#culture

Over the past few weeks, I’ve noticed a stark increase in the amount of time being taken off. I don’t think this is part of the normal summer vacation cycle. I’m getting the impression that people are flamed out and have stopped giving full effort, and it’s completely understandable and justified. August has been just as bad as July. Get ready for another “not acceptable” email from Salmonella.

0/10. Benefits used to be great. They are average at best. Seriously read our layoff.com then read SoFi’s. It su-ks here.

The RTO mandate begins next week. I honestly thought I would be seeing more anger about it on here as the time got closer, but instead, the discussion about it has just kind of dried up. Has everyone just kind of quietly given up and accepted it? Or is nobody talking about it because people are just planning to ignore it? Curious to hear people's thoughts now that it's almost here.

No.

This is not normal.

Not here.

100 years without a layoff.

Market crashes, depressions, recessions, oil crises, inflation crisis, housing crisis, lawsuits, wars…. AND NOT ONE LAYOFF.

This place was supposed to be different. It WAS different. This is not normal here, but now that we have opened this can of worms it is just another thing we can do to boost Penny’s pay, to add GPs from other firms, to add a new ELT member.

We. Were. Different.

Now we aren’t anymore. We should be angry. Those who are gone and those who are left SHOULD be angry.

First of all, why? Second, how do you get through the day?

Not a healthy place to work, toxic culture

Be honest, HBAs want to silence voices questioning the current policy because the status quo because it benefits them. They don’t want the firm to revisit its current policy of allowing HBA roles based solely on geographic location because it might mean a change that disrupts their ability to work with little to no accountability wherever and largely whenever they choose without incurring the costs of commuting. They don’t want ANY disruptions to their sweetheart deal and will shout down anyone that even tries to advocate for a change.

HBAs shouldn’t point the finger at the firm while selfishly praising and protecting both explicitly and implicitly a two-tiered, unfair system that unilaterally benefits only them. If HBAs actually cared about the negative impacts of RTO on hybrid associates they would push the firm for a policy that treats all associates fairly. Instead, to preserve their own interests in keeping the current policy in place they push narratives of “isolation” and raise fears of lack of career progression (as if there is any for hybrid workers) to the forefront so the firm focuses on those manufactured concerns instead of crafting an equitable solution for everyone.

To me and many others, HBAs’ silence, fake concerns, and hostility to change the real problem are as much to blame for the firm’s stance as the c-suite.

If they truly cared, HBAs would push for a policy that is equal for all workers even if that means hybrid are paid more to offset commuting costs or barring that embrace accountability metrics like the badge swiping and other surveillance hybrid associates have to endure. I’ve seen none of that.

Keep the pressure on them. Make sure your voice is heard. The survey results and public shame are not going well for baldy. They want you to shut up and fall in line like sheep. Don’t do it! The more you speak up the sooner change will come.

We're seeing a growing number of employees leave, and it's not hard to understand why. Compensation is not competitive, and raises or promotions are often withheld even when clearly deserved. Many of us are experiencing burnout and ongoing stress. The culture at Advance isn’t what it once was. While there’s an effort to make it seem like progress is being made, particularly by HR (Kristen Soler specifically), there’s still a noticeable gap between what’s promised and what’s delivered. She’s skips over the questions everyone is asking and pivots to the unnecessary details no one cares for. If the company truly wants to address high turnover, meaningful changes in leadership may be necessary. A lot of us have stayed because we value our teams and the relationships we've built here. But even that’s starting to feel like less of a reason to stay, especially as more colleagues leave and leadership continues to shift.

I checked out Centene's thread on this site. If I hadn't seen a post saying Centene takes Humana rejects, I would have thought it was also a Humana thread. The similarities were astounding.

The leadership should be worried, because everybody with any options seems to be preparing to leave. I think people have had enough of this place, its toxicity, and blatant disrespect for employees. You can only push people so far before something snaps.

I used to enjoy the teamwork here, but now, everyone is competing just to block each other. It’s hard to focus when it seems like sabotage and bullying are not only accepted, but even encouraged. I can't believe how much the culture has shifted in such a short time.

What's to keep employees from staying at home and boycotting RTO? My direct manager has worked from home the past 2 weeks with no explanation.

Ive read the post here and they are damning. Makes me fear for my career.

Edward Jones culture is long gone. Please reference what made this place special and how they ki-led it.

I’ll go first: Our customer is the branch team and we should move Heaven and Earth to help them achieve what they are asking for. Next!

