#culture

It’s going to be a slow decline

From a former employee looking in - Nike has essentially waves the white flag.

"We can no longer afford to pay a fair wage so they will go somewhere they don't have to"

At the same time they will continue to try to act like they are the "it" brand in the US but that bus left the station a few years ago.

Next will be a failed sale of area buildings - they will try to sell them at a premium because they are "cool", they will sit and be a financial drag.

Marketing and sales will become even more disjointed from operations - leading to even worse mismatched supply.

Overstock due poor planning will continue to drag down revenues in US and further impact the brands image.

Eventually they will sell but at that point they will just be a hollow shell of their former selves - think under armour.

and he said, I don't know but I know that WW4 will be fought with sticks and stones.

I know what year 2 of the EH's leadership was like. I don't know what he will do in year 3 but if he is still with the company on year 4 then I know we will be working on a big tent with electricity produced by a Caterpillar generator.

AT&T Inc. is reducing its office footprint and requiring managers to show up in person at least three days a week, a move that could prompt some people to quit, Chief Executive Officer John Stankey said in an interview with Matt Miller on Bloomberg Radio.
The largest US telecommunications company, which has operations in all 50 states, will consolidate into nine core offices with two main hubs in Dallas and Atlanta. The other locations are Los Angeles; Seattle; Washington; San Ramon, California; St. Louis and two New Jersey locations Middletown and Bedminster.
The return-to-office mandate, which starts in July in Dallas and Atlanta and will be implemented everywhere else by Sept. 4, will apply to more than 60,000 managers. Stankey said that 85% of those people live near one of the offices. As for the remaining 15%, "many will make decisions that are appropriate to their lives," he said. "If they want to be a part of building a great culture and environment they'll come along on these adjustments and changes.
Others may decide, given the station of life they are in, that they want to move in a different direction.

People are so lazy. They know the resources that we have and they know that just about everything can be found on Flagscape (or in a policy on Flagscape), but they will still reach out to their peers and partners to basically ask them to go to flagscape and do the research on their behalf. Use the search bar and type out what you’re inquiring about FIRST! If you are this person stop, it makes you look absolutely incompetent.

And while we’re at it… if you need that access or need someone else to have badge access, GO TO GUARDIAN! Literally every single employee is allowed to request badge access on behalf of themselves or another!

We should all be professionals.. what’s act like it. You’re not the only one doing the job of 14 other people… we are all too busy to deal with it!

Venky is fostering a bunch of non-qualified leaders and rotating through the VP roles across his organization. Look at the team he has, and all the different roles they have taken in the last 6 years. It's not normal to have VPs rotating through different countries, marketplace, sourcing, manufacturing, planning - no expertise just su-king on Venky's teet.

If you get to be in the driving seat for this turnaround, what is the "one thing" you would do to make it happen quick?

These people are losing out on the incredible energy in the office, positive atmosphere, everyone working together doing high 5s, meetings rooms and car parks heaving with new hires

It's unbelievable

really? Another distraction from doing the primary job of running the firm. Never has there been a MP more focused on playing chess for their own next act than focusing on the job at hand.

Who are these tools posting about how they aren’t quitting ExxonMobil? Posts made to look like they are leaving until you read to the end of the post. Crazy that so many people are quitting that the boot li---rs feel compelled to make posts like this about how they aren’t leaving because everything is so awesome..

Now it's a-s kissing. Kiss the right behinds, and you'll end up higher than any of the hard workers can even dream of. What a joke of a company OT is now.

the environment has become incredibly toxic because of the forced ranking. I have seen people getting low rating for being on bereavement, when switching jobs, for taking vacation. I have seen people crying, because they felt the poor rating was not deserved. I have seen the LL2 level downgrading, because there were insufficient low ratings. Often playing favorites instead of relying on actual performance; even switching rankings to give a favorite a higher bonus.

I have seen a manager lose team members who were given to another manager. And then being dinged for not hitting numbers and he was basically told to find a job elsewhere, while the other manager was promoted without having to actually deliver.

I have seen people being absolutely targeted and harassed. Always looming the performance rating over their heads without an ability to actually improve.

On the other hand, the favorites do not need to deliver and are getting rewarded for incredibly low performance. It is all a popularity contest.

Exactly what @fk+1m3s4a1cp said.

