#culture

As much as people are fighting it now, the reality is we'll adapt. We always do. The strong feelings about WFH will soften, and showing up at the office will go back to being the unremarkable default. It's inevitable. Sad but very much true.

Inogen has gone through yet another round of layoffs, and at this point it’s hard to describe how broken the culture feels. Leadership appears reactive rather than strategic, relying on short-term patchwork instead of a clear plan.

From my perspective, employees are not genuinely valued or trusted, and decisions are made with little regard for the long-term impact on people or morale. Confidence in leadership has steadily eroded, and many no longer believe what they are told about the company’s direction.

If you begin seeing overly positive messaging about the company, I would encourage healthy skepticism. Based on lived experience, those messages have not reflected the reality employees face.

In my opinion, this is a deeply unhealthy place to work. If you are considering joining, my advice is simple: proceed with extreme caution or don’t proceed at all.

Witnessing layoffs at Verizon has been a masterclass in how to destroy morale. They decided to kick out the very people who bled for the company. Now, they have us all running for the exit. All I want is to get out and find a job where dedication might actually be rewarded, not used against you.

I thought moving to a giant like BNY would accelerate my career. Instead, it's stalled it. The regret is so deep I'm actively trying to reverse course after just 18 months. The supposed "prestige" and extra cash mean nothing when you're miserable every day.

Why it's the leadership at the top not held accountable. They created this disastrous outcome, and we the working employees are paying the ultimate price by losing our jobs and dignity. It's a very sad and heartbreaking day for a lot of good people!

Executives, VPs, and Directors should be accountable and shown the door first.

I thought Dan talking about global and national madness before getting to VZ was quite clever. Puts things in context. VZ madness didn’t feel too bad and kinda expected after hearing all that.

Little manipulative but I guess visionaries have to be little manipulative too

stock is at $58, at what point do people realize extra effort is required to dig out of this. even 1 weekend a month would be a huge help to turn this thing around. let's go !!!!

About a year ago I was talking about MU and the eminent shortage in memory to a Director level dude, his response, 'they're still around?'. That right there tells you all you need to know about the direction of this company. There are a lot of people in high places making important decisions that don't actually care or even understand technology. Middle management has a severe lack of vision and probably accountability.

Spend 30 minutes on AI, but you "have 5 minutes to get through 8 things". You literally just acted like running out of time is a valid excuse to not share the "Dan Plan". What a joke.

NOV always claims their 'Workforce is Like Family.' Then, when they hit a bump-in-the-road, family is slashed down to the bone, meanwhile, upper management still gets their bonuses.

You won’t believe the tea DV was always spilling! He kept going on and on about how everyone who came over from USAA got that sweet LTIP I mean, literally down to the assistants who transferred in. Like, he made it sound like the ultimate selling point, the big perk that sealed the deal.
And don’t get me started on KS /DV she was all about bringing in her people to push out the NM crew, basically stirring up all this fear to clear house. It’s been two whole years of them making up their own rules and just lining their pockets. I heard only one is left now… what a total joke!

HR and the higher-ups simply don't understand where we are coming from. No more speaking from emotion. We HAVE to speak in buzz words and LEGAL TERMS.

Retired recently with no Ford Pension owed to me and as I was reviewing my career resume it was revealing to note a contrast between Ford and the other OEM I worked for.
Similar position, however at the other OEM it was a “3-person” job.
Inefficient and no-value processes are PD costs at Ford no amount of reorganization or chair-shuffling will alleviate.
To make matters worse, no one has the courage to say “NO” to a process or tool with little value.
Best wishes to all who remain at Ford.

Snake oil salesmen got caught!

We ain’t got time for Davos, we are trying to not get ran over in the streets and put groceries on the table. Get real with your people you (ur)slurper.

Who is enjoying TAS Senior Managers and above being preoccupied? Best days of the year!

Let's talk about how "we are in the best position this company has ever been in"

Enjoyed seeing the CEOs of United Healthcare and CVS/Aetna getting scolded by different members of congress last week. How can we make sure Sarah doesn’t miss out on that fun? I need to see her explaining all her little “High Touch Initiatives” put in place in those state plans with high MCR rates. Popcorn ready!

The best employees in the world are trusted to work where they want, when they want, and how they want. Not because no one is watching, but because they’re capable adults with talent, character, and integrity. When you hire people like that and give them autonomy, they consistently deliver more than any mandate ever will.

A five-day RTO policy sends the opposite signal. It tells top performers they aren’t trusted. And they respond the way the market always does, they leave. What’s left is a shrinking, less competitive talent pool made up of people with fewer options, the bottom quartile of talent.

If connectivity and flexibility are truly our product, we should be the company that proves it works, not the one that contradicts its own message.

The teams like QPOET full of snakeoil salesmen have done nothing except for cheating and stealing！

ITC does nothing because there is nothing for them to do. We’re asleep.. No tech skills and no value. Fire all resilience and GT support managers. Let the vendors do the work. Put money into marketing and design. Quit pretending like tech is adding value.
Tech support managers are the worst. Micro managers with low iq. Our teams give zero sh--s due to the embarrassment of working for these clowns.

What the he-l are these jokers on about? What even is "the culture"?

"Bringing back a notion of taking that extra step."
"You need to have a way of thinking about health care that is different from other products."

"It's a different culture than just a commercial culture."
"To be more explicit about that, we were calling that out because we were way too tense and needed to define who we wanted to be."

Could you have used more words to say nothing, sir?

https://x.com/lizziejohnsonnn/status/2019083204133609846

With the release of the E files, ya'll know, I'm not about to type any more details than that...

I have to ask. Has anyone searched through our current BoD? Leadership Chain? Or priors who've left? I think we would all love to know the company is at least clean of that... if not much else.

Serious question: does anyone else feel like we’re past the ‘planning’ phase and already in the ‘waiting for the shoe to drop’ phase?

Big leadership announcements, but no full org charts below first line, no clear direction, and oddly few real comms.

Feels familiar.

Getting rid of sabbaticals? What the expletive are you thinking? F this place and it's "benefits"

Same old? Or will there be some major news? Maybe RTO requirements will be more lax?

Is she just a cheerleader and goes around doing meet and greets since she has failed at all her jobs and others had to take them over. Why is she still around while other real working and accomplished people are being laid off ?

Almost nothing on this website is factual. Stop getting su-ked in. Focus on what you can control: document your work, follow official info, and protect your career and mental health.

Have the best day of your life and don’t let anyone be your bad day.

Got back a mixed review because one of my coworkers is mad that I stopped working nights and weekends. lol. i also need to step up my game in the creation of our team’s decks, because I seemingly can’t read my director’s mind well enough when given no direction. At least I have a good attitude!! F-ck this place all the way to he-l.

I left 2 months ago for a competitor and didn’t even get so much more in salary, but I do not regret it at all.

The culture out there is so much better in many ways. No one is breathing down your neck and expecting you to work every moment. I feel respected and heard here. I hope you guys make it out too!

Paying a non-ceo $15m with the company and stock in this state seems irresponsible, at best.

Belk has now resorted to giving store managers, unattainable and unrealistic PACES and budget as a way to push certain managers out.
How can a smaller door have a more rigorous set of PACES than a larger door?
Well, It’s happening. If you are hitting specific paces, they will be increasing them to something unattainable. This is all a set up!

Kyndryl is a terminally ill patient dying by a thousand cuts awaiting for someone to pull the plug and take it out it’s misery.

The potty training by chief crybaby Turdledge is the last bowel movement before its lights out.

HR posting fluff on layoff.con

With all the news about Paramount and their layoffs, the original Skydance has seemed to be left out in the cold. Are all the employees there being folded into Paramount or are they slowly going to be let go?

Skydance was mismanaged from inception with money infused to make it look successful now with Ellison spending his time ruining Paramount / CBS and whatever he can get his hands on will that leave the original Skydance and the freshly remodeled offices to eventually close and move whomever is left to the Paramount lot.

My ex colleagues I talk to are miserable as there is no direction.

What is wrong with fidelity???

The managers have suddenly become super toxic, their tones have changed as if they "own you"...

I'm not sure what's driving this behavior but this is certainly not the company I recall working for ..I have been part of this firm for over 7 years but the last two years, and more importantly last 6 months have been terrible...

This manager has suddenly started yelling, being toxic, making associates compete, all while taking care of their pets who IMHO not sure how they first got the job and after being so awful still working for this company...

No surprises , I work for wealth

Before Coterra there was Cabot and Cimarex. Cabot had a very different work culture from Cimarex similar to other Houston companies. It was laid back and less formal.

Did those fu--ing dorks actually come out wearing medals?