Wow. It looks like if you follow orders, promote people you vacation with, kiss you boss and the CMO’s butts you can be a marketer to watch. But wait that’s how the farm operates!

https://lnkd.in/gnGTahUA

Managers these days just hover over you to ensure you sell every little bit of stuff. They are willing to slam perks to customers without finding a need. There is no trust with that kind of micromanaging. There is no integrity in that kind of managing. Employees feel like there is no trust anymore. In this kind of environment it seems the management has no trust either. Why can we not coach to a result? Why must we be micromanaged?

No one cares if you're star performer, a contractor with more exceeded expectations than any entitled individuals.

Everyone knows who's going to be impacted, if you hear your manager asking "summarize pending work for end of the year", you know you're one of the individuals going to be impacted.

4 people in our own squad were told their contracts won't be renewed, worst of all the individuals who's contracts aren't renewed are asked to give KT to new entitled snowflakes who can't even understand a basic forloop or join two tables.

What a sad way to burn the legacy down of a great product area.

Each acquisition’s “plata-o-plomo” execution style has sabotaged any innovation for years. From VPs to Directors, and Directors to ICs, the only things that matter are ‘whom you know’ and ‘how long.’ Perks and positions are dolled out for being obedient to bosses and indifferent to subordinates. Arrogance and incompetence at each layer earn additional equity grants.
All he-l breaks loose when these cartels are compelled to navigate together overlapping territories—wireless, wireline, and now cloud. The manner in which power games are played could easily put Madellin, Cali, and the Norte-del Cartel to shame. Hunger Games are always ON amongst power centers of the East Coast, Valley, and Seattle. Play here is not to innovate and develop revenue-generating products but for cartels to siphon off as much as possible, as long as possible, before shifting blame to another cartel for failures.
Cartel bosses had infested low-cost offices like India with mediocre ‘yes men’ in key positions long before acquisitions. That rot runs deep now; these places provide an endless supply of cheap peddlers ready to be exploited—one goes here, many are available there.
Cross-functional Sales, marketing, and product teams are busy circling musical chairs, anxious for the music to pause. With every pause comes a new DJ and fewer chairs. How ridiculous is it to gloat about one’s outfit-dress color in an AH event? 2K+ employees had to listen to that cr-p live.
Fellow ex-compatriots, if you must continue there, stay invisible—stay low, and try not to get caught in cartel shootouts, for they will never end. Good luck, and Godspeed!

All cherry coated lies. Built by men in boots and soon to be ruined by men in suits. Graph grinders and Remington raiders strike again.

Prior to mission one I was a part timer that usually worked close to 40 hours a week essentially a no benefits full timer. I became a FTOW in early 2023 and was one until I handed my tablet in in June 2024. One thing I say to myself is I don’t know how anybody does it. Seeing how burnt out this job made me it seems hard to understand why it’s not doing this to other people unless it is and they just don’t show it. This was definitely the worst job experience I ever had I feel like I still have ptsd from it now which is why I’m struggling enjoying my current job. This job did nothing but burn me out. Pack out the order, write the order, go through the dead stock, write the credits, leave salesforce notes, 3 packouts 3 or 4 writes all expecting to be done in an 8 hour day. No more than 40 hours a week. I went from being fun and energetic to being aggravated and drained worn out never happy depressed can’t get my mind off sh-t. Since I work full time in a supermarket which doesn’t pay great but it was so bad last year that I was willing to do anything to get off mission one but it had to be full time with benefits I run into one of the sales reps I frequently worked with in my 8 years with Mondelez and he keeps telling me how it keeps getting worse every day. Full timers quitting, everyone he speaks to saying they’re looking for a new job, more BS cr-p added to what was already there, can’t find anyone that wants to work, struggling to even get part timers the list goes on. He also told me that sales are only half of what they were pre-covid. But all I can say is after how much of a nightmare my life became because of this job I can’t see how anyone does this. I mean if this job is making anyone’s life living he-l like it did for me now’s that time to get out. Even if it means getting a job that pays the same but doesn’t stress you out as much so you can reevaluate your future better by all means go for it even if you’ll still have trauma from this terrible job for the next year. Staying here won’t make it any better that’s for sure. If I knew what I know today I would have never taken the FTOW role stayed as a no benefits full timer which would have eventually meant me getting a different full time job and not stayed on board even as a part timer. I do gig work like Uber and Lyft so I have a way of supplementing the income that I could use on top of my full time job. I was taken so much advantage of when they talked me into becoming a FTOW I felt like all I was doing was serving as life support for a dying breed and taking the work from a sales rep who had no intent to leave but was forced to either take the package or step down all because this company wants to get rid of reps. It would be much smarter to get out rather than stay and hope it’ll return to what it was. If anything mission one is mission done meaning it’ll be their exit from DSD which I’m sure if and when that comes it’ll be just weeks or months after a giant sales rally spewing a bunch of word salad at how this company “has a great future”.

