#culture

Central station made a poor call on being open today. It’s apparent its solely for the sales launch. Fossil is risking lives over a day of wining and dining international partners.

An organization full of quiet people is not calm.

It’s resigned.

And resignation, unlike conflict, is very hard to reverse once normalized.

As a senior woman at this bank, I am appalled at the handling of the bully and harasser Andy Sieg. The HR team here is the absolutely worse. In fact, Sara told us at a meeting of senior women that she knows nothing about HR and is just "fake it till you make it".
Jane, do us all a favor and go hire someone who understands the important role HR can play when led by someone with integrity and an ounce of employee advocacy.

No overtime for RTM positions. Just so you know the company is going to fully expect you to work 50-60 hours to complete the job but only pay you 40. Dont fall for the trap. Take the severance if you can.

Rumour has it some of the old guard are coming back and rebranding into a new processing shop - hands up who would abandon their ship to join ( my hands are up!)

I was hoping for better than my last job. But that didn't happen. It's as if I never left the other company. Broken promises, a bunch of hot air and bunch of pretenders.

Does anyone even buy anything on Be Magenta!? Like what’s the point? For one, everything is expensive, also, why would I want to buy any T-Mobile related merch and get lay off the next day. What? Use my $80 T-Mobile hoody as a pijama and make myself feel worse by looking at the logo of the company who didn’t care about me?

Sending an employee survey the day after massive layoffs is so tone deaf and par for this company. No point in even filling them out as it’s obvious senior leaders don’t care.

Excellent corporate strategy playing out in the Marketplace division.

“If your job allows it, we encourage you to work from home”

So they realize that there’s onsite workforce who needs to be present and customer facing workforce who needs to be present.

But everyone else, we realize your job allows you to work from home just as effectively … but go in the office 5 days and play pretend “collaboration” on your teams calls, chats, and emails so we can prop up Blackrock and vanguards corporate real estate portfolio so they don’t yell at John.

This place is a joke. The hypocrisy is sickening.

There was a time when people were proud to work at Ford and leadership valued the team. That sense of shared purpose has completely vanished. Good employees are exiting constantly, replaced by a culture of fear and spreadsheets. They've lost sight of the fact that the workforce is the company's real asset. The loyalty they once earned has been spent.

It's crystal clear that advancement here is based on networking, not merit. If you're not part of the right circles, trying harder will only result in burnout. Trust me, been there, done that. My tactic now is to be as quiet and consistent as possible. I complete my tasks on time but avoid any projects that would make me stand out. It's a defensive play to ensure I don't become a target while I figure out my next move.

Just curious! Could you possibly simply get a very low bonus since you still met some expectations? Most know what a tough place this is to work for many areas. If you are an employee who always got meets/meets and then one time its meets/does not meet -- is it manager's discretion?

So, received announcement for POD 3.0. It seems to be a “every account for itself” model and creating technology silos. If a POD needs XYZ skills; the POD is supposed to build that skill, even though it may be existing somewhere within Kyndryl. Current practices that support multiple industries being broken down to fit this POD model.

I have to ask, with everything that's been happening, is there anyone left at this company who is actually happy with their job and optimistic about the future? I'm struggling to find anyone.

My heart goes out to everyone who was let go last week. With the economy and job market like this, I don't think the timing could be worse. The company's disregard for people's lives is shocking and cruel.

why do we keep filling out pulse surveys to never see the results? why bother with the charade?

How clueless management is. Smh...Developers are leaving left and right. There is no pushback, just approving work constantly. New hires have zero training. Everyone is burnt out. What happened to comp days when your job forces you to work all weekend? Some managers ok with it, some managers not? And whats with the Meaningless calls 8-5 non stop every day? Who can stop this? Who can make change because its miserable to work like this.

The rest are to work in very limited squads and save money. GT Sr LT - do you really work like that?

It is clear that the ELT is grasping at straws. Retention and Growth are stagnant as our overall service level has fallen to never seen levels of FA disappointment . The promised efficiency of Salesforce and Moneyguide for branches has never arrived.

We are all living the agile worst case with broken systems and products that will never live up to the hype. If this is finding our Rich then count me out.

I remember when this was a company people loved working for. The culture and morale were positive. I really miss those days and often wonder where it all went wrong.

What do they get from it? I'm genuinely curious.

Nurses working at Humana are NOT valued. Simple but true statement. The Nurses in upper management in the Utilization Review area are clueless regarding UR but wonderful actresses playing like they know the jobs and care. They care only for themselves and their careers. Since centralization it has been a sh-t show and circus and it continues. Change of hours with no consideration of the nurses , impossible metrics and horrible PTO policy. More change coming is the news I hear. Work life balance? Not at Humana.

• You hold "Tribal Knowledge": You are the only person who understands a specific legacy database script that would break the entire project if you left.
• You are willing to Relocate: If you are remote but offer to move to a Hub (e.g., Waterloo or Gaithersburg), they might keep you.
• You are "Cheap": If your salary is significantly below market rate, you might fly under the radar.

Bumping this from @ac+1kfv3g2sk, I think this gets it right.

Same BS? Or are they better employers to work for?

