#culture

The function I work in hasn’t communicated anything about the reorg. Leaders did one initial communication that gave no information, and they said more will be communicated when information is available. It’s now August and still NOTHING. So now we’re all stressed and anxious, which isn't good for focus, productivity or safety. And we’re wondering: Do our leaders even know what their fate is let alone what ours is? Or does leadership even realize the affect that their lack of communication is causing? This lack of communication feels so disrespectful and manipulative. Just giving us a timeline would make people feel better.

BNY has perfected a new corporate art form: mid level managers who treat LinkedIn like an audition stage and themselves like a microphone.

Every leadership post, every transformation slogan, every intern’s “growth moment” gets amplified instantly — not because it means anything, but because it might be noticed by someone above them.

It’s all about personal branding and no backbone.

On this forum, employees describe a culture where honesty is a liability and silence is survival. Yet on LinkedIn, these same managers gush about leadership, culture, and “the journey,” as if repeating the script might magically make it true.

PLEASE STOP! These are not emerging leaders. They offer no insight, no action, no original thought — just a chorus of upward aimed applause designed to look like emerging leadership.

Come on. You know exactly who I’m talking about – the typical brown nosers and chapped lips sympathizers always rushing to amplify every leadership quote, transformation slogan, or intern level “growth moment.” Call it “personal branding by echo chamber.”

The reality is that the louder the amplifiers cheer online, the quieter they are when it matters — especially in rooms where truth would actually help people. It’s not leadership. It’s survival theater.

Everywhere you look there’s a constant stream of BNY human amplifiers performing relentless positivity, endorsing perspectives they never practice and celebrating changes they privately fear.

I wonder why this has become the fabric of our current culture. Perhaps because at BNY, the safest leadership move isn’t speaking up. It’s saying nothing original and applauding everything.

Echoing power is the only growth strategy that actually works. And as far as the backbone part — Authenticity isn’t rewarded. Agreement is.

Largely managing employees out! Strict tracking, micromanaging then what…? Why can’t you actually appreciate your employees and make them happy? What do you lose if you drive productivity through respect and motivation rather than toxicity and back stabbing?

There are 14 people at TIAA on the culture team...10 of which are Sr Directors or VP. I had no idea we had such an emphasis on building positive culture here.

The title says it all

I’m a former TDP. I’m exactly the kind of employee this company should be doing everything it can to keep.

I like the work. I like my team. I like my role. If it weren’t for RTO, I’d probably be here for a long time.

Instead, everyday I spend more and more time wondering if it’s time to leave. Not because of the work, but because of what the pisspoor leadership has turned this place into.

The morale is the worst I’ve ever seen. It feels like an “us vs. them” culture now. People aren’t motivated to go above and beyond anymore. They’re burned out, frustrated, and just trying to get through the day. Everyone is doing the bare minimum, checking the box, and says “who cares?” when a problem or a challenge arises. Nobody here feels valued anymore.

I’m burned out from a long commute that adds no value. I now work fewer hours than I used to because the time I spent getting ahead is now spent sitting in traffic. I’m less productive, less motivated, and honestly just exhausted. I’m worried if I stay here much longer it will destroy my work ethic.

We tell customers they can connect from anywhere, yet internally we act like our own technology isn’t good enough for us to use ourselves. How does that make any sense to anyone?

What frustrates me most is that I want to stay. I enjoy the work. I have a great team. I don’t want to start over somewhere else even though I know I could. But every day this RTO policy makes that decision to leave a little easier.

If leadership is wondering why the younger employees aren’t staying, maybe stop asking why they’re leaving and start asking why you’re giving them reasons to. The job isn’t pushing us away. Leadership’s decisions, RTO policy, and resulting toxic culture and rock bottom morale are.

Departure posts on LinkedIn are again on rise? Is it because of PIPs, people retiring or leaving in droves? Whats going on? All the departees seem to be saying how good of an experience they have had but yet leaving?

