#management

Close to thirty years, this was what gave me my sanity back! Tired of lazy people that don’t do their job , or not having people at all, not to mention 12 to 15 hour days because of that. Upper management is so disconnected they don’t even know how to do their job it’s pass the buck or I don’t know or just a lack of critical information, when this came about, I did not think twice. Because if you think it’s going to change, I don’t see how that’s possible. When I started with this company It was actually a great place to work, they lost their way and they can’t find themselves still!

What is this new Take Two video we’re doing in the US? It feels like a segment in a local tv news program. Can leaders just communicate with us without dressing it up like this? It feels so inauthentic and artificial. Bad vibes. Especially for OA, who is usually a very transparent and genuine person. I’m sure they’ll regret making this when something important has to be communicated and quietly cancel it.

I have a question. I was part of a reorg where my US based team will now be lead by a manager in India. A. Is this happening to anyone else? I presume this isn't promising for our future. B. My direct manager is still in the US, however the org chart doesn't show that he reports to the India manager? Is there a reason for that?

With Dhyvia I really had no confidence and am tremendously worried about further layoffs. With Vishay maybe a little better but still very worried. We need more expertise and professional knowledge — AI is just not the answer. I hope the management team sees that through and through!

Changing MGR review to 100% multiplier BUT still staying 25% payout based on individual multiplier. The jokes wrote themselves.

Love the additional info where managers can't quit on Sept 1 beginning of fiscal and and still collect bonus in November.

This proves they KNOW everyone hates this job and this company so they change the rules to force management to stay longer.

Too much fluff for roles that don’t directly add to revenue generated and the bottom line, and hence must be cut.

Comment if your manager is worth saving, and why?

The losing streak continues as the results for April were beyond subpar.

What happens in sports when a team stinks up the joint?

The coach, and sometimes management, gets fired. It’s time for Japan to wake up and get rid of the jamokes running Canon USA into the ground!

Lazy, arrogant, uneducated, entitled, useless TRASH do not deserve a job here or anywhere

Now it's just been a futile, sour, disappointing experience. Many of us are genuinely good at our jobs. Management at every level above us is not. What a waste of talent.

It's time to say the quiet part out loud. Have you ever wondered why upper leadership are so terrible at their roles, have no expertise related to their core functions, and can hardly string together a coherent sentence? It's because they were never qualified to begin with. VPs, Sr. Directors, Directors, etc., they're school mates, college roommates, they attend the same church. That incompetent Associate Director who somehow gets away with doing no work at all? Well, the VP just so happens to be his uncle Dave. Uncle Dave even fashioned the role description with his nephew in mind. The truth is that...you never had a chance.

The recruiters are aligning the resumes of their friends and families to hiring manager specifications, and influencing the hiring decisions. Think you're a perfect fit for the role? Well, so does the recruiter. So much so, that they ensure your resume isn't seen by a hiring manager. It's important for them to quell the competition, after all.

Nepotism and Cronyism aren't new, but have increased in this abysmal job market. If you're not getting interviews, you aren't to blame. If you're making it to the final rounds of interviews but have no luck, it’s because you're being used by the hiring manager to meet an interview quota...they were never genuinely interested in you.

For all you overachievers who are excellent at your roles, your leadership feels the same way—which is precisely why you're being blocked from promotion. They want you to remain right where you are.

So, don't blame yourself. You're not imagining things and you haven't done anything wrong. You are just navigating a system that was never made for you to win. The good managers who support their teams are purged while Incompetence reigns supreme. But don't give up. If VP uncle Dave is trying to squeeze his niece or nephew into that management role...let's not make it easy for him 😉.

It's time to say the quiet part out loud. Have you ever wondered why upper leadership are so terrible at their roles, have no expertise related to their core functions, and can hardly string together a coherent sentence? It's because they were never qualified to begin with. VPs, Sr. Directors, Directors, etc., they're school mates, college roommates, they attend the same church. That incompetent Associate Director who somehow gets away with doing no work at all? Well, the VP just so happens to be his uncle Dave. Uncle Dave even fashioned the role description with his nephew in mind. The truth is that...you never had a chance.

The recruiters are aligning the resumes of their friends and families to hiring manager specifications, and influencing the hiring decisions. Think you're a perfect fit for the role? Well, so does the recruiter. So much so, that they ensure your resume isn't seen by a hiring manager. It's important for them to quell the competition, after all.

Nepotism and Cronyism aren't new, but have increased in this abysmal job market. If you're not getting interviews, you aren't to blame. If you're making it to the final rounds of interviews but have no luck, it’s because you're being used by the hiring manager to meet an interview quota...they were never genuinely interested in you.

For all you overachievers who are excellent at your roles, your leadership feels the same way—which is precisely why you're being blocked from promotion. They want you to remain right where you are.

