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There has been blatant favouritism going on since past two years within our team.
This manager has been dangling the carrot right in front of me in the name of opportunities, yet has never recognized me for my efforts.
All while pushing this pet on my a$$ to "learn my tasks"
What's that supposed to mean for me?
We’re definitely far removed from the Covid pandemic, and it’s gone back to how it was pre March 2020. Employees are coming into office sick due to fear of corrective action for attendance or not meeting the 4 day RTO requirement. But we need to build that culture, which is 100% BS by the way.
IDM 2.0 was never a bad idea. In fact, it was necessary to save the manufacturing side of the company. But Pat’s mistake was investing in fabs before fixing yield and before we could reliably produce competitive chips for our own products again.
Lip-Bu Tan is doing all the right things to right-size the ship and inject discipline back into the company. I expect we will soon see changes to the focal process to align with that expectation from employees. But none of it means anything if yield does not reach industry-leading levels.
The fixed costs of underutilized fabs designed for future yields and future customers are ki-ling our bottom line and shortening the runway to get us there. If not for the investments Intel received last year, it would be over already.
I'm done going above and beyond. From now on I'm just doing exactly what's required and keeping a low profile. Putting in extra effort here has never been appreciated, so I'm stopping.
It went from a good place with a future to a sinking ship. Management only cares about the stock price, not fixing our old systems or keeping people. The original idea is dead and we're all just waiting for the next bad news.
https://www.reuters.com/business/world-at-work/amazon-plans-thousands-more-corporate-job-cuts-next-week-sources-say-2026-01-22/
Is Amazon ever planning to stop? What, does Bezos need another mega-yacht? What the he-l is happening to this place?
I’ve been around long enough to see multiple versions of Nike’s SLT come and go. This one is easily the worst. Even with natural turnover over the years, I’ve never seen a group this ineffective or directionless. There’s no real vision, no sense of how to move the company forward. Even the person at the top seems to be winging it. Hard to see how this ends well. The company feels beyond saving.
I'm in tech. Involuntarily moved to a different team with an entirely different stack for the year. Umm I don't know how to code in their language. I'm expected to just start contributing right away. Like... What? So I have busted my a-s for years here, fixed tons of other peoples' mistakes to keep the lights on before anyone in BL can notice. Always good reviews. Sure people don't like my personality sometimes but you know what I always deliver. If I lead a project it completes on time and on budget while others flail around & never deliver. I've not been promoted in years & my career has stagnated - now this. Go code in this totally unfamiliar stack & fail at it & then come back later to my original team? It's fcking insulting af, there's no way I'll last that long, I'm set-up to fail. This place is so demoralizing & dehumanizing I should have bolted long ago but now... The economy is so flooded by laid-off Americans due to Indian replacement & outsourcing to India (& they only hire other Indians, happened to me even internally wheh I foolishly tried to help myself to move-up) I'll likely never be an engineer again or have any kind of financial security. This su-ks. It's worse for the MANAGERS they picked for this who are now listed as line engineers on the project. I can't even imagine their headspace right now. I DON'T KNOW HOW TO CODE THIS OTHER TEAM'S PROJECTS WTF. I'm going to try to make it work by focusing-on aspects of their tech I do know, but jesus this is senselessly stressful & I can't help but look at it as anything other than pushing me out by claiming I couldn't contribute enough - because I don't know the fcking stack. Just outrageous shenanigans here. I'm so sc--wed.
I just keep refreshing this page on my phone. Productivity this morning is zero.
I’m leaving. Too many days wondering if this is the life I’d have built for myself, no one to blame but me & my hope of brighter days that get increasingly dimmer.
Reorg. is helping. I don’t have bad news yet, but I know it’s coming. I’ve seen too many of the wrong types of people slither ahead, theyre now the next generation of decision makers. No visionaries, just folks who impressed the current and prior generation of bad decision makers.
I dream of the day I’m working at a company that buys up all of Shell’s valuable assets but none of their leadership.
Why would the first sentence of your LinkedIn about section be a brag about coming “from a family that has nearly a century of combined service at ExxonMobil” Since when does what your dad or grandpa did at ExxonMobil matter for your own contribution?
Most of us just got laid off. We knew Bending Spoons acquisition would be bad, we just didn't realize how bad it'll be. I'm not worried about my team. They're amazing engineers, everybody should be lucky to have them join their team. But that doesn't make this sting any less. And all for AI everybody hates.
Nobody should be surprised Blackbaud is getting worse and worse. You literally have no excuses. Find anything better as soon as you can!
