#culture

Listen, kiddos. Companies have bills to pay, just like your family does. They have to make money to keep the lights on, pay everyone, and stay in business. But when business gets tough, companies start looking for ways to save money. They cut departments and lay people off.

Having a job isn't something you should take for granted. That is why you show up, do your work, learn new things, treat people right, and make yourself someone the team can count on.

But you should understand that a paycheck is not guaranteed just because you showed up yesterday.

Be grateful you have a job.

Nobody owes you a free ride. You earn your keep, you do your part, and you don't wait until the roof is on fire to check the smoke detector.

If you read SC email, looks like Comcast has officially announced its new starting lineup. New leadership assignments, a reshuffled roster, and a leaner bench.

In Comcast fashion, there will be plenty of turnovers, missed assignments, and a coaching staff wondering why the offense isn’t clicking.

Anyone else looking at this lineup and predicting a first-round exit? Discuss.

The turnaround is JUST around the corner? Lol

The leadership doesn't care if SpaceX eventually proves to be a 'competitor' to VZ. They will be gone. The Poem CEO won't be around to care for any 'competition'. His job is to cut, cut and cut - offer the best 'value' for the shareholder - and get his 'bonus' for gutting the company for AI bots. And move onto to the next company he can chop up.

When SpaceX is ready to compete - it will be easy - they won't have as many layers of management bloat, they can adjust to the changing market quicker than the dinosaur telco companies, and they will focus on the customer first, not the shareholders.

The old bloated telcos from years past are struggling to rein in costs - no matter how much money they 'save' from cutting humans - the other costs for infrastructure upkeep (rising vendor prices to fix systems, generator fuel prices) will counter any 'savings'. And the AI slop chaos it will create will overwhelm the outsourced network groups.

https://www.techdirt.com/2026/06/09/ceos-who-think-ai-replaces-their-employees-are-just-bad-ceos/

Anybody else feels like we have a VP, SD, SVP, etc. per 50 employees?

This company is the perfect example of mediocrity from its management to financial results. Over 5 years of straight shareholder losses but yet the hold its employees to this super high level of performance and productivity. Makes no sense and in no way aligns with PayPals company actions.

Is today going to be a lighter day?

What do you think the grand plan is?

Do they go even more lean once ODW is launched?

Does SalesChat replace sales? Seems to be happening with Services AI bot.

What does the future look like for sales? IT? Support? Product Groups? Engineers? RevOps?

Also, as hard as it is, DON’T let this impact you. We don’t get paid enough to worry about it. Close your laptop and go home to enjoy your family life. They don’t care about us so why should we care about them. If ODW fails then it fails. Not my problem

When promotions go to the wrong people, the strongest employees start looking elsewhere. Eventually, Intel loses the people it should've been trying hardest to keep. This has been happening for years and it will keep happening because we have the leadership that doesn't give a damn about anything but themselves.

The problems at SAS aren't limited to one team or one bad manager anymore. Communication has broken down, and we can no longer trust what we're being told - if we're being told anything. It's either lies or total silence. No wonder many are trying to make their own escape plans.

I honestly believe that the AI bubble is guaranteed to burst in the next year or two, so our increased reliance on and investment in AI is incredibly scary to me. We'll be the ones to pay when the chickens come home to roost, not the people at the top who made all the decisions. That's always the case.

How many others received this absolutely non-reassuring reassurance? Considering there are only two months left in the year, does that mean it's open season again starting in January?

This reeks of desperation. SLT is scrambling to stay afloat. They’re dumping whatever they can overboard. Im not impacted (yet) but I’m planning my exit. Trust me, it’s not an if but when they come for you. AI and CEIC are coming like an iceberg.

Every Teams meetings feels like a case of Hard R. Impossible to deny the discomfort, its thick and its dripping all over me

I think you all suffer from occupational mental illness. You spend 40 hours a week, sometimes more, at jobs you don't like, surrounded by people you also dont enjoy. Then some of you go home and spend even free time thinking about how much you hate our job. Now imagine if you LOVE your job. You wake up excited to go to work. "Good morning, everybody! How are my favorite peeps today?" You love your coworkers. You love what you do. You go home happy, enjoy your evening, and can't wait to do it all again tomorrow. You'd be happy at work and happy at home. Every day would practically be a blessing. Instead, you normalize spending half your waking lives somewhere you wish you weren't. And you call this being a well-adjusted adult. Its not.

Barring this RTO, which just puts the fine point on my concerns. Is it me, or has Fidelity turned colder and more cutthroat these past few months??

I keep thinking of December 2025 and the outlook seemed brilliant like the stars and now it feels where in a black hole.

I am currently interviewing for an Associate Inside Sales Rep role in EMEA and I would like to get some feedback on how the promotion path is, how the culture, salary, benefits, etc. are. Thank you very much!

Not sure if this applies to all offices, but in ATL just noticed today the elevators are seem to require badge scan to go to lobby area. Maybe this is just an anomaly but if they’re requiring a badge swipe to ride the elevator down to lobby, that’s insane. Just when you think this can’t feel more like a prison…

Happy Tuesday!