So, don't blame yourself. You're not imagining things and you haven't done anything wrong. You are just navigating a system that was never made for you to win. The good managers who support their teams are purged while Incompetence reigns supreme. But don't give up. If VP uncle Dave is trying to squeeze his niece or nephew into that management role...let's not make it easy for him 😉.

It's time to say the quiet part out loud. Have you ever wondered why upper leadership are so terrible at their roles, have no expertise related to their core functions, and can hardly string together a coherent sentence? It's because they were never qualified to begin with. VPs, Sr. Directors, Directors, etc., they're school mates, college roommates, they attend the same church. That incompetent Associate Director who somehow gets away with doing no work at all? Well, the VP just so happens to be his uncle Dave. Uncle Dave even fashioned the role description with his nephew in mind. The truth is that...you never had a chance.

The recruiters are aligning the resumes of their friends and families to hiring manager specifications, and influencing the hiring decisions. Think you're a perfect fit for the role? Well, so does the recruiter. So much so, that they ensure your resume isn't seen by a hiring manager. It's important for them to quell the competition, after all.

Nepotism and Cronyism aren't new, but have increased in this abysmal job market. If you're not getting interviews, you aren't to blame. If you're making it to the final rounds of interviews but have no luck, it’s because you're being used by the hiring manager to meet an interview quota...they were never genuinely interested in you.

For all you overachievers who are excellent at your roles, your leadership feels the same way—which is precisely why you're being blocked from promotion. They want you to remain right where you are.

So, don't blame yourself. You're not imagining things and you haven't done anything wrong. You are just navigating a system that was never made for you to win. The good managers who support their teams are purged while Incompetence reigns supreme. But don't give up. If VP uncle Dave is trying to squeeze his niece or nephew into that management role...let's not make it easy for him 😉.

Darrin mentioned our Talent Management Approach on the earnings call, more like eliminate talent. #terrible.

They brought in our new boss from Walgreens and his boss is also from Walgreens. We kept an open mind but he is a ja----s and fake a--hole! And we will have to score our reviews with good grades since they can tell who scored them and how we answered. So we are fu---d once again! I have a friend at Walgreens and he said most his people hated him and they always had security problems. We already had that theft of laptops here in VH that made the news and it is only going to get worse. This place su-ks a-s!

RB and folks were sacked after an Investigation.

Did you get your gas allowance from your manager to offset the cost of petrol to meet their in office requirements? No.

I know exactly what is going on with Cisco? I follow networking companies earnings report and Gartner report. I know exactly where Cisco and other networking companies stand in each networking technology.

Greed is everywhere at top level and hiring is broken with favoring friends and family members in most of the groups.

Many know how to play the corporate game! 60-70% of Directors, managers and VPs do not know how to motivate team and no good vision in their tech domain. There are 20-30% good managers, rest are useless !!

I left the group of old networking technology in my group at Cisco and nepotism. Got a better opportunity to learn a different technology and better pay. I don't have to deal with the incompetent Indian manager any more from my group at Cisco.

Reposted from: Post ID: @mz+1kqae1qpk

A sad day today. Fellow coworkers I’ve known for years are calling it quits today because of poor leadership, terrible pay, extremely sub-par raises and a crushing economy. But the real nail in the coffin, an expensive and pointless RTO5 policy. Three months ago you waved your executive power wand and declared RTO5 starts May 4. However the remaining people I will interact with on May 4 are still remote to me. We are separated by hundreds of miles, multiple states and time zones. And ya know what, we make it work. We’ve been able to accomplish so much because of the tools and technology the bank has implemented over the years. Pretty sure that is called moving with the times and adopting the digital world. We can reach each other quicker than we could take an elevator to the floor above us. But your boomer self is pushing an order that treats us like kids, ki-ls our production, adds lengthy commutes, increases our carbon footprint, eats our income and eliminates the work-life balance you touted for years. Why in the actual f*ck in the year 2026 are you forcing RTO5 when there is a perfectly viable option of remote work that has proven time and time again that it works. Let us not forget it not only works very well but it saved the company during the most unsettling unnerving unpredictable time of this century. You and all of your reports know a vast majority of these roles can be 100% remote. Plus 11 million customers can prove it too. Record profits ring a bell? Consistent dividend increases mean what? Bank acquisitions are just pointless side quests? ATH stock price is just a silly number?! So why are we going backwards? Are you trying to protect the real estate investment? Were you coerced by city mayors to bring employees into towns? Some of those towns being a dr-g and crime-ridden hellhole. Is there another double digit comp increase in the works if X-amount of employees swipe their badge? Did you over-hire during covid and now need to protect the bottom line so you subliminally utilize the consequences of not following an outrageous policy as your reasoning? Were you swindled into believing that a manager’s error was blamed on his/her team’s lack of collaboration? Did one person do wrong and you took the elementary school approach and punished everyone? Are you and the boomer executives unable to fathom the digital era? What is it? You’ve created a lose-lose-lose scenario. Talent is going out the door. Potential talent is applying elsewhere. People who try to grind it out are stuck holding the bag and getting reamed by the cost of commuting. Instead of trying to standout and provide a flexible workplace, you ruin it with a generic order full of buzzwords, no follow up, no guidance to management, no recorded message, no recorded video.........crickets. Just a pure power move because your friends in New York are doing it.

