#leadership

After this 10/22, Next round of RIFs is 11/19 classic thanksgiving gift from mo--n leadership of VZ ?

TDC is up 63% over the past year. Weird, I don't remember that being in any of the doom threads here. SM and SA steered right through everything this board swore would sink us, and the market just voted. I'm up over $60k in stock gains. That's what happens when you trust leadership and keep working instead of refreshing a layoff forum. Congrats to everyone who stuck around and delivered. As for the rest of you, I'm sure the next countdown thread will be the one you finally get right.

Anyone knows that backstory on the reason he is gone?

Not that he will be missed but just an odd ending for a ver long career

Having worked at Fannie Mae for many years, I can speak from firsthand experience. Unfortunately, I’ve seen a difference in the way people communicate and treat others. Some of the messaging from Fannie Mae employees comes across as dismissive, unprofessional, and as though they feel they are above others. In contrast, my experience with Freddie Mac has been that people are more genuine, approachable, and friendly.
It’s disappointing to see a culture where communication can feel unnecessarily harsh and disrespectful. I would never wish a layoff on anyone, as I understand the impact it can have on individuals and their families.
Perhaps, with all the changes taking place, there will be an opportunity to take a closer look at leadership and workplace culture. Organizations need leaders who know how to manage people, not just processes. Strong leadership means treating employees with respect, fostering accountability, and remembering that behind every role is a person who deserves to be treated with professionalism and dignity

Our boss has been nonstop stalking about the mistakes of the past while his own focus for two plus yrs has been all commerce and transactional - selling to wholesale, as many running shoes as he can (like Vomero 18 which was created 2-3 yrs ago). Now thinks the answer is more layoffs and offshoring while ushering in leaders from Walmart, dr-g companies, McDonalds and more. There a reason the stock's in the 30s. No belief in the company's FUTURE looking vision. Focus needs to shift fast to the consumer, innovative product, and inspiring across sport culture, or we only go down more from here.

Restructuring is necessary, we have too many levels of CEO, EVP and SVP. Most are just ex consultants looking for a payday.

It's funny that leaderships claimed that layoff is performance based.

I think, the moment that was announced, the performance review process would have become compromised.

Review result decides the victims, so do you honestly think managers only judge based on actual performance? That's so funny.

I watched the movie Gladiator II the other day. 2 things struck me: 1) as leaders, be careful whom you trust - they may not have your best interest (or that of the “empire”) in mind 2) it’s much easier to tear down than to build up.

The Virgil quote really resonated with me: “The gates of he-l are open night and day; smooth the descent, and easy is the way. But to return and view the cheerful skies, in this the task and mighty labor lies."

Torani CEO Melanie Dulbecco believes that layoffs are a choice, not a necessity for most companies. She emphasizes that building resilience and momentum requires a dedicated team. Torani has a 101-year history of never implementing mass layoffs, even during the COVID-19 pandemic. The company prioritized retaining all workers by relocating its offices and cutting other expenses. Dulbecco asserts that investing in people and achieving strong business performance are mutually reinforcing goals.

San Leandro, California

https://fortune.com/2026/10/23/thousands-workers-got-sacked-2026-torani-ceo-melanie-dulbecco-says-layoffs-are-a-choice-company-never-cut-workers-en-masse/

Since ConocoPhillips is struggling quite a bit these days, I figure the executives should take some pay cuts this year to help the company out. They’re only pulling in roughly a billion bucks in net profit each month, after all. Practically minimum wage for that crowd. Why not let the company hang on to a bit more of that money, eh? The executives can take one for the team and bump profits even higher by trimming their own salaries instead of just cutting jobs in the States and up here in Canada. It’d also let them show the shareholders just how committed they are. It's their time to shine and show their S|P|I|R|I|T

This has been a long and exhausting week. Not having access to clear sales numbers is frustrating enough, but what's even more frustrating is finally getting access to data and still not being able to make sense of it.