Here is what MH posted on the Slack Channel:

The takeaway isn’t that everything you heard today is new. Our purpose hasn’t changed, and our businesses will continue to have distinct strategies for the markets and customers they serve.
And importantly, our growth, goals, are not separate from our impact. Growth should come from serving more learners and customers, delivering stronger outcomes and earning greater trust. That growth in turn, gives us more capacity to reinvest in our products, our people and the capabilities that strengthen the flywheel.
What is different is that we now one shared enterprise strategy that connects where we play, how we win, the goals we’re working toward, and how we work together. As Cengage has evolved to become a more integrated, market-facing company, we need that common context to make clearer choices about priorities, investments, and tradeoffs and to make better use of capabilities and strengths across the company. The real test of this strategy will be how it increasingly shows up in our Objective and Key Results (OKR’s), operating rhythms, investment decisions, and day-to-day work. OKR’s will be the framework we increasingly use across the enterprise to track goals and priorities.
On confidentiality, the SOAP and the specific goals and strategy we discussed are internal, and competitively sensitive details should not be shared externally.

This is comedic gold. Just too much irony. Drop your best jokes in the comments

So what is it? Between that and the “Intel rejects” it’s no wonder why things are turning in to an internment camp. What happened to work life balance lately.

The WBD folks don't seem to use their page as frequently as we do. When do we initiate them in our ways?
https://www.thelayoff.com/time-warner

I see someone has already spread the Caribbean employee gag on the most recent post

So I’m seeing BT offering roles to oversee the JV and individuals from BT announcing they’re working on it but radio silence in Verizon… no roles being advertised, nobody being appointed. Doesn’t look like a joint venture it looks like a takeover. I doubt anyone from BT is going to understand VRD or what’s going on under the hood….

I really feel like Cigna is making billions off of the sweat from its workers and a union is needed. Does anyone have information on how to initiate this? Happy to join or sign a petition if needed.

Employees at The Coalition are experiencing heightened anxiety regarding potential layoffs following recent developments. The studio has been working diligently on the upcoming game, Gears of War: E-Day. Despite nearing completion of this key project, a somber mood has settled over the team. The recent dismissal of the narrative director just weeks before release has further fueled these concerns. This uncertainty contrasts with their previous sense of security on a major Xbox title.

Redmond, Washington

https://ixbt.games/en/news/2026/10/01/439550-vmesto-prazdnovaniia-reliza-gears-of-war-e-day-sotrudniki-the-coalition-opasaiutsia-uvolnenii.html

It's easy to look back through rose tinted glasses, but I've been around for 6 years now and never known it as bad as this, everyone is checked out

After 13 years with VMW/AVGO/Omnissa I finally found a new role and left. It was a long time coming and honestly my only regret is that I didn't leave sooner. The management I was under was useless and my role kept getting worse and worse. I knew Kevin was being pushed out but to see the CEO replaced also helped confirm my move away. I wish all my former peers the best of luck but to me it looks like a sinking ship.

They absolutely know who has and who hasn’t taken the survey.

How? Everybody keeps saying this, but how do they know?

When are we going to see some real changes around here? Something that actually makes things easier -

Has anyone seen this? Completely embarrassed for whomever thought this was a good idea. I'm wondering how long it will take for our customers (many who they blast in the opening) to call and complain. Whomever thought this up, along with the long list of approvers I'm sure, should be walked out with the next round of layoffs.

Am I the only one that thinks this is a ridiculous thing?

https://youtu.be/LbheDpiQrJA?si=gfhPhMwIZRyCDqlO

CEO to median employee compensation is over 120:1... keep busting your a$$

Once again what a lame communication from this "new" org in product. Guess what people, you got laid off because AI costs money. Ooh surprise...

It didn’t feel energizing. Several leaders came through with fatigues and those were reelected back. How do we expect the behaviors to change to drive ownership and accountability with same people who didn’t seem to be interested in owning their previous decisions, or designs and low energy in walking in this new expectation.

Time to hand off many batons to people who care and new leadership. Until that happens, things will not magically get better.

Anyone know when the company wide pulse or insight survey results will be shared?

Well, turns out we in DXC did know what we were doing after all.

We just landed a massive customer contract. The kind of deal that makes the “they’ll never sign” crowd in DXC suddenly very quiet.

Months of work.
Serious $$$$$$$$$$
10 year commitment.
A big BIG customer.

To everyone in DXC who doubted us: thanks for the motivation.
To the competition: we’d say “better luck next time” but judging by how this one went, you may need more than luck.

Contract signed. The team is celebrating. Champagne is flowing. Competitors are panicking. Shareholders are calling.

And then…

None of it happened. Congratulations to everyone who made it this far before realizing the entire post was complete bullsh-t.

It is just another perfectly normal day in DXC.
No contract. No customer. No work.

