#incompetence

It’s the "who you know" club all over again. We’ve got directors jumping into "AI Lead" roles who clearly haven't read a technical paper in years. They’re still pushing 2023-era prompting guides like they’re some kind of holy grail, even though that’s basically Stone Age tech for modern models.

Just sat through a meeting where a lead told us to "stay away from the newest models because they’re still learning." Tell me you don't understand how LLM training or inference works without telling me. It’s embarrassing. We’re throwing insane amounts of money away because the people making the calls have zero technical literacy. If you know anything about how this tech actually functions, you’ll see why this is destined to fail.

Note: Ran this through a scrubber to strip out my specific lingo/quotes so I don't get doxxed. You should too.

What’s Going Wrong with FIS

Fidelity National Information Services (FIS) is struggling less with outright business deterioration and more with a sustained loss of investor confidence a poor executive leadership. While financial performance remains stable, growth is modest and not compelling enough to drive a re-rating plus the stock price continues to drop. Now at $46 where under the finer CEO it was 4x higher.

The company is in a prolonged strategic transition following major portfolio changes (e.g., Worldpay), continual layoffs, outsourcing and constant reorganizations leaving it stuck between.

The leadership direction and lack of strategy creates uncertainty about its long-term identity and competitive edge.

Leadership under CEO Stephanie Ferris is weak, directionless and manic and has focused on massive cost-cutting, buybacks, and margin improvement, but investors question whether this is substituting for real organic growth and innovation. As a result, FIS risks being viewed as a financial engineering story rather than a growth company.

Additional pressure comes from over reliance on third party Consulting companies, balance sheet constraints, inconsistent guidance credibility, lack of projected leadership confidence, internal instability and strong fintech competition, all of which reinforce skepticism about execution.

Bloomberg posted a story that citi execs are contemplating ways to grow deposits domestically through regional bank acquisitions. USB and TFc in play.

And yes. Aware that C “dismissed the baseless speculation “

How many operating council members and other “paper tiger” execs survive? Shouldn’t take long to figure out the incompetence.

How is the morale? It feels like rock bottom here in Denver. All the leaders in TX and completely disconnected from the business and staff.

Is there any org thats even half decent?
It used to feel the infrastructure, CTO architecture are the main incompetent organization. Now its all over in every LOB.

A simple policy clarification and ended up in a 6-week loop of "alignment calls" and "deep dives" with multiple teams. It felt like explaining basic math to people determined to make it calculus. After 45 days of overcomplicating the simplest request, they finally came back and said it’s "trivial and not applicable."

The level of incompetence and the obsession with making everything a project is exhausting. We’re not innovating; we’re just spinning tires and calling it progress.

When did just barely good enough become our goal? We used to demand the best. Being part of ExxonMobil was something to be proud of. No longer. Now we just settle for good enough. The trouble is good enough is really embarrassingly poorly done.

High performers find problems. They identify gaps. They raise their hand. Challenge the status quo. Challenge leaders. Support their fellow employees.

Wonder why you’re surrounded by a ton of slackers? They don’t identify problems. They say yes at a sloths pace to their bosses bad direction. You see it as we-ponized incompetence.

Take a hint from their playbook. We-ponize some incompetence. Say yes at a sloths pace.

Sorry the next news to drop is freezing the pension for those active employees that are pension eligible. That will be announced right after the April round of severance packages. The next round of severance packages/pressure tactics ramps up again in October and will wipe out most of the remaining underwriting folks. You will get the return to work mandate, for 50% of the time, for most employees effective September 01, 2026. Leadership 75% of the time. Executive will announce they are converting a large portion of your remaining PTO to sabbatical time and pay you out for a portion of it as well. They are trying to weed out any old remnants of the old SF or pressure test those people they consider weak. They are still delusional thinking the continued failure of their business model is not the incompetent DEI/2040 workforce they have hired, hubs and horrible business models they keep doubling down on. One more "magic" motivational quote, 1x1, Huddle, TPD or SXS is all that is standing behind their names in glory in the business world and return to #1. It is kind of funny to actually watch this level of stupidity and incompetence! Hilarious!

We have VPs who can't manage and directors who can't direct. No wonder everything is so messed up.

At UC Riverside, failing upwards has evolved into standard operating procedure. The institution essentially functions as a sanctuary for bad management, sustained by an administration so terrified of litigation that firing underperformers is virtually off the table. Instead of addressing staggering incompetence, the preferred strategy is to play musical chairs with the dead weight, shuffling the worst offenders into newly invented roles under the guise of "reorganization."

This creates a fascinating dynamic where staff and leadership fundamentally do not know how to execute basic, day-to-day operations. Everything is handled purely in theory. Committees will spend weeks philosophizing over conceptual frameworks and best practices, while the most fundamental, ground-level workplace tasks completely collapse in reality.