I left years ago and it‘s the best decision I‘ve ever made. Hearing about Mike‘s latest email is awful. You only have yourselves to blame if you keep your head in the sand and think either things will get better or you won’t be affected soon.
Everyone has an expiry date. Don‘t let them trigger it early on their terms.
In my team, some people ignored the whole hybrid thing and come to office once a month, why should I come in 5 days a week
Note : nothing happened to that person, they are still working away
Falling stock prices, increasing memories cost, eroding margin, sunset industry for Print, commodisation of PC biz, AI impact, failed business acquisition. HP is facing unprecident challenge across all front. Past earnings and cashflow putting into buying up own shares and increasing dividend is not working. Endless cost cutting through work force reduction and not investing to improve business is eating the company from within.
Rumours have been increasing on company splitting Print and PC up. CEO and multiple C-suite changes/leaving talks had been circulating wild. Staty tune for more cost cutting and business org change.
People are getting rehired by DELL after years of working for other employers. Why so many people are returning to DELL is the question. Is it because the other employers gave them higher salaries and were better managed companies? Find the answer for yourselves which will depend on your intelligence level!
Spotted: a once-mighty corporate empire teetering on the edge of its own contradictions. After sweeping layoffs, the remaining employees are left juggling heavier workloads, thinner resources, and a shiny new “way of working” that—surprise—just isn’t working. The halls whisper of burnout, while inboxes scream urgency, and morale quietly slips through the cracks. Efficiency? Innovation? Collaboration? Please. When survival mode becomes the daily dress code, even the most loyal insiders start wondering if leadership is actually watching… or just missing the point entirely.
And now comes the latest twist: employee tracking. Yes, tracking. As if productivity can be measured by the minute hand of a clock and not the brilliance of a mind. Word on the floor is that time spent in the office will soon be monitored like wildlife in a nature documentary, proving once and for all that leadership’s priorities are spectacularly backwards. Because nothing says “we trust you” like surveillance, right? If they truly believe that counting hours instead of cultivating culture will spark performance, then someone clearly skipped the memo on modern work.
It went from being a top place to work to feeling like they're actively trying to stress us out. The change over the last few years has been unbelievable.
I'm actively looking for a new role and sending out applications weekly. This place is notably worse than any other bank I've worked for. The overall environment is just not functional.
No pigeonhole this All Hands call she wants us to email questions directly to a mailbox so she doesn’t get harsh questions.
Of course, under Alvind and the Pipmunks, IBM didn't make the top 10 companies to work for in the US, but maybe they were #1 in India for Alvind's National Vindaloo Curry Toilet Infrastructure. And don't forget the Krabanaugh contributions.
Link --> https://www.msn.com/en-us/money/careers/the-10-best-us-companies-to-work-for-in-2026-according-to-new-glassdoor-report/ar-AA1UEQqi?ocid=msedgntp
that’s it. I lost access to VPN. Got instruction to reset my password. The instruction is sitting behind the VPN. WTH! I need to open a service support. Opened it, sorry it requires VPN. WTH!
I cannot reset the password with the last 24 or 25 times i have used. WTH! Does it help security? Doubt it
I have to do it every 3 months. That means I can reuse the 1st password after 6 years.
What such a stuxxd design!
The RTO is a bunch of Horse_sh*t, if your team is not all in the same office.
But speaking as someone with 20+ years of experience, I learned a lot from watercooler conversations, hearing a hallway conversations or people in the next cube discussing something. New people working remotely miss out on a ton of extra learning. It's bad for them and it's bad for the company.
So, a respectful exec team would have been thoughtful about their ask.
Does it benefit you and your team if you are all together in the same office? When the answer is Yes, you should put your big boy/girl pants on and get your a-s into the office.
If you are all truly masters at what you do, you do not need to be in the office unless you are hiring young people to learn your craft and then yes, you should be in the office.
If the people being hired to eventually replace you on on a different continent; f'em.
Alfonso Ribeiro was hired to host the event yesterday. Did some research and he gets $75k-$150k per appearance. What a great way to sp-t in the faces of those recently RIFd
Anyone else catch the hot mic at the end? Sounded like Stephanie said “now on to the important people” to the room she was sitting in. How disgusting and of course it is edited out of the final video.
When a clown moves into a palace, he doesn't become a king; the palace becomes a circus.
Things have gone downhill ever since he started at Edward Jones.
Its time to short this pig down to a single digit mid-et.
