#leadership

Apparently Erik Day and other MB managers are saying they laid people off because sellers said they wanted more accounts in Tell Dell? Has anyone else heard this too?

How incredibly insulting!!

How’s this going to affect DDAT, ETPRM, TPS, ITST damn so many acronyms and whoever else was under her.

Where should the line be drawn between collaboration and unofficial leadership responsibilities?

If an individual contributor is consistently asked to train new team members, mentor offshore colleagues, transfer domain knowledge, and guide technical decisions without any formal recognition, title, is that considered a normal expectation of the role?

How do others handle this? Do you continue taking on these responsibilities, or do you set boundaries and ask for the role and expectations to be formalized first?

The man who gutted .com and SNKRs teams and made a joke about it has been sacked. What’s next in the saga of GT upheaval.

Centene started with layoffs in 2021 after acquiring WellCare, due to promising most of WellCare employees to keep there jobs. When Centene decided to rebrand their Medicare product (AllWell) to WellCare a decline started. After acquiring WellCare, members talked to people all over the USA, not just in the state they lived, this also caused a decline on membership. Cut the fat at the top, let the company go back to the way it was ( talk to people in your state that know your state and resources). Centene was a great company to work for until 2021, acquiring WellCare.
These are my thoughts and observations!

Jeff Clarke. Will this mean leadership changes reporting to CEO - usually does, look at Five9

DOS in NY?

Was it what he said on video?

Some of the leadership in town halls, they don’t even pretend to fake it. Last Town hall, some of them even started blaming AGI as a hoax and here I thought that we are the champion of AI and AGI with $2 billion spent. ROI will bite us badly watch out, CandyCon will jump ship.

Getting deleted in the name of moderation? He's the head of a dept so senior enough to be named and shamed for his shenanigans

No communication no clear updates and Jennifer is no where to be seen apart from a low impact appearance on an all hands with a teleprompter.

Is this really good enough?

I hate this place so much, and I believe this leadership is capable of anything, including that.

We keep cutting the wrong people. Until leadership goes, nothing fixes.

No one has seen corporate officers out in public or at work centers. Are they hiding in their corporate refugees and private equity firm gated enclaves? They obviously recognize outside their fawning and servile sycophants they are loathed and despised by employees and customers. It is obvious they are going to extreme measures to conceal their whereabouts. We have to face our coworkers and customers everyday. Why do we continue to tolerate cowardly leaders, who have no skin in the game and steal all our profits?

So, what do you all think are the changes that are going to hit now that Jack Attack has 3 months and 24 days under his expansive belt?

Kane out <-- Too old, not bringing in the razzle-dazzle anymore
Brenda out <-- Mid market wh-z-bang not growing fast enough to hype hype hype
CTO Hughes out <-- not technical at all and an certifiable a--hole

Anyone else have any-other predictions on this disastrous team TEAM dream team? Who's next on the package and gag-order list?

After sitting in a few of the technical board review meetings, I can say this, totally unimpressed with the quality and caliber of these teammates. My dog can recite the buzzwords better and actually understand what he's barking about more intelligently, really.

Look what do we have in the Gartner MQ leader. Well yeah switching and wireless, but what else?

Not SASE, and his you want to drink some water and what pipe BS.

How long has he been in charge of product with no innovation leadership??

Just promoting himself sadly

I know some of you were already probably on the edge of retirement so this is not for you.

My questions are for those who cannot yet retire. I’m genuinely curious as these are the things that stopped me from even opening the VSP email.

Do you have another job lined up? If not, why would you take it? How long do you think it will take you to get another job? Are you okay with it not being remote?

How do you feel regarding the fact that the amount you’re shown will be taxed? How long do you think it will last?

I know some days my job can be frustrating but I love it. Outside of a few people who don’t pull their weight, overall it’s really not that bad. I have great leadership and a good team and overall a wonderful department in which my team is a part of. I am paid pretty good for what I do. There is never a boring day. I’ve got over 13 years of knowledge and experience and yet still I learn new things. And I get to do it all at home.

Why on earth would you want to leave? I really want to know. There are some people leaving with VSP I am happy that took it because I don’t have to hold their hand anymore, but others, I am somewhat surprised learning they will voluntarily leave but even more taken aback that some of them don’t have anything else lined up. I don’t know some of them well enough to ask this because I am not close to them and feel like asking is inappropriate.

So, I’m asking it here to those who will maybe answer because I don’t want to be unemployed in this economy. If they want me gone, I’m gonna make them do it to me. No way am I volunteering myself.

climbing a ladder made of the bones of all those roles he sla-ghtered

With the massive profits the company is raking in, it might go a long way with the employees who have hit rock bottom morale to give an additional bonus. I know there's a f a t chance of that happening with MW ,but all of us who have suffered through his leadership should get an extra piece of the pie!