Naturally, the fallout from this environment is directed to Human Resources. The prevalent, yet misguided, belief among staff is that HR exists to salvage morale or fix broken departments. In reality, HR functions strictly as the university's legal meat shield. Their primary objective is not to protect employees from toxic leadership, but to calculate exactly how much institutional dysfunction can be legally harbored without triggering a lawsuit or a compliance violation.

The annual "anonymous" climate surveys remain a staple, of course - providing the perfect illusion of progress while changing absolutely nothing.

Hey look Gunn got new job titles. Still does nothing but blames others. Funny considering he was let go from a previous position because the OCC forced the leadership to do so. Love this place!!!!

It's so incredibly wonderful to have finally exited this dumpster fire of a once great company. The air is fresher, the birds are singing, the flowers smell sweeter. The level of TIAA senior management incompetence, hypocrisy and corruptibility is matched only by that of our nation's current White House administration. No more ridiculous 3 day in office pseudo collaboration. No more glowing annual reviews and high praise that at bonus time still never translate to anything higher than a middle of the pack rating. No more televised circus side shows featuring the queen bee and her inner circle of high paid enablers (Are You Ready to Rock Charlotte!?). Let's see now how everything plays out as I try to get my retirement funds out of the company. There's a lot of great people that I'll truly miss. And no small amount of individuals that I most definitely will not.

Wells Fargo supposedly is doing better than it's peers but has declined from 95+ per share to 74 in a short time. The market is showing skepticism, clearly, of the firm and something appears to be wrong , perhaps unknown. I can't imagine being an employee or financial advisor and bringing clients into this mess with an incompetent CEO. To the advisors out there, you're all id--ts.

And Oracle is tops

https://youtu.be/a1Vd85ilWiI

Never in my life have I worked for a company with so many incompetent leaders. Sales, presales, product, marketing… the lot! Its time to clean out the old command and start fresh. Current leaders either: know someone higher up and are hired to be an ally, are a hangover from the last quota based hiring regime, are old as ba--s or came in through nepotism.

Dear John,
Oh behalf of the COR retail sales team, we are informing you that you “failed” your side by side observation! Your failed to do your mid check in as well as loosing money for the Company with your failed sales techniques! Your inability to sale and represent the companies values are lacking!

At first I thought the posts here about BTC were exaggerated or just people being salty. But after working with a few of their devs, I get it now. And I’ve been hearing the same thing from multiple other teams.

A lot of them just don’t seem to know how to code. Things that should take a week end up taking months. Constant blockers, missed messages, excuses, and everything needs tons of guidance. But they’re good at talking in meetings and making it sound like progress is happening...

I noticed they started using chatgpt. It would be great if that actually sped things up, but they don’t really understand the code they generated. It just helps them pretend they are working. It's really a scam.

crazy thing to me is that managers don’t want to acknowledge it. Is it even worth bringing it up?

OVV has assembled the weakest and most incompetent Executive Team in the history of Oil and Gas! Doug, please come back and clean this mess up!

The most toxic workshop culture I've ever seen with ill-fit incompetent management. More, More, More. Angry employees taking it out on one another. Do you think the execs know how it is down here? Horrible attrition, and still layoffs every 2 weeks. I used to be an over achiever, doesn't matter here, you'll only pick up the slack of the duds, bare minimum it is.

I think all our customers and as well as our biggest complaints is the outsourced customer service. We need to bombard the next pulse survey with complaints. They are inept , incompetent and are not helpful

Is anyone else watching the administrative bloat at UCR and wondering how these people survive budget cuts? It’s a profound medical mystery: a senior director making six figures to navigate complex university politics suddenly loses all cognitive function the moment they are asked to process a routine purchase order.

They stare at the campus website like it’s a glowing alien artifact, sighing, “I’m just not a systems person.” It’s pure psychological torture to read their LinkedIn profiles boasting about "agile operational leadership" while watching them lose a battle of wits against a standard PDF.

Let’s be honest—this isn’t a lack of training. It’s a highly evolved corporate survival tactic. It is we-ponized incompetence, masterfully executed to ensure their job duties slide off their mahogany desks onto the plates of the underpaid staff actually keeping the lights on.

The Three Pillars of the "I Don't Know How" Defense:

Software Paralysis:
Feigning total technological illiteracy when confronted with any system updated after 2014. The unspoken message: My brain is reserved for high-level strategy; do not pollute it with your dropdown menus.

Delegation by Confusion:
"I tried to fill out that compliance form, but it's just so confusing. Could you take care of it?" Translation: I didn't even open the email, and my refusal to read is now your problem.

The Forwarding Reflex:
The superhuman ability to immediately forward actionable tasks to a subordinate with the devastating message: "Please handle. I don't know the process."

