#culture

If I survive tomorrow, I’m contemplating moving on or finding something new. I feel like this company is never going to recover. Is this rash thinking or do others feel the same? There just is no clear path to recovery.

Penny spent some more of her displaced associates money today. Penny brought former St. Louis Blues player Chris Pronger in to the home office today to preach about the importance of what we do. Pronger said he needed financial guidance when he received a $7 million four year contract with a $4 million signing bonus at the age of eighteen. Penny and team are either tone deaf and/or just do not care. Penny has laid off people making five figures and trying to figure out which bill to pay this month by sending jobs to India. Penny has demoted some of her Enterprise Reimagined survivors who are now scraping by. Penny brings in a 51 year old ex jock who was a multimillionaire at the age of eighteen. This saga just keeps getting worse at the home office. Penny is just rubbing salt in the wounds of everyone affected by her Enterprise Reimagined project. How can Pronger give a speech about his financial life? Who did he think he was speaking to? Did he think he was speaking to a room full of Edward Jones ELT members who make eight figures annually? The most amazing part of Pronger's speech was when he said he too had navigate retirement woes. The man is 51. He could have retired at the age of 18 with his signing bonus if he wanted to. The home office has people literally making $40,000 per year and he is lecturing us about his retirement woes. Some of the people at the home office have been working there for decades and have no idea when they will be able to retire. They may have to work until the day the die thanks to Penny. Now, because of Penny, these people also have to look over their shoulders at the fear of losing their five figure job to someone in India. The change in culture from JW to Penny is absolutely stunning. Let's run down the cavalcade of rich people Penny has brought in to lecture the firm, Magic Johnson, Simone Biles, Hoda Kotb, and Chris Pronger. Penny said her biggest mistake was spending too much money when she first became managing partner. Penny is now slashing expenses (labor), but still wasting money which has nothing to do with serving clients better by bringing these people in who never say anything worthwhile or practical to their audience. Chris Pronger now runs a luxury travel agency in Chesterfield, MO. Maybe our displaced and demoted associates can put an application in with his company. I fear though only Penny and the rest of the ELT will actually be able to be one of Pronger's clients.

With the way this is being handled, I know I'll be looking to leave whether I'm affected or not and I know so many others who feel the same. I don't know if that was the goal, but if it was, I think they might be surprised at how good it worked when they're faced with a mass exodus after this is done.

The constant pandering got us in huge trouble.

Hahaha, what a bunch of fake actors

They brought in this woman who had no experience in HR to lead the function. Imagine managing a horrible team of old fogies who have been in their positions with absolutely no contribution. Hear she is moving to another function... only God save this company......

If you were to be in Fiddelke's shoes, what would be 3 things you'd do right now?
I'll go first:

• rebuild trust and do it fast (comms, plans, dont let people find stuff from the media)
• fix culture before fixing cost (give power 2 remaining teams & simplify... less layers)
• protect the brand’s core (keep design/merch/stores connected) & dont outsource

Very worried about what’s going on. Since the new CTO joined many Head of XYZ have left. The culture feels worse. Product quality has dropped. More customers are leaving because of bad product quality. The CTO has also pushed out many. That is very serious.
The share price keeps falling. Do they know something we don’t? Is the CTO making things worse? Is this company in trouble? What does this mean for our jobs? Very worried.

Pulse is optional but we are pressured to take it or else my store looks like a store with lots of concerns. Upper management with non stop pressure. The survey is good but the top top big wigs forcing it is BAD. So if you ask me it’s mandatory. If yall got low participation be ready all the visits

One of our posts about our su-k a-s security team and its crooked VP has hit over 100 thousand hits and counting. That is more than any other company has ever had on layoffs.com. One of the posts in that string has almost 4000 employees who have thumbs up the plead for help. That too is a record. Where have we gone as a company to sit mute to so many associates’ cries for help? It’s a pathetic record to have on this site and our customers see it. Hopefully the new company merger and shareholders and board of directors will see it and make the right decisions on who let this all happen and lay them off! Those records are embarrassing!

Although survey results have not been published, leaders are already touting it as a huge success solely based on the number of teammates that responded, which is up from years past. As has been mentioned before, it does not matter how bad the actual responses are, if they get high participation, executive management sees it as a win; they see it as teammates caring, engaged, and believing executive management listens (and will do something about issues).

Worst experince of my life. nothing but a bunch of false promises and liars. Former and cutrent people there pick on people with disabilities.

The downfall at Target is certain. If you survive, find a new job ASAP.

