#leadership

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.

Anyone have the scoop on the org announcement for GPL/SDI?

“While Party City previously pulled itself out of bankruptcy the first time around, its continued failure was likely inevitable. A downswing in demand for party products has continued to put pressure on the business. \

SO WHAT does the new private Walgreens do? Hey let's get into that business. So sell balloons and more balloons, or shall I say try and sell them in prime space on the shelves. Can't sell anything better than that? I thought the pharmacy was everything, but hey sell balloons. What a disgrace. Let's go to Walgreen's now because party city couldn't do it. Speechless.

Federal Circuit Orders Retrial in Phillips 66 and Magēmā Patent Dispute, Citing Prejudicial Ruling
7 days ago2 mins
The Federal Circuit has mandated a new trial in a patent infringement case involving Phillips 66 and Magēmā Technology. This decision overturned a Texas federal court’s previous ruling which had dismissed Phillips 66’s noninfringement argument as harmless, despite it being regarded as both “improper and prejudicial.”

The issue arose from allegations by Magēmā Technology accusing Phillips 66 of infringing on patents related to oil refinery processes. The original court decision was contested because the initial judgement failed to appropriately address the improper nature of Phillips 66’s defense, thus prompting the appellate court to demand a retrial. More about the ramifications of this decision can be read in Law360.
Is this how Phillips 66 demonstrates the Honor part of OEA?

How many of you who have left State Farm or have retired from State Farm would go back to work for State Farm today? How many believe State Farm is a better company today compared to what it was 50 years ago?

Assume you have a manager who seems narcissistic, only caters to ones who su-k up to them, gives opportunity to grow to only those associates who are "teachers pet".

The "pets" end up getting all the recognition, accolades while the truly deserving ones get more work and no reward.

Now imagine Fido is filled with such managers....

Everyone puts in the hard work but only ones who su-k up to their managers / leads get the limelight.

Many moon ago there was a rule that a director had to have at least four direct reports. Now, it seems most have few or no direct reports. It also seems like everyone is a director. The unemployment rate got so low hon was forced to promote folks to director positions or they would leave.

The problem is that many of these "directors" know nothing of how to truly lead. I can't remember the last time I was in a meeting with the director's manager being in attendance. There seems to be no accountability for incompetent leadership.

How did it get so top heavy.

Aero

After CDW basically wiped out a department and lost years of expertise and experience, they are now re-hiring for those roles, but at near entry-level pay. That is the strategy--layoff experienced coworkers who have been dedicated to CDW for 10 years or more and bring in low-paid workers in order to ensure executive bonuses stay high.

This is so short-term in thinking, but many of the executives are nearing retirement age, so they are are at no financial risk for these decisions. They've been doing it for 3+ years and there have been no signs that approach is driving growth for the company.

It's a horrible strategy, but leadership doesn't seem to see the obvious.

https://www.youtube.com/watch?v=Qq10jrnO2SM

They are openly mocking him on YouTube now

You thought that this was a one hit wonder, now you find out that the hits just keep coming. Not delivering number one hit on the chart puts these brilliant people into the land of constant layoffs. I just wonder what the leadership team thinks about their no hit wonders, lack of empathy and inability to drive growth? Not a lot, sure they sleep well knowing that they have laid off hundreds of folks and will continue to do so to save their own skin. They will continue to keep firing people to get their bonuses (if that's even possible at this point) and save a job that they are so very desperate to hold on to, knowing that their track record won't get them hired anywhere else. They all want to be board members, I would not even hire them to play a board game.

In some cases, the operational decisions made by Oracle directors are completely baffling. They have this pattern of reassigning projects from their U.S. and European employees to offshore teams, which consistently creates major friction.

Initially, our U.S. teams have the clear advantage, but they're quickly outmaneuvered by the sheer size of the offshore teams. This approach severely erodes the trust and confidence employees have in their leadership and their career path. Their contributions are often viewed as ancillary, and they rarely get the proper credit.