Nearly 21 years here and this is the first time I truly felt sorry for the people I recommended to this place for employment. I’m sorry we are facing this situation. To the younger folks a few years out of college, good luck this is brutal. Exiting folks that have other options lined-up, good for you. Now excuse me while I fill my tank for $130 because I got a lengthy commute Monday morning. Hopefully I am not late for standup.

P.S. Real professional hearing the upper management pi$s on us during the recent hands on meeting.

To "Win Now" the goal was to reduce GT cost while making it leaner, faster with reduced management layers.

Yes the GT cost was reduced and few bloated orgs were made leaner..

BUT - a lot of "does" were eliminated and we still have many layers of management. In my domain ( and many others) we have 3-4 managers managing 5-6 FTEs. On top of this we have two directors ( 1 Product & 1 Engg) in each area of the domain and another layer of two Sr Director ( 1 Product & 1 Engg) on top. To make a decision I have to align with at least 6 people on managerial role.
On top of this the idea to blindly lay off everyone in remote role without relocation option (except few orgs like DAI/AI ML) was very short sighted, lazy, biased and borderline unethical.
End result : GT will still be slow due to heavy management layer and because GT lost the "doers" it won't deliver anything meaningful. The "does" who are left will be forced to su-k it up to their managers instead of doing what's right for Nike. Hold on tight - It's going to be a downward spiral.

Who is was better?

Anyone else feel like they're being set up to be laid off, or did anyone feel that way before they were laid off? Feels like I'm living in an alternate universe with my manager, reality is being revised to reflect negatively on me. For example, a sequence of events happens (not necessarily bad, just the course of business), everyone is on the same page, then later a recap/retelling of those events takes place which doesn't jive with what actually went down. Blew it off as paranoia on my part for a while but it's too blatant to keep doing that. Keeps happening. Manager trying to save themselves? Put a target on my back? Never had any issues with them before this sort of thing started happening. Just me?

I spent there less than a year - I quit because I was bored. I observed 50+ people doing almost nothing, mostly consultants or other peers. My manager (SVP level) was unable to control her area and didn't even know what she should expect from people. There was literally no strategy, no plan and terrible ignorance - from payments to tech industry.

If you do not believe that layoffs are coming, then just scroll past.. do not have to respond it saying fake news..

I want to hear from someone here if anyone has first hand info on layoffs.. which orgs are being targeted and is it targeting individual contributors or managers or evenly distributed

The career progression is like this: You work to improve yourself over 25 years in semiconductors. You will become an expert who can resolve all special taks. save money, improve yield and make projects successfull. Everybody is happy, but.....the salary increases over years......Finally they will lay you off because your salary is too high, higher than graduate´s salary. Managment does not understand that what moves the company forward is the technical experties and speed. It is not important anymore, what only matters are cheap incompetent graduates who are asap hired mainly from none technical fields because they are cheaper than graduates from technicial fields. All slows down, projects slow downs or crash, problems remain unresloved, yield is terrible, customers lots..... Well seniors are fired and youner ones cannot cope with it.... Solution? They repeat the same mistakes over and over.....Perhaps the company shall be renamed to "Inferno Hindmalay Semiconductors Technologies GmbH".

AI and shifting supervisory roles to lower cost regions like India can significantly reduce operating expenses in call centers. AI tools handle routine inquiries, automate quality monitoring, and assist agents in real time, which cuts down on staffing needs and boosts efficiency. At the same time, outsourcing supervisor roles to India lowers salary and overhead costs while still maintaining 24/7 coverage and scalability. Together, this combination allows companies to streamline operations, improve response times, and maintain service quality at a fraction of the traditional cost.

This year’s Great Place to Work survey used a restricted participant list. In my memory, in the last a few years, everyone around me anticipated the survey. Is management trying to avoid honest results? Or the company is trying to save money by reducing the survey sample size?

Just informed that Jane is asking all managers to 1) revisit their org structures to ensure C15s have at least 10 directs and 2) identify support functions (such as risk reviewers) that may be duplicative with BAU functions. Anticipated restructures in June as a result of this review. This was noted as "Firm Wide". June was my managers guess.