Dreading the upcoming nonsense of the week ahead. More rush, rush, rush....more being overworked due to the slacking of others....more nannying and nagging by PMs who are more important in their own heads than they really are....more last minute bs that becomes an emergency due to poor planning of other teams.....i could go on for hours

After nearly 5 years here, my role is being eliminated. While executive pay has exploded, we've faced freezes and now these layoffs. It’s clear: the company protects its own interests, not ours.

The only way to secure our futures, our fair compensation, and our dignity is to form a union. A union gives us a real voice and a legally protected seat at the table.

How to Start at Edward Jones:

Our two-person branch model is challenging, but it is absolutely possible for a Financial Advisor and a Branch Office Administrator to form a union together. You are a bargaining unit.

Short Instructions for a Two-Person Branch:

1. Talk to Each Other: You and your BOA/FA must both agree you want a union. You need a majority to form one—in a two-person office, that means both of you.
2. Contact a Union: Reach out to an established union that represents financial workers. They will guide you through every single step for free and in complete confidence. They are experts in helping small units like ours.
3. Sign Authorization Cards: The union will provide cards. You both sign one to officially show your support. This is the key legal document.
4. File with the NLRB: The union will help you file a petition with the National Labor Relations Board (NLRB) to be recognized as your official bargaining representative.

This is not about being against the company; it's about being for each other. It's about getting the respect and security we've earned.

For more information and confidential guidance on how to form or join a union, please visit the AFLCIO's website on forming a union: https://aflcio.org/form-union

They can help you find the right union for financial professionals and connect you with organizers who understand our unique situation.

Let's look out for each other.

take a closer look at the culture within the office.... The environment described feels isolating and unwelcoming and that discourages collaboration comms and long term emp retention... If employees are too overworked to engage with one another the company risks building silos where mistakes are more likely to grow until they become costly. investing in small changes like encouraging greetings providing planned break times and creating inclusive chances for people to connect can make the workplace MUCH healthier and MUCH more productive...

u gotta start reevaluating how opportunities are shared in OKC. if candidates believe roles are reserved for insiders the company loses out on fresh talent and new perspectives... When employees sense favoritism it ki-ls trust + morale. You should work to promote transparency in hiring and proms while also building mentorship programs that let inexperienced employees learn without being punished for honest mistakes!!!

SM Energy needs to give people room to breathe because everyone is overworked. With AI and automation available the company should be helping employees. Not increasing their workload. the IT team needs to be rebuilt because people have stopped asking for help, knowing it is often faster to fix things on their own. all the strong it talent keeps leaving and what is left is undertrained and inexperienced. good people need to be kept instead of replaced with hires who require more training.

Mgmt should be cleaned out because the culture is struggling and expectations are unclear. communication from the top doesn’t always filter down and it makes the work harder than it should be. slow down, be upfront with expectations, and remember that client needs should guide the work.

Apache needs leadership starting from the top in midland and houston or nothing will change... the culture is broken and turnover never stops. People want flexibility better pay and benefits and leaders who actually follow through

You need to DO BETTER & practice what you preach.

Stop lying, it's better to keep quiet than to lie.

right now Apache & mgmt cares more about wall street than the people working in the field... good decision making and clear communication would go a long way but it feels missing. consolidation might help but without change at the svp level and above it will stay the same cycle.

as it is the crux of the problem:

It is not about which company owns the manufacturing, it is the people inside and culture which are too corrupted and incapable. The current people are lagging technology and engineering mindset. Having politicians, MBA, gangsters as leaders in Intel is a complete joke, no hope.

took it from here: @bq+1k3atzm6p

The Oregon battery manufacturer formerly known as Powin plans to lay off another 25 employees, including nine in Oregon, after entering bankruptcy and selling most of its assets to a company in North Carolina.

https://www.oregonlive.com/business/2025/08/another-25-former-powin-employees-will-be-laid-off-after-bankruptcy-asset-sale.html

The latest dust up in the news cycle about the rebranding by Cr--ker Barrel got me thinking. There are obvious similarities with the companies and products listed in the thread title. All made poor marketing decisions that alienated their core customers.

