#culture

He wasn't laid off, he was fired. Nobody seems to know why, and I honestly can't think of a single thing that could have caused it. He's (well, was) one of our hardest workers. Is this something we should now be scared of as well? Random firings for no good reason?

I've been here long enough to remember when the AT&T name actually meant something. People respected this company. Employees were proud to work here. That's gone now. The culture is different, the leadership is different, the way they treat us is different. The only thing that's the same is the name on the door. Don't defend this place based on what it once was. Judge it for what it is now.

I don't think I could care less about work if I tried. Which is sad, because I was one of the highest performers on my team.

And instead of fixing things, they've created a workforce that doesn't care anymore. The failure is just getting worse.

They have been completely useless for years now. Try to remember the last time we learned something useful from a town hall. I can't and I doubt anybody else can. Just ignore them. They're nothing but a waste of time.

They keep proving this every single day.

One of the panelists (an upper manager for another group in a suit and tie) told all of us “this is a pretty cool place to work for. This is pretty cool.” I responded “yes-if I was making your money I would say the same thing.” People laughed and so did he. We shall see.

If you are disappointed with Fidelity then don't limit your posts to a hidden forum like TheLayoff. Go to Glassdoor or other more public review sites and share your experiences there. Yes Fidelity can and does game the system but even a few negative reviews can help someone avoid a mistake and maybe bring the score closer to where it belongs.

Celly, really? Maybe Celly and Newsy can start a cartoon adventure series together lol.

https://www.shutterstock.com/image-vector/newspaper-set-mascot-70s-groovy-260nw-2406493173.jpg

It’s time to lose the useless triplicate managers managing the managing . Long overdue . VZN doesn’t need these useless directors

CPL and Wholesale Q2 Town Hall, did AWII just call smaller payments "nuisance payments"?

What's everyone's thoughts on being pushed to participate in Copilot usage programs? Seems like we are being asked to train the AI before the next RIF while being offered "space exploration stickers for our logbooks" for our participation. I am not kidding.

This call started off with the highest of BS, and CB does think like an owner and his wallet is bulging because of it. The first 100 days has been a Sh** Show!!

Just curious, does our American counterparts unfairly compensated ? Seen so much hatred especially MW and his LT.

Other part of the world,in my side of the world, the trend is the mid-managers got the hatred due to poor leadership skills, not performing yet promoted due to some connections with some American leadership connections so called build relationship.

Our leadership has never sat where we sit. They don't know what it takes to get things done. They don't understand why certain things take as long as they do. They're completely disconnected from the reality of the people who actually do the work.

horrible culture for sales and supporting groups

Kyndryl has reported salary delays across several countries, citing 'technical issues' as the cause.
However, this appears to be a smokescreen for a liquidity crunch. While employees face financial uncertainty, the company recently spent $304 million on stock buybacks to artificially inflate share prices, effectively prioritizing shareholders over the very people who sustain the business.

Leon County Commissioners will discuss eliminating funding for the Council on Culture and Arts (COCA). COCA is a local nonprofit organization that funds year-round arts programming. Executive Director Kathleen Spehar warns this funding cut could cause layoffs and reduce services. County staff recommends transferring COCA's grant programs to the county’s Division of Tourism. This change aims to save costs and protect against future financial pressures.

Tallahassee, Florida

https://www.wctv.tv/2026/05/12/coca-warns-proposed-funding-cut-could-lead-layoffs-reduced-arts-programming-leon-co/

Council on Culture and Arts |

Pretty much sums up corporate planning and ideas. Maybe people would forgive our mistakes, if we offer 40 channels on the CB ?

Yeah ….Right good Buddy …

Ghost jobs are online employment listings for jobs that either do not exist or are not vacant for which the company has no immediate intention of hiring. About 30% of companies use this tactic to collect resumes for future needs, create a false illusion of growth and to intimidate current employees into thinking their jobs are on the line if they don't improve their performance.
If you haven't heard back about a job you posted for, it's not you. It's them playing head games. Clifton has been doing it for years. Check it out for yourselves. You may find YOUR job listed.

Oh sure, Citi pull out what they think is a big win by luring in some major director from other banks here and there. They make sure that hits the headlines but as you can see, they don’t stay very long.

Its a money shell game. These guys move from company to company for more money each time they move. They have no interest in making Citi a home.

They have lost all moral respect for human beings .. They feel that giving people a $20 and or 30 $ merit increase per month is going to make someone satisfied and or work in the office ? Has this company lost its mind? The huge CAMPUS that they built in Belgrade only 5 years ago , and now giving people $20 raises per month? Are they serious? They are looking to pay for the same positions a salary that they were paying 12 years ago .. .They are still trying to pay people in Belgrade $800 a month... That story has sailed... Then from what everyone heard is they fired the president of the Labor Union in Belgrade just so the top players could run the company.. This company has become criminal . All people are doing now is coming into the office and socializing all day ... what a waste of work force .. Then again while the GM in Serbia and his buddies are all profiting while they can ... not sure what is going on but people cant live on a $20 pay increase.. this is so low .. this company should be prosecuted

The biggest past baggage is still heading the testing and that is resulting in every day deterioration of Coupa quality with many escalations coming every day. Now next list of layoffs is ready just after the current events and she is destroying everything just to save her job. All strong performers under her have left because of her incompetence. Every one in testing team is trying to move to development or leave the company and only people left are those who are not getting anything else. Worst to come for Coupa quality and the remaining people !!

