#culture

Perhaps the same problem at CVS too!
"slop grenades" everywhere!

https://www.businessinsider.com/shopify-ceo-ai-slop-grenades-can-make-work-harder-2026-9

We’re a complete financial disaster, yet we’re building a new multi-billion dollar campus nobody wants, and this leadership actually thinks the Street isn’t going to react??

The fact that Stink sits in his office talking about and arguing over the number of bowling alley lanes and golf simulators rather than figuring out how to set this company up for financial success is actually fu--ing insane.

These guys have completely lost their minds.

We’re dealing with massive financial pressure, a rapidly changing industry, growing competition and serious threats to the business, and somehow the priority is building a giant corporate playground???

Nobody wants your stupid new HQ. Nobody cares about your bowling alleys. Nobody gives a sh-t about your golf simulators. This was clearly stated in the survey last year. NO OFFICE not new office.

We need leadership focused on making this company financially successful, not designing the fu--ing employee country club.

And the only silver lining is that this guy has already been involved in enough disastrous strategic decisions like TMO, DTV, Time Warner Xandr, etc. etc. etc. that there is absolutely no reason to believe this one will somehow be different.

Undoubtedly, this will prove to be the wrong decision yet again and set this company back decades further than he already has.

At this point, the only question is how much more damage these guys can do before the Street and the board finally says enough is enough. The sound financial decision here is to short the stock before everyone else does.

Nobody wants or cares about your stupid new HQ. Retire and let us go back to the way it was before Covid. Everyone hates you.

At what point does leadership admit the entertainment strategy isn’t working?

CP keeps getting squeezed while resources continue going toward chasing another Barbie movie moment. Barbie was lightning in a bottle. Instead of strengthening the businesses that actually generate consistent revenue, leadership seems determined to recreate something that may not be repeatable.

Then come the layoffs, reorganization and promotions at the top, while everyone else is expected to do more with less.

“Toy to Joy” sounds great in a presentation. Employees are still waiting to see the Joy part.

Losing both my direct and skip level managers in a single layoff round I survived. Both were complete a--holes, so to say that was one of the best days of my life would be an understatement. Yes, there was a lot of confusion and issues until everything settled down, but it was worth it.

nothing to say about layoffs as there are none. i am an account mgr (gov't). i think it really depends on who leads you and the person that's leading my group is a great mentor and she cares. nothing else to add here, good benefits, stable company and highly recommended for anyone that's looking for a meningful job in a very stable company. again, no layoffs that i am aware off. w-w-grainger

Just heard we got a new director and she is from there. Why is all senior management affiliated with this school?

wow the new CEO did a glossy magazine photo shoot, even involving a "groomer"/makeup artist: https://www.fastcompany.com/91587895/walmart-ceo-john-furner-ai-revolution. Things are changing that's for sure

Takis posed the following in the townhall regarding this topic:

Do you enjoy coming to work every day?
Do you enjoy the people you are working with?
Do you feel that you have a future here?
Does the company value subject matter expertise?
Am I getting paid fairly?

The answer to all of these for me is a resounding NO! What about the rest of you?

To be fair to the people I work with… it’s a small handful of peers that are impossible to work with, a few that aren’t contributing nearly enough, and the VP and up leadership chain that is making work life miserable for everyone

Not OP of orginal post but that post maybe me realize:

IMAPS Corporation Award to IBM?

How? That department was completely destroyed and disbanded by the leadership of their last management chain. Their buffoonery bungled, fumbled, and mismanaged, driving the department straight into the ground by people who clearly had no idea what they were doing. In fact the only thing those guys were good at was destroying and ending other projects and programs. How can IBM win this when it literally no longer exists internally at IBM. How exactly does a team that's been wiped off the org chart win an award for work it can no longer even claim credit for?

grow careers! (from stressed out e execs who Only want to hear that you’re going to work extra hours to get them off one of the thousands of naughty lists that fiserv uses instead of management)
keep the list going:)

What a grouping of incredible dipsh-ts

Do you think I gave a hoot about some damn ethics or security risk training due? Lol let alone a progress checkpoint? Kick rocks!

Wish they had a better dress sense for the “Global Townhall.” I’ve seen McDonald’s managers dress better than these executives. 😂

The most experienced people appear to be at Citi. The least experienced appear to be at Goldman

https://www.efinancialcareers.com/news/wall-street-experience

A few hundred, maybe. Please stop lying to people. We'd know and it'd be all overt the news if it were 3k.

Watch Charlie Youakim’s latest post on LinkedIn about Sezzle’s growth. This is the sort of leader employees rally behind. Warm, grounded, respected. A unique subscription model to BNPL - a new p2p offering that’s unique.

What will we learn about today? That their idea of making people more comfortable is to add a Wellbeing center to a fully saturated, overpopulated, and loud office environment? Or pickleball for all? None of that will improve the quality of the experience for the customer, who can’t hear us on our calls due to the noise around us. The only part that makes me feel included is that it stinks for everyone.

Large number of people are not criticizing layoffs. There is very little lament, or for that matter - very little anger...

What I see here is MANY Citi employees just asking whether we can stop anticipating layoffs, whether a meeting means something, and whether this or that area is next.

That's a sad place to be at. I feel defeated.

There was a time when I would've defended this company without thinking twice. After everything that's changed, I don't have that same attachment anymore. The way employees are treated has made me much more careful about how much I give. Now I do my job, collect my paycheck, and keep some of myself for my life outside of work.

Is it normal to be expected to do 50-60 hour weeks?

