#leadership

The PayPal crew is getty cocky, I hope any tenured VZ svp has ba--s to stand up to the new non talented telephony additions.

Show what you know!!!

Stop this madness. Pseudo leaders are gaming the system. Dedicated resources are sidelined or laid off. Sycophancy is the name of the game.

This will end worse than your experience at Enron. STOP THIS NOW.

Perhaps it’s because l’m young and still early in my career, but watching a mentor I admired get canned yesterday was one of the most heartbreaking things I ever experienced. We’re not talking about the average Joe, but an advocate who went up and beyond for everyone, and was so crucial to the systems and applications that we supported.

I can’t say it comes as a surprise. People have always warned me, but yesterday cemented that we really are just a number at the end of the day. Performance doesn’t matter.

I don’t know how my team’s gonna move forward after losing someone critical. This is not the same company I was excited about joining a few years ago.

Are there any departments/areas more stable?

From my experience, at one time CSO(Chief Security Office) had more(though not complete) stability but that is no longer true.

Any areas exist today that are more stable? departments, sometimes better VPs in some areas.

We’re seeing a significant decline in leadership engagement, which is directly impacting our ability to meet deadlines and maintain client satisfaction. The current culture has led to widespread morale issues. No one cares anymore.

Verizon Global Services leadership turnover continues. This poorly formed and mismanaged organization has been a complete disaster since it started in 2022. The legacy is mostly layoffs, offshoring, chaos and ultimately destroyed lives and careers at all levels. Outside of M&A disasters, VGS must be top of the Verizon list for utter failure. Go beyond!

My lazy manager is losing touch with reality. Suddenly Woke up from a deep sleep after layoffs.
Trying to impose impossible deadlines without understanding or having plan how to get that done.
Should I let it happen or push back ? Or try to talk senses to this person.

1. Sec has had hundreds of people working for years and is a sh-t show. Don’t lay off the Nike IC’s. Fire the leadership and the vendor. Nike IC’s have the knowledge and drive and care about Nike. Posting that system performance is good and everyone cheering is embarrassing, only to have issues within hours.
2. Fire the frontline support managers or only keep the ones that pass an IQ test or a 360 review from their direct reports.
3. Dissolve resiliency team who just fumble through pretending like they’re bringing real AI benefits with egos that take up 2 workspaces.
4. Fire the guy that is apparently sleeping with all the HR folks.
5. Make all the slack channels where people post news articles, sell tickets or peddle their secondhand cr-p only available after biz hours.

Verizon says they want to be customer focused but my boss said that’s BS and only wants sales. He said he don’t give a Frick about making them happy. He wants presidents club

Read about Karan'$ actions.

Hopefully someone in this organization is paying attention around this hen house.

My takeaways - our fearless CEO is just fine if a lot of us quite due to frustration. Major headcount and locations closures coming - call "location optimization" on the call

Leadership seemed to be working overtime to put any negative outcomes on legacy MRC business and the bulk of the positives on the DNOW side

How you are feeling after the recent layoffs and complete change in leadership?

What is the plan? Is NatGen integrating into Allstate programs? Are we going to be expected to learn theirs? What is their leadership like? It seems like a lot are being shoe horned into leadership levels at Allstate which is not great considering how NatGen does business in regard to their employees...What is going to happen between the two companies and more importantly what is the plan for adjusters and appraisers?

Seeing all the curated nonsense coming from the partner meeting on Amplify, I asked Gemini to share characteristics of a cult. Here’s what it gave me.

“Cults are typically defined by a charismatic, unaccountable leader, high-control, and exploitative behavior, often utilizing thought reform and isolation to create total dependency. Key markers include unquestioning commitment to the leader, intolerance of criticism, and a, "us-versus-them" mentality. Examples include isolation from family/friends and mandatory, constant financial or time commitments. 

Key Characteristics of a Cult

• Charismatic, Authoritarian Leader: The group revolves around a leader who is viewed as the ultimate authority, often a messianic figure, who is not accountable to any authorities.
• Isolation and Control: Members are isolated from the outside world, including friends and family, to foster dependency.
• Coercive Persuasion/Thought Reform:Techniques like chanting, meditation, or intense work routines are used to suppress doubt and force compliance.
• Exploitation: Leaders often financially, emotionally, or se-----y exploit members.
• "Us vs. Them" Mentality: The group creates conflict with wider society, viewing themselves as superior or enlightened.
• No Tolerance for Questions: Dissent, criticism, or doubt is discouraged or severely punished.
• Preoccupation with Money/Recruitment: The group constantly seeks new members and funds, demanding significant personal resources.
• Fear of Leaving: Members often fear reprisals or believe there is no life outside the group.”

