#management

A massive $7Million saving to DXC. They need to stop paying millions to useless Execs who can't deliver growth.

So many have gone through the DXC Exec ladder promising turnaround but were actually incapable 3rd raters.

DXC is known as "the milking company for useless EXECS."

The big push for broadening assignments and mobility is a trap. Supervisors want to move people into their groups as new Pip material so they don’t have to put their buddies in the lower rankings. Avoid at all costs being the new guy. If you are upstream and your new group is full of downstreamers there is zero hope. New project with downstream project manager who needs your expertise? Run don’t walk away. Total trap. You will do the work and get no reward other than a pip while the downstreamers take the credit.

I strongly discourage anyone from joining OCI for several critical reasons:

1. Financial and Job Instability: OCI carries a heavy burden of over $600B in unfulfilled Purchase Orders (POs). To attract talent, they offer highly lucrative packages—including stock options with an aggressive 40% first-year vesting schedule—and inflated titles (such as SD, VP, GVP, and SVP). However, it is common for employees to be terminated within one or two quarters of joining just to keep corporate costs low.
2. Title Inflation: Because executive and senior titles are handed out so freely, the organization is saturated with people holding identical designations, leading to severe internal competition over the same responsibilities.
3. Lack of Technical Depth: OCI primarily provides the data center infrastructure and physical buildings to host hardware, while external GPU vendors handle the actual core technology. Beyond infrastructure, networking, and power utilities, there is very little engineering depth.
4. Hiring Bias & Recruiter Churn: Upper management is heavily dominated by ex-AWS personnel. Recruiters be-doverbackward to show extreme favoritism toward candidates coming from AWS, while professionals from Azure or GCP are not given the same priority or respect. Furthermore, due to constant employee turnover, recruiters stay in a perpetual cycle of hiring and firing just to justify their own roles and save their jobs.
5. Short-Sighted Leadership: There is no strategic roadmap beyond one or two quarters. Executive leadership is entirely reactive and focused solely on immediate execution.
6. Toxic Management Culture: Out of fear of ongoing layoffs, managers at all levels actively hoard and diversify projects simply to justify their own roles, creating a chaotic work environment.
7. Unprofessional Environment: Employee treatment is remarkably poor. Inappropriate and restricted language is frequently used without consequence in meetings, group chats, and official recorded corporate videos.

It’s going to be interesting when management sees they’re not going to hit the goal for attrition. The pandemic panic hires aren’t going anywhere. They know leaving fidelity means never working in a corporation again.

It doesn’t make sense to punish us further because management hired the wrong people into high positions rather than laying them off.

Wowzers where to begin….to keep it short been working my a-s off for awhile because expectations, workloads, projects, and meetings keep increasing and people keep leaving. Management doesn’t care about anything and keeps cycling through contractors and just anyone that steps foot at MDT. Been keeping an eye on other positions opening up west coast.

With all the cr-p management are pulling we should unionize!

217 people were let go from india(gdi) yesterday. This involved managers, directors, testers and developers.

Just confirmed on C15 level in a meeting, so unless you guys want to be on a PIP better adhere to it because your manager will land in hot water for it, and there is nothing managers hate more than taking responsibility for their employees.

In 20 years from now, Dst name won't be recognized in kansas city. The management that was always in the kansas city business journal will have passed away, the buildings sold or torn down, the computer systems thrown away, the clients merged with other companies, its will be totally unknown to the kids born after 2010. Its gone

Recent layoffs within Oracle's cloud division disproportionately impacted employees over 40 and middle managers. A leaked document indicated that older workers constituted the largest group of affected personnel. Approximately 23% of the terminated positions were in management roles. Software developers and data center support staff also experienced job losses. This round of reductions targeted specific demographics and roles within the cloud infrastructure unit.

Austin, Texas

https://inshorts.com/en/amp_news/employees-over-40--middle-managers-hit-hardest-in-oracle-s-cloud-unit-layoffs--report-1790147324948

Fusion Application teams are going to be affected more in upcoming period. Heavy consolidation is happening at top layer to cut down more heads after SM left. We have more executives lined up for layoff.

We have already Managers and Senior Managers targeted. There will be heavy trim down of Directors, Senior Directors, VP's in upcoming phase. QA, DevOps , NFR teams beware more. Better plan ahead and move out. If you are heading for your retirement its ok to stay.

