#management

Athina repeatedly says she has PepsiCo’s best interests in mind. But at some point, employees should be able to ask whether the actions and results support that statement.

When she led Strategy & Transformation (legacy before IT was combined) , significant amounts of money were spent on transformation efforts that did not deliver the expected results, with accountability seemingly landing elsewhere. Millions more have been spent on McKinsey and other external consultant this year and last year/ sometimes with very junior consultants advising experienced PepsiCo leaders.

Now Athina appears not to trust her own leadership organization and wants visibility into virtually every contract and decision. Is that really about PepsiCo’s best interests, or has decision-making become too centralized around one leader’s view of what is best?

Having PepsiCo’s best interests in mind does not mean that every decision is automatically the right one. Strong leadership means trusting capable leaders, challenging decisions with facts, acknowledging when investments have not delivered, and holding yourself to the same accountability you expect from everyone else.

Power and good intentions are not substitutes for results.

Perfectly said, @ke+1m28zmvnw.

Senior Management, including left over TimeWarner and others not T heritage have sc--wed up. Moral is in the toilet, collaboration is minimal, invocation halted as well as patents. Many yes many critical folks are about to leave end of year and early 2027 with last minute notice due to 25 plus years and treated now with no respect. The part with leaving and critical to the business is factual, they have had enough to be treated with no respect

We spend so much time starting things that never actually get completed. By the time we're getting somewhere, management has usually decided we're doing something else.

OC stoping dragging your foot. While you are at it, please make another attempt at spans and layers. No one really is managing much 3-4 direct reports.

At this point, whatever happens, happens. For about a year now my manager has been slowly cutting me out, from questioning why I'm in meetings to giving opportunities I asked for to newer coworkers. I used to get furious about it, but I've realized staying angry is only hurting me. I've put in years of hard work here, and I'm finally done letting their behavior consume me.

It feels like there are more people managing meetings and reports than actually getting things done. Newer employees are especially sc--wed because they don't have many real leaders left to learn from.

I informally volunteered for any RIF in the U.S. No feedback yet from management. Hoping they snip me next week. Will keep y'all posted as the process unfolds. Or doesn't unfold.

Part of ISO 9001 is ensuring resources to maintain operations. while an exact number is not listed. The requirement exists nonetheless. So coming up with a final HC before the company knows they can sustain on that number is odd to me.

Clause 7.1.2: must determine and provide the people needed to effectively implement and maintain the QMS and control its processes

Any updates on management surplus the rest of the year?

we have managers, directors, vp’s that do not even know the purpose and what it does, a cpu, gpu, cuda, or even a workload

The biggest problem I've seen here is how much management avoids saying what they actually mean. The person who hired me back in 2008 was like that, and every team I moved to seemed to have another version of the same thing. It didn't matter who was running the group, the higher up you went, the more obvious it became. By the time you get to the VP level, it feels like nobody wants to take responsibility for anything.

My Manager in Venmo told us in small staff meeting that all venmo layoff were base of last individual performance review

It seems every quarter Medtronic is going through another massive restructure. How are we supposed to keep up when entire teams are being made redundant or individuals just get fed up and quit?

The last quarter has been awful. I'm doing the work of four people. I'm stressed and stretched thin. My own manager up and left without warning. She just decided not to come in, hand in her notice and take all her holidays.

She text me today (after a month) saying she is working for a competitor, she is happy and I should do the same.

I'm so upset. I am left with so much work. A new line manager who has no clinical background - only sales.

I am not sure what to do. The workload is piling up. I'm working overtime just to meet deadlines. If I mention anything - my manager is like well everyone is on the same boat.

Surely this can't be the strategy moving forwards? Then I see weird promotions for people who actually don't do any impactful work..

How is this.fair?.

i overheard conversation that either end of Sep or Mid October? from high management. Its from engineering site. anyone can confirm?

Hello Mid-Markets, get ready for next week. They are going to be cutting 18% of headcount including A.D and Directors. They will be consolidating areas to meet this need. They have made a supervisory headcount minimum of 10 persons. Good thing they kept your stock together award so it doesn’t vest when you get your walking papers.

