#culture

Its been interesting to see the small and not-so-small ways that people have been tuning out since Charlie Scharf took the helm and the never-ending march of layoffs started. From small shifts in attitude and lowered enthusiasm, to slow walking projects, all the way up to people drawing hard boundaries on their time, and what their teams have the resources to deliver. I can't remember the last time I talked to someone who was enthusiastic about being here, or actively trying to make things better.

Has quitting without notice at Truist become the new normal? In my group, several people have recently left the same day they resigned—no two-week notice, no transition period. That used to be the standard, but it seems like a lot of folks here are walking out on the spot. Is anyone else seeing this happen?

Big wave coming after annual review, no matter what’s your rating or where you are

Yesterday in Poland, the company was giving away old branded swag, furniture with company colors, and even coat hangers. It made me wonder whether this is connected to an upcoming rebrand.

At the same time, it feels a bit strange - even wasteful - considering how weak the company’s situation currently is, especially when our VCP bonus won’t even be paid out in full.

Curious if others have heard anything or have thoughts on this.

At this point it’s been 1 week since rest of VSPs left. Company is complete disarray. Comments on CF social media posts show members frustration and lack of any response from CF. How has this mess not made it to at a minimum WBAL? CF leaders have sc--wed the employees and the downstream is a place members lack any confidence in. If bonuses go away, only offshore support will exist, and we all know they care about the income not the fix. Any word when reviews come out or what bonuses are looking like?

Was told it would open yesterday (which was questionable since it was a holiday), wasn’t there. Checked again today and still not there.

Just a terrible way this company is handling everything.

So there is no update on comp.

https://news.ycombinator.com/item?id=46680974

More and more evidence that the a-holes with spreadsheets are taking over at Apple and they’re completely devoid of any ideas on the software side. I heard someone randomly say that they should replace Tim Cook with Scott Forstall. I chuckled at the idea but this might be a great idea. Apple is having its Ballmer moment. Google did too before AI lit the fire under their feet. Who is going to be Apple’s next Nadella? Steve Jobs was the original.

Please, Apple. Won’t anyone think of the customer?

There comes a time when we must come to terms with being led by malicious, unethical, psychopaths. Protect yourself, they will eat you tomorrow if they believe they can gain anything.

and for the love of whatever higher power you do or don't believe in, whistle blow outside the organization not within it. They are smothering honest reports

Hope this helps.

“ We must accept finite disappointment, but never lose infinite hope.”

Martin Luther King, Jr.

Don’t let an email take away your never ending hope and promise for a greater tomorrow!

6 months into this new org and people still don’t know who is doing what. Continue pushing jobs to engine and watching it fall apart. Leadership silent on the disfunction of it all. I sure hope the current administration f*cake chevron hard on tax and penalties for all the outsourcing. Seeing employees leave for Exxon is wild. Use to be the other way around.

Success and failure come from the top down. Abby has to be free falling because the company is getting worse by the day. Just grow a pair and fix the management crisis.

It’s pathetic that anxiety leave is a regular reason for people to be out of work. Life really isn’t that serious and if someone is below grade 5, really why are they stuck with incompetent management that su-ks the soul out of them? This is the company culture at this point.

Michael Jackson- they don't really care about us

This sums up citi and all the posts regarding this.

Act accordingly, decline work without training, refuse to chime in for other people's role( you will be graded for their work while they skate away from work), clock in and out 8 hours, use your vacation and sick, take care of health, when it gets hard take mental health day and don't compensate by working hard rest of the week. Do not disclose your medical problems no one is your friend, NO ONE. Do not train anyone on your team for anything. This includes anyone in lower cost locations. For whatever reasons you have to stay at shitibank, play the game but sometimes know this isn't life and doesn't define you.

Shitibank has Eric trumps account since Oct 2025 and explains the Dec 2025 partial lift. You can count on consent order going away very soon. It's all a facade anyways. If you are in this role delay, stall and get out as fast as you can.

F shitibank!

They keep taking and taking and never giving anything back. We've lost so much in the past several years, from relative job security to benefits to normal culture and so much more. So is there anything left that's keeping you here outside of the cr-ppy job market?