We've been given Power BI, but nobody can explain what we're actually looking at. Sales data is dumped into the system, yet there is no clear way to understand where the numbers come from, what they represent, or how they were calculated. Reps are showing anywhere from 30% to 55%, with some approaching 60%, but it's the end of October and nobody on my team, or any team I've spoken with, can explain what those percentages actually mean.

For years, we've relied on Tableau. It wasn't perfect, but it allowed us to compare current-year performance against prior-year performance and understand what was driving the business. That visibility is gone.

Instead, we've been handed Power BI, which currently feels less like a sales management tool and more like a dumping ground for disconnected data. The most concerning part is that even managers are struggling to explain what we're seeing.

It's hard to have confidence in targets, forecasts, or performance metrics when nobody can clearly explain the underlying numbers. At some point, leadership has to provide more than data. They need to provide clarity.

Right now, it feels like confusion has replaced transparency, and that's a big part of why so many employees believe this company is a mess. I feel like everyone is just holding on, pretending to care, looking busy, and no one really cares , because there has been Zero significant wins.

What is the company strategy again? :( I guess No one was listening last week to MH and Mr. Apple.

I’ve been here 3 years.Level 5. No one I know gets shares, who gets them? Only Senior Leadership?

Literally disgusting behavior. Our director does not travel for work he just chooses to do whatever he wants while treating the team like garbage. Half the time he is god knows where calling in on his cellphone and sending IMs rushing you on stuff when he doesn’t even go to the office and does what we he pleases. He doesn’t even have to login on his computer and just calls in on his cell phone but he tells us to have nonstop clicking and keystroke 8+ hours a day and to bring our computers everywhere.

And yes he is exactly the ethnicity you are guessing. Also he is a bald faced liar. He shared a deck that our cycle time was 5 days to leadership when in actuality it is 2 months and they ate it up. Team is a disaster as he’s constantly playing games, laying random people odd, then hiring new people and re-org every few months. Literally an example of the type of rotten ‘leadership’ that had made this place a joke. I’m so tried of liars and conmen like this.

Strategy has been an absolute failure. What do you expect from a stereotypical used car salesman? If VBG misses the net add target, it’s 100% his fault.

If Saul is the new AI chief, what actually does TK do. She has had everything she has been in charge of taken away. She failed at Agile, as head of Technology, as head of consumer technology, as head of enterprise technology, and failed as a leader on multiple levels. So how is it that she keeps a high paying job at WF while others get laid off. There is no way she is meeting expectations. Can anyone explain how she keeps a job?

AT&T stock is down over 15% this year, and John Stinkey’s big priority is forcing employees into the office five days a week and tracking our hours like we’re his fu-k!ng prisoners. Apparently, badge swipes matter more than results.

Meanwhile, he dismissed SpaceX as “not viable,” and now SpaceX is reportedly pursuing access to 80,000 cell sites to build a potential nationwide wireless competitor. AT&T can beat earnings expectations and still watch its stock get hammered as investors worry about competition and the company’s future while stink laughs it off. Maybe the market is trying to tell us something, M0r0n John

You can’t preach a “market-based culture” built on capability, contribution, and commitment while treating employees like children and obsessing over attendance instead of competing and saying things like “loyalty is dead”. If leadership wants accountability, start at the top.

Stop policing employees and start running the fu--ing business. Resign.

I recently realized that pointing out an obvious mistake can cause more trouble than the mistake itself. How did we get to the point where leadership cares more about status and keeping people happy than getting things right?

E. W. Scripps CEO Adam Symson is defending recent layoffs and newsroom restructuring, citing early positive signs in viewing hours and engagement. He highlighted a 23 percent increase in total viewing hours on 24-hour online streams and an additional ten minutes of viewing time per viewer. Four initial markets reportedly saw nearly 70 percent average growth in viewing hours after eight weeks. Symson acknowledged these gains stem from small initial audiences but indicated growing engagement. The company faces significant debt and is continuing operational changes.

Cincinnati, Ohio

https://thedesk.net/2026/10/scripps-ceo-defends-layoffs-newsroom-restructuring/

We’re always waiting for the 1 very not available VP or SVP to bless a decision because they won’t let an AVP or SD make basic decisions.

