There’s a lot of anger and frustration with the Matt and Mark across EMEA over how AM, our VP of Sales, has been treated. After hitting all his Q1 & Q2 targets this year and showing years of loyalty, he’s been sidelined by the CRO—sending the wrong message that success at Appian isn’t valued. It’s disheartening to see someone who was appointed by Matt himself now left out in the cold, especially after delivering such strong results. The CRO’s bullying behavior on forecast calls hasn’t helped morale, and it’s a real shame that Matt hasn’t stepped in to support someone who he appointed and delivered results and who’s done so much for this company. Employees now know that loyalty counts for nothing here, and I suspect Matt will come to regret not standing by Americo. On top of that, the CRO has now appointed what looks like two leaders for Northern EMEA—an VP and an AVP—completely undermining the promise of a flatter structure that Matt himself championed. And let’s not forget Matt’s assurances that we’d promote and hire from within the organization—that’s clearly gone out the window. It’s such a shame, and I’m truly disappointed in Matt’s lack of resolve and courage to stand by his word.
Posts mentioning hashtag #culture
Below are all the posts — topics as well as replies — that mention the hashtag #culture.
Mention #culture in your post to continue the discussion!
Apparently the VSP is taxed like a bonus. Love how they don't mention this when offer is proposed. #transparency #culture
Same. I already dodged layoffs last year when my department was "optimized" and send us scrambling for new teams or some took the layoff. If I have to train my indian replacement again under the guise of "transformation" Im going to explode. It makes zero sense what they are doing. "We want to double assets under management in 5yrs so instead of making a good product to sell, lets outsource 1/3 of the home office." ....riiight. tell us you are wanting a public buyout without telling us you are wanting a public buyout from a wall street firm. The mood today on my team is like someone we know just died. #culture
NO EXCUSE!
Is my area expecting up to 12” of snow?
Yes.
Does my LOB have the capability to WFH?
Yes.
Did my LOB get the ok to WFH?
Absolutely not.
All the BS talk on Flagscape about how BofA cares about employees, is a joke.
Hopefully those who have to travel in the dangerous weather do so safely.
1-finger salute to all the top brass!
Dell is not great but a good company.
If you are at Dell then you aren't great either but just good enough.
Annandale pulse check
How empty will it be by end of 2025? The first wave people are due to leave in a few months...
How long can we milk this dead cow without relo to TX?
Ralph de la Vega... where are you?
Come back! Show us a real leader! Let's fiesta!
Inclusion and Diversity (DEI)
https://corporate.exxonmobil.com/Locations/Brazil/Inclusion-and-Diversity#Committees
Inclusion and Diversity
ExxonMobil values the diversity of ideas, perspectives, skills, knowledge and cultures. A plural and inclusive work environment enables innovation and is a key competitive advantage.
Global Diversity Framework
Through a range of programs, activities and investments, we strive to create and maintain a diverse workforce representative of the numerous geographies where we have business. Our Global Diversity Framework is the foundation for this approach, with three interrelated objectives:
Attract, develop and retain a premier workforce, from the broadest possible pool, to meet our business needs worldwide;
Actively foster a productive work environment where individual and cultural differences are respected and valued, and where all employees are encouraged to contribute fully to the achievement of superior business results;
Identify and develop leadership capabilities to excel in a variety of international and cultural environments.
Policies
ExxonMobil’s global policies diversity and inclusion promote and prohibit any kind of discrimination or harassment in any company workplace These broad policies cover all kinds of discrimination.
Committees
We support global and Brazilian employee networks to foster an environment committed to diversity and inclusion. These voluntary employee-led groups offer networking, professional development programs, community service, and mentorships to new employees.
PRIDE – People for Respect, Inclusion and Diversity of Employees
PRIDE exists to positively impact Inclusion and Diversity to leverage business at ExxonMobil by advocating LGBTQIA+ equity. Our mission is to support our employees and allies, and to encourage awareness and consciousness of diversity and inclusion issues around s-xual orientation, gender identity and gender expression in the workplace.
WIN - Women's Interest Network
WIN’s mission is to facilitate the professional evolution and personal growth of all women at ExxonMobil. We have developed a program to understand what women are looking for, both professionally and personally, and also to continue developing skills to have more career opportunities.
WINs mission is to facilitate the professional evolution and personal growth of all women at ExxonMobil. We have developed a program to understand what women are looking for, both professionally and personally, and also to continue developing skills to have more career opportunities.
BEST – Black Employee Success Team
Our mission is to serve as a support organization that provides mentoring, coaching, and networking opportunities to enhance the personal and professional development of black employees and further the business objectives of ExxonMobil.
Our mission is to serve as a support organization that provides mentoring, coaching, and networking opportunities to enhance the personal and professional development of black employees and further the business objectives of ExxonMobil.
VIP – Volunteer Involvement Program
VIP is an ExxonMobil initiative that encourages employees and their families to volunteer by donating their time and talents to institutions with civic, cultural, educational, scientific, recreational, or social welfare goals. Activities are carried out, such as reading circles, clothing and food campaigns, tree planting, among others.
COH - Culture of Health
The committee's mission is to improve the health, quality of life and productivity of employees by providing an environment and resources that actively and consistently promote healthy and safe behaviors.
GBK - General Business Knowledge
GBK seeks to create learning opportunities that increase employees' general knowledge about the industry and ExxonMobil's business, supporting the continuous development of our workforce.
It would be less of a concern if Verizon's IT were adequate, but it isn't.
No it would not be less of a concern. Having successful business operations is no justification for racism. That's not how this country works, or any decent country or people.
Your other comments are valid.
The poster prior to you, if not a troll, simply illustrates the type of veiled racism that goes on. When you walk down the hallway and see your own management clearly cold shoulder those who are not "brothers" there is not much you can do. Sure, tell HR. HR have been told on many occasions by many people and have done squat about it. Don't get me started on the ones in management positions who can barely communicate in English. At least they are consistently racist though : search the web for rentals rooms in the north Atlanta suburbs. It's not hard to find listings where they will only take Indian renters. That is also illegal in the USA. Might add, there are a good number of perfectly decent and non-racist people in VZ IT including many Indians. I'd say to the discriminators "behave like your mother taught you to", but the problem is that they already are. #culture The bottom line is that you can take the boy out of India but you can't take India out of the boy.