#leadership

DF is responsible

That's the post.

OK Five9. Let’s use the rest of 2026 and show this industry that we have what it takes to get past the misdirection of previous leadership.

I want to see success for the Five9, the employees, and let’s be honest; I just want to prove all these ill spoken people on this forum wrong!!

I know there are pro Five9 employees that read these updates. I would love to hear from more of you.

All anybody cares about here is making more money for those on top. We're not even an afterthought.

Remember when the cows wandered into EMHC last year and security didn’t even bother to send a fake “your safety matters” email? I’m convinced they went straight to Darren’s room, took one look at him, and were like, “Ah. You’ve got this ” and just left. Honestly, what else could their visit have been for.

https://www.bloomberg.com/news/features/2026-05-20/ceos-at-novo-nestle-push-work-cultures-into-results-mode

Any word on if there’s going to go thru with in in New England? Should be soon, the higher ups are in for a surprise if they do. A lot of good talent will be leaving from what I hear..what a joke, let’s make this like 2005 and put these managers in the spotlight and talk about their cr-p numbers that we can easily look up. I can see director and above but individual managers !? Bye bye verizon for many if this happens

Will AI replace Dan and his leadership team? 😅

I feel like they were once sent out every trimester, results were shared by department GPs, and leaders attempted accountability of results. Is there anything now to hold ELT and other leaders accountable? Or did the results get so ugly that they stopped allowing upward feedback? When is the last time survey results were shared?

This should be entertaining

Zero or paltry raises for employees while executives gorge themselves and continually inflate their compensation year over year.

Whatever happens, don't blame yourselves. This isn't about you. It's about greed and poor leadership.

Makes you wonder if the goal is just to burn the place down. Specialists, veterans, people with actual skills, the ones who held teams together - they're all getting cut. Any leadership that cared about the future would be doing everything to keep them.

To those posting positively about hiring and growth at OpenText on the threads here.

Please do a reality check on how things actually are here and across the industry. If you haven’t done your own research, ask around. Plenty of people will give you an honest picture.

If you know the reality and choose to ignore it, at least don’t mislead others. Stop posting overly optimistic takes about job openings or “returning to growth” when most people here see it differently.

From the recent all-hands and CEO town hall, many of us felt the leadership lacked ownership and accountability. Questions were deflected to the ELT, and there was no clear stand on strategy, growth, or revenue only focus on personal incentives.

The concern is real: without change, OpenText risks hurting both its financials and its people.

If you disagree, back it up with facts. Otherwise, it’s time to face reality.

With so many associates gone, who exactly are all these managers, senior managers, directors, senior directors, and VPs leading now? The teams that remain are extremely lean. It’s hard to understand why leadership layers continue to stay intact while cuts are happening primarily at the lower levels. At some point, you have to question whether all of these layers were necessary to begin with, especially now.

Appian has changed over all senior leadership in the past two years. Except for the founders, of course.

In that time Appian has lost 1/3 of its value, while industry peers like PEGA and even the broader enterprise software ETF stocks (IGV) have gained 12-14%.

There’s nobody left to blame but yourselves. You aren’t good at your jobs. You can’t hire well. You can’t run a company well. You’re in over your heads but are too arrogant to see it. You’ve done your best to force alignment under a single old strategy… silencing any challenge to the boss. It’s not working.

Cash out. Let new people run this institution. Or continue to flush value down the drain,

It's what...nearly two years since he was brought in as the technology executive management team member to fix Citi's age old problems. What/How has he delivered so far? Considering what his directs (forget the whole team) costs Citi? What's the ROI?

Biggest question to answer - Would Citi ever be in a position to exit the CO had it not been some other administration in place (either Republican different than Pres. Trump or a Dem Pres.)? If the answer is no, then is it not clear that Tim Ryan has failed misreably at his job? 2 years is a long time at that level. Then again....CO was issued under Jane's watch and her total comp and position has only climbed higher and higher every year, despiteg Citik having paid nearly half a billion dollars in just fines since the 2020 CO. She's costed Citi more than that already...she ain't in any position to hold Tim accountable for anything

Has anyone else had the experience of just not being able to cope with the persistent concerns of both not being able to keep up, plus the feeling that their own impending notice is a forgone conclusion, just waiting to happen?