When I hear a manager or a interm manager calling someone an associate it’s like nails on a chalkboard. It makes me so angry that I have a hard time even listening to what the say. The only “leaders” who say that are the pandemic panic (white unqualified people who were promoted so they wouldn’t get laid off NOT talking about race) and they are doing it to prove to themselves they are in their positions for a reason.

The role associate is the lowest level in my department and now they call us all associates no matter what our actual title is.

I am new to the company and brand. I was in a meeting where a senior person a director was talking about personal trip they took to see a singer and talked about their body and showed pictures of the performers body in a meeting. Is this ok? Is this common?

Good riddance and bon voyage to everyone fired and officially kicked-off the IBM payroll in any shape, form or manner today. It has been quite a journey, but I’m sure IBM will somehow manage to find a way to continue functioning without all of you.

Honestly, I’m excited for the next chapter: pretending like you never existed, forgetting your names, forgetting the projects you worked on, and acting like none of your contributions ever happened. After all, that seems to be the preferred corporate tradition around here.

Please don’t take it personally. Once you’re off the payroll, you apparently become yesterday’s problem and eventually, yesterday’s memory.

I’m sure the leadership team will proudly explain how this is all part of the strategy, how the organization is “positioned for the future,” and how the people leaving were somehow conveniently no longer critical to the business.

So farewell, former colleagues. Thank you for your service, your late nights, your projects, your knowledge, and all those years of pretending that any of this mattered.

Now that you’re gone, please understand that we will immediately begin the difficult process of pretending we never knew you.

Good luck out there. And remember: IBM may forget you and you won’t be welcome back.

Interviewing with I&E - met some engineers, AVP’s and a couple of VP’s. Everyone seemed ok. Anyone know if I&E is a good place to work?

First: Dont be a f'ing trol.It disrespects all of us trying to be a voice of reason. So if you're that person(s) - F-off and die. The issues are real. Leadership is damaged. The stock and Balnce sheet. + the debt are in a downward spiral. Realities of the business remain. It's a political cesspool and all abount self-preservation - it's a joke soon to become a business case.

Or at least on its death bed.

They are negotiating the new work agreement and they let us completely unaware of the new changes that might affect us. The management and HR can then determine to get rid of any employee according to their own will. They also don’t guarantee if those affected will be offered a new replacement job ever at all and please for God’s sake, please stop racist sh-t posting, that is the agenda of the management to make us fight each other but we have to be together.

Dear Ethics and Compliance Team,
I am submitting this complaint in good faith to request a confidential and independent review of concerns that have been raised by employees regarding workplace culture, leadership practices, potential conflicts of interest, and organizational governance within the DXE organization.
My intention is not to allege misconduct or wrongdoing by any individual. Rather, I am requesting that the company objectively assess these concerns and determine whether all applicable policies, compliance requirements, ethical standards, and governance processes have been appropriately followed.
Over the past several months, there has been a noticeable increase in employee concern regarding the overall work environment, management practices, decision-making processes, and the perceived ability of employees to raise concerns without fear of retaliation. These concerns have been discussed internally among employees and have also appeared in public forums and employee discussions.
Individuals Frequently Referenced in Employee Discussions
Employees have publicly raised concerns involving members of DXE leadership, including:
• IT VP and people he brought in.
• Other leaders referenced in employee discussions and public postings
I am not asserting that any of these individuals have violated company policy. However, the frequency with which these concerns are raised has created sufficient concern among employees that many believe an independent review would be beneficial.
Publicly Available References
The following publicly available sources have been referenced by employees in discussions relating to potential outside business interests, consulting activities, and professional relationships:

Sources:
• https://ca.ltddir.com/Agent/Surya+Nalluri/
• https://www.bizprofile.net/ca/eastvale/zenith-technology-services-llc
• https://www.bizprofile.net/ca/irvine/prosum-it-solutions
https://cafepharma.com/boards/threads/layoffs.706325/

