#culture

how many people’s bosses does this describe? how many of these bosses are perceived as likable despite being rotten to the core?

Well, it’s here.

DO NOT TAKE THIS SURVEY.

And don’t reply to this with dimwitted comments about how you’re going to hammer them. They don’t care about your comments or your ratings. Couldn’t give less of a flying flip.

ALL THEY CARE ABOUT IS WHETHER YOU TAKE IT OR NOT. DON’T GIVE THEM THE WIN ON THIS.

Before the end of next week,you and the rest of your group will start receiving emails from your AD, Director, and VP urging your participation. Do not cave. Despite what you read here, they cannot tell who has and who has not completed the survey. They get a roll up report showing the percentage of their team that has participated.

I know many bootlickers will take the survey and leave glowing comments. I know many dimwits will still think their low ratings and scathing comments matter, and will take it.

I am just hoping for the lowest participation numbers ever.

Truly sad how incompetent the middle management is here at Oracle. Especially in the US Government / Education space. Also quite spineless that the layoff is communicated via email - true leadership at its best!

I’ve been a part of Citi since 2018 and it felt like a completely different world back then. Maybe Mike Corbat wasn’t the best CEO and the organization struggled a lot back then, but at least it felt like working in a normal, non-abusive and non-toxic environment. We might have resolved the reg consent orders, but at a cost of sacrificing the human capital. Shame.

I havent had a team meeting or skip level in the last 3 months while being told to work 12 hours a day coz "Business team wants something urgently".
But suddenly I have 3 different meeting invites this week to "Go through the Pulse questions".
Absolutely pathetic people are the so called "leaders". Shame on you. I wish they get axed first. No way im giving anything more than a 1/5 to these a--holes.

I've been here for many years. I do my job well. Not "above and beyond." Not "wearing 17 hats." I mean I do the job I'm actually paid to do.

In all my years here, I've seen exactly ONE person on my team get promoted. And, they have a different job title than me. My reward for sticking around and doing my job? Same performance review every year, bonus and tiny raise. Rinse and repeat.

So at this point, I've accepted that employment here is a transaction. I sell my time and skills, they give me a paycheck and benefits. Pretty straightforward.

I don't see a promotion in my future, so I'm not really sure why I'd voluntarily take on a bunch of responsibilities outside my job description for the privilege of... getting even more responsibilities.

What I find hilarious is watching some people on my team immediately volunteer for literally anything leadership throws at them. "Can you take this on?" Absolutely. "Can you also do this other person's job?" Sure. "Can you work on this project that's completely unrelated to your role?" Of course. "Can you stay late?" Where do I sign?

And then somehow everyone acts surprised when those extra responsibilities become permanent.

A lot of these people are older, so I've genuinely wondered if this is generational. Maybe they were raised with the idea that you work hard, prove yourself, and eventually the company recognizes your loyalty.

Meanwhile, my millennial brain is sitting here thinking: You want me to do a different job? Cool. What's the new job title and compensation?

Because I've watched enough Truist "career development" to understand that "great visibility" and "opportunity to grow" are sometimes just Truist corporate-speak for congratulations, you now have more work.

Maybe I'm cynical. Maybe I'm transactional. Or maybe I've just figured out that doing 30% more work for 0% more money isn't actually a promotion.

Curious what others think. Are people from different generations really approaching work differently, or are some of us simply less willing to donate our labor outside our job description to Truist?

If when you do an internet search on “Humana Stock.” And then click on “News” at the top, if you do the slightest internet research on each of those news reporting sites, you will find that almost all are owned by and run by India. And most will have sorted (unless your click to sort by latest articles) will show articles that speak favorably as to Humana’s stock.

Why do you think that is?

India is propping up Humana with their news media, with their buying stock into Humana, etc. So, no wonder Humana has so many Indians on the payroll, via H-1B or offshoring to India.

Please, won’t you remaining American citizens wake up and see what is occurring?!

Why is Fiserv covering a petting zoo and trunk or treating at the only site that gets to WFH 50% of the time while us at other sites get nothing to be here 100% of the time?

I used to be proud to work for VZW. Everyone loved us. What happened? I see the downfall starting around the time Vodafone was bought out.