This is actually becoming pathetic. You can’t get the data on time, never mind right. People’s employment is tied to this stupid report, Jay. Get it right.
Bro stop pls.. you are literally the reason why the american dream is dead
The constant re-org and shuffling around, several times a year for two years now. It’s a true reflection of the leadership direction that we have to work under.
So Citi wants to run off the older generation but the younger generation (mine) has no desire to work in a culture like this. The younger generation’s personal time off is not something they are willing to sacrifice for the good of Citi’s profits. So who’s going to work here? The older folks are willing to work like that but not the younger people. So now what? If you’re hoping that AI will run rampant, its not there yet. More like years away. So…..who? Sure you’ll find some people who may hire on but they won’t put in the hours that Citi is keen on demanding.
I was hired as an AVP and I see ridicule associated with AVP. What is the backstory?
By this point we’re usually given at least a target or some directional guidance. Instead, nothing. Total silence. That’s not an accident, it’s deliberate. When leadership stops communicating, it’s usually because the message would land badly. Something’s clearly being set up behind the scenes, and employees are the ones being left in the dark yet again.
Dell Technologies faces criticism for a stressful, micromanaged culture, frequent layoffs creating job insecurity, bureaucracy hindering innovation, and poor work-life balance due to high workloads and recent strict return-to-office mandates. While some see value for new grads, many reviewers cite toxic environments, slow growth, and management issues leading to anxiety and low morale, especially in roles like marketing or support.
Key Issues Raised by Employees:
Culture & Management:
Micromanagement: A top-down, cost-cutting approach leading to high pressure and anxiety.
Toxic Environment: Some teams, especially Marketing, are described as toxic and lacking focus on employee well-being.
Bureaucracy: Slow decision-making, complex funding, and stifled innovation due to hierarchy.
Leadership & Strategy: Perceived lack of clear direction and an "old-school" mindset.
Job Security & Growth:
Frequent Layoffs: Constant "Reduction in Force" (RIF) cycles create fear and uncertainty.
Limited Advancement: Middle management stripped, and growth opportunities feel scarce or slow.
Stagnant Technology: Some feel the company uses outdated tech and misses trends.
Work-Life Balance:
Intense Workloads: Massive workloads and pressure, making breaks difficult.
Return-to-Office Mandates: Recent strict 5-day-a-week office policies have frustrated employees.
Compensation & Recognition:
Low Pay vs. Competition: Some feel pay isn't competitive.
Lack of Rewards: Pressure doesn't always translate to raises or bonuses.
Positive Aspects Mentioned (Often for Entry-Level):
Good for new grads needing experience.
Valuable industry exposure and benefits.
Strong focus on collaboration in some areas.
In essence, many employees feel Dell prioritizes profit over people, leading to stress, low morale, and a sense of being disposable, despite offering potential benefits for those early in their careers.
From now on, any customer that walks into a store should be told to do everything on T-Life the way it’s supposed to be. Give them ZERO help on figuring anything they need out until they get the same frustration as us and just walk out. T-Life is for the customer, let the customer take care of itself the way they are supposed to. I’ll just sit there and root the customer on while I frustrate the sh-t out of them. About 80% of the customers don’t understand the app that’s why reps take their phones and do everything for them. People got hired to sell, not to be teachers! So if a customer takes 3 hours while I sit there and watch them struggle, then at least I’ll make the hourly pay until this all comes to an end or they stop this stupid replace humans sh-t!
The Turtle Response
• A Harvard Business School study found that face-to-face interaction drops by 70% in open layouts.
• This is due to the Turtle Response: when exposed visually from all angles, the amygdala triggers a low-level threat state.
• People retreat into digital shells—headphones, screens—to protect cognitive resources.
The strategy, who they chose to lay off, demotions...unless the goal is to ki-l morale and destroy the company. Then, things make perfect sense.
APLA has been for a long time the best example of how things should be done. More hands on, comparatively less BS, the priorities are the priorities and not what some lousy global leader asks for this week, do more with way less (sometimes 4 to 1 same function versus NA).
Happy to see leaders with APLA past going to other geographies.
Not to be all "poor white guy" about it, but it can be difficult at times to be the only wh---y in literally hundreds of Indians in my department. Do they hate me? Sometimes I wonder. Sometimes I feel like they don't understand me or care to understand me. It feels like I'm intruding in the company they created even though I have been here for 18 years. I love Indian culture, but I feel like we need a little diversity over here? Would love to see more Americans in all shapes colors and sizes!