These references have contributed to employee questions regarding whether all appropriate conflict-of-interest reviews, disclosures, approvals, and governance processes have been completed and documented.
Workplace Culture and Fear of Retaliation
One of the most significant concerns expressed by employees relates to the current workplace culture and a perceived fear of retaliation.
Numerous employees have stated that they are reluctant to challenge decisions, provide candid feedback, raise concerns, or offer alternative viewpoints because they fear negative career consequences. Employees have expressed concerns regarding potential exclusion from projects, diminished advancement opportunities, negative performance evaluations, reassignment of responsibilities, or termination.
Many employees report that the environment has become increasingly stressful and intimidating, resulting in a culture where individuals may feel compelled to agree with leadership decisions regardless of their professional judgment. Employees have indicated that they believe dissenting opinions are often unwelcome and that questioning decisions may place them at risk.
Several employees have also described interactions with leadership as aggressive, confrontational, or intimidating. Employees have reported instances in which leaders allegedly raised their voices, publicly criticized individuals, Create a TOXIC workplace,or communicated in a manner that employees perceived as threatening or demeaning. Whether intentional or not, these interactions have reportedly contributed to a workplace atmosphere characterized by fear, anxiety, and reduced psychological safety.
As a result, many employees no longer feel comfortable engaging in open discussions, raising concerns, or participating in constructive debate. Several employees have expressed concerns that this environment discourages transparency, limits open communication, and inhibits effective decision-making.
If an investigation is conducted, I believe that individual discussions with peers and leaders who work closely with this VP would provide valuable insight into these concerns. In a confidential setting, many employees would likely feel more comfortable sharing their experiences and perspectives regarding the workplace environment and leadership practices.

Leadership Influence on Product and Delivery Teams
Employees have stated that product, engineering, and delivery personnel may feel pressured to support decisions made by senior leadership without meaningful discussion, challenge, or independent evaluation.
Many employees believe there is an expectation that decisions originating from senior leadership should be accepted without substantial questioning, even when technical teams have concerns regarding feasibility, risk, implementation, or long-term business impact.
This perception has created concerns regarding the independence of decision-making processes and the ability of subject matter experts to provide objective recommendations. Employees have expressed concern that decisions may sometimes be driven by hierarchy rather than collaborative evaluation of available information.
Employee Concerns Regarding Job Security
A recurring concern expressed by employees involves job security and uncertainty regarding future staffing decisions.
Many employees report feeling that their employment may be at risk if they disagree with leadership decisions, raise concerns, or fail to align with expectations. This perception has contributed to increased anxiety and declining morale across multiple teams.
In particular, some employees have expressed concern that U.S.-based employees may be disproportionately affected by organizational changes, restructuring efforts, outsourcing initiatives, or staffing decisions. While employees may not have visibility into the business rationale behind such decisions, these concerns have contributed to a growing sense of uncertainty and fear regarding long-term employment stability.
The resulting environment has negatively affected morale, engagement, trust in leadership, and employee retention. Several employees have indicated that they are actively seeking employment elsewhere due to concerns regarding the current direction of the organization and the workplace culture they are experiencing.
Potential Conflict-of-Interest Review
Employees have questioned whether all relevant conflict-of-interest reviews, disclosures, approvals, and governance procedures have been completed regarding:
• Leadership relationships
• Outside business activities
• Consulting engagements
• Vendor relationships
• Hiring decisions
• Contracting arrangements
• Procurement processes
I do not possess sufficient information to determine whether any policy violations have occurred. However, given the frequency with which these concerns are raised, I believe an independent review would be appropriate to ensure transparency and compliance with applicable company policies.
Hiring, Promotion, and Vendor Selection Practices
Employees have also expressed concerns regarding the transparency of certain hiring decisions, leadership appointments, consulting engagements, contractor relationships, and vendor selections.
Specifically, employees have questioned whether certain decisions may involve individuals with prior professional relationships or historical business connections. Employees are seeking assurance that all such decisions have been evaluated using appropriate review processes and approved in accordance with company policies.
Again, I am not asserting that any policies have been violated. Rather, employees are requesting greater transparency regarding the controls, approvals, and oversight mechanisms used when evaluating such relationships and business decisions.
Request for Review
I respectfully request that Ethics and Compliance:
• Review the concerns described above.
• Evaluate whether workplace culture concerns warrant further assessment.
• Determine whether any conflict-of-interest disclosures, approvals, or related governance processes should be reviewed.
• Assess whether hiring, promotion, consulting, procurement, vendor-selection, and contracting processes have been followed appropriately.
• Evaluate whether employees are able to raise concerns without fear of retaliation.
• Ensure that employees who participate in any review or investigation are protected from retaliation and can provide information confidentially.
• Communicate findings and any resulting actions as appropriate under company policy.
I submit this complaint in good faith and in the interest of promoting a workplace culture founded on transparency, accountability, professionalism, respect, and ethical leadership. My hope is that an independent review will provide clarity regarding these concerns and help strengthen employee confidence in the organization's governance and compliance processes.
Thank you for your time, attention, and consideration of these matters.
Sincerely,

I am not going to mention any names but this has to be the weakest group of execs ever.

Been quiet since the announcement to add jobs, add two new holidays and as we know,,,, not done yet! For the first time in a long time it actually feels like things are getting better.

People are tired and have reached a breaking point.