This site addresses many groups but overlooks the one that has always been, and remains, in charge, the Anglo Alliance. They dictate both the culture and its declining quality, contributing nothing of substance while speaking white.

Their individualistic cuddle culture makes them hyper-sensitive to their own emotions, yet they still preach nationalistic sermons of teamwork. They target DEI, H1Bs, and non-Anglos for their own failures, excused by therapists who tell them it is not their fault.

Where is the Anglo self-accountability that their own self-help books supposedly encourages.

Capone pronounced like the famous chicago gangster... this is more appropriate that pronouncing as cap one. Corrupt, corrupt, corrupt. Sad, sad, sad. I have seen so many new posts about the new RIFs this week, and just as many, if not more celebration postings on LinkedIn about new job acceptances, promotions, and brand new job postings. This company is The Worst.

Has anyone checked out the reviews and complaints on the BBB website regarding Nielsen? It’s actually quite entertaining but at the same time I’m ashamed for what this company has become.

I'll start:

I'll paraphrase because I can't remember the exact sentence but it was a director that said something along the lines that he will "get more involved" again after being a total no show for the least 5 years and later when the culling started fu---d over hundreds of people.

Hindsight is 20/20 but I really wish I'd asked him on that call what the fu-k he actually ment.

Why is it any time I talk to any chevron employee they hate their job? Why is it every time I talk to a Chevron subcontractor they hate working for Chevron? Seems like Chevron doesn’t give a fu-k about any local community. Let alone their own employees.

Hello everyone - came in to get some laughs and get caught up on the BS I left behind. Life is better after 17+ years with CVX and recently hitting a one year anniversary with the new company and new leadership/team. Sorry to gloat but greener grass is attainable!! Hope you all can get out of the misery, backstabbing and nightmare and find something more fulfilling that does not drain the life out of you everyday. Wishing the best to all my former CVX family I left behind...................xoxoxo

The guy was asked how culture gives an advantage and the dude went off on his dad passing ( I mean sorry for your loss ) but then he told the whole world he was a bad person? Like what is going on here. They have no answers. So just give long word salads so people lose focus on what the question was.

Use this post to discuss today’s all-employee meeting and the rest of Culture Week

That is all.

I miss the old days. I miss the Call Centers. I miss having my own server farm.

Now, I’m a member of the Borg.

Centene started with layoffs in 2021 after acquiring WellCare, due to promising most of WellCare employees to keep there jobs. When Centene decided to rebrand their Medicare product (AllWell) to WellCare a decline started. After acquiring WellCare, members talked to people all over the USA, not just in the state they lived, this also caused a decline on membership. Cut the fat at the top, let the company go back to the way it was ( talk to people in your state that know your state and resources). Centene was a great company to work for until 2021, acquiring WellCare.
These are my thoughts and observations!

I remember when 3M was the kind of place people stayed for decades. Now it's a revolving door where people come, get some experience, and leave for somewhere that actually values them. Insiders get passed over, outsiders get promotions, and the culture keeps eroding. And then we ask ourselves why we're in decline? The answer is obvious.

It used to be pay, culture, prestige. All of that is gone. Is there anything good left?

lol. What culture?

AT&T used to compete for the best talent in the country. Today, it feels like we’re competing for the best talent willing to relocate to a handful of hub cities and accept five-day RTO.

The people walking out the door aren’t just headcount. They’re decades of institutional knowledge, technical expertise, customer relationships, and experience that can’t be replaced by posting another job opening.

“Leadership” seems to think talent is interchangeable. But we know it isn’t.

You can backfill a position in a few months. It can take years for someone to become truly effective in many of these roles, and by then they may already be looking for their next opportunity.

A real market-based culture works both ways. If you expect employees to compete in the market every day, then the company has to compete for employees too. That means offering a compelling reason to stay, whether that’s compensation, flexibility, culture, career growth, or meaningful work.

