#culture

Staying quiet when someone stole my credit cost me a promotion and I regret it every day.

• AT&T: $29.58 → $22.75 (-23%)
• T-Mobile: $102.53 → $180.40 (+76%)
• S&P 500: 3,115.86 → 7,465 (+140%)

Nearly six years later, AT&T’s answer to every problem seems to be more RTO, more presence tracking, and more control.

Meanwhile, T-Mobile continues to outperform, remains remote or hybrid for corporate employee managers, and has become a destination for talent that no longer wants to deal with AT&T’s five-day office mandates.

T Leadership keeps talking about where employees sit while competitors are focused on winning customers, growing the business, and attracting talent.

The stock charts tell the story better than any town hall BS story or August 2025 manifesto email ever could.

So they tell us to use AI, your review next. Year will be dependent on your AI Adoption. Then when they figure out how expensive it is and they say oh you only get so many tokens now.

So what is it. My job depends on AI Adoption or my job depends on AI Tokens.

Please make it make sense.

Down with AI!!!!!!

People will make sacrifices for a company with upside momentum. A company growing fast. A company where employees share in the upside growth.

That’s usually how the deal works, you give more, and you get more.

Maybe it’s equity. Maybe it’s stock appreciation. Maybe it’s career opportunities. Maybe it’s the feeling you’re building something special, but let’s be honest… Nobody believes AT&T is becoming the next Nvidia or SpaceX.

The stock has spent years going sideways while leadership lectures everyone about being “market-based.”… In an actual market-based environment, employees who make sacrifices are rewarded for them. They share in growth. They share in success. They see opportunity.

Here the expectation is simple… commute more, spend more, give up flexibility, absorb the cost, absorb the stress, and be grateful for the “privilege”. The company keeps demanding more while offering less. Less flexibility. Less trust. Less autonomy.

The problem isn’t that people don’t want to work. The problem is that leadership keeps asking employees to make sacrifices without offering anything meaningful in return.

The one thing this company actually had going for it was flexibility. Leadership took that away too, and now they’re surprised by the results.

What happened to the people who actually knew how to lead a bank?

My manager keeps promising to fill open roles but nothing ever happens. We are drowning in work and every month it is the same story about help that never arrives.

It stupid to have security under FTS/FAST to begin with. I don’t get it!…MD and that CIO guy were two of the worst hires in the history of the company. Idk think they know what they were doing.
He only did a year then left!…he wanted everything to be engineers. Nonsense

The way leadership picks who gets cut here is totally random and makes zero sense. They've let go of some really talented people plus newer folks, and none of it seems to follow any pattern.

Fresh 1-year lows on the stock. Morale at all time lows. Employee trust at multi-year lows.

Yet somehow we’re still talking about badge swipes, presence reports, and where people are sitting.

The market is asking for execution. Leadership keeps responding with attendance nobody cares about.

I am new here but already getting the sense that layoffs are just part of the deal. I'm trying to figure out if this is something people always stress over or if it comes in waves and then fades.

Looks like the fat is finally being trimmed. Few managers have joined back as technical ICs while several have been impacted in the Cx delivery org. If you don’t contribute technically, being just a people manager is not good anymore.

The disaster starts with our OD. He is out of touch. He is only a numbers manager and unable to lead. Does not have competency to lead. Blames everyone else for his failures. He is the common denominator. Unable to take responsibility and accountability. His answer is always to fire someone else or ask someone to be fired. We need a new OD.

This is what is being repeated in the tower. How accurate is that?

I notice that the losers from Integrated Services haven’t updated their profiles with their new titles. Aren’t they proud to be working at the intersection Ford and unemployment?

Our manager explained to his team leads that the only reason he still has a job is the director knows if he removed the manager he will have to manage the team leads and direct reports. The manager also shared that he owes management a breakdown of his reports workloads and knowledge transfer requirements for those workloads to overseas teams.

“The way I see it is if you want a rainbow you gotta put up with the rain” - Dolly Parton

Every time I scroll through LinkedIn, I see the same carefully curated posts about how great everything is. It's like reading propaganda. Nobody who actually works here believes any of that cr-p.

I've switched jobs three times in the past eight years, and every single time, I've ended up in the same kind of miserable, backstabbing environment - here included. At some point, you start to wonder if it's bad luck or if this is just how every workplace is designed to operate now. Ramp up the toxicity to make sure everybody stays in their place.

