#improvementplan

You're in charge of everything - for 6 months.

In that 6 months you can implement, change, remove, add > basically do anything, at all, at any speed, and at any cost.

Name what you would do. No limit.

Nothing here works or functions as it should. Systems are clunky, frequent outages, and there is no ownership/accountability from teams that are supposed to be the ones maintaining things. Every thing is reactionary because apparently it’s better for things to break and fail constantly than proactively maintain and improve.

I’ve never seen a more clunkier, inefficient, poorly integrated tech stack than at Truist. ML, teammates don’t bank here because things are broken! But I guess being in-person and offshoring is going to fix everything!

It’s IDP time. Can any Supervisor or Manager comment on how truly important the IDP is in the new S&D system?

It’s been a waste of time in the past from personal experience, but it appears it’s taking on new importance with the newly “improved system “

When are we going to see some real changes around here? Something that actually makes things easier -

Been quiet since the announcement to add jobs, add two new holidays and as we know,,,, not done yet! For the first time in a long time it actually feels like things are getting better.

Does anyone else feel like we should bring this 2017 term back again? Previously it was Changing for the Better to emphasize our enhanced risk management and customer service culture. We should now use it to again to say we are keeping those and adding to it an enhanced culture of sales through giving great service advice and guidance.

Thoughts?

I think we've made change almost impossible.

This isn't just a DXC problem. If you change something, people complain it's changed. If you don't, they complain nothing ever improves.

The safest option becomes doing nothing. Lots of meetings and reports create the appearance of progress, but very little actually changes.

Even staffing seems to work the same way now. Rather than making redundancies, DXC just wait for people to get fed up and leave.

It feels like avoiding criticism has become more important than making progress.

Yes easy questions; what actually been improved as the PA system su-ks, D&S staffing model is confusing as he-l, benefits have only gone one way, morale likewise…I am seriously struggling what has improved….

The Verizon Home app needs a full redesign rather than incremental fixes — it isn’t performing well as-is. Features like parental controls are overly complex; simplifying these and prioritizing customer-friendly usability should be a core focus of the rebuild.

We have too many people between a task's start and its finish. Too many people get in the way of completing anything in a timely manner. I swear, it's almost Kafkaesque at this point. Removing several layers of middle management would improve the workflow immensely. Sadly, I know it's not going to happen.

We're constantly running around putting out fires that'd stop happening if someone just fixed the source. But nobody wants to invest the time, because...I can't even figure out why. It'd make everybody look good if it was done. What am I missing here, people???

We need better access for elderly and crippled customers

If a person goes on a Professional Improvement Plan (or PIP in the rest of the world) they are eligible for a buyout. However there doesnt seem to be any details on what that includes.

Walking through the buildings this morning that has become an endless and never ending corn maze of “improvements”, it dawned on me, Chevron is lost. From elevators, escalators, college dorm style offices, orgs that don’t work, consultants ripping us off, workflows in the name of simplicity that accomplish the opposite, lack of accountability, zero clarity and more, we are lost. None of this helps us make more oil, gas and profit and YES, that is what we are supposed to be doing. All this waste and not one thing is improved. Not one. All are worse. No project should be considered without answering the question of how it makes things better for employees so they can help Chevron make more oil, gas and profit.

Did a lot of people get a Needs Improvement on their T1? I’ve heard about 4 people say they did and I’ve never heard this previously.

Still too much vagueness around how they are going to fix the execution at this company. AI buzzwords isn’t going to be it.

I had to laugh at some of the most basic execution problems ML pointed out regarding emails or tickets. Embarrassing for us.

Because 99.9% of the Nike employees that are rightfully issued a Performance Improvement Plan are going to flunk it. Then Nike can fire them rather than issuing a layoff notice then paying unemployment benefits.

All the systems I use that Polaris has touched are worse now. Not user friendly. Takes me longer to complete simple tasks or is no longer possible.

Before I quit two years ago, I remember it taking 15 minutes just to log in every morning. To say the place was a mess would be an understatement. Not to mention, the whole Genpact deal destroyed already low morale. I was so happy to leave it all behind. Have things improved at all since then?

