#management

Be careful about constantly taking on responsibilities that aren't part of your job. Once everyone gets used to you doing them, they will stop seeing them as extra and you'll be sc--wed. I'm talking from experience.

is it normal behavior for a director level POS to run around telling people they are jealous of a higher ranking person who has an office?

Got called on it and told to do 8 hours

So the people that said you can just do 6 hours or 7 hours. That was all BS

Is now laid off. Directs were stripped a few weeks ago. Did not see it coming. At all.

Workday is messed up org is all over the place

Just saw on LinkedIn that people are getting promoted to Associate Director without having a single person report to them.
I know this person, and let’s just say “brilliant” wouldn’t be the first word that comes to mind. He has been moving teams and now in marketing.

Associate Director is a title that should have been abolished by now. But apparently, we’re calling this a “transformation.”

Shoutout to whoever thought about having a company wide broadcast about leaning into Agentic AI that can do a lot of the workload. Even more so for doing it just days after announcing major cost cutting moves. This company really doesn’t have any sense of its employees sentiment right now.

New external hire CL level 29 here, haven’t got my first assessment yet will be for next year - How important is the PDS? Some say it’s more the story than PDS that your manager knows and wants to promote about you that matters. Others say it will stay with you for years so be careful what you put in there. Possible the reality is somewhere in between but wonder what y’all think. Also, does your manager or skip manager advise you how to write this, or are you pretty much on your own?

Although many layoffs occurred, there are still a lot of b-ms around. 1. The guy walking in circles and around the office all day (VP) making over 200k probably close to 300k along with the rest of his crisis management people. What do they do? I think we need to also look into lower salary people that don’t do anything as well. Or if we aren’t going to get rid of the non- workers, atleast increase compensation for those that are completely swamped with work.. important valuable work.

There are many examples of mis-management. Let’s list them out.

You can keep threatening people, but eventually the threats lose their effect. Once employees stop believing they have anything left to lose, motivation goes with it. My entire team is now completely checked out. Find better managers, Solventum, or you'll lose all of us.

So what is the over and under on how long it takes Brinks to clean house on the VP level and up at Atleos? Is it worth starting a pool?

Some of the choices coming from management are genuinely hard to understand. I've worked in this industry for years and I've never felt this disconnected from the people making the decisions.

You'd rather lay people off instead of putting them in the much needed CS Phone position. You'd rather pull other teams to work phones while their primary work gets behind. You'd rather pay out time and a half for overtime (more money out) instead of hiring a phone team. You'd rather keep GR and LG as supervisors who run people away and doesn't know the first thing about integrity or professionalism, or is that it? Is it easier to make things so unbearable that employees quit instead of looking like the bad guy and laying off. Interesting!

So we have Smiles Week and looks like lots of effort going in to make this a good event, but wait who is actually doing work? The same folks that always are busy and those who have spare time ie no work are organizing. They are not admin staff they are university graduates being paid to make PepsiCo better. Come on Snr Leads open your eyes and get some work for these that have no work or get them out. You now want us these people in the office more so please monitor their output.

Does this make sense. In this specific order... I think they are following this logic when deciding who to cut. Feel free to add or correct me.

• HR issues, complaints, conflcts, or employees seen as "problems"
• Low perormersperformance
• employees hated by their manager
• Duplicate / redundant positions
• Teams or functions being consolidated / merged
• Mgmt layers (cut during reorgs)
• Managers with low direct-report counts (always a target)
• Employees on sh-t/canceled/deprioritized projects
• Role not aligned to corp strategy
• Remote folks
• High-cost areas / highly comped peeps
• Older / highly compensated employees
• Recent hires (especially if their teams overhired)
• Employees w/no skills aligned with newer priority (hey AI)
• %-based cuts applied across orgs or mgmt hierarchies
• Some get selected because canning them through a RIF is easier than managing a performance exit
• Remaining selections needed to meet the final number needed

We can’t staff the projects that management wants to go fast yet there is pressure to reduce headcount in Houston! The Horizon challenge will only get worse. Even the teams that are staffed are full of people who don’t know how to get things done.

If you ask two managers the same question, you will never get the same answer. Never. Not only that, the answers are usually completely opposite. So basically, if you need guidance, just ask one and pray that person knows what they're doing, because trying to reach a consensus will only leave you more confused.

You can have a strong record here and still find yourself on the wrong side of management. It seems far more important to stay in someone's good graces than to actually do good work.

There have been so many examples of Nike losing the exact thing that made us good. It always seems to start with decisions that look harmless on their own, then suddenly you're wondering what happened. We have plenty of experience and resources, so watching this happen over and over is pretty frustrating. You'd think we'd eventually learn from it.

