#management

Between the brain fog, fatigue and confidence taking a hit, did anyone feel HR or management quietly decided you were “past your prime”? Did you tell HR, or did you keep it to yourself? Curious if anyone’s been through this.

AmD is very successful and working model for other companies to follow. Why do managers use their excellent skills to just copy and paste to follow their working model.

1. Get a new female PhD CEO
2. Go fabless and abandon all fabs to save costs
3. Stop layoffs and hire more talents to growth

When good managers were kept and the bad ones let go.
When our managers were in the same office and you could go to them for help (instead of teams or have them call you back when they weren't soooo busy).
When you came into work and had a desk.
When our leadership actually talked to us instead of avoiding us.
When leadership didn't demean workers
When leadership actually asked about us if we were out office (vacation, accident, illness, death, birth, wedding).
I miss when it was lovely to come to work

The dust has begun to settle. Nuveen’s $13.5B “bailout” deal for Schroeder’s will create huge headwinds for TIAA & Nuveen in the near. First, Nuveen (aka TIAA) overpaid by 35%. Second, there will have to be major debt issuance to pay for the deal. Then, Schroder’s is in Europe-not necessarily the free market capital of the world & subject to heavy regulation & taxes. Then, you still have Blackrock, Vanguard & Fidelity stateside who are the 800 pound guerillas. Overall, this move seems to be made in a panic & forced & not thought through all the way. Some very questionnable moves going on driven by lost clients, lost wealth management teams, the Denver/Jacksonville/Frisco & Accenture disasters. I could be 100% wrong but how does everyone else see this deal ?

Just as expected, a pitiful Q2 earnings call with an on par deflection from management regarding "supply chain issues" (we all know better than that). The after hours trading price tells the truth.

What could lead to it? Will he fight or quit?

What tactics Cisco managers use before putting IC on PIP? PIP cause is very subjective.

It seems like a lot of managers and executives are taking their time.

I'm not sure if people really know what AI is and how it can help

We have it but are limited to how much we can use it for.

Did your manager present the results to your team? Cause it seems the Epstein files have a greater chance of being released than Tell Dell

For those who survived because they create the best KPI reports and charts, what will they be reporting now that everyone has been cut?
What happens to the unused tokens, survivors get double now?
If remote IC employees were cut how did remote managers survive?
When will HR be cut, AI can for sure replace HR robots.
What's the need for managers without people
How do you complete a roadmap with no road workers?
What happens when only the chosen ones are left, when will they all start turning on each other.
Imagine how boring lunches will be now, nobody left to talk about.
Multiple levels of management with no people, makes sense.

Hi I’ve been with Intuit for almost a decade and have been a seasonal manager. My seasonal experts and I are not hearing anything regarding next year’s tax season yet. Has anyone heard any updates? Very disappointing.

I smell something strange, not positive. The management team operates like we are in the 90s.

My boss keeps making consequential statements in supervisor calls, allowing people to react to them, and then later reframing or correcting what she originally said. It’s maddening.

The whole team then misunderstands or panics over her statements badly enough that she has repeatedly needed to issue corrections.

Shame on you guys. I recently happened to interview a person from Oracle. He was a director in Oracle and was laid off last September. I initially rejected the resume saying big NO for Oracle but had to pick the resume due to strong recommendation.

He claimed to possess tech skills on paper and was able communicate clearly on his projects. Tech gap is ok. The real gap was his financial and strategical thinking. He doesn't seems to have futuristic vision and seems maintained his project in status quo. He doesn't have clear budgeting knowledge. Later figured out he was just running the show with his India team and some engineers which was taken over by his another peer.

Seems lots of managers and directors are hanging around in Oracle like this without basic management skills and a set of people. btw I am an ex-oracle pmts but in senior position now.

Can someone explain to me where we are going ? The nightshift want to know if the company will start to pay our netflix subscriptions to keep us occupied until you close it down.

In past i did some interviews as technical person helping manager.. We never expected great things or truth from certain known big places and 9/10 times it was justified.

