#culture

Been here a long time and honestly getting pretty fed up.

I know I’m one of the stronger people on my team. I’ve consistently done the work, taken on more responsibility, and when I’ve asked what I need to do to get promoted, I actually did those things. I’ve also told my manager directly that I’m interested in the next-level role and see it as an important career opportunity.

Yet somehow people who have been here less than a year are getting promoted while I keep getting passed over.

At some point you have to wonder what the point is. If you do the work, meet expectations, take the feedback seriously and still get ignored, what exactly are you supposed to do?

My manager seems to have their favorites, and it’s becoming pretty obvious that hard work and performance aren't necessarily what gets rewarded. Maybe I’m just naive, but I thought doing a good job was supposed to matter.

I’m getting tired of feeling like I have to kiss up to management just to get basic career opportunities. And yes, at this point I’m seriously questioning whether I even want to keep putting in the extra effort.

For those who have been in the same situation at Truist, what did you do? Leave? Transfer to another team? Stop going above and beyond and just collect the paycheck? Retaliate and make your manager's life at work a living he.l.l?

Curious what others have experienced.

I absolutely love the fact that leadership is practically begging people to fill out the employee survey. Have any of them seen any of the feedback? A whole lot of really pi---d off people out there. Management will ignore the content which makes it baffling that they are pushing it so hard.

Remember what employees were told when this started?

“When our membership shifts, we need to shift our organization accordingly.”

That was the story.

Membership changed. The healthcare environment changed. Centene had to respond. The VSP was presented as part of adapting to those realities and positioning the company for the future.

For the people actually living through it, that meant deciding whether to take a separation package, watching friends and coworkers disappear, wondering whether layoffs were next, and being told over and over about transformation, simplification, and the mission.

It sounded like Centene was reacting to circumstances.

Now listen to the story Sarah London told investors. Centene chose not to “hunker down. Instead, leadership decided to “redesign and transform the company.”

They are asking:

“What are the capabilities that we need and what talent do we need?” And the destination?An “industry-leading cost structure.”

That's not quite the same effin’ story, is it?

One story sounds like: Membership changed, so unfortunately the organization has to change with it.

The other sounds like: We are deliberately redesigning the company, deciding which capabilities and people we need, exiting business that doesn't produce sufficient returns, and engineering a lower cost structure.

And here's what really pi---s me off. While employees were living through all of this uncertainty, Centene's financial condition was improving.

Q2 net earnings: $1.09 BILLION.
Operating cash flow: $3.59 BILLION.
Adjusted EPS guidance: raised to more than $4.80.

Marketplace strategy: margin over membership. Businesses that can't produce sustainable economics? Leave them.

People and capabilities that don't fit the redesigned company? Well, now we know the question leadership says it has been asking.

What happened to our membership?
What talent do we need?
How do we get through this difficult period together?
What capabilities do we need?
How do we protect the people carrying out the mission?
How do we achieve an “industry-leading cost structure”?

And THAT is the part every Centene employee who survived should understand. This wasn't necessarily a storm you survived. It was a company being redesigned around you.

And if reducing the cost structure is part of the strategy, better financial results don't necessarily mean the danger has passed. They may mean the strategy is working.

So when another town hall rolls around and you're told about the mission, transformation, simplification, resilience, or whatever this week's vocabulary is, remember the vocabulary leadership uses when the audience changes.

Employees got the story about circumstances. Investors got the story about strategy. Employees heard why change was necessary. Wall Street heard what Centene was building.

Same CEO.
Same company.
Same transformation.
Very different effin story.

And the people left behind now get to carry that mission with fewer coworkers, less institutional knowledge, more work, and absolutely no reason to believe leadership has finished asking:

“What talent do we need?”

NoCenteam free advice: You’re being fed false truths. Run as fast as you can. There’s life after these charlatans.

How's everyone complying with the new 8 hours/no consecutive remote day rules? How long are you staying in office? Any coffee badgers still? Lol

What do you think about today's USET Connect or townhall themed "Lead to One" : Work Faster, smarter with less.

Alright everyone… how honest are we going to be

The main criterion for being promoted to manager at VZ is to be hard-charging and willing to overwork your team. It's not about quality or results.

If you're filling out the Pulse survey and telling them that your boss is overworking his team and making them run around like chickens with their heads cut off, the joke's on you because that's a win in their book!

I haven't been here long and I'm already questioning whether I made the right move. There's so little work that I've been finding random things just to stay occupied. Which is in itself weird, since judging by this forum, people are generally overworked. I can't imagine sitting around like this for months and hoping things magically improve. I'm going to start looking elsewhere while I still have the choice.

Why have no heads rolled? Meanwhile the average employee is out in the bottom of the ranking bin for some BS reason like not communicating technical topics in a non technical manner.

Why most hires in india wont code and just do confluence updates . Are they hired as per ppl manager friendships

If your slide deck slogan is ‘we are going to hold the Customer accountable’ then you probably need a box!

He is no good. He likes smoke and mirrors. He will try to sell bits and pieces to make his numbers and look good. He has no idea what he is doing. PNC - Fiserv both are so happy he is gone.

It's reasonably safe to assume that if you are on this site you are concerned about the possibility of losing your job in a layoff and judging by many of the comments you are also dissatisfied with working at NetApp. One thing I would offer is to send a message to the leaders of the company by NOT completing the employee survey. That sends the message that you are disenfranchised and don't care - which is a bigger concern than complaints around "barriers to execution" or the Thrive Together policy. BTW - has anything really ever changed as a result of these surveys?? F'em.

