#culture

Since I’m one of them, can we do an informal poll here and ask people what they appreciate and value most in a manager-employee relationship? What management traits make someone a good manager?

They will tell you in Townhalls that other places "like" the Open Plan, unassigned hoteling.

The truth is that if you actually speak to any of those "other places" (San Ramon, Perth, etc.); none of them have a good thing to say about it.

HMP is a slow motion disaster, designed to get you to quite without severance.

SteveB,

You just reported Q3’25 results.

Let’s strip out the “reinvention” slogans and talk GAAP facts.

Because GAAP is the real score: it shows what a company truly earns and spends, with no special adjustments or “creative” add-backs.

Here are the questions employees and investors deserve answers to:

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Q3 GAAP gross margin was 22.7%, not the ~29% “adjusted” number repeated on calls.

When will Xerox return to even 25% GAAP gross margin?

If not in 2026, what is the plan?

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GAAP operating results remain NEGATIVE before interest expense in pro-forma terms.

How do you claim “positive operating momentum” when GAAP still shows operating LOSSES?

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Xerox already took a ~$1B goodwill impairment in Q3’24.

Analysts expect another ~$1B in Q4’25.

After ~$2B in goodwill impairment in two years, how can you claim the strategy has created value?

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Quarterly interest expense: ~$70M

Annual interest burden: ~$280M

How does Xerox service this debt load when GAAP operating income is NEGATIVE?

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2025 Free Cash Flow (FCF) guidance cut to $150M, while cash generation relies heavily on receivables liquidation (~$400M).

Once receivables are gone, what funds operations?

When does Xerox produce true operating cash, not working-capital pull-forward?

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Cash at Q3’25: ~$535M

Expected Q4 hit from impairment, restructuring, interest: > $1B

How many quarters of runway remain before EXTERNAL CAPITAL becomes MANDATORY?

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Headline revenue +28% was entirely acquisition-driven.

Pro-forma organic revenue: -8%.

When does Xerox deliver organic growth — without buying it?

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Legacy print equipment installs declined 24%; core print post-sale revenue -5%.

At what point do you acknowledge the print decline is STRUCTURAL, not “delayed demand”?

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Synergies raised to >$300M, but integration costs are front-loaded and recurring.

What percent of announced synergies have actually hit GAAP results?

Not adjusted — GAAP. Give the number.

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Moving SMB accounts to partners, closing direct touchpoints, offshoring operations.

Is this a transformation — or a cost-collapse to survive declining print economics?

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Xerox booked a valuation allowance against deferred tax assets.

If the future is so bright, why does your own accounting tell us future taxable profits are uncertain?

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1200+ roles eliminated.

Yet no GAAP earnings improvement.

How many more jobs must be cut before the financials turn? Or is cost-cutting the strategy?

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Final Question:

When will Xerox return to GAAP profitability and positive GAAP operating cash flow without working-capital burn?

Provide a quarter and a number.

No slogans. No AI buzzwords. No “Reinvention” language.

Just GAAP math, dates, and accountability.

Employees, customers, and investors deserve nothing less.

The Employees and Wall Street dont believe Raul F. "The debut of the Xponential AI framework adds a fresh storyline, but with not a single major analyst rating DXC a 'buy' – unlike its IT services peers – the company’s still playing catch-up.

As digital transformation gathers pace globally, DXC’s stronger cash flow and AI push could keep it in the game for the long haul – as long as it can deliver on its promises."

Their fragile egos just refuse to take any accountability. Of course culture and morale are high when they don't have to answer to anyone (the board of directors asleep at the wheel), don't have to worry about being laid off, and collect fat bonus and merit increases no matter what. Don't accept their relentless gaslighting and keep speaking up on their lack of leadership and poor performance.

Even the market is calling CVE on their desperation to acquire MEG. Can this company do anything right? They overpay and undersell. Do they actively try to lose $$$. No wonder their stock price can’t creep higher than $25. Forever the bottom feeder in the E&P space.

