#leadership

What’s your take on Lattice? Up until two years ago, we had a standard employee engagement survey. But in 2024, the feedback on management was so negative that leadership decided to pause it for a year. Now they’ve reintroduced things under the banner of Lattice—complete with self-evaluations and quarterly goal-setting. Are we digging our own graves?

How was the town hall? Did anyone have the guts to ask a real question or were they all softballs?

Posts on this site are personal reactions to what BNY employees are actually living through.

The feedback here is about executive leadership’s silence around McKinsey‑driven cost restructuring, real‑estate closures and consolidations, RTO used as a filtering mechanism, and a culture that’s become increasingly toxic and opaque. People aren’t imagining this; they’re documenting it in real-time.

When raises and bonuses are insignificant, when communication is intentionally vague, and when “efficiency” becomes a euphemism for unannounced layoffs, employees are going to talk — especially when leadership won’t. That’s why this forum looks the way it does. It’s not about traffic or ad revenue. It’s because BNY associates have nowhere else to get honest information about what’s happening behind the curtain.

If leadership communicated transparently, this board wouldn’t have to do the job for them.

this MF landed a package on the backs of Dell employees. He should be fired

He's got 28 under him right now, soon to be 29.

What's the endgame? What's going on?

The manner in which these layoffs were handled was atrocious and inhumane for both those affected and unaffected. The obvious lack of planning, the leak months in advance and the announcement right before the weekend are simply inexcusable and unkind. The buck stops with you.

The continued outsourcing of jobs to India from the very neighborhoods, county, city, state and country that supported you along the way and in which you freely operate today is simply no more than trading the livelihoods of your very own friends and neighbors for profit. Have you no shame or courage to do the right thing? Again, the buck stops with you.

Doubling down on Nike stock shortly before the layoffs occurred was truly in poor taste. Out of respect for those whose lives were going to be shortly upended, could one not have simply waited until after the layoffs to avoid the impropriety of having profited at the expense of those you once led? Does the character of a good leader allow one to take from the downtrodden and those who follow? Again, the buck stops with you.

But there is a catch. The buck stops with us as well. Your friends, neighbors and coworkers, past and present.

So when it comes time to measure your character and integrity as leaders? The buck stops with us. When we see you at the grocery store whispering while looking away in disgust, the buck stops with us. When we throw out our copy of Shoe Dog while mumbling “dou--e bag” under our breathes? The buck stops with us. When you experience imposter syndrome while pandering the same rhetoric off a teleprompter to the employees that make a fraction of what you do but actually do all of the work? Yes, you guessed it, the buck stops with us.

You can keep the company and the jobs but your legacies are no longer yours: they belong to those of us you continue to employ and abuse and the nearly 5000 lost over the last 3 years. We see you and always will, that’s your new legacy.

“Failed leadership characterized by a lack of character, competence, or care destroys organizational trust, often resulting in fear, high turnover, and toxic culture.” — AI Agent #212 - 2026

Any more disaster in RevOps? When will Nicole Collins get fired? She needs to go

Disney executives discussed potential future workforce changes. CEO Josh D’Amaro and CFO Hugh Johnston spoke on an earnings call. The company aims to build a "culture of efficiency." They plan to shift expenses towards content and technology. Disney is also exploring AI to improve operations and guest experience.

Burbank, California

https://deadline.com/2026/05/disney-layoffs-workers-ai-culture-of-efficiency-1236882815/

Why would T Mobile buy companies that are about to fail, hire their executives then use programs and platforms from those companies. This company went from last to supposed 1st doing things "the tmobile way" but some supposed brain said let's do things the Sprint and US Cells way now. Seems like they are trying save a sinking ship. All I need to do is last 9 more months or fingers crossed be laid off before then

It’s no surprise that in his first team wide comments since his disastrous all-teams, that he fell flat on his face again. From the cringy and unnecessary SNKRS comment to rolling out the same exact leadership structure that has accomplished zero over the last 18 months.

Tech deserves better than this clown. The guy is so out of touch. Meanwhile his whole org is ready for him to start talking about all the start-ups he’s worked at and actually accomplish something at scale.

What a joke. Suddenly GT leadership figures out GT operates in a fragmented way... Worse, They think moving pieces on a chess board will fix anything.
Hey JH of Corp functions and RA broadly, I still can't get anyone to help me with failing SAP system to system transfers. I've been aka raising visibility aka begging for support... Oh for 6 months now at least. As a downstream system we even have a solution. But no one from your team shows up or takes ownership. Because they don't care. Cross org cooperation is MIA at Nike.

