#leadership

What do you make of the re org

Chat are we cooked/ Chat who is cooked?

In a meeting, they asked some questions! While they can be business oriented, how can a CPO & VP of product not know the core product's capabilities / limitations but state that their goal is to make it a market leader?

A database company's CPO doesn't know about their own product and now I understand why unrealistic asks are coming in from them.

Anyone else read the corporate jargon email from Mr. Tractor today? The ELT wants us to build on three enterprise skills….which will lead to us being rewarded with what exactly? No one can be promoted anymore because of our terrible new HR model. What is the incentive to improve exactly? Don’t say VCIP either, that is turning into a total joke and has become essentially whatever the leaders want to pay. If we can’t be rewarded, what is the point of continuous improvement? That only works with companies that actually reward performance. This company is doomed until we have a real leader in HR and someone willing to stand up to the CEO and CFO.

BNY Pershing’s CIO came and went faster than a transformation buzzword. The British hipster swagger, the artisan‑arrogance, the 'Untuckit' shirt and white tennis shoes style and the “I’ll fix and co-locate everything in six weeks” energy — all gone. And in classic BNY fashion, the update is delivered with that beloved euphemism: “He is no longer with us.” Translation: blink and you missed him.

Comment on how you feel being isolated, while others wait their turn for next round. This happens every round, laid off employees dropped off the bus, while ELT preaches Cisco impressive leadership, AI prowess and caring for employees.

Amidst the firm forcing HO associates back in 4x per week and removing flexibility for hours in-office, I’m seeing a new LinkedIn marketing push today from those at Edward Jones, targeting FAs. It includes a picture saying “Flexibility + work/life balance”, and the content says the following:

“High-intensity sales roles often demand relentless travel, long hours, and constant availability. It's no surprise that many top performers are seeking more flexibility-without losing meaningful work.
Advisors transitioning from sales value having control over their schedule, fewer reactive cycles, and more time to focus on client relationships-not constant hustle.
If you're looking for a career that gives you space to breathe while still challenging you, this might be the right move.”

I get what they’re going for, but it feels like salt in the wound as a HO associate. But hey, I guess according to DC we should be grateful to have our jobs, right?

Given recent townhall. The idea of shifting from engineers and managers to AI Builders as a blanket term to cover both engineering and managers as one. How are others feeling about this? Shifting team sizes to teams of 2-4 with a goal of trying to get code to production in 5 days. Does anyone else think it’s problematic? Team size changes meaning more layoffs to come? Anyone feeling as if there is a big disconnect from what upper management envisions and what goes on a day to day? Do we see quality control dropping and heavier workloads that will be “solved” because of AI? Anyone feeling let down by leadership?

What was the Trust in Leadership score this time? I didn't see it in Gina's email. Did it go up or down?

Thoughts on the incoming CPO? I’m reeling after our last one & I’m very nervous that it’s going to just continue to be a disaster.

Your union “leadership” are not helping your cause. But they will be quick to want your support when contract time comes.

Get involved at your locals and change your outcomes. Prems/wire techs outnumber the other technician groups.

9 Simple Ways To Recognize Your Team

(The stuff that’s not in any handbook)

1/ Stop Micromanaging Them
→ Trust is the ultimate recognition.
→ Hire smart people—then let them work.
→ Oversight ki-ls ownership.

2/ Promote the Competent, Not the Loud
→ Results speak louder than self-promotion.
→ Reward outcomes, not volume.
→ Quiet excellence deserves the spotlight.

3/ Give Them True Autonomy
→ Treat them like adults.
→ Let them decide how they work best.
→ Freedom fuels performance.

4/ Pay Them What They’re Worth
→ Money talks louder than pizza parties.
→ Certificates don’t pay bills.
→ Fair pay is real appreciation.

5/ Fire the Toxic Performers
→ One bad attitude drains ten good ones.
→ Protect the culture, not the culprit.
→ Removing them lifts everyone else.

6/ Don’t Be a Je-k
→ Decency is rare leadership currency.
→ Respect costs nothing.
→ Kindness compounds influence.

7/ Give Them Time Off (and Mean It)
→ Burnout isn’t a badge of honor.
→ Disconnect means no Slack, no guilt.
→ Rested teams outperform exhausted ones.

8/ Listen to Their Ideas
→ Ask, pause, and really hear them.
→ Implementation proves respect.
→ Listening drives innovation.

9/ Publicly Give Credit (and Take None)
→ Celebrate their wins loudly.
→ Success is theirs—failure is yours.
→ That’s real leadership.

Recognition isn’t a bonus. It’s a culture and culture decides who stays.

Best news of the year .. people officer is leaving not sure what her purpose was at bd other than fly and travel all over the world posing for pics and cutting ribbons and handing out lame awards must be nice. This woman was a nobody in Sumter plant somehow made her way up the ranks .. appease Tom and ur gold .. her replacement is another useless waste of space .. talent at BD is non existent and where it exists it’s not valued it’s eliminated to be outsourced or to bring in their buddies .. yup I said it and it’s the reality ..

A big round of layoffs last week! A lot of good people who were loyal career employees were axed with zero empathy from leadership. With the abysmal combined ratio this company is running, you can expect more devastation to come! IMO this company is posturing to be sold or fold. Run for the hills, folks!

