#culture

When we book travel through DXC’s preferred system, we’re treated to a delightful spectrum of hotel options — everything from “character‑building budget charm” to “I could accidentally spend £1,500 this week and still not find the minibar.”
But the moment you try to claim sustenance expenses, the system suddenly becomes the strictest accountant in the Western Hemisphere. The £50 daily allowance is perfectly reasonable (unless you’re in a capital city, where £50 buys you a coffee and the right to smell someone else’s lunch). Yet submit a meal that’s even 1p over and the system reacts like you’ve attempted financial treason: flashing warnings, red alerts, and a polite suggestion to pay for your own dinner like a naughty schoolchild.
Personally, I rarely hit the daily limit — unless the hotel decides breakfast is an optional luxury, but that’s a separate therapy session. Still, if you’re away for seven nights, that’s £350 total. It would be far more sensible if we could use that flexibly. Some nights you might grab a McDonald’s for under a tenner, and on others you might want to try a decent independent restaurant, or just eat in the hotel without feeling like you’re committing an administrative crime.
Anyway… I realise these are very much first‑world problems. But still — mildly entertaining ones.

Meeting literally started with ‘we know there are strong feeling, but try to have a productive mindset.’

Translation. We know it’s fkd but we don’t care. Get in line, worms.

Top 10 sports jargon that Nike will use as business strategy in 2026:

1. No pain no gain
2. No blood no foul
3. Just rub some dirt on it
4. Trust the process
5. Defense wins championships
6. Both teams played hard
7. It’s a business
8. We can make the play-in
9. If you’re not cheating, you’re not trying
   … And my favorite at number 1
10. Ball don’t lie!

Per MH: "Treat it like a 20-minute Wellness Week. In other words, just focus on that thing like nothing else and make sure that you give us the feedback we wanna hear from you."

Nothing says "wellness" like forced tasks and giving them the feedback they want to hear. Plus everything will stay the same or be worse.

All bootlickers - Go check out askAT&T’s prompt catalog and put “Executive” in the search bar. Here, you can see how the executives you worship & believe should be paid so much, actually do nothing. The executive update you received, was just a GenAI prompt that look them 5 seconds to generate. The headcount reduction email you received? 3 seconds to generate.

AI has already replaced 90% of these executives jobs, they want you to believe that they are irreplaceable and that you are what needs replacing.

What’s your favorite? My favorite is the “Critical Thinking Companion” that the executives need to critically think! Very telling of the state of the company

The pulse page shows that Carelon global solutions is one of the best place to work in India and Southeast Asia. Totally giving a middle finger to all those that got riffed to offshore work.

Does anyone know when the DTs are merging into AFO? I hate to see this because we will be treated like Wiretechs.

Nice to know BNY finds it necessary to spend $200,000 on two stupid robots that look at if they came from a vintage 1980s Sharper Image catalog.

Two hundred grand and for what? To tell jokes? But let’s lay off staff.

Robin Vince is a useless tosspot.

Yet again, the Briefly focuses on AI and continues to ignore what’s happening right now. It’s becoming truly concerning. Also, Melissa Kramer’s message only go to Minneapolis-based TMs? This is serious news with major media coverage, and it should’ve been communicated to all TMs. Whatever happened to Target Together? They’re just allowing us to be targets of federal agents.

How are you all doing at the Wisconsin stores?

What a sad joke. We can't even run a zoom call.

:(

I started a role 3 months back from Ohio, I had to relocate for the role to Boston per contract (which I did at my own expense)

However, I had asked if I can instead relocate to Westlake as I have family there, for which I said No.

This morning my manager told me, my position will be moved to Westlake.

You can't seriously be kidding with this BS?????

I now have 3 months to find a new role within fidelity or let my snake of a manager know in two weeks if I'll be able to relocate to Westlake (at my own expense again)

Fidelity has become a joke!!!!! I wish I took some of the other posts seriously before taking up the offer.

Well the long awaited 5-day RTO announcement finally came and in PNC fashion it was an email instead of being covered by the executives at their all hands. Obviously they didn’t want the questions or responses. Demchak is so disconnected from reality it’s comical. Good luck to folks that have been hybrid remote since well before the pandemic, a detail most in leadership seem to forget. Can’t wait for the talent to leave in troves to get paid what they’re worth.

Company wide email to come later this week. Only managers received the communication for now.

