#culture

I used to see people here freely sharing information and helping each other out all the time. Now everyone seems much more careful about what they hand over and who gets credit for it. With layoffs hanging over everyone, I can't really blame people for protecting themselves, but it's hard to call it teamwork anymore.

I thought the problems here were just part of working for a big bank until I left. Going somewhere similar showed me just how much I'd gotten used to.

It's all fake and decisions are already made. That's my opinion but hey, who am I to judge.

seems to have gone through more jobs than a stripper in Vegas. Well...good luck. I wish Trim Ryan were around to shed his hilarious pearls of wisdom on this

https://www.efinancialcareers.com/news/citi-hired-a-new-chief-technology-officer-from-ubs

I started six months ago and oh my God, I'm already regretting joining, to put it very mildly. Have people been putting up with this for decades? How do you survive?? Or was there a time where the culture was at least somewhat better and employees weren't treated like cr-p all the time?

What happened to Bill Jones? I noticed he is no longer listed in the company directory. He was one of the few executives I liked.

The annual survey link came out this morning. All questions are geared towards Centene, not your direct leadership. The last question is for a comment. You have a lot of space to say a lot of stuff!! I was very surprised at some of the questions, as they are about mental health and how does the organization make you feel. This is the lowest scoring survey I have ever done and I let Centene have it in comments. VSP/ISP nightmare, all of the Humana and Optum new hires that don't know sh-t and keep wanting to change things to how Humana/Optum did it low raises but high bonuses for the CEO and C-Suite, hiring outsiders instead of hiring within, etc. This survey is not going to go over well for Sarah, C-Suite or HR. Please answer honestly and make comments, so we can be heard. This survey is from a 3rd party and not one of the usual BS ones we get.

I literally can’t find a seat in the office. The Workplace app is useless. It shows the next three weeks as fully booked.
At this point, I just walk around the office, can’t find a space, and leave. If they’re actually tracking hours based on badge-out time, I’m sc--wed.
It’s pretty ridiculous that the RTO policy is pushing people to come into the office when there literally isn’t a seat for them to work at.

How must we, FISERV’s greatest asset, incorporate a union? Can’t take it anymore! We have rights da---t!

Bragging about your Safari and telling your employees "everyone should take their family on Safari" Meanwhile, you don't pay your employees enough to take their family to the zoo. He gives pathetic merit increases to the hard workers yet he's out living the high life. The rest are just trying to figure out how to pay for groceries and gas.

There always seems to be another message about development and career growth, but the reality feels very different. I'm at the point where I've stopped expecting this company to invest much in my career. Nobody seems to give a damn whether employees are growing.

The same comments have been made on this site too:

https://www.foxnews.com/outkick-sports/nike-ceo-may-have-admitted-company-went-woke-stock-hits-12-year-low

The ISG town hall last week was a narcissist’s wet dream. The short guy went on and on about revenue and how they went all in on SDD and how customers don’t know what to do. The self congratulations and how wonderful everything is going.

All bullsh-t.

Didn’t even address the layoffs of 10,000 of thousands of people across the company and in ISG alone.

Not many attended, the rooms were not filled and nobody clapped. Then of course as narcissists would they blamed the audience for being “flat”. Or an alternative thought. The audience hates you, thinks you are pieces of sh*t and are money grubbing sc-m bags. Did you think of that? No, most likely not. A set of narcissists don’t think that way. It’s always the other guys problem.

Normally most would be thrilled going from a $30 to a $500 a share company in less than 18 months. It’s all fake. Much like this company. Nothing is real or it’s not real for too long.

It’s about the story not actually delivering on the story. Just the story. Just like any good narcissist. It’s about the story and when this story starts to have holes and gaps. You’ll be to blame. Not them.

Biggest set of narcissistic, political sc-m bags on the face of this earth are in this company and you’ve got a whole bunch right in ISG.

Below is the stock performance for all you d-mbasses that believe in this poorly ran company.

5 year (-79%) $200 to $39
3 year (-23.8%)
1 year (-36.5%)

Company is no longer a Fortune 500

Not seeing any good upcoming initiatives. Is this a strong sign that senior leadership has just stopped thinking about growth, and preparing for sell?

Management is clueless on WhatsApp work to assign to their subordinates. They're randomly assigning labour work.

PayPal has not delivered anything meaningful to the customers from almost about 2 years.

is this true only for certain teams or situation is same across?

Good people are disappearing with no rational explanation and the ones left are anything but transparent. Morale at an all time low despite solid Financials. People coming in from Amazon that know nothing about the business. What the he-l is going on?

Walgreens is experiencing significant turnover among its store managers. Reports indicate that many managers are quitting, particularly as bonus periods approach. This trend is driven by several factors:

Challenging Working Conditions: Managers face increased workloads and pressure, leading to dissatisfaction.
Inadequate Compensation: Many store managers feel their pay does not reflect the demands of their roles.
Deteriorating Work Environment: There are concerns about a hostile culture and micromanagement within the company.
Impact of Bonuses on Turnover
The timing of bonuses is a critical factor influencing resignations. Many store managers are reportedly waiting to receive their bonuses before leaving, suggesting that turnover may spike around these periods.