Several months ago, I had so much anxiety, over my VP having an ongoing conniption fit over the set of metrics my team produced, not "aligning" to the "strategic message" being tried to "crafted", for an "incredibly important executive meeting"; that I worked myself up into such a panic, that I got in an automobile accident. I'm not saying the accident was 100% due to my state of paranoid stupidity at the time, but it was a major contributing factor.

My spouse ordered me to go to the doctor, and I broke down on how much of a mess I was psychologically. My spouse explained to the doctor, on how I was a completely different person than I was years ago. We went over life's issues, and framed out how I got here; and surprise, one of the biggest root cause issues was deemed to be my ongoing fear of being restructured.

The doctor placed me on several medications, several for anxiety, and several because since working my behind off for the past few years, my behind has grown to twice its original pre-Cisco size, due to a healthy diet of carbs and sugary Starbucks drinks.

I've been on these meds for several months, and am loosing weight. I feel much better, but to be completely honest; I know longer give a crud about this place. I don't like the people I work with, I really do not like my leadership. I don't know why I believed for a long time, that this was a fantastic place to work. It su-ks.

We have talked it over, and am going to try to stay as long as I can. It is refreshing to not care. Yes, I will do the work, be expect the bare minimum.

Sad because this company is being ruined by the greed of a small population of enabled executives, who just don't care to slice of whatever population of employees are needed to make their pockets fill up even faster, for the sake of the AI evolution.

If you don't like the message above, well aren't you just living with your head in the sand. Hopefully our paths won't cross, because I don't want to work with you, or worst, for you.

It sounds like there was an email from higher ups admitting some kind of fault or issues? Any details for the laid off among us?

To reframe an old adage for the ongoing disasters being inflicted on our companies:
“We the unwilling, led by the uninformed, guided by the blind, are kept busy by those incapable of recognizing value-adding results.

With Cisco losing market share, the responsibilities of that are squarely on the portfolio leaders, AVPs, SEDs, ODs, SSEMs, RMs, and SEMs. They have failed to hold their people accountable. Due to the failure of these so called leaders, good people have been impacted and will continue to be impacted. The answer cannot be to just add portfolio AEs and SEs. It is time to LR the portfolio leaders with real leaders that can lead the business and hold people accountable.

thought maryann was going to drop a bo-b on us during the latest insight forum….no mention of this though, right? heard rumors on selling off smaller refineries, purchasing a new big gulf coast refinery…any more news on the pipeline?

An employment lawyer identified several indicators preceding layoffs. Return-to-office mandates often prompt employee resignations, reducing staff. Leadership comments about financial struggles can encourage employees to seek new jobs. Implementing multiple cost-cutting measures also signals potential workforce reductions. These actions help companies reduce staff without formal layoff announcements or severance.

https://www.yourtango.com/career/subtle-signs-show-up-right-before-job-starts-laying-people-off

Dan and other leaders have mentioned closing locations and that locations shouldn't matter for hires but when will we see that in job postings?

Do you guys not see what happened when Dan Schulman was installed?

Dan was on the board of Verizon for years. That means he saw the profit loss, the bad decisions, the damage to the company image, the lack of innovation, the failed investments, and the growing disconnect between leadership and the people actually keeping the company alive.

He saw the damage being done to customers too, especially long tenured customers who stayed loyal for years only to watch service, support, and consistency deteriorate while prices continued climbing.

None of this happened overnight.

What happened next was a corporate coup.

The old guard and leaders who could advocate for employees, customers, and the necessity of certain roles were removed. Thousands were laid off. Fear was injected into the workforce. Then a new class of leadership was installed, leadership whose loyalty is upward to the executives who promoted them, not downward to the employees carrying the business.

People who spent years chasing titles like Senior Manager, Director, Senior Director, and VP are not going to risk those positions fighting for workers, customers, or the long term health of the company. Their mission is survival within the system.