"But Stellantis is 5 days" has been the go to retort for any RTO4 grievances ever since they implemented their policy. Look up their stock price sitting around $10-12 a year ago and it took a drastic, steady decrease this year after implementing 5 days with shares hitting under $4 now. Their c-suite is spinning this any way they can but clearly RTO5 was not the savior they claimed it to be and there is proof. On the other hand, GM went 3 days almost immediately and they've stuck with that 3 days ever since. Guess which of the big 3 is kicking our a-s in terms of stock price, employee morale, vehicle selection, and customer satisfaction. Now if you were in charge of the longevity of Ford, which company of the two would you choose to model after, now that you've seen these strategies play out in similar companies.

Does anyone actually run this company? And what do they do all day?

In the last 48 hrs this board went from people sharing and looking for real info to remote vs. office and sales vs. ops. Meanwhile leadership is reading this over drinks at the Four Seasons with McKinsey, laughing.

We argue over BS while they make their moves.

Pathetic

I heard some leadership announcement emails went out today, but I didn’t receive them. Could someone share a screenshot?

If their actions contradict what they say, you're being lied to. It's that simple!

They say they want to have the best network and delight customers. They say they are bursting at the seams with integrity and they're dedicated to treating employees fairly.

Do their actions support these lofty statements? In my experience they do not and it's not even close.

I called $125 on this site in May. I have reinforced that position on my call several times since then. And, here we are: $125.54 at the close - before 11/1.

The next earnings call will set the tone going forward. Eiher we have hit a stabilization period or entered a continued era and a slide into bankruptcy and restructuring. What's more the 'traditional software business' especially in the old GIU's is under sverve competitive attack. Those businesses will die and be replaced over the next 5 years.

Political favoritisim, escorting key talent out of the building, and lack of market and domain understanding have served you well. Pure stupidity and a complete failure of leadership at almost every level.

Well done Oracle - Well done indeed.

Good morning Waters family! Umm what the fu-k am I saying? We are but only numbers to the people in charge!
You may think the waters experience can be grating, annoying, and downright depressing at times but let me enlighten you, all vendors are one inbred dysfunctional family!

Now I have wanted to jump ship from here lately and I have called my colleagues who have gone to the dark side. They tell me

The good!

Better pay. If that’s all you care about go on!

The bad!

Worse politics than here!
Elitist management clueless directors and senior directors who want to own you, and will never promote you
Cultish behavior to be lean!
Leadership is absolute trash!

Nice to actually be part of a successful company again instead of pure negativity on here

Just wait until after earnings to watch this accelerate back

Thank you takis

I know there are lots of people laid off and my thoughts are still with you all however this is a great sign for fiserv moving forward to finally have competent leadership back steering the ship

Sat down with my leader today. Sounds like a step forward

I have never worked in a massive company that has immediate leadership pretending like everything is okay when it's clearly not. People are losing their income and heading into a hellscape of a job market. Insanity.

So far, I've seen and heard

What we know so far:
L&D,
HR,
TA,
Sales,
Data Analyst,
and Project Management.

were all hit on 10/21 and 10/22.

If you have confirmed information, post it in the comments. Include the team, the date, and your source. Label anything unconfirmed.

Leadership is claiming middle management and above.... It's a lie and don't believe it. We need to focus up and help each other through this. Help those who deserve the help with getting their resume together and prepare for the worst to come. I am wishing the best for most of you who are an integral part of this company, that lead with moral value, integrity, and technical in your respective backgrounds. There's hope for you still, this place does not define you. You define you, and I know that is all easier said than done, but we are all in this together.

Comcast failed us.

Now we try to help each other up through this mess they made and find our own solitude in the job market.

• Revenue is basically flat, but let's celebrate. Comcast brought in $29.3 billion, up a whopping 0.5%. Adjusted EBITDA grew 0.8%. With growth like that, we're sure leadership is already preparing another presentation about winning.

