#leadership

That is why Walgreen's has failed the past few years bigtime. The never hired any true leaders.

Anyone know what does the new announcement that came for India, Serbia mean? Does it mean(for instance) Indian employees report to their team leads in US? What happens to the off shore managers who manage only employees and or not actively involved in any functional areas?

Year after year, month after month..I'm having to constantly hear through my manager and from peers that the group I'm in will just shut down. The 'leadership' above us seems to think that the automation that is used in conjunction to our work just 'does what do and there's no need for us', when we pointed out time and time again the instances showing how flawed the automation is, and why the need for human intervention is valid and needed otherwise other groups would be impacted with no one there to catch and fix these issues. Our group is just a very small team of individuals and It's shear ignorance for anyone to think this automation is just 'set it and forget it'.

I dont know what to do anymore, im tired of having to be reminded constantly that we're probably done for...despite hearing this now for a LONG time. It's making me physically sick and I dont know what the point is in me busting my a$$ or giving my all when I feel like im not even wanted.

I ask of those who are in a similar situation for any helpful advice, please no sarcastic responses.

For the last 3 years Phillips 66 has been undergoing what Go Go calls Business Transformation. "Transformation" has basically consisted of laying off a few employees at a time once or twice a year and vague promise that things are going to improve in some future year.
The objective of this transformation was to unlock value in the stock price to bring it more in line with our 2 main peers. It has failed miserably at this goal, as of today our stock price is $30 dollars and $50 dollars lower than our 2 main peers stock price.

Dear @Mr. LBT,

Please re-open voluntary retirement and severance with package options for your employees.

Many of us have now changed our minds and would like the option to leave with a severance package.

This will benefit both the company and employees. The company needs to reduce head count to 75k and this allows employees who feel that they are no longer able to contribute to Intel's success to leave on one's personal choice.

We do not want to leave without a severance package, as for many we don't have the luxury of doing so. However, with a severance package, we have a buffer and confidence needed to move on.

We wish you the best of success LBT! However, many of us do not have the courage to ride out the rough waves with you.

@e1+1k4876rt2

So we want to shift out of the ERP Biz and eliminate any further support for the Maintenance Biz by 2027. Yes, that's right the Maintenance biz for which Siemens by itself pays +50MM per year - a huge amount of revenue will be lost. Our leadership simply says, it's not what we want to be any more.

As was stated in the reference post above, this surely will open the door for 3rd party companies to come in and take over our maintenance biz.

Well, it has already started - have a look: https://www.stocktitan.net/news/RMNI/kbs-partners-with-rimini-street-to-accelerate-its-ai-twpgtdekm3ca.html

KBS is one of largest broadcasting corporations in Korea and they have refused to switch to S4 Hana. So not only will SAP lose the maintenance revenue from this company, it will lose them as a customer on other platforms such as AI investments.

By the time we get to 2027 we will have lost an amazing number of customers to third party maintenance providers and we will also have lost a legacy of future investments from all of our lost customers. What a brilliant idea this was !!

How well our C level team is guiding the company for future growth :-)

Wow, what a whirlwind of thoughts after that on-stage leadership performance!
But EH? An absolute breath of fresh air!

Everyone's whining about Mark B, Sandy, Duggan, Savinay, Shannon, etc ..... But you're barking at the wrong tree. It's the board that everybody should be pi---d at. They are the ones who enabled this mess, fostered it and encouraged it until such point where it became counter-productive and too legally risky to keep Mark B in charge. Yes, all the above people contributed in no small part to this mess, but the board is the source of all evil. They are the ones who should have been fired a long time ago by investors, if said investors truly cared about this company growing. Breaking news, it's not meant to, never was. It is (was) a cash-cow and nothing else. The acquire and trim strategy was not born with Mark B. It was always the brainchild of Jenkins, Sadler and Fowlie. This is how OpenText grew since the beginning. So ask yourself what's going to change with Mark B gone? Not much. A new CEO, maybe a new ELT, a trimmed down OT but deep down you can't turn a tow truck into a ferrari, not matter how much visionary or smart you think you are on topics like AI and information management (yes, looking at you Tom J). Once OT 2.0 is more or less in a functioning order with a balance sheet that's not threatening to cut its jugular, the good old habits will come back. That said by the time that's done, the world will have changed dramatically and the amount of catch-up OT will have to do will be massive even compared to their situation today.

Flying and doing nothing again? another wasteful business trip just for them to enjoy pampering on business classes and fine dining at the sites.

Anyone catch the trimester update yesterday and enjoy watching Penny feigning “empathy” while standing in her $5k custom spray painted EJ blazer?

God what a pathetic excuse for an executive. She and the ELT live in a complete bubble!

Disgusting.