How many have spent the weekend checking email for a meeting maker. Side tracking life while foreign interests and foreign nationals pervert data to show a better story then may be the truth. Leaders get to take the money and run. You should too. The rainbow washing, green washing, virtue signaling it was never about culture or employees it was about revenue generation.

one google search of forced distribution and differentiated performance gives you thousands of articles about why it doesn’t work and why it’s terrible for morale and collaboration. yet now we’re forcing people to be ranked and PIPed just to fill a quota. its nonsensical. why am i coming into the office four days a week to “collaborate” with my peers and help them outshine me? why would i bother trying to meet my goals when a percentage of my team has to be ranked low just because it’s required? if you want to let people go just let them go. why do they put us through these humiliation rituals?

DW in the first Your Growth Powers our Future” video: “I am very fortunate to have the career that I had with the company. I think early on, I was lucky in that senior managers took an interest in me and made sure and made sure that I got some of these experiences. “ (referring to a diverse set of roles across the org).
So admitting his career was built on luck and being deemed a hipo by senior management early on. If you’re lucky enough to be a chosen one early on, you’ve got it made. Perhaps you started with the right manager over you that was also a high flyer. Or you made a connection with someone by happenstance and they took a liking to you. Guess that’s life.

In the modern Banking and FinTech ecosystem, BNY Mellon’s CEO and Executive Committee have become unlikely pioneers — not in innovation, not in client service, but in the industrial‑scale refinement of psychological workforce reduction. They’ve perfected a system where employees don’t need to be laid off; they simply need to be worn down until they exit on their own, grateful to escape.
This is not a strategy.

This is an operating model. Nothing is wrong, according to leadership. Turn up the psychological pressure. The model is working fine... just as expected!

Quiet Cutting
The Executive Committee’s preferred method of “non‑firing.”
Quiet Cutting is the CEO’s masterstroke: a way to shrink headcount without ever admitting that’s what’s happening. Employees are reassigned to roles so stripped of meaning that even the job descriptions seem embarrassed. A technologist becomes a “transformation liaison.” A senior manager becomes “temporary process support.” A director becomes “aligned to future-state readiness,” which is corporate dialect for “we’re waiting for you to give up.”
The Executive Committee calls this “agility.”

Employees call it “career hospice.”

Constructive Dismissal
The slow, grinding erosion of stability disguised as leadership.
Constructive Dismissal is where the CEO’s cultural philosophy truly shines. It’s the systematic application of pressure, ambiguity, and contradictory expectations until the employee begins to question their own competence.
The tactics are subtle enough to be deniable but obvious enough to be felt:

• Goals that change faster than the CEO’s talking points
• Reorgs that happen so frequently HR can’t keep the SharePoint updated
• Performance reviews that read like they were written by someone who skimmed your résumé while boarding a flight

The Executive Committee insists this is “transformation.”

Employees experience it as professional destabilization.

Managing Out the Median
The statistical purge disguised as meritocracy.
Managing Out the Median is the Executive Committee’s favorite tool because it allows them to claim objectivity while engineering outcomes. The bell curve becomes a we-pon: someone must always be labeled “below expectations,” even if the entire team is performing well.
It’s not about performance.
It’s about creating a steady supply of people who can be pressured to leave voluntarily.
The CEO calls this “raising the bar.”

Employees call it “being pushed off the bar.”

Fear, Uncertainty, and Doubt
The unofficial leadership framework.
BNY’s Executive Committee has mastered the psychological trifecta:

• Fear — of layoffs, of reassignments, of being the next person “realigned”
• Uncertainty — about roles, priorities, reporting lines, and the future
• Doubt — about one’s competence, value, and job security

This is not accidental.

This is the culture.

Employees are encouraged to internalize instability as personal failure. If they feel anxious, it’s framed as a “growth opportunity.” If they feel unsafe, it’s “the discomfort of transformation.” If they burn out, it’s “a chance to reflect on career alignment.”

The CEO calls this “leadership.”

Employees call it psychological attrition.

The Executive Committee’s True Innovation
Cost reduction through emotional depletion.
The brilliance of the model is its efficiency. No severance. No headlines. No accountability. Just a slow, steady drip of pressure until employees walk out on their own.

Across forums and social platforms, workers describe the same pattern:

• Confusion as a management tool
• Silence as a communication strategy
• Instability as a cost‑savings mechanism

The Executive Committee doesn’t need to fire anyone.

They simply need to make staying feel worse than leaving.

Closing Note
BNY’s CEO and Executive Committee have not reinvented leadership.
They’ve reinvented avoidance — of responsibility, of transparency, and of the basic duty to steward a workforce with integrity.

And the balance sheet?
It applauds.

