#culture

Now on the top of richest people all over the world. Still not enough? What is the next step, acquistion of cosmos and creation of Oracle Galaxy?

Guys, I am with you, you are strong and worth more than you are treated. Take care of yourself 🩷

You only get one life. And when the realization hits—that you spent most of it working for a company with no real purpose, serving a cause that added no value—the regret can be overwhelming.

Most people will not wake up until it’s too late. You may not realize the cost of wasting your time, talent, and spirit in a manufactured corporate illusion until you are staring at the ceiling in your final days.

And in that silence, you might remember the beautiful world around you that you completely missed living in shadows of fake company culture:

the adventures you never took, the passions you silenced, the time you traded for titles, meetings, and made-up metrics that meant nothing.

EM sells you a culture—but it’s not real. It’s a carefully constructed façade of progress wrapped in ad-hoc slogans and shallow incentives.

Beneath it is a hollow system, where human potential is sacrificed daily for shareholder returns and surface-level prestige.

You may think you're winning—climbing the ladder, getting promotions, fitting into the mold. But the mold is the trap. And by the time you realize it, the real you will be long gone.

Choose carefully. Because no title, no paycheck, and no pension will ever give you back a life unlived.

Everything they do is a complete SCAM. From the Agents, to their business models, our Executives, horrible commercials, employees they hire, surveys, pay, the Hubs... you name it. Everything thing has a sleezy, low rent, dirty feeling. Trashy.... It feels like a bad dream that you can never wake up from. You keep running and running but you never go anywhere. This is not a legitimate company anymore. Everyone and I mean everyone I have spoken to prays for severance. The funny thing is SF keeps making new lows. Just when you think we are at rock bottom they find a whole other level to sink too. Leave, find some way out now. Run! This place is a disaster beyond disasters!

I am loving AT&T’s new company culture under John Stankey. I roll into the Dallas office after 10AM, and collect my badge swipe. Stay until a little bit after lunch. Get to grab something tasty for lunch. As for actual work? I do as little of it possible. Tasks that would take me an hour, I now stretch out to the whole day.

If I have any ideas or thoughts! Cute - I keep them to myself.

That’s all I have to do. I don’t have the same pressure to perform as non-hub people in California or Missouri - fu-k those guys. Just shift your work to non-hub and overseas employees. Stankey does it all the time - like how he shifts blame or responsibility from himself to others. Follow the leader and you’re safe! Fu-k everyone else!

What do we get at the end of this layoff, besides more work and a continued paycheck? Trust is broken. Some of us are feel like that's not worth it and can jump ship with or without a job lined up. Is someone going to try to throw a d-mb pizza party? Or are we going to be compensated for going through this horsesh-t?

The culture of this place has become mean, spiteful and vindictive. RIFani is one of the worst.

I attended the DT Services Town Hall today. I'll be honest: I felt embarrassed, and every day I can't understand how they can say such things without bursting out laughing.
I draw a veil over the comment regarding the Tell Dell results.
I hope these people get out of their homes and touch the grass, they have completely lost touch with reality.

Forget management making you want to quit. The id--ts who laugh and cackle at every thing someone on a team’s calls says makes me want to leave.

The company will extract every bit of effort you can give while offering almost nothing in return. Eventually, the abuse will end when the company collapses, but by then, the damage to your sanity and personal life will already be done. Just some friendly advice from somebody who's been here for way too long.

I’d happily take a severance package just to walk away from this toxic environment. The long hours, mismanagement, and constant chaos have taken their toll, and no paycheck is worth that stress.

The culture is exhausting, to put it mildly, and priorities shift daily. Not to mention that it feels like no one actually cares if you succeed or just survive, as long as you keep doing more and more and even more. I can't find one good thing to say about this place.

Letting us wait like this, creating unnecessary stress, having the entire workforce worry about our jobs... No way in he-l this is not intentional and aimed at getting some of us to quit. Their goal is to create atmosphere so stressful, so chaotic, so toxic, that people will walk away even without severance. I'm guaranteeing you this is their plan.

Mental games are highly encouraged across all facilities—because who doesn’t love a good game of corporate chess?

Employees who show off their stewardess skills in decency, manners, and hard work will be the first to get thrown under the bus when the going gets tough.

Only individuals with big egos, big trucks, and tiny pennies will be hired, promoted, and given extra perks, regardless of how long they've been around.

Pedigree is more important than actual skills. If you come from a GOOD family, you're set for a bright future here.

If you're the type who values morals, ethics, and honesty, be ready to be shown the door—or a vicious "firing squad", if you can back it up with solid evidence and/or science. If you're too smart for this place, academia is calling.