At Western Union, the vibe has changed completely over the past few months. Teams are thinner, expectations are higher, and there’s a lot of silence from management after recent internal emails.

Oregon teachers rally at Nike stores after 200+ layoffs in

Nike sued over tariff price hikes and potential 'double recovery' refunds

Nike Is So Cooked.’ Adidas Goes Viral With New World Cup Campaign as Its Rival Struggles to Find Its Footing
https://m.youtube.com/watch?v=mJJY53qhJe0

Adidas Is Winning The Hearts And Minds Of Consumers Globally As Nike Falls

NIKE MARKETED A SUB-2-HOUR MARATHON. ADIDAS JUST DID IT

Why Nike’s CEO bought $2 million worth of shares at a low point for the company

Nike Slapped With Class Action Over Customer Data Breach

Nike sued over data breach, allegedly exposed credit card information

Massive Leak of Nike Internal Documents Just Surfaces on Dark Web

Nike faces federal probe over allegations of discrimination against white workers

Decades After Nike Promised Sweatshop Reforms, Workers in This Factory Were Still Fainting

Nike Stock Faces Insider Selling Scandal Amid Strong Earnings

Unsealed court records reveal new details about Nike s-x discrimination lawsuit

Nike Stock Sinks to Lowest Level Since 2014 as Weak Sales Outlook Spooks Investors

What Happens if Mbappé Leaves Nike for Adidas?

Nike is struggling to stay culturally relevant in China

Nike’s disappointing guidance signals its turnaround is farther from finish line than we hoped

Wall Street loses patience with Nike as turnaround drags, China weakness deepens

Nike Pays Three C-Suite Lawyers $27.2 Million Amid Turnover

Nike agrees to pay Hong Seng Knitting workers after years of student protests

Former Facebook and Nike diversity manager gets 5 years in prison for $5 million fraud

Nike Faces Unprecedented Stock Plunge Amid Strategic Missteps

Nike’s business plan was a ‘ticking timebomb,’ shareholder lawsuit says

Nike Faces Amended Securities Fraud Case

Nike cuts 1,400 roles in second round of layoffs this year

The cliquishness/exclusivity is strong, and managers operate on fear-based leadership. Where is the psychological safety?!

Say it loud, say it proud! According to Forbes 2026 company culture rankings AT&T is ranked 499 out 600 and second-to-last in the telecom segment.

Have to hand it to Stank. His great culture initiative has us firmly one spot out of the bottom 20% so there’s that.

there’s something weirdly perfect about the badge becming the symbol of Ford now... not the blue oval not the products, not eng mastery... not quality.. not even the trucks anymore... it's all about the the badge. that plastic thing everybody has to drag into the building so some system somewhere can decide whether you were “collaborating” hard enough that day!

maybe that sounds dramatic, but what else are people supposed to think?? for years mgmt talked about trust, flexibility, culture, teamwork. They tlaked doing the right thing, all that normal corp sh-t that gets repeated on slides until nobody hears it anymore. then suddenly it all became hotel desks, badge tracking & attendance monitoring, Teams noise + tickets with no context, Outlook chaos, and this fu--ing feeling that your actual contribution matters less than whether your body crossed a doorway at the correct frequency.

That is the part i dont think mgmt gets. RTO was never just about driving in. it was never just about sitting near people. People already said this a 1000 times but it keeps getting ignored, guess it's easier to ingore. The work was getting done. Teams were oeprational & functioning. People had lives arranged around the expectations the company itself created. then the message changed and instead of giving adults an honest explanation. sooo... Ford gave everybody vague culture talk and a badge reader. once a company replaces trust with measuring kpis and attendance, we start measuring back...

That’s where we are now!!

We dont talk about vision anymore... They talk about which buildings badge in and badge out. they talk about hidden readers - wtf??? they talk about whether laptops are being tracked - wtf??? they talk about who gets to stay remote while everybody else burns time commuting to a hotel desk - wtf?? they talk about who is actually in the office and who just appears to be - disgusting .

