#culture

We will always remember & never forget.

BofA is going to be left in the dust with AI big time. Their technology team is locking workers out of AI tools so that only tech can create them. Why you say? 80% for their own job security, 10% control and 10% tools are new to them. It is a sad day when their own job security will cause a company this size to lose the AI battle. We were already behind and tech’s selfishness will ki-l them.

BofA Leadership - wake up to this fact before it is too late!!!!!!!!!!!

Jim

Throwing stuff against the wall & expecting it to stick. The company hires contractors for things nobody wants to do and nobody can do. Where is the logic there? They treat people like C***p too. No respect. TRAIN your own people & GET RID of the idle Middle Managers that know nothing & hire the consultants.

The company is packing too much negativity into too small a time frame, continuous impacts of layoffs and PIPs coupled with failing projects, executive hubris and nitpicking cuts. The untouchable exec class are failing and it's the peasants that take the hit over and over again. XOM is heading towards a cliff edge.

Are we taking it and blasting them to drown out the bootlickers or are we going for low participation?
I feel like repeating the same message as last year and letting him know nothing has changed despite all his efforts might be the best case? What do you think?

Not a single caring word from management. Feeling nothing for laying off employees with babies. May their children be laid off when they have babies. May no one extend kindness to them when they are in trouble. Fair enough!

Clown show.

For working heads up even with all the uncertainty about future
All this with the unworthy and incompetent leaders

has anyone seen any recent formal communication regarding enforcing the 4-day in office requirements at HQ for everyone? Can some teams still do the 2-day a week on average for the quarter and still be in compliance? With all of the re-orgs anticipated I'm wondering how this could affect people moving from a more flexible env to a rigid one or vice versa.

Remember not to participate. Immediately send the email to the recycle bin where it belongs. They clearly have showed that they don't care, so, why even participate? If the responses are low maybe they will do something. The responses have been negative and they clearly don't care.

Does he still work at PayPal? What are his hours? Will he grace us again with his words of wisdom? Interviewed like he’s on a talk show?

Seriously this guy is the worst leader. He’s leaving the management up to everyone else, and everyone has the same questions. You would think that after a layoff he would get up in front of the company and talk about the next steps. Get everyone excited again.

WHERE ARE YOU ENRIQUE?!? You asked for this de-layering but nothing has changed for you.

Looking back. Looking forward

"May this serve as a reminder of our identity as one V Team and our steadfast, enduring commitment to the communities we serve"

"When lower Manhattan was silenced by the attacks on 9/11, 14,000 V Teamers ran to the rubble..."

"Take pride in our history. The legacy of that day lives on as an enduring reminder of our unwavering commitment - we run to a crisis"

I always feel funny when anyone mentions 9/11 in the context of "We are great because of how we responded".

NEWSFLASH

Everyone that could respond, responded.

People that couldn't respond still did what they could from wherever they were across the globe.

In that moment we were not special.
In that moment we were not unique.
In that moment we were not individuals.
In that moment we were not Verizon, T-Moblie, WalMart or any other company name.

In that moment we were Human Teamers taking care of each other as best we could.

I am pretty sure those 14,000 would have run to the rubble regardless of who signed their paycheck.

Maybe it just hits different for me because I, like so many others, can almost remember that entire day by the minute and I don't recall every thinking about who I worked for.

Unspeakable

It’s so weird. We are still trying to work with whatever we have but there is no direction or communication from leadership.

She says it's because I don't give her enough attention but she doesn't understand core Cisco principles, and that contributing to increased collaboration in the office & increasing shareholder value is my life's purpose.

I asked Circuit if it can help me but produced no helpful results.

I have too much responsibility in the company, I cannot afford to start any later than 8am and finish any later than 6:30pm, that and being on call every weekend, which I cannot miss out on as the company depends on me.

What is the solution to this P1 incident?

Looking over all the bad decisions that VZ has made regarding the direction of the company since Dan has taken over with the direction of using AI has only really proven that, he should have replaced himself and most of the leadership with AI. The decisions that have been made have been horrible that even a 10 year old could have seen the outcome, from shipping many of the Engineering and Network Engineering positions to India to laying off and closing sales, Just stupid. So, I ran the last years events through Chat GPT as a model and asked for the a 12 recommendation of business direction. Funny, or not funny, top recommendation, eliminate Dan and most of the top team, and replaced with AI! LOL. He-l, definitely can't do worse and would save millions as well as save thousands of jobs and customers. However, like through the the years as I have pointed out known questionable and later proven fraudulent activities within the company and been told every time to "Stay in my lane". This time when it could save billions, and not just millions, and thousands of jobs, I have been told to stay in my lane. To bad Dan won't stand up and be a man and follow his own advice, and follow AI, and step down!

Under the “able” leadership of Ben and YL, Shell appears to be setting in the West like the sun. Before Shell finally sets, it is worth taking a hard look at what Shell Bangalore has actually contributed to the company.

Beyond facilitating cross-postings for Indian employees, enabling some to eventually become naturalized Western citizens, and creating opportunities for a number of 35- to 40-year-old Indians to move into JG2 and JG1 positions, what tangible value has Bangalore delivered to Shell’s bottom line?

Supporting projects during the Assess and Select phases is hardly a unique or differentiating contribution. Other P&T hubs, at least, are tied to country-specific assets and operations. Bangalore has no comparable asset base.

There is also a legitimate question about the impact Bangalore has had on international talent mobility. Since its establishment, Western engineers appear to have had far fewer opportunities for cross-postings to Southeast Asia and the Middle East, while Bangalore has increasingly dominated these assignments.

If the primary beneficiaries of this model have been employees in India rather than Shell as a whole, then the fundamental question is straightforward: has the establishment and expansion of Bangalore actually created value for Shell, or has it primarily redistributed opportunities within the organization?

After two decades, Shell should be able to answer that question with hard numbers—not anecdotes, headcount, or internal career progression, but measurable impact on the company’s bottom line.

The UP dispatchers submitted enough A- cards for a vote but the cards were not formatted correctly so no vote

Way to go ATDA

https://youtu.be/5ArrYBP8YMk?is=sEriiLMWXGQv9cR3

With morale being at an all time low, how’s everyone feeling about Target Together? Will everyone be able to fake it on our red shirts at Target Center and applaud the executives for 3 hours? Will be tough not to laugh while they pat themselves on the back for another amazing year

Manager ask you for something by end of day? Get it done by end of HOUR.

Manager needs it by end of hour? It's already in his inbox, unread, marked urgent, sent from your phone while you were being wheeled into a routine outpatient procedure!

There are 24 hours in a day. Sleep is a SUBSCRIPTION and I've cancelled mine. You people act like you never pulled an all-nighter in college and took a final on three Red Bulls and a stranger's Adderall. That was PRACTICE. This is the exam!!!

Cisco routers run 24/7 with 99.999% uptime. Are you telling me a METAL BOX has better work ethic than us? Heck no!

Cisco hired you for a reason. WHO'S GONNA CARRY THE ROUTERS?! AND THE LOGS?

CISCO ON THREE!

One.

Two.

Get back to work.

Just making up new titles again!

So now they hired a "Culture Activation" Leader to join HR after destroying the very culture that got CDW to where it was before current C-level took over and ruined 30 years of growth.

They're trying to "activate" culture lol
Goodluck with the buyin as everyone's pay is cut but workloads increased all due to self-inflicted wounds.

We'd be better off if we used Ai to replace our CEO and the rest of C level. Ai can't do worse than the incompetence we're seeing.

Once upon a time, WFB was a great company to work for. I worked through many bank mergers and changes. Most all team members worked hard but were recognized and rewarded fairly. In late 2019, things started changing. Layoffs, change in benefits, Severance times were reduced, etc...then the pandemic happened. My biggest regret is not seeing the writing on the wall. I regret working 12+ hours/day for days on end to meet quarterly deadlines. I regret not speaking up to advocate for others and myself. I regret not job searching early on, thinking I'd be able to reach full retirement age. at WF I regret not moving my 401K to another institution as soon as age permitted. I regret not contributing more to Roth vs. conventional 401k (biggest regret!). I regret not furthering my education to pursue other opportunities.

What I don't regret are all the amazing people I worked with over the years and still keep in touch with to this day. I sure miss the company WF used to be. The Holiday parties, office lunches, employee-family picnics, bowling and softball nights...it once was a lot of fun and an enjoyable place to work. I looked forward to going into work. Unfortunately, today's generation will never know what that kind workplace culture.

After 30+ years, I was displaced before I could reach FRA. It's been over a year since displacement and after hundreds of job applications, not one interview. Yes, I've worked with job coaches, AI, etc...but unfortunately young senior's are not wanted except for Wallmart greeter type jobs.

I loved my job and the people I worked with, received great reviews, tolerated little if no raises, but would have been grateful to say I was able to fully retire from there. I don't miss the RTO mandates, feeling like big brother was constantly watching, the micro-managing managers the last few years, constant manager turnover, and just the overall toxicity in the office. This is my last post, then I'm off this site. Not looking for any mean or sarcastic comments. I just wanted to vent and get my thoughts out so I can move on and not look back. Good Luck to all of you who are still working, especially the long-timers if there are still any 30+ TM's out there.

