#leadership

Genuine question.

Sure seems like he got Peter Principled into his role and now everyone under him is paying the price for it. I guess we all need to get used to having a new manager/director every 3 months

It’s truly amazing that Renu got recognition for an award considering the job she’s done at both VMware and OMNISSA. I can tell you firsthand working with your is full of hyperbole and and being naive. She’s been a detriment to OMNISSA and is has a big hand in its demise.

If you’re worried, you only have yourself to blame. Don’t blame leaders. The company literally gave a huge buyout last year with VSP and arrogant bozos decided to not take it and now there’s all this turmoil. The company has been in a downward spiral for years and the writing has been on the wall. Look at all the reputable leaders that left with VSP. No lessons learned from the first VSP and countless layoffs and outsourcing since. Did you really think your job was going to be more secure AFTER VSP? You reap what you sow.

There’s a lot of unfounded rumors on here. And although I understand, I might not be privy to all the information - I also am not a fool and I’m aware of this process.

I’ve seen SVP’s in some groups where I’m like. How did this person cobble together brain cells to get out of bed in the morning. One particular gentleman will drop nuggets of wisdom that are more like tu-ds. Using physics analogies, but they’re all incorrect while I’m sitting here with a physics background. Then there are other senior directors that I found out their pay is somewhere about the 300 K band on just base and they’re the biggest waste of air. Then there are plenty of EVP’s there are nothing more than leeches.

Personally, I have not been reached out to you to give a list of employees. However from experience and from others this is how you would do it. First pass all the rank 5 and 4 are safe (we will come back to this). You start in the bucket 2 and 1. If you’re a 3 it’s not about performance as the vast majority is this bucket, it’s how like-able are you to work with and do you make your managers life easy. I know that’s unfair as some managers have vendettas against directs but alas tis’ corporate. Then after if you need more you go to the 5 and 4 ranks. Some groups will give out 5’s like candy and if everyone is a five, then no one is a five. So expect that group have a second review and both pay and politics come into view. At the end you want a lean team of high performers in the 4 & 5 bucket and then the top 70% of the 3’s. If this is giving tech company vibes - don’t be surprised if stack ranking becomes the norm for regularly oustings. The culture will get ugly very quickly.

The only positive is if Verizon gets leaner and we retain top talent then we can promote more easily. But given how shortsighted the geriatric committee is, I wouldn’t be surprised if we also blow this benefit. Cheers all

How bad the Management are, $110m down the waste as folks still think DXC are a fried chicken outlet. Hope they finally terminate this. Manchester United chiefs enter fresh talks with £20m financial blow on the horizon. Manchester United are working hard to find a new sponsor, with their sleeve sponsorship deal with DXC Technology set expire at the end of the 2025/26 season

Just calling it now — once AIP drops in March, Q1–Q2 2026 is going to be a bloodbath for Truist talent. Every high performer who still cares enough to tough it out right now is probably already polishing their résumé. Between the 5-day RTO nonsense, the constant cost-cutting “initiatives” that make zero sense, and leadership’s habit of treating teammates like disposable headcount, why would anyone with real market value stick around?

It’s honestly painful watching good people get run into the ground while execs talk about “purpose” and “care” in the same breath they use to justify another round of cuts or policy rollbacks. The writing’s on the wall — once the bonus hits, the exits will light up.

Truist keeps acting like folks don’t have options. Spoiler: they do. And the ones who’ve kept the lights on are about to prove it.

There is no doubt that VH and her leadership team are doing a terrific job at Oxy. She is focused on her goal of making Oxy a great company. Her almost one decade of experience as the CEO has made Oxy a well respected and recognized name in the oil and gas industry. The 3Q results is something to be proud of. Her hard work is finally paying off. She is also working hard to pay down Oxy’s debt. Oxy is a leader in innovation and Carbon Capture. I am very proud to work for Oxy.

It is late fall in the United States. The leaves are changing, and the air has turned crisp. We begin to prepare for the holidays with family and friends. Christmas decorations come down from the shelves in the attic or garage. We make our homes—and sometimes our yards—festive, and we start our lists of gifts for loved ones. It is a magical time.

Oh… and Solventum begins its annual restructuring. It seems people are receiving their Christmas their pink slips from the water boy and his cronies today.