This is a hard, cold and relentless place of business. If you disagree, feel free to join a mission in a third world country and see how far that takes you.

Conscience extraction procedures will be fully covered by your health plan—no co-pays required.

ESPN, Fox execs publicly question Nielsen’s YouTube numbers! The official numbers for the YouTube stream of Friday night’s Chiefs-Chargers game were disappointing. And there’s a good chance they’re not entirely accurate.

A pair of execs from ESPN and Fox have questioned the Nielsen methodology that generated the measurement of 17.3 million worldwide viewers for the free stream of the game from Brazil.

Guess Nielsen shouldn't have fired experienced people with 20-35 years of experience to replace them with cheap labor from India just for the sake of saving money and making sure that their CEO and board can take home a few extra million per year!!!

This could be the beginning of the end as Nielsen clients realize that paying Nielsen isn't worth it and they should move to the competition!

https://www.nbcsports.com/nfl/profootballtalk/rumor-mill/news/espn-fox-execs-publicly-question-nielsens-youtube-numbers

“At times, when team members take leave or mention personal commitments, it can be perceived as reduced loyalty to the firm. Having a culture where taking leave is seen as normal would improve trust and morale.”
“Sometimes growth opportunities feel tied to whether a manager believes a team member might stay long-term, rather than transparent performance criteria. Clearer promotion guidance would help remove that perception.”
“There is a sense that career development discussions are limited, and focus is more on delivery and job continuity. More open conversations about growth and promotions would help to employees below D level”

I guess they think it will fix Stankey’s memo.

Please evaluate your workplace based on:

• Wage parity
• Work culture
• Opportunities for advancement
• Whether the employer acts on serious issues

Would you recommend your employer (Ford)?

I read one of the posts where someone commented on our marketing challenges and I thought it needed its own section. We need a new direction on our marketing strategy because it does seem like ours is something out of the 90s. Everyone knows it in sales. We always say that we sell "in spite of our su-k a-s chief marketing officer" . We need new material and modern ads and sales tools. Her approach is something out of the fu--ing flintstones. Give us a fresh and young marketing plan and tools. We are embarrassed when we see tiny companies kicking our a-s on their slogans and marketing material. A change is needed there. In marketing, being bold and creative and making a change every few years is not a bad thing.

Anyon hearing new updates about what’s happening this quarter... The rumors keep circulting and its hard to tell whats real and whats just noise and fear... Morale is already shaky, and people are on edge waiting for the next move. Keeps feeling like the company is just focused on short-term numbers than on the folks actually keeping things running.

curious if anyone else has heard anything solid

How many and which jobs were protected/closed? Those folks must be hiding and lying to colleagues pretending they are going through the same thing and which jobs they’ve applied for. Why won’t they show us the full org and number of positions. But saying they can’t legally? Either way, almost done this bullsh-t re org.

Dear Board Members:

Well, where do I start? Stephanie is doing wonders for this company… by turning it into a ghost ship. I’ve never seen a CEO come in and shrink a company on purpose. Who knew that the secret to success was reverse growth? It’s almost like she read “How to Ki-l Your Company in 3 Easy Steps” and decided to follow it to the letter. I can only assume the stock buybacks were a secret plot to buy back her credibility. 1.2 billion dollars down the drain, but hey, at least the stock price got a brief happy moment, right?

Let’s talk about that 1.2 billion for a second—imagine if we’d thrown that into product development. Meanwhile, the entire Banking IDSW budget for 2025 is $190 million. Pathetic doesn’t even begin to describe it.

Now, don’t get me wrong, Gary wasn’t exactly everyone’s favorite, but let’s be real here—his biggest mistake wasn’t buying Worldpay. It was letting Stephanie Ferris enter stage left. I’d rather have Gary’s occasional misstep than whatever strange, McKinsey-fueled magic trick Stephanie is attempting to pull off.

So, Board Members, if you actually care about the company’s future (and don’t want to see it end up in a Netflix documentary about corporate disasters), it’s time to bring back Gary!

Also, if anyone knows how to set up an anonymous survey (other than Reddit), I’ll happily do the honors and send it straight to the Board.

Cheers,

Original: If LBT wants to execute to his vision of a slimmer Intel, with hyper focus on 3-4 areas (PC, Server, AI, IFS)... he's going to bring in his own guys he trusts to execute his goals. Let's be honest... he can't trust anyone in ELT today who supported the coup to oust Pat. These people have already demonstrated driving Intel into the ground, and proven they'll stab the CEO in the back (or in the face) for their gain (or survival)... not exactly the people you want to be surrounded by. Many current Intel execs will just retire, get spun off, or find new jobs elsewhere.

Update: Five months later... it's like this guy can predict the future! Aside from Sweater Boy Judas... every ELT/ET member has been replaced now. While the cancer has metastasized, at least they cut out the tumors (ELT), and started chemo (layoffs of deadweight, worthless excess), let's hope a new culture of real work, and zero patience for failure can take hold, and Intel can be on a path of recovery!

DXC = Delivering eXcr-ment to our Customers and Colleagues!

Leadership says....
We need to work together more. ...
As the intro to the Return To Office sales pitch. Which came-off as not very convincing. So, how's that gonna work if there is not 100% RTO? Can teams/teammates huddle in one space on- premise at a Humana office? What are they trying to solve?

$200 million in stock buybacks in three years. The top lines their own pockets instead of putting money back into the company and/or investing in their devoted workforce.

The CEO joyfully shouts, "innovation!" While he does nothing but micromanage sales and marketing. How about you focus on cutting ties with captain ponytail and the stock will increase. Analysts and shareholders will dance in the streets.

Stock buybacks, layoffs, and no raises. How can the top be this greedy? You've let amazing talent go over the last couple years while allowing the CMO to hire her friends who do nothing but su-k the air out of the room. Culture isn't dying; it's dead.

We have leaders that are incredibly insecure—primarily the CMO and CTO. They surround themselves with pathetic yes-men and yes-women. They don't respect feedback that would improve their departments. They are dictators. Speak up and you will be laid off.

The CMO continues to build a top-heavy org while cutting those who were doing the work of three people and added tremendous value for the cost. She hires SVPs & VPs in California who take credit for the work that came before them. She then lays people off in lower cost states. She's bleeding money.

with the men’s world cup next year, the women’s world cup the year after, and then the olympics in 2028

They want collaboration yet it’s impossible to find desks together (if at all) or a conference room. Everyone is just on top of each other.

It’s beyond frustrating that we have to spend this much effort just to find a place to work. Lots of attitudes in these buildings these days too. Is this the long term strategy? Hard to see how this gets better.

I got fired 5 months ago after dedicating 8 years. i had an event scheduled at the end of this year and i had placed an order for 500 dell logo'd t-shirts. well these fkn things just arrived on my doorstep today. what shall we do with them? Interesting ideas only please.

Someone wrote a really great poem as a response to a post here. That got me thinking, what if we have a Schwab Haiku contest? Who's in? Here's my entry:

Schwab's strength in numbers,
Guiding clients through life's summers,
Investments thrive.

Thank you, Davy, for counting our clicks,
Seventy-three percent fell for your tricks.
You say “engaged,” we say “tired,”
Of culture shifts that got us fired.

“Not family, not loyalty, forget the past,
Market-based merit will save us at last.”
Translation plain: the perks are gone,
But hey—just smile and carry on.

You write of hubs, and moving folks near,
While cutting the jobs we once held dear.
Real estate’s trimmed, the chairs are broke,
But don’t worry—our “culture” is bespoke.

You praise disruption like it’s divine,
While pensions shrink and benefits decline.
“Win as One” you preach each day,
Unless we choose to walk away.

“If change offends, irrelevance ki-ls,”
Yet somehow we’re footing the corporate bills.
Twenty-three billion spent, you say with pride,
But tools still crash and systems collide.

So thanks for the memo, pages long,
Half pep talk, half “you’re thinking wrong.”
We’ll keep working while you proclaim,
“Our best days ahead!”—sure, Davy, sure… same game.

There's no way she's up there talking about how it really isn't that big of a deal to lose/depart a job within the first three minutes (after all the hugging). How tone deaf could this be??

Anyone join ?

I can’t stand to hear him speak or even look at him

He’s so condescending and obnoxious it sickens me

Was there 26.5 years and was WFD a few months ago at 60... but it changed for the worse 5 years ago.. wtf happened?

Those of us still hanging on to the sinking ledge with the few fingers we have left, the Voice Survey is available. Please be very brutal about this company but of course be honest. Don't make it up. They really need to hear how terrible moral is. Most of the new hires will likely have a false sense of positivity at Nielsen, but those of us here for more than a year know the truth. Last time we did the Voice Survey, many of the results were higher than the company deserved, so they didn't panic. Now they need to be.

SOOOOO sick of explaining this so please try to follow along … it isn’t the commitment to sit at a desk 5x8 (even though the guarantee of an actual desk would be a reasonable expectation in that case) it is the forced moves and policing under the guise of collaboration as we sit on Teams with employees in different hubs and the unspoken few who have somehow skirted RTO and remained virtual. It’s a LIE and the only standard this form of RTO aligns with is the new corporate standard of mistreating, overworking, and violating employees, taking advantage of at-will employment terms for gains that only those influencing policy will enjoy.