• XAI tapped a recent high school graduate to lead its data annotation team.
• Diego Pasini began leading the team in early September amid leadership changes and deep layoffs.
• Pasini's LinkedIn says he's "on leave" from his studies at the University of Pennsylvania.

https://www.businessinsider.com/xai-data-annotation-leadership-college-student-diego-pasini-layoffs-2025-9

Gelb is not the answer. Foskett should be long retired and has no biz talking to mainstreet FIs we serve... he is a Wall Street dinosaur. The RM/Sales leader - useless and clients and his team know it. Product - zero strategy. Our competition is catching up and winning because they are NOT Fiserv or FIS. Same recycled useless people that we keep moving around. Remind me what has changed???? if you have a chance to get another job - LEAVE!

If MW and our ELT think that the absolutely dreadful morale is not going to crush the company, then he's an even worse leader than we thought he is. ELT needs to wake up and do something POSITIVE to stop the apathy. I have given up and just dont care at all anymore and any self respecting person would do the same after this atrocity of a re-org and tone deaf leadership raking in the cash while destroying a historic company!

Some people keep trying to make it an age thing but it’s not. We’re all in the same boat. The divide is between us and the execs who make the calls. They’re playing with our livelihoods while all of us are just trying to get through the week and still have a job at the end of it.

Chairman Paul Bulcke will step down early and hand over to former Inditex chief Pablo Isla on October 1, accelerating a changing of the guard at the Swiss food giant after an unprecedented period of managerial turmoil.

https://www.reuters.com/business/nestle-ushers-new-leadership-era-chairman-exits-early-2025-09-16/

This company is not serious about getting better and competing. James is a weak leader. Duggan has vision and cares about this company.

Why does HPE keep shuffling the same leaders around? Is there no one else in their mind that can do a lot of these jobs? Doesn’t look like people that want to move up will get the chance. Plus all of it feels mundane and routine nothing exciting about any of it.

I have been reading all of the posts and can't believe how much everyone sees what is going on in the same way. After reading your posts and including my experiences, here is my report card for US Foods.

HR- The CHRO gets an F for making his team be unethical. I have gotten to know most of his team members through the years and I give them a B+.

Security- How could you select this man to be a security VP. He confessed to being inappropriate and lying. And he betrayed his company or agency or what ever and confessed to telling the media info he wasn't suppose to. And we hired him? Big F

Ops- Some are unethical but some are too flirty. But most are good. C.

Legal- I only know this group and Food Safety is good and so are the contracts people. B. The ethic & compliance is really poor, always has been.

Safety- What safety? D

Sales- We need more tools and we have some lazy people here. C

Workplace Violence - D-

Communications: A

Facilities- Things work and they fix it when there is a maintenance problem in the office. I don't go in much but things are always good and kept working. A

Travel and Events- No clue

Marketing: You all got it right. D-

Finance and Procurement: B

IT: Nothing ever works for a long time and it sc--ws us in sales: D-

Business & Crisis Continuity- They are new but very good and they help us and our customers during crazy times. A

Chefs- A

Transportation- If these are our delivery drivers A

Payroll and Benefits: The benefits and out of pocket are too expensive but they do a god job on our pay. C

Executives: I don't fault Mr. Flitman for hiring his son. He is trying to be a good father and there are many relatives here. I have a problem with our CHRO after some of the things I read here and what he made his team do. Despicable. And now he is leading the most despicable man in the company instead of firing him. So I will take the A- I was going to give and make it a C-.

How long untill the new CES guy becomes CEO. Another Accenture guy will be a big success just like Sal. Anyone else hearing anything?

Perhaps they had 2nd thoughts about who they demanded to be CEO.

https://www.quiverquant.com/news/New+Analyst+Forecast%3A+%24UNP+Given+%24251.0+Price+Target

Marc Weinstock for the film marketing department is out. Thoughts on what happens to the teams under this division?

This week so far has been a Charlie Foxtrot. Leaders aren’t ready for their new team. In Service Division, our schedules are a mess, huddles are scheduled where there shouldn’t be one, 1:1s not taking place with new leaders, etc. Who thought this was a good idea?

Please get a real head of HR. The real HR professionals are about to revolt.

So apparently my boss was se-----y harassing someone half his age in a different department. Turns out this has been an ongoing thing, but finally someone came forward and went WAY uo the ladder to get results. After 24 years at the company, he got his walking papers. Knew his stuff when it came to claims, clearly had zero self control or self respect, and he was mediocre at best when it came to leading people. At least Allstate stuck by the zero tolerance policy. What a way to ruin your future. His partner who also works at Allstate is bound to find out seeing as he called me and others to “explain his side”. Messy.

I'm a long service employee and have seen a few RIFs in my time - in fact someone from HR told me that the most common reason for leaving Oracle is being laid off. So we know it comes with the territory.

Sadly we also know that there are people queueing up to join Oracle - it is a good thing to have on your resume. Or at least it was.