It’s funny how the primary task of a “technology” manager or “senior” manager is to monitor and manage the attendance of other adults. It’s like being in school and the teacher marking attendance of all the kids. Except the kids here are 40 year olds. Directors senior directors and VPs doing the same, asking devs to update some values in excel files, database columns and loosely using the term “AI” to appear current. All while half their team members are sitting remote, not attending meetings, and always appearing away. How about you manage their “attendance” ?

Oracle is experiencing record quarters, just like us. They are laying off folk. We are making people miserable enough to quit.
Maybe the lay off rumors for us have some credibility?
What is going on broadly? CEO desperate to replace humans with cheap AI even before AI works well or is cheap?

This question is mainly to the hWP folks. What pros and cons have you noticed so far in working with hGP processes and people?

Who is running the ship here? The SVP is clueless on the day to day, the VP is the SVPs buddy, the directors are a majority of the SVPs pawns from his years moving up the chain. Account Managers are doing nothing but collecting orders and being paid $500K+ doing so. When you talk about doing a shake up, this leadership team needs to be separated, laid off or deployed to other parts of the business.

Nashville's Industrial Development Board expressed concerns regarding Starbucks' $30 million incentive package. Board members questioned the company's job creation promises and worker treatment. Starbucks plans to invest $100 million and create up to 2,000 corporate jobs in the city. The board's deliberations highlight potential hurdles for the coffee giant's expansion. Further discussions are expected on the terms of the incentive agreement.

Nashville, Tennessee

https://www.tennessean.com/story/money/business/2026/09/09/nashville-incentive-starbucks-jobs-corporate-expansion/91674226007/

I hate what Teradata has become, expecting us to work 12-14 hour days to meet unrealistic expectations.. we can’t sleep, we can’t eat, we can’t spend time with our families. There is no work-life balance here

Does anyone else feel like we should bring this 2017 term back again? Previously it was Changing for the Better to emphasize our enhanced risk management and customer service culture. We should now use it to again to say we are keeping those and adding to it an enhanced culture of sales through giving great service advice and guidance.

Thoughts?

At first, people still try to make things work even when the environment is bad, but eventually the constant stress starts taking something out of them. They stop bringing ideas and stop putting in extra effort because they've learned it doesn't make a difference. Before long, getting through the workday becomes the only goal. And that's where we're at now.

If working here has made you miserable, maybe staying isn't helping you or anyone around you. Constant negativity has a way of spreading through a team.

I don't see much leadership here that makes people want to give extra effort, like it was 20 years ago. Some of the newer leaders even struggle to communicate what they actually want, so we barely have any sense of where we're going. No wonder things have deteriorated so much.

Give someone impossible workloads, constant criticism, and no sense of security. Keep it going long enough and even a happy person will start dreading work and consider quitting.

Because all the others have achieved so much, right?

I don't trust them as far as I could throw them anymore.

Any idea what exactly F5 means when it calls itself "Human first approach". This must be "Leadership first approach". The layoffs happened just to shift the investments to AI, basically they can direct good employees who are laid off to the AI work with minimal training.

On a scale of 1 to 10, how would you rate our workplace culture in terms of toxicity?
(1 = not toxic at all, 10 = extremely toxic)

For those who’ve been around long enough to see BD at its best, do you think a change in leadership could bring those good days back? Does anyone think the incoming CXO can shake things up, cut unnecessary VP positions, save money, and get this organization functioning again?

CDW acquire Lovelytics for $525M. Messaging from leadership “Layoffs are a result of cost cutting measures. We are extremely sorry.” Many talented individuals are given walking papers, some had been with CDW for 10, 20 and 30 years. These individuals are what made CDW, they made it better, they created the culture that made everyone better. It’s all gone :-(

I have a friend that works on the machines that told me he was told to work on a Coke fountain dispenser. Apparently the store owns the machine but pours Coke and hires Pepsi to fix it. When I started as a driver we would have been walked off the property if we were caught with competition product in our car. No wonder this company is losing.

Retiree here. Sitting in hospital bed near Zurich, looking out window and landed on idea of “universality of kindness and compassion in manner that does not require translator” regardless of situation for face to face interactions. Idea came about due to broken hip I sustained on 9 11 and the unending compassion I have received. Think about where retention and customer sat could go if all of Claims was ready to bring to life daily. They do good job, how is it made great?What prevents this from happening? Claims staff have opportunity
To be angels to customers in keen time of need. Ps. Not seeking sympathy as I will be fine. Seeking intelligent chat on needed actions.

