#culturerot

They always act like they're doing something, they always have to talk about something to the manager to make it seem they're so busy, but at the end of it all, they end up doing nothing! It's the rest of us that do the actual work. they just appear busy. How do you even deal with people like this when they have your manager's ear?

I posted this earlier today and it was deleted. I'll keep posting. This cover up and attitude at Nike cannot be silenced. https://www.kgw.com/article/news/crime/nike-staff-accused-trying-to-cover-up-teen-athletes-sexual-assault/283-c10bc24d-7da8-49bf-94ec-c17ec19dc5cb?utm_medium=social&utm_source=facebook_KGW-TV&fbclid=IwdGRzaAUcNXRjbGNrBRw1YXBkb2YBZXh0bgNhZW0CMTEAc3J0YwZhcHBfaWQMMzUwNjg1NTMxNzI4AAEeFwdWgydLzSYa6ATG3Icf74jVh0gBejTpDG4U4BHB5orasCKoPT4i9K6q-So_aem_2fsrrOzekQuuGBTyIDloMQ

I have been working at Belk for a long time now and I am not sure how people do it for 10 years. All the managers (including my store manager) are awful at their job and don’t even help out any of the associates when we are busy. They rather wander around gossiping about something. My store manager is the worst. She has the worst sarcastic attitude ever and even uses it on customers. She overworks the shoe department and makes them do everything like stocking, displays, customer service, etc. I wasn’t aware the same associates that were hired to be on the register are the same ones that do stocking WHILE the doors are open? Isn’t there supposed to be a team in the back for shoes that do those tasks? Beauty department is also overworked, they have to help our only clothes register that is open because the managers just don’t care and only schedule one person at that register.They also make beauty get credits and stock. The only difference between shoes and beauty is beauty always has 3-5 people there while shoes usually has 1 person there and 2-3 on the weekend. Everytime I talk to any of my coworkers in shoe department, they are stressed or annoyed. We also have crazy favoritism here, a man who works at my store literally coerce customers to get the credit card and doesn’t tell them it’s a credit card. I mean yeah that can be the customer’s fault for not knowing since they must put their social security in twice but I still think it’s very messed up to lie to the customers about it not being a credit card. They won’t fire him though because with this strategy he has he gets 6 credits a day. I honestly hate this point system too. I know some people have it worst but how come if a family member gets sick and i need to call out because of it, I don’t get a point… but if I’m sick I do get a point? That makes no sense. I have seen people come in sick because they don’t want a point, but my store manager just says “just take the point!” I just needed to let this all out, because even if I told my managers or even HR about the problems of my store, they will never listen. And, is it like this at every Belk? Because if so why haven’t they done something about this???

When will they cut people whose main responsibility is to collect information and repeat it to someone else, from one meeting to another? All of them are still here.

With hands on experience dealing with our CHRO, he literally su-ks. I know we live in the time of bootlickers get promoted but damn DH is the d-mbest out of the bunch. Literally self centered, just talks a bunch of nothing and pretending to be all knowing. How the other SVP in HR did not get promoted boggles me and I would say most of the people in HR. Literally acts like he is the reason MF/SF are the reason they are still standing, like my guy you were another cog HRBP.

Anyone else want to vent about our cr-ppy senior leaders?

A lot of experienced employees were pushed out, and now the company is relying on people who don't know the customers or the business nearly as well. How long is it going to take them to realize that saving money on payroll always results in the quality of the work suffering?

Until it was destroyed by leadership who didn't and don't care about either the company or employees, but do care a lot about making sure to fill their own pockets as much as they can before this place is so ruined that there's nothing left to pick from its carcass.

The people at the top seem to get away with almost anything while toxic behavior is allowed to continue. You can actually see the environment changing people who used to care, as they become bitter and completely checked out. That's the part that scares me because once that attitude spreads, it's really hard to turn things around.

There are several examples of people telling the board lies to further their career and then dumping it on other people to either try make it work or take the fall when the truth comes out. Sadly there is zero accountability for those who told the lies. The organization is currently tieing itself into knots to try make some things work that were big time oversold.

A senior leader kept making derogatory remarks, so I eventually stopped engaging with them socially. After that, my manager started ignoring my contributions, and not long after that, I suddenly had a bad performance review for the first time ever. Funny how that happened.

Another layoff coming..... how far Ally has falllen ever since this new leadership team has joined is so very sad. Time for the board to wake the f up!!! Micheal Rhodes is on the spectrum, Hope is a mute, Lindsay is an absolute id--t. She was hired to drive deposit strategy, then she hires a guy to figure out strategy and he hires a guy to figure out strategy.... still no strategy! A bank with no products. A company with a decaying culture.