It feels like U.S. staff are being brought on board to train offshore teams, only to be deemed expendable once the knowledge transfer is complete. You can see this pattern in meetings: my contributions are significant at the start of a project, but my input gradually diminishes. As a result, I've started to limit my engagement with offshore teams, providing only high-level outlines of the work instead of detailed technical walkthroughs.

Usually H-1b's and Offshore should aid the U.S employees. But it works like snatching the work and more promotions are given to offshore. U.S employees left in limbo.

What kind of level disrespect is this? And you expect loyalty & performance from someone you treat like a garbage.

It was the place, you know? Now everyone I talk to here sounds drained and bitter. It’s wild how fast a reputation can flip when leadership stops caring about quality.

I'd like to think this will be performance-base, but we all know that's never been true. They'll get rid of the highest earners who are usually the highest performers as well, crippling the company once again. Layoffs would be easier to swallow if they ever made sense.

Poor results, no real leadership, and ethics that seem completely absent make it hard to feel proud of my work. It’s exhausting to try and make a difference when nobody seems to give a damn about anything long term. It's all about now and how can we make it cheaper. A real solid strategy we have going on right now... /s

In the movie trope, a diverse team, each with a critical and unique skill is brought together to pull off an impossible heist. Together they achieve the impossible, however, the leaders decide that they would prefer not to share the bo--y, so they eliminate team member, one by one until only a few team members are left. I wonder what brought this to mind.

I am at TETD under ATTD. We have teams in OR and in AZ. Intel is shutting down all developments in TETD, so we are letting go of ~60% employees which would be several hundreds both in AZ and in OR.

This is another typical Intel failing in strategy. After investing billions and hiring lots of really talented engineers for more than 20 years, now we are shutting down because there are no immediate customers as we trust TSMC more than ourselves.

Everyone who sees this, remember you will be the next target. DO NOT TRUST INTEL LEADERSHIP period. Intel is set on the course for bankruptcy like Motorola. I am afraid USA is following the course of Intel these days under the great leadership of our fearless but regarded leader. This so awesome for China.

Ford Motor Company needs to immediately stop offering any implied Warranties on all new Ford vehicles. Start offering all new Ford built vehicles for sale As-Is Where-Is. Ford Leadership needs to wake up and smell the coffee and finally admit that Ford Motor Company builds J-U-N-K.

Selling all new Ford vehicles As-Is Where-Is should immediately end the constant Recalls problem on almost every Ford vehicles built.

Close all Ford Dealerships and buy out the dealerships Ford Motor Company does not own and close them too. After all Ford Dealerships have been closed, Ford Motor Company should sell off the former Dealership buildings and land. Ford Motor Company can then begin selling their As-Is Where-is Ford vehicles across the country at boarded up closed former Drive-In Theaters that Ford Motor Company can acquire on the cheap.

With Ford Leadership putting this plan immediately in effect at Ford Motor Company it will produce positive cash flow and save the company.

Ford can also make a huge profit by marking up all Ford vehicle repair parts by 200 percent from current prices.

With this plan Ford Motor Company Leadership does not need to recruit and hire loser Dave Calhoun by offering him a outrageous salary

The company's completely silent. Management was told to just hold the status quo, no new plans. Honestly, I'm just going through the motions now that my VP is gone. We talked about all my career goals, and now he's not around. I'm really not sure what's next with the new leadership; it feels like I'm back at square one.

On top of that, Oracle is tagging everything with "cloud" and "AI." I'm not sure what that means for raises or promotions for us in middleware and other fusion roles. I'm in a tough spot and can't really look for another job. Even if I did, recruiters would probably just see me as one of the recent layoff victims. They barely reach out to Oracle employees as it is, and with these latest layoffs, I doubt they'd even look at my resume.

Should I take off for a week or ten days ?

This is what happens... for Nielsen it will be slower since there is no customer facing product but the end result will be there nonetheless...

BTW, did you ever trust David Kenny, his only job while you were bursting your a-s was to sell the company to the highest bidder, making himself and investors a lot of money out of your hard work!

https://www.youtube.com/watch?v=FCbJuZewjak