#management

Do employees know there is a direct correlation between share price and employee layoffs? This Board and management team has destroyed any value in this company which constantly drives the value of PayPal lower. Now we seem to be relying on lowball buyout offers to give us any hope. I have lot of company stock from the 7 years I’ve been here and it constantly goes down. Even if they sold the company for $90 a share I would still lose money over a 7 year period!!!!! That is absolutely nuts.

People that cant do, instead work in risk telling everyone how to fill out paperwork. Because there is no communication in risk either, you wont get the same answer twice. The org is rotten from the head down.

My supervisor dropped me like a rock in the ranking this year without giving me any heads up. Had me relocate to a new group in a new city. Now I have to stay for 12 months with no possibility of a meaningful raise or repay the relocation costs.

We didn't realize we were slowly being spun off into Visteon. We thought we were actually part of the real Ford Motor Company but the rest of Ford sort of knew the deal and made fun of us. Sometimes, right to our face. The managers wore cheaper clothes than the real Ford managers wore.

AVPs and fake directors...you're on the clock!

Management are actively trying to suppress promotions; and trying to plant the idea that lateral moves are "just as good" in terms in career advancement.

The target is to reduce PSG 24+ by 30-40% over the next 3 years. This will be mostly natural attrition. However, it means that there will little, if any, promotions to these PSGs.

Management are exempt from these rules and will continue placing into PSG 26,27,28,29 are per usual.

Technical Career Ladder employees are doomed.

To XOM managers: I do not care who put you in those positions or how you got them. Just follow three basic rules, keep three zippers closed: your pocket, your mouth, your pants. Simple.

We care about your responses but we’ll ignore your top concerns and focus on the rest

Boss just told us we can't work more than 8 hours a day. Like sometimes I would work an extra 20 minutes or so to finish a review and get OT for it. Now thats all done. Anybody else been told this or just my boss being a witch to get a higher bonus?

Why do we have some supervisors with such small teams? Why not combine teams so that team sizes are reasonable and above a minimum number. It makes no sense to carry the overhead of a supervisor for a small team.

Has anyone heard that there will be a management surplus notification on September 18th?

FIS is preparing of next wave of layoff before Oct 16. The target is to have lean middle management. Non technical managers in IT services are being consolidated. Each manager will have at least 2 teams. Next 30 days, the managers are asked to provide details of projects they handle.

The projected number is 1000 employees. This is last layoff event of 2026. After that- blackout period starts where there will be no changes due to holiday season.

The amount of TOAs we’re sending back to Robinhood is hilarious to me. We had a bubble where executives tried to take credit for the huge pandemic growth, but we left the wrong people in charge. I can’t wait to see the top scratching their heads when we go back to the size of Schwab. I am only staying to watch management deal with the consequences of their actions

I've been here six years and had three managers, each worse than the previous one. Is it mandatory to be an a--hole with barely any knowledge of your job to become a manager here?

Do they know something others dont?

We have a serious problem, and it is hurting American society. My Indian manager’s manager is sitting in India, and there is a lack of work ethics throughout the management chain. There is no real work-life balance, and this management culture is simply hurting American workplace culture.

With the shift toward AI, we should no longer be relying on H-1B employees in the same way. We need to reduce unnecessary layers of management and put more resources into engineering - hiring and retaining people who can actually code, leverage AI effectively, and deliver results. We need fewer managers and more capable engineers who can build.

Second-line manager here.

We’re getting pressure from above to put some team members on PIPs.

There are likely to be a lot (and I meant, A LOT) of RAs before December.

Stay safe, guys.

AI PROMPT:

Please create layoff plan for ATT to make it profitable. Trim out unnecessary management levels and identify areas of C-level management that needs replacement to boost employee morale.

If cafeteria food is not great and your EC even thinks its awful, you feed your entire company anyway? Great management!