Those are the three words I'd use to describe NCR today. And to think I used to like my job.

Culture deterioration, low morale, key talent leaving, remaining employees being overworked... They've created a recipe for disaster with layoffs and constant toxicity and there are plenty of signs it's slowly destroying the company but nobody seems to notice or care.

1. IceBerg is getting groomed to take over as CEO, multiple moves to get experience, but huge gap in how the actual operation works
2. CPDO turned EVP of Innovation turned into a Car Sales headpiece finally given his golden parachute. Golden boy of investors didn't move the needle for Sandeepsht
3. New CIO announced outsourcing most technology to India.
4. Failed workforce planning department thought they were getting better by Israeli Palantir, but were off and now field ops is on a hiring freeze.
5. New HR sends more emails, but hasn't fixed the negative culture, banking on Miss Ditz in the communications team to spin the ugly truth.
6. Gillybean spends more money on cigars in a week than all of the money toward capital improvements at the field locations for the year.
   To be continued - comment with big items missed

I have been here around three years and the tension just keeps building. You can't change priorities every week and then act frustrated when work falls behind. Meanwhile, we can't ask any questions anymore because they often turn into criticism. This isn't a healthy work environment.

It's not being great at anything. It's being cheap and staying average. Excellence would cost money and require effort, and neither of those seems to be in the budget lately.

When a clown moves into a palace, he doesn’t become a king. The palace becomes a circus.

It’s clear EH isn’t the one. Who will be next? Will it be our goddess and savior CS per chance?

Saturday morning. Want to order soccer cleats and vomero 18 for upcoming Gifts. After selecting filters or on the product picture, keep getting page not found error!! Across the board...!
What a sh-t experience! Imagine how people who are not nike employees will react. Flagship website is broken!
Hey I'll just take my business elsewhere! Is it too much to ask for 100% up time for Nikes front end to the world...? Common VA, RA, EH, things are falling apart before our eyes. Wake up and do your job.

A scrum master now is having a same title as level 6 analyst.

And then another scrum master is now Director IT project manager.

Level 6 & 7 roles used to be hard earned positions here.

One squad lead is Director while other is Engineering leader.

And a chapter lead is now Director, Engineering.

Explain to me the hierarchy now, it's confusing as fu-k and offensive to see someone who was merely a pencil pusher be in a same title as me...

In what world is this fu--ing fair???

One upper management leader once mentioned that competitors (Cadence) were more efficient. A few colleagues who once worked at Cadence also said the same. Why? Have our leaders thought about the underlying reason, or they know the answer but they can't change since such reform will damage their own benefits?

• The culture within the technology organization has deteriorated significantly under the current CTO's leadership.
• Interactions with senior leadership are often characterized by criticism, public reprimands, and communication that many employees perceive as demeaning or disrespectful.
• Fear and job insecurity appear to be used as management tools, creating an environment where employees are more focused on avoiding mistakes than on innovation, collaboration, or long-term improvements.
• Psychological safety has declined. Employees are increasingly reluctant to challenge decisions, raise concerns, or share differing viewpoints.
• Morale has suffered, and many experienced employees have become disengaged or are considering opportunities elsewhere.

This represents a notable departure from the leadership style and culture that existed under previous technology executives, who generally fostered accountability while maintaining professionalism and respect.

I used a TON of tokens trying to get Claude to do what I requested. Ultimately, I had to do it myself as it totally su-ks.

I hope it cost VZ plenty too

I am writing this to explain to the rest of Verizon about a pervasive and ongoing culture of discrimination, hostility, and bias within our workplace that directly violates standard conduct and zero-tolerance policies. Throughout my tenure, I have routinely witnessed and been subjected to an unsustainable environment where discussions surrounding race are treated contentiously and divisively. Furthermore, the workplace culture frequently involves highly offensive and inappropriate language, including racial slurs, antisemitic remarks, and derogatory comments targeted at various ethnic and cultural groups, specifically Black, Italian, Irish, Hispanic, and immigrant communities. This toxicity is further compounded by frequent misogynistic behavior and a fundamental lack of respect for employee dignity.

The persistence of this behavior is directly tied to the current management team, who have demonstrated a continuous failure to enforce company policies, address ongoing misconduct, or implement corrective actions. By refusing to intervene, leadership has effectively condoned a toxic workplace culture, damaging employee morale and exposing the organization to significant liability. Because the current management has shown they will not foster a safe, inclusive, and respectful environment, I request that higher leadership step in immediately. To resolve these systemic issues and ensure the safety and well-being of the staff, I strongly urge a formal review of the current management team, up to and including demotion or termination, alongside the immediate implementation of strict accountability measures.

NY CSSC Brooklyn. All the offices in NY.

Has anyone else noticed that Joe Parks came from Pizza Hut (technically the IT affiliate) and when he was there he oversaw the implementation of AI. In May 2026 a NY franchise owner opened a $100M lawsuit against Pizza Hut because they forced AI to be used and it was a disaster. Service tanked and sales dropped. Ironically Joe left them 6 or so months before the lawsuit. Hmmmm seems to me like he might have had a feeling something ugly was coming.

Now my real concern is the same exact thing is happening at SF. I work in ET and I can confirm 100% that the use of AI is getting crammed down our throats. We are being monitored to see how often we use it (being encouraged it should be daily) and leadership is pushing hard for use cases that make no sense. Sounds like Pizza Hut 2.0

Most managers and up at Verizon would not make the cut in today’s landscape. A lot of them were simply at the right place at the right time. They would buckle under today’s pressure, scrutiny, and expectations. Many got there because they knew someone, checked a DEI box, metrics were easier, opportunities were abundant, and the market practically carried people upward.

Today you have to fight for every sale, every customer, every opportunity, while dealing with shrinking compensation, unrealistic expectations from people who had it easier, and bootlickers with Stockholm syndrome who are just happy to finally be a baby shark in the corporate tank. Different era entirely. A lot of the people preaching “adaptability” never actually had to survive in the environment they created.

when management only cares about checking the box and how fast they can get out of belle chasse instead of fixing the real issues morale tanks and the plant goes downhill.

LL5's and LL6's are going to be pushed out for L1A's. It has been happening already slowly.

Wake up Mike. Wake up

Anyone else getting tired of the circus in NV?

Every day there’s a new priority, a new direction, a new “this is the most important thing we need to focus on.” What was said one day will conveniently forgotten next day as if it happened by next day… By tomorrow it’ll be something else. At this point I don’t think the issue is execution. The issue is nobody can keep up with commercial leadership changing its mind every 24 hrs on some projects…

What really gets me though is the gap between what gets reported up from middle management and what’s actually happening. Somehow unfinished work becomes “complete,” confusion becomes “alignment,” and chaos becomes “momentum.” If you only listened to leadership updates, you’d think everything was running perfectly. How can people trust the managers who lie blatantly in front of you (knowing you know the truth)
The culture in marketing has taken a nosedive too. Feels like we’ve replaced professional leadership with a bunch of guys trying to out-macho each other. Lots of swagger. Lots of talking. Very little listening. Questions are treated like challenges. Different opinions get dismissed. The loudest person in the room wins.

People aren’t afraid of hard work. They’re tired of the constant spin, ego, and mixed messages.

The sad part is people have stopped speaking up. When employees stop asking questions and stop bringing ideas, that’s not alignment. That’s people checking out

Maybe leadership sees it and doesn’t care. Maybe they don’t see it at all… sometimes they are the problem. Neither answer is particularly reassuring.….

Read this: https://wccftech.com/verizon-replacing-humans-with-ai-for-live-chat-is-lowering-response-quality/amp/

Glad InfoSys and Accenture are so talented at building AI solutions for our customers. Not to mention our awesome and talented Verizon India teams and GTS leaders. Let’s keep spending Billions to make our customers hate us and AI more than they already do!

Does anyone else endure bad behavior by H-1Bs in the office? My office is chock full of them and they routinely speak at volumes that are more suitable for an NFL game. They also stare at me way too long and it makes me uncomfortable.

Chevron is extremely poorly ran...

Chevron leaders have massive egos, little substance and are shockingly unimpressive. This collective leadership has convinced themselves they are top tier. Behind closed doors, if you are not a C Level executive... You are nothing.

Culture and moral are garbage...

My time is done and I'm glad to be out. What a po-p show.