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I do not know why should I be surprised to see same a$$ kissers in receiving EIA.
Sick to my stomach, after yet another year / quarter where the efforts are not recognized or appreciated.
And no surprises where only the pets in the same location getting all the recognition.
Call me narcissist or petty, but no denying now that all the posts I saw about how managers have their own pets who get all the recognition were true.
I heard sales people will be targeted as per previous treads but will managers from different departments will be too?
How does HR continue to let AVPs report to AVPS and Directors with less than 6 people. There used to be span of control and that seems to be a lie.
JVB the corporate queen of organizational destruction is at it again. Glaring ageism on display and everyone sees it and knows it. Forcing generals out and bringing inexperienced and unqualified barely out of boot camp privates in. She’s earned her reputation and will leave this organization in the same shambles as she left MM sales. Arnoldi forced to take this demoted sales failure should really inspect this spin up junkie before ops becomes another failed more, better, faster experiment.
Voting neutral is acceptable and recommended, if the question is a decline from last year.
Watch Ford management jump on this post. Lol.
Heard from my friend that Meta is moving all Middle Managers and Directors to IC roles. Keeping Senior Management lean. This way it can identify whom it can let go quickly.
Should Oracle follow same ?
If you are wanting the date that you are going to be laid-off.
Really simple.
The cloud program is failing because of fundamentally poor leadership, misaligned hiring, and a completely top-heavy structure.
AC (Head of Cloud) and several of his direct reports do not have real experience running cloud platforms at scale. That lack of expertise is showing up every day in weak execution, poor decisions, and no clear ownership.
On top of that, there are multiple Grade 18+ leaders—many brought in from Amazon—sitting at ~$300K+ compensation levels with little to no tangible outcomes to justify the cost. The gap between pay and performance is not just noticeable, it’s unacceptable.
The structure is excessively top-heavy, accountability is weak within the inner leadership circle, and teams are left absorbing the execution failures. If this layer were rationalized, it could potentially free up close to $10M, highlighting how inefficient and misaligned the current operating model has become.
They give half-baked answers, I don't feel like asking any. F the policy.
I am the manager of three former ExxonMobil employees:
The first is desperate to please me and shows strong “boss-pleasing” behavior. It’s frustrating because I need him focused on productivity, not on feeding my ego. His results are what matter.
The second reacted strongly when I asked for help moving a table, saying it was a safety risk and refusing to do it.
The third seems to be living in the past. I hear “when I was at ExxonMobil…” at least five times a day.
I’ve started to notice a pattern. Former ExxonMobil employees often seem like they’ve gone through some kind of conditioning and struggle to behave normally in a different environment.
I don’t know what the company is doing to its employees, but it feels intense. They all come across as somewhat distressed, almost like they’ve developed an obsessive or overly rigid mindset.
I’m not sure what to do. They seem like capable employees, but their behavior is unusual, and I don’t want to fire them.
Any ideas on how to “reverse” the ExxonMobil effect?
P.S. They all say they left due to strategic changes, like departments being moved to other countries, not because of performance issues.
Great job Vz Board & Dan.
Great strategy... Great Execution.
Paying Dan $1M a month... do the right thing and resign.
Harvard Business Case already written howbto F-K up a once great company with DEI
No more RIF for next 8 months from Oracle but expect some performance based layoffs in mid-year. Here are the things you should note
If project is not viable or repetitive, just move on
AI is helpful for you to deliver things quickly but makes you d-mb in outside market. You get into a loop always without reason because AI does the reasoning for you.
Use AI to remain competitive to deliver in project but don't rely on it for ever. Remember management will push AI usage to automate your work completely and stabilize it.
Once project is stabilized you are out of game.
Do the direct managers have a say in which exact employee to cut or are they just handed a list of names and have to just execute without making any choices. How does it go about?
Just learned managers must have 15-18 direct reports, directors 7-9.
There are many managers with only 5-10, directors, 3-5.
I think we will see consolidation.
I understand that during the pandemic, the company needed the people who work to stay in their jobs… so they hired those who don’t as managers.
But I don’t know how much longer I can stay and have said managers make fun of people who have college degrees. The culture is so toxic now and it’s really embarrassing for me to work at a company that lets unqualified people stay in jobs they are terrible fits for.
In my department, so many people are on medical leave or coming from/going on medical leave.
It blows my mind that Fidelity would rather pay stress leave claims than do anything about weak management (sorry “leaders”). Someone is responsible for the medical problems and it’s the stress and culture of the managers hired during the pandemic.
Not sure about the whole company, or just my department.
Agonizing listening to new CIO talk about every minute job history, signing his temporary lease, how to say his last name, where Wales is located?????
Today my manager held a my 1:1 and told me he needs to me to start tracking my “activities” with how much time each takes. He claims upper leadership is wanting to get a better idea of the teams activities. We have about 8 people on our team.
Anyone else having this happen and what would you do if you did?
I’ll comply but I am trying to understand it because I get my work done in a timely manner, even with the additional items I have taken on and been asked to perform.
a working theory but if you work with GCC and the US managers at all you will know how accurate this is.
Step 1- move all or most system knowledge offshore to GCC (infosys)
Step 2- layoff the people on shore that transferred the knowledge to GCC
Step 3- GCC is now only solution to previously US based roles, reinforcing GCC hiring
Step 4- create unnecessary manager and director roles for the US based workers who facilitated the GCC knowledge accumulation (who are almost all from the same country as the GCC, fyi)
Step 5- hire and promote only people from the GCC and keep rewarding the people that manage them and continue to lay off US based Waters employees
Step 6- repeat across the company.
