#management

Lie your a-s off about why you can't be working Thursday:
Your throat is raw, you lost your voice, you are sick.
Someone close to you died.
Dropped your phone and lost all of your contact numbers.
Etc..

Terrible things have been done throughout history by "regular" people at the direction of those "above" them. Don't be one of those people. Stand up, find another job, whatever you need to do to keep some modicum of self respect and respect for your fellow human.

We have managers who have no idea what they're doing yet they insist on micromanaging every step of our work. You can just imagine how well that works out. To say it's counterproductive would be an understatement. Lay off all the useless managers and see productivity skyrocket.

It's pretty obvious that Ramon and his team have no clue what they are doing. It's only a matter of time before the company is broken up. Frito can probably be sold off to either Dow Chemical or DuPont since they are all Chemical companies.

How about instead of mistreating the folks actually doing the work at the L1 level, we get rid of a LOT of the fluff at the L3 and higher level?....There are so many L3s who do nothing but host teams calls where they circlej--kand throw out "Insightful" quotes to try to sound intelligent before we spend an hour listening to something that literally could have been an email so they can feign "Collaboration". Someone mentioned that ja----s Louie Lewis earlier in this thread and he has these fu-k a-s "Jam Sessions" weekly where its just him hosting and playing his favorite music before trying to seem Insightful like we all don't have sh-t to do. I swear to god im just waiting to hear back from some roles I have applied to so I can GTFO out of Dallas for good.

Sadly it will probably be the regular one.In which case there maybe a few that are planning on leaving soon so they will benefit.But the rest who are not close to Medicare eligible will stay the next 4 to get closer to that age.Me being one !!!The current medical retirement disaster was one of the biggest mistakes of the last few negotiations on the part of the union .Probably right after the worst one deciding to give up new members pensions.I remember adamantly saying no way to both issues .While most of my brainwashed fellow members kept repeating what the union told them that we will get it all back later when things are better with economy and people are more on our side .Ya right.I will say union wise it has provided some job security and little better treatment then being non.We have also watched the mismanagement within the ranks become a neutered company run union .Wishing luck to all my long term buddies that you get that big Eisp your waiting for but sadly it may be more disappointing

Oracle is very poor in its operations. The management is filled with oldies who don't know how to steer . Every one travels like they boarded a flight or train rather than sitting in driver seat. Need lots of layoff at the top. All EVP's, VP's, Senior Director roles need to be evaluated for transformation they did for the company in past 3-4 years and be removed if not.

Warnings of Earnings miss.

IBM shares slipped double digits in premarket trading after the firm released preliminary second-quarter results that fell short of expectations.

CEO Arvind Krishna blamed the shortfall on weakness in the software and infrastructure business because clients shifted money toward hardware purchases like memory chips.

Do you see a future of company? Would we still exist in 5 years?

It just appears more and more concerning to me... Many great talents but the management team is really running it to the ground.

Surely, Oracle knows where the next round of layoffs in September are going to be? Probably Cerner, maybe Sales, maybe OCI, other places, if I had to guess from my uninformed internal location. So, why is management letting 150k people just generally wonder about if they're going to be next, and give current employees some sort of heads up? It's ki-ling all internal workflows with letting everybody think that "they're next", when it doesn't have to be that way.

Fonts and Colors. And has an army of yes people to crack the whip. Spent more time walking the line activities than driving OI there. Total knucklehead operation.

Same old one Pearson project. Same old story. Different stupid trollop hiring her mates to underachieve.

I am just a T3 employee do I don't know who is going to be laid off. But I am super frustrated with the current messaging by upper management in all areas.

Design has become super important and we are hiring designers like crazy. This should not be the case because design is one of the areas where we need less people as AI has made prototyping easier.

Developers are super important and I hope they don't cut any. Not because I am a developer but because a conventional developer is not equivalent to an AI developer and almost no one gets this. As a tech company, we need more developers not less.

Development Managers is a really bad role now. This used to be a role consisting of developers who wanted to be managers as well. And they are supposed to be able to "develop" their reports from a technical perspective. But a majority of these new development managers from HPOM are not technical at all and don't understand the basics. We now have product owners, agile coaches and even retail managers and DEI coaches as development managers. SAP is increasing the number of development managers of poor quality with no added benefit.

We need more QA colleagues.

AI cannot replace support colleagues and we need to find a more sustainable way to deal with this.

And we probably should replace all executives with AI because they don't seem to do anything for the benefit of customers or stakeholders. They are too obsessed with getting their pensions.

Can anyone share any BTC or KLTC success stories? I presume we have above average ppl at the highest levels of management. We’ve been on this TC journey now for a while and should be able to judge whether or not we should double down or reset our global talent management strategy. Are there truly tangibly positive results?

In ACN what are all the major credentials required to become an MD?

I am a Senior Manager for the last 5 Years in SAP Finance (5 Years ago close friend that is an MD helped me to become a Sr Manager and as a CC he helped my pay hike every year, now that MD was let go last week), now how do I become an MD, when my Network Helping MD is gone, my dreams are falling apart

I want to flag a growing operational risk regarding Nike's recent workforce changes that warrants leadership's attention. While experienced technical professionals are being impacted by layoffs, we are simultaneously integrating non-IT profiles into core technical roles and seeing a rising number of couples placed within the same departments or domains.

Currently, leadership and management often lack visibility into these domestic relationships within teams/cross-domains. This dual trend introduces distinct vulnerabilities: Competency Gaps: Replacing experienced talent with individuals who lack a foundational technical background creates immediate skill gaps. This overburdens senior engineers with unscheduled training and significantly increases technical debt. Compliance & Culture Risks: Placing couples within the same operational loops or reporting lines introduces compliance risks, confidentiality bottlenecks, and perceptions of bias that severely erode team morale during an already sensitive time of restructuring. I highly recommend that leadership reviews our technical vetting standards and formalizes strict disclosure and reporting line policies for related employees.

So how is management spinning the drop in stock price? With BH announcing a fairly substantial layoff, will WFRD be rolling one out soon?

It seems like they've systematically removed anyone who actually knew what they were doing. The decent managers are all gone now.

Too many layers and way too many people who think they're important but don't actually contribute anything. We spend our days in pointless meetings, dealing with endless back-and-forth, and watching people fight over territory instead of actually moving things forward. Nothing gets accomplished because everyone is too busy trying to look like they're in charge. Flatten the management structure and watch as things improve overnight.

Why are managers asking for feedback when they don't want to hear it? I share my thoughts, I make suggