#management

I say we implement a new rule: for every regular employee who is laid off, one manager has to go as well. We have so many mangers that I honestly don't see an issue with this. And maybe, just maybe, we'd actually be able to get rid of some actual fat for once.

Step 2: Prosper

We keep losing people, but apparently nobody at the top thinks anything should change. The same deadlines, the same targets, the same expectations, just fewer people available to handle them. I'm tired of being told to make it work when management keeps making the situation worse. They need to explain how this is supposed to be sustainable.

Retailer Target is eliminating 1,800 corporate positions as part of a restructuring effort. These cuts will disproportionately affect management roles. The company stated the changes are intended to increase agility and speed up decision-making, not solely for cost savings. Employees impacted will receive pay, benefits, and severance packages. This move comes as Target navigates sales challenges and a CEO transition.

https://abcnews.com/US/target-announces-plan-eliminate-1800-corporate-jobs/story?id=126818365

Every group seems to have an absurd number of people managing other people instead of getting anything done. Cut down the hierarchy and let the employees breathe for once.

Senior position being made redundant because they have absorbed role into rest of the team without any prior knowledge or discussion. This was clearly looked at while on long term absence and the person in question is not being rated against their peers even though they have more tenure and experience than many on the team. This company is unprofessional.

What exactly are these Strategic Partner management team doing in TS&EP? Are they strategic partner management or just coordinators? How is an L10 role justified for attending meetings, collecting information and sending emails about work done by others? And then their leaders appreciate them saying great job. What a joke.

And what is happening with the Salesforce lead? Why is she trying to take ownership of all platforms? Is she planning to take over Priya’s role?

Too many senior roles, overlapping responsibilities and no clarity on who is actually doing the work. How are all these roles justified?

Base management wastes hundreds of million of dollars every year when they realize they might not use up all of their budget. They're worse than a government entity. If we had a real leader come in and stop giving people (who are not at risk of churning, trying to churn, or unhappy) loyalty offers our annual savings would be higher than any layoff ever could. Spending $10K to save 1 in 100 accounts is a bad investment. They also create their own fake metrics such as improving their save rates by giving offers to customers that weren't going to leave to make their save rates look better. Stop the madness. Get rid of the department, or at the very least replace the leaders with data expertise. If some equity analyst can beat this into the C-Suite, I will be forever grateful

By my manager for missing the day of work when I attended the AT&T Career Development Day in Atlanta during September. When I previously attended this event 2 years ago it was coded as an excused day by the event organizers after event attendance was confirmed. But apparently not anymore! I’m a manager with 31 years of service so I’m sure this is part of the groundwork being laid for me to get the boot in December.

Why does every little thing have to turn into a bureaucratic nightmare? Even the managers are being micromanaged from above, so nobody can actually get anything done.

I managed to escape NetApp circus five months ago and haven't missed a single day of it. Let the executives and managers play their little games without me.

After more than three years here, I hardly recognize the way my store is run. We're short staffed, nobody tells us what's going on, and the raises we've been promised still haven't happened. Is this the case all around?

There's a lot of tension here because people never know whether speaking up or making a mistake will come back to hurt them. Meanwhile, certain employees seem to get away with things others are punished for. It's difficult to trust management when the rules don't appear to apply equally. I don't know how anyone expects people to do their best work under those conditions.

They laid off an amazing guy loved by all of us to replace him with somebody at least a decade younger with no people skills. Half my team is now planning to quit as soon as we can, and the other half is not far from making the same decision. They ruined our team, and for what?

We've all gotten a ton of training to complete by the end of the year. Now I know how to spend the recharge period.

At least there's time to do it.

But one thing I noticed when doing the Data Privacy training (or whatever it's called; has to do with data stewardship), nearly all the scenarios they present show the main character as being pressured by management to cut corners. And the lowly person at the bottom has to push back and follow the right protocol and procedures.

So, that is putting quite the onus on the report to push back against managers (unrealistic). And aren't managers supposed to be holding the line against this kind of behavior? It's very odd.

We moved over from WIM to IT&V. My new manager is already kissing up to the new Director. This place su-ks!

People here have the worst TDS...

Tan Derangement Syndrome

For all the people managers, how is the number?

DP Koka's pet project HIH is the reason for all of these problems. If you want someone to blame, blame him.

So Xerox buys Lexmark then they get rolled into a Ch 11.
Thanks you mo--n managers at Xerox, alone they might have had a chance.
Why, why do we keep these people in charge, can't Blackrock and a the big holders get rid of them somehow.
What a useless group, how can they even show their faces at this company.

I still laugh when Hans fired all hus direct reports and announced he will run Consumer after his failed DEI hire.

I can see Dan using same playbook and run Postpaid, Value and FWA SFU/MDU line items.

Is he any good as a boss?