In ten minutes, we’ll get to hear how—with a little courage and some visionary leadership—we’re making the changes that will guarantee we stagger forward until the next layoff, which is in no way reassuring.

The disaster that most everyone realized was coming is directly related to the hiring of executives, for lack of a better term, from Sweden, Ireland, India, and Canada. At least two have been under investigation of wrongdoing while being the head of other companies. The next part of the disaster is allowing HR to run the business with its innate stupidity. Another part of the mix is increasing prices and forcing someone within finance to manipulate the numbers by showing increased subscribers rather than terminations based upon the increase. Forcing out the knowledge base within the company. Offshoring customer service and everything else they could get their hands on. This CEO will do no better and the price increases will continue along with layoffs. When something this large is turned into such a mess, it will take a very long time to correct. One common theme that has existed for at least ten years is the executives do not want to hear the truth. Every negative is twisted, turned, and shined so the executives can continue to believe that they are the greatest.

This is from Wireless, but still very much true. OP is @f7+1k9q3zzfe.

Pretty convenient that someone had a note card to trigger the prepared statement to have a Dad talk with the entire company. If you respond other than how we expect you to respond get ready to get in line! And tears!

Does anyone know what’s going on? I have a feeling there’ll be even more layoffs at the end of 2025 or early 2026. Also, what do you think of the new CEO?

Yeah back when Intel CEO's gave a sh*t about the company and actually had a vision.

https://fortune.com/2025/11/12/next-level-leadership-cisco-leaning-on-recruitment-upskilling-staff-ai-era/

with clover slowing down our only choice is to compete. that means being fast and responsive with a modern architecture. much of fiserv is based on 1980's technology will a small group of people who resist change and sabotage progress. the key for leadership is to remove these roadblocks and then to execute at a high level the next two years. it's a daunting challenge to be sure

This is where the real corruption lies at Fannie Mae. I was in a department where most of the people were management level or above. A department with 30 plus managers 5 plus directors and very little worker bees. Management level and above had a country club mentality where they all protected each other. If they truly want reform at Fannie Mae that is who they should get rid of. A department usually needs 1 director not multiple directors.

Not much to add. At Freddie, his people got untraceable access to all the borrowers data too to dig dirt on political opponents. Infosec and senior leaders knew, no alarms were sounded. The rules of “safety’n soundness” and ethics are only for us

Only he could bring back the glory…

All,
Please reserve this time for our last senior leadership meeting of 2025. We’ll discuss performance acceleration and Reimagining Work, as well as any questions/topics you raise.

Someone said Joe is gone? Is this true? Seems highly unlikely to me, he seems like one of the only good ones at that level.

LMAO

I had a satanic squad leads recently and am wondering if I am responsible for this delicious backlash on this parasitic, useless role

I hired an Etsy witch to put a generational curse on the squad lead position

Today was the first day I went to my Target store after the layoff. It was weird. All that proud and belonging feeling vanished. I quickly went in and out, grabbed a few items and left.... How are you all feeling? Honestly I don't thing I will continuing buying anything at Target after Jan 3. The way we were all treated in this layoff tell me a lot about the company's leadership we were working for.

The condescension practically drips out of speakers mouths when answering questions in AMAs. "Compared to other companies, our RTO..."

We don't care about other companies, we care about this one. Answer the question.

These people should go into politics with their ability to talk for an hour and say nothing of value.

Open thread.

Initial thought: Pete sounds like he has no interest in being on this call. Perhaps Gail is leaving and he's been told he's not the heir apparent.

On the floor at BR.. seeing many VPs ,Sr Dr are having meetings that are not work related.

Sr Dr are meeting one by one with this VP.. most likely lists are getting generated.

What band is an AD? Director? Sr Director?

People are exhausted, wasting hours every week commuting just to sit in overcrowded offices on calls they could’ve done better from home. There’s zero trust left between leadership and employees, and every new “presence report” or “compliance check” only drives the wedge deeper.

Instead of showing empathy or even basic flexibility around the holidays, leadership doubles down like robots with no understanding of how real people live and work. Every decision is designed to make life harder, not to make the business better.

And for what? Headcount cuts without severance to fake numbers to Wall St. so we can pretend like the company is in good standing and stink can pull his Golden parachute right before the Sh!t hits the fan?