It seems like there are some disagreements about my previous post on capitalism. Let me explain more, and you don’t have to agree with it — that’s totally fine.

1. In the last post, some of you said there are many welfare abusers in this country. I do agree there are abusers, but that’s only a small percentage of people. If you work at BNY, you are probably not eligible for any type of benefits.

2. The government pays for the benefits, but where do the benefits go? Most of them go to the healthcare industry and food stamps. As we all know, healthcare is notoriously expensive in the US because the priority goal for hospitals is to chase maximum profits. Isn’t this capitalism at its peak?

3. By now, most people would think, “Oh, so you just want communism.” The answer is no. The opposite of capitalism is not communism. We need to fix our current system so that most profits won’t go to the top 1 percent. The benefits that the government spends on people are bananas compared to the taxes that the top 1 percent have avoided.

4. Capitalism chases monopoly. In this country, our food, water, electricity, banks, and healthcare industries are dominated by very few companies. If you really like competition, then how is this a fair game?

5. For most companies, there is only one goal for CEOs — the stock price. When companies make money, most of it goes to executives and stock buybacks. Just use our company as an example: our main business hasn’t grown for years, but the stock price is going up. Why? That’s because the executives cut back our benefits and outsourced. They used the money being saved to buy back stock.

6. We have the most Fortune 500 companies, and yet they only pay 9 percent of all government income taxes. Let that sink in for a moment. Where did all the money go?

7. Let’s take insulin as an example. The price of insulin is 8 to 10 times higher than in other countries, yet the cost to make insulin is extremely low. The same logic can pretty much apply to other industries as well.

Overall, if this is really capitalism, then it’s not functioning very well — at least for 90 percent of Americans.

Many have commented on the change in culture and how the company has changed for the worse. Does a lot of this have to do with the newer hires over the past few years?

The company has hired a lot of new people and to be fair some have been good. However in many cases it looks like the company’s hired a lot of mediocre employees. It feels like the company used to hire the best of the best. Recently it feels like the scraps are getting picked up.

What does everyone think?

CHRO: Set the Foundation?

What does success look like?? What is different than today??

Where are we deliberately going—and why does it matter???

I left, and I was lucky to find a decent job. I can imagine the extra anxiety people who relocated have been going through. After the expensive move and all the other costs, including to your social life and consequences for family members, the very real possibility of losing your job anyway must be eating at people. Companies truly treat us like trash.

It absolutely doesn't matter how hard you work, how much overtime you do, or how critical your role is. There's no rationale for selecting people for layoffs beyond immediate profits. I suspect people claiming 2026 will be worse than 2025 are right. Act accordingly, so you won't have any regrets when they boot you anyway.

I'm only at this place because my wife has a really good job locally. Otherwise, I'd be long gone. I've worked at several of our competitors, and the issues here are something else entirely. It's like everybody who's here is either just starting out, actively looking to leave, or trapped like I am. It all boils down to management creating an impossible situation for everyone trying to do the work.

I’m concerned that a significant challenge at TIAA is the lack of constructive disagreement in our culture. From what I’ve observed and heard, there appears to be a top-down directive approach where decisions flow in one direction without meaningful dialogue. There seems to be limited opportunity for thoughtful debate or questioning of strategic decisions. Functions like Communications, HR, and Marketing—which bring valuable expertise and perspective—appear constrained in their ability to contribute meaningfully to discussions that affect employees and participants. Instead, there may be a culture where concerns about potential consequences discourage candid input.
I’m curious whether others feel they have genuine space to respectfully challenge ideas within their teams and with leadership. I’ve worked at organizations that intentionally created forums designed to counter groupthink and actively sought diverse perspectives, which consistently produced stronger outcomes. Without the ability to engage in constructive disagreement, we risk limiting innovation and creating frustration among talented professionals who have insights to share.
I wonder: Do people at the Executive Committee level and throughout the organization feel empowered to voice alternative viewpoints? Are we fostering an environment where the best ideas win, regardless of hierarchy, or are we inadvertently limiting our potential by relying too heavily on unidirectional decision-making?

AT&T doesn’t really care if you grow or improve, they just use your work to make a profit. Once your skills aren’t the hottest thing, they move on. Focusing on your own development and opportunities outside the company makes a lot more sense.

If you're so unhappy with how things are being done, what's keeping you here?

I’ve heard people say TR can be a stepping stone to better opportunities and that's it. Is that really what we've turned into?

