#culture

Honestly, who are these supposed ‘professionals’ working on the SAP projects? It’s the same bunch who managed to turn all ERP projects into a complete shambles, isn’t it? Quite remarkable, really — not a shred of backbone among them. As for qualifications, well… one does wonder how they managed to collect so few over so many years. Integrity? Even rarer.

Yet there they are, parading around as if they understand IT or business processes, despite having no meaningful experience to their names. They’ve simply perfected the art of playing the game, slipping through unnoticed while contributing absolutely nothing.

One can’t help but marvel at how they wake up each day, look in the mirror, and persist with the charade. Surely we don't need a team of 20 locally to forward emails and presentations from consultants?

Oompa Loompa doompadee doo
I've got another puzzle for you
Oompa Loompa doompadee dee
If you are wise you will listen to me
What do you get if your manager lies on EOYs like a rat?
Pampered and spoiled like a Siamese cat?
Blaming the employees is a lie and a shame
You know exactly who's to blame:
The Chairman Robby and the HR Shannie!
Oompa Loompa doompadee dah
If you're not greedy & spoiled then you will go far
You will live in happiness too…
Get out of BNY Like the ….
Oompa Loompa doompitty do

What's your #1 pick... My pick: "We are a family"

https://survey.quantumworkplace.com/bpsurvey/language/oc_UTQB45201/

Survey is open. But be honest.

What is going on at this company that close to 100 people can sit on a call like this morning and think we have the right people in charge??? It’s almost like they didn’t have months to prepare.

Hope actual leadership watch the recordings (or attempt at recordings and wrong screen share). Cut the experiment and let’s get back to work.

https://www.trendforce.com/news/2025/11/26/news-beyond-ex-vp-lo-intel-is-reportedly-poaching-tsmc-arizona-engineers-with-20-30-higher-salaries/?utm_source=chatgpt.com

What’s up guys, PSTG is going to he-l?

This was the message given by them repeatedly during session calls with mgmt and they are “frustrated” mgmt keeps saying this. Excuse me but you’re either nieve, lying or freaking clueless cause it’s absolutely freakin true

Why does everyone at Lexmark and now the legacy- Xerox SLT think that everything that Lexmark do is fantastic. They lost $600 million last year so I do not understand???

My entire team was cut after more than a decade with the company, and the way it was handled was brutal. I watched teammates vanish from slack one by one before anyone bothered to contact me. The call did not come until late in the afternoon, after hours of waiting and wondering. I envy those teams that got the news all at once, I wish that was us. The whole experience was a rough reminder of how little control we have during these decisions.

So called pulse survey has innumerable flaws, too many well known to innumerate here.

The real pulse comes through from sentiments expressed in boards like this because many enterprises like VZ do not genuinely promote a culture of transparency and accountability.

Those jokers just loved to deliver the matter of factly snarky message of “this is what’s best for Citi, we have to let you go” with such a smug look on their face. It’s time to replace those guys with AI. If there’s any test bed low hanging fruit group of people to run off, it’d be them. Trim the limbs off of that tree.

What use are they anyway. They don’t do anything but pass out busted links and direct you to a FAQ page that does not answer your questions. Let those guys go.

Tech should make work faster, simpler, and more effective. Even at a company like Nike, where the heart is brand, product, and sport - a strong tech foundation is essential to competing in today’s marketplace.

What’s tough is when leadership decisions prioritize image over capability. We’ve all seen what happens when someone is chosen for pedigree or presence rather than the depth required for the role. As a woman in tech, it’s painful to watch because it reinforces stereotypes and biases that so many of us are working to dismantle.

A strong tech organization needs leaders who actually understand the work, care about the teams, and can build the systems the business depends on. That’s how real change happens.

A manager told me they’re FORCED to assign lower ratings because there’s a quota for how many people must fall on the bottom end. The problem is, on teams like ours with only two or three people carrying all the workload, that means one of us gets marked down no matter what. I’m fine with ratings reflecting actual performance, but forcing a bell curve at the manager level feels continuation of Franks playbook . It should balance itself naturally, not force it. Makes me wonder what kind of game they’re running here and whether this came from HR or from Mike.

Any of the managers here able to confirm if that’s actually true?

Is this good?

Something I’ve found deeply unprofessional is leaders openly discussing possible layoffs and the decline of Target culture with a hint of glee. As if they perhaps enjoyed spreading bad news to encourage lower level employees to flee the sinking ship as they could hop onto the nearest lifeboat. My leaders have openly discussed Target’s problems while maintaining their careers for over a decade. One has to wonder if it’s become a strategy to keep their precious little corporate roles.

All to say: if you are worried, stay the course. Don’t leave without your paycheck and a cushion to plan your next step. Target is not the end all be all of anything. Having watched a man get the saddest multiple decade anniversary acknowledgement “party” followed by a layoff the next week… you won’t be missing out on much if you’re fighting over the last life preserver.

The all hands on Monday were being nothing burgers. They did not say anything new. They sent an email with the changes then schedule an all hands over a week later to say the same thing? This is why VZ fails. Redundant and inefficient. Bet Friday’s call will be the same. It’s evident that things will not change. Dan the hatchet man is that, the hatchet man and will sadly pass it off to Scampath who will continue to tank the company. Leave while you can. VZ will not survive this 13k RIF. Culture, morale is dead there’s no coming back from losing trust in your people.