If you got one and refused it, I don't understand you. Centene is a sinking ship. Why you'd choose to stay on with such a good alternative is beyond me.

I've had bosses I loved and bosses I couldn't stand in my 20-year career, but I never dealt with so many bad ones in such a short stretch. Most of them somehow ended up during my current four years at Synopsys. Not a single positive experience with a manager since I joined.

Be careful about constantly taking on responsibilities that aren't part of your job. Once everyone gets used to you doing them, they will stop seeing them as extra and you'll be sc--wed. I'm talking from experience.

my department leader is scared of pulse. she sends us pre and post pulse surveys no one is brave enough to fill out. she tries to act like a fun, happy leader. she promotes leaders who overdo social engagements.

everyone knows how fake she is.

For a company like NVIDIA, I am not happy with the kind of support we are getting from IT. How about other business units?

is it normal behavior for a director level POS to run around telling people they are jealous of a higher ranking person who has an office?

If you can get out of Fiserv/Clover, you should do it as quickly as possible. This company has been driven into the ground and is a shadow of what it used to be. The leadership is completely incompetent and they have driven off whatever talent they had. Now they are just hiring whoever is cheapest. It's doomed.

Got called on it and told to do 8 hours

So the people that said you can just do 6 hours or 7 hours. That was all BS

14+ years with this company and I don’t recognize the culture I grew a career with.

Great leaders are being squeezed out due to location, being too “disruptive”, and being too much of champion for higher standards from the ground up when the HQ allow bare minimum to be enough. We are left with figure head leaders who have little to no interest in learning about employees under them, the work they do, the hurdles they jump over, and the hurdles they need help with.

Kiss a-s employees are securing jobs and leadership positions who lack innovative thinking but are good at pretending they have it. Senior leadership that can’t define their own KPIs remain in power and shouldn’t be. The business is crumbling because of it.

We cannot build a sustainable future on prestige and shortcuts. By prioritizing executive optics over operational excellence, we are actively eroding our own foundation and it is costing us our competitive edge.

This isn’t the Comcast I know. This isn’t the Comcast I was proud to work for over a decade.

Workday is messed up org is all over the place

COF Mexico City Tech Hub / Capital One Technology Labs Mexico. Capital One-owned operations .. setting up new tech teams over there And kicking DFS employees out !! No mercy on DFS employees. And new vendors in place soon .. kicking out Cognizant, Capgemini vendors

I have been here long enough and I’m done! This place is past fixing. Nobody is even trying to save the sinking ship and the CEO is MIA.

There is absolutely no way that it's the best place to work with RTO. I don't know who is filling out the survey but it has to be bots. And the people putting this on linked in are bootlickers.

I am part of the Splunk organization and our team has been handed over to the most toxic manager I have had in my entire working career. We couldn't tell if they were exceptionally stupid or if this was a strategy to get our entire team to quit without severance. On the .Conf floor, I learned there are other teams facing the same situation with their management. We've already had two folks quit that I have worked with for 10+ years. Did John Morgan instruct his management teams to find ways to get us all to quit so they don't have to pay out, or is the company culture to just hire trash directors now? Wondering how many other people are facing this.

Ford Motor Company as an Internal Learning Organization. Inside the company, Ford uses the classic six pillars of a learning organization (Personal Mastery, Mental Models, Shared Vision, Team Learning, Systems Thinking, and Open Communication) to adapt to rapid changes in the auto and tech industries. Maybe we should challenge existing mental models and embrace the softer side of recalls and product quality?

"We no 1 in this , We're no 1 in that, We are market leaders, We have a broad portfolio"

The fatigue is real

I’m interested in that area but curious if anyone has insight on culture? And I’ve heard they get hit a lot through layoffs

Are they granting just enough of them to breed discontent and further lower morale?

As a teammate with nearly three decades at Truist and a pre-merger heritage organization, I want to name what I believe is the company’s real problem.

It is not low deposit growth. It is not the search for a niche. It is not delinquencies, charge-offs, underperforming products, weak technology, missed post-merger execution, revolving senior leadership, constant reorganizations, a vision that is endlessly discussed and rarely delivered, or employee surveys that appear to be read and never understood.

The core failure is that executive management has become so disconnected that employees, with thousands of years of combined experience, now show up each day less concerned about being terminated than about collecting the severance they believe they are owed.

They no longer come to work the way they did for decades: to do the best job they can, to serve clients they once loved serving, and to make this bank the best it can be. They walk in knowing the relationship has become transactional. Truist asks for more and more while treating “teammates” as a 50/50 business arrangement it no longer honors.

I never thought I would share that mentality. I always believed that showing up, putting in the work, and receiving fair compensation was a win-win. Over the last seven years, that balance has broken. Poor execution and poor decisions have created a kind of daily mental grind: people do not know where the company is going, where they will sit tomorrow, or whether they still have any real value to an organization that feels rudderless in a storm.

The Regional Acceptance decision made sense on paper and was probably overdue, as were other strategic moves. The failure is how those decisions, layoffs, and restructurings have been handled. Town halls from executives who have been here barely a year - talking about their trips, résumés, and past experience - do not land with people who have spent their careers here. Neither does the constant “team-centric” language about living your best life and endless career possibilities while the next reduction in force is already taking shape.

Executive management has been the problem since the merger was announced, and it remains the problem today. Teammates have said as much, repeatedly, through the surveys leadership seems obsessed with collecting and unwilling to act on. Truist is one of the best examples of organizational myopia in corporate America.