Right now, it feels like the strategy is to shrink the talent pool through geography, push experienced people out, and hope everything works out.

Hope isn’t a strategy and neither is assuming talent is infinitely replaceable.

Worked here some time ago, the management was terrible. Their so called 1, 2, and 3rd level leaders were extremely terrible human beings. They treated people poorly and there was no recourse for the staff. The higher level management just believed their lies, no accountability, it was a really terrible gruling experience.

Ya don't say!!! For your reading pleasure. Wonder if Stinkey has read this.

https://thehill.com/opinion/technology/5992056-office-attendance-backlash/

I wasted three years in Nike's fear-based culture that drained everything from me. My new job is far from ideal, but it's still ten times better than Nike. The biggest mistake of my career was joining that place.

When I first applied two years ago, I checked this page and told myself it was just unhappy people venting. Now I've been here long enough to know they were right. The culture, the management, the chaos, it's all here in black and white. I should have listened. Mea culpa.

climbing a ladder made of the bones of all those roles he sla-ghtered

Is it standard practice at truist to blind copy management when you apply for roles internally? I don't mass apply however I watch the job boards and occasionally apply for things I think would be a good fit. Each time my manager reaches out and has this passive aggressive conversation with me about each application.... like what do you want me to say? I can't tell her to her face that I'm weary of the department management, direction, or the consistent RIFs. No other bank or company I've ever worked at does this. I would understand a conversation if I was in the final interview running but for every application it feel like a guilt trip.

I love this job! Great pay and benefits, low stress and friendly co-workers. It is truly a dream come true!

One of the many “Chiefs” of marketing (ET) is leaving. Will the marketing bloat and rot be fixed? They need to clean house and flatten that org. It is chaotic. So many of the high paid leaders brought in by the last CMO have done their damage and left.

New to Frisco and moving for the job. Give it to me folks! What will I like? What will I hate? What can I adapt to love?

What on earth is going on with this new thought that everyone has to now partner with everyone else, partner with colleagues, their own team members, partner across teams, own areas and partner with similar areas across multiple teams and think about partnering with a view across teams we don’t usually work directly with across Cisco . It was hard enough having a few focus areas but this sounds like a a complete nightmare to manage and I fear it’s going to be hard on already strapped employees after all the recent. LRs!

So to stop people who leave AEP transmission because of the poor executive leadership over them, they are now going to break the relationships we’ve built with our partners and have another company control our OECs so we can’t build relationships. They are so blind. You treat your people with respect then you won’t have them leaving. Pure and simple. Kamran and Manish have NO respect or repore with their people. Sad.

you should have left dell already. the company is crumbling and the company only cares about how much the CEO makes. Michael Dell has not done one thing for it employees

Why are so many western companies being criticised by people trying to drag down morale? The ones posting hate at Dell: are they ex employees? Or paid to post and destabilise?
I don’t trust this forum anymore. There are real and genuine worries working for Dell and genuine layoff fears are now drowned out by people posting cr-p 3 times a day or more. Fear, lies and deceit. Beware of what you read here.

It will be a bloodbath

Tick tok... amazing how Congress is zeroing in publicly on Verizon/Jack Smith artic frost.

Amazing Hans fired when first surfaced.... other Execs named who ate no longer here either.

Finally, the Vz Board gets exposed on Hans failure.

Fraudster Kelly King’s disciples are running Huntington. Expect a sermon and the same lies and deception at Huntington.

Over the last decade, this company shifted more and more toward hiring and promoting people who are friendly and easy to manage, instead of those who are smart and willing to challenge the status quo. Anyone who asks tough questions or push for better ways of working are immediately labeled as difficult and punished, while yes-people are rewarded. This is exactly why you hear less debate, see less accountability, and see fewer ground breaking ideas. Maybe it’s time to recognize that agreeableness is not the most valuable trait for a company’s success.

Related note, but toxic positivity is also overwhelmingly present here.

Nepotism is alive on the east coast!