Here is the big issue. You’re all worried about Trump and thinking the Mexicans are stealing the jobs when in reality it’s happening in front of our faces. It’s the Indians. Wake up people. India doesn’t even have Targets lol.

Target HQ I hope you read this. Good luck maintaining a company that operates in India that lack an understanding of the American culture. Do you see many Indians shop at Target? Mostly American white woman lol. That right there is the problem. But, hey, anything to save a Penny.

With cuts of staff, hiring freezes (yes, I used the f word which were never allowed to say out loud) and conflicting messaging from the top, how can HR an TA maintain it’s current staffing models? Furthermore, It’s absurd to market an organization to potential employees when we know our company is so unstable. How can you promote a company who has lost its direction, disoriented its culture and corrupted its sense of purpose? You can’t and you shouldn’t. And this hasn’t just happened…it’s been years in the making. We want to hire better but WE as a company need to BE better. No excuses or platitudes. 2026 should not be a continuation of 2023, 24 and 25.

I have noticed during my time here that HQ has a really high tolerance for poor performers. We definitely have a few in my area that just skate by and hardly put in any effort. I wouldn’t be surprised at all if they all survive Tuesday. Management protects them so much. Is this toxic cultural trait common on a lot of teams?

https://www.reddit.com/r/verizon/s/7gSIKrwdH4

I truly hope Roundel leadership takes accountability for how this situation has been handled. As employees, we look for comfort, feedback, and — most importantly — transparency from our leaders. The continued silence and lack of communication leading up to Tuesday have been disappointing and disheartening. In times like this, openness and honesty are what build trust and show respect for the people who make this organization what it is. Unfortunately, that hasn’t been the case, and it’s left many of us feeling embarrassed and let down. I ask do better be better and just resign.

Can someone help me understand how laying off thousands of U.S. team members while backfilling roles with TII is supposed to help Target grow? We’re replacing people who understand our operations and culture with teams that, in many cases, aren’t being given the chance or tools to learn how Target truly works. Are we really strengthening the company by cutting experienced U.S. talent just to hire three offshore roles for the cost of one? I’m struggling to see how this strategy positions Target to become a powerhouse again.

Don’t get me wrong, I understand there’s a lot of corporate bloat. We have plenty of senior managers and above who no one can quite explain what they do, aside from adding meetings to talk about meetings. I get that there’s a need for change. But the acceleration program doesn’t seem to be targeting what actually needs to go away.

Have you ever looked at the wrist of our humble CEO. In one picture outside the Discovery District he is wearing a Rolex Daytona, which costs nearly $30K, has a 6 year waiting list, and requires you to have already bought several pieces from your jeweler.

In another picture in the Dallas HQ he is wearing a gold Rolex DayDate, which costs 44K.

Given this, he easily has 6 - 8 Rolex timepieces. I have no issue with leaders wearing expensive watches, but these Rolexes feel a bit tasteful given the ego our leader has demonstrated and how he treats his employees. I think a Cartier, Jaeger, or just about any watch would have been more humble and appropriate. But, the Rolexes scream “I have money and control, and you don’t” when he wears them.

Guys, if you ever think our leader is relatable or in-sync with the common employee - just know that he goes out of his way to distance himself from the rest of us. Only the best that money can buy for himself. Nothing but the worst for his subordinates.

Title says it all

I never thought I’d see the day where Edward Jones turned into just another corporate machine. The same firm that preaches about “purpose” and “caring for people” just tossed hundreds of loyal employees aside like they were nothing.

Penny stands on stage talking about culture, humanity, and doing what’s right, but where was that when real people lost their jobs? Where was the compassion when the folks who gave everything to this firm got a calendar invite and a script?

They say “we’re one Edward Jones family.” Really? Because families don’t abandon their own while the top leaders keep cashing seven-figure checks. Penny took home close to $30 million last year. That’s not leadership. That’s greed dressed up as vision.

People here used to believe in something. We believed that this place was different, that we treated clients and coworkers with respect. But now it’s just buzzwords and hypocrisy.

The worst part? So many good people still inside feel stuck, scared to speak up, and scared to lose the job they’ve given years to. Even GPs… The silence says it all.

To everyone who got cut: you deserved better. You carried this firm. Don’t let this break you. The problem isn’t you, it’s a leadership team that forgot what it means to lead.

Edward Jones can say whatever it wants in the press. But inside these walls, people know the truth.

How are we doing?
Who's at the helm?
Are we making $$$?
Do they treat the worker better?

The only good thing at Verizon.