Thoughts on this comment from an AVP : team members who are earning higher salary should have more on their plates. (Exact same titles)

Are you feeling that?

My team is beyond the breaking point. And being told that we are empowered to say ‘no’ to incoming tasks isn’t working. If we say no, the action gets escalated, and then it comes back around with more weight, more visibility, and a stern warning.

How does this continue? Folks know the industry and job market isn’t great so they stay and swallow the pill (and their pride), but everyone is so stretched that quality of deliverables is decreasing, opportunities are being missed, communications are being overlooked, and morale issues are sort of acknowledged but swept under the rug.

Anyone else seeing what’s happening in GVSE right now? From what I’m hearing, any new roles are being restricted to grade 7/8s. Combine that with all the automation initiatives being pushed on us (auto discounts, auto del reg approvals, auto emails via Gong), and it really feels like the intent is to make these “Early in Career” roles going forward.

For those of us who’ve been here for 5+ years, it’s hard not to feel like they’re trying to clear space for younger, cheaper talent. There’s almost no room left to be strategic or to bring real experience into the process. Leadership has done little to help us adapt to this new pod model. No real enablement, no clear direction, just constant change with minimal support.

Honestly, I’ve never felt more de-motivated in my career at Cisco. It feels like the GVSE space is slowly collapsing, and we’re being left behind in the process.

Wondering how everyone else is feeling in the GVSE space. Am I just being paranoid?

If you were unlucky enough to get that god-awful “Friday Note” from, you know who, then you’ve already witnessed the nauseating display of wasteful spending happening at headquarters. With threats of massive layoffs hanging over everyone’s heads, right before the holidays, mind you- it’s beyond tone-deaf to flaunt their lavish parties and celebrations.

It’s absolutely deplorable. A disgusting, out-of-touch flex from people who clearly have no clue what it’s like to worry about paying rent/mortgage, feeding their kids, or surviving after Q3 earnings hit and heads start to roll. While the field scrambles to hold everything together, they’re busy partying it up on our dime. I can only imagine the “celebrations” they have on the company dime that they don’t dare share images of.

I’m genuinely embarrassed to be associated with such a shameless and heartless company

There is a significant HR policy violation in the retail banking unit. District and branch managers are conducting "backdoor background checks" by calling applicants' current employers to solicit references. This practice is entirely unprofessional for U.S. Bank Management and creates an unacceptable risk by potentially exposing applicants' job search and placing their current employment in danger.

Hearing about so many layoff, yet the people who put us in this situation are still around. Unless we remove those bad apples, how could someone change the company?

Is it a coincidence that as soon as Verizon partnered with these two Indian companies everything started getting much worse? Or am I being unfair?

Boeing is not doing well due to a decline in its safety and quality control standards, which has resulted in a series of high-profile incidents like the Alaska Airlines 737 MAX 9 door plug blowout. This has led to significant financial losses, decreased public and airline confidence, and increased scrutiny from regulators like the FAA. The problems are often attributed to a corporate culture that prioritized profits over safety and engineering for years.
Safety and quality issues
Manufacturing defects: Numerous instances of faulty manufacturing and quality control have been found, including misdrilled holes and improper assembly.
Regulator audits: The FAA found that Boeing failed numerous audits and that there was a lack of objective evidence of a foundational commitment to safety that matched the company's descriptions.
Whistleblower claims: Whistleblowers from within Boeing and its supplier, Spirit AeroSystems, have raised concerns about pressure to increase production speed at the expense of quality.
Financial and operational impact
Billions in losses: Boeing has reported billions of dollars in core operating losses since 2019, with the problems continuing to impact its bottom line.
Delayed production: The quality issues have led to delays in production and delivery of aircraft, causing frustration for customers and airlines.
Stock decline: The company's stock has fallen significantly, reflecting concerns about its future prospects.
Space program problems: Even Boeing's space program has faced setbacks, such as the Starliner capsule issue.
Leadership and corporate culture
Leadership changes: The company has experienced a leadership shake-up, with the current CEO tasked with turning the company in a new direction.
Shifting priorities: Critics say a long-standing corporate culture shift that began years ago put financial performance ahead of engineering and safety standards.
Public and regulatory consequences
Crisis of confidence: The string of incidents has eroded confidence from within the company, its customers, and the public.
Increased oversight: The FAA has increased its oversight and given Boeing a deadline to produce a plan to fix its production problems.