It was before the endless layoffs, before the culture soured, before I watched talented people get walked out for no good reason. Now I don't even recognize the place. If you still believe there's something to respect here, I'd genuinely like to know what I'm missing.

Nutanix has become filled with outsiders from Dell In VMware. They were worthless at their prior companies and they’re being brought over by their friends. Nutanix strives at finding new ways to pay you less. When I first started the company you had really good opportunities to make money. Those days are gone. My manager was a joke. He managed up and didn’t care about the people that worked for him. He would set one on one calls and ask you what you wanted to talk about. I didn’t wanna talk to him because he was useless. The great people have been let go one by one and the clowns run. The circus morale is in the toilet and people are looking for jobs. I wish all the people there are the best of luck get out while you can.

Well said, @3zv+1kz6hy1a0.

..when the designers and implementers of the strategy to IM and create bs ways to terminate folks for misconduct come to light. all to avoid severance and silence those who want to help the place. they may be retired by then but they should have fun in their next life experiencing karma x10

Every time I bring up an idea my supervisor has someone else work on it and then pretends like it was their idea. How am I ever going to assess well when the feedback is always that you have to do more than your job description?

Honestly they couldn't organise a pi-s up in a brewery at this point

Who in their right state of mind advises employees that the coming weeks were going to be very difficult and then absolute radio silence from that point on

Has the man got dementia or something

Sick to death of all the bullcr-p. Morale simply couldn't go any lower

Is it just a coincidence that literally 4 weeks after the giant IBM stock implosion caused by AK and his incompetent management that this board is filled with posts of people and entire teams getting put on PIPs, terminated etc ? IBM is beyond desperate to reduce headcount without having to pay out one cent...you can see and smell the desperation. But it's also amazing the number of people who no longer GAF about IBM , do the bare minimum, and say they are just floating along for another 1 or 2 years until they get forced out. IBM should add DGAF to their name.

Not sure why SLT cannot see their sh---y politics and zero value add to the organization.

Shannon bell wake up.

This is getting awful now. More red tape in an AI age
Who is tired of how bad this rollout has gone? Product owners have no clue as well as STS leaders. The engineers suffer

Together with this plus GCC and stuck in PCF nothing can stop the death of the engg culture

The whole company became a joke once Greed took over. Bad decision, horrible promotions to many young woman that were not competent to assume those roles, but Greed like his pretty young women around. Also he loved to have his "yes" men by his side. What a mess this company has spiraled into. Management used to brag about how they never laid anyone off, now its a common every other year occurrence. So top heavy with incompetent leadership that should have been the first to go, not the front line workers that actually did things. Many EVP's and VP on the sale force should have been shown the door with their useless sales tactics... and if you did not go along or drink the toxic cool aid they were handing out, you were an outcast and would never go any where in the company. I thought it would get better with a change of leadership- no because they were hyper focused on DEI and over paid HR leadership that wanted to shove their agenda down the employees throat when they should have been getting rid of most of the sales leaders in the field. Tom M. would be so disgusted with what has happened to this once great company over the last 11 years. Stay away from this toxic place, stay far away!

Many senior employees in chandler doing the badge and leave in Arizona with zero consequences. Intel can’t figure this sh-t out

They're terrified of being replaced and they block everyone younger from advancing.

The C-suite/upper management obviously hasn't cared about their employees for many years. One would think they should care, at least a little bit, about work actually getting done so their departments can be profitable.

Nope, those parasites only care about their own image, personal petty grievances, and control over their employees. They are more than happy to fire the best people rather than own up to the problems they created. I guess in their cynical minds it's better to quell any resistance and come out on top, even if just for one quarter before their pathetic decisions catch up to them.

There's no point in loyalty to this company. They don't plan on returning it. Work your shift, have your coworkers back, and don't give Canon a moment extra of your time or effort.

I am not going to lie or write platitudes. It took me by surprise and I has been not able to recover. Do I need to be sweet and write beautiful things??? AH ????

They care about their own paychecks. And they're very good at it.

This site addresses many groups but overlooks the one that has always been, and remains, in charge, the Anglo Alliance. They dictate both the culture and its declining quality, contributing nothing of substance while speaking white.

Their individualistic cuddle culture makes them hyper-sensitive to their own emotions, yet they still preach nationalistic sermons of teamwork. They target DEI, H1Bs, and non-Anglos for their own failures, excused by therapists who tell them it is not their fault.

Where is the Anglo self-accountability that their own self-help books supposedly encourages.

