#management

Just curious, does our American counterparts unfairly compensated ? Seen so much hatred especially MW and his LT.

Other part of the world,in my side of the world, the trend is the mid-managers got the hatred due to poor leadership skills, not performing yet promoted due to some connections with some American leadership connections so called build relationship.

Our leadership has never sat where we sit. They don't know what it takes to get things done. They don't understand why certain things take as long as they do. They're completely disconnected from the reality of the people who actually do the work.

At Western Union, the vibe has changed completely over the past few months. Teams are thinner, expectations are higher, and there’s a lot of silence from management after recent internal emails.

Wow, this article triggered me! Why? For decades radio measurement was exclusive to Arbitron. Much like Nielsen, they were considered a monolopy. The thought of Nielsen one day buying Arbitron thus hoarding both TV/Radio measurement was unheard of...until it wasn't. As digital became pervasive, and the TV landscape started to change at a drastic rate with streaming...somehow the gov't was convinced Nielsen buying Arbitron would be a good thing. But for who? Not us employees, either Arbitron or Nielsen. I was on the TV side during this buyout and basically overnight we were ordained radio "experts" with full responsbility of managing all client contracts and relationships. Middle mgt and finance didn't give a cr-p how you pulled it off...as long as you kept that money coming in. Basically double the work for the same compensation. It was a nightmare One of the reaonons I eventually burned out. I can only imagine how hard it was as well for the Aribtron folks now having to listen to Nielsen mgt BS. Anways, seems none much has changed. Read the article.

https://barrettmedia.com/2026/05/11/nielsen-ceo-karthik-rao-radio-promise/

Ran into a colleague who was hired same time I was nearly 20 years ago and I considered to be a friend. He has a higher potential than I do. I was so sad to hear the way he was talking. Total disdain for workers. I guess he has become management.

The cliquishness/exclusivity is strong, and managers operate on fear-based leadership. Where is the psychological safety?!

The travesty of Omnissa continues under the disabled leadership of our CEO. Lots of folks got promoted at the top levels of management from directors to VPs whereas genuine promotions at lower IC levels were denied and sent back under the excuse of 8 percent limits on promotions. People who are doing the heavy lifting were denied whereas top management promoted folks who report directly to them. Most of the companies are going with flatter organisations but Omnissa continues in the wrong direction. Corruption and nepotism at highest levels.

That's what we can find solace in.

Why are there MDs arm-twisting their staffs to complete the code of conduct that we have a month to complete? Same with the feedback theater. Is this what scores points now - harassing staff to get meaningless things done ahead of the deadline?

I have worked at several companies and so far this one is the worst. Pretty much everyone I work with seems to hate their job. Many people are very difficult to work with and have a very horrible energy and attitude which makes work unpleasant because they don’t want to do anything and are only here for a paycheck and feel stuck.

I guess I can’t even blame them cause I hate it here too. However it is draining when you’re constantly around people that hate their work and team and have a horrible attitude about doing their job. Management only cares about managing up and cant even bother to pretend to care about their team. We are all in a weird matrix environment where everyone is out for themselves while the managers only care about showing off and kissing up to the higher ups. So why am I here? Bad job market and I have bills to pay so I am here hating it too.

Engineers rolling up to a Supv who rolls up to a Sr Mgr who also has engineers as direct reports. If leaders get one “5” to hand out, who does it go to? Does the Supervisor even get a shot at giving them to their direct reports, or will Sr Mgr get one and hog it for themselves?

How will RTO be used in place of a layoff? The managers in my group don’t even show up all the time and take a lot of PTO during connect weeks.

I assume nothing will really happen to managers but what will the trickle down impact will this have on their teams? I assume managers are also nagged about their attendance?

I’m hearing that it was mostly US employees affected.

Input from overseas origin management drove much of the selection process.

What are you even "managing"? It's ridiculous.

The TOP companies are getting the message yet this dinosaur is not excelling but just managing.

It costs $2.2B–$4.0 Billion a year for this.

• people managers
• program managers
• product managers
• project managers
• engineering managers
• sales managers

So 7,000–13,000 people managers

And another 4,000–9,000 program/product/project managers

.......do you REALLY need >20,000 managers managing to manage?

Are these 20 thousand even technical?

If not, what do they even do?

Fidelity pushed the non-tech to tech roles during the pandemic. Then finally someone realized it’s better to pay more for people who know what they’re doing.

Next cut will be managers who aren’t qualified and have been in their roles too long. Weak managers cost the firm too much, it’s not just one expense, but there’s a serious ripple effect.

Culture comes from the top down and when the top are filled with people that only have one brain cell, the rest of the company takes a hit.

Don't ki-l yourself for this place. It's truly not worth it. The people running things now don't respect us, so why should we respect them?

We brought someone onto my team last month who used to be a senior manager at a major tech firm. Over a decade of management experience. Two decades total in the industry. He's now an individual contributor at a mid level role. It really shows how quickly a career you spent years building can evaporate.

I’ve watched this happen multiple times. A manager decides they don’t like someone, not because of performance, but because of something personal. Since putting them on a PIP creates paperwork and leaves a trail, they go another route instead. Suddenly every little thing gets micromanaged, every email, every task, every break. Negative comments start showing up in reviews, every decision gets questioned, and the pressure slowly keeps building month after month until the person either quits or completely burns out and goes on leave. Then the manager acts surprised like none of it was intentional. I’ve seen this happen twice in my department alone. It’s basically a quiet firing method designed to leave no trace.

Pre-WFH, I've had two managers who obsessed over start times and break lengths. Neither of them actually knew how to lead. They just watched the clock because it was easier than doing their real jobs. It never improved productivity, but it worked for them. Those are the kind of people who want us back in the office. To hide their own failings.

You would think with the wealth management presence that the Bank has in Florida plus the state's population, there would be a HUB office location in Florida. Anyone hear of talk about adding a FL HUB office?

Kyndryl restructuring should reduce overhead functions and reduce the number of managers that lack technical knowledge
Of the various systems they try to manage.
All chiefs and no Indians will cause the company to collapse.
Ai can identify various areas that can be improved as long as there is a team to analyze the data.

I’ve been loving the open-plan HMP setup and how much it’s boosted real collaboration, but I feel like we’re leaving some upside on the table. A lot of the private offices were only supposed to be temporary, yet plenty of people (especially in Subsurface and the old CTC groups) are still camped out in them long-term. It’s starting to feel like the last holdouts keeping us from going full one-team.

If we accelerated the rollout and moved everyone into the open plan, it would be a game changer. No more closed doors creating little silos. Just full visibility, spontaneous conversations, and everyone including our geologists and reservoir engineers ... mixing it up with the rest of the business every day. That kind of constant collaboration would help us move faster, share knowledge better, and really crush the competition.
Management has already shown they’re willing to make bold calls on workspace. Speeding this up and finally transitioning Subsurface out of those temporary offices would send a strong message and unlock even more of the culture and performance gains we’ve been seeing.

Chevrons heading in the right direction. Let’s finish what we started and make the open environment the standard everywhere. Anyone else think it’s time to push harder on this? Especially curious how the field and ops folks see it when you’re in the office. Would getting Subsurface fully into the open plan help with handoffs and alignment, or am I off base?

Hiring new people without giving them proper training after a RIF of a hundred others. You think strategy within CenterWell would learn, suppose not. VP of this group is cold and has no grasp on the new program. She does not care about concerns and only about the agenda in hand and won’t accept feedback,

They talk big and contribute nothing.
Dressed sharp, empty inside, opportunistic and self centered.
I'd bet big money that nobody would notice if we were to cut that layer in half.

If anyone from management or HR is reading this, please don’t change our current WPE policy. BAC does not give compensation increases to majority of the workforce. Flexibility is the one thing keeping us going. If you want people to quit, it will be the wrong people. Seriously an employer who wants to continue to have a flexible 3 days in office schedule.

Managers lecture about psychological safety but nobody is willing to speak up, challenge, or take initiatives anymore because the blaming game is strong. Don’t trust their words. Look for actions instead.

Incredible. Verizon cut office cleaning and garbage pickup to once a month. Yet paying half these upper mgrs over $200,000 plus a year.

Remember seeing one VP sending award emails monthly. Not bad. Half a mil to go rah rah.

were you forced to get it to keep your job?

if so did management/HR push this upon you?

i keep hearing people were forced to get vaccinated.

The company probably paid an additional surcharge to the consulting firm to heavily alter the results and put a positive spin on management perception.

Don’t believe the results to be shared.

Yes - I am talking to all of you incompetent VPs, Senior DIR and DIRs. That's the post.

Few monkeys were caged with a ladder and a hole to escape at top of cage. Whenever any monkey tries to climb the ladder and escape through hole, Huge force of Water is sprayed on them. Slowly all the monkeys tried to pull the climbing monkeys and hit. No monkey climbed even if cage was open.

Similarly, even when employees try to use their skills, management is pushing towards AI. eventually employees will lose their own skill and when they are out, they feel like they are lost in market and will try to go back to Oracle cage.

Shameful Peanut Monkeys

I find it unbelievable how many VP's Optum has. One thing I learned was that when Optum acquires a company they assign them a title based on the money that they made in their last company. Hence, so many people having titles that significantly outrun their skills. Optum's VP's are a great example.

Early Jan stock was over $96. Down almost $20. One trick pony Charlie’s strategy of doing nothing but cutting run its course and now catching up to us

Nike leaders keep saying that they are flattening the org to keep things simple, but GT is still a mountain of management.

If most employees still have 2 layers of managers, 2 of directors, 3 of VPs, and 2 of C-suite leaders, what exactly was 'flattened'?

We all know they aren't anonymous.
NOT doing them hurts mgmt more than doing them and giving negative reviews.
NOT doing them en masses makes a bigger dent than doing them and complaining.

I see many Managers/GCLs, TLs are on PTO today, tomorrow and Monday what’s the logic behind it?

I don’t get the logic, everyone I know that was impacted is a top star employee.

Why the actual eff did HR get rid of everyone they did but not touch the hairdressers that came over during the pandemic, without a high school degree?!

Why did they let managers stay that have openly criticized their teams for so many people having college degrees, when they don’t?! HR believes people that are insecure about not having an education are a better fit for management?! No! The ones that have that bad of imposter syndrome should have been right sized.

I hate this layoff so much because the logic is zero.

Is there a difference if the meeting is scheduled with HR alone versus HR + a MGR (like if it means laid off versus moving to different org)?

I have been in the company > 5 years working in various Orgs. This migration to O365 and Sharepoint has been a disgrace. Google sheets and Looker dashboards all losing functionality and requiring work. And having to run every tiny piece of work through the weeds of Planview.
How is this improving our company?
How is this improving collaboration?
Sorry for the rant and it might be off topic. BUT THIS IS A SHAMBLES.
When will the leaders be held to account instead of the poor workers dealing with their mess?!