#culture

Crummy colleges like Strayer University or 3rd world college mills. DEI candidates majoring in "organizational leadership" (wtf kind of degree is that). Leaders not qualified to do entry level work in their organizations because they lack certifications. sum result is a bunch of employees who are pretenders when it comes to working.

Point being Verizon needs to ask itself if it wants intelligent leadership, or a bunch of crash test dummies collecting paychecks

I have very mixed feelings about leaving. Part of me wishes I could have stayed and continued my healthcare career with the company. But another part of me recognizes that, based on my experience, management and the environment created by its leadership ultimately made staying no longer sustainable for me.

Over time, I witnessed significant changes in the workplace. Policies and procedures were not always clearly documented or communicated, yet employees were still held to expectations that were not always clearly outlined. In my experience, there was also too much favoritism, and what once felt like a close-knit environment gradually became one where people seemed to be looking out for themselves and, in some cases, trying to remain in management's good graces.

I also observed situations where employees appeared to distance themselves from or place blame on others rather than feeling supported by leadership. When employees expressed concerns, questioned processes, or voiced dissatisfaction, my experience was that management was often dismissive rather than receptive. I also felt that leadership became increasingly micromanaging and, at times, unsupportive of its own employees.

For me, that was the turning point.
Ultimately, I decided that leaving was the healthier decision. First and foremost, I need to take this opportunity to focus on my well-being. From there, I look forward to finding an organization where I can feel fulfilled, contribute my experience, and build positive relationships not only with coworkers but also with leadership.

I'm saddened to leave behind the many wonderful people I have met along the way. At the same time, seeing other good employees make the decision to leave as well, and hearing some of them express concerns similar to those I experienced, it reinforced my feeling that it was simply time for me to move on.

To everyone staying past 09/04, I genuinely wish you nothing but success. And to everyone leaving today, I wish you the very best in whatever comes next. May you find the opportunity, environment, and leadership you deserve.

Stay blessed, everyone.

Class of 09/04 — officially out. 🫡

VATC is such a joke, my prediction is Visa will rollback on their layoffs and try to hire back alot of people next year after they realize the tool is a complete failure and waste of time and money and literally has caused incidents to shoot up.

VATC is a such a failure, work that took minutes to do now takes hour or even days because they are shoving this failed tool down peoples throats.

I haven’t spoken to a single person that thought this was going to be a success.

I visited this week, as a tourist, and was amazed to see how pristine it is. Even Backstage! I assume people work 24/7 there but are there people who work on nothing but recovery all night??

DO NOT take the engagement survey starting next week. Most companies (truist included) care more about low participation than low scores. Most companies believe that any response to these surveys indicates that you still believe your voice is heard and cared about. This is well documented online and I’ve seen it personally.

A manager of mine a few years ago (who was terrible and eventually fired for misconduct) had very high engagement scores. Much higher than the company average. And that’s because only ONE person on a team of over 20 people took the survey (I personally think the only teammate that took the survey was the one the manager was sleeping with, but I could be wrong). HR and higher management got involved specifically because of low participation and our concerns were finally addressed.

The participation rate has been steadily going down throughout Truist for years. Make it plummet and they’ll actually start taking notice. That’s why we get emails saying “hey guys we still only have xx% of people who have taken the survey. It’s available to take for a couple more days. Make sure to take it and make your voice heard blah blah blah.”

Silence is the sound of dissent and dissatisfaction, and that makes people in charge VERY nervous.

Only at IBM would such horrible and incompetent sales growth results be awarded with $38,000,000 pay plans and hundreds of thousands of IBM shares be given for free as grants.

Meanwhile at NVIDIA:
Revenue: About $44,546,759 per hour.
Net Profit : About $27,633,333 per hour.
Per Second: This equates to roughly $10,484 in revenue and about $6,500 in net profit every single second.

Put your money in a Goldman Sachs CD and get 4.35% vs the pathetic IBM results here.

2025: +7.62% ($67.54 billion total revenue)
2024: +1.44% ($62.75 billion total revenue)
2023: +2.20% ($61.86 billion total revenue)
2022: +5.54% ($60.53 billion total revenue)
2021: +3.94% ($57.35 billion total revenue)
2020: -4.39% ($55.18 billion total revenue)
2019: -27.49% ($57.71 billion total revenue — heavily impacted by portfolio reshaping and divestitures)
2018: +0.57% ($79.59 billion total revenue)
2017: -0.98% ($79.14 billion total revenue)
2016: -2.23% ($79.92 billion total revenue) [1] (https://stockanalysis.com/stocks/ibm/revenue/)

This week has been the perfect example that we do not matter. One coworker passed this week and all of fraud has continued on with managers acting like everything is normal. Shame on you leaders we are humans.

They are going to start managing people out the door that do not keep up with training, in office requirements, and so on. The announcements around this are coming any day now. I wish they would make an example now on some of the C16s that never go into the office. My boss hasn’t been in the office in a year. This other C16 comes in for 4 hours at a time. They are going to be watching our numbers but they aren’t event going in themselves.