In the last week Fiserv has eliminated over 30 middle management jobs. This layoff is ongoing due to poor reporting last quarter in earnings and new CEO. Despite being told last quarter layoffs were not a concern.

They (executives) truly believe you can run an oil refinery from the other side of the world using third rate talent.

Apparently the billions in profit were just not quite enough.

We no longer promote employees because they are hard working or knowledgeable in their fields. We only want compliant employees who will parrot whatever the latest acronym of the day.

Rockefeller would have been proud.

Well said, @az+1m29w550n

Visionary Realms CEO Chris Rowan admitted that recent combat and progression updates for Pantheon: Rise of the Fallen did not perform as expected. This led to a restructuring within the development team, resulting in unspecified layoffs. Robert Crane has been rehired as project manager to improve development processes. Rowan takes full responsibility for the management failures that allowed these issues to arise. The company plans to continue work on new zones and core game experiences while promising more open communication and an updated roadmap.

https://massivelyop.com/2026/09/11/pantheon-rise-of-the-fallen-suffers-layoffs-as-it-promises-to-refine-its-develoment-processes/

Why is song or whatever they now call it becoming dumping ground for id--ts flunk out of VP jobs elsewhere?

Leadership keeps treating employees like cr-p, and we're just supposed to be okay with it. We have two CEOs, endless bureaucracy, bloated management, and a company direction that makes no sense - but somehow the problem is never with those above us.

A union would finally put a stop to treating employees like pawns, and force leadership to make real strategic decisions instead of hiding behind short-term tactical ones.

FIS has spent years shrinking after two big strategic bets that have not paid off as promised. The shares are about thirty-eight dollars, down more than forty per cent in a year. Headline profits look strong only because of a one-off gain on the last of Worldpay. Debt is still around twenty-one billion dollars after the firm bought Global Payments’ issuing business.

Staff numbers have fallen from about sixty-nine thousand in 2022 to forty-four thousand. There have been repeated job cuts, and many American roles have been moved to Cognizant or offshore. Chief executive Stephanie Ferris is paid around twenty million dollars a year while the share price has slumped.

Worldpay was a strategic failure of management. FIS paid tens of billions in 2019 for a merchant business that did not fit, destroyed a great deal of shareholder value, and has since been sold off in pieces at a much lower valuation. The Modern Banking Platform looks like a second failure of the same kind. It was built from scratch as the cloud-native core that would replace the old IBS and Horizon systems. Years on, the platforms banks are still buying, and the ones Gartner still ranks, are mainly Horizon and IBS. FIS has stopped actively selling MBP as that replacement. The marketing site remains, but the commercial centre of gravity has not shifted. Building a new core from the ground up is costly, slow and risky. Money and people went into MBP while the installed bases that actually earn fees were neglected, then the firm cut staff and moved work offshore.
The current cuts are the aftermath: tidy the portfolio, lift margins and cash, get debt down, and perhaps sell the weaker capital-markets bits. Selling the whole company is possible later if the shares stay cheap, but it is not the official plan. Customers feel it where a promised next-generation core never became the main product and experienced people leave. Worldpay and MBP were not bad luck. They were management choices, and the leaner company now is what those choices cost.

Throwing stuff against the wall & expecting it to stick. The company hires contractors for things nobody wants to do and nobody can do. Where is the logic there? They treat people like C***p too. No respect. TRAIN your own people & GET RID of the idle Middle Managers that know nothing & hire the consultants.

Expect it on Monday.

Meta is recalling some employees to management positions within its Applied AI division. This move represents a partial reversal of the company's recent strategy to reduce middle management. The program is voluntary for affected employees. This initiative comes after Meta previously downsized its workforce and management ranks. The company has not commented on this development.