As we move through a horrible week for our employees, there is little reason to believe our most senior executives will change course.

As Rome burns, the meetings continue. Sam S. and Jon G., our strategic development and chief growth officer, hold court on AI companies, trips to California, and the latest voice bot. There are endless slides and metrics, but little scrutiny of what those numbers mean—or what any of it is doing for our customers.

Meanwhile, Verizon signs a $2 billion connectivity deal with AWS - isnt that a strategic development ? Or is a white paper on AI a strategic development ?
Aren’t we a connectivity company? Our customers keep leaving, and the business keeps cycling through its familiar approach: a thousand dartboard approach to yet another offer strategy, another plan, endless complexities that are introduced and ZERO impact to our customer or shareholders (lets celebrate a negative NPS)

The same finance and business leaders —MH, JG, JW, KK, and others—who directed millions of dollars toward a sprawling portfolio of roughly hundreds plan-of-record projects per quarter, year after year, remain in place. Where are the results on churn? Where is the sustained benefit to the stock? Where is the accountability?

Instead, employees who did their best to execute those strategies are paying the price this week. The people who set the direction are still here.

Shiny objects offer a convenient distraction from the operational problems our customers experience every day: broken customer experiences, constantly changing offers, inconsistent execution, and pet projects that consume resources without delivering meaningful results. One moment - Charter knows better, follow them ... wait, I just had lunch with ATT, follow ATT, wait magenta is my favorite color, lets follow T-Mobile.

So much for Angelakis and Croney’s “year of hard truths.”

The meetings are the same. Too few decisions. Too little follow-through. Too few hard conversations. We get lost in slides and EBI metrics that are too often questionable, while discussions about technology stacks and the AI promise of the day provide an easy escape from accountability and the hard truth about any outcomes.

At some point, the ELT has to own the responsibilities of its roles. AI, a deluge of EBI dashboards, and executive opinions about yet another AI company to test, to get the 'I am an innovator badge' - innovation cannot compensate for a failure to address the basic problems frustrating our customers, none of which requires AI to fix. Instead, meetings with 50-plus minions become prolonged debates over yet another pricing strategy, simple content changes that take weeks to decide. The same pattern repeats across countless lack of decisions, meetings, and initiatives, while customers and employees absorb the consequences.

And now we have a transformation office... there is hope .. maybe not

But it is led by the same HR and finance leadership that helped shape the organization we are supposedly transforming. The same functions that hammered the technology teams, didn't bat an eye on the broken business strategy and shenanigans, the bullying and the approved the allocation of millions of $$ behind the pet projects and POR (that had ZERO impact on the growth of the company) are now being asked to lead a transformation LOL.

What, specifically, will be different this time? What demonstrated record of delivery supports that confidence? What authority, expectations, and consequences will change?

A new office does not establish accountability. Another presentation does not demonstrate progress. And another round of employee cuts does not answer the central question:

Why are the people responsible for setting the direction still insulated from the consequences, while the people tasked with executing it lose their jobs

Losing a job doesn’t mean losing your value. Sometimes, it’s the push you need to find something much better.

Just ask yourself one thing: Were you contributing to this company and making a difference? If the answer is yes, then you can absolutely do the same somewhere else, where your skills and efforts will actually be valued.

I know it’s a little tough right now, but trust me, you’ll get there eventually.

From my personal experience, many of the people who get laid off are actually high performers or people who could challenge their leaders. Meanwhile, some who contribute very little but know how to flatter management and play office politics manage to stay.

At the end of the day, it’s just a matter of time. I’m 100% confident that you’ll find another job and do well. And some of those who managed to stay behind might struggle when they eventually have to prove their worth somewhere else.

With winter coming up are we gonna get flagged if leaving early etc or as long as you swipe it’s fine?

https://as.cornell.edu/news/workers-who-love-synergizing-paradigms-might-be-bad-their-jobs

Employees who are impressed by vague corporate-speak like “synergistic leadership,” or “growth-hacking paradigms” may struggle with practical decision-making, a new Cornell study reveals.

Published in the journal Personality and Individual Differences, research by cognitive psychologist Shane Littrell introduces the Corporate Bullsh-t Receptivity Scale (CBSR), a tool designed to measure susceptibility to impressive-but-empty organizational rhetoric.

“Corporate bullsh-t is a specific style of communication that uses confusing, abstract buzzwords in a functionally misleading way,” said Littrell, a postdoctoral researcher in the College of Arts and Sciences. “Unlike technical jargon, which can sometimes make office communication a little easier, corporate bullsh-t confuses rather than clarifies. It may sound impressive, but it is semantically empty.”

Although people anywhere can BS each other – that is, share dubious information that’s misleadingly impressive or engaging – the workplace not only rewards but structurally protects it, Littrell said. In a work setting where corporate jargon is already the norm, it’s easy for ambitious employees to use corporate BS to appear more competent or accomplished, accelerating their climb up the corporate ladder of workplace influence.

Quit chasing money in an industry that takes years off your life from stress or coping addictions. You will be much happier elsewhere.

Saw more one on one between principal manager and Staff, Sr staffs. And everyone looks tensed .