Being made by people in India and China, mainly China. When you look at Company updates, internal news, emails, etc. there is great focus on China. A lot of the higher ups are not in the U.S. Also Ford makes a greater effort to promote the ideas and so-called contributions from these other countries. They do not give near that amount of attention to U.S. employees. Even with all of these people making the big decisions in the other countries, I have not seen Ford progress in any form or fashion. They have actually gone downhill or backwards for at least the last five to ten years. Bill Ford is just part of the family. Farley??? Why is he still there? Maybe he is just Bill’s Best friend?????

no more pension, no more work from home, lower pay than competitors, no longer a chill place to work with Joe Park pushing for rapid innovation. Forced to live in Bloomington IL if you want to get promoted.

Literally all of the reasons that made SF a somewhat appealing place to work are gone. if a young person is looking for a place to work they should just go make more at a big bank. SF will just be older employees building up their pension until they retire and are replaced with AI/ HCL contractors overseas.

until they hit complete bottom in which company has been parked for few years with stocks around $4.00.
It is Deja vu but Nike is same slide and I have same feeling that I had when I was in UA.

With upper management clueless and losing a lot of time, it is eerily same thing that I saw at UA.

I hope that Nike is different UA but I just have a bad feeling that Nike will end up in same spot.

They're ki-ling the company and they don't even give a damn. As long as their wallets remain full, nothing else matters.

Is there anybody worth their salt still left at Intel? I'm no longer there, but reading this forum, it certainly doesn't seem like many good ones are left.

For nearly 30 years, my life was measured in barrels, spreadsheets, and quarterly targets. As an engineer at ExxonMobil, I took immense pride in my work, but the grueling 12-hour workdays and the unspoken culture that "simply doing your job isn't enough" eventually broke me down.
The corporate grind took a massive toll on my body. Decades of sitting in front of monitors and stress-eating desk lunches left me chronically exhausted and sluggish. My cardiovascular endurance was nonexistent; climbing a single flight of stairs to a conference room left me visibly winded. My muscles felt weak and tight from lack of movement, and the numbers on the scale kept creeping up. I realized I was sacrificing my youth and my health for a corporate machine that would replace my job posting before my obituary was even printed.
Six months ago, I finally made the terrifying decision to hand in my resignation. I had no backup corporate savior lined up, just a modest savings account and a desperate need to reclaim my life.
The transformation didn't happen overnight, but once I removed the constant cloud of corporate anxiety, I finally had the mental energy to invest in my physical body.
First, I built back my cardiovascular health. I started with brisk daily walks, which quickly progressed to morning jogs. Today, my resting heart rate has dropped significantly, and I can run a 5K without stopping—a feat that felt completely impossible just a year ago.
Next, I focused on rebuilding my muscle strength. I joined a local gym and committed to a consistent resistance training program. Trading long hours of typing for lifting weights rebuilt the functional strength I had lost to a sedentary lifestyle. My chronic lower back pain vanished, my posture improved, and I feel physically stronger and more capable in my 30s than I did in my 20s.
Combined with meal prepping nutrient-dense foods instead of relying on fast-food fuel injections, the physical work paid off. To date, I have lost 25 pounds of pure stress-weight, replacing body fat with lean muscle.
Leaving a stable, high-paying role at a global giant like Exxon was the scariest thing I have ever done, but it taught me an invaluable lesson. No salary or corporate prestige is worth your physical well-being. Today, I am working in an environment that actually respects human limits. I am finally free, full of energy, and living proof that there is life—and vibrant health—after the corporate grind.

Anyone considering a job at Elevance should take some time to research what current and former employees have said. There are plenty of stories about the way people are treated, and I wish more candidates looked into that before accepting an offer. A job can look very different once you're actually inside the organization. Do your homework while you still have a choice.

Somebody wrote this in another thread and it hit home. The old IBM and the current one are two completely different companies. Outside of the name, I can't think of one thing they share. Those of you who've been here 2+ decades know exactly what I'm talking about.

I have a few observations and feelings on this and in no particular order…

1. Compliance actually feels higher than I thought it would be. I am in MMK so I can only speak to that location, but many people are clearly showing up & ki-ling time by going on walks around the buildings, spending long durations in the cafe, playing games, talking to co-workers, then leaving after putting in however many hours of “in-person”. The productivity despite being in-office can’t possibly be any higher than remote. Fidelity’s gonna stick with it regardless though and pretend like collaboration is up. It’s purely pretend and very obvious at ground floor if they act like this had any positive benefit in the slightest.