Over the past two to three years, there has been a noticeable and troubling shift in Dell’s people culture. What once stood out as the company’s strongest asset—the fabric of trust, inclusion, and employee-centric values—appears to have steadily deteriorated.

This change feels less incidental and more deliberate. Decisions increasingly seem driven by cost-cutting and downsizing, with little regard for preserving the culture that once defined the organization. Instead of investing in engagement and retention, there appears to be an unspoken acceptance—if not encouragement—of voluntary attrition as a means to reduce headcount and save money.

It’s disheartening to witness the gradual unraveling of a culture that many employees valued deeply. What was once a source of pride has now become a cause for concern—and that is truly a shame.

Everything has gotten more dysfunctional and dystopian, meanwhile we are constantly gaslighted about culture and empathy.

Laser focused on customers vs laser focused on spreadsheet metrics:

Sorry Mr. Customer, I have to take a break on your install you've been waiting months for, to complete out my install dispatch, and open another install dispatch so my managers numbers look good.

Why can't we just do the install on a real-time dispatch you ask? That is a great question, Mr. Customer. It's because we will be scrutinized and questioned as to why it took more time than what the useless, non-experienced bean counters say this job should take. Yes, I know thats ridiculous. Everyone knows its ridiculous, but no one can SAY its ridiculous.

This company can't lay off these levels of waste fast enough.

Purge it.

Ironically the ex head of data for conduct and compliance seems to have been suddenly axed due to conduct issues. This is the toxic org culture that is brewing in sc.

Mo is no mo at sc.

Having enjoyed a stellar run up the ranks from analyst to cdo of the bank in under a decade (primarily due to talking his way through rather than true delivery/merit), seems like he ran himself past his boots here.

Intel of old is gone, that much is clear
Culture - buried
Employee morale - decimated
GPTW - nothing but a fond memory

What comes next will be very telling. Yes, we are hitting product releases on time with good reviews - most of which were well in process before LBT took over. But what comes next?

I suspect in 3-5 years, you will see Intel will not be a destination job - it will be a 3rd option job. A place you go until you find something better. Intel on you resume will be worthless - just another gig.

On the engineering side, the environment will erode to where 60-80 hr workweeks are expected with no benefit - no bonuses, no parties, no break to enjoy the accomplishments. This will be come the new norm. On the MFG side, it will become a sweat shop. Lowest bidder doing the work - gotta keep those costs in line.

It will turn into a place where folks gain experience then vacate as soon as possible. Turnover will be horrendous and within a generation, the company will only exist to build things for others. No innovation / development.

It is a sad thing to watch.
/Rant

I’m on board with that, bring in the new blood with innovation and forward thinking. Bring in the visionaries. This includes Jane. She’s old guard, right? The Citi vision needs to be more than ‘wait and see what the other banks are doing, then play catch up’.

Let’s bring in some new blood. How is this a bad thing?

Pretty bad when a company doesn’t trust its own employees, managers, senior directors that everything is monitored—-in excel lol

Yes, excel spreadsheets! lol sometimes even MS Forms.

Let’s suffocate the employees and ridicule their every move then wonder why the business is failing. People who micro manager have no business as managers, more so, no business as a director, senior director, especially the VP positions. All this goes to deaf ears. Let’s make another “anonymous” employee survey.

I swear this place gets worse every day. It does not matter who you talk to, audit, risk, commercial, wealth or the random person in the kitchen the complaints and misery never end. The reasons are all over the place and true from everything I have seen and experienced. I hope they start fixing the culture. They won’t. They are not hiring when people leave. Makes you wonder if they want to be sold.

There's way too many racist twelve year old trolls on this Gainwell page.

Just started with State Farm and think I made the worst mistake of my life. We went up to the floor and did some side by side observations with the claim reps and holy sh-t this place is a zoo. The guy I was sitting by smelled like weed and looks like he had not showered in a week. The look on everyone's face was one of desperation and misery. Even my training class is a complete cast of burnouts, rejects, imbeciles and people I would move to the other side of the street to avoid. I guess everyone is also getting their ratings this years and sounds like a total sh-t show. This is not what I was told in the interview, typical companies, all smoke and mirrors. Joke!

I’ve seen some posts on Linkedin where laid off employees are saying forever Magenta. When a company lays you off, they’re telling you that you aren’t important enough to keep. That you don’t have the skills to make a true difference. You look like a simp when you worship a company who doesn’t value your skillset. It makes you look desperate but it also makes you look like the job was too good for you. The world would be such a better place without Linkedin honestly. The non stop humblebrags accompanied with the fake lay off appreciation post is enough to make me want to delete the app completely.

