#culture

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.

Did you know that 250 HCSC employees retired last year? Did you know that the number is 300 and counting this year? HR er um the "People" division knows. But they're talking about it as a trend, not another indication that the culture is in the toilet. If these were just "front line" employees but executives are heading for the exits because they can't deal with the craziness anymore.

Did you also know that beginning in January, employees in Richardson and Chicago are going to have to swipe their badges to leave the building at the end of the day? This is not a rumor. This is going to happen. It's been in the works. They wanted to do this earlier this year but came to their senses when they realized that along with making 75% of the workforce remote that would be too much.

Today is the first day of the Pulse survey. You're kidding yourself if you think it's anonymous. Even HR stopped telling that lie. They're very sensitive to negative comments and identify who says what. But you probably knew that. If not, you do now. Comment at your own risk.

One more did you know. HR is getting ready for another one of their "operations" (layoffs) in 2027. This won't be because the company isn't making money. It's going to be positioned as "eliminating redundancies." This is not a rumor either. This is going to happen.

Be careful out there.

I have had the most difficult time helping me build an HR case against an SVP who retaliates and regularly attacks me publicly. Copilot has done an amazing job at gathering the facts and putting it together in a nice refined document with proof points. I strongly recommend that anybody else use Copilot to do the same if you were experiencing retaliation of bullying at work.

Fierce Network by Linda Hardesty, September 11, 2026

Speaking at last week’s Goldman Sachs Communacopia + Technology 2026 conference, Verizon CEO Dan Schulman emphasized four main things at Verizon over the past year: stopping the company from “being overly engineering focused and really be obsessed with our customer”, shaking up the company culture, efficiency, and delivering ROI for investors.

Schulman also spoke about Verizon’s prospects from providing fiber connectivity to hyperscalers for their AI buildouts, noting the company has a lot of dark fiber capability. “It opens up a quite large addressable market for us,” Schulman said. “It’s growing quite rapidly, and we have the right assets in place and experience to take advantage of it."

A colleague in my group, with Shell 3-4 years, has a knack for ingratiating himself with our Team Lead and other more senior leaders. The guy’s sharp but so are a lot of others who just don’t seem to have that connecting charm.
And it works. He seems to be the fair haired child above the anxiety and worry of layoffs and being side-lined. Already been promoted in grade.
I guess whatever works but is that really what it takes to get ahead at Shell?

Can’t say I’m surprised. LDP quality has gone downhill so much that the businesses are taking development into their own hands

For anyone who's completely burned out, here's something I've learned. You can push back on some of the nonsense and the sky doesn't immediately fall. A lot of managers aren't going to fire someone who is still carrying a big part of the workload. If you're already expecting cuts, there isn't much reason to destroy yourself trying to please everyone.

Very disappointed that no email was sent corporate wide on remembering 9/11 and celebrating our first responders. Everything else seems to be celebrated or talked about, so this is a HUGE MISS by the company.

AT&T store worker gets 16 months inside for SIM-swap side hustle

https://www.theregister.com/cyber-crime/2026/09/11/att-store-worker-gets-16-months-inside-for-sim-swap-side-hustle/5295898

The energy in the office is incredible. We are hiring so many that HR can't keep up

Our stock price is heading up due to all the new customers

There are zero layoffs on the horizon as our CEO said on the town hall

What could have been a fantastic company across many markets has proven that poor leadership, politics, and undervaluing talent can cause damage so deep that it is not recoverable. Ever. The manner in which oracle has operated only cast a shadow and reward behaviors that continue to demoralize.

If you were impacted today my thoughts are with you. The world outside of Oracle is much, much better. If you were not impacted, there's a lot of opportunity out there for good talent. Run away as fast as possible.

Has anyone been told the assessment meeting themes for each rank group by their supervisor? I was shocked when I heard them. What a bunch of garbage.

leaders who cant take feedback should be fired immediately. these are the AD and above who are scared of pulse and send pre-pulse surveys their entire team is afraid to fill out.

these leaders hire other leaders who cant take feedback which makes for a TOXIC culture.

most of these “people” (if you want to call them that), have smiling faces and dont hold bad workers accountable

Please raise your right hand.

I pledge to the greatest CEO in the history of the United States. That loves us so much he can’t even breathe.

That I will go out with my family, my friends, I’ll do it any way — I don’t care if I’m registered or not, I’m going to try to cheat like he-l like they do. There’s never been bigger cheaters. They don’t care.

I am going to go out and I’m going to get my friends, my family. And we are going to worship Hock on Nov. 3, or we are going to worship Hock before that.

Senior Management, including left over TimeWarner and others not T heritage have sc--wed up. Moral is in the toilet, collaboration is minimal, invocation halted as well as patents. Many yes many critical folks are about to leave end of year and early 2027 with last minute notice due to 25 plus years and treated now with no respect. The part with leaving and critical to the business is factual, they have had enough to be treated with no respect