If you are fortunate enough to live in a hub, celebrate the toxic T culture, and are somehow benefiting from being in the office, great. But the people who were adversely impacted have a right to be pi---d. Leave it at that and stay off these forums.

As September rolls in and the scent of cinnamon wafts through the air like a passive-aggressive performance review, BNY Mellon’s Executive Committee has declared its Q4 strategy: transformation through seasonal beverages.

Forget earnings calls or client retention—this fall, the path to corporate greatness is paved with pumpkin spice and chai foam.

The CEO’s latest social media post, hashtagged #SeptemberScaries, reads like a motivational poster taped to a severance packet. It opens with nostalgic musings about back-to-school season and ends with a rallying cry for “refocusing energy” and “embracing change”—which, in BNY parlance, means layoffs, offshoring, and a new seasonal drink menu.

“Change happens in big ways, but more often it’s the small moments—the turning of a leaf, the brewing of a latte, the quiet hum of analysts sipping espresso in the halls…”

Translation: Your job may be gone by Halloween, but at least the chai is free.

The Rise of the Pumpkin Spice King
In a bold rebranding move, the CEO has unofficially crowned himself the “Pumpkin Spice Latte King,” complete with a LinkedIn banner featuring latte art shaped like a hockey-stick growth curve.

His followers—mostly bots, interns, and one confused VP from Compliance—have responded with emojis, endorsements, and one brave comment that simply reads: “Sir, is Pune hiring?”

The EC insists this seasonal shift represents “micro and macro innovation.” Macro: offshoring 40% of U.S. roles to Pune. Micro: adding nutmeg to the breakroom menu.
The CEO now opens town halls with a steaming PSL in hand, declaring, “This isn’t just coffee—it’s culture.” Meanwhile, the culture team quietly updates the org chart to reflect the new “Pumpkin Spice Transformation Office,” reporting directly to the Chief Beverage Officer (formerly Head of Strategy).

Perks That Feel Like Punishment: Corporate Actions Edition
To celebrate the season, the EC has rolled out a new perk package under the banner of “Corporate Actions for Corporate People”:

• Free seasonal beverages—but only for those who badge in before 7:45 a.m. and survive the daily stand-up without clueless whining.
• Chai & Change Workshops—where employees learn how to reframe layoffs as “growth opportunities” and “strategic pivots.”
• Corporate Action Loyalty Points—redeemable for branded mugs, not job security.
• Pumpkin-themed performance reviews—where feedback is delivered via latte foam art and your bonus is replaced with a cinnamon stick.
  There’s even a new Teams channel called #SpiceUpYourCareer, where HR posts inspirational quotes over latte photos and ignores all questions about severance eligibility.

Transformation, One Sip at a Time
The EC’s fall strategy deck, titled “Brewing Brilliance: Q4 Acceleration Through Seasonal Rituals,” outlines a bold vision:

• Reduce U.S. headcount by 25%
• Increase Pune hiring by 40%
• Replace exit interviews with pumpkin spice surveys
• Rebrand layoffs as “seasonal transitions”

The final slide features a latte cup labeled “Culture,” with steam rising in the shape of a dollar sign and a tagline that reads: “Transformation is a beverage best served warm.”

Analysts are encouraged to “lean in” to the seasonal shift, which now includes mandatory “Latte Alignment Sessions” where teams brainstorm ways to synergize chai with compliance.

Conclusion: The Brew Before the Boo
With Halloween just eight weeks away, the EC is already planning a “Spooky Synergy” campaign. Rumor has it the CFO will dress as a giant orb (surprise!) —yes, a glowing sphere of transformation—complete with a disguised "five-head cranium" and chainsaws in both hands, symbolizing “cutting inefficiencies” and “slicing through legacy processes.”

Middle managers will be encouraged to wear costumes that reflect their Q4 goals: ghost of billable hours, zombie of deferred bonuses, or the ever-popular “Agile Werewolf” who sprints but never delivers.

But for now, it’s September. The air is crisp, the layoffs are brisk, and the new analysts are buzzing—mostly from caffeine and existential dread.

So dear colleagues ... grab your corporate chai, brace for transformation, and remember: at BNY, change is brewing. Whether you’re sipping from a branded mug or packing your desk, it’s all part of the seasonal strategy.

Off we go…

No one reads these. No one cares. Your job isn't more secure because you post giant blocks of text for "everyone" to see.

What used to feel like a really collaborative, upbeat place is completely gone. Now it’s all awkward silences, people looking out for themselves, and meetings where nothing gets done. I can’t believe how fast the culture just…evaporated. I hate working here now, and I used to like my job.

The cringiest corporate display I have ever seen.