I got to say Uniti and Windstream has been great to me. I love this company. The people, the employees. All of it. Customers love me when I show up and tell them they don’t need to switch to Fiber and can stay on copper. They give me a hug. I love you all.

We were told we were a family. That this culture was different. It’s only a matter of time before you are deemed not efficient enough and they show you the door.

I had coworkers that have recently been on baby bonding leave, others that are in their early 60s and too young to take Social Security. Not efficient.

I’m so sick of it. Anyone with a VP title and making these decisions just cares about the stock price and their payout and making sure that they have enough. Last year alone our CEO sold over $40 million in stock, that’s on top of his salary. Oh and how many millions did the Ballroom donation cost T-Mobile? I guess they’re making up the difference now.

The only thing I think we can do is join together and unionize through CWA just like ATT and Verizon have done. We need better protections, more transparency, and a seat at the table when we can get it. I don’t know how we do this but I know I’m tired of being thankful that it wasn’t me that was let go this time around.

The training program is a total mess. The new people end up confused and unable to do the basics, which means the experienced staff has to cover for them. It just feels like a huge waste of everyone's time and makes the initial problem worse. What's even the point of it?

Parking targets in Corktown isn’t a great idea:

Ford Motor Co.'s Lincoln luxury brand next month will make Michigan Central in Detroit the home of its marketing, sales and services teams and share the ninth floor with the automaker's Model e electric vehicle team.

The move comes as the Dearborn automaker transitions to its new global corporate headquarters known as "The Hub" just a few miles from the Glass House, its home since 1956 that will be demolished. Ford in 2024 reopened the former train depot, which had been a symbol of Detroit's hard times, with office, retail and event space after the Blue Oval acquired it in 2018 to attract young tech talent. The building's restoration has made it a hot venue for large-scale events, elegant weddings and now a luxury vehicle brand.

“It's a great opportunity for the brand to be in this beautiful place," Lincoln spokesperson Anika Salceda-Wycoco said.

Automotive News first reported the move. Although Ford's new 2.1-million-square-foot headquarters in Dearborn is larger than its previous home, Lincoln President Joaquin Nuño-Whelan told the outlet that moving to Detroit creates an opportunity for the brand to differentiate itself from the mass-market Ford brand, while still being close to the strengths its sibling brand offers.

Salceda-Wycoco didn't provide a total number of employees expected to be assigned to the building called a "thriving symbol of innovation and culture" in a statement, noting desin and product development teams will still remain on the Dearborn campus. Nuño-Whelan told Automotive News it would be about 55 people moving into the station.

The Dearborn automaker by the end of 2028 expects 2,500 Ford employees and another 2,500 workers will be on the campus that includes the Newlab startup hub in the adjacent former book depository. The automaker occupies the eighth, ninth and 10th floors of the 18-story office tower. In addition to Model e, it houses its integrated services software team and philanthropy arm.

The station reopened in June 2024 with an outdoor concert and public tours after a $950 million investment into the campus anchored by the depot whose last train left in 1988. Yellow Light Coffee and a retail store have opened inside the ground floor of the building, and a high-end NoMad hotel will take over the top five floors in 2027. More tenants are expected in the coming years.

https://www.boredpanda.com/billionaire-changes-name-of-boat-after-realizing-what-it-spells-backwards/

They form a new skunkworks that’s secret and isolated from Ford.
They hire alumni from Apple and Tesla.
This is going to be the bright future of Ford.

I mean what does this say about Ford employees? Keep up the good work, and meanwhile we are hiring some smart people to build the next generation tech.

https://variety.com/2026/film/global/david-ellison-european-lobbying-trek-warner-bros-bid-1236632905/

Not many visitors any more, does anyone know why?

Anybody else find it ironic that there are no Indians on the Board of Directors of a company that has over half of the Engineering workforce being Indian?

https://www.cummins.com/company/leadership

It sounds like A LOT of IM & NI are being given out this year and from what I'm hearing, not for any real reason. But how is this going to look to the regulators, when the majority of team members have sh---y ratings? Maybe it's not an issue? I'm genuinely curious. If I was a regulator looking at risk or compliance and half the team has sh---y ratings, you'd think that make the "firm" look bad? Maybe not, just curious.

Your manager is waiting for green card. Your manager wants job security. Your manager micro manages you.