#management

They hire smart people, put them in roles they're not qualified for, and wonder why nothing works. That's PepsiCo for you.

All top performers in my current company come back stronger after taking FMLA for looking after their newborns. Q management was too short-sighted and failed to view “being responsible of one’s household” as a transferable skill that benefits the company in the long term. One of many reasons why it descended so quickly. Q management are full of foolish people.

How ya'll doing? Anyone still standing or did they entirely replace you with AI? How many roles are rolled into one now? First, it was Oracle ONLY hired law school graduates for these roles and there was a very structured (for good reason) process for O contracts with a checks and balances system.

Deal Managers who project managed large $$ value, complex deals, working with Deal Specialists who assisted with first-line draft of CPQ quotes and standard T&Cs, with SalesHelp and Deal Desk separately assisting Sales with building quotes, structuring deals, and creating DAS approvals--all with different groups for the different LOBs. Then they cut numbers and had folks do ALL LOBs.

Then they collapsed DM/DSs into one role. Then they rolled in SalesHelp and Deal Desk into that role. So, essentially four roles got rolled into one. With increasingly reduced headcount, lots of turnover, NO pay raise, incentive, or even a "thank you"; rather, it was "be grateful you didn't get the axe yet". Not only did they not pay us more, they took away the source of the majority of why most of us stayed at O--overtime. They cut that. So, people went from doing one job and making significantly more money, to doing four jobs making less money. Hmm.

Not to mention management. I had five different managers in just over two years and not one of them did even a mediocre job "managing". They had NO idea how the ins and outs of contracts actually worked and could barely answer basic questions. In fact, they were always the ones coming to their reports to ask for explanations to give to their higher ups. I have no idea why some of those middle-management jobs were not cut.

But any who, if you need an idea of how severely underpaid you are, check out any other company hiring for a Deal Desk or Contract Manager position :)

Have anyone seen those forum video and they had a singer there? I’m wondering if Fiserv don’t have budget then where is this all money coming from? Hehehhe all these SVPs who use to spend so much love to see their budget cut! Well done, doesn’t justify laying people off due to budget

Even if the AI team managed to roll something out we could not log into it because of fundamentally broken identity management stopping work everywhere. Honestly I miss multiple meetings a week because I just can’t log in … ditto with rejected access to share folders. WTF

Bringing this one to the top from somebodies post.
amen... impossible to do work.
when will they fire the IT execs?

Wow temple lost another foreman. One retired and one went to different department to escape the bull cr-p management madness.

Jeff Silverstri QA head is retiring. Thank you for trying to put quality first at BD. In spite of the messaging from above our commitment to quality is reflected by our too frequent recalls, FDA 483 and warnings letters. Head count reductions to QA and support staff. - the next guy in line will do just that, get in line. Cash in and cash out, platitudes and all.

What are the benefits of having him represent AT&T?

The further we get past the pandemic, I wonder if anyone in the entire company has 2 brain cells to rub together.

Abby is a joke and promoted her biggest and loudest adversaries as direct reports. Like how hasn’t a corporate takeover not snuck under her nose? That alone is mind blowing

I heard that several managers are receiving a huge package as "performance Bonus". True or false?

Why does HCSC still maintain project manager roles? Beyond following up with people, what value do they actually add and why don’t they seem to be held accountable when projects fail? Shouldn’t these positions be considered redundant with us being agile ?

This rests at your feet.
Kept hiring from the Boyz club for CEO and here you are.
Pathetic.
Not surprising.

The amount of people in a management position without the slightest idea of what being a manager means is incredible. Directors that continue to belittle and undermine their managers and direct reports, creates a toxic environment that manager then replicate on thier own teams. I have never seen so many people paid to literally do nothing. Managers spend more time in their cars running errands while attending calls that actual doing the jobs they are paid to

Has anyone had management ask them to withdraw their VSP? I'm curious whether the company has approached anyone about staying instead of separating — particularly people with a September 4, 2026 exit date.

I am exhausted spending nights and weekends to meet leadership’s expectations! Then they pile on more work! AI trainings? Spend 3 hours to learn something we’ve all been using for the past year. Quarterly Connects? Waste 6 hours every quarter writing BS that goes nowhere. Meetings? Spend multiple hours every day, get nothing done, and still have questions afterwards. The buck stops here! Management is a failure at every level. If you work here and still think this company will be around in 5 years, you are mistaken. If you own stock, sell immediately. Get out while you can

…and bot in a good way. My manager rated me a 4/5 (exceeds expectations) and then his manager made him change it to a 1/5 (not meeting expectations). That feels like the paper trail is being built to get rid of me. Thoughts?