Start looking for a new job now. Everyone has a shelf life at CDW. Every single one of us.

Our leader looks like a ghost. Arms crossed rocking back and forth, and reading off a page while speaking.

If these people arent technical, arent they supposed to at least have social and people skills, and business acumen? This is like watching a high school science fair.

I've been hearing rumors that it's common practice for large DSD brands to incentivize Managers, RBLs, RVPs and higher with personal gifts & monetary gift cards to execute their vision in stores. This seems very unethical and wondering how it will be received when/if a public company (Kroger) takes over. It's concerning if these "leaders" are receiving tens of thousands of dollars in monetary gifts to sell-out the company. Wasn't someone just fired a few years ago for doing similar?

Has anyone heard/seen anything similar in your stores?

Internal conflicts at Netflix, stemming from a clash between its content and technology divisions, have contributed to recent layoffs and executive changes. These tensions have intensified since the transition to a co-CEO structure, leading to disputes over business expansion and content promotion strategies. The company faces pressure to reignite growth amidst increasing competition and subscriber saturation in the U.S. Failed attempts at diversification, such as the gaming venture, have also exacerbated internal disagreements. These challenges are occurring as Netflix navigates a complex market and investor scrutiny.

Los Gatos, California

https://www.latimes.com/entertainment-arts/business/story/2026-10-26/shake-ups-layoffs-reveal-culture-clash-inside-netflix

The most incompetent, inept, lying, horrendous excuse for a leader this company has ever seen. Wouldn’t even have 1:1s with her own people.

Her lack of achievements being championed in the announcement too are an absolute disgrace, hang your head in shame CEO. She was absolutely useless in every way - don’t damage your credibility further celebrating her on the way out.

Some of you are frustrated and that’s fine. But if your posts are primarily aimed at tearing the company down, you’re not “telling the truth,” you’re creating noise. Noise doesn’t fix systems, it just drains energy from people who are trying to work. If there’s a real problem, bring it in a way that can be addressed:

• Name the issue clearly. (what happened, where, when; no broad rants).
• Describe the impact (who is affected and how).
• Offer a path forward (what you want changed, and what you’ve tried).
  And if you’ve concluded this place isn’t for you, that’s your decision. Make a plan to leave, silently, professionally, and on your timeline. What you shouldn’t do is stay and keep adding toxicity, then act surprised when morale drops and the workplace becomes worse for everyone.
  Be specific. Be responsible. Either help build the fix or exit the problem.
  This forum has recently been nothing but toxic negativity. Prior to coming to Centene I was very unhappy working for a company that was not a good fit and what did I do? I left. It took over a year of searching but I got out. Centene has been an amazing workplace for me. If you think this is the only company that has toxic employees or issues you are sadly mistaken. Look at all the other big healthcare company forums they all have problems. So do yourself a favor and be part of the solution. If you are unhappy and hate your boss I’m sorry this is happening but take control of your career. These corporations don’t care about your problems. They are paying you to work. So come in work and leave. You will be happier in the long run.

Rumour has it S&SPS if away to be sold off. who noticed some big dogs jumping ship already....

AT&T vs. Starlink is shaping up to be a Blockbuster vs. Netflix moment, and we’re going to watch it happen in real time with a front-row seat. Get your popcorn ready!

While the competition evolves, AT&T leadership is busy tracking badge swipes and forcing employees into the office five days a week for absolutely no good reason. Now everyone is burned out, checked out, and increasingly indifferent to what happens to this company. Just 8 and skate and collect your paycheck. That’s the culture Stink has created.

The market is changing, the technology is changing, the competition is changing. Apparently, the only thing AT&T leadership wants to change is where its employees sit, seemingly hoping they’ll become miserable enough to quit on their own.

AT&T “leadership” is a fu--ing joke.

People getting colds viruses etc and deciding to wfh? Wasn’t that the same reason they locked us all down in the first place for three years a cold virus with a 99%+ survivability rate?
Seriously though, do they expect us to slog into work coughing and sneezing and contaminating the whole floor or will they be merciful and allow us to wfh?
I feel like I’d be skulking around if I say I don’t feel well enough to come in would they rather wfh or no productivity from me at all?
We’re getting thick into cold and flu season there’s been ZERO.guidance conveyed from the top down.
They never released the July survey
This is 🐂💩
This has turned into a very hostile work environment going from respect of employees and trusting us to do our work which we did with banner profitability to Ge----o type surveillance on our every move.
Where are all our reps that protect the worker?
Oh right they’re into the grift too with their own non profits benefiting off our indentured service too.
MA is a he-l hole and a 💩hole

Anything expected for Oct/Nov?
In my C&S state over the past year, we have had elimination of bonuses, 1% raises despite performance scores, decrease of our 401k match frozen hiring including not backfilling staff who leave, and a few small layoff/reorg. Morale is low because the increase in workload is mathematically impossible, and no amount of mandatory participation in “culture week” will change that.
Will this continue??

How is E “rebuild” D still there??? Surely they’ve seen the pattern and damage? No?

Are all CM departments this micromanagey? Like having to tell the whole team when you’re going on breaks/lunches, group texts on personal phones if they’re running behind etc??