If you play the helpless, bumbling executive long enough, the university ecosystem simply adapts and punishes the competent with your work. Whatever you do, never let them see you successfully format an Excel spreadsheet, or you'll be doing theirs until you get laid off.

Did you also see $300 wellness spending account showed up as taxable benefit on your pay slip even though you haven't made claim for 2026?

As a matter of principle this could cause inaccurate personal tax reporting. Just the sheer of incompetence. Opened a ticket and still waiting.

Let's see if another gong show happening on April 1 with HR system transformation.

My god its nothing but incompetence. Take your wanna be fancy degrees and shove them where the sun doesn't shine because holy moly the amount of common sense added up together doesnt say much. Just give them back because none of you deserve them. Completely sabotaging staff and the whole damn place

Why don’t we all just agree that Molina is a toxic workplace. Incompetent leaders. Corrupt HR. C-Suite cashing in their stocks and making millions. Constant layoffs and having staff work hard while lying about work life balance. Having staff keep working to get AI up and running so it can replace us so more layoffs. All while smiling through their lying teeth.

… to say goodbye to a once great American icon, a Verb, a company once known as the pinnacle of innovation and success.

We recognise the lies, deceit, outright greed of the CEO and his SLT, their incompetence has no bounds, no reason, no ethics, no morals.

They treat their staff as collateral damage, every extra month for his team is another bloated pay check, every quarter another stock reward.

To everyone in our company, we need to rebel, we need to bring them to account.

Down tools and have out very own General Strike. They can’t sack us all.

We’ve fired some of our strongest sales leaders and replaced them with people who are completely incompetent.

Can't spell "Citi" without those words (and numerous others). The place is a joke.

I'm so sorry for everyone impacted. The two people let go from my team were incredibly competent and skilled. I genuinely can't figure out the logic behind the decision.

A notable portion of self-proclaimed "leaders" are, in fact, insecure and intellectually limited, and they actively suppress genuine talent due to feeling threatened. These managers frequently enforce strict hierarchical adherence and exhibit extreme anxiety when their direct reports communicate with individuals outside their BUs or with higher-ranking personnel.

I really want to get done some right things for the customers but I get so frustrated when all these middle managers are too incompetent to take a decision and too power to block your progress.

I am mentally quitting unless Dan present some radical ideas tomorrow to weed out these middle management employees ( Directors and above) .. even AD are not good but they are not that powerful and willing to hear.

The title says it all.

It hasn't been announced yet, but the writing is on the wall.

I'm not sad to see him go; he's a terrible leader and generally incompetent, but now we're likely to report to his self-serving lackey.

Out of the frying pan, into a similar frying pan.

3M has eviscerated the talent pipeline, so everyone in management are the leftover dregs who couldn't find a new role at a better company.

AI??? More like incompetence. They couldn't get their AI platform off the ground as of the end of last year. They eliminated contractors who were working on datacenters related to automation and AI. All I saw was non-stop push back against progress while I was there from middle managers who do nothing but fudge reports. It's just more smoke and mirrors to hide the fact that the executives are out of touch. No one is driving the ship.

IMO - Optum should completely overhaul and replace the incompetent and absent middle management from all the inherited poor performing Kelsey-Seybold Clinics within Houston Metropolitan area. Most of these pseudo leaders were promoted by their sleezy, biased, discriminatory, and undeserving Grandfathered department chairs. Supervisors and team leads nearly out number the true blue collar employees.

We lost people who were each worth two. Meanwhile, there are a couple of remaining cases who need two people each just to cover for their incompetence. Where’s the logic in that?

Maybe we can call out that bringing Adobe into Nike was a TERRIBLE idea. What a waste of tens of millions of dollars.

Everyone involved with that decision should be fired, fired, fired.

It ki-led innovation and slowed us down.

Wouldn’t be surprised if there were shady deals around it.

They've apparently exhausted the AI excuse. I've been working in corporations for nearly three decades. Heard every justification under the sun. It's always been just greed, sprinkled with incompetence and laziness at the top.

I've been doing a lot of work with a MX City team lately, and they are just awful. They routinely just don't do what they're supposed to, and ignore questions during meetings. Their manager just says "they're shy" when asked about things, as if that's okay.

It's annoying enough that companies like TR are gutting the middle class by offshoring everything, but on top of that the lucky few of us who have not had our jobs offshored yet are apparently expected to work overtime to make up for the offshore team's ineptitude.

Obviously this is just one experience and team, but has anyone else seen this? Not sure if I've just gotten unlucky, or this is more of a widespread issue.

These layoff instruction documents are like the Chevron incompetence gift that keeps on giving. Does HR do any quality control on their instructions?

Maybe the layoffs/offshoring should have started in HR so they could experience their own incompetence with this inaccurate information they publish.