Menlo Park, California

https://www.businessinsider.com/meta-asks-some-ai-employees-to-become-managers-again-2026-9

Supervisor here. There was an unspoken agreement between employees and supervisors that when people were NRE we would put them in NSI to protect the team as a whole. Most employees were ok with this. Now that NRE is gone if we put the NRE engineers in NSI they will lose their retiree benefits so we are forced to put younger people in NSI. Supervisors trying to figure out what to do as they keep taking away the few levers we had to make their sh---y assessment system work. Do the math. If two NSIs in 5 years means automatic firing there is no way to protect everyone. If you have a group of five people and everyone takes a turn being NSI, after year five you have to start firing people. This is what they want.

There are several examples of people telling the board lies to further their career and then dumping it on other people to either try make it work or take the fall when the truth comes out. Sadly there is zero accountability for those who told the lies. The organization is currently tieing itself into knots to try make some things work that were big time oversold.

Product teams had reorg and some managers have been moved to IC positions. What happened? Anyone?

Fire mid level managers; get rid of CTO and CRO; raise front line worker's salary.

There is no time to wait. PLEASE ACT! We are waiting for your actions.

I wonder why

What’s the maximum number of years a manager can stay in their role? I remember my first manager telling me it’s usually around three years, since company doesn't want the same person ranking the same batch of employees over and over for too long.

We have a person at our store is the d-mbest and does not know anything went to district manager and cried like a baby to become the pro specialist.. I guess if you want a job in the store just go to your district manager will make it happen so nobody can interview for the job.

Seeing posts mentioning cuts in management next month. Does anyone have any information on this, and will it be senior manager cuts or assistant managers?

I don't want to say this for long time but I have to....

I noticed most of top Indian managers are ego-istic. Even a small spark triggers them a lot and try to punish their employees.
They just want a person who wash their a and lick their *** and don't go beyond them. The top management layer also fuel their ego and just maintain the status quo.

How long you can maintain the status quo of 15+ year old technology. They simply drag and just sign if some one brings new concepts with their names. H1b's are mere slaves in their pockets who add fuel to their ego as they can't question or go beyond them.

If you raise a question, you are the first in the hit list. The hit list is usually an excel sheet given by manager to top management for layoff. The layoff is always your manager's choice. If you challenged your manager's ego he keeps account of it and move you to top list.

How do you identify you are on hit list ? your work is offloaded. You don't have major chunks to do. You don't attend any major meetings. Your manager is not taking you to any external team discussions. Your manager/lead always asks you to document your work - Always these non-sense cheap politics. If you see any of these better prepare your bag and move on.

Oracle is building a mud house in ocean with donkeys than horses.

After all this -> https://lnkd.in/p/g_Ra3Znm IBM management still laid her off (my guess is manager had a target number and he had to save his a-s). My problem is with this narrative of large tech companies (IBM in particular for years now) even with quarter on quarter profits doing selective layoffs to protect their executives and their bonuses (not a real layoff in the sense) and we go on linked-in and praise them and normalize it , where does this really end (cause everybody now start doing the same since they know nobody can go bad mouth them in public) because of their sheer size and need to be visible and employed through linked-in.

Verizon is stupid because instead of offering a VSP package to those that are ready to go and have already mentally checked out and won't leave until they get a "RIF package". They lay people off that care about the company and those that are energized and proud to work at Big Red. So they lay off the loyal employees that want to work their and keep the dead wood that don't produce any output other than gas and they don't want to be there anymore. Management does not want to offer VSP, they want to choose who gets laid off. Stupid.

When management is asked about radical operational changes and how it will affect the future of those people and they respond "I don't know", they absolutely DO know and it's time to get out now and let it die. 3+ years of 1% raises is ridiculous. I've given three decades to this business and I'm done. Time to go be part of some mindless industrial machine and make WAY better money. Journalism is dead. Local media is dead. Until a station is run by a single employee, Nexstar will cut and cut until that one person is then running two or three stations. Maybe a 1% raise if they're lucky.

Can anyone explain the recent and upcoming changes in IBMC?

How is this going to impact b6 to b8?
I've read the announcement but still have no clue what's changing beyond my manager.

1 month sev for year of service?

For the rest its still bad, no increment. Falling stock. What else?

I have a piece of sh-t lead that is bullying based on age. Any suggestions ? Management was worthless.