#employeesatisfaction

With the way they’re handling this, the damage is going to last long after it’s over. Nobody here trusts leadership anymore. Nobody believes in them or their ability to steer the ship. I don’t think they grasp how bad it is for a company to completely lose employee trust, but they’re about to find out the hard way.

Anyone else receive “Belk of Belk” for only 3 months while management still has the 30% discount? The only explanation I’ve heard is it’s a “new program” this year. So, let me get this straight. The associates work their @sses off for a year then only get the 30% discount for 3 months?! Make it make sense.

I’ve seen friends and colleagues develop serious health problems because of the pressure here. Stress seems to be the norm and the leadership couldn't care less about balance or wellbeing. Watching people struggle like that makes it hard to stay motivated and makes me think twice about sticking around.

It’s like the company has turned the workforce into a seasonal commodity instead of actual people. Every new round chips away at any remaining loyalty or pride in the work. Enough is enough. And if you don't know how high our hiring is, go and check. Makes no sense amid constant layoffs.

How's this okay? Why is it so accepted that employees are disposable, like we're automatons and not actual people with families and feelings? I know many will say "it's just business," but how does that make it better? I'm just so tired of this sh-t. Retirement can't come soon enough.

Everything they do is a complete SCAM. From the Agents, to their business models, our Executives, horrible commercials, employees they hire, surveys, pay, the Hubs... you name it. Everything thing has a sleezy, low rent, dirty feeling. Trashy.... It feels like a bad dream that you can never wake up from. You keep running and running but you never go anywhere. This is not a legitimate company anymore. Everyone and I mean everyone I have spoken to prays for severance. The funny thing is SF keeps making new lows. Just when you think we are at rock bottom they find a whole other level to sink too. Leave, find some way out now. Run! This place is a disaster beyond disasters!

Job Hopping Is Out, Job Hugging Is In for Fearful Workers
Employees reluctant to give up job in today’s rocky job market

Callum Borchers
Sept. 3, 2025 9:00 pm ET

They don’t seem happy, they don’t give 100%—and they don’t quit.

Cranky workers are clinging to the jobs they have instead of moving on because, well, what’s the alternative in the current economy?

The extra pay that typically comes with joining another company has practically vanished. Disengagement is so widespread across the U.S. and global workforces that cheerier pastures are hard to find.

And resigning without a plan feels more reckless now than in the good old days (2021). Back then, you could get by on pandemic savings and stimulus money, live the #vanlife for a while, then watch your inbox fill with interview requests from businesses on hiring sprees.

How times have changed in just a few short years. Today, employees are unwilling to risk change and simply go through the motions. The number of Americans quitting their jobs, and the openings available to people looking for work, continue to decline, according to federal data released on Wednesday.

The trend of staying put out of fear is known as “job hugging,” a sharp turn from the job hopping of recent years.

Like a bad penny

This is a new headache for employees, bosses and the economy writ large.

Go-getters hankering for promotions might lose out if mediocre co-workers refuse to vacate the next rung on the corporate ladder.

“When people were moving during the Great Resignation, that allowed others to get promoted, perhaps ahead of schedule and have a stretch job,” says Alan Guarino, vice chairman of consulting firm Korn Ferry. “Now people can’t move up and they potentially get demotivated because of the lack of opportunity.”

Managers, meanwhile, were only a short time ago complaining about low retention rates. Now, there might not be enough healthy turnover to reinvigorate their teams.

Leaders usually have ways of managing out unwanted employees. There’s “quiet firing,” basically sidelining someone to underscore the writing on the wall. Another favorite tactic is a performance-improvement plan.

“Truthfully, being put on a performance-improvement plan means, ‘We do not want you here,’” says labor attorney Kim Cramer. “That sounds really harsh, but in my experience, performance-improvement plans are not meant to help the employee.”