• Broadband continues its impressive downward journey. Connectivity revenue fell 2.6%, and EBITDA dropped 4.4%. Residential EBITDA was down 5.8%. But don't worry, we're probably just one more reorganization away from fixing everything.

• Wireless is growing, especially when you give it away. Comcast added 368,000 wireless lines, but about half of new postpaid phone connections were free. Apparently, getting customers is easier when they don't have to pay. Who knew?

• Peacock is finally making money. Revenue jumped 34%, subscribers reached 48 million, and Peacock delivered its second consecutive profitable quarter. Credit where it's due. Now let's see if employees get anything besides another congratulatory email.

• Theme parks are struggling too. Revenue declined 4.4%, and EBITDA dropped 17.1%. Orlando and Japan are under pressure. Surely another round of leadership meetings and PowerPoint presentations will turn things around.

• Another separation is coming, because why not? Comcast says the next separation is on track for mid-2027. Stock buybacks are paused, but $1.2 billion in dividends still went out this quarter. No layoff plans were disclosed in the presentation, but employees can look forward to more uncertainty while management explains how all this creates shareholder value.

Watching LP and his cronies dance their way onto the stage, desperately trying to hype up the partners, was beyond cringe.
Sure, the partners were all smiles for the cameras, but you can bet the conversations around those tables told a very different story. Imagine celebrating on stage while those same partners are calling their Xerox contacts, only to discover the people they've worked with for years are being laid off at the exact same time.
The disconnect is staggering. The ultimate definition of tone-deaf leadership.
Go ahead, Xerox/Lexmark, put all your eggs in the partner basket. You'll soon discover that partners aren't nearly as loyal as the employees you've discarded. Partnerships are transactional. Loyalty is earned, and you're burning through decades of it.
You're doing a remarkable job of steering this ship straight toward the iceberg, all while dancing on the deck like everything is fine.
Years from now, this chapter of Xerox's history could very well be taught in business schools as a textbook example of how to destroy employee morale, misread the market, alienate your own people, and execute yet another failed corporate pivot.
The Titanic had an orchestra playing as it sank. Xerox apparently has LP dancing.

If you needed any more confirmation that the merger between BB&T and SunTrust was a failure this is it. When Bill Rogers leaves in April 2027, there will be no one left of the original executive leadership team that was in place when the “Merger of Equals” was announced in early 2019. The formation of Truist from the name to the co-leadership structure will be a cautionary tale for how not to do a merger. The only people who benefited were the executive leadership who walked away with golden parachutes 🪂 or took early retirement packages that were very expensive. #ArrangedMarriage

These layoffs are being done in such a ridiculous manner, prior corporate leaders who have never run a business or have the ever been an operational leader are making cuts based on McKinsey team who is mostly 20-30 year olds benchmarking. Cuts are being made with little knowledge or care on how they will impact customers, employees or our processes and systems. This is going to be a disaster. The LEADERSHIP is full of short term renter mentalities vs owners at this point.

Only RVP left in each region with RSVPs having 1 VP and two Sr Directors.

Prediction:

• RSVPs have to be next as the reporting structure makes no sense

That's what Srini will do to the value of your company.

I hear WB CTO, CPO and CIOs are out! Long life Avi, Tyler and Dave

Employees should be aware of additional benefit reductions reportedly expected to be announced soon. These changes include the elimination of unlimited PTO for employees below Grade 13, a reduction in maternity leave, the elimination of paternity leave, and continued lack of bonus opportunities.

While employees are being asked to accept fewer benefits and reduced compensation opportunities, executive leadership continues to receive substantial compensation packages.

It’s becoming increasingly difficult to reconcile the company’s messaging around valuing employees with decisions that consistently reduce the benefits and financial security of its workforce. The disparity between how employees and senior leadership are treated speaks volumes about the organization’s priorities.

Will employees approaching retirement have an opportunity to volunteer for separation packages, or are all decisions being made strictly by leadership?

I doubt they'd be able to to anything. Certainly not creating value.