An actor with the initials MW famous quote:
"My theory on Feds/replace with employees/ is that they're like mushrooms-Feed'm sh_t and keep'm in the dark!"
Sounds like LT's new company plan.

We are spending money on this?
Today, our group of 10 Truist leaders begins our Yosemite Leadership Expedition—three days of challenge, connection, and leading with wellbeing.
This year also marks a special milestone: our first female executives joining the annual leader expedition!

Our journey takes us toward Clouds Rest and then Half Dome, where we plan to summit on the morning of September 11. On the 25th anniversary of 9/11, we will carry the American flag, Truist banner, and Truist torch in remembrance of those we lost and in honor of the courage and sacrifice we will never forget.

Of course Hagerman is front and center of this nonsense. What could this bank possibly hope to accomplish with this stunt? A Truist torch taken across the country and even the mountains of Italy. Make it make sense!

What’s the maximum number of years a manager can stay in their role? I remember my first manager telling me it’s usually around three years, since company doesn't want the same person ranking the same batch of employees over and over for too long.

Four people are here, working from their company laptops, with one person in a meeting. Why us? Why does our CEO have to be such a pr--k?

Why I hate BNY every day during work.

You see how the scandals are not unique. Wrongdoing is not punished. Bad actors are protected and encouraged. They lie about everything, even about their employees at review time. Lies Lies Lies. You will need a strong support system to deal with all the backstabbing & wrongdoing. Once you are here, you need to devote a lot of energy towards defending yourself & just dealing with it, vs looking for a new job outside the company. The best solution is never to come here in the first place.

I’m sorry, but this message is a pretty tone-deaf way to communicate with employees, especially right now.

“Pre-order week is for our customers first.” Got it, Jon. Apparently employees, many of whom are also customers and shareholders, can wait our turn.

After another round of layoffs and with employees being asked to do more with less, telling the people who actually work here that we’re simply not the priority is… certainly a choice.

We can talk all day about putting customers first, but employees aren’t some separate category from the business. We ARE customers. We ARE shareholders. And we’re the people responsible for delivering the experience you’re telling customers to buy.

The continued framing of employees as a number or a resource rather than people who have invested years of their lives into this company is exactly why messaging like this lands so poorly.

There was a much better way to say “customers get first access” without essentially reminding employees where ELT believes we rank.

Tone matters. Especially right now.

Here's the thing about a company that just fired its CTO and didn't line up nobody to take the seat. Ain't nobody in that boardroom saying it out loud, but what they just did is tell every business unit in the building it's open season. And people don't wait around to be told twice when there's power sitting on the table unattended.

First thing goes is the process. Won't be loud about it neither — nobody's gonna stand up and say "let's stop vetting our technology properly." What happens is smaller. A review gets skipped 'cause there's no one senior enough left to insist on it. Then another. Six months on, don't nobody remember there used to be a process at all, just some folks vaguely recall filling out a form once.

Then the business units start making technology decisions same way a man starts driving a truck he's never driven before — confident right up until the ditch. They ain't wrong to want progress. They're just the wrong people making the call, and everybody in the room knows it, and everybody in the room decides that's a tomorrow problem.

Costs go up. Nobody owns admitting that, 'cause the money's coming out of two pockets now instead of one, and when it's two pockets, it's nobody's fault special. That's not an accident. That's what happens when accountability gets split — same as blame does. Everybody's a little bit responsible, which means don't nobody's really responsible at all.

Give it a year, they bring somebody in from outside to fix it. Stranger walks in, looks around, tells 'em exactly what they already knew walking in the door — you people tore down the fence and now the cattle's in the road. Only difference is they're paying consultant rates to hear it said back to 'em slow.

And the folks who used to complain about the old CTO? They're the ones left standing in a hallway with a job title that don't mean nothing no more, waiting on somebody to tell 'em what they're supposed to be doing today. Nobody comes. That's usually how it goes.

The executive’s logic around base pay creates a classic corporate "death spiral." While linking pay increases exclusively to revenue growth sounds like sound fiscal discipline on paper, it relies on a fundamental misunderstanding of labor economics, operational risk, and human capital dynamics. More flawed thinking. Punishing employees for Leadership failures is what they are doing. The new guy is d-mber than a box of rocks. This town hall was another demotivating waste of time.

Through your hires, starting with that complete disgrace, Venkat, you have fundamentally changed the culture of TU. It has become a spiteful, vindictive and hostile place. Mission accomplished.

Has the stock performance followed?

Spare us the con game!

I have no idea how to spell that subject line and was too lazy to look it up.