That one person who got stuck there due to various reasons.. I felt sorry for the person, because when we started interview - we were biased after few really low quality level engineers / lazy people coming from his "company Y".

It makes me wonder if dell has such stigma now?

New CEO is going to be on board within the next 60 days, ole Nic's hand picked boot li---rs days are numbered. What's your guess the first boot li---r to get papers?

Management is clueless. I know of no other place where executive management would be so indifferent to the absolute rock bottom morale. No wonder they quit doing the surveys.

Is it the VP that decides or is it your manager? Pulte? What metrics do they use? Commit amount? How often your name comes up in meetings? Does your age matter much? What about pay?

I’m trying to understand what the actual purpose of that group is and what the experience has been for people who’ve been part of it for a while.

Recently, Risk Management was added under that umbrella, but there hasn’t been any clear explanation why. Of course, we’ve heard the usual “happy” messages like: “lucky us,” “everything will stay the same,” “everything will be alright”, but it doesn’t really seem that way.

If anyone has insight into what’s going on or how this group operates internally, I’d really appreciate hearing your perspective.

Why IBM managers are so incompetent?

Hi, with the recent WFR going on in Dell will it be okay if I ask my manager straight forward to add my name as well in the list? Not sure about will they agree or will it backfire me. I am fed up of everything going on currently and it is impacting my mental health & peace very much. I heard there is WFR going on in overall ISG this week so I was thinking to discuss my concern with manager. Anyone please help.

If I said what I did, it would be too easy to know who I am…I had a great relationship with the engineering group except for one person. This person and I got into a huge fight in the cafe one day. The next day, this engineering manager wouldn’t even talk to me and I was told I should take the VSP/Retirement. I didn’t know that engineer was the managers brother in law. A year later I run into him at an event…he got pushed out 6 months after I did. Have to admit I felt satisfied.

Worked here some time ago, the management was terrible. Their so called 1, 2, and 3rd level leaders were extremely terrible human beings. They treated people poorly and there was no recourse for the staff. The higher level management just believed their lies, no accountability, it was a really terrible gruling experience.

Managers know who's dependable, who consistently delivers, and who the team relies on. Yet some of the people who get let go are exactly those employees. It makes me wonder whether the decisions are made by people looking at spreadsheets instead of the actual work.

If anyone asks what I dislike about my role here, it’s definitely the massive caseload. Every time it comes up, management just says it's because of our "contract obligations." Honestly, I don't get why they can't just hire more people to offset the workload instead of burning everyone out. What do you dislike about you role?

When I first applied two years ago, I checked this page and told myself it was just unhappy people venting. Now I've been here long enough to know they were right. The culture, the management, the chaos, it's all here in black and white. I should have listened. Mea culpa.

Why would anyone take this. Here’s a few things I’ve thought about:

1. You have no control or say over how the firm is run
2. No covenants and Class B has no rate floor, so you are last in line for any payouts
3. If something happened in the markets, or the firm is badly run, you have your salary, bonus, and LP at risk, it concentrates your wealth to a single firm you have no control over.
4. 20% over the last few years might not have even been better than a growth fund, so there are alternatives.

The whole structure comes down to whether you trust the current management or not.

What am I missing?

Letter that Management retiree Life Insurance was canceled July 31, 2026.

Is it standard practice at truist to blind copy management when you apply for roles internally? I don't mass apply however I watch the job boards and occasionally apply for things I think would be a good fit. Each time my manager reaches out and has this passive aggressive conversation with me about each application.... like what do you want me to say? I can't tell her to her face that I'm weary of the department management, direction, or the consistent RIFs. No other bank or company I've ever worked at does this. I would understand a conversation if I was in the final interview running but for every application it feel like a guilt trip.

