#management

You've heard it every year, "if you don't give a perfect 10 then it might as well as be a 0", so take them up on this!

I have given Dell a 0 for the past several years, in hopes it will bring change. Instead they continue with rolling layoffs, pay cuts, mandatory RTO, rotating and incompetent executive leadership, and micromanaging direct management. A far cry from what it was like a couple years back.

The past 2 years have been back-to-back double digit declines in overall eNPS. They say they listen so make your voices heard! I will be giving Dell a 0 and will be my first year also giving my manager a 0.

Context: 6 years in sales, RR

Disclaimer: Responses are anynomus but managers can and will read responses. Consider typing out your feedback then having ChatGPT reword it so it's harder to trace back

He barely reads at a 5th grade level.

The worst corporate manipulation tactic I’ve seen is this…

Mgmt pushes u to your breaking point,
then shame you for breaking…

High performers are the easiest targets.

You absorb more,you try harder, you start blaming yourself.

When someone disrespects u, provokes u,or keeps pushing your limits, pay attention.

You adjust.You work harder.You overthink.

Until one day, you snap, and suddenly you’re “emotional” or “overreacting.”

But the breaking point isn’t the problem.
The situation was never sustainable.

So don’t internalize it.

It didn’t start with you.

supporting engineers with out degrees(BTC) or sponsoring hippos without skillsets?

Being employed is still better than job hunting while unemployed, so that's what I've been doing. The office has been chaotic for months, which means I can focus on what actually matters to me. Management's inability to manage through layoffs? Not my problem.

How can there be this many slackers still taking advantage of wfh? I hope the next series of cuts is purely for those that are not following policy. If management is serious about RTO, they should use their data to cleanly broom the folks that are not doing their part at this point and send a message. These cuts are long overdue. All of you real estate agents, photographers, off the books carpenters, and slackers in general could go and Ford would not miss a beat.

Everybody knows the abusers in their area - I personally like the analyst in our area that lives in a multi-million dollar house on the lake and comes into the office 2 days a week - Hey, she has a successful photography business to run!

What the he-l is the purpose of a golf ambassador? How much did this sponsorship cost and how many employees didn’t get raises or had their VC cut short because of this?

Has any else heard those skip-managers saying that they pretended that they aren't aware of names before the RIF event. How can someone in HR completely segmented from the department in a large company make decisions about the individuals in their reporting structure without consulting that skip-manager for a list. They already have been made the list individuals that they can let go and still function in the months before these RIF events. In today's world, no decision is made on the roll of a dice or in a vacuum.

Why cannot managers or directors own up the their decisions and state you're too expensive to move forward and we have to let you go instead of making up this silly story about "they didn't make this list"???? Letting experienced employees go that have attempted to build a career with the company for loyalty ( or good team ) reasons instead of job hoping to build your salary requirements is a sad culture to be in for sure!

They still have a well paying job, getting a raise and RSUs moving forward for trimming the fat so own it.

Am I the only one that thinks this way?

Let me tell you about the incompetent manager. They schedule meetings about meetings, give feedback like "make it pop," and haven't made a real decision in years yet somehow keep getting promoted. And the frustrating part? They're not stupid. That's the whole thing. They're just not applying their intelligence to actual work. They've figured out how to look like a leader from above: talk confidently, claim the wins, and let the team quietly eat every failure. It's a survival strategy dressed up as management, and the worst part is it works perfectly.

Are they tracking network logins? People are saying their manager is harassing them about being in the office at least hours a day all five days of the week.

The portal just opened and every manager I've talked to has no people changing. What a tu-d of a disappointment.

I was one of the grunts that was let go last week. From stories I'm hearing, directors with 2-4 directs remain, all the management in remote locations like CT and DE and those massive salaries are intact. Would have been the opportunity for real change, but nothing will change, but for hundreds of less of us grunts doing the actual work. Yes, I'm a bit bitter.