Interesting - folks posting within minutes after CW and MD announcements. Nothing else to do? Like do your work?

If you’ve been crushed by the toxicity of this company - know you aren’t alone. This is a culturally unhealthy organization ruled by politics and very bad decisions at the top to middle of house. The management here is a total joke, ruled by their own self interests. Share your own stories of how messed up your time at this company has been below. 👏🏽

The company as a whole may be doing OK, but North America has been in a down hill spiral since the appointment of the current CEO. Changes need to be made, some may be unpopular ,but the reputation is terrible, of what was once a respected company.

I hate the people here. Fu--ing rude and obnoxious.

So glad I refinanced and moved my accounts. Treat me like caca as an employee and you dont deserve me as a customer.

I feel like the leadership in this company is so confused about how to run a good healthcare company and it starts from the top. Sarah London is not a good leader and she needs to go.

At this point CV is polished, will bide my time. Still putting in work but only until something that looks better comes up. Thankful to be on the ship but this place has given and taken so much, the new lack of leadership is literally ki-ling me. Management pushes down to empty suits, No direction given. When you push you get more problems and politics. When performance suffers they blame the little people and give out sh---y pay and reviews. Can’t change anything at my level. Only way to survive mentally is to stop caring.

Replace your boss with AI
I am not trolling- this is useful:

https://ReplaceYourBoss.ai

So ridiculous, toxic environment, years of dei hires with no experience, culture is like working at a buss terminal. HR & Labor Relations work together to sc--w you and make this job uncomfortable. Im still here for now but good luck to those laid off. Besides the paycheck what did you really accomplish.

I am typically not a fans of unions, but I think it’s pretty hilarious if the North Slope field staff unionizes in response to the continued incompetence and favoritism displayed by company leadership.

My store is turning into a Russell Cellular. Any thoughts on them? So far, Im not impressed with their communication and the commission seems very low compared to what I am making now.

Dead yet? Wondering how long the leadership can rest and vest doing nothing but errands for Uncle Hock. Lord knows nothing engineering related could have happened after I left the funhouse of mirrors that is bcom.

It’s funny how management was always telling us to sell sell sell, follow the prices even if I had to sell to 90 year old lady who is being transferred to assisted living facility who needs a landline just so she can talk to her son every Sunday but I have to ask her does she stream and she don’t know what that is. All of a sudden we customer focused it’s now be nice to the customer do what’s right for the customer, whatever, we have always said that but this regime was always about money money money and now look Dan laying people off left and right. We did this to our selves! Yes everyone is in the business to make money but let’s use common sense. Customer dies , but you want us to ask the daughter or son do they want to take over the internet. Yeah change this sh-t Dan!!

I read that when Schwab wants you to quit they start write ups and the compliance team starts questioning your every move even if you are doing nothing wrong.

Eventually Schwab sits you down and asks you to resign or else they mark your licenses.

This feels like blackmail, how should one navigate through this situation and how should one answer probing questions from compliance and management?

PepsiCo called they want their toxic CIO back lol as pep employees are having a field day with all their toxic bosses.

What is it with DXC staff and email. I'm Cc'd on endless message chains. It's literally a full time job just trying to keep on top of reading it all. Can we not just have some propper systems. Unless directly asking me - I do not need to know. The point is when I do need to know - I'm not included!!! I give up on this place...

so flaming...

mindi cox of o.c. tanner says skipping them sends the wrong cultural message

simple, sincere gestures—letters, small parties, practical gifts—go a long way

most employees plan to attend celebrations this year, showing a desire for positivity

compensation talks should stay separate from holiday appreciation

https://fortune.com/2025/11/24/should-companies-throw-holiday-parties-after-layoffs-employee-gifts-economic-uncertanity-morale/

I joined this company when it was still considered a start-up and was part of its incredible growth during Covid, as well as the major decline it is now facing. Here are some things I noticed.

Management is not in tune with the market.

I hate to say this, but numbers were falsified during the CG buyout, which caused a hard fallout between the former management and CarGurus.

Many of the leaders who are still there are in over their heads.

CarGurus hit the panic button and laid off too many people at once, which led to a decline in dealers on the platform.

During Covid, CarOffer sc--wed over a lot of clients, which resulted in our reps getting kicked out of 20-group meetings and Auction Access taking rights away from CarOffer.

I think of that Harvard Business Review article from like a dozen years back - "Stop Trying to Delight Customers." It was seminal and is still memorable all these years later. The crux of the article is that "delight" is temporary, unsustainable, doesn't guarantee loyalty, and is less effective than focusing on reducing overall customer effort. Delighting customers with surprise and exceeding expectations is often fleeting, as novelty wears off, but a consistently positive but effort-free experience is what truly builds loyalty. Instead of trying to delight, we should focus on making interactions smooth and problem resolution effortless.

So hearing Kyle talk today about "delight" and every time Dan mentions it, seems to me like a throwback to the early oughts.

Can they just admit they made a mistake and bring back Sudhir?

I can tell already this is going to be another useless "training"...

How much longer before you let employees know that we are being sold to another company...