The rot has been allowed to set in at the management level. High performing individual contributors are leaving every week! Frustrations with the Presales team now boiling over as opportunities don’t have any support and management clueless to what is going on in the field. GA looks like a fool thinking RL is a capable leader.

by going direct and dump all the distribution channel who were loyal to them for long time.
And found best possible human being in this world to run company, JD.
The guy has no soul, no imagination, no leadership, no personality and bona fide total a@@hole.
To make long story short, sh-t did not turn out they way PK imagined to say the list.
And not sure if company will be full before he is no longer in this world.

With EH's performance until now, I don't think anything good will come out under him.

Let me just say that EH makes JD look pretty good. LOL

J

Did you ever wonder how some of these shiny empty suits ( make and female) got their positions? They are always on unlimited pto, don’t do the work and avoid the first sign of conflict? I would like to know how to get these skills.

San Francisco Mayor Daniel Lurie defended the decision to eliminate hundreds of city positions. He stated these actions are painful but necessary. The cuts are intended to address the city's projected budget deficit. Lurie emphasized the importance of responsible taxpayer dollar management. He believes these measures will ensure continued city services and recovery.

San Francisco, California

https://localnewsmatters.org/2026/04/14/sf-lurie-layoffs-budget-deficit/

def Webster: an unduly fearful person

def Oxford: an informal, disapproving, and often childish word for a person who is easily frightened

def Dell: a middle manager

Keep your eyes open , name of the game is FTX until you limit out on MAPS , then your gone BEFORE the merger ! managers may choose who they test more , the use of drone FTX and camera FTX will increase substantially along with bird dogging. No back filling thoes who retire ... adds up to a skeleton crew of crafts left and that equals shop consolidations. Oh you'll have a job...... wherever they decide to send you that is.

companies previously 1/10 of QCOM now 2x or 10x QCOM marketcap.

Congrats CEO , management , etc

Outsourcing will always slowly ki-l companies long term.

I work at One Boston Place and am impacted by the sudden site closure due to debris from the renovations. My manager said on today's scrum meeting that we may have to come into work in two weeks and recommended that we buy N95 masks because he was unsure if they would be provided

When’s the best time to tell my manager about an internal application? My instinct was to wait until I hear back from the hiring manager, but now I’m second-guessing that and wondering if I should tell my manager sooner. It feels premature to talk with them when there’s a decent chance nothing even comes of it. Also, does Workday auto-notify managers when someone applies internally, or do they typically only find out once things progress? I’m not trying to go around my manager, but it just seems unnecessary to raise it before there’s any real signal of interest from the hiring manager yet.

The LeBron James Innovation Center was built to represent the future. Instead, it increasingly feels like an extraordinarily expensive monument to executive vanity, an architectural masterpiece filled with empty desks, empty language, and far too many empty suits.

Walk through the building on an average day and the most impressive innovation may be how successfully leadership has made actual leadership disappear. There is hardly anyone there, accountability is even harder to find, and yet the people in charge continue performing their roles as though everything is working perfectly.

From facilities leadership to the executives supposedly responsible for product design, development, and engineering, the operating model appears remarkably consistent: protect the narrative, protect the hierarchy, and never acknowledge the widening gap between what is presented in meetings and what is actually happening.

The building is world-class. The leadership seems better suited to a corporate costume department.

These leaders speak endlessly about innovation, collaboration, courage, transparency, and psychological safety. Nike has apparently perfected all five, as presentation slides. In practice, when someone raises a legitimate concern, challenges a failing process, or points to a red flag, leadership rarely addresses the issue. It simply begins treating the person who identified it as the issue.

Nothing says “innovative culture” quite like punishing the people who notice what leadership would prefer not to see.

Real leaders confront uncomfortable information. Empty suits manage the optics. Real leaders create clarity, accept responsibility, and protect their teams. Empty suits schedule another meeting, repeat the approved vocabulary, and wait for someone more disposable to absorb the consequences.

At the LeBron James Innovation Center, there is no shortage of impressive titles, carefully staged presentations, executive theater, or self-congratulation. What appears to be in critically short supply is ownership.

The irony could not be sharper: a building dedicated to innovation operating within a culture that can discourage honesty, punish dissent, and reward people for maintaining the fiction that everything is fine.

Innovation does not come from dramatic architecture, expensive equipment, slogans painted on walls, or executives pointing at presentations about “the future.” It comes from capable people being trusted to challenge assumptions, expose weaknesses, and solve difficult problems without fearing professional retaliation.

