal with along the way. Good luck to you all, and keep pushing things forward.

Allstate is an awful company. I don't have many regrets in life, but working here is one of them. Every single person working here can do so much better.

https://finance.yahoo.com/technology/articles/cisco-chief-terminate-meeting-certain-080300861.html

Can you believe it? He doesn't like niche acronyms...so kewl

--

Lastly, this sort of goofy article, while sprinkling in the factually incorrect terms 'Chief' and 'CEO' with G2 and using examples of other quirky CEOs, suggests he's being artificially pumped up for something.

USAA 3.2
Travelers 4.2
Progressive 3.8
Nationwide 3.8
Amica 3.8
Liberty Mutual 3.7
State Farm 3.4
Allstate 3.5
Chubb 3.5

Don’t take care of your employees and the result will show up in member experience. Check out the article on mysantonio website.

This company no longer operates like a professional organization. The most capable leaders have left, and the remaining management is looking inward to hire their own consulting services. Gainwell is a complete mess

I’ve noticed that during some layoff cycles, the women on the teams are laid off but the men get options to stay. I’ve also experienced weird treatment from the men, particularly in sales, and some customers who are women have admitted the same. I’m already had it with the leadership here so I’m looking for new work but has anyone else experienced this as well, or maybe dealt with a “boys club” vibe at CDW? Especially with all of the layoffs going on?

I just wanted to say, there is nothing wrong with you. We are all talented, and we will figure out something better. We just need to remember lifelong who actually mentored us, and who stayed engaged and supportive at work. Today is your turn, yesterday was someone else's, and tomorrow it will be someone else's. Stay motivated and collaborative in life.
To the folks remaining at work: you aren't "over-smart"—it's just that your manager preferred you. Don't let the culture here spoil. Many of us will return for sure, or associate with you again in the future. Be nice and stay humble.

Seriously, “Decision Intelligence Director”??
It seems like for every one blue collar job posting there are 12 bs office postings.

Really? Another one?

Working at the hubs is way better than Bloomington. fewer execs to su-k up to, nobody cares if you leave early. People are just way more laid back in general. hundreds of other employers in the area in case SF doesn't work out.

The fact that people choose to live and work in Bloomington blows my mind. What happens if you get laid off? Where else can you work?

does anyone else feel is all fake happy? i do not trust anyone anymore

I was let go Jan 2025. How is the GCO now? Is it a lot better than it was before??

For those who started as 3Mers (corporate) and are now Solventumers(?!) and maybe now 3Mers again... what are the pros and cons of working for each company??

For those who started as 3Mers (in corporate) and are now Solventumers(?!) and maybe now 3Mers again... what are the pros and cons of working for each company??

but instead of removing nepotism and cronyism, he has amplified it because the leaders who got pushed out were the least "protected".

Just look at who's in the calibration room when it's promotion time for this performance cycle. This company is rotten.