Why are supervisors constantly traveling to Bangalore? I thought the whole basis of the model is remote support works. So why do they constantly need to be going there in person? What do they do while they are there?

Fidelity is a very successful profitable, but I do not think it is a very well-managed company.

People see trillions of dollars in assets, huge revenues, a prominent brand, and decades of survival and assume that the people running it must be exceptionally capable or the business is well wrong. That conclusion is wrong.

Of course Fidelity has enormous structural advantages. It has scale, customer relationships, brand recognition, distribution, infrastructure, regulatory barriers, and the economics that come from operating at enormous scale. Those advantages create a substantial moat. But while a moat protects helps protect a business, it t does not prove that the people inside the business are intelligent, creative, or competent.

In fact, Fidelity has a serious problem with managerial mediocrity. This starts with the head, Abby, who if you've interacted with her you notice isnt the brightest.

Nevertheless Fidelity proves that a firm can make enormous amounts of money while still having weak decision-making, bureaucratic processes, mediocre technology management, and an excessive dependence on H1B1 labor.

Fidelity's senior leadership is surrounded by consultants who make this problem worse. Large companies are constantly sold fashionable management ideas wrapped in impressive language: “digital transformation,” “Agile transformation,” “AI-enabled operating models,” etc.

Consultants can take a straightforward problem, invent a complicated framework around it, give the framework a name, and convince executives that they have received sophisticated strategic insight.

That is not necessarily deception in the Executives start believing that because they are discussing sophisticated terminology, they are doing sophisticated management.

Fidelity's technology organization is where I find things especially troubling. Outsourcing software development is not inherently stupid. The problem is becoming dependent on contractors and third-party organizations for core technical capabilities. If the company does not maintain deep internal engineering expertise, its executives can end up depending on H1B1 to explain their own systems to them. That creates exactly the kind of agency and information problems that organizational theory warns about. You cannot effectively manage technology that you do not understand.

Returning to leadership: My assessment of Abigail Johnson is that she does not demonstrate the creative or strategic imagination I would expect from the leader of an institution of this size. I regard her leadership as fundamentally unremarkable. Calling her a “mo--n” is obviously an opinion rather than a measurable fact, but it captures the level of intellectual confidence I have in the leadership.

Fidelity is what i would call a wealthy mediocrity: an organization with enormous resources that does not appear to use those resources with corresponding intelligence. That model can work for a very long time.

But that does not mean the model is sustainable forever.

In fact I think Fidelity is sc--wed.

(More on this later)

The new system is arbitrary and reeks of tribalism. Lots of good people getting unfair grades in Irvine and GO. Shame on management for this disgrace.

I know no one cares, but this utter nonsense of hub consolidation, has costed my family $180K per year with my husband letting go of his job to follow me to hub, as he has similar colocation issues too from his company if he moves out of state. What’s up with these corporate id--ts? Why aren’t they fired for poor performance? We need to write to Trump.

my finance avp told us she doesnt care when we log on or log off to work. she said it just matters that we get our work done. she doesnt do work and her directors don’t either. you can be we arent working

Some of the leaders on here are insecure enough to work extra hard to have it taken down. I did not say anything that was beneath the belt, but sure admin… burry the truth

What in the world happened to the two EVP’s of upstream? After all the merger planning, they picked these 2 and then so soon after the merger they both had to be abruptly fired? This is highly unusual. What happened?

I honestly can’t fathom what sort of su-king up, political maneuvering, or just plain lying has to be done for anyone to still to have any belief that he is at all qualified for his role or isn’t hurting the company. His teams despise him and have to work behind the scenes just to get anything done as he lacks any strategic direction with zero market experience. And if his lack of skill wasn’t enough, it’s his poor character and how he speaks down to folks that is the worst. It has to be fixed!

some of the SVPs so long with the company makes So much money & the new ones hired recently in tyber kelurity or dinfo jack are m
M plus assets. All they tout & show arrogance on diedentity & sacess dmanagement or drought dmanagement. in private these so called dooders are nothing but unprofessional, arrogant unhumans.