This probably goes far back in time, but who do you consider the last good leader at IBM? This is probably somewhat subjective since there are multiple elements and differing opinions on what makes a good leader.

OMG. What an ugly new electric truck. Who in he-l would want to buy it.

I honestly find it hilarious when I see and hear coworkers talking about lawsuits and how “someone, somewhere” is going to do it. Basically, someone else, not them. They don’t have the cojones to stand up themselves; they need someone else to step up first.

The problem is, no one will. Dell can blow away any talk of lawsuits with enough coin and a stack of NDAs.

We’re all sc--wed. Nobody seems to have a real set of big, masculine te------s, we’ve all been neutered, myself included. We’ll just keep taking it up the dirt track with no lubrication and pretending it'll get better or we'll get a healthy severance.

Vivek is out and new guy coming in..so we can expect a lot changes

Y’all, I know that the PIPs and RAs across the board are truly unsettling, and in many cases, just wrong. On the flip side, the amount of incompetence is mind blowing - people lack fundamental product and business skills here. Very concerned about we are all gonna get it if we don’t get it together.

Did you heard that company is very surprised by token cost due cursor usage ?
Now they will cut it off, while leaving lots of “engineers” incapable of writing code sitting on their as--s because they can’t do anything meaningful by themselves.
People who are capable already left or leaving, it will be hilarious seeing MI crashing in few next months.
Good luck Emma, you gonna needed it :-)

Accenture and the Nike directors that lead them su-k.

To be honest, I don’t give a flying fu-k about picking a corpo side. But for those of you who were around under Greg Foran’s leadership, I’m genuinely curious about your take.
He recently brought over former Walmart execs Nate Faust and Mark Ibbotson. Are these guys just corporate bootlickers, or are they actual leaders who know what they're doing? How did they shape the culture, what was it really like working under them, and what kind of bullsh-t or improvements should we expect?

It seems they are already outsourcing our engineering jobs within the next couple of years but I suspect that was in the works before Greg came along. Moral is at all time low and culture is becoming non-existent.

When did bullying become so normalized? I'd honestly like to know, because I remember it wasn't like this before.

Negative commentary surrounding Mutual of America Financial Group primarily spans financial performance downgrades, fiduciary lawsuits, customer service issues, data security concerns, and workplace culture complaints......is there any part of this business that is positive!
Financial Performance & Credit Downgrades
Fiduciary Lawsuits & Fees
Data Security Issues
Customer Service & Operations
Internal Workplace Culture
Have I missed any area... all within the last 10 years! Wow that is astonishing how far this company has fallen. The last ten years of management should be embarrassed.

I've noticed that some people can say anything and it's called helpful, but when others say the same thing it's called aggressive. The double standard is driving me crazy. I guess knowing the right people is the most important thing to have your words taken seriously.

Check out this message from Nokia employee in China Qingdao on "All Company" Engage posted on Tuesday (September 1 2026).

"This morning the paper towels were still there. By late morning they were already gone - and not just the paper. The dispensers / paper boxes were taken down as well. Around the same time, people also noticed that the indoor green plants had been removed."

"... Only after that were we told the official story: due to Global cost control, from September 1 paper towels would be cancelled in restrooms and lounge areas, ..."

I left yesterday's town hall feeling hopeful, but that faded when Mike Lyons—confirmed to visit the Winston-Salem Parks Building for meetings and planned floor walks to greet teammates—never made it to my floor, even for the brief interaction we were told to expect.

Is this a meritocracy or a friendship club? It's a rhetorical question, by the way.

But they never ask the questions that actually matter. Imagine if they asked the real questions on the next one, the ones that could make a difference. I'm not holding my breath, though.

Just remember this is a reminder for you to get on your knees to your RIF overlords and thank them for the job you still have and a reminder what an absence of a job feels like. More psychological fear mongering wrapped up as "FIS Gives". Crickets all over the company, no real plans, no roadmaps, no clear direction. More RIFS to come, stay tuned.

Anyone know the WFH rules? I would like to maximize while not appearing on any naughty lists.

First Oracle is requiring everyone to use an Oracle provided laptop. This means no more BYOD computers of any kind. Furthermore Oracle is going to require everyone to signup with identity scanning AI company own by Palantir. Upload your passport and full face scan. The next big step will be required face scan checks every 15 minutes. This will be an automatic process that will require you to not cover your camera. You will not be notified of this. If your camera is covered you will be locked out. This is where Oracle security is going.

Congrats to the lucky 10 people that won a TSHIRT!!!!!

And the runners up that won a bag of candy filled with all kinds of unhealthy cr-p!!

What a slap in the face

I was moved under a new director earlier this year and she acts like a narcissistic bulldog that has had too much coffee. Constantly yelling on calls and on the floor, making people feel stupid, and challenging all sorts of work things that don't impact her group, and just an bad vibe all around. always loud and angry.

I'm looking for jobs elsewhere but its not easy, and I doubt HR would do anything if I Iogged a complaint (other than get me laid off next, trying to avoid that as much as I hate working here).

Hoping that Saint Louis no longer being a hub gets me reporting up to someone else soon but nothing has happened since the announcement last year. Anyone hear anything recently on the folding up of ops in saint louis??