Instead of taking the hint, though, more people are riding out their employment as long as it lasts. In recent weeks, Cramer has had a surge of clients ask her to review their severance agreements after being terminated. She estimates 60% to 70% of them knew they had fallen out of favor a while ago but didn’t leave.

Exceptions to the rule

The prototypical job hugger is a drag on the team, but not all are like that. Some are average contributors or even high achievers.

Doug Yakola, a former McKinsey senior partner who is now an independent consultant, notes many workers no longer take an up-or-out approach to their careers. Instead of leaving for a bigger title and greater responsibility when they hit a ceiling, more people are willing to remain in neutral if the pay and work-life balance are decent.

A tech worker I’ve known for 20 years is in this position. He sees no upward mobility and resents his employer’s rightward political turn. But he earns well and has a sweet, hybrid schedule that affords ample time for hobbies. He keeps putting in a good-enough effort at work because the job, though unfulfilling, serves its purpose in his life.

B-teamers like him can be valuable to companies that can’t realistically expect everyone to be an all-star, Yakola says. This is especially true at businesses like the ones he advises, which often need turnarounds and aren’t exactly magnets for top talent.

“I actually like job huggers in a weird sort of way because I can’t replace employees very easily, and I need to keep the experience,” he says.

There is also a strain of type-A job huggers. They reached the upper echelons of their organizations but feel blocked from the very top. They are disillusioned yet too risk-averse to break away. And it’s not in their DNA to slack off.

“I work with somebody who hates being a lawyer but she’s amazing at it,” says Alisia Gill, a former corporate HR chief who coaches midcareer women. “She cries in her car every morning before she goes to work, and then she goes in there and does her job because she doesn’t know what else to do.”

Gentle shove

In cases where a company wants someone to leave, but the person keeps hanging on, firing seems like the obvious solution. But managers say they would much rather have an employee leave voluntarily.

It’s often cheaper, since businesses might owe severance pay to people they let go. A resignation spares the boss an awkward conversation. What’s more, it can preserve relations with the rest of the team. It’s easier to manage people whose friend took another opportunity than it is to lead employees whose pal you just canned.

Research by University of Chicago economist Virginia Minni suggests a relatively simple strategy can help nudge job huggers toward the door: reflection.

She and colleagues studied roughly 3,000 white-collar workers whose employer put them through a series of exercises to suss out their sense of purpose. Overall productivity increased for a few reasons.

“This actually encouraged some people to leave on their own,” Minni says.

While others found better-fitting roles internally, being forced to confront the drudgery of their jobs was enough to make a bunch of low performers quit.

So, if you are hugging your humdrum job and your boss strikes up a philosophical conversation about the meaning of life and work, you’ll know what’s going on.

I know I bring real value to the company, but it’s draining when leadership acts like it’s never enough. They lean on me whenever something important comes up, but when it’s time for recognition or rewards, suddenly I’m invisible. This has been going on for a while and I've just about had it. I'd be happy to be laid off at this point.

Anyone else’s managers suddenly started micromanaging THE HE-L out of them??!?! No??? Just me??!! My boss straight up asked me why I’ve been away from my desk for so long because they stalked my Teams status (I put a hold on my calendar) and when I told them I had a doc appt, they asked “with who?”…. Did I really need to tell my boss I was at the gyno? Even with stupid tasks like replying to emails, my boss will Teams me and say “when are you planning on responding back to that email that just came in 2 minutes ago???” Like jeez they underpay us, ask us to come in 4 days, and micromanage? Big brother much?

This past week took everything out of me mentally. It drained me to a point where I can't even think about work without feeling anxiety and dread. I have no idea how I'm supposed to be productive going forward feeling like this. These layoffs destroyed much more than jobs, they broke down morale and left many of us questioning how much longer we can keep going.

The reward for doing good work is getting to do more work. Can I get a witness!

Synaptics saw a 29.4% revenue decline in fiscal year 2024 compared to 2023, likely prompting layoffs that hurt employee morale. Meanwhile, execs continue to sell RSU stock, funded by stock buybacks, potentially eroding trust further. This raises questions about how many engineering jobs were cut to support these insider stock trades.

The best move here is to not fill this out, correct?

For the past four years, I have poured myself into my work—showing up every day, giving my best, and hoping that my dedication would eventually be recognized. But no matter how much effort I put in, the promotion I’ve been working toward never seems to come.

What hurts even more is watching my manager make frequent trips to meet with a newly hired employee. The closeness between them feels personal, and it makes me question whether hard work really matters if recognition is tied to something else entirely.

As a woman, it breaks my heart to think that gender or personal favors could weigh more than years of consistent contribution. It makes me feel invisible, like all the nights I stayed late, all the problems I solved, and all the energy I gave have been overlooked.

I want to believe in a workplace where growth comes from talent, dedication, and integrity—not from personal ties. All I ask is for fairness, for my work to be seen, and for opportunities to be given on the value we bring, not on relationships behind the scenes.

I am done with this manager. Leaving fidelity. Thank you all.

Yes as a member and an employee we see you. Thank you. Just a handful of these executives that are not worth the millions in salaries they are paid that toss and turn information and adding no value can go versus 100 to 200 of us who barely scratch the surface to hit that dollar amount. Don’t lay us off we do all the work day in and day out. Scratching our heads at these leaders who make our lives he-l and don’t care about the members. Keep it at the top and we will do the work all day!

It looks that only numbers matters. It's now a CFO driven company.
I've been told that no-one wants to join Oracle now, as can be fired in 1month, 1year. Or low paid jobs for intern/early guys.
Even Gartner magic quadrant won't support, people hate this culture, and are not productive at all.

https://www.inc.com/kit-eaton/this-trendy-management-structure-harms-workplace-communication-a-survey-says/91233834

Fully 38 percent of survey respondents said that since their company experienced layoffs, their manager had become less accessible. This has had consequences: 30 percent of people said they’d felt less support when things were disrupted or changed, 34 percent expected they’ll lose a sense of connection and 30 percent expected decreased or zero access for mentorship and career development options.

Employees also don’t trust senior leaders, with nearly 40 percent saying they can’t get mentorship or guidance from upper management, 37 percent saying they feel unheard by the top leaders, and only 47 percent agreeing that their company leadership is “somewhat” transparent.

This paints an interesting picture of how the average U.S. worker views their management, relying on their direct supervisors while apparently distrusting upper layers of company leadership. The report quotes Firstup CEO Bill Schuh, who explained that the data show workers see middle managers as critical for “translating organizational priorities into action, clarity, and connection for their direct report.”

As companies shed middle managers, they risk losing this vital link, which can leave frontline workers feeling lost and unsupported. That discontent will likely diminish their engagement with their work, and could reduce their productivity. Meanwhile Schuh also noted that stripping managers out adds strain on their remaining colleagues. That means companies are “asking fewer managers to do more, and that simply is not sustainable,” he said. While AI is useful for handling some mundane managerial tasks, it “won’t replace the human connection and leadership that great managers provide.”

It's an older podcast interview with Richard Davis.
https://www.bankdirector.com/article/a-second-act-for-richard-davis/

3 minutes in he gets to US Bank culture and how he put employees first before even customers and shareholders and how employee satisfaction drove customer happiness which drove shares up making the shareholders happy.

That all seems to have disappeared quickly after he left. It's time to go back to that philosophy. If anyone in the C Suite is reading this, pay attention. Richard Davis was the golden era. Learn from him.

Leadership at all levels are responsible for making employees feel like cr-p.
If you were honest with yourself you would look around and see most of the people around you have been treated like shi_.

There is no way to win employees back unless the new leadership proves they value the employees.

We want to see the CES Results! It's as big a scandal as the Epstein Files! What are they hiding?

When do you think we can do another CES so I can give my opinion on how cr-ppy things are?

How? How many folks do you know who actually think she's doing a good job?