Any other new hires struggling to acclimate? Can anyone share thoughts on what it’s like coming in as an external hire?

Negative employee reviews for Ameriprise Financial on platforms like Indeed focus on high work stress, heavy bureaucracy, and inconsistent local team cultures.

The executivs do not care about employees as individuals. Everything happening right now seems focused on reducing the American workforce at every level. All the talk about culture and corp. values feels like fu--ing boxchecking designed to keep employees engaged and productive....

In the end, none of it matters when layoffs come.

Your contributions, loyalty and years of service carry little weight.

You become the proverbial number on a spreadsheet and one of the biggest numbers they care about is your salary.

for those who have worked at Oracle and other large tech or enterprise software companies, how does Oracle compare?

I'm interested in feedback by foks who have worked at companies like microsoft, SAP, salesforce, IBM, Cisco, etc. How would you compare the culture & comp, workload, mgmt, job security and opportunities for promo/growth?

As someone moving from medium sized tech company I find Oracle less stable and more intense... also a bit more bureaucratic with slower promo... comp and career growth are equivalent...

How did we get from being a premier car rental company to a full blown circus and the laugh of the RAC industry?

Its so laughable when Pearson.jobs site has this on its home page. The very first line is a big fat lie. They don't value their people. In fact, they removed their entire DEI page when the new administration came to power.
My advise to Pearson management - Don't claim what you cannot stand by, its not hard lest you are labelled as a RAT.

Our Culture
We value the well-being of our people. That's why, for most roles, we offer flexibility in how and where we work—be it from home, an office, or during non-traditional hours. You can help us build a culture where everyone—regardless of what they look like, where they come from, or what they believe—has the capability to unlock new skills and claim new opportunities.

Its quite quiet since formal takeover, nobody comments. What happens on sites?

It is SO important that we complete this and let our voices be heard within SNP.

the world is moving so fast, especially at AI? why work for a wireless company who claimed they can do a PC. Look what the FU.

Source: C. Simpson

Plenty of leaders point to an open door, a caring one-on-one, and a policy that says people can come to them with anything.

But none of that tells you what happens when someone is genuinely struggling.

What someone experiences when things go wrong tells you more about your support
than anything you say when things are going fine.

A lot of leaders never find this out until it is too late.

So here is what that looks like, so you can spot it in your own team before it costs you someone good:

1️⃣ You say your door is always open.

→ But people only come to you with good news.
→ You have built a culture where problems get hidden until they are too big to fix easily.

2️⃣ You say people can come to you with anything.

→ But the last person who did got told to figure it out themselves.
→ You have taught your team that asking for help costs more than it is worth.

3️⃣ You say work-life balance matters.

→ But you answer emails at 1 am and reply fastest to whoever works the latest.
→ You have shown your team that visibility matters more than boundaries.

The gap between what you say and what your team experiences day to day
is the truest measure of how supported they feel.

Close that gap, and everything changes.

Because a lot of retention problems come down to people feeling alone in the workload, instead of the workload itself.

To genuinely support your team, provide:

✅ Someone who notices before they have to ask.
✅ Permission to say "I'm behind" without it costing them.
✅ Coverage when life happens, instead of just when it is convenient.
✅ A leader who has their back before they need to ask for it.
✅ Feedback that helps them grow and challenge their thinking.
✅ Time protected, as well as time offered.

Get that right, and people stop looking for the exit and start staying on purpose.

More people need to “Get in the Game” and speak out! You cannot or should not sit back quietly, if you are not happy with how things are being ran, and let only a handful of persons speak out on your behalf.

Because only a handful of people speak out just appears like a few crazy disgruntled people. But when many speak out, the company cannot simple ignore. At that point, it has developed into a movement.

I'm trying to figure out if it's just my group or it really is the entire company. I was forwarded an email from an entry level manager and the PDF attached claims to be company wide, but I didn't see an email from Bryan or anything. Just wondering if anyone else saw the original request. I'm not really setup to do this all the time, and will need to change my whole office to make it practical. Also not super excited about having to dress up and put makeup on every morning for no reason.