Meanwhile experienced talent leaves, morale collapses, customers grow frustrated, and the company keeps pretending it does not understand why performance and public perception continue declining.

Never forget what they did and who they did it to.

This was not some random restructuring. It was calculated, coordinated, and executed with precision.

Does anyone else ever imagine how much better this company would be to work for if Tim Welsh would have replaced Andy?

Rumor has it that leadership and HR are pushing for people to have the Career Story section filled out in MyGPS.
Given very recent RIFs and restructured, this feels very unsettling. Anyone here experiencing this and/or have an insight to why this is?

Share price in decline consecutively for years

Portfolio in decline for years

Talent in decline for years

CEO & Leadership team in decline for years

Longest period of no raises in any major IT company - they must hold the record

No strategic direction for years

I could go on and on, it is this the worst company out there?

Overnight decision to move then out of the sla-ghter house currently known as Tech moves under Nish. Do we really need a chief privacy officer in that model and do we need over twenty people in a second line role where all of their functions were first line centric ? If we think of efficiencies and what matters for members this is pretty easy. This groups previous leadership fought tooth and nail when anyone dared to mention they belong in second line. (Judy and her leadership team) time to clean house I guess this is a no brainer. Any bets on what happens to a 25 person first line team moving into second line ?

Not sure how everyone is responding to the changes over the past year and some change. Seen a lot of people move on and out the company, rightfully so. I have been showing up and leaving when I feel like it. Granted my mgr understands my beef and is cool with it, if I show up at 9/9:15 and wanna leave at lunch or 3:30 to finish my day at home, I do that. I suggest you start taking power back in some form for yourself. Whatever that looks like for you, do it. I refuse to look back one day knowing there was more I could do to empower myself in my role and regret it because I was fearful or just doing what I was told, even though it made no sense. For those still showing up daily on site in sales for a 90% virtual role, ask yourself why you're still playing by the rules and not questioning things or creating your own environment for success. Your manager feels it too, but they're not gonna speak out. You have to do it for yourself. If you understand your latitude and have positive rapport with your peers and leader, suggest you create the workflow for your success rather than abiding by this cookie cutter nonsense. Respect to those who don't want to risk their livelihoods because times aren't great. But I encourage those who're disgruntled about the current work environment to take some power back and do whatever you want to do to meet the targets rather than what incompetent leaders try to mandate.

Anyone else take issue with the ‘motivational’ video shown at the last town hall?

Our CEO really woke up today and said, “You know what will inspire the team? Mike Tyson vs. Buster Douglas.”
So now all of us watched a heavyweight upset from 1990 like it’s a mandatory corporate TED Talk.
Nothing says “Q2 synergy” like a grainy VHS quality uppercut.

To be fair, the message was supposed to be about resilience, grit, and “getting back up when you’re knocked down.” But here’s the thing: Mike Tyson isn’t just a boxing legend — he’s also a man who was convicted of se-----y as--ulting a woman. That part matters. It’s not a footnote. It’s part of the real story, and it deserves acknowledgment, especially in a workplace where safety and respect for women aren’t optional values.
So yes, the Buster Douglas upset is iconic. Yes, the metaphor could have worked. But maybe — just maybe — there are motivational examples that don’t require HR to brace for impact.
In the meantime, if next week’s “inspirational clip” is from Tiger King, I’m calling out sick.

Even if survived this round feels like would already be lined up for the next one. They have zero answers for how to actually win back market share as they aren't willing to invest in actual long term fixes. Everything has just been short term survival till next quarter talk even with the new leadership.

And to top it off they've backed clover as the growth engine. When it's a rubbish product in comparison to much more nimble competitors out there. And also one of the tightest margin spaces that exist in payments.

An on point post by @ag+1ks3fbqb9.