• So leaders, fix the culture first! *
  Else you're just playing musical chairs and another layoff is imminent few months down the line because we will not deliver value with the status quo.

to all my fellow VTeamers, ever notice and wonder how some of those in their current roles got their jobs?

I smell DEI.

... and the number of cell sites probably tripled. In most cases, VZ will fire you quickly if you are not cutting it (and replace you with a contractor, not backfill). So if you have lasted over 3 years or so, you have shown you are adaptable and are getting your work done (excluding outliers who may be competent, but hard to work with, so should maybe be cut). But, in the Nov 2025 firings (they are not layoffs), MANY people with 10, 20 and some with 30 years of experience were kicked out. This shows the utter incompetence of VZ leadership. They have no idea how to run a long term business (kicking out the most effective employees to make a budget look better). Leadership looked at the cost of those employees and MAYBE whether they took an AI class here or there (even though there were no AI applications available for that particular job and still aren't) and made uninformed decisions. Completely CLUELESS. If/When an AI tool became available for those employees' roles, those people would adapt, just like they have done for 10, 20 and 30 years.

And for those very few people who talk about a lot of dead weight being cut, you are showing your ignorance. Of course there were a few employees who "earned" being cut, but you are delusional if you think you are somehow more valuable because VZ chose to keep you over someone else. You are just a line item on a sheet that was overlooked by some BOZO higher up.

Monthly reminder that it’s been 6 months since you stated the org changes will be announced “in the coming weeks”. You expect us to do our jobs in a timely manner yet here you are completely hidden and didn’t do jack sh-t. We don’t respect you, you’re only protected by your title. That is all.

Out: Monica Hammond (“retiring”)
Out: Chris Paul. (“Pursuing other opportunities”)
Out: Richard dalton (“pursuing other opportunities”)

Replacing Shobith Varshney. Not sure how the move is going to work itself out, given technology at Citi has a long way to go before it can be called as modernized. That would take a dedicated person

Anyway, I remember some who used to say David is Trim Ryan, given references to London but well... The position could also be a crown of thorns. Good luck to David either way

“I’m a true believer after what’s transpired in the last couple months that our commercial organization has absolutely ki-led it.” -GoGo

Aerospace ISC senior leadership is operating in constant scramble mode, recycling old ideas instead of developing real solutions. They’re not even attempting to rebuild the slide decks or MOS frameworks — they’re simply pulling forward whatever was used years ago. HOS is the clearest example: if it had truly worked, sites would still be using it today.

Rather than listening to the people doing the work, they’re bypassing basic management‑of‑change discipline and issuing knee‑je-k directives with no data behind them. Every week brings a brand‑new ‘top priority’ metric — not because it drives improvement, but because it creates the illusion of action for the board. The pattern is unmistakable: constant metric churn, no sustained focus, and no measurable improvement. If the approach worked, we would see progress; the absence of improvement is the proof.

At some point, the new board of directors will have to acknowledge that the dysfunction originates in the first layers of executive leadership — and that nothing will improve until those tiers are addressed. The board must begin asking the hard questions and digging deeper to separate the leaders who can actually drive change from those clinging to outdated approaches and contributing nothing new.

This is an email I sent earlier today to all employees at Coinbase:

Team,

Today I’ve made the difficult decision to reduce the size of Coinbase by ~14%. I want to walk you through why we're doing this now, what it means for those affected, and how this positions us for the future.

Why now
Two forces are converging at the same time. We need to be front footed to respond to both.

First, the market. Coinbase is well-capitalized, has diversified revenue streams, and is well-positioned to weather any storm. Crypto is also on the verge of the next wave of adoption, with stablecoins, prediction markets, tokenization, and more taking off. However, our business is still volatile from quarter to quarter. While we've managed through that cyclicality many times before and come out stronger on the other side, we’re currently in a down market and need to adjust our cost structure now so that we emerge from this period leaner, faster, and more efficient for our next phase of growth.

Second, AI is changing how we work. Over the past year, I’ve watched engineers use AI to ship in days what used to take a team weeks. Non-technical teams are now shipping production code and many of our workflows are being automated. The pace of what's possible with a small, focused team has changed dramatically, and it's accelerating every day.