I'm so thankful Hans is gone. That dude was an embarrassment and ran VZ even further into the gutter.

His DEI nonsense was not appreciated. He cried for George Floyd during an internal company webcast and THEN gave $1,000,000 to Al Sharpton's National Action Network! I was freaking livid!

He was the absolute worst and won't be missed

Lately it feels like success depends a lot on who you know at the top. Is anyone else noticing this trend?

Finally some acknowledgment of what most employees already knew…things aren’t great and they need to change

But…where’s the acknowledgment from the other leaders as they rapidly pivot to protect their own positions

I can’t help but feel that some should be reflecting on poor performance and leaving proactively..at the very least they should be on a PIP! Maybe these discussions are ongoing but the culture has to change to one of more honesty and transparency

How can anyone respect the CEO when he continues to get huge raises despite crazy bad performance. The best was JB who was the mastermind of the collapse he not only got a bunch of raises and bonuses, he was asked to leave and got a heroes send off and is staying on the board.

Really? You kept him on the board?

I had my best selling year and results in 20 years, got a lousy 3 review, was told that JB didn't want anyone above a 3, my boss said he gave me a 5 and it was downgraded to a 3 because JB didn't think anyone deserved more than a 3.

Years ago, leadership showed all the doubting employees charts of the exponential EV sales growth just around the corner and that we just needed to believe in this unbelievable mission and press on when it was obvious nobody wanted to buy these electronic clap traps. Condescending pep talks of Zero Zero Zero that a nine year old would roll their eyes at.

Did they show those same sales forecast charts to investors and shareholders back then? What do they have to say about it now? “Sorry we got some things wrong, but gotta go cash our bonus checks - we’ll circle back and catch up about this later…”

Pray for all the people losing their jobs so that a handful of narcissistic a--holes could try to prove to the world they knew anything about their customers or the products they actually wanted to buy.

Got this from: @fw+1k8rsmmf8

Some leaders make claims that they know who posts on the site and can track it (even if not at work) who can confirm if they are just using it as a scare tactic?

Post Dan's speech today, one gets the distinct impression that some version of Amazon's PiP culture coming to VZ. Maybe a 6% URA number to keep everyone on their toes?

Just listen to the music while this ship sinks….

“This will be a new way of life for us.” CEO
To those who pay the price for this new model, I am truly sorry. Don’t give more to this God forsaken company than it is going to give back to you.

Sometimes you have to stop at ask, is what you are selling your heart and soul for really worth it?

Lots of uncertainly and nervousness after yesterday=Some nice recognition--finally !

We don't get many pats on our backs any more=just kikks in the aarse+The CEO is starting to lose the rank and file=Only 55% of company in attendance=We used to get 90% on these meetings=The sales guys seemed down and had low energy=Seemed like deers in headlights=Compassion & passion is gone+Thought process is always changing like flags flapping in wind=Meps, Peps, and fops, gops, mops, (huh?) wtf? are labor intensive, high maintain, low margin that we don't want anything to do with.

Prove me wrong...

Are we just not even going to pretend to be a compliant & sound bank? Has USAA just given up on quality leaders, innovation, member focus and truly caring about its employees. We’ve gotten so used to scraps around here, when id--ts with a title makes greed based decisions we all just nod and clap. This place will have a day of reckoning. When and how bad, who knows. My prediction is lights off and news cameras we wake up to randomly one morning.