When leadership treats critical thinkers as disposable while protecting those who preserve the status quo, the organization is not engineering the future. It is engineering its own decline, apparently with executive approval.

Nike still has extraordinary talent. What the LeBron James Innovation Center appears to lack is leadership worthy of that talent.

But perhaps that is the building’s greatest innovation: proving that you can spend a fortune creating a monument to the future, fill it with empty suits, and still expect everyone else to pretend the emperor is fully dressed.

After careful consideration, extensive feedback, and realizing that nobody actually wants to commute five days a week, we’re pleased to announce that AT&T has decided to stop pretending 5x RTO makes any sense.

Effective immediately:

• Badge swipes are no longer a measure of productivity.
• Your commute is no longer considered part of your workday.
• Managers may once again manage people based on results.
• Teams may work remotely when the work can be done remotely.
• “Presence” reports will be repurposed for something useful.
• And most importantly, you are no longer required to sit in a building for eight hours to prove you have a job.

Thank you for your patience while we spent several billion dollars and a couple years figuring out what everyone already knew.

The way we work has changed. We should probably change with it.

Are there any actual discussions at the manager or director level regarding the specific people on the layoff list?

I’m curious if they actually compare everyone's skills, experience, and output before the list is finalized, or if it’s all just decided at the discretion of senior management.

I highly recommend to fill out the CES that was sent out and make sure to put in comments. I am not sure how much ELT will care about these, but they at least get shared out in meetings with results and that has some importance.

Verizon’s had rolling layoffs through 2026 (~16,600+ cuts). One round did target 20% of management roles — later waves leaned more toward staff/HQ jobs. No one’s to blame — just cost-cutting waves.

Your management can't help you, all your work has been taken from you, and given to vendors to create the illusion there is no work at all. Then they will either rebadge you, sell you, or put what is left into VZT.

By that time, there will be so few left you'll be happy just to have a job. When you tell your union rep what is going on they'll look at you with mild disdain or boredom and mutter the magic words "Well, they can do that".

The union has never spent a dime defending VZB techs or work... and they never will.

Just saying

Humana should take a close look at the middle level leaders in ServiceFund.

They really need a changeover. I bet you will see that they have had multiple HR4U complaints by their staff.

I imagine firing them will even help with Humana’s public relations image.

Maybe this Sunday was a deadline for some teams? I'm seeing more deactivations being enqueued in the OIM management databases.

I am guessing yes. How are you handling it? Is your management aware? Mine has increased substantially. I don't know how long this lasts but health can take the back seat only for so long.

By paying not Market rates and not giving raises or bonuses for many years reflects the
state of the company and its Management. This is not a good management and it will definitely will be working against the growth of the company.

Nike Innovation Leadership: World-Class Excellence in Strategic Seat-Warming

Please join me in recognizing the extraordinary contributions of certain Nike Innovation directors—the courageous executives who collect enormous salaries while bravely enduring back-to-back meetings about meetings.

Their impact is difficult to measure, primarily because there isn’t any.

These visionary leaders have perfected a revolutionary management model:

• Protect your title.
• Protect your salary.
• Protect your friends.
• Protect the appearance of importance.
• Under no circumstances protect, develop, or advocate for the employees doing the actual work.

When talented people ask for support, mentorship, career development, or basic accountability, leadership suddenly becomes powerless. But when someone posts an uncomfortable truth online? Incredible. Immediate alignment. Urgent conversations. Executive escalation. A flawless demonstration of speed, collaboration, and decisive action.

Apparently, deleting criticism is the only deliverable this leadership team can complete on schedule.

Imagine if they invested that same energy in developing employees, removing barriers, making decisions, or producing something more valuable than corporate theater and expensive calendar invitations.

But let’s be fair: warming a premium office chair all day while protecting a six-figure salary is demanding work. Sometimes you barely have enough energy left to say “people first” before doing absolutely nothing for those people.

Innovation isn’t dead. It’s just trapped in a meeting, waiting for approval from someone whose primary contribution is occupying a director-level seat.

Just delete it.™

I was terminated in March last as a result of self protection political games from my manager. Naturally this also terminated all the knowledge of a significant project I managed for over 3 years.

Since then, I still get regular calls or texts asking me for help, information or assistance. Despite my message to VP and several directors asking them to refrain from this pointing out I am no longer responsible for filling their self created knowledge gap; it continues on regular basis.

Conclusions:
Cummins management is delusional.
Cummins has a knowledge problem.
Cummins doesn't give a damn about certain genders and prioritizes dei over project success.

https://youtu.be/8LNSi-H0dbU?is=2A3umMh5PoGHW_mf