State Farm is like a sad Disney movie remake. I would love to see South Park do a parody on State Farm. I love to hear JF talking about establishing our "World Class" culture. LOL! Maybe trailer trash, help your richest uncle take off the wheels on his new house culture. For anyone thinking about coming to work at SF do not even consider it. If you have State Farm insurance cancel all your policies, the company is a scam. If you are still working here get out ASAP. This place is Chernobyl, just a total toxic melt down that is getting worse every day. Sh-t hole!

Especially the one about teamember health and happiness.
Do customers really believe anything that wfm says or does?
I don't. It's just a paycheck to me.

https://www.tomsguide.com/computing/office-software/microsoft-teams-will-start-snitching-to-your-boss-when-youre-not-in-the-office-and-this-update-is-coming-in-december

I don’t care as my team knows I’m not in office, but between this and AI taking 80% of jobs (or some similar dire forecast), it’s absurd to give anything to the company beyond the minimum.

One Two Gunjan is coming for you
Three Four swipe your badge at the door
Five Six layoffs is how she gets her kicks
Seven Eight your job she’s gonna automate
Nine Ten time to make a friend

Ryan “poorly tailored suits” Lance, CEO of ConocoPhilllips, stated

"We probably plateau later this decade," Lance said. "It's going to be slow decline beyond that, because there's a lot of resource."

What’s your technical perspective or intuition on production declines and soaring OPEX now that Ryan is viewed with contempt by field personnel particularly Marathon and Concho Honchos

A friend in marketing in purchase told me they’re releasing a brand new PepsiCo logo on Tuesday lol. Really got them priorities in order!!!

If leadership wants increased office presence they need to consider satellite offices. Almost two hour commutes because of Charlotte traffic is taxing. Is it helpful to have people together and stressed out because of the accident they narrowly missed coming in on highways with aggressive drivers? You want people in a facility then build facilities on all sides of Charlotte.

If the decision is already made, then let’s use the next two days to be advisors to our leadership — not bystanders. we are better than the external consulting companies.

Why did Target really fail?
What are the ground-level truths about where our leadership fell short?
Which decisions over the past 3–4 years should have been made differently — or not made at all?

Remember how much fun it was to watch overpaid executives dance and lip sync to modern pop songs? We need some of that again! Throw in a couple of pizza parties and the diSAPpointment will turn around. As Rob B once said, “our steak is delicious, but it needs more sizzle”

I heard yesterday from a colleague that every January your reliability automatically resets to 100 percent. Is that true?

A granfalloon is a "proud and meaningless association of human beings," a term coined by Kurt Vonnegut in his novel Cat's Cradle. It refers to a group of people who believe they share a significant connection, but this association is based on little to no real substance or shared purpose, such as being from the same town or having a common hobby

For those that work at Gartner they know that if you are put on a plan for success then that means you are being quietly being shown the door. It’s impossible to complete that formal program under the current economic environment. There is a push from leadership to meet metrics, but how can anyone do that when Gartner consulting has a terrible pipeline at the moment and an even worse one going into 2026. Things will get better but they will get much worse before that. Leadership is sitting on their thrones making impossible demands of staff whilst taking no accountability and providing no support to the people who have dedicated themselves to providing exceptional client work. I wish Gartner would stop pretending that things are great and be transparent and let people know that there are more layoffs to come. So disappointed at the company. They are ruthless.

architects are the most talented people in fidelity..offlate we are being targeted for no reason.. please respect us

So the new tech leader has been here over 18 months and still no strategy. Counting keystrokes and butts in seats? Those are tactics you use when you don’t have ideas. Come up with some d-mb stat like “our average productivity score went from 6.7 to 8.3!” Yeah, sure. “We shortened some arbitrary date by three weeks!” If all else fails, talk up AI from the videos you watch. Meanwhile the actual things that need to be done are just kind of floating. I get it that it’s hard to admit when you aren’t up to the job but come on. Just take the golden parachute. Why is it so hard to get a good tech leader at WF?!?

Stock at the lowest levels at management continues to abuse employees with rampant racism in abundance

What did you all think of Dave’s town hall yesterday? It was good overall, but still left some areas unclear. It’s interesting that some of the old DPA team members seem to have transitioned into stronger leadership roles instead of being impacted. I’m also not sure what the Tech Venturing and Innovation team actually delivers — based on my experience, they’ve created more disruption than value, yet manage to position their work as impactful. Their approach feels more suited for marketing than for a technology function. I’m surprised Dave is allowing this structure — his org already feels too top-heavy with overlapping roles. Hopefully, they’ll revisit the organization design soon.