#culture

As expected didn’t take ML long to kick him out

Gaslighting at Digital Surgery can be hard to name.

It can look like mixed messages in a private slack channel, blame in public, and someone taking credit for work you did. Over time, you may start doubting your memory, your skills, and your right to speak up.

This is not “being too sensitive.” The emotional impact is real.

Let’s talk about it. Have you seen this happen at work—or found a healthy way to respond?

Florida blue recently had a Townhall the feedback is it was demotivating and demoralizing. The CEO explained that when culture is up performances down with no further explanation. The consensus among folks is when he talks about heart and hustle. All you hear is the hustle there’s no heart people that work in Florida Blue love Florida Blue and they love what they do. Unfortunately the culture is subpar, and the executive team appeared to only know subpar cultures so they don’t understand what used to be. They truly believe what exist today is the norm.

It's failing in every way imaginable, including failing its employees and its customers. Smart people are already looking for a way out.

That is the culture they tried to shove down my throat.

Like sitting down for 2 hours to check the numbers is going to ki-l somebody.

Want to know why the products keep getting worse and so does everything else? I call it the Bombay Decay of goods at Danaher. Put you know who in charge and it turns into you know where.

Hi, I’m looking for honest perspectives. I work at UHC in their Medicaid business. It’s never been a great fit for me, but I’ve learned a lot. I’m interviewing for a manager role at Humana. Outside looking in, Humana appears more member-friendly than UHC. How’s the Medicaid business there?

months long planning leading to this **show with no change in some areas and changes in areas that dont make sense. favorites got favored. petty politics in full swing. clueless leaders-no understanding on what will happen next. we wait for round 2?!

I was laid off a couple of years ago after working on the AT&T TV then DTV Stream program. I've seen some others who were laid off in my LinkedIn which surprised me as they were senior engineers, some there since the beginning. Anyone still there? How is it now?

I will say that don't be afraid of the layoffs. My new job is infinitely better...

While yes it is true that no one individual can make any real impact to a behemoth corporation with a single comment on some public social media platform or an official registered complaint to EEOC, SEC, DOJ, Attorney General, Congressional persons, and contact employer attorney to file lawsuit for discrimination.

BUT let me share a metaphor with you that hopefully will bolster and inspire movement and momentum.

Metaphor:
A new homeowner when purchasing their first home, may see a single parch of crab grass begin to grow in what otherwise is a beautiful green lawn. So, they ignore it, because what is one single patch of crab grass, after all. Then a couple days later, the homeowner sees a couple dozen patches of crab grass beginning to grow. Still not a big deal. Then, one morning the homeowner arises with their nice cup of coffee and newspaper and looks out the window. Lo and behold, the yard has been utterly taken over by crab grass and choked any remaining green grass. The new homeowner is put in a position to either invest in so much poison to destroy the crab grass while at the same time risking destroying the green grass as well OR doing a complete lawn renovation by completing removing all existing grass and completely reseeding the lawn anew.

Point Being:
By ourselves it can feel daunting and pointless to seek to take any action against these behemoth corrupt corporations. And that is true; by ourselves it is a fool’s errand. However, our efforts when compounded with the single efforts of others WILL truly make a difference. It will! You just have to believe and I suggest that as you take actionable steps, you pray to one that can bless efforts.

I hope this encourages not just a few people but many people. Your efforts are not in vain. The pride, arrogance, and hubris in the hearts of executives over these corrupt behemoth corporations will be their downfall.

I always get a bit of a chuckle out of those LinkedIn posts from university students talking about what an amazing summer internship they had at Enbridge.

Then I notice the last name looks awfully familiar. Sure enough, scroll down to the comments and there’s Mom or Dad, who happens to be a VP or SVP at Enbridge, saying something like, “So proud of you and all your hard work!”

I’m not suggesting these students aren’t capable or didn’t work hard. But you have to wonder how many equally talented students without family connections ever had the same opportunity in the first place.

It’s not a great look for a company that talks so much about fairness, equal opportunity and hiring the best people for the job.

The pendulum swings. The shitheads crawl out from under the cabinets. First tactic will be to get in the way anything that tempers DEI, to embolden the beaten back SJWs and work towards taking back the second (and "fourth") branch(es) of government. Then in another couple of years, we'll be reliving the Good Ol' Joe years. The very thought makes want to vomit.

I've heard rumors going back a few years that employees will eventually be required to work in the same location as their manager. Is this still the plan?

So we are expected to come back to office 4 days a week while they cut expenses for snacks and lunch budget? If we earn ELT money then sure, but they are also not increasing our compensation? We are expected to eat air I suppose.

I recalled they said they don’t care where we work as long as we do our job. Also I’ve heard management making it so hard for employees to visit other offices for whatever bs reason

I’m with the clinic side of things (I work for Kelsey Seybold which was acquired about 3 years back by Optum). Luckily they didn’t do layoffs for clinic side employees like some other teams have been handed, but they still have reduced our head count. I finally got tired of all the games managers play so I decided to voluntarily leave. I have never been happier. If you have a good enough emergency fund or side hustle, I highly recommend it for your mental health.