One of the many “Chiefs” of marketing (ET) is leaving. Will the marketing bloat and rot be fixed? They need to clean house and flatten that org. It is chaotic. So many of the high paid leaders brought in by the last CMO have done their damage and left.

laying off sales staff or putting them on a PIP for not using Dell's AI Sales Chat enough but outperforming their sales quotas is not....well it's not a sales position, it's a KPI position...I smell bean counters and Icahnists...they reduced payouts every quarter this year, were awarded a #10 Billion.... with a "B" no bid contract from the "government" and the day they reduced commission payouts.....was the same day the VP of sales was given a $123 million dollar bonus....'Merica....I've been with Dell since 2005 and have NEVER seen this level of disloyalty from leadership. Leadership gets paid on orders that are booked.....Managers and sales staff get paid on orders that are shipped...there is a difference..

jana being involved is a huge positive. these are the exact moves we need to make. let's all do a little more and get this back to $200 !!!

More mass layoffs NOT coming within the next year, this wasn’t the start of monthly rounds thankfully, though I wouldn’t be surprised if a couple roles across departments are eliminated, but that’s common occurrence nowadays. This was confirmed directly from leadership in my orgs townhall.

Is there a video or something to confirm this?

So to stop people who leave AEP transmission because of the poor executive leadership over them, they are now going to break the relationships we’ve built with our partners and have another company control our OECs so we can’t build relationships. They are so blind. You treat your people with respect then you won’t have them leaving. Pure and simple. Kamran and Manish have NO respect or repore with their people. Sad.

you should have left dell already. the company is crumbling and the company only cares about how much the CEO makes. Michael Dell has not done one thing for it employees

I'm the richest woman in America. I have a firm that despises me due to my faults. I have 10 ELT members. Two love only themselves. Each of them loves no one but one is very loyal.

I have a wardrobe that transports me to the “big tent” that I used to reference in 2019…just look at the circus that I’ve created where my pink slips are tickets, the leadership has smoke/mirrors, and the only thing missing from my my wardrobe is a flower that shoots water and a red nose.

I have plenty to eat, a mansion to sleep in, and somehow still can't understand that the only person who still wants me here is me.

https://www.msn.com/en-us/money/general/ibm-ceo-arvind-krishna-goes-one-on-one-with-jim-cramer/vi-AA295NFl

He is all over the place. AK is so weird.

Why did the stock tank after earnings? Is this the Kubasik effect or the new CFO or both?

...can keep firing people but it's not going to fill the hole that he's dug for himself.

Fraudster Kelly King’s disciples are running Huntington. Expect a sermon and the same lies and deception at Huntington.

These guys tricked all of us investors for years, and now it is time for them to go and to bring Hock Tan in. He is the only one who can save this sinking ship.

Over the last decade, this company shifted more and more toward hiring and promoting people who are friendly and easy to manage, instead of those who are smart and willing to challenge the status quo. Anyone who asks tough questions or push for better ways of working are immediately labeled as difficult and punished, while yes-people are rewarded. This is exactly why you hear less debate, see less accountability, and see fewer ground breaking ideas. Maybe it’s time to recognize that agreeableness is not the most valuable trait for a company’s success.

Related note, but toxic positivity is also overwhelmingly present here.

Source: Justin Bateh, PhD

Tactical advice for managers running teams, projects, & operations in the AI era | CEO @ AI Operators Lab | Led 40 AI Rollouts | PhD & PMP | Top 100 Maven Educator | Leadership • AI • Project Management • Career Growth.

They didn’t teach me this in school:

1/ Perception beats performance
→ People promote who they trust,
→ Not just who deliver
→ How you're seen > what you do

2/ The real decisions happen before the meeting
→ Most rooms are just theater
→ Influence happens behind closed doors

3/ Loyalty is transactional
→ It’s not personal, it’s positional
→ Don’t confuse company values
→ With job security

4/ Power protects power
→ People in charge defend their seat first
→ Be aware of the hierarchy
→ Even when it's unspoken

5/ Silence is strategy
→ Sometimes the smartest play is no play
→ You don’t need to join
→ Every argument you’re invited to

6/ Allies matter more than arguments
→ Influence flows through relationships
→ The right support can move mountains quietly

7/ Information is currency
→ What you know can help, or hurt, you
→ Share wisely, not widely

8/ Your reputation moves faster than your resume
→ People talk, good or bad
→ Make sure the version of you in the room
→ Matches the one outside it

9/ Not everyone wants you to win
→ Growth triggers discomfort in others
→ Keep rising anyway

10/ Politics are unavoidable
→ It’s not dirty. It’s real.
→ Navigating power is part of leadership

Don’t ignore politics. Understand it. Then use it to protect your team and your growth.

