#favoritism

Huge problem with project assigned employees who are not part of the GP family. GP used them to fill the bottom of the rank group. HR has seen data and does nothing to stop it. Avoid project assignments at all costs if you value your ranking.

How is the calculus now that Roshan will have Scott Hallworth reporting to him? Will that end overspend on gen ai or could it accelerate the burn beyond? Is there a purging of Peter's yesmen happening?

Now that I’ve been here over a decade, I can see why the old timers before would get livid that Fidelity invests so much in kids right out of college.

At the time, I thought the older people were jealous but now I understand fidelity gives the kids more money because they’re the only ones d-mb enough to work for free.

When they move into the “I’ve been here a decade”, they’re all also confused as to what happened, then they burn out.

That’s not favoritism like I thought it was, it’s someone who needs to go back to school and stop playing “leader”. Fidelity cannot stay a top company when fundamentally we cannot understand the difference between what the words leader and manager mean.

To save the company from imploding, fix the management pandemic panic.

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???

With Barnerd & Kleber leaving, and some other random directors - are they being pushed out? Or leaving on their own?

And are all renewable companies this poorly ran? This company feels like a joke with lack of accountability, favoritism, nepotism, etc. The "leadership team" seems so amateur. It's very concerning to a rather new employee.

Obviously manager won’t select him self and his friends and people who support his consultancy.
Only people who he feel threat to him?

Here Managers here don’t have basic knowledge of current tech but ready to build AI agent just by recruiting consultants and show case them as they invented AI.

Recently someone left the company because they didn’t want to move to Texas and thanked “all sponsors.” Is this just for HiPos, or can anyone request one? How does it actually work — do they assign sponsors to their favorites?

There are plenty of opportunities here if you count favoritism, being used, and watching other people get ahead. Leadership can lie or retaliate and somehow never seems to face any consequences.

It's sad how companies don't want to see why all the easy roles like testing etc. are going to H1b or H4 EADs... but then calling people useless, taking away our fair chances to give them to friends and relatives, and then blaming us is not right.

If you went to Rock hurst and had a degree from it. You were given better treatment than others.

So Enrique bypasses his own CTO who is supposed to lead AI transformation in the company and hires another woman with the same profile to create a parallel AI transformation org . Both the CTO and this woman are not AI specialists and both are drawing millions in salary while thousands await layoff of their only source of livelihood. Same story repeated across departments where unqualified people parachuted from outside drawing huge salaries while tenured professionals on verge of loosing their jobs. Make that make sense to me please

I've seen many people make huge mistakes, and I've seen who faces the music and who doesn't. It's not about the severity of the error, but about who made it. Some people are untouchable. They can do no wrong and they know it. When people say nobody is safe, that's not true. There are favorites who can do anything and still avoid being reprimanded not to mention laid off. Knowing the right people pays off here, with interest.

I've noticed that some people can say anything and it's called helpful, but when others say the same thing it's called aggressive. The double standard is driving me crazy. I guess knowing the right people is the most important thing to have your words taken seriously.

Do you get promoted for doing your job well, or for being in the right place at the right time? The second one seems to be the right one from what I've noticed, which, to be honest su-ks.

I know of a few sr managers who are still here, in non-hub locations, while others have already either received their notices or been displaced. Portland, OR is one of them. Corporate Risk/FCRM. Is it preferential treatment? Exception made? How can someone Sr be spared while others are already gone?

How is the control on hiring, pay rate and promotions going to be handled? Is that control retained by MDs and Directors onshore? Curious as I came across shady hiring practices where pay was not in onshore leadership control, not even the role level. This might open a gap and vulnerability in the system where local leadership in GCC might favor the frenzy.

Genuinely curious as I know how much of a power politics Indian leadership in GCC can play if not cautious. If the few genuine leaders lose the leash, we might be a gone case (scared as I am indian and realize power play when I see one)

NIke really needs to address its hiring and assess talent and performance culture. Business is in the sh*tier and leaders can no longer get by with keeping their friends and inner circle safe. Right now, way too many people are getting by purely on favoritism and nepotism while others carry the actual workload.

Also, trying to reach a younger demographic shouldn't mean handing senior titles to former athletes who lack business experience and corporate work ethic. We need a realistic balance of proven experience and institutional knowledge if we want the company to succeed.

There’s a growing concern about how decisions are being made. On top of everything else, there seems to be a pattern where certain groups receive preferential hiring and protection when their managers share the same background. This creates an uneven culture where opportunities, visibility, and project access aren’t distributed fairly. Many employees feel sidelined while others are consistently shielded, and it’s affecting trust across the team

We promote people who are friends with managers, not people who know the work. It's a disaster every single time and it keeps happening.

My number has come up. Funny thing is our team was completely swamped and overworked on a skeleton crew already. Director made sure her friend circle kept their roles which will fall in her face in two years when half the ones they kept retire and the other half are incompetent.

Best of luck everyone. I’m going to reset my nervous system from this place and try to forget these past few years happened.

Lots of floating discussions on upcoming layoffs.
Regardless few facts to consider even you survive ...

1. You are always on the chopping block just waiting for your time
2. Oracle is always a low-payer and during this transition its going to be worse
3. Promotions are going to be night mare
4. Ratings are also getting bad (Usually in Oracle we don't care ratings much. but now we do)
5. We stick with old technologies (POJO - Plain Old Java Only)
6. AI is driven at each org. but without heads and tails. You prepare an axe to cut yourself.
7. Favoritism and Bureaucracy sits at top.
8. Job hunting takes time even you survive now. So better start now
9. Managers are always not good. They might seem sweet to you now. What happens to your colleague can happen to you tomorrow. You are just a paper cup.
10. People come for signing the confluence papers and running the meetings. But they don't come for sharing your workload and pain.

I'm tired of working hard and never being good enough for some people. It's about favorites, not performance.

I been applying for several internal positions, and today I finally got an interview. E13 to E14. How do I know they are not interviewing me just to show HR that they interviewed enough people before promoting their team member. This job posting looked legit. Posted for 15 days. Hiring manager has 5 direct reports and all of them are already E14

The best employees get blamed and cut while the lazy, gossipy, rude ones get protected. Why does it work this way?

I have seen the exact same behavior labeled as passion and excused resulting in OWD label and then another person with no issue but some backstabbing feedback claiming the person gets upset being put in NSI for much less to nonexistent behavior.

What you do or do not do is meaningless. They will spin it to get the outcome they want.

Look at people are getting promoted, first of all they don't make it public, most of them are not at all competent.

This fu-k a-s company picked two people over me for RTMs that have worse metrics across thee board. Busting my a-s for nothing

Get special dispensation to work from Hawaii.

Don't get me wrong, if I could surf, pick pineapples, and eat breadfruit on my lunch break I'd be all over that sh-t.

But RTO either applies to everyone or it applies to no one.

Once again, left 1/2 day, might even telecommute tomorrow, didn't update MOOSE, but my boss won't know, because they aren't here. I won't get in trouble but still getting paid. People get mad, but it's just because they are jealous that I am one of the boss's favorites

Recently I noticed a lot of guy's spouse are joining fis at lower salary replacing local folks. If the employee is on l1 visa then the spouse must be in l2 visa and per my knowledge the corporate companies including fis generally don't hire l2 but it's not happening recently at fis.

It's a huge SCAM!!

Can anyone guide me what's the official channel of raising this concern?

Some koreans like hajdini are taking over, and HR are falling in line with these director's and managing directors.

I’ve seen high performers get RIFed…if they’ve been on their ADs sh-t list. Does that imply AD had a say in the job loss? Serious feedback please no trolling

A TL just transferred to my store - dude has been with the company for 13 years and has been in 12 different stores. If that's not a red flag, I don't know what is. In his last store he went out on "stress leave" for three months because he said he couldn't "handle the job". If he couldn't handle it there then what makes store leadership think he can handle it here? He's currently on a PIP. He sits in the office on his phone all day. Pals around with his ATL, who also sits in the office with him and they watch Tiktoks together. Why do they keep these kind of people and oust the hard workers by changing their schedules and putting the teams entire work on those people that actually work instead of holding failed leadership accountable?

Middle Aged white male. No tech skills. No leadership skills. Incompetent and ill advised. Lap dog of VP.
Middle Aged middle eastern woman. No tech skills. She lasted 3 mos in our unit after some type of lying to senior management.
Middle Aged middle eastern man. He had skills. He was competent. He was complimentary. He used my work, commended me on it and than stiffed me for a raise when I got promoted. Not even 1%. Said “talk to HR”.
Middle Aged black woman. No tech skills. Really no computer skills at all. Very much delegated. Loud talker. Tried to be a people person, but that was hard when you’re discriminated against other races.
Middle Aged asian woman. Zero tech skills. Got her job cause she was friends with VP. Had no idea what the role entailed. Literally just stole a check. Did nothing but give friends roles and get friends promoted. Left Oracle to work for start-up.
Middle Aged white male. Came from acquisition. No real tech skills. Only knew the one app that we bought his company for. Totally arrogant. Thought he was more important than everyone and everything. I was light years ahead of him, but our GBU promoted new acquired people over people who had been there. Put him in his place several times and finally was able to get away from him. He actually got promoted. Totally incompetent.
Middle Aged white male. Got promoted to his team. He was on my old team and actually came to Oracle about 11 years after I did. Like many other managers, towed the company line. Absolutely no tech skills. No real skills other than being a yes man and not being healthy. Got promoted to his team, about to accept offer and then ask about the raise and he said there was no raise. “VP wouldn’t approve it….” Sorry, I can’t help you.

On my last day at Oracle, I scheduled an email to go to the VP, my manager and the stiff director of our department. Telling them all what I thought. For the VP, I broke her off a huge piece. She was a lousy VP for many years, stealing money, overbilled the federal govt, stole, and was an even lousier human being. I said, “how pathetic of a person are you to not even give me a 1% raise after I have put in 15 years at this company for you?...you are truly pathetic….you don’t care about anyone but yourself and your little circle.

That woman will leave a company she worked at for like 40 years with no friends and no one who will be sorry she is gone. In fact, many have a number of interesting stories on how she “climbed” her way to the top.

It’s sad. It really is never about the product or the processes…it’s solely about the people and those that are morally and mentally corrupt and should not be around other human beings as they are a direct threat to their well-being.

The way it works is that Execs get a 1 rating by default, that entitles them to rises every year even if turnover and profits fall (no deliverable or goals for them) . The others that get 1 are managers friends, anyone else can do a excellent but will never get a 1. Such a "pre" fixed pointless system. Repeat and rinse every year.

All this talk about improving culture and recognition and then after three years in a group when I transfer out my supervisor can’t even be bothered to circulate a thank you card. Don’t let the door hit you on the way out is our culture. Oh but you know the chosen ones had nice good mate lunches with management thanking them and gushing over them with a nice going away present.

They completely sc--wed up the decisions on the Customer Experience team. Many hardworking, genuine, and talented people were let go, while many boot-licking, useless, and incompetent people were left behind. I can’t wrap my head around it.

At the very least, leadership should have checked how many launches each team actually delivered during the calendar year before making these decisions.

The rest of us are now stuck working with these incompetent Digital Experience team who works on egos and not for Verizon.

Today, announcements were made to directors regarding who will be assigned to the newly formed Tri-State region. Not a surprise at all—leaders who report to Trevose, a popular site in the Freedom Region for HQ employees who’d rather avoid central Philadelphia, were significantly more likely to retain their roles. From Keystone, only one VP was kept, and fewer than a third of directors were retained.

MST home dispatch tech use and abuse company assets. They drive 100K-200K bucket trucks to their home and back to their home garage everyday. Big V8 6.3 L engines use a lot of gas and insurance on top. Also, with MST high pay and only have .5 job per tech a day per tech how is that saving company money and liability.
There are rules to follow when joining home dispatch program. Following the rules helps save gas and time and wear and tear on a vehicle used to drive to work and to home. But MSTs abuse this program from driving to the garage every day and dispatching at the garage. Making a stop at the grocery store to grocery shop in the company vehicle before driving home. Not closing your last job at the job site and instead, drive home and being still dispatched on your work ticket and then closing the job when you arrive home. I follow the rules, and I do not want the home dispatch program to go away because of MSTs taking advantage of the abuse. Also, MST managers are favoring many MSTs and letting the home dispatch MSTs do what ever they want. STOP ABUSING THE HOME DISPATCH PROGRAM YOU MSTs. You know who you are...

I’m stupid and I still live in my parent's basement. How about you?