2. Piggy backing off the first point, most people seem to do their badge-ins, and the office is full. Nobody is happy about it obviously, and it causes the energy to be miserable. RTO has been the only topic of conversation since the start and it’s clear that people are burnt out. Even if you try to enter the office in a good mood, it quickly gets suffocated away. There’s no choice but to interact with other people who also don’t want to be there, and the feeling multiplies.

3. The FLIK workers are slammed every day. They were already full-time before everyone else came back and so it’s clear they have their own set of frustrations over needing to double their output every day. Some are handling it well and others are not. The ones who aren’t, while I definitely don’t blame them and even feel kinda bad from the collateral damage, it adds another layer to the frustration and discontent with being overcrowded and surrounded by unhappy people in the office.

4. Depending on the time you arrive in the morning, the LAZ parking attendants tend to point to obvious places and don’t add any benefit whatsoever, mostly just funny/useless observation.

5. Like I said earlier, I am in MMK. I’ve heard so much about how nice the new seaport office is and how much money Fidelity invested into it. I’ve only been at the company for less than a decade, but those who have been here since the 90s and early 2000s attest that there have been next to no improvements or changes to MMK. It’s absurd how dated the office is, and I for one am quite jealous over the blatant neglect of locations outside of headquarters.

I (naively or not) hold out hope that eventually we move to something like 3 or 4 days a week expectation instead of 5, but I can’t see that happening with the current people making the decisions. Also, the rumor of someone stealing FLIK food doesn’t shock me given the state of affairs & economy.

This deserved a thread of its own, the OP is @a6+1m3dc6nye.

We can use a little levity around here.

USAA therapy dog Smoky lands starring role in new CBS series

https://www.kens5.com/article/news/local/usaa-therapy-dog-smoky-lands-starring-role-cbs-series-veterans-military-television/273-bd1a7b02-133a-4e4b-a177-3efd015599ef

Since we did a full RTO the energy amongst team members had become truly incredible

I've never seen such eagerness to get to work as there is at the moment, people just dripping cars outside the door and leaving them running so they can get to their desks to start working

Meeting rooms are booked out for the next 2 years

The markets love us and our stock is strong

There are many in leadership who don't seem ready for the positions they're holding. Simple questions turn into long explanations, basic decisions get pushed around, and then everyone underneath them has to compensate. I don't understand how this became normal.

What the heck is wrong with this organization?

Always fxxkxxx around in the middle of decisions. Does not trust it own people and all the managers who are highly political, risk averse, functional only, second guessing decisions, and don't care about corporate value...

break up the company in few different segments and hire CEOs to run each segments with more independence and flexibility. And report to one big CEO who oversees them all.
VPs are managers without a lot authority and independence and that plans so far did not work so let's not be insane and try something revolutionary and different.

I was widely ridicule by many short sighted people in this platform.
Fast forward today and EH is basically trying to do same except that instead of splitting the company, he is trying to shrink in the hopes that it is more manageable.

Because when Nike was growing in its hey days, they just overgrew and now it is too big and unmanageable.

I think breaking into each manageable segment is better than shrinking small. Followed up by layoffs.

I have a bad feeling after 3 consecutive layoffs in 12 months...

They took out the middle managers who were running the show. The VPs are now pretending to manage by threatening the ICs to make sure wheels do not fall off.

Titanic is heading towards the iceberg..Get your lifeboats ready.

Oh god. Can we get a qualified leader who understands strategy, tech and has people skills!!!

IT needs a massive leadership change. We were glad Rama was gone but then Satya??????

Why do good IT leaders don't stay? Now we are loaded with just vendor managers and project managers.

Serious question.

Like h1bs hiring friends and family

Anyone have stories of how they’ve successfully strong armed the company, even if only briefly?

We all know the company will do extraordinary things for the chosen few. I have a neighbor who was offered 3x his salary to defer retirement by one year.

Just wondering if there are stories of rare situations where an individual employee has had enough leverage to strongarm the company.

Honestly, who cares about long term career at this place anymore. Do what the management does: take as much as you can RN.

Hopefully they have come to their senses and bring back a strong centralized Enterprise Architecture team. The lack of high level forward thinking vision is staggering. Most rank and file engineers can only think about the story in front of them, like it or not Architecture is needed. Historically the problem was they didn't attract the right talent because pay was too low, these new architects should be compensated like VPs.

RaceTrac management might want to look at how some of these jobs are designed.

A bunch read like three jobs mashed together, with experience and pay that don’t match what you’re asking one person to own. You can look for unicorns. You just can’t pay for horses.

Then there’s the candidate experience. Your careers site talks about “transparency, respect, and connection.” I interviewed. Then got ghosted. Not even a rejection.

Result? I used to be a customer. Now I’d rather coast past RaceTrac on fumes and push my car to QT.

You didn’t just lose a candidate. You created a former customer. He-l of a recruiting strategy.

Class action. Make sure that the punishments are applied evenly. Intel can't look the other way for critical PhD designers while writing up or firing others. If the punishments are selective, there is a potential for class. Also make sure approvals are based on the fairness.