Anyone else in a T2 department that’s consistently told by higher ups they are not backfilling positions and we have enough people. Yet everyday we’re in an alert due to terrible service levels and have tons of people waiting on hold, meaning we only do phones all day and all other activities are cancelled? If anything we are worse after the end of the year and tax season. This place su-ks the soul out of you after years doing the same thing. It appears the goal is to try and squeeze as much work as possible from less people. Leadership acts like the world is on fire if some business partners are on hold for a couple minutes.

He's back designing shoes at 70 years old, not a good sign!

Call out your bad leaders

Can you imagine inheriting a team, firing or bullying them all out, hiring a new team by yourself and have them all fired or leave within 18 months?
There has to be a trend and it can't be the fault of the 11 people fired or left under her

6 in 10 workers say they have a toxic boss, study finds
Employees say poor leadership is driving stress, job changes, and even financial loss, while companies invest more in AI than in people.

Link: https://www.fastcompany.com/91534390/6-in-10-workers-say-they-have-a-toxic-boss-study-finds

Joe Martin (CCO) barely made it to a year and he's already out! Fossil can't seem to stop burning through executives, can they?

It felt completely stripped of any clear message or real leadership. It looked like it was generated completely with AI or rewritten so many times by HR that there was absolutely no purpose to it. No numbers, no changes, no future. How did NetApp lose so many important people while the entire leadership team stays onboard?

Glad that George also got a $15M raise yesterday for all his hard work: https://www.stocktitan.net/sec-filings/NTAP/form-4-net-app-inc-insider-trading-activity-d08f092e431a.html

Can we hire some more vice presidents? The more vice presidents we hire, the more Expand has to pay the worker bees to put up with the extra BS. Then we can get a raise! In reality, we challenge the vice presidents to justify their salaries and bonuses to the stock holders. We know they are worthless from the inside view of the company. Oh, they will claim the worker bees' accomplishments, but we know who really gets the work done around here. And we don't have skeletons on our closet.

UKG stopped surveying since they know the scores would be so low. The whole company is in complete chaos. Constant change in leadership. Most support teams in US have been laid off.
They are decommissioning systems and applications that are being used to support clients because it’s “too expensive”.
July 2026 would mark 2 years of Jennifer Morgan disaster leadership. Will see be out soon?

"...we don't have large scale layoffs planned." - Gunjan Kedia, 4/22/2026

Just "small scale" layoffs, huh?

Always subtext, always a spin, may they all rot.

Our staff meetings are a joke. A lot of words, no substance and acting like everything is great. How are your “leaders” handling your teams staff meetings, given nobody knows Dan’s master plan?

At least 22 teachers were laid off from ChiArts. This happened during its transition to Chicago Public Schools management. Affected teachers had to reapply for their jobs. Staff members report poor communication from new leadership. The school's unique model and remaining positions face an uncertain future.

Chicago, Illinois

https://blockclubchicago.org/2026/05/20/chiarts-teachers-parents-sound-alarm-on-layoffs-as-cps-takes-over/

The next round of layoffs here at NetApp highlight a growing issue: leadership increasingly feels disconnected from reality. Too many decisions seem to come from a C-level bubble rather than from understanding employees and customers. Another concern is the number of VPs/SVPs coming from companies like Microsoft, Oracle, or Pure Storage. External experience is valuable, but NetApp shouldn’t become a copy of everywhere else. The company’s strength was always its own culture and people.

Hot Mess town hall today. Will he paint the org all rosy, as if we should be happy to be working under him? Will he conveniently skip over his big project to outsource all?

You spend more time managing personalities and approval chains here than actually doing your job. Leadership still operates like it is twenty years ago, with constant micromanaging and politics attached to every tiny decision. Why does every simple task have to turn into exercises in control?

The leadership is hoping you will. They're hoping they'll get fewer people to do more. If you know what's good for you and all of your coworkers, you won't play into their hands.

https://fortune.com/2026/05/19/bolt-ceo-ryan-breslow-cut-hr-department-causing-problems-fintech-startup-turn-around/

Can he seriously not read the room? Telling one of the most anti-AI customer bases out there, readers, that we'd happily stock AI books was already a choice. Following it up with “unless they’re plagiarized” just made it sound like he doesn’t understand why people are concerned in the first place. It's like he's intentionally handing our foot traffic to the competition on a silver platter. Does he actually want us to drive customers away???

The only reason we are sponsoring them is because the executives get free lounge and box access for free. So much for being "good stewards", "shareholder oriented" and "value creators". Couple this with free private jets, it's one never-ending party for the ultra rich. The rest of us get pink slips and anxiety.

West should be running XBS. Leadership better in the west.

Watch the movie “THE COMPANY MEN” from 2011. It’s pretty much where this company and all of the NY leadership is now.

The reviews are going to be devastating when the survey comes out immediately after managers are forced to deliver the SLT messages with a smile and keep opinions to themselves. The messenger is going to get the blame and I wonder if this is by design by SLT for justifying another round. My group has at least twice as many chapter leaders as we need if teams are going to become 10-25 people instead of smaller squads. What will happen to them all?

I read a lot of posts on here about MW and senior management and middle management and culture and Chevron is the devil.
If you feel so strongly about it, either tell them directly or leave. If you do nothing you're honestly worse than you think they are. Have some integrity and hold yourself accountable to your moral and intellectual convictions. Maybe this is the sign you've been waiting for to say standing up for what you believe in takes guts and is risky.. so even though it's scary, you should quit.

Anyone know what's going on in NJ? Heard a bunch of senior leaders are out there for a couple of days. Rumor mill says they are discussing more cost cutting