AI entire executive board leadership save millions, VZ stock price might increase

Lincoln Nautilus and Lincoln Corsair coming from China only.

Who is the genius that chose this over US manufacturing?

I have previously proposed in this platform that Nike's answer will be split the company in few different segments and run separately with each segments with its own CEOs who reports to one Big CEO.
That idea was shut down by just about anyone in this site (if they are still in here).

So a year has passed since that exquisite moment and we are sinking more in the mud. It was ankle deep but now it is knee deep.

So I want to ask everyone in this site.
Do you think that splitting company and running more independent is the solution?
Because it has been shown that Nike is too big and vast in sports/fashion industry for one guy, specifically EH and his cronies to fix it and turn it around.
And the little CEO that shows most result should be considered for next big CEO.

So, on to the next bandwagon Jim is jumping on: automation, and hard. AI is suddenly the solution to all our problems. Outsourcing is great, but in 5 years when 85% of white-collar jobs are in India and the remaining 14% are on H1B visas here in America, who is going to replace them?

I wouldn't be too worried; these things go in cycles, and Jim has to look busy and visionary for his boss. What just amazes me is how they haven't caught on that the company's real profit-makers weren't even conceived by him. Zero ideas hatched by him and his team have actually done anything positive.

I'd be a little more concerned with the executive team, their friends and new hires. A criminal has managed training in both Marketing and now oversees Finance training. Look it up—she's been convicted of defrauding companies. But hey, she may be sadistic to employees, but she's a friend of the new CFO, you know, from that tiny car company (or was it a software company? Not sure Lucid even knows...).

https://www.theguardian.com/media/2005/jul/14/advertising1

This company has gone in a very weird direction. We have LL2s with no common sense or understanding of what manufacturing actually looks like, and C-Suite individuals with zero understanding of manufacturing, coming from companies that weren't even best-in-class for their own areas.

DEI was fun while it lasted. Interestingly, a significant portion of the current LL3 and LL4 leadership secured their positions through this initiative. Now, some appear to be distancing themselves from their past involvement, as it has become evident that a few individuals actually we-ponized their influence against others.

Ford — Start treating your people with dignity and respect. Use some common sense, like your parents did, and you might eke out survival. Quit playing politics (you're all terrible at it), or hire some political consultants to help you clean up your act. Fire the incompetent, fire the criminals, and fire the ones that don't embody good, old-fashioned family values and morals. At least show the public you've turned your act around to save yourself a shred of dignity in the community.

Crescent Communities has implemented layoffs, attributing the decision to a slowdown in development investment. The company has not disclosed the specific roles that were eliminated. These workforce reductions follow a recent leadership transition within the firm. The exact number of employees affected by the layoffs remains undisclosed. This move signals a strategic adjustment by Crescent Communities in response to market conditions.

Charlotte, North Carolina

https://www.bizjournals.com/charlotte/news/2026/07/30/crescent-communities-layoffs-charlotte-developer.html

Wow that PPD townhall was my first time watching Harmeet speak. My god, talk about monotonous, boring and uninspiring.

Seriously when people ask questions like how will people who lost their skip level or direct managers be fairly assessed on their work this year, the response shouldn't be a plain "yes they will be assessed for their work throughout the year". Duh, people are seeking clarity on the HOW, for goodness sake. Talk about how you already drew up the relationship graph of people remaining in the org, how you guys took stock of how the entire ecosystem of projects fit together, how teams are going to be assigned under new leaders who are genuinely excited at what they have to provide.

What's the point of these townhalls if you're going to be as vague and sombre as possible? When people ask questions about motivation, you don't just tell them to sit with their feelings for this week and look forward to the future. Tell us what exactly we should look forward to, and if layoffs are done for the foreseeable future, then use that to motivate remaining workers. Give people a carrot or something! When people asked if alternatives were considered, talk about how existing employee benefits cuts were considered, whether costs regarding AI models (why are there 80 available models btw) could be cut, whether this was made accounting for that crazy phase of token maxxing, will leaders personally taken salary cuts / pay increases this year during such a "sad and difficult time" as they claim.

Do these people even know how to motivate or show empathy at all? Have they been in genuine leadership positions outside of the corporate world where you actually have to inspire to get people to follow? In the military you have servant leadership (personal sacrifice) at the core, on sports teams captains are expected to display leadership by example, these people have no idea what any of these concepts mean!

They're genuinely soulless puppets, you can see it in their eyes, Harmeet, Rajat and whoever that HR minion brought up to speak during the townhall was. Actively applying for other roles right now, whatever culture Al Kelly instilled is completely gone.