The upstream has been gutted. We are staffed for copy and past Guyana and copy and paste Permian. With the Horizon challenge nothing is copy and paste now. Executives baffled why everything isn’t like Guyana and Permian. Endless effort being expended to hold their hands and explain to them why everything isn’t not as easy as Permian and Guyana. Sadly they aren’t smart enough to understand so just keep yelling at the teams to find a way.

So to stop people who leave AEP transmission because of the poor executive leadership over them, they are now going to break the relationships we’ve built with our partners and have another company control our OECs so we can’t build relationships. They are so blind. You treat your people with respect then you won’t have them leaving. Pure and simple. Kamran and Manish have NO respect or repore with their people. Sad.

There are so many trolls trying to distract from the really important discussions around (potential or real) layoffs and how to cope. Please stop this. The important discussions are drowned out.

Two kinds of distractions are especially not needed: fake Indians (used to discredit Indians instead of focusing on the real opponents: the board and upper management), and na-i postings (often referring to the AfD, which is a really despicable lot of people no decent person would ever want to have contact with).

Stop this trolling. Do not drown the important discussions with this drivel.

Thanks.

Another departure from the CSBB audit team. This time a director only there for a year and a half. You have a managing director that is pregnant and will be out on leave. A recently promoted director out on leave. What is going on with management in that team that so many are finding an out?

Get rid of all the tenured Store Managers and have someone replace them with half the pay.

Below is what GMs do, they dont bring any revenue.

Reviewed sales dashboards that an AI could summarize in five seconds.

Answered repetitive customer questions that a chatbot handles 24/7.

Sent follow-up emails whose content could be generated by AI with remarkably similar enthusiasm.

Scheduled employees using software that already suggests the optimal schedule.

Read reports generated by systems that generate reports about other systems.

Approved routine requests that mostly followed predefined policies.

Held meetings to discuss KPIs that AI had already analyzed.

Repeated corporate announcements after they had already been emailed to everyone.

Escalated unusual situations—the one area where humans still tend to outperform automation.

Provided empathy, judgment, and conflict resolution when customers had complex or emotionally charged issues.

I know people don't want to hear that but it's true. Hear it out.

BAIN is running the company now. That's why there is such a stark deviation from the way Dell has always operated in the past. Bain & Company is one of the top global Management Business Consulting firms - emphasis on the term "Business Management" since Dell has exercised very little of that discipline up until now.

Rest assured BAIN is going over the portfolio with a fine-toothed comb. They are looking at delayed and failed projects. They are looking at the number of employees per project. They are looking at burn rates. They are looking at abysmal productivity ratios. They are looking at fixed, variable, and sunk costs associated with underwater ROI for numerous projects that have failed year in and year out.

The truth is Dell operated with little to zero accountability in the past. Now there is accountability and people are surprised?? It should be the other way around. We should all be surprised it took MD this long to clean up the fat, the bloat, the waste, the inneficiencies, the lack of execution, the lack of accountability. And whether you want to believe it or not, he's cleaning it up to get the company ready for sale before he retires.

Granted, Wall Street loves these types of moves because layoffs in particular artificially prop up EPS on the income statement. Investors love that. However, when there's no one else to lay off, and productivity is still floating around 3%, Dell is dead in the water. That's a fact! That's why MD is trying to sell pieces/parts before it caves in on itself. Dell has run its course.

BAIN Is calling the shots now people. Get used to it. The more layoffs we have, the more you can assume long overdue waste and bloat are being discovered in the numbers.

They stage the whole cycle so they can manufacture nonsense feedback. The entire year I kept asking my manager for a real project because I was under‑utilized and stuck doing basic data analysis. I even reached out to others for work, but he blocked everything and insisted that all assignments had to come “directly from him.” Then in the PA meeting he claimed I “didn’t build credibility.” How exactly was I supposed to do that when he deliberately prevented me from taking on meaningful work?

These guys tricked all of us investors for years, and now it is time for them to go and to bring Hock Tan in. He is the only one who can save this sinking ship.

doesn't know how to run an org

Entire empty buildings, with equipment on a single floor, are kept at refrigerator-like temperatures. Why?