Pure sick looking at LinkedIn and everyone's promotions nearly all VP, Senior VP, Directors and Senior Directors. Not saying theyre not deserved I'm sure some of them are, but when you sit in a location closing later this year, knowing that other locations in the UK and Ireland closing, seeing people boasting (the same people who work from some of these locations but know their jobs are safe) its just disgusting.

I better see MW and MN in the office tomorrow regardless of the weather because we’re all BETTER TOGETHER!!

After more than 13 years with the company, I can honestly say morale has never been lower. People are exhausted. The general feeling is just complete defeat and a desire to get out.

I hate the company culture and all the layoffs, but I have a fantastic manager and great coworkers. That's so rare and it's the only reason I'm still here. I don't want to risk that, even with everything else.

Anyone else having the joy of working with NextGen AEs straight out of school?

I work with a few, and the spectrum is… spectacular. A tiny minority might actually grow into the role. The rest have perfected the art of delegating everything except praise and self-promotion. Responsibility? Experience? Insight? Optional. Ego? Olympic-level.

Dell seems to be placing a bold bet on these kids. In reality, it’s like handing a Ferrari to someone whose only driving experience is Mario Kart — thrilled, clueless, and fully expecting the finish line to magically appear ahead of everyone else. Meanwhile, the rest of us are clinging to the brakes, praying we survive the ride.

And management? Don’t get me started. They sit on calls nodding like bobbleheads, drinking in everything these kids say as if it were brilliance, blissfully unaware that the actual work is being done by everyone else. Talk about knowing your business — more like blind leading the blind.
Dell is a house of cards… and I’m just waiting for someone to sneeze.

The Scharf-simping nincompoops referred to as "managers" seem to spend a lot of time on this page. You can tell who they are because they are the ones posting butt-hurt comments either defending the company or launching personal attacks. They get defensive when people call out their gutless corruption on a public forum. Working at WF is bad enough; enforcing WF's corrupt, ever-changing personnel policies makes you complicit.

We all talk a big game online about bad policies and layoffs, but then we just accept it quietly. No one organizes or pushes back in a real way. That's why management keeps doing whatever they want.

I was just thinking about how we used to be known for innovation. Now it feels like we're just maintaining old products. What happened?

I quit a while back and everything improved. Waiting around for Wells Fargo to start treating its employees better is a lost cause. Start looking for something new now.

Chevron’s 2026 vibe reads like a corporate satire that forgot it was supposed to be fiction. Employees are watching leaders cash out stock, “future leaders” quietly plotting their escape routes, forced‑ranking systems dressed up as not‑layoffs, open seating that somehow manages to make productivity and morale worse at the same time, and a revolving door of reorgs that solve absolutely nothing. Through every post, one theme keeps bubbling up: it’s not a culture problem, it’s a full‑blown identity crisis where the top keeps insisting the ship is steady while the crew is already eyeing the lifeboats.

We aint used to this snow in the south. I was thinking, it is the same as our company. It is a storm we just ain’t used to at work that needs to be gotten rid of.

Really... Really?
What a down grade. It looks more like the aol site from 1998 than a website from 2026…
This is clearly a sign of things to come. It looks like a landing page for one of these AI slop regurgitated news aggregate sites Honestly I'm almost sure someone said , just run it through ai.
Speaking of ai, what the fu-k are we doing there? It's 2026 and we have nothing to show in ai advances. Yeah sure managers are poorly copiloting their email responses and take out orders but what in the way of innovation? Something original and useful?

What a poor user interface and unintuitive layout. First we decouple from teams.... Kinda but since it's integrated with ms office suite which we use for everything we still have to use teams sometimes. Slack is a dumpster fire designed for codebros. I'd rather go back to skype than use that abomination.
Who is making these poor poor decisions on our tech? Are we just handing the company over to China when the SAIC contract expires in 2027. Have you looked at what they are doing? GMNA he's fallen WAY WAY behind.

“That the rules-based order is fading. That the strong can do what they can, and the weak must suffer what they must.”

That last line draws from Thucydides, the ancient Greek historian and military strategist whose “History of the Peloponnesian War” has, for hundreds of years, served as the fundamental text on how to manage raw power.

This is how dxc is run.
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Long-time IC in Controls. Exceeds (or Consistently Exceeds) for years – same leader, same scope, volume, quality, and achievements - the language that used to get Exceeds is now documented as Meets/“High Meets” (which means nothing, makes you nothing, but a su---r).
Boss said no one on the team got Exceeds. Several big items completed in Q3/Q4 “won’t count until next cycle” per manager although that’s not what I was told at mid year.
Meanwhile, folks doing bare minimum (some barely in office) also get Meets, and some lower-in-range are getting raises while high Meets/higher-in-range get $0.
Hearing this is widespread forced calibration / distribution in Controls areas – entire teams capped, downgrades from Exceeds to Meets/IM despite no performance drop. Some threads mention 10% forced IM ratings, RTO used as excuse for lowers, and budget issues hitting higher-paid/long-tenured folks hardest.
Question for others in similar boat:
• Is there any meaningful recourse? (e.g., formal dispute through HR/ethics line – has anyone actually gotten a rating changed or it backfired?)
• Does this feel like a way to push out top performers/high earners (maybe to manage comp costs or make room in layoffs)? Or just calibration gone wild this year?
Not looking to rant endlessly – just trying to understand if fighting it is worth it or if it’s time to dust off the resume.