Flying a bunch for people to India for what??? WTF. TUs execs are very good at planning lavish trips for no business value but are less good at actually increasing the stock price.
I'm sure when there are layoffs and sh---y bonuses and increases, they'll cry about how hard things are and forget about their many boondoggles.

Friend from another group told me their manager asked them to leave Glassdoor reviews and implied they needed to be positive. I'm having trouble believing him, even though he has no reason to lie to me. Why in the world would anybody care about something like that. Has this happened to anybody else?

🔗 Read more: https://on.wsj.com/3UvDBja

The most-endangered species in corporate America today might be the manager overseeing a tiny team.

The latest broadside against small-team bosses comes from Uber. The ride-sharing giant said it would reduce the number of “micro-teams”—those with only one or two direct reports—by nearly half.

The move is part of a broader plan to cut 10% of its staff, about 3,300 people. Ultimately, the company will have 20% fewer managers, a spokesman said.

The cuts highlight a larger shift afoot: CEOs want managers overseeing bigger groups, with fewer layers between individual workers and executives at the top of companies. Many employers now expect managers to do less coordinating between departments, and to spend more time in the trenches building products or generating revenue themselves.

For the supervisors still standing, that often means doing a job that is bigger, and more complicated, than ever. Workers, meanwhile, say it can often be tough to get time with bosses overseeing evermore people.

Watching the burdens on bosses grow, many junior employees say they have no interest in pursuing the management track.

They are going to start managing people out the door that do not keep up with training, in office requirements, and so on. The announcements around this are coming any day now. I wish they would make an example now on some of the C16s that never go into the office. My boss hasn’t been in the office in a year. This other C16 comes in for 4 hours at a time. They are going to be watching our numbers but they aren’t event going in themselves.

Just got a gem of a note from my manager stating that my team isn't using AI tools enough. Based on the "latest reports" we're lacking compared to other teams. Apparently our usage is getting monitored now. Oh joy. Copilot is practically unusable but I guess we're supposed to train it to do our jobs.

Obviously things are good in the US with this many hires last month yet Dell is in another major canning spree...

We continue to do great numbers too quarter after quarter. Makes no sense other than MD getting bad advice from JC to cut cut cut.

I highly doubt either of them know whats actually happening in the trenches.

Inside scoop: Heard some concrete info from a very solid internal source about the roadmap for backfills. If you're a manager in the US, Canada, Germany, India, or France, you already know how brutal it is to replace departures right now. Managers are being forced to provide double and triple justifications just to get a basic backfill approved, and even then, finance is pushing to have them relocated.The funniest part? Management has officially panicked themselves into believing India is "too expensive" now. Yes, you read that right. The old corporate golden child is suddenly a margin liability because of high Bangalore wage inflation which now makes it not a low cost hub anymore. So while the West and even get starved out through natural attrition, Egypt is the new favorite child. They have about 450 people in Cairo now, completely insulated from the layoffs, and corporate is quietly funneling the core software and EDA tooling work over there because the currency devaluation makes it a fraction of the cash burn. If you're waiting on a local backfill approval in the US, Germany, Canada, France, anymore in Western Europe or even India—don't hold your breath.

Accenture and the Nike directors that lead them su-k.

Calling Fidelity managers “leaders” is the biggest insult to the term leader. There is a difference between a leader and a manager and i could probably count on one hand how many of the ~90k employees I would count as a true leader.

Give the term back to the universities that believe someone could lead.

What kind of company makes you interview for a promotion.. Why should I have to interview for a company I already work for, for a promotion I deserve.. If the managers and higher ups can’t appreciate dedicated employees then why do we go above and beyond.. going forward they will get the bare minimum

Too much bureaucracy and inefficiency. Management to employees ratios are off the charts for support roles.

Now its not just I.T. feeling the pain , and navigators are mostly remote