Lowell got rid of everybody around here that knew anything he just wanted a bunch of yes men and hatchet men. You could see this coming a mile away when the management catch phrase became" I don't need to know your job to be your manager."They should just find everybody from Massachusetts that is still here in a position of power and ask them "how did you get your job here" ? There is definitely still a serious amount of nepotism around here that is leading to a lot of stagnation.

I would have never believed working at BMC would ever feel like this. I've worked here for over a decade and this year is the first time I'm thinking about leaving. What is going on?

Could we start a SWM 40+ club, of course all would be welcome to attend. Seems like a reasonable request, whose interested?

What is the scuttlebutt about the sales kickoff of him in Denver? Perusing through linkedin, The SKO has been posted that it was an amazing event with lots of pictures showing people having a good time. Can more be shared?

gather around, empty kool-aid cans, recycle children fairy tale. Safe space until there is none.

How are employees and contractors coping with added stress from lack of security and direction while the company literally Transitions into something new…

Are Chevron employees still cooperative or more guarded?

Is the safety potential from older assets and less eyes on and walk the line starting to pose a concern?

Is Chevron HR still creating a toxic environment? Full of fear?

How’s ENGINE working out? One the Indians adhere they will not be able to adapt to that unique cultural environment weather Bakersfield, Greely, or New Orleans…this is actually what made Chevron special.

the talented leaders left in 2019/2020 and made bank at other companies. the current group went along with the plans that just sank the company and much of that equity has evaporated

Just wanted to leave a note as this chapter at Paramount wraps up for me. What a wild ride it’s been an absolute privilege to share the chaos, creativity, and caffeine with this team.

I’m so proud of what we built together, the impossible deadlines we somehow pulled off. And even when things went sideways, we learned, laughed, and rolled with it.

It’s rare to find a team that makes the hard days lighter and the good days even better. I’ll carry these memories and probably too many Slack screenshots with me wherever I go next.

To my Paramount family: thanks for the madness, the magic, and everything in between. Keep making amazing stuff, and keep taking care of each other. 💙

...this year will be moved from Vegas to the Kensington neighborhood in Philly.

I can’t live in fear till January and work like a dog every day. Sick and tired of training TII knowing that they will take my job.

We can’t f*cking accelerate if half my team including some high performers are laid off (probably because they were remote)

If I make it beyond April, there is no way I will get more than 50% of bonus and 2% hike in salary.

And this is not the Target I know for the last 15 years. We neither caring, nor growing and definitely not winning. Our culture is a sham.

Most of these people were let go
https://corporate.target.com/careers/culture

The finance guy will be working us to our bones and then lay us off after peak.

First, I am sad to hear about the extensive layoffs at Target.

After reading these posts it seems like half your company walks around with rainbow mohawks. If you would just concentrate on selling what people want in a clean store you should be able to stomp Walmart, but no... you had to try and be a DEI/social justice warrior. It feels like you are going to get robbed just walking into Walmart (some literally have police presence 24/7), and people are choosing that over your stores - let that sink in. Please please please get back to core business, I am rooting for you believe it or not.

https://removepaywalls.com/https://www.ft.com/content/075e268d-1ec9-47e0-bd78-dec2d9f95004

Beneath the glossy aesthetics of Minneapolis HQ lay an unspoken code: all loyalty was transient; promotions a promise easily retracted. Only the strongest, most adaptable team members remained, standing in solemn salute at the corporate bullseye.

F**K Me. I'm not asking AI anymore questions.

Move on good teammates. This is reality. I don’t like it but it’s my only option now. Let’s focus on making good business decisions so the bank does well. We’re all in this together. Truist is poised to be the best regional bank. Leadership may need some coaching but the frontline teammates are solid. Let’s focus on the clients, they picked PURPLE for a reason - let’s commit to serving them.