Every new manager believes that the only way to show impact is to “start from scratch”. Most of the time they just repeat old mistakes but because they are surrounded by their newly minted hires, no one is there to tell them we tried this 15 years ago and arrived at the same conclusion so you might want to do this and that. This is so painful to watch at times. Forcing out experienced hires to make space for “cheaper” brand new hires only to relish old mistakes and call it new learnings. Not sure if business continuity is any better at Exxon, Shell, and others. And by the way those old mistakes can be very costly.

Dude is such a goober. His loyalty/praise can be bought with a steak dinner and a thermos with your logo on it. Should you fly him out to a print show or investor event, he’ll even provide strategic guidance (see his comments RE: Kyocera & XRX). RS might be a bigger fraud than SB… Psych, Bandywise is the scam artist GOAT!

Last day was 12/19. Completed the separation checklist. Almost.
Turned in concession devices, ID, etc. Except my laptop.
I submitted a request for a box, never arrived. Sent a text to my last manager, they said they would submit another request. That was 6 weeks ago. Still no box, still have this useless junk.
Is this going to affect payment of the 2025 STI?
What do I do with this thing?

There is concerning behavior from a senior leader where employees who do not directly report to him or who question his direction appear to become silent targets — excluded, unsupported, or sidelined. Meanwhile, those who report to him and comply without question seem to receive preferential treatment, even when mistakes occur/No Results. Additionally, there appears to be more visible support and positive engagement toward certain individuals based on personal dynamics rather than performance.
This creates a culture of favoritism, fear, and uneven accountability.

When will we know whether our zip code has to come into the office?

I’m really struggling to understand how the DEI leadership is handling these layoffs. Even after all these job cuts, if the stock price still doesn’t reach $400, what’s the backup plan?
It’s disappointing to see a company that was once run so well end up in this situation. It feels like the leadership has put too much trust in a small inner circle led by DP Koka and his Indian friends, and now those same executives are driving these large-scale layoffs. Meanwhile, they’ll likely walk away with generous payouts, but what about the hardworking employees who are losing their jobs? They didn’t deserve this.
It’s frustrating to watch the company go through this, especially when employees are the ones bearing the brunt of these decisions that don’t give any meaningful results in the long run.
It’s hard to believe the CEO isn’t recognizing what’s happening. It makes me wonder whether he’s disengaged or possibly thinking about stepping away, because the current direction doesn’t seem reassuring.
If DP were to become CEO, I’d honestly be concerned about the company’s future. From my perspective, his leadership style hasn’t inspired much confidence, and I worry about what strategic decisions might follow. Overall, it just feels like the company needs stronger, more transparent leadership right now.

• recently JE’d employee

The misguided leadership of OBD model is dead. No more time wasted on this terd

It's so disheartening to see what a pathetic state we are in, where are we going, what exactly do we want to do?
There are no leaders , there are no lead by example, everyone doing bare minimum thinking they are giving their best, no enthusiasm, no excitement, going to campus is so sad, staying at home is 9 hours of continuous meeting, no output, no value adds.. such a sad state of affair...
Arrrrrgggghhhhh!!!

I wonder how it may have turned out for Crown if Mr Paul Elliott Singer had not reared his head.

I developed the skill to solve everything and anything - attended and prioritized the needs of my VPs and directors - even the ones who should have never been made directors at all - and what I got for that? A “ RIF “ ( you no longer needed) - make YOURself first - dont let
Them get to you!

Anyone else notice how they avoided answering questions related to layoffs vs. C-suite compensation, offshoring, etc. in the latest TDO town hall? I’m disgusted but not surprised in the least that these cowards don’t have the ba--s to answer questions associates care about.

If SM is so confident our "Presence Drives Performance," why is he selling shares while actively trying to implement a major RIF?

https://www.investing.com/news/insider-trading-news/l3harris-exec-mehta-sells-164-million-in-shares-93CH-4492290

For those around MW and they definitely check this site. Does MW know he's the most hated CEO in Chevron history? Is he being insulated from the morale crisis we have? What does he say to all this?

having jana partners onboard is a excellent choice. the though decisions will finally be made. non critical assets will be sold. the staff bloat will be addressed and all of these satellite offices will be consolidated. and the ceo gets to play the good guy. this thing might actually turn around

Maybe this is me but the concept of announcing several executive level promotions and simultaneously telling the workforce that there will be layoffs to offset inflation, shows a total lack of humanity and civilized behavior. Is that what we have become?