Usually pre reorg they use consultants to assess the structure and talent. Who is LHH? Why is goal setting such an urgency when majority of folks get ignored and sc--wed

What a joke. Swore up and down that there would be no changes and he wants stability then immediately lays off hundreds. Time to leave

lets all just stop working and spend hours setting up mini golf courses around the building. and spend hours playing mini golf. has this ever been done?

After repeated layoffs, burnout, and a media leadership culture that seems to treat people as disposable, dropping a 20+ year media agency partner without a pitch feels completely on brand. It’s the same management philosophy applied at scale: destroy institutional knowledge, call it transformation, and assume a shiny new operating model will compensate for the human damage left behind. Then send an internal email written by AI, announcing the new media partner - an email so cringe that reads like ChatGPT huffed a whiteboard full of “synergy” and “growth driver” and vomited out a LinkedIn thought-leadership post wearing a suit

Hello friends and colleagues. I would like to apologise. Yesterday for the first time in 7 years I forgot to post a meaningless #lifeatbny LinkedIn post. After our recent inspiring and uplifting “Ask me Anything” with RV (as long as it’s pre approved meaningless questions that don’t challenge the narrative) I had resolved to double down on my “look at me I love BNy” LinkedIn posts. I hope that my lack of LinkedIn post yesterday did not discourage, demotivate , or cause anyone in my team to wonder wait does she still love the company or not. So sincere apologies to all. #lovelifeatbny #lookatme #proffessionalbootlicker

Kraft-Heinz and Disney just partnered… former PEP leaders…Hershey has two former PEP execs.. thriving…so what do we make of this?! Seems like strong leaders are thriving once they leave here. Will the PepsiCo BOD wake up?!

Going in to the office is like a dose of human sadness. Of course everyone is all smiles when an exec comes in so dear leader can be happy. But here’s what I see. Rows of grown adults sitting in their cubicles with their heads down scrolling on their phones and jiggling the mouse in their open spreadsheet every couple minutes. No one is talking. No one is collaborating. Most people avoid eye contact. We’re all just waiting for our phone alarms to go off so we can get our 8 hours and leave. Others- post what you see in your office.
Abandon hope all who enter.

Town hall..whew what a sh-t show. What's up with the non stop AI push. Not a single person that's qualified to build and ship out a production grade AI application in leadership positions. All show ponys presenting . His Sr. Directors leading AI 😂. They presente generic slides, ZERO value, VB seems like a con artist trying to act technical with his Internet copy AI generated aidlc slop slide. The other one was so annoying that even SC cut him off. One lady does data gathering about team members on a mismaged Excel sheet and calls herself a AI stewart. One lady just sets up calls and coordinates q&a and she's an AI director. LMAO. These people will not get hired in AI leadership roles anywhere except at UHC. Anyone can presented the slop we saw today. Why is zmuda be here in UHC Tech when she has zero knowledge? This whole thing is a sham and will end really bad unless they start getting real technical director with real AI skills and not copy paste slop directors. Shareholders/board would love to fire this entire sh-t show in a heartbeat if they understand what a joke this entire org leadership is. Looking for non existent nails to hit with a few wobbly broken soft headed rubber hammers in that's totally useless. Sh--Charidoesn't realize what a sh---y org he got into, after ruining his previous order he probably thought he can get a fresh start, but guess what his last team was already real engineers and architects, ruined the entire culture there and jumped ships. He'll realize soon enough what a clown show this org is.

In my personal experience, Jeff Nibler and Kyle Goodwin are two of the worst managers I have encountered in my career.

Their leadership was an exhausting combination of unclear direction, poor communication, weak accountability and an astonishing lack of meaningful support. Problems were allowed to fester, legitimate concerns seemed to disappear into a void, and employees were left to deal with the consequences of management failures they did not create.

Working under them felt like being trapped in a leadership vacuum. Instead of providing clarity, they created confusion. Instead of building trust, they eroded it. Instead of helping employees succeed, their management approach made already demanding work needlessly frustrating and demoralizing.

What made the experience particularly intolerable was the apparent disconnect between leadership’s perception of itself and the reality experienced by the people doing the work. Accountability seemed to flow downward, while support rarely did. Their management did not merely fail to improve the workplace—it actively made the workplace worse.

This is my personal assessment, and I do not claim to speak for anyone else. However, anyone considering a position reporting to either of them should proceed extremely cautiously. Ask current and former employees direct questions about morale, turnover, communication, psychological safety and how management responds when challenged.

A difficult job can be manageable with good leadership. Under Jeff Nibler and Kyle Goodwin, the leadership was the most difficult part of the job.

Portfolio Sales and Engineering Leadership is at the root of Cisco Market Share Loss. From Portfolio AVPs and SEDs to the ODs, SSEMs, RMs and SEMs, all should be replaced. They want to act like they know what is best. They have driven the market share loss due to their incompetence. Shouldn’t new leadership be put in place.

And nothing makes me laugh harder than knowing HR won an award for introducing Wellness Week…only for EH to take it away.

The irony writes itself.