Reading a lot of the recent posts, it's indiscriminate - teams across the whole company. People who have had great performance reviews (for what they're worth IMHO). I've seen some really great people get laid off in the past, just because they happened to be in the wrong area at that point in time - although this time it feels like pretty much any area of the company could be the "wrong area"

But the bit that I can't fathom is what the expectation is going forward for our customers. Again, a lot of people have stated how they're committed to delivering quality support to our customers - someone even got laid off and was unable to join a scheduled support call with a customer as they lost their access immediately upon being informed. What message does that give?

I'll tell you what it says - the leadership and shareholders don't give a cr-p about the customer experience (even less about the employee experience). They're after the next big buck - which this time around is AI.

With the pipeline deals recently announced surely there is funding for both the required AI footprint AND continue to offer quality support to our customers.

It's a theme - when Oracle buys a company (e.g. Cerner) yes their product suite is nice to own , but it's the customer base that's the prize. And we always lay off the technical experts from those companies 2-3 years in. Always

Many times I've seen people with no product knowledge trying to support a customer with an issue. Might as well ask someone on he street.

To sum up, quality support isn't a priority - they'll probably claim that AI/chatbots can provide that support. Personally I don't think they can and a lot of support issues can get quite complicated.

Clearly as long as we're delivering stellar results the customer experience doesn't matter at all

Leaders clamoring to hijack meeting.
Talk 500 miles a minute.
Hollow Corporate enthusiasm.
Glimpses of fallen allies enslaved to enhanced collaboration.
Describing every initiative like it's a big deal on the cusp of entering a new frontier.

Is this a good thing?

Subsea layoffs it's official now! Moving folks into one regional group most likely off shore!
Leadership Failed Us and lost the contracts and all have received their Golden Parachutes while the rest of us Peasants deal with the crumbs and fight for little of what's left. Brace yourself winter is coming!

It feels like every solution is just let people go. There are so many smarter ways to boost profits without wrecking the team or morale. Leadership keeps doubling down on layoffs instead of thinking creatively, which just ends up proving their overall incompetence.

Can you even picture a leadership team less inspiring than the bunch we’re stuck with? Because I can’t. Every time they open their mouths, morale drops another inch.

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.

Got an invite, so did about 500 others I saw - CEO in Center Valley....for.....what? There's like no one in that building let alone we have like half of the third floor or something, right? So whats he really doing? Closing shop?

Lol I feel like we complete this back in June and we used to review details in team meetings but I've yet to see anything aside of that X amount of people responded to it. I'd like to see it this year for sure. I bet it's pretty bad which is why the details have not been shared. We also used to pretend (lol) to create an "action plan" based on what the team wanted to focus on yet no follow through has ever been done.

So from what we can tell, John Stankey lives right near Highland Park, which is basically the Beverly Hills of Dallas, TX. He gets driven to the Dallas Downtown HQ, which is a 15 min drive for him - but typically 45+ min for his employees. He gets the closest covered parking available at the firm - but most employees either have to take public transportation or pay for parking further from the building and either take a shuttle or walk amongst the homeless.

If you have ever wandered onto the 4th floor where the executive team works, the floor looks instantly and noticeable different than the 34+ floors in Whitacre tower. The floors are covered in artisan Italian tiles. The walls are outfitted with art deco paintings. Chairs, couches, and flooring are plush leather and carpeting. While there are no public pictures of Stankey's office, he did an interview with Sal of Khan Academy from his office during COVID - which shows a rare view of his office. He even mentions towards the end of the interview the importance of setting healthy boundaries with work in order to be successful and tend to all the areas of your life such as relationships, family, and health.

As you would expect, his office has a sleek executive desk, plush leather chairs, floor to ceiling windows, and even an own lobby for his office! Yet, we are thrown to work on the rest of the floors that look like they are straight out of a 1990s Manhattan skyscraper - economical carpeting, average desks, plastic ergonomic chairs, old computer peripherals, and paint peeling off the walls.

Guys - always remember - this guy only cares about himself. Only the best that money can buy for himself. Nothing but the worse for everyone else.

Fair enough, Leslie and Angie. But honestly, the real BS at Verizon hasn’t been the outside noise — it’s been the inside story. Years of layoffs, a wireline business that’s basically gone, and leadership that’s lost the plot. That’s what people are reacting to.

Used to be proud to say I worked for waters, now feel more ashamed. The morale and life has been su-ked out of everyone

What Arvind and IBM have been doing at an increasing pace. Video here => https://www.youtube.com/watch?v=3Ga-krrYgak

No thank you. IBM used to be great. Now it is not even mediocre. The G Man Gerstner cut his teeth at McKinsey which is telling US companies to gut their US workers. Makes Jack Welch of GE look like a saint compared to the carnage IBM has inflicted on it's US workers for 4 decades once the G Man came in 4-1-93.

Not so long ago activists investor openly communicated to the BOD and shareholders that splitting the company was the best path forward. Fast forward to today and it seems clear they were correct. Both sides stock is on fire YTD. No doubt AI tailwinds are the driving force here but the numbers don’t lie. At the same time don’t be so sure this will lead to job creation.