The people who are sticking around just to reach retirement aren’t the future of this company. The ones leaving, the under 50 high performers, the problem solvers, the people who actually care are the ones you should want to keep. But you’re pushing them out, and they ARE leaving.

If this continues, in five years AT&T will have gutted its talent base completely. The knowledge, the innovation, and the passion that built this company will be retired or gone for the “industry standard” hybrid or WFH arrangement. Anyone left will be the low performers with no options because nobody new is joining this toxic company. That’s not leadership, that’s destruction disguised as discipline.

It’s time to stop pretending this is working. Bring back flexibility, rebuild trust, and give people a reason to stay.

Can anyone circle back, follow up or close the loop on q4 kpis for Hans the special advisor? Vz is positioned to win the holiday with a top talent team, org structure and culture OS. Let’s keep the momentum going! Also if someone could make sure he completes the pulse and survey hours that would be great thanks. And make sure he takes the guilt free vacation too and brings his best self to power and empower the way we work live and play. Honored and humbled for world class art of the possible leadership that treats us with dignity and respect, honesty about the state of the business, and our bright future!

Layoffs have already started with multiple Market presidents. Just check Workvivo. Notice there’s some we don’t hear from lately. They gone! These layoffs are starting from the top and trickling down. A lot of Senior Directors and Directors are next. They are keeping them around to deliver the bad news to retail stores. Be aware of any open positions not being filled or weird last minute moves to save good employees from being cut. It’s simple math less stores, less retail employees, less Directors, less R2B and the dominos fall. Be very nervous if you get a calendar invite for a mandatory meeting between Nov18-20. Or if you start to see routine meetings canceled. Most likely you will be impacted in some way. Most executives have some knowledge just look at how a lot of Presidents, VPs, and Senior Directors are silent. That’s because they are already out of the business or will be soon. Go ahead and test it ask about why your President or VP has been off the grid lately.

Watch closely and observe the clinical precision of LBT in cleaning up the deadwood, scammers and imposters in leadership. Absolutely brilliant!

1. MJ gone
2. Christoph gone
3. Saf gone
4. Ann gone
5. Pambianchi gone
6. Lavender gone
7. Sandra gone
8. Sachin gone
9. Bruckner gone
10. Adding Craig to board must mean he’s getting ready to push someone out

Current or previous V-Teamer.

Since Amazon's leadership took over Walmart, the first thing they did was undermine the Walmart culture. Furthermore, they have become deeply entrenched, leading to frequent layoffs both in the past and present. No projects are progressing; everything appears to be at a standstill. It seems as though Amazon's board of directors has dispatched these individuals to Walmart as part of a covert operation to dismantle it, rendering Walmart internally ineffective. This strategy appears designed to ensure that Amazon can thrive exclusively in the retail market. The IT department at Walmart has been significantly disrupted for the past couple of years, making it challenging to regain its footing.

Kelly is imploding quickly- layoffs continue and those who aren’t being let go are jumping ship. The historical values Kelly was known for no longer exist. Thankful Peter is out - now if Chris and the board take their blinders off and Tammy follows quickly AND Chris can find it in him to execute fundamental leadership skills, maybe there’s a chance to recover what was once a noble company.

I have an offer from Carelon in the behavioral health area. I’ve heard the person that heads that business is a good leader (CP) but the person above her I should stay away from in Carelon (BW) I work in a similar field today but this is a promotion and seems like a good opportunity. I’m just concerned about what I’m hearing about the other leader. Any advice.

No, not that Craig Barratt.

#WhatAreWeGoingToDoWithGrandpa?

https://x.com/sk7037/status/1987998832270127601?s=20

Here is what the government is saying “At a minimum, Mr. Bisignano appears to have failed to manage Fiserv effectively, and may have misled investors and the public about the company’s financial status, raising concerns about his ability to serve as a key Social Security and IRS official in the Trump administration,”

Is not because of poor net adds or gained AI efficiencies but to finance the Frontier acquisition. Maybe if Lowell hadn’t squandered 10 billion on AOL and Yahoo we would all be enjoying this holiday season. Poor decisions by leadership with regards to spectrum purchases and failed mergers is why many of us will see our lives disrupted.