Enrique spoke yesterday and he basically trashed the business model Alex put into place and said PayPal focused too much on merchants at the cost of consumers.

When Alex came in he trashed the model Dan had in place and said we focused too much on large enterprise at the cost of small businesses. So he hired Gill and lifted that whole pillar. We know what happened to that when Enrique joined.

It’s absolutely clear to me that Enrique is throwing the last spaghetti on the wall and praying it sticks. So now, sc--w you branded checkout and merchants. We are a consumer first company. Good luck! Wall Street responds as Wall Street responds.

https://www.investing.com/news/transcripts/paypal-at-goldman-sachs-communacopia--technology-conference-reset-deepens-93CH-4894720

Why? When's the last time you can truly say we got something useful from a town hall? I can't even remember.

How interesting. People in LinkedIn who don’t even know what the energy cube is are using it now as a meme for people leaving their jobs.

https://lnkd.in/p/gnaw3VNj

I knew to expect some chaos after half the company was let go, but apparently the solution was simply to hand everyone else three or four additional jobs and call it “opportunity.”

Everything is now urgent. Entire roles are being absorbed by people who are already overloaded, priorities change by the hour, and somehow the expectation is that we’ll just keep smiling and “do more with less.”

Leadership also seems to have forgotten that they can actually help with some of the work. Not every responsibility needs to be delegated down just because there’s someone below you to give it to.

I recently asked one of the "leaders" if they knew what a particular responsibility actually involved specifically, the steps required and how long the investigation can take. The response?

“No, but it can be done.”

Okay. 😂

So I gave them control of my screen and asked them to show me how it’s done.

You guys already know the rest.

Suddenly, they needed to jump on another call.

And that pretty much sums up the current environment. It’s very easy to say something “can be done” when you aren’t the one actually doing it, investigating it, documenting it, following up on it, and answering for it when something goes wrong.

And then there was yesterday’s town hall. We got to hear about favorite vacation spots.
Maybe next time, let’s talk about the employees whose entire summers were ruined because of decisions made above them. The people who were supposed to be enjoying their lives , spending time with their kids away from this place but instead spent their summer worrying about their jobs, their finances, and what was coming next. Some people didn’t exactly get a vacation this year.They got a one way trip to therapy.

But hey, at least we got to hear about everyone’s favorite vacation destination and how s-xi things were. 🙃

As for me, I’ll continue looking for my next opportunity while doing what I reasonably can with the workload I already have. I’m no longer interested in sacrificing my sanity to compensate for staffing decisions I didn’t make.

After yesterday’s town hall? Let’s just say the message was loud enough without actually being said: start preparing. If they can eliminate this many roles once, there’s no reason to believe anyone is permanently safe.
But hey… do more with less.
Until there’s nobody left and AI will do it all.

Dear Cisconians, this is the first time in my long career that I have left the company without having secured another job. The moral decline is inevitable. I was part of it; I started doing the absolute minimum and found that I could still deliver the same or better results than 90% of my colleagues. One day a manager will blabber about "Cisco Values," only to completely disregard them the next day. Good people are leaving, while the mediocre ones stay and play politics and produce AI slop. With every fu--ing layoff, more and more people start to pretending activities, commenting on tickets, pushing spreadsheets, and organizing meetings... Only a minimum number of people are getting promoted; it is a complete career disaster, and the longer you stay, the more your salary is behind the actual labor market. Good luck to you!

Cummins keeps pushing this whole diversity-and-mental-health thing, the "let's all sit around the hot tub, hold hands and make sure everyone's feeling good" vibe.

But is that actually true? Is the culture really as "inclusive" as they claim? Every manager ending every meeting with the company's favorite buzzword—"Cummins values"—sure makes it sound that way.

The reality is a different story. As a white, Christian, straight guy, I get the short end of the stick constantly. Go ahead and apply for internal openings all you want—nobody's listening. They'll pass you over for someone with way less experience, sometimes none at all.

In any technical discussion, no matter how much evidence I bring to the table, management sides with the women in the room every time. My director actually told me, "You're right 99% of the time, but you're going to hurt her feelings and she'll get emotional." So the company shelled out $500k to a law firm just to confirm what I'd already proven for free.

Working here is flat-out he-l for me. The problem is I can't afford to walk away, and job-hunting in this economy is brutal.

As a God-fearing Christian, I used to dread the day I'd have to face my Maker. But four years at this company taught me something—and it's honestly the one good thing I've gotten out of it: I'm not scared of that day anymore. Turns out he-l on earth is real, and Judgment Day will feel like a relief by comparison. Funny enough, I heard Elon Musk say almost the same thing recently. Didn't realize he worked at Cummins too.