I dont even know what is true anymore and that’s kind of the point... the rumor is now more believable than the official message because at least the rumor matches how the place feels.

people joke about badge games and the old badge switcheroo and whatever... the badpart is that nobody is shocked. that tells you pretty much all. when attendance becomes the culture - then compliance becomes the game. u are what u measure... when presence becomes more important than output we stop thinking like builders and start thinking like defendants - thats where we are right now. how do i protect myself and how do i avoid getting tagged and how do I make it through the week without becoming somebody’s spreadsheet problem. fu-k that - that is surveillance with a better word attached to it. the office itself doesnt even feel like a place people are excited to go to. hotel desks, noise, random seating, Teams sh-t, scattered documents, meetings that dont need to exist (and half people on the call are remote anyway - they are just 'luckier' than us) and tickets thrown over the wall with barely enough info to understand what anyone wants. Then we are supposed to pretend this is some magical face to face culture revival?? OMG!!! if anything, it makes the dysfunction harder to ignore because now everybody gets to sit inside it physically while being told it is good for them.

The double standard is what really eats at people some people are full remote some people call in from home. All whileothers deal with the commute and the badge counts. some people get flexibility and some people get monitored. leadership can dress that up however it wants but employees notice. they always notice. you cannot build morale on exceptions that nobody will ever explain. u cannot keep saying fairness and culture while one person gets freedom and another gets tracked like a bad actor by default...

F still has people who want to do good work... they are still here. engineers, IT people, managers trying to shield teams, coworkers helping each other survive the mess, people carrying extra responsibility after job cuts... people who know how broken the systems are but keep things moving anyway. the company is still being held together by people. not your fu--ing badge data. not your fu--ing attendance dashboards. not another fu--ing leadership slogan. just us, tired people who r trying to get through the day without letting the place take more from them than it already has.

so yea... the badge became the culture. NOT because we wanted it that way. because trust left first.

To Everyone at AT&T —
Let’s be real: the work you do doesn’t always get the credit it deserves. But when a first responder radios for backup, when a kid submits a college application from his phone because it’s the only device he has, when a family connects across the country on a holiday — that happens because of you. That’s not a small thing. That’s the whole thing.
AT&T has lasted this long because it keeps finding people who actually give a damn. You’re those people.
And you get to do it in Dallas — a city that, like this company, doesn’t apologize for its ambition. Great food, real people, a skyline that earns its keep. There’s a reason headquarters landed here.
The road ahead is real work. But so is the team beside you, and so is the investment this company is making in your future — not as a talking point, but as an actual commitment.
Now go make something happen today. Millions of people are counting on the connection only you can provide

HR leaders are confirming the new reality. F5 is trading years of expertise for these external "strategic" hires. Long-term employees across various departments are just being phased out with no announcement or acknowledgment of what they built. Agencies are now reaching out for positions that don’t even appear vacant or aren't posted on the F5 Careers site. These roles are being backfilled by people with zero history regarding the tech or the culture. If you have high tenure, your experience is a liability now instead of an asset. "Human-First" looks great on a slide deck, but it’s taking a backseat to margin targets while the culture evaporates in real-time.

Has anyone else noticed colleagues just going silent? Is there anyone you haven't heard from in a while, even if they're still showing up in the directory?

The way things are looking right now, the only way I can grow my career is if I quit and go somewhere else.

Was it: • HR? • A task force? • Darren Woods?
• A committee of frustrated supervisors who suddenly realized their 52–55-year-olds had stopped trembling in fear? I’m only asking because when the karmic boomerang eventually returns to sender, I’d like to make sure proper credit is assigned to the correct individual or department. Thanks in advance for helping identify the architect of this masterpiece.

Accountability matters.

Good riddance to that garbage KPI. Everybody was fudging their numbers anyways.

Source: Inside line on a leadership call

On the PCS call Q&A, someone asked,

"Asking again when leadership will be investing in updating the hubs. We go into hubs that are filthy, filled with stains, mold, broken fixtures, mice, bed bugs, and fraying carpets. Employees are always sick. It's a health hazard. Do we need to report to OSHA? The NFL? Media? What will it take??????"

Courtney's response was essentially that they can't improve the sites because there are "over 300" of them. The real estate panic was enough to justify keeping those 300+ sites, but not enough to keep them in a decent or clean condition? Nobody is asking for the royal treatment, just to not work in dirty and broken offices every day.

Credit to her for answering it at least. Maybe the realization that it could be made public was a motivation.

Did you notice how the TTUS feedback they actually paid attention to included the continued demand for assigned seats? Subtext: They will use that as justification for sending us back in five days a week, mark my words. They'll claim it's not achievable otherwise. They don't care what we think or feel, they only care about what serves them, and that serves them.

Great job everyone. /sarcasm

Why is it so difficult engage with the executive during the town hall? So much skirting around. Just get straight to the point.

What are the odds Penny installs a badge out keypad by June 1st? I hope everyone here is actively looking at the job market. Not every company feels the need to babysit their employees.

What are you even "managing"? It's ridiculous.

The TOP companies are getting the message yet this dinosaur is not excelling but just managing.

It costs $2.2B–$4.0 Billion a year for this.

• people managers
• program managers
• product managers
• project managers
• engineering managers
• sales managers

So 7,000–13,000 people managers

And another 4,000–9,000 program/product/project managers

.......do you REALLY need >20,000 managers managing to manage?

Are these 20 thousand even technical?

If not, what do they even do?