All of this has led us to an inflection point, not just for Coinbase, but for every company. The biggest risk now is not taking action. We are adjusting early and deliberately to rebuild Coinbase to be lean, fast, and AI-native. We need to return to the speed and focus of our startup founding, with AI at our core.

What this means
To get there, we are not just reducing headcount and cutting costs, we’re fundamentally changing how we operate: rebuilding Coinbase as an intelligence, with humans around the edge aligning it. What does this mean in practice?

• Fewer layers, faster decisions: We are flattening our org structure to 5 layers max below CEO/COO. Layers slow things down and create coordination tax. The future is small, high context teams that can move quickly. Leaders will own much more, with as many as 15+ direct reports. Fewer layers also means a leaner cost structure that is built to perform through all market cycles.

• No pure managers: Every leader at Coinbase must also be a strong and active individual contributor. Managers should be like player-coaches, getting their hands dirty alongside their teams.

• AI-native pods: We’ll be concentrating around AI-native talent who can manage fleets of agents to drive outsized impact. We’ll also be experimenting with reduced pod sizes, including “one person teams” with engineers, designers, and product managers all in one role.

In short: AI is bringing a profound shift in how companies operate, and we’re reshaping Coinbase to lead in this new era. This is a new way of working, and we need to leverage AI across every facet of our jobs.

To those who are affected
I know there are real people behind these decisions — talented colleagues who have poured themselves into this company and our mission. To those of you who will be leaving: thank you. You’ve helped build Coinbase into what it is today, and I am sincerely grateful for everything you've done.

All impacted team members will receive an email to their personal account in the next hour with more information, and an invitation to meet with an HRBP and a senior leader in your organization. Coinbase system access has been removed today. I know this feels sudden and harsh, but it is the only responsible choice given our duty to protect customer information.

To those affected, we will be providing a comprehensive package to support you through this transition. US employees will receive a minimum of 16 weeks base pay (plus 2 weeks per year worked), their next equity vest, and 6 months of COBRA. Employees on a work visa will get extra transition support. Those outside of the US will receive similar support, based on local factors and subject to any consultation requirements.

Coinbase prides itself on talent density. Our employees are among the most talented people in the world, and I have no doubt that your skills and experience will be highly sought after as you pursue your next chapters.

How we move forward
To the team that is staying, I know this is a difficult day. We’re saying goodbye to colleagues and friends you've been in the trenches with. But here’s what I want you to know as we move forward together:

Over the past 13 years, we have weathered four crypto winters, gone public, and built the most trusted platform in our industry. We’ve made it this far by making hard decisions and by always staying focused on our mission. This time will be no different – nothing has changed about the long term outlook of our company or industry. And most importantly, our mission has never been more important for the world. Increasing economic freedom requires a new financial system, and we’re building it.

The Coinbase that emerges from this will be more capable than ever to achieve our mission.

Brian

(Brian Armstrong)

Thoughts on what she’s done for the biz?

Anyone know anything about the head of financial crime investigations (TS), under BSA Officer JP?

Adnan stopped by and boy was that a waste of money and time! Fake smiles and selfies for everyone. Your lack ofsupport is not made up by these stupid visits! We are told to save money but Adnan is not holding back in his expenses! Dinner and drinks for the leadership team that could pay a weeks salary. Tip to executives no need to visit us

Morale is at all time low, teams are divided, some with connections travel to WDF and Palo Alto for All in on AI workshops and the rest become mere spectators of what’s next to come without any stake in decisions.

Joule for Work rebranding of Joule Studio was a big flop in the 2 demo sessions, not fit for Sapphire launch, buggy, slow and complicated like a typical SAP product. SAP has mastered the art of making simple things complicated and buying new companies to keep the revenue going.

This house of cards will fall soon and all the old investments will go bust from wdf oldies.

This leadership under Mike is just moving deck chairs on the titanic!

• expense out (severance)
• expense in (all the new SVP's making millions each from JPM, know nothing about payments, bank software or anything other than consumer and commercial banking.
  Lots of luck, stock price down another 8%, I guess is improvement over the last few quarters with stock down 20-40%.

worthless as a chocolate teapot but keeps pushing clueless idea and staff and patients have to deal with this! how many have to leave or be miserable before leadership hires people who have actually worked with patients in their clinics.... but carson welsh from quarterly mtg will come to collect 1.5 billion in 2027.

Is this the end of JJ or LisaP?