Coke pivoted, apologized, ditched New Coke, and still thrive.

Anheuser-Bush doubled down on their DEI message and still hasn’t recovered. I keep their products page open in a browser tab on my phone and haven’t had one of their products since.

Cr--ker Barrel is TBD but seem to be doubling down. Going to be interesting to see what the board does with the CEO.

SAS came out with Viya and went all in trying to sell a technology that wasn’t wanted or needed instead of slowly rolling it out. The fact Viya also didn’t have a workable migration path to move customers that were interested from SAS 9 to Viya should have been an obvious red flag. It was marketed almost exclusively to new customers and we literally stopped marketing SAS 9. If customers weren’t interested in Viya they were ignored. I even heard of sales reps, who have a Viya sales target, withholding SAS 9 invoices (which means no renewal setinit) trying to force customer to move to Viya.

There was sort of a mea culpa a few years ago and a SAS 9 division in R&D was established. The new division was announced with little fan fare yawn. The good news is that SAS 9 is entrenched in the day-to-day operations of many organizations and performs well for them. But for how long? I’m just guessing, but I would bet software revenue for SAS 9 is still at least 95% of the total. Not based on facts though. Would love to see the real numbers. At least Viya will always have the hosting and consulting revenue going for it!!

From the outside, Verizon looks like the safe play. Big paycheck, fat dividend, steady corporate perch. People ask: “Why would you ever leave? You could have milked the cow forever.”

But here’s the truth: that cow isn’t grazing in some open field. It’s chained in a barn, weighed down by debt, and it’s the employees who end up getting milked.

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Dividends Don’t Pay Morale

Sure, investors cash the dividend. But if you’re on the inside, you don’t see that money. What you see are endless “transformation” projects, morale sinking year after year, and consultant slide decks dressed up as strategy. Try paying your spirit with that.

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Stability Is a Mirage

From 30,000 feet, Verizon looks like a fortress. Inside, it’s duct tape and reorgs. Every year brings another round of “cost-cutting innovation.” Stability isn’t real here — it’s a talking point that masks constant churn.

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Golden Handcuffs Rust Fast

People who stay aren’t milking Verizon — Verizon is milking them. More work piled on, promotions drying up, pensions shrinking. What looks like safety is really just slow erosion of your time and energy.

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Better to Leave Before the Obituary

When Hans Vestberg finally announces his retirement, the spin machine will crank up. But the reality is simple: Verizon isn’t a growth story, it’s a modern utility in decline. Better to leave before that obituary phase than have your name tied to it.

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The Real Win

Walking away wasn’t missing out. It was stepping out before the air ran out.

I didn’t just exit the cow.
I walked out of the barn.

Let’s stop pretending; our talents are leaving not because they don’t love，they are leaving because they are not loved. If we don’t fix our mindset, we will be exporting our brightest - absolutely free of charge…

The region jobs do not exist any more. It was a wonderful time to work for Allstate. A team environment. You went to work every morning knowing you were working toward something. If you had the right leadership. We did. We drove growth for the company. Those who were part of that time appreciate the experience. So, there was a time that working for Allstate was something to be proud of and fun. It did happen. New times now. It still can be rewarding. Carry on.

I joined the company and have loved every moment so far. Thanks to my new team for being wonderfully great.

I do sit next to a negative nanny who should be fired though. She sounds as nasty and made as most of you. Can you angry birds go dive into the ocean and stay?

It’s so difficult to communicate with each other. People ignore emails, Teams, ghost you in a middle of a Sev1 situation and what’s best is that there are zero consequences. And do I blame them? No. I just su-k it up. Because how can I? At least I have a job. For now…

So many are still joining, drawn in by what Intel used to be. I wish they'd realize this company now only carries the legacy of something better it once was, and the reality is completely different.

The company was already struggling, and now low morale and disengaged employees are making everything worse. What the he-l happened to this place?

It used to deserve your full effort, but the current leadership treats employees with zero respect, and that’s exactly how much they deserve back.

Very discouraging , disgusting behavior

they are useless. they WFH and put their status' as "busy" while they are at the hair salon and grabbing iced coffees, posting about it on social media. or they are in another country cause it's so convenient to travel around in europe with teams installed on your phone.

no wonder all managers hate analysts and interns. they inflate our HC and do nothing impactful.