#culture

Good riddance. Any interesting stories from folks who worked in Greenspoint over the years?

I was in GP8 throughout the '90s and early 00's and was mugged in the parking garage one day after getting off work - a relatively minor incident compared to some of my other co-workers. Company security was a joke and many of the police were afraid of actually performing their job in the area.

You would not believe it. There's about 30% of people working their a$$ off.
The remainder either put mouse wigglers on so it looks like they are working 24 hours a day or are just mia.
There is z e r o accountability. No one ever gets in trouble because mgrs just turn a blind eye to it.
I know it's a bad place to work, but come on, have some considerations for your teammates.

The CEO is a complete mo--n.

Or just us, the lowly peons?

Why? Why in the world would you do that? Are folks really that desperate after being shown the door? What do you think is going to happen if you do it? They'll invite you back? I just don't get it.

This goes to show Ford can't do anything right.

Thoughts…..I’m pretty sure the first speaker spoke in one word sentences and I’m not sure what he even said.

I hear there might be layoffs this week, I become hopeful I'll be among the lucky ones to get a paid ticket out of this place. Long gone are the days when I was worried about layoffs. You know, the days when we were actually a good company nobody would want to leave. Now most of us can't wait to get out.

That's it. That's the post.

How many of you actually drive a Ford?

No targets, no customers, no headaches. Approve PTOs, time cards, and weekly check ins that no one cares. They rarely get LRed or PIP.

Finally got off the losing train. No hard feelings, but I'm not riding coach on the Titanic.

Results seem pretty subpar. Or maybe normal for 3M? I haven't been here that long

Having worked at Fannie Mae for many years, I can speak from firsthand experience. Unfortunately, I’ve seen a difference in the way people communicate and treat others. Some of the messaging from Fannie Mae employees comes across as dismissive, unprofessional, and as though they feel they are above others. In contrast, my experience with Freddie Mac has been that people are more genuine, approachable, and friendly.
It’s disappointing to see a culture where communication can feel unnecessarily harsh and disrespectful. I would never wish a layoff on anyone, as I understand the impact it can have on individuals and their families.
Perhaps, with all the changes taking place, there will be an opportunity to take a closer look at leadership and workplace culture. Organizations need leaders who know how to manage people, not just processes. Strong leadership means treating employees with respect, fostering accountability, and remembering that behind every role is a person who deserves to be treated with professionalism and dignity

Let's validate the education and background of ALL employees. Many of the employees at #chase may have fake degrees and make up experience on their resumes, irrespective of their nationality.

Why doesn't USCIS conduct in-person tech interviews at the consulates or before approving H-1B or other work visas? The companies openly abuse the interview process. They all know that the candidates are not qualified. Managers just want to use their budgets. H1B slaves are the easiest to hire because citizens know their rights and they would question them.

any1 hear anything abt sec orgs reporting up thru Cahrlie

Our boss has been nonstop stalking about the mistakes of the past while his own focus for two plus yrs has been all commerce and transactional - selling to wholesale, as many running shoes as he can (like Vomero 18 which was created 2-3 yrs ago). Now thinks the answer is more layoffs and offshoring while ushering in leaders from Walmart, dr-g companies, McDonalds and more. There a reason the stock's in the 30s. No belief in the company's FUTURE looking vision. Focus needs to shift fast to the consumer, innovative product, and inspiring across sport culture, or we only go down more from here.

It's funny that leaderships claimed that layoff is performance based.

I think, the moment that was announced, the performance review process would have become compromised.

Review result decides the victims, so do you honestly think managers only judge based on actual performance? That's so funny.

https://www.reddit.com/r/IBM/s/jiVDOv3eE8

I watched the movie Gladiator II the other day. 2 things struck me: 1) as leaders, be careful whom you trust - they may not have your best interest (or that of the “empire”) in mind 2) it’s much easier to tear down than to build up.

The Virgil quote really resonated with me: “The gates of he-l are open night and day; smooth the descent, and easy is the way. But to return and view the cheerful skies, in this the task and mighty labor lies."

It’s completely demoralizing seeing junior McKinsey types—who have never spent a day in the trenches—making high-stakes cuts. Honestly, having seen it firsthand, I wouldn't be shocked if their playbook is just: protect the fellow Wharton MBAs with cushy VP titles, and sacrifice the salt-of-the-earth talent with less fancy degrees.

Or is everyone just taking the paycheck until they get a package?

Any progress to report? I see a lot of promises but nothing material happening. Seems like it is a scam to get hipos promoted.

How can supervisors game the system? Rank system is so sc--wed up. Seems like the best approach would be just to cycle everyone through the assessment categories and take turns being PIPed. Would need to keep people with enough years in their current CL high to try get them their CL promotions as quickly as possible somehow.

I’ve started wearing my badge upside down as a quiet act of protest against ExxonMobil and as a signal to others who share my feelings. Like an upside-down flag, it says “something is wrong”. Join me: wear your badge upside down.

Torani CEO Melanie Dulbecco believes that layoffs are a choice, not a necessity for most companies. She emphasizes that building resilience and momentum requires a dedicated team. Torani has a 101-year history of never implementing mass layoffs, even during the COVID-19 pandemic. The company prioritized retaining all workers by relocating its offices and cutting other expenses. Dulbecco asserts that investing in people and achieving strong business performance are mutually reinforcing goals.

San Leandro, California

https://fortune.com/2026/10/23/thousands-workers-got-sacked-2026-torani-ceo-melanie-dulbecco-says-layoffs-are-a-choice-company-never-cut-workers-en-masse/

https://cwa-union.org/join-union/how-organize

Hired ~2 months ago. Exited today. Wow.... I have never seen such a devotion to the PMP PMBOK as if it were a religious text at the total and complete detriment to delivery and lack of any/all knowledge of the last decade plus of shift-left and automation of processes.

How is this place still afloat? I watched teams struggle to implement a single standard REST API a single developer should be able to deliver in a day.

Seriously thought about staying and going the over employment route but the thought of sitting in so many pointless meetings any longer...

we all know what’s going on in Lake Mary is completely wrong. especially the departments that are supposed to be independent. fire them all. replace with outsourced resources

I was honest and direct. How about you all?

Granted there was bureaucracy at some levels, but nothing as what we see now. I'm seriously missing Juniper. Ofcourse nothing that we can do..

just remembering good old days

A few honest things about this team: we have access to clinical data at a scale that would take a startup year to build through partnerships, and the ability to deploy to millions of people from day one. We also sit inside an enterprise, which means some things take longer than they would at a seed-stage company. We've structured the team to minimize that friction — and we're direct about where it still shows up.

wtf

Nothing here works or functions as it should. Systems are clunky, frequent outages, and there is no ownership/accountability from teams that are supposed to be the ones maintaining things. Every thing is reactionary because apparently it’s better for things to break and fail constantly than proactively maintain and improve.

I’ve never seen a more clunkier, inefficient, poorly integrated tech stack than at Truist. ML, teammates don’t bank here because things are broken! But I guess being in-person and offshoring is going to fix everything!

If Saul is the new AI chief, what actually does TK do. She has had everything she has been in charge of taken away. She failed at Agile, as head of Technology, as head of consumer technology, as head of enterprise technology, and failed as a leader on multiple levels. So how is it that she keeps a high paying job at WF while others get laid off. There is no way she is meeting expectations. Can anyone explain how she keeps a job?