Have you delivered a single new product since you became CTO?? In the last 3 years??

Reduced existing prod incidents???

Have your directives brought any improvements???
Have you improved anything at all???

Not the workers, not the managers. Why would we? Innovation isn't rewarded. Improvement isn't noticed. So everyone just does what they've always done and nothing ever gets better.

Judging by who took on our debt and turned it into equity, I'm hoping the goal here could be to improve results rather than cut costs from the get go. I could be wrong, but we'll see, I guess.

good news for Charlotte ppl.
talents move to smbc who pays better.
while wells Fargo looking to improve west Charlotte neighborhood

I'm newer to the company and I find the on hand/back stock system completely crazy and not reliable. Then the priorities system is so weird. I think they need to figure out a better way for this.

About the quality of the office furniture and desks in the train station? We have cr-ppy desks and chairs in the office I work in now. Hopefully the Train station is a huge improvement.

Can anyone share the NN75 store list for 2026? Want to see which stores are being targeted for improvements this year. Hopefully more will be worked on the the southern stores.

Any suggestions on making company better?

Given the mandates to give a % needs improvement, does that mean those people won't get severance? Is that why they are doing it?

Lots of opinions y’all. And grief towards either the past or current state. Can’t change the past and no darn sense complaining about today.

What are the top five things to get us back on the right track?

just FYI, they are not over yet. But the culture surveys show improvement?

Have you ever felt like a quality issue was overlooked? I’d love to hear your thoughts and experiences. What happened, and what are some ideas for addressing these issues?

guys, it seems this thing is serious .

I was going through Reddit and reviewing some past post from this forum.

It seems when you get inconsistent meet IM , they can fire you and they don’t even need to initiate any PIP(improvement plan)

I mean fire , not layoff - so no severance.

Along with demoralizing remotes and all the other well-known, obvious or sneaky ways to wear people down until they leave on their own, or give leadership an excuse to kick them to the curb. If even a fraction of the time and energy spent on these cheap, convenient push-out tactics were redirected toward actually building the business and caring about employees, this could be a great company.

So I received a lovely needs improvement fir my year end review, I was shock, I guess I was the target of that 5-10% percentage that a manager needs to give for needs improvement… so what’s next, 1-3 or 3-6 min til Termination??? So don’t need to pay Severance?? Is that the plan? Hope is not backfire, cause no one left to work LOL.. cheers, Happy Holidays to all, until next year

Morale is in the dumps. Will they do anything to improve it?

How fuc_ing stupid is a company that knowingly wastes 20% of its employees time do to having to log in to disparate systems many many times a day.

Fire these incompetant people and get real engineers that know how to make this all seamless!

Is it just me, or does Truist really struggle with software engineering quality? There doesn’t seem to be any real focus on learning from past mistakes or improving with each release. The same problems keep happening again and again — it’s draining and inefficient. At other companies I’ve worked for, engineers were quick to learn, adapt, and build better systems over time. It’s frustrating to see such a lack of progress here. Honestly, “you get what you pay for” couldn’t ring truer.

Investors had grown frustrated with Mark Barrenechea's ego-driven acquisitions that bloated OpenText, diluted focus, and buried the company in debt. His exit was overdue, and the board's failure to act sooner led to a loss of investor confidence. With new directors stepping in, the reset has finally begun.

Since the leadership change, the stock has rebounded roughly 13% and investor sentiment has shifted from scepticism to cautious optimism. The message is clear — the market believes a turnaround is possible.

The next CEO will have a mandate to streamline the portfolio, divest non-strategic businesses, and rebuild discipline. Expect a leaner structure, renewed focus on innovation and profitability, and tighter execution. AI-driven efficiency will help reduce costs, while those unwilling to adapt — or who feel entitled to a job rather than earning it — will be replaced.

OpenText's best days could still be ahead — smaller, sharper, and stronger than before.

Having a hard time swallowing this. Honeywell actually is planning to pick up the tab for medical insurance premiums to the tune of 40%.

It reads as if the decision was taken to voluntarily give employees money. Someone please find the cash. It seems too good to be true!