1. Your Potential Means Nothing
↳ Results speak louder than capabilities
↳ "I could have" doesn't pay bills
→ Start delivering before someone asks

2. Loyalty Won't Save You
↳ Companies are loyal to profits, not people
↳ Your growth is your responsibility
→ Always have a Plan B ready

3. Being Good Isn't Good Enough
↳ Excellence is the new baseline
↳ Average performers get average lives
→ Identify your unique edge and sharpen it

4. No One Will Hand You Success
↳ Mentors guide, but won't carry you
↳ Your career is your business
→ Stop waiting, start creating opportunities

5. Comfort Is Career Death
↳ If you're not uncomfortable, you're not growing
↳ Easy today = obsolete tomorrow
→ Seek the tasks everyone else avoids

6. Politics Matter More Than Performance
↳ Great work without visibility is wasted work
↳ Relationships amplify results
→ Master the art of showcasing impact

7. Time Choices = Career Outcomes
↳ Every 'yes' is a 'no' to something else
↳ Poor boundaries ki-l high performers
→ Master the art of strategic declining

8. Feedback Is A Gift (Even When It Hurts)
↳ Criticism shapes champions
↳ Defensive people stay stuck
→ Seek tough feedback early and often

9. Skills Have Expiration Dates
↳ What got you here won't get you there
↳ Industry demands evolve rapidly
→ Stay current or become irrelevant

10. Your Network Is Your Net Worth
↳ Relationships are your career currency
↳ Tomorrow's opportunities come from today's connections
→ Invest in people before you need them

11. Your Attitude Eclipses Your Aptitude
↳ Difficult geniuses get fired
↳ Pleasant performers get promoted
→ Choose your battles wisely

12. There Are No Guarantees
↳ Security is an illusion
↳ Change is the only constant
→ Build adaptability as your core strength

In the office alone again — just me, my badge, and the hum of lights that definitely don’t need to be on.
If I miss a day, I get put on “a list,” so I’m hanging on like a badge clip that’s one tug from snapping.

Meanwhile, the remote “leader” who is well within the RTO distance — but somehow got reclassified as remote — will probably need to set up a Teams meeting to talk to me about the importance of in‑office collaboration.
Peak corporate irony.

And the highlight of the month: after six months of coming in four days a week, I finally had my first in‑person meeting.
Pretty sure someone got forced to schedule it.

At this point, I’m basically the last survivor wandering an empty office park, trying not to end up on a list. But don’t worry leadership is listening, if we are lucky maybe some are thinking as well. 🙏

Have a great weekend and remember the holiday doesn’t count as a swipe next week.

I need to get back to work since I was asked to hire more remote workers for my team, who will never come in this office.

Or just pawns?

meta aint in no zombie era…its in panic mode. The times says meta is turning into Aol or yahoo, some old big internet comapny that used to be on top and now nobody cares. i beleive they kinda right, but they missing the real thing. meta dont know what it is no more. first zuck changed the whole name for metaverse and burned like $80b on reality labs. they told everybody vr meetings and cartoon avatars was the future, but nobody wanted it. horizon worlds had tiny numbers, avatars had no legs, and the whole thing looked d-mb. then ai got hot and meta definately jumped on that too, like they just chase whatever is shiny.

now they getting sued by publishers and an author for allegedly using pirated books to train ai. lawsuit says they knew the data was pirated and used it anyway. it also says zuck ki-led licensing talks cause if they pay to recieve even one book then it hurts their fair use story. so this aint seperate problems. its all one mess, wich is a buisness with no plan, just shortcuts and money burning. then u got reports of meta watching employee keystrokes and mouse movement to train ai agents that might replace them later. maybe that occured cause leadership is scared. no suprise regular workers get layoffs, stack ranking, rto pressure, bad morale, and fear while the top keeps funding zucks next fantasy.

Classic corp-stack maneuvr.... Print record numbers, invoke AI... Then, purge the meat-layer, and tell the survivors the system is "more agile." The optics are vintage late-capital firmware.

So, silicon gets fed, humans get reclassed as drag. Somewhere a dashboard turned red to green and called it progress...

Layoffs will be over when he gets replaced by the guy from the club...if you know what I mean. Until then layoffs every three months.