PNC Bank Names Brian Rudd Texas Regional Executive for Commercial Banking

https://pnc.mediaroom.com/2026-11-02-PNC-Bank-Names-Brian-Rudd-Texas-Regional-Executive-for-Commercial-Banking

Management hyped up getting better health plans this year, which just means a more expensive one. They massively hiked the premiums for the top tiers, and for the basic plan, they quietly raised our deductibles and out-of-pocket limits. Its frustrating to see which direction the company is going

We're read the riot act even for the smallest mistake, even when it has no real consequences, yet leadership can mess up so badly that we lose KFC and all we get is crickets. What needs to happen for somebody at the top to finally be held accountable?

Not for the big stores we need to open pitcher twice a week. This sh-t is getting plain stupid.

As if the work is not enough, now there is a stupid initiative to progress to 0 inbox - management, I have a genuine question...are you daft? Do you want people to stop doing what they are doing and do this d-mb a-s training which teaches you to only interface if needed? You guys can keep inserting blocks in my calendar, I take immense pleasure in using that time to do virtually (hehe) anything other than training.

Come at me bro!

Many employees at Qualcomm appear to lack the energy, enthusiasm, and sense of urgency needed to drive innovation and remain competitive. The company should consider a structured workforce renewal strategy, replacing approximately 25% of its workforce annually based on performance and business needs, while recruiting fresh technology graduates from leading universities.

There is also a concern that some senior employees may be more focused on their personal business interests, such as real estate, finance, and restaurants, than on their core responsibilities. Meanwhile, others continue to enjoy high salaries, bonuses, and benefits without demonstrating the expected level of productivity or innovation. Need to cut many directors and managers positions too. Qualcomm earning per employee is significantly lower compared to the same sector.

Qualcomm needs a stronger performance-driven culture that rewards commitment, accountability, and innovation, while creating opportunities for young, talented professionals to contribute and grow.

Why do we need so many grade-8 architects ,Engineering leaders and squad leads ? .What do these architects really do ?

Who was the Exec responsible for selecting and implementing Ariba? It has been nothing but a disaster for contractors in the field. Nobody is getting paid and the training su-ks. They tell me that every other company is getting out of this system, then why is EM selecting this? This person should be removed from their job!

I never understand bringing in a consulting company, like McKinsey, to tell management what to do. Maybe it is the wrong management team if they don’t know? Or the wrong management team if they let Comcast get into this spot. Remember, “I like the hand we have” from Dave and Steve. Or FWA will run out of spectrum or take only “value” customers. Seems like a long time ago.

Raemy going on press spree while few hours even pay attention to us and sales are drab.even online they have reduced. He claims they are up compared to right before bankruptcy..They couldn't be worse..

The fantasy gifts were also stale..
I see a bad holiday season ahead.

As layoffs appear to continue, I don't know why more folks aren't actively looking for jobs to get out of this sinking ship. My theory is that they will continuously cut jobs, as Karthik adopts AI more and more, and the field will eventually be just a few reps per state, a few regional manager, and very few data scientists left. Then, after it all crashes and burns, they'll realize the mistake of letting talented people go in all areas, and then they'll go through a hiring frenzy, but it'll be too late because of their reputation being ruined.

Anyway, if there's any field folks left, lurking this page, what's it like now after the last round of layoffs?

Pepsi would benefit greatly and turn the ship around with qualified managers.
My manager’s style (and many others style-same club) would call you up and state something false or incorrect to see if you knew the correct answer or corrected them. It was ridiculous and demoralizing. As if anyone working for this company was actually goofing off all day with “everything “ you had to do on a daily basis to survive all the failed applications and processes that they should have been working on.

Cross-training has become an excuse for poor staffing decisions. Rather than hiring enough people to adequately cover the workload, management continually adds responsibilities to existing employees and calls it versatility. The result is an overwhelmed workforce, diluted attention, increased errors, burnout, and an unhealthy work environment.

You cannot keep adding roles, responsibilities, and expectations without adding resources. Employees are not an unlimited staffing solution, and expecting them to function as multiple positions simultaneously is not good management. It's cost-cutting at the expense of the people doing the work.

Alaska just laid off 200 peole.

Sounds like non engineering roles and more upper management.

Don't do middlemangers repeating what is said incorrectly

1.Fiserv is hiring and promoting people who lack the skills needed to do the job.They are not even trying to learn.

1. When you respond in a teams message to a question they present by asking a question
   they then take that question to another employee and return with that employee’s answer.- stop responding to them via team if you can.
   .3. These same people SETUP meetings that waste your time .- stop showing up or answering questions in these meetings.

Alaska Airlines is reducing its workforce by approximately 200 management positions nationwide. This includes eliminating 48 jobs in Hawaii due to increased operational expenses. The company cited rising fuel costs and a need to streamline management as primary reasons for the cuts. Affected employees will receive severance and transition support. These layoffs are separate from the acquisition of Hawaiian Holdings.

https://www.staradvertiser.com/2026/10/30/breaking-news/alaska-airlines-cutting-48-hawaii-jobs-citing-higher-fuel-costs/