…after completing the GES, employees cannot go back and look at the results from previous years surveys. In fact, only Managers can access it…but only after requesting permission to do so.

Seems to be no rhyme or reason for who was placed where and the decisions that were made. What the Fu*k?

GN&T has too many incompetent and wasteful people in leadership positions. I don’t think Accenture has the know how or the perseverance to sort this situation out. More than likely, they’ll end up throwing out the baby with the bath water!

Somehow, survivors of layoffs are just expected to absorb everything, regardless of whether it fits their role or skills. Management makes zero effort to redistribute work sensibly. They just dump it on us. Not my problem that they cut based purely on cost and then wonder why teams have no expertise left.

Anyone have success with the ethics hotline doing something about a bad situation? Like management retaliation, too much work with no OT pay, etc

Quick Poll: How Many Direct Reports Does Your Manager Have? What's the sweet spot range? Anyone has a mgr outside that range?

What did the MC do with the TTUS surveys? Another the question is are they using it to do reorg soon and prepare for the next layoffs? My stomach has knots on the 14th every month. I’m never able to build expertise in anything as they sc--w us over and move us around all the times.

So many high level executives and mid level experienced managers have left this month. Almost everyone who is finding any work is leaving like this is titanic, is it really this bad?

For those still inside the red machine, what are the early impressions of the Fiddelke regime? More of the same old?

So, I have confirmed it with multiple colleagues. Apparently in the last few weeks some of them indeed received salary raises, surprisingly nice ones. If you still haven't received, that means you have been skipped. What is weird - these raises do not follow any pattern, some best performers were skipped, some people who do not have "friends" in management granted, tenure also didn't matter. Seems almost random. I have no clue what this company is doing and it seems they also don't know it...

Anyone have any intel on when Houston Financial Crimes Investigations will be done? There are only a few of us here, and all of our managers are in a different location.

• Debt has ballooned to $27B -- more than $6B higher than at the end of 2025
• Cash from operations at a loss of $2.3B for the quarter
• Cash from operations ex working capital of $700MM
• Debt to cap of 48%! - this is a BB+ to B- rating (speculative credit) at S&P and implies a significant re-rate of PSX debt and increasing cost of capital

Yet management continue to claim a strong balance sheet.

$3B of cash tied up in working capital with no sources of cash to fund it = debt

The commercial organization is an anchor around the necks of PSX shareholders

PSX has increased volatility by increasing exposure from commercial trading activity and is is competing in shark infested waters. We don't have the stomach or the people to participate in this business. Everyone knows it and they are taking advantage of it.

On top of this, Midstream underperformed and increased capacity in a market that is swimming in capacity and putting downward pressure on renewal rates.

Corporate costs have also ballooned despite business transformation efforts.

Renewable fuels losses are accelerating again.

Yet the tone from management remains optimistic and they can't be honest with shareholders.

This management team must go. A CEO that is out of his depth and a CFO that has taken on increased risk at the expense of a once pristine balance sheet.

Devastating review by new young S&P analysts. Employers will now begin to review MoA as a going concern from a fiduciary standpoint. Rich has another 12 months to turn things around.

Mutual of America Life Insurance Co.
Ratings Lowered To 'A-' From 'A' On
Weakened Competitiveness; Outlook Stable

Mutual of America Life Insurance Co.'s competitiveness has been declining in recent
years, evidenced by volatile profitability and business and geographic concentrations
that constrain its ability to achieve performance consistent with similarly rated peers.

S&P Global Ratings therefore lowered the long-term issuer credit and financial strength
ratings on Mutual of America Life Insurance Co. (MoA) to 'A-' from 'A'

The outlook is stable, reflecting MoA's turnaround plan to drive revenue gains and
reduce expenses.

NEW YORK (S&P Global Ratings) April 27, 2026--S&P Global Ratings today lowered its

long-term issuer credit and financial strength ratings on Mutual of America to 'A-' from 'A'.
The outlook is stable. MoA's volatile, below-peer profitability and concentrated product and geographic profiles dent our view of its business risk. MoA has reported operating losses for the past three years,
with a loss of $27.6 million in 2025, compared to $149.6 million in 2024 and $223 million in
2023. The company had positive net income in 2025, of $2 million, for the second time in the
past five years, but in both cases this owed to one-time, unrealized gains from real estate salesand other Non-Interest Maintenance Reserve (IMR)realized gains from the investment portfolio.

We had anticipated that MoA’s cost-cutting initiatives would generate consistent profitability and returns commensurate with ‘A’-rated peers. While the new management team has taken significant actions, the company has yet to demonstrate sustained profitability Although MoA is pursuing numerous strategic initiatives to restore profitability, we anticipate it will take time