Dear ex members of the ELT,
It has now been proven that you were completely remiss and liable for the total destruction of this once great company. You placed personal ambition above fiduciary duty, personal gain and opulence above shareholder value and introduced a culture where sycophants were promoted and prudent employees dismissed. It is time you put your hands up and explained and took account for this. You have hurt a great many people, their families and loved ones along the way. Whilst at least one of you is a known narcissist, the silence is deafening. Where is this empathy that you all so dearly told us we must have?

Nike employees below management already know how the system works. The people closest to the work carry the deadlines, solve the problems, document the processes, train the teams, and rescue failing projects. Management controls the narrative. When the work succeeds, leadership takes the visibility. When it fails, an individual contributor takes the blame.

Employees are told to be bold, challenge convention, speak candidly, and bring their full selves to work. But the real rules are very different. Do not challenge the wrong manager. Do not expose incompetence. Do not question favoritism. Do not document too much. Do not become inconvenient. And do not expect HR to protect you from leadership.

At LBJ Innovation, politics can matter more than performance. Personal relationships can matter more than expertise. Loyalty to management can matter more than loyalty to the work. Employees quickly learn that speaking up is only encouraged when what they say is safe, flattering, and easy to ignore. Raise a serious concern and suddenly the conversation becomes about your tone. Document a pattern and you become difficult. Ask for accountability and you become the problem.

The same company that publicly celebrates inclusion can become remarkably efficient at protecting itself when employees raise concerns about discrimination, retaliation, disability, or unequal treatment. That is how fear becomes culture. It does not require everyone to agree. It only requires enough people to understand the consequences of speaking honestly.

Employees watch underperforming managers survive while strong contributors disappear. They watch favoritism get reframed as trust, political loyalty get rewarded as leadership, and self-preservation get dressed up as business judgment. They watch the people doing the actual work treated as replaceable while those managing appearances protect their titles, reputations, and stock awards.

Most employees see it. Few feel safe enough to say it. That silence is not proof that the culture is healthy. It is proof that the consequences are understood.

Nike does not have a shortage of talent. It has a leadership accountability problem. Innovation cannot thrive where employees are afraid to speak. Inclusion cannot exist where vulnerable employees are treated as liabilities. Accountability cannot exist where managers control the story and workers absorb the consequences.

Culture is not what appears in a town hall, an employee survey, or a presentation about values. Culture is what happens when someone tells the truth and leadership decides what to do with them.

The people doing the work already know what the culture is.

They live it every day.

There's a certain sadness in watching a company that once meant something turn into a shell of itself. All the potential, all the bright ideas, all the people who cared...it's all being wasted. Every reorg, every layoff, every bad decision chips away at whatever is left. I find myself mourning the place it used to be, even as I sit here watching it disappear.

doesn't know how to run an org

I've seen it happen to three good people in the last couple of years. They asked questions, pushed back, or challenged a decision and within weeks, they saw repercussions. Their workload doubled, they became subject to constant criticism, and any support they had before simply vanished. They didn't get fired but they just got worn down until they quit. That's the BP way, I guess.

Well, their plan is working. Over the last month two of my most talented colleagues have left for other firms. As predicted by every study, the forced attrition is working through departures of the most talented. The only folks being left behind are those that cannot leave, the CVX cultists, and the unhireable (which we have so so so many of). It’s like watching a company rot before your very eyes…

Market cap shrinking. Betrayl of its employees. Outdated energy eating products. Get out folks

I've watched so many experienced people leave this place in the last year. The replacements don't know the job and don't seem to want to learn. Meanwhile, management acts like the veterans are the problem. We're the ones carrying the weight, but we're the ones being blamed. It's exhausting.

When you and your manager have an obviously broken working dynamic, when some people who dislike you influence your manager, when you’re deliberately given assignments designed to rank you , PIP communication itself is firm from day one and their body language shows zero positivity, when they hand you a long list of vague expectations, monitor every move, invade your privacy, and openly discuss your situation with others, and when they assign “coaches” to you just to build a case ... you’re being set up to fail.

But when a manager tells you it’s okay that you were ranked in a new CL and that you can work through it together, when expectations are clear, when documentation is minimal or none, when they protect your privacy, put you on visible projects, give you meaningful roles, and advocate for you .... they’re preparing to pass you.

Most of the people already working here are trying to escape. Yet somehow, people are still applying. I honestly can't figure out what would make someone want to join this mess. It's a mystery to me.

Innovation was what set us apart. Then they stopped trying and started recycling old ideas. That's when we lost our edge.

I don't think it's possible. I've never seen a company treat its employees so poorly in my career. Dell is a despicable company.