Hahaha! Left nike a couple years ago - nike was easily the worst managed company ever. Best decision ever.. sold my stocks at 75, my cool aid friends are still holding they have 50-150k worth stock.. they have sneaker collection rooms filled with Nike Junks.. I’m happy nike is suffering. NKE will soon hit 20s. EH is a clown’

Stocks will go down

The tremendous weight of very high paid upper management added to the company in the last year has added so much to expense that the only alternative is to cut a few thousand people who actually do the work. You can count the new SVPs and higher. Mike, Dhyvia, and Takis all a part of adding to the glut. Unfortunate but continuously repeated leadership mistake in some companies. Starts with a justifying rally cry for transformation. Leadership uses it to hire all new and unnecessary, high paid execs. Those execs become significant expense, but have added nothing in the way of revenue improvement or efficiency gains. As usual the middle management and working ranks of the company carry the majority of the execution burden in the company through all of this. The only answer is to cut deep in those ranks along with a few senior execs to get on better labor expense footing. People become demoralized, and the main result is a less productive company that still has all the new top level management to carry. In a normal company, some level of layoff or cut should be expected and predictable yearly based on performance management effectiveness and as a result of business performance cycles. This isn't that. This is mismanagement and shows that we are still paying for past and current poor decisions by people at the helm here. They just don’t think we are smart enough to actually figure that out.

Research estimates vary, suggesting 8–12% of CEOs may be highly narcissistic, while many others display milder traits along a spectrum.

Below is a URL to a recent article that goes into detail as research done on CEOs who exhibit narcissistic traits.

Article Published 9/7/2026:

https://thebalance.clinic/resources/mental-health/narcissism/ceos-and-narcissism/

how many people’s bosses does this describe? how many of these bosses are perceived as likable despite being rotten to the core?

I used to be proud to work for VZW. Everyone loved us. What happened? I see the downfall starting around the time Vodafone was bought out.

It’s funny how the primary task of a “technology” manager or “senior” manager is to monitor and manage the attendance of other adults. It’s like being in school and the teacher marking attendance of all the kids. Except the kids here are 40 year olds. Directors senior directors and VPs doing the same, asking devs to update some values in excel files, database columns and loosely using the term “AI” to appear current. All while half their team members are sitting remote, not attending meetings, and always appearing away. How about you manage their “attendance” ?

Who is running the ship here? The SVP is clueless on the day to day, the VP is the SVPs buddy, the directors are a majority of the SVPs pawns from his years moving up the chain. Account Managers are doing nothing but collecting orders and being paid $500K+ doing so. When you talk about doing a shake up, this leadership team needs to be separated, laid off or deployed to other parts of the business.

I hate what Teradata has become, expecting us to work 12-14 hour days to meet unrealistic expectations.. we can’t sleep, we can’t eat, we can’t spend time with our families. There is no work-life balance here

what is the escalation protocol and consequence model for not complying totally with WPE rules? e.g. through the end of the year I already know/am planning to not be compliant (remote for week of thanksgiving, remote for week of Columbus day, some back to back remote days here or there) and I want to 'run this risk' in a somewhat smart way. what is guidance for managers to handle someone like me? top performer, only one in my role for the group, etc.

How likely is it that management will start to phase out as Ai learns the job? Should I be looking for a new job?

People keep leaving with knowledge that took them years to build. A new hire can learn the basics, but they can't suddenly know all the little things an experienced employee picked up over decades. Management seems to think everything can be documented and handed over. I'd like to be a fly on that wall when they realize how untrue that is.

It started with 5 AM emails. No manager notification. Several people ranging from Ic2 to M5 gone. Time will tell how many by end of the day.

This round of layoffs is only for managers, directors, and VPs, not ICs. Have you heard of any ICs getting laid off too?

The Executives continue to underperform and the middle managers get the bullet. They are firing the subject matter experts with legacy knowledge. Meanwhile, new VPs are brought in and are creating chaos. Where is this going? How is this company going to continue to function? Also, who is going to train the entry level staff? Someone needs to turn this around before it's too late. Can we take a vote on replacing Mark K?

When somebody said this round will be just managers, directors, and VPs, I knew it sounded too good to be true. Not only was it not true, so far I haven't heard of a single manager or higher who were affected, at least in my area. And to think, this could have been a useful layoff.

To the affected: Are you remote or onsite manager ?

Curious to know

For anyone who's completely burned out, here's something I've learned. You can push back on some of the nonsense and the sky doesn't immediately fall. A lot of managers aren't going to fire someone who is still carrying a big part of the workload. If you're already expecting cuts, there isn't much reason to destroy yourself trying to please everyone.

Has anyone been told the assessment meeting themes for each rank group by their supervisor? I was shocked when I heard them. What a bunch of garbage.