https://l.facebook.com/l.php?u=https%3A%2F%2Fhtv-prod-media.s3.amazonaws.com%2Ffiles%2Foracle-warn-kansas-city-69cd4b2e5582b.pdf%3Ffbclid%3DIwZXh0bgNhZW0CMTAAYnJpZBExTVBSU1c3MDVNMUp5RVZ5b3NydGMGYXBwX2lkEDIyMjAzOTE3ODgyMDA4OTIAAR4bFUAOGpOS5uZ4V3m4-MODvttg68T_Lc5h9nr-TmmYE7tLUMapEykX8I5vAQ_aem_ML1hYoOnP0b1b-2orRFoIA&h=AT4N2PUgrF0n5I8_6gMTTcM76L32IMvItqOanDIE9zG95RZvu3apWGUTdi9Ihan54cW2rtu7cgjuQ00nnEga7OCKQPK_nsblbVB8Ncv9zqDDBHH80KKyBlBB7iKXJId-J_e-VpkjW6YPMpen23B1uAWRtWhbbg&__tn__=-UK-R&c[0]=AT6gHLhORcv-Dq_76Y_Yl-nxRMKH4EhXiV65FCQI5gQlaQz1o3jhwFt0LB9GjyPsX4f3Id6EtJgk4hUvXxusxLgEP6hhaNp9IodonyF8-HQofwWqnKkP8-7ULBH0v_bfn0aGDc02H5Q8uq91ur-08wQkJxsKh6FmhI-qCfhgLuXgnEz7vzc

I can see there will be the usual suspects Eisp offered to union field soon .But all the rumors of some huge enhanced one and a blanket everyone can leave one do not seem to be materialized.It seems it’s same usual yearly Eisp offered to limited numbers.I am very shocked I really though Dan wanted to get as many people off the pay roll as possible.I am starting to think he is more concerned about the management .I am going to assume it’s because they make a much higher salary then associates.Or I just honestly have no idea what plan is ,But going to be a lot of disappointment for field techs tht were hoping to go

It used to be “bandwidth” and “let’s circle back.” Now managers are saying “what is the ask” like crazy. Are they instructed from above to do this? Very stupid.

New manager came in months ago. Still doesn't know who works for him or what anyone does. Doesn't try to learn. Doesn't talk to his people. Just exists. And we're supposed to be okay with that.

There’s an unspoken expectation to always appear busy, even when work is under control. You always need to show activity. Like they want us to be constantly stressed. Sadly, these days, productivity is all about perception rather than actual results. How low this place has fallen.

Feels like five managers for every person actually doing anything. Someone told me when I started that one percent of people do ninety nine percent of the work. They were right.

Every time, it’s presented like something new but in reality, not much is actually changing. This is what you get when wrong people who know little about the actual work get into leadership positions. Then we pay for it with our jobs.

I'm so done with this Company, I'm in a position they won't layoff but am so done with all the new management stupid decisions, It didn't work 20 years ago, didn't work 10 years ago, didn't work 5 years ago, but hey I'm a new guy and I think it will work. Yeah just give me a package hire someone with less experience than our management team and feed them the slop.

I'm just curious what people's biggest issues are.

Getting anything approved these days requires jumping through five layers of management. By the time someone finally signs off, the situation has already changed. Progress moves at a snail's pace because of all this red tape. When did we go from efficient to a red tape nightmare?

While I have no control over management decisions, I do have control over my own actions. My response is straightforward: if my compensation is reduced, my productivity will decrease at the same proportional rate.

When will ESG take care of the redundant managers?

There are still many redundant managers in ESG.
Below is the HR guide to weed out them:

1. Managers reporting into other managers at the same level.
2. Managers with less than half their direct reports in the same location.
3. Managers with fewer than 8 direct reports.
4. Managers who are remote employees themselves.

The GM of ESG should really take a hard look at the managers under the directors, since directors will always try to protect the ones they’re tight with. And keep an eye on recent org changes, because reporting lines can get shuffled around just to help certain managers dodge these criteria.

https://www.yahoo.com/finance/markets/stocks/articles/exclusive-intel-looks-put-millions-224700202.html

And about half of the people was for it and the other half against it.

Now, it seems like 90 percent for letting go EH and about 10 percent against it.

I don't know what 10 percent against letting EH go is thinking about!! Unless they are management dwelling around this site to make sure that anything against EH and Nike gets muffled!!

just WOW! I hope she will fire current HR VPs as most are useless veterans with zero impact

I have over 15 years of experience, and I’m given the title of “Associate,” meanwhile someone with less than 2 years of experience is given the title of “Advanced.” I took the new D&S training. But frankly, this is BS. Heard that HR made all of the decisions and can’t even explain to management how the assigning works.

Manager double, triple booked, late for meetings, no clear direction to team, rude and condescending. How does one get a skip level meeting.

Tough Rough Horrible start for the highly overpaid Cap Man C-Suite +Poor picks and bad positioning +Through 3/31, Morningstar percentile ranks + The higher the number, the worse the relative performance.
Will anyone be held accountable ?