Some insight into how sleazy and embarrassing this company is for.

We have doctors that have literally told me they MUST order certain tests when a patient says certain key words. I have had the same physicians say they order tests and know they are a waste of time. They have also made comments that Optum is planning to dump the clinic model once they get their investment back and assumed return.

I don’t say these things to badmouth or spread fear. I say this because it’s true. This company could not care less about patient care. Or quality. Or even doing the right thing. Every email from Hemsley is a lie. The guy is a walking contradiction.

I feel for the ones that stay because they have to. Just know that there may be better options out there. This company is not worth your sense of self respect.

Hope you see your surplus as a treat rather than a trick. Best of luck! Your future is bright.

You hire a dud as CEO. Sooner the Board admits this the sooner they can move on with actually hiring someone that can run this company. In the meantime, enjoy watching your company bleed value daily causing more and more necessary layoffs. Id--ts.

Right? Too much debt, too much reliance on data centers, too much of being used to fulfil the dreams of a nepo-baby, and very little of doing what we're actually good at. This company has seen its best days and is never going back to those times. And I can't emphasize this enough, it's not too big to fail. Which we'll all realize in the coming years.

They spend millions to present shiiitshowwws

Dell's mgmt constantly: overpromises, sets unrealistic expectations, and pushes sw products to market before they are ready to be released - u'll be in a permanent beta.... also, Dell prioritizes HW sales over developing innovative / competitive enterprise SW . This leads to experienced software engineers and technical leaders leave after reorgs or acquisitions, often replaced by process-oriented managers & RED TAPE. There will be way too many meetings, mgrs, approvals, processes, and admin reqs - everything will be slow.... Finally you will deal with unecessary tech complexity - pure sh-t - kubernetes all over the place, dev will be hard, maintenance even harder. You have been warned. Now let the thumbs down for this post begin.

Glassdoor analysis, extracted 10/12/2026- the analysis covers 123K Infosys and 1.8K Global Payments employee reviews, with the comparison focused on 2024-2026 ratings from 26.6K Infosys and 702 Global Payments reviews, including U.S.-specific results.

INF = Infosys, GP = Global Payments, GL = Global, US = United States.

It's taken from the wall street discriminates and reproduced below without any editing. Whoever wrote this, is absolutely bang on the money and most likely got managed out because had enough skillset and knowledge to be hired elsewhere, didn't need to k1ss @ss and for this reason was probably branded 'difficult to manage' and managed out. The last line is very telling of the present circumstances in a few different palaces in the US

Yes, indeed. Citi MDs are entitled, lazy, bossy, and selfish. For the uninformed reader, let me explain what that means.

Entitled. Citi MDs think the title is an anointment in recognition of their talent. It’s just the opposite. They were chosen for being the biggest followers of all, the ones who blindly implement imbecilic instructions from the top, ethics and right-doing be damned.

Lazy. Citi MDs (and directors) don’t do the work. They’re middle managers who relay orders without creating any value, a buffer between senior executives and the people doing the work.

Many insist you go through their EA just to get on their calendar. That process props up their sense of superiority and lets them dodge hard conversations and any accountability for giving you the runaround.

One Risk MD blamed her unresponsiveness on not having a Chief of Staff. Never mind that those roles were cut in the reorg, or that she was never senior enough to have one. It was a cop-out for poor time management, a skill she should have mastered as a VP.

Bossy. Citi MDs lack vision and subject-matter knowledge. They can’t inspire you or coach you on your work. They issue an edict and expect it to be carried out like gospel. They won’t follow up or notice you’re struggling. But once someone points a finger, they know exactly where to go to pile on.

Selfish. Citi MDs care about one thing: their next promotion. They create the illusion of success while adding no value to the bank.

Many of them are proud to call themselves “institutionalized.” That may be the best explanation for why transformation has failed. You can’t change how an organization works with the same people who embody the behaviors and mindsets that need to change.

When a clown moves into a palace, he doesn’t become a king. The palace becomes a circus. Truth.

Anyone knows more about how it is to work for InfoSys, pros and cons? Benefits, how they treat American workers (I think they are a foreign corp), culture, how is the mgmt style, etc. I am just anxious.

I just want you guys to know the state of everything. My management chain kept promising me promotions if I just "did x and accomplished y" for 3 years. I finally got fed up and forced an answer instead of staying polite and deferential. My manager told me "I keep bringing you up during calibration meetings, but people aren't convinced you're ready"

I had to escalate all the way to a meeting with my manager and their director-level boss. That's when the director told me straight up, in front of my manager, "I have never heard your name come up even once in a calibration meeting"

When I looked at my manager after learning this, they said "I never made any promises."