Since the onset of all these recent changes, reduction in workforce, and major leadership shifts we have seen so many changes in the organization. With the way they are shifting away from the normal process for formulating our campaigns and it makes it look like they’ll likely start purging people from Marketing and Demand Generation based in this new model they are leveraging. I do not feel like I have job security. To speak candidly, I was more cautiously optimistic prior to this and now I am legitimately worried for me and fellow coworkers. Am I the only one that feels this way? I can just feel there’s going to be another round of layoffs before the end of the year. Thoughts?

Or anyone wfh still wfh plan late meetings that impact us on the east coast?!!
It’s rude and self centered. Like get some sense of wherewithal. Would you like our early meeting be 630 am for you?! Oh no? Ok then use your brain and not your 🫏 to book meetings it’s bad enough I’m going broke on the commute and food coming in everyday. I don’t care to be late for the one home cooked meal called dinner waiting for me. 😡. Stupid waste of time effort and money but but it builds collaborating! B S 🐂💩

Everytime ppl come w rumors from ppl inside, a good chunk of where those ppl get those rumors is this website, not actual inside knowledge. All those rumors spread inside the company and then ppl come and post back what they heard inside from a “director” “manager” “people in the know.”

As the first full day comes to a close, keen to hear some feedback, positive or negative.

This is nothing more than a dollar tree motivational speech.

And how about we fix out technology so we don’t constantly lose connection?

Today when the bell rings. The final reckoning begins. Nike is going to reap what its owed. The years of woke advertisement, DEI, the coverups, the bad choices they kept making. It's all boomeranging back. The allainating of the man in the street, it's over.
Today it begins, and October 1 it ends.

It’s gone pretty quiet lately on the race to pick up after the mess Penny is leaving behind. What’s the latest odds?

Is “Mr. Hustle” Chewy still several lengths ahead?

I can’t imagine anyone is still talking seriously about David G or KJ?

What about the dark horse of Andy M?

So many (poor) choices, but the one thing you can bet on is whoever it is will be stuck draining the ELT swamp (Suzie M, KJ, Cella, Lisa D, etc.).

This entire organization is a mess.

This is what happens when you let a banker, a lawyer and a boozer run a pipeline company.

Anyone have a map, I’d like to see where we are going?

What do relationships managers really do?? Because at this point I belive their job is to just redirect their responsibilities or even misdirect. Do your job and stop making others do the work of three depertments!!! Its infuriating!!

What’s the point of having HR people that their only response is go to red? And that thing never has answers. So tired of getting zero support from people that have no idea what they are doing. They don’t do talent scouting, they don’t give support and they keep messing up the simplest activities of their position.

EL has no vision and no plans so we just sit idling with a failing brand.

They are absolutely breaking their backs to keep major incidents from spiralling yet they get no acknowledgement from the customer or their own management.

Is this how it is across the entire business? Would it be feasible for us to get our own side hustle despite working on site five days a week?

This is still one of the better places to work. Yes, there are issues, but some of you can't see the forest for the trees. With everything happening in the world, I'm willing to overlook a lot for good pay and benefits, and I still get that here.

I've worked in some difficult places, but Dell has been the most frustrating by far. The management, processes, and supposed performance based pay all fall short.

When we made toys every kid wanted to have? When layoffs were not something we had to think about all the time? Can we go back to those times? I miss them.

They really conditioned us well, didn't they? To the point where knowing there won't be layoffs during a given week seems like something out of the normal.

I went from really liking my job to dreading it. And it happened in six years I've been here, which is not that long for such a drastic change.

Some people talk about sixty hour weeks as if they're proving how committed they are. I don't see it that way. If you're spending that much time working, you're giving up a huge part of your life for the job that will most likely reward you with even more work and nothing else. That's not a lifestyle I envy.

Where would culture be without it?

https://www.ft.com/content/41539aaa-2f83-4bc2-a1d1-ffadcab11827?utm_campaign=feed&utm_medium=referral&utm_source=later-linkinbio

I've been working at Intel for over a year, and I've increasingly felt excluded by my teammates. I am also the most new hire in my team. I'm often left out of projects and team discussions, and whenever I offer to help, I'm met with hostility or behavior that makes me feel isolated. They ridiculed me even in front of team meeetings by demeaning my work, keeping me out of loop and excluding me from team chats. Things have gotten worse since two colleagues returned from leave and started working closely together. I feel like they've created an environment where I'm deliberately excluded from opportunities and collaboration.
It's becoming emotionally exhausting to deal with this kind of workplace politics. Has anyone else experienced something similar? How did you handle it? I started to look for other opportunities but I need to sustain here till I get another one… please help I am so mentally exhausted…

I’m new to the company, and I’ve already had two project managers tell me they’ve been told they have “VP potential.” One has only been here three years. I’m trying to understand how anyone can be identified that early, and realistically, how many VP roles ExxonMobil even needs. Based on what I’ve read and with the current low CLS structure and retirements, it doesn’t seem possible.

The new Plano campus will have an on-site mental health and wellness center. What does that say about the “culture” of this company?

Mental health and employee well-being are absolutely important. However, the company continues to highlight this mental health benefits and this new center as a “look what we did” response to the health and well-being survey results. It raises a legitimate question: how much of the mental health and well-being issues employees are experiencing are actually a result of working for T in the first place?

Addressing the symptoms is important, but shouldn’t we also be asking what is contributing to the problem?

Sorry but everyone tries to find the unintended worst in everything. This isn’t like the golf ad with violence on women. Sneakers free floating or dangling has long been a thing.

The next time you see shoes hanging from a clothes line or power lines are we going to claim racism? If I tie my shoes together and toss over my shoulder do I support public hanging now?

This world is getting ridicolous. The fact this was even apologized for is nonsense. It shows Nike fears the negative press and being on the offense is no longer a thing. The big bold in your face brand is nothing more than fluff now.

Nike = be on the defense always….

Nah.
You're hiding now
$30 million disaster.