I think it's worth simplifying the story what is actually being investigated by the SEC. Basically, in March 2025 Gotham City Research accused Kyndryl and namely CEO & chairman Martin Schroeter of major issues surrounding cash flow. Firstly, it is important to note that Martin, as chairman, created a pay package for himself based mostly on the metric of free cash. Over 50% of his compensation is based on free cash. Since the report came out almost a year ago, Martin cannot claim ignorance.

So, what is free cash? Free cash is essentially the extra spending money a business has. So, they are free to use it as they please.

Now, the issues are that Kyndryl was sure doing a lot of gymnastics to inflate this number.

One allegation is that Kyndryl sold receivables to the bank and called that "revenue". Receivables are essentially IOUs for one-time payments. Kyndryl sold those to the bank and made it look like these loans are recurring revenue.

The allegations that the SEC are investigating also stem from the Gotham City report. This allegation says Kyndryl aggressively timed vendor payments to increase cash holdings and called that cash "free". This is like showing your spouse how much "spending money" you have in your bank account but failing to tell them you have that money because you missed your house payments. They have admitted to abnormalities in delaying vendor payments between quarters, which means they were punting expenses into away to call the cash to pay those expenses "free cash". That is clearly fraud.

Recently, Kyndryl, upon disclosing this information fired their CFO and general counsel, while claiming these two executives were not transparent with the CEO or the board. However, Kyndryl has decided NOT to let CEO Martin Schroeter lead any remediation plan, which will instead be led by the brand new interim CFO and interim general counsel. This is an obvious break showing they don't think shareholders trust Martin anymore.

Basically, if these allegations prove true, Martin will have to argue in court that he was an oblivious id--t instead of a criminal.

Is one of the reasons morale is so low having to do with no trust in leadership? Above a certain level?

I’ve only been here for a few years, but it seems we have a disproportionate amount of leaders ousted under suspicious circumstances.

Is it normal to have so many leaders in the news? Class actions. Federal investigations. S-xual misconduct.

Doesn’t feel normal.

Asurion is supposedly trying to expand service offerings and improve culture but internally we are hearing that they are planning to hire Andrew Brady from Verizon. He was let go from Verizon fie being unscrupulous in his sales practices and treating employees like trash. If that's the new direction at Asurion , Guru should be ashamed

Isn't this the 3rd new Optum CA president in less than a year??? Or am I getting confused?

Come on leaders. Make it happen! We are out here waiting!

Sabre’s operational trajectory reveals a profound leadership failure to translate a $323 million five-year investment in software development into genuine innovation, as these funds have served primarily as defensive "keep-the-lights-on" expenditure rather than a catalyst for non-linear revenue or structural cost efficiency. This stagnation is starkly evidenced by an efficiency paradox where the company shed 38% of its workforce—collapsing from approximately 7,500 employees in 2022 to 4,650 in 2025—while simultaneously handling 21% higher booking volumes, exposing a staggering level of historical dead weight and persistent resource mismanagement. The reality is that Sabre’s "transformation" is fueled not by software-driven productivity, but by an aggressive cycle of layoffs; nearly 100% of the $70 million in technology expense reductions in 2025 came from labor and professional service cuts, while cloud migration contributed a mere $18 million in hosting savings. With leadership planning to sink another $65 million into restructuring and further layoffs for 2026, it is clear the primary strategy remains shrinking for survival, confirming that half a decade of massive capital outlays has yielded no meaningful innovation-driven value or digital scale for the enterprise.

She basically came on saying no questions at the end of this All PCS team call. They are getting eaten alive and are trying to avoid questions now.

Company meeting, a year on and JT is still giggling about the "Difficult conversations" around taking away AEGs

Yep. Writing was on the wall. But it finally hit home. I'm actually happy I got RIFD. It's the push I needed to get out of a company that under pays and never Values you as a person. Corporate leadership just gets more money. And the company declines. They will sell or close there doors. Watch. 👀

Can we hope to finally see those MDs who made the poor decisions to expose the company to the risk around Russia (a country on the US-sanction list since 2014 and its illegal invasion so hardly a case of "how could we have known?") finally held accountable for their poor decision-making?
There are Ds and MDs in my area who recruited 100s in Russia and completely messed up our org in the process. Despite showing shockingly poor judgement and poor management skills they are still at Citi.