Morningstar Percentile Rankings 3/31/26

I heard a grapevine that citi is tracking the hours you are on your pc or you are offline/ away from your screen. Is there any truth to it? Can managers confirm?

To write a Charlie Scharf earnings call commentary, and co-pilot nailed it.

Replace Senior Management with ai, they're all just a bunch of group thinking robots anyway

Flowers in the townhall: “We are not going to stop focusing on risk. On the contrary. We will continue to focus on risk management.”

Also Flowers: “Pick up co-pilot. Use it. Experiment. Get familiar with it. It is our future”

lol. How many people are using co-pilot to knowingly or unknowingly sp-t out nonsense right now. These banks are highly regulated. Zero controls in place for how outputs are being used. Most managers are reviewing nothing. No one has a clue hoo o w often people are using AI or where.

I’ve seen people submit so much gibberish to me over the past month. Clearly AI outputs.

Good job guys. Not only is RCSA a joke in terms of quality but now we are layering in more risk to every process without understanding the impact.

What could go wrong?

Can anyone share/confirm what total management headcount are we sitting at after Nov impact and frontier acquisition?

AI is good but our core tech and management are managed by those old school people, non competent guys. Why?

Jon McNeill, the former president of Tesla, has released a new book, "The Algorithm," which outlines a five-step framework for Elon Musk's high-growth business operations. Which is not applicable in OpenText.

Step 1 | Question Every Requirement
Answers like "department regulations" or "it's always been this way" are not acceptable. Even safety or regulatory requirements must be re - examined for their necessity.

In OT, permissions are limited and prevented us from doing things.

Implementation method:

• Ask: Is this requirement mandated by law, safety, or physical laws?
• Find the name of the person who initially proposed this requirement.
• Requirements with no clear source are assumed to be deletable.

—————

Several managers have been resigning at the EFK site over the past few weeks. What do they know that the rest of us don't know?

Always remember: All those executives and management people at State Farm did not get where they are at by having a strong work ethic. They got there by hurting, stepping on, and disregard for their workers. They do not believe in a strong work ethic and loyalty. The exact same is for their customer which is a direct violation of the company mission and vision statement. Everything is negotiable for them but not for you.

🚨 Introducing Our New Senior Leader Management Guide 🚨
“If you can’t lead… just list.”

Why waste years developing leadership skills when you can simply do the Optum method, rules for thee and not me.

Step 1: Lead with Lists
Not sure what your team does? Perfect. You’re exactly who this guide is for.
Just make a list. Lists = leadership. It’s basically the same thing.

Step 2: Stop Meeting Your Team
Historically, leaders wasted countless hours talking to employees, understanding workflows, and building trust.
Thankfully, we’ve evolved and are 100x
As a leader, you already know what’s happening. Why verify?  That sounds like work.

Step 3: Need More Collaboration? Easy.
Create a list of people who don’t come into the office, don’t worry you don’t need to fly into town to check we can use AI to send you.
Bo-m—collaboration problem solved.

Step 4: Eliminate “Old Leadership” Habits
In the past, being effective required showing up, engaging, and making hard decisions.
Now? Just update the list, you never need to come to town, or if you are low level leader you can just stay in your fish-tank office, no need to actually meet the team.

Step 5: AI Adoption Strategy
Becoming an AI-first company is simple:

• Say “we are an AI company” in every meeting
• Tell your team you don’t computer but they will make us an AI company and AI is the future
• Add anyone who doesn’t “AI” to a list
• Do not define “AI”

And don’t worry if you can send an email or use AI to write a sentence you are the leaders we are looking for!  —
true leadership is about vision, not ability or knowledge .

Step 6: Performance Management
Forget nuanced feedback.
Just categorize people into:

• On the List
• About to be on the List
• Doesn’t know they’re on the List yet

Step 7: Communication Excellence
Why overcomplicate messaging?
Every announcement can be summarized as:
“Per my last list…”

Step 8: Strategic Planning
Q1 Goal: Make a list
Q2 Goal: Refine the list
Q3 Goal: Make a new list
Q4 Goal: Wonder why nothing improved (add self to list, just kidding leader don’t go on these lists)

Remember: leadership isn’t about people, context, or outcomes.
It’s about maintaining a clean, well-organized list.

Leaders stay safe in your offices or if we care about you remote.

Yeah, right. There’s no way he didn’t know or wasn’t at least involved somehow. I can buy that he wasn’t the final decision maker, but I call bullsh-t on him not even knowing.