Does anyone know how to over ride the stupid background picture of the USB stadium?
Seems management locked the settings.
I worked at Oracle for 15 years in a GBU run by complete clowns. I realized too late that half the people were completely incompetent and they were usually mgmt. so lately a former colleague who also left O years ago told me the stories of some people getting laid off. “He was checked out since 2012…..he was waiting for it for the last 14 years….he didn’t care at all…” “oh, so sad, she got laid off….shes been there so long….i mean…” the first guy, prob hero to most. I def understand it. Now the second person. She was there when I was there. She acted like big stuff. She got roles in cloud and she never even knew anything about cloud or app or even was in the trenches. How did she move up? She was buddy buddy with our horrible mgmt. then she got one of her buddies on the team. Both of them together couldn’t update any Oracle app on their own laptops. I told my former colleague, I have zero empathy for her getting laid off. If she thought the skills and job she did that a 10 yr old could do would last forever, she deserved it. Oracle is different than many companies. Mgmt su-ks and really there literally thousands of people who are hiding. They may have joined via some small company that Oracle took a liking to and purchased and then they’re this “techie”. They’re not. My last 2 managers, Walmart greeters had more technical know how than both of them. Both were a-holes. I have zero sympathy for these people that not only skated but treated people like sh-t as tons and tons of talent left cause of people like her and mgmt. good riddance.
Prepare now. The official word will be passed down shortly for a dramatic increased requirement for Connect Week attendance come September. NO ONE on my team (FI) or others I run into in office feel that connect weeks benefit them at all and I’m sure that is one reason why it’ll be put into place. Forcing senior people out? Dragging morale even lower? Flexing hollow upper management muscle? What have you heard?
I’ve never seen a company that is so top heavy. And notice how every VP is always in the same meetings with other VPs. What decision autonomy you have when everyone is in everyone’s business always.
There are meetings in random cities all over the world that everyone flocks to. And these “strategy sessions” do not drive anything other than poor decisions which require future pivots (and more Strat sessions).
What is going on with Honeywell?
Once upon a time an employee
In management hogged his or her seat for almost decades.
In times like these , where the stock price is not moving and hovering around at a standstill, why is management still hogging their seats with over 3 years
. There should be a constant annual churn if you are not producing just like our top
Employees were let go in RIF. There has to be a specific management level RIF as well
.
Seeing massive movement by management to bring people from IDC => USA by using L1 visa. This helps them to get over the 100k H1b rule by first bringing people inside using l1 visa and then following year applying for H1b visa. Given the layoffs have always targeted residents over visa holders. Now even new grads using F1 won't get a chance. There must be a way to report this as well ?
If they've botched this single issue so thoroughly, is it any surprise the whole business feels like it's about to tip over?
I keep hearing management say we're now "leaner and stronger." Leaner for sure. Stronger? Ask me after I've slept through a full night without worrying about my inbox.
I’ve been in R&D long enough to think I’d seen every organizational oddity, but lately I look at my reporting chain and just… sigh. I’m a Principal Engineer, the most technical person on my team, and yet there are seven layers of management between me and the top. Seven. At this point it feels like performance art.
And the part that blows my mind? We’re a software company. We really only need three groups to function: developers who ship code, sales/AEs who bring in revenue, and top leadership who set direction. Everything else should be supporting those three — not ballooning into a management ecosystem that needs its own food chain.
Do managers also have to work the full eight hours in the office? I’ve noticed that some mid-level managers spend less than eight hours there.
Looking at new directors and senior directors for consumer, direct, and channel for Kinetic.
6 out of 7 are an easy find on LinkedIn from Frontier.
It's shocking at how much new upper management folks are from Frontier.
I've heard anyone who manages people is going remote.
The glint survey is out. Time to fry management. Not that they want the truth so why bother with a survey!
Manager put me on documented coaching out of the blue.
Last quarter review was good. This quarter was slow with no high-impact projects and zero vision from the Tech Lead.
No feedback on what I did wrong and no forward-looking plan. I’m not getting any actual coaching, just told to "do my work" and document.
Questions:
The higher ups are such unethical liars. Look at a calendar, if you worked in office Monday-Wednesday, that would give you 9 working days in February. New requirements are 12. You would need to work 4 days for 3 weeks of the month to be compliant.
Even 11 days didn't fit February, but at least it averaged out in other months. But now it's 12 and But other months are 13/14 days required it's even worse.
Hybrid is all but an illusion now. Unethical liars.
A lot of managers in STS pushing all team members irrespective of their roles to showcase AI Agents and other AI stuff they have created and are using. A lot of boot-camps happening as well. Are they planning to cut roles soon?
My manager cancelled our last two one on ones with no reason. Today I realized my manager cancelled the entire series. With the impending layoffs, should I be concerned I’m on the list?
It seems that most of the people in Serbia refused the move to the Zensar because the comtract is much worse than FIS. Managers started to threaten the employees. Whats the situation in other offices?
Is it true that parts of the business are about to sold off?
FMS, that’s Mono pumps is apparently about to be sold one of its larger competitors!
If it’s true then it’s great that we will soon be managed more professionally but I’m sure it will lead to cuts as they have a lot of duplication of roles!
Brush up on your German guys, it’s about to get interesting