After that, my manager tried to give me an "off-track" rating on 2 behavioral categories. I questioned the ratings and asked for an explanation or guidance on how to improve, and I got nothing.

Again, I escalated to the director and then magically my ratings were changed a week later.

Then I escalated all this to the VP of our org. I told him how my manager always tries to hide issues, I told him how I wrote up an incident report because my coworkers were not doing their work correctly. My manager tried to hide the incident report but I told him I would not stay quiet. I sent the report to his skip-level who thanked me profusely. And then next thing I know, the coworkers who I reported ended up getting moved off my team and promoted. While I stayed in the same place. And I trained them. So the people who I trained got promoted past me while I stayed stuck.

The VP of our org said "this depresses me, but it's really hard to fire people" even though I never asked about firing anyone.

This company is a sh-t show and stole years of my life from me. But also taught me extremely valuable lessons about professionalism and advocating for myself. I'll be MUCH more aware of this kind of organizational dysfunction for the rest of my life. Now I know how to see the signs.

Hollywood's entertainment industry is increasingly adopting a private equity model. This approach involves acquiring companies, consolidating them, and then slashing costs to extract value. This strategy has led to significant layoffs and debt accumulation, mirroring past failures in other sectors like retail and healthcare. Executives are criticized for enriching themselves while thousands of employees face job losses. The article questions whether these actions are saving Hollywood or dismantling it for profit.

Los Angeles, California

https://theankler.com/how-many-layoffs-does-hollywood-need-to-save-itself/

If they expect us to Deliver What We Own and Make Quality Personal and Help Each Other Win, then BD needs to do their part. Pay us our full raise and our full bonus. You scratch my back and I’ll scratch yours

https://l.smartnews.com/p-8GnM2kJG/G0V0yL

AI researchers smoke because they think cancer will be cured: Palantir CTO

(NewsNation) — Palantir CTO Shyam Sankar says AI researchers are now smoking cigarettes to show their peers how much they believe in the technology.

"I believe so much in AI that it's going to cure cancer," Sankar said of the researchers' mindsets during a CBS News interview over the weekend. "So I'm showing you my chips are all in."

'AI robots are supposed to' cure lung cancer
"By the time you do get lung cancer, our AI robots are supposed to have cured that," the founder of AI wearable startup Friend, Avi Schiffmann, told Business Insider.

Anyone else excited for this years home for the holidays round? I’m looking forward to it like the Super Bowl. Hopefully we get rid of some of these clueless and lazy engineers and leaders that do nothing!

"As the saying goes, 'Whenever you see a huge amount of attrition among younger employees, whereas the old management never changes or remains the same, throughout the years, you can conclude that this is not a workplace but a political arena.' WF is the same."

What's going on with all the churn in employees? Can anyone chime in? Seems like it truly defines the definition of a revolving door

Genuine question. I've not worked at DXC for long but ive never worked for a company where most employees are just so deflated. Theres always some in all businesses but ive yet to meet anyone who has a single positive thing to say about DXC. The only thing DXC offers in a measly paycheck and if the town halls are anything to go by noone senior leader seems to want to address the topic of the slave wages they pay.

What caused the share price to tank by over 70% in less than a decade. And the company to always seem to be laying people off and in the short time ive been here every 2 months there's an announcement of senior leadership change.

How has this all happened???

Why do they still have that useless guy that was kicked out of CIB in charge. SP if you are listening pls do it before you go.

Especially in D&AI hiring is a joke. I.e. process taking weeks and months and at the end you get no feedback from hiring manager. If you disagree then write your thoughts down here.

I mean, seriously man. What a waste.

My team is full of horrible people and they genuinely are impossibly difficult to work with. Is there any benefit to giving them a low grade on peer feedback for review season? I don’t expect much will change, but I want them to receive a lower bonus because actually did the same to me last year

Am I really the only one? Because reading these posts, it seems like everybody else hates Intel, with a vengeance.

Another reorganization is always lurking around the corner here. They shuffle reporting lines, rename teams, and announce a fresh direction as if nobody has tried it before. Then leadership congratulates itself while everyone else struggles to understand how the changes affect their work. I'd love to see them stick with one plan long enough to find out whether it actually works.

I worked there. I left to get away from their incompetence. It's so disheartening to see so many find their new home here.

Honest question for anyone who’s been around Pawtucket a while. The Wizards side has had a lot of movement lately. MTG Arena won their union election this summer, and last week the D&D team and Studio X announced they’re going for one too, with CWA.

Meanwhile we’re being relocated to Boston by the end of the year, and I haven’t seen a single conversation about organizing. A move like that changes commutes, schedules, who gets an offer, and who doesn’t. If there was ever a time to have a seat at the table, you’d think it was now.

So what’s the story? Did anyone at HQ ever try to organize, or even float the idea? Did it fizzle, get shut down, or just never start? Has the Wizards news changed what anyone here thinks?

Not trying to stir anything up. Just curious.