After being here a few years myself, I'm curious about the perspective of people who joined more recently. Do you view Chevron as a company where you can genuinely build a lasting career? I think the expectations are just different now than they used to be.

has anyone noticed that new hires are suddenly 'buddy-buddy'' with managers and hr and they were just hired less than a month ago? is anyone else noticing this in their store?

Has anyone here worked somewhere else and seen worse internal politics than this? The environment is the next level of toxic, with some managers yelling at people all the time like it's normal. I've worked in tough places before, but this one stands out in a bad way.

Why is this not making the news ? Worst layoff possible. Got an email that role is impacted and to join a group meeting. Cam off, mic off, chat off, cant ask questions, no explanation of why and why you?? Cold and heartless.

It’s hard to understand how a company with HPE’s scale and portfolio continues to struggle to create momentum, and from the inside it feels less market driven and more internal. Constant restructuring, added complexity from acquisitions, and unclear accountability have worn people down. The recent layoffs were especially difficult because they didn’t feel strictly performance based, many capable, respected employees were impacted while leadership structures stayed largely unchanged, which made the process feel political rather than strategic. That disconnect has hurt morale and trust, and at this point the challenges feel structural, even a strong, proven leader like Rami stepping in as CEO wouldn’t be able to fix this without deeper changes in how decisions are made at the top.

Reading between the lines of all these recent posts, about FS district leaders being gone, and PIC's running the whole store, the CEO's email, etc., etc. So who knows what the real story is?

Leads, ambassadors, captains, key holders. Whenever you see those titles replace the store managers you need to quickly exit to the left. It means a retail company is in trouble . Same thing happened to me at toys r us .

So the expected answer would be "no" 😂
But after a few years here I wanted to create a list, which is no doubt just the start for which many of you can relate or add to. Im trying to explore DXCs current employees views and how you all feel, does the current culture of DXC effect your mental health?
Feel free to add more to my list in the comments.

It would be nice for some media platforms to highlight this feed if it gets traction on LinkedIn.

So here I go...

That 1% pay rise.. after 6/8 years
False promises after promise for salary review, so we feel burnt out and under appreciated.
Constantly battling additional workloads with no return.
Seeing management spew energy going into this AI comercial and yet they have no idea what the feck it is.
Constant changes in leadership who get bonuses and never connect with the workforce then leave.
Clear lack of direction by management.
Lack of career progression / guidance for skilled employees.
Seeing colleagues that are skilled 20+ years hang on, but for some reason they are still on a just above minimum wage salary due to inflation.
(These employees are normally the vital contacts that the clients get on with as highlighted in a recent town hall, if it wasn't for them alot if the clients would have left by now).
Seeing graduates getting onboard but knowing there is no 'happy' career for them here.

The list goes on so feel free to add, but wanted to know your views.
Happy 2026 folks let's address these issues.

We are getting a new CFO over here at Converse. How was DS at Nike? Looks like he ran Procurement. Good experiences? Good culture? Bad experiences? Need the details before he ramps us here so know what to expect. Only thing I heard so far was he got rid of people when he joined and the org did not have much direction from him with a lot of people having left or trying to leave. I only know one Procurement person that is over there still so giving the benefit of the doubt maybe he inherited a bad gig?

Need some info before meeting him…

For more than 20 years he looks good. But we who know him, know otherwise. Look up The Peter Principle and there’s a picture of Ryan. Chevron and XOM (and everyone else) will get things done.

And it's by design. I almost have the feeling that they enjoy making us jump through hoops, throwing all kinds of obstacles and inconveniences at us just for the heck of it. Productivity and performance be damned. Losing top performers, because they do have a choice? Not important. As long as we are exposed to humiliating rituals and games, all is good.

Reorgs, layoffs, shuffling people around, ignoring bad management but punishing talent, directionlessness, maintenance/decay mode - all of it has made me completely uninterested in the future of Nike, and definitely in my job. I just can't care anymore. If someone had told me eight years ago when I came on board that this would turn into a "just collect a paycheck" thing, I wouldn't have believed them. It's actually sad.

Just ask the simple question is it still 120% of budget.. is it tho... the decisions being made are just absolutely absurd at this point and that's saying a lot over the past 3-4yrs let alone the last 15. Sad for all of those who put in the time and effort to hit your # you will get a BS excuse as to why it has now changed... last minute things that make you go hmmm