Massive layoffs among frontline technical staff while continuing to hire executives creates a dangerous imbalance that threatens long-term survival.

​To stabilize and grow, the company must shift its focus away from adding costly executive overhead and instead prioritize reinvesting in developers and QA testers to keep products running, alongside a strong push to secure and retain clients. True recovery requires empowering the workforce that builds revenue, rather than adding layers of management.

I’ve been working at the San Diego office doing PMIC validation for over two years now. My day to day is mostly testing the PMIC chips, screening for defects, and putting together reports and slides. Honestly, once you figure out what to look for, the work is incredibly easy. You definitely don’t need a degree to do it, yet management keeps hiring people with Master's degrees and PhDs. It feels like a massive waste of talent.

The worst part is that you’re heavily judged here not by the actual quality of your work, but by how the tech leads perceive your social skills. From talking to people in other departments, it seems like Qualcomm in general has this issue, but it feels way worse in PMIC. Maybe because the work is so simple that a test monkey could do it, so managers focus on politics instead? I’ve barely learned anything here and honestly feel like my technical skills are rotting.

I tried casually talking to a few coworkers about how easy the work is and how unfair and rude the leads can be, but they got super defensive right away, so I stopped bringing it up.

For anyone who has worked here or in similar teams: is PMIC validation in San Diego known for being super low on the technical side, or did I just land in a bad group?

Layoffs are coming again for Aberdeen, confirmed by management this morning. Don't have enough people to catch the jobs already scheduled but management seems to believe we can work with less.

I find it disgraceful how many leaders take credit for successful projects that they have nothing to do with. Good leaders highlight their team success, not su-kout all the credit.

I absolutely love the fact that leadership is practically begging people to fill out the employee survey. Have any of them seen any of the feedback? A whole lot of really pi---d off people out there. Management will ignore the content which makes it baffling that they are pushing it so hard.

The main criterion for being promoted to manager at VZ is to be hard-charging and willing to overwork your team. It's not about quality or results.

If you're filling out the Pulse survey and telling them that your boss is overworking his team and making them run around like chickens with their heads cut off, the joke's on you because that's a win in their book!

They have laid off so many people not one person wants to go the extra mile. Everyone is deflated, everyone says not my department. This company is honestly so fkd up. Why isn’t management stepping up? Protect the base ….. how about treat our customers with respect. Not one update from James Mc a total waste of space. Renewals are falling off a cliff and I’m being punished for it. Sort it out !

Why most hires in india wont code and just do confluence updates . Are they hired as per ppl manager friendships

If your slide deck slogan is ‘we are going to hold the Customer accountable’ then you probably need a box!

Managers now just brazenly lie on the check ins and reviews so employees can be illegally fired for cause. Will Wells Fargo now just commit perjury in court when they are sued like they did on the fake accounts? Wells Fargo is the most corrupt company.

Having lost millions due to Accenture outsourcing not going as planned the management is now planning layoffs and even more offshore and outsourcing instead of taking responsibility.
Shitstry should be ashamed n be immediately fired!

This entire organization is a mess.

This is what happens when you let a banker, a lawyer and a boozer run a pipeline company.

Anyone have a map, I’d like to see where we are going?

What do relationships managers really do?? Because at this point I belive their job is to just redirect their responsibilities or even misdirect. Do your job and stop making others do the work of three depertments!!! Its infuriating!!

Now that I’ve been here over a decade, I can see why the old timers before would get livid that Fidelity invests so much in kids right out of college.

At the time, I thought the older people were jealous but now I understand fidelity gives the kids more money because they’re the only ones d-mb enough to work for free.

When they move into the “I’ve been here a decade”, they’re all also confused as to what happened, then they burn out.

That’s not favoritism like I thought it was, it’s someone who needs to go back to school and stop playing “leader”. Fidelity cannot stay a top company when fundamentally we cannot understand the difference between what the words leader and manager mean.

To save the company from imploding, fix the management pandemic panic.

I've worked in some difficult places, but Dell has been the most frustrating by far. The management, processes, and supposed performance based pay all fall short.

The next person with most experience has been here for a little over a year. Needless to say, I spend most of my time explaining how things work instead of doing my actual job. I'm this close to just quitting and lettings them figure it all out by themselves. I wonder how that's going to work out for the management who got rid of everybody with any experience.

For employees who management let them pass their PIPs, did management indicate early on that they would support them? Were there any signals you could identify?

We are drowning in horrible management. Please revamp mortgage fulfillment back to the way it was before these vertical lines took place.

R&D LT will start delayering of roles as part of restructuring. There can only be up to 7 layers of managers. Directors need to have 5+ directs, all or nothing. Sr. Directors either have 7+ directs or none at all.

It makes me happy that some people in this world are FINALLY starting to wake up to this facade. I've known for for a few years that things weren't going well here, even though management would try to deceive me. It appears that Cramer finally saw the light:

"I can't counsel owning that… Jim Currier is the CEO, and he told Phil LeBeau three times that things were going quite well and they weren't. And I heard they were going quite well and they weren't, and so therefore I have nothing good to say about Honeywell Aerospace".

This excerpt was quoted from this article:

https://finance.yahoo.com/markets/stocks/articles/jim-cramer-says-t-counsel-112244525.html

Cramer has nothing good to say about Honeyhell Aerospace? That makes (at least) 2 of us.

Source: https://drjustinbateh.com/in-the-media/

You're 31% less likely to get promoted.

Your output has nothing to do with it.

Fully remote workers get promoted 31 percent less often.

Hybrid workers keep pace with everyone in the office.

Nine ways proximity bias shows up before anyone calls it that:

1/ Task assignments go to whoever's visible
→ New work lands on people nearby, by habit
→ Not on whoever's actually best suited
→ Visibility substitutes for evaluation

2/ Casual hallway trust becomes career currency
→ Quick chats build familiarity fast
→ Familiarity gets mistaken for competence
→ Remote work simply can't produce as many of them

3/ Managers forget who isn't in the room
→ Nearly half admit forgetting remote workers exist
→ Not maliciously, just by default
→ Out of sight quietly becomes out of the plan

4/ Layoffs cut the people they know least
→ Decisions get easier without a face attached
→ Remote workers are 35 percent more likely to be cut
→ Distance makes the hard call feel less personal

5/ Executives openly reward showing up
→ Favorable assignments go to in-office effort
→ Raises and promotions follow the same pattern
→ Location becomes a hidden line item in the decision

6/ Mentorship happens where the mentor already is
→ Advice flows to whoever's easiest to reach
→ Remote workers get less of it by default
→ Growth compounds unevenly for reasons unrelated to skill

7/ Calibration meetings run on memory, not data
→ The names people can picture get discussed first
→ The ones they can't, get discussed last, if at all
→ Memory favors whoever occupies physical space

8/ Hybrid workers dodge the penalty entirely
→ Same flexibility, none of the promotion gap
→ The problem isn't remote work itself
→ It's being fully absent from the room where it counts

9/ Visibility becomes something you have to engineer
→ Waiting for fairness doesn't close the gap
→ Documenting wins and showing up where decisions happen does
→ The bias doesn't disappear, but it can be out-worked

Proximity bias doesn't ask if your work was good. It just asks if anyone happened to see it.

Can BP do a proof of concept and identify those toxic personnel who benefited from the BL era and were artificially promoted in an effort to detoxify bp?

Also identify middle managers who’s claim to fame is making more process and hurdles…identifying just 20 of these operatives and discarding them would do wonders for productivity, profitability, and safety..

upper management has to be do many rounds of layoff because this company is over staffed with inept and useless people.

So vp’s don’t touch their sr directors or directors but layoff all the Nike engineers.
The systems are unstable as Accenture did a sh---y job and know nothing.
Big issues occur and vps hammer down on why things are not fixed.
Directors and sr directors are trying to fix but have no tech knowledge or background and Accenture is clueless.
Sorry vps, but you’re lying in the bed you made.
We should be fine….

Everyone will be a VP soon. The org chart is bloated with VP's and the VP's themselves are bloated. Talent gets you nowhere in Telecom management especially in Uniti/Windstream culture. About 75% of all VP's are crony appointments and the others are Telecom lifers with talent but waiting for their severance package.

VP's! It's VP's ALL THE WAY DOWN! The job title bloat is unreal but what do you do in a shrinking industry full of telecom lifers.

Are there any reports of AT&T reversing 'not rehire eligible' statuses for employees terminated by the presence system, given that management later acknowledged the system's flaws?Is there any one rehired?

IT team su-ks.. the business architects seem clueless. Zero technical ability. It's a miracle thd company is still afloat.