Intel swipes Qualcomm veteran of 25 years to lead client computing — Alex Katouzian jumps ship to oversee consumer CPUs and physical AI

https://www.tomshardware.com/tech-industry/big-tech/intel-swipes-qualcomm-veteran-of-25-years-to-lead-client-computing-alex-katouzian-jumps-ship-to-oversee-consumer-cpus-and-physical-ai

https://www.instagram.com/reel/DW0LhFsDk2L/?igsh=MTF1amN4a3FhNjFzNg==

Just a chance for SL to pat themselves on the back… no recognition to the teams that do the hard work.

I sometimes wonder how quickly leadership would rethink their expectations if they actually had to do this work themselves for even a few days.

This woman and ELT seem to be working non stop to find every way possible to make our jobs and lives harder on purpose for no reason other than greed and contempt for the very people that keep this ship afloat. Is there nobody at the top level that has the guts to stop this vicious woman before she destroys everything? Even the branches are not immune to her insane decision making. It's like she hates all of us and can't wait to sell us out.

What's your take away from the US Town Hall? Observations

Share your thoughts here.

Personally, I so appreciate hearing about our strategy from some dude who has only been here for six months.

L7s, L8s, and L9s have forgone years of experience and nuanced knowledge that their teams’ possess in favor of having their egos stroked by fluff words from a machine that placates whoever is prompting it.

Many people who have been on businesses and can advise on actionable things to make them grow are being gaslit, ignored, and essentially told “shut up and do as you’re told”.

Of course it’s understandable how and why a corporation thrives on hierarchy, but having leaders who are NOT experts in their field giving vague opinions with zero willingness to learn about individual business does not make sense from a business perspective much less a personal one.

They expect us to decode their ChatGPT strategy and do backflips and upheave our lives to mind read and materialize what even they don’t know. This isn’t just a tool anymore, gen ai is running this company.

Long gone are the days where we were guest obsessed and interacting with the our shoppers to understand their needs. We now create product to appease one or two people.

Praying for a wake up call to save this mediocre and spineless company. I used to love this job so so much. I want it to get back to the way it was when the guest loved us and WE THE WORKERS loved it here as well 💔

Come on, it been years since FP put out a great toy! Not sure who’s running design, but they should be held responsible.

to put out a statement that either confirms or denies this event if it is indeed true or just rumors.
It’s bad business keeping it out there it can shake investors too hearing about this. Everyone wants stability. Needs stability so transparency is paramount.

Maurice and is cronies no longer care about tenured, experienced employees. From now on there will be no promotional opportunities for supervisors and above of they are not located at a hub site. Even if you have worked for the company for over 20 years, if you live in Marion, you're sc--wed. No promotion for you. Apparently, only employees in hub locations are now qualified to promote. I'm deeply saddened that HCSC has become such a cr-ppy employer and thinks so little of those of us who have dedicated so many years to ensuring the success of this company.

I know it is normal that managers cut off communication with their laid off reportees. My manager was in touch with me on a personal note all of last week after I was impacted, but is now MIA; won’t respond to my calls or texts. This is my first time being laid off (my postpartum brain isn’t helping me think straight). My manager was once my coworker at Nike and we always had a good relationship outside the office, so I am trying to understand if there has been an explicit directive by Nike leadership to not be in touch with laid off employees.

With a heart full of appreciation, l want to say a BIG THANK YOU to our amazing CEO, Vicki Hollub. Thank you for all you did for Oxy’s employees. Thank you for more than doubling Oxy’s production and for your wisdom and foresight in lowering Oxy’s risk in the Middle East and increasing U.S. domestic production. You’ve reshaped Oxy to be a premier oil and gas company. You’ve taken the lead where others are afraid to step into. You are the first woman to Lead a major oil and gas company in the U.S and you didw a terrific job. You’ve also stabilized Oxy (no massive layoffs) which has allowed talents to focus more on their jobs rather than worrying each time the price of oil goes down. Words cannot express how much you did for Oxy as a whole. I wish you long life and the best in your retirement.

Title says leadership...should say LACK of Leadership.
With all thee
With all these laborer layoffs I have wondered where the leadership is.
Local...nothing...not even crickets.
General chairman is same as Local.
Now for the real question...NCFO President.
Mike "Jimmy Hoffa" Pistone! The son in law of previous union president that was "handed" this position. Hasn't been seen nor heard from since 2021.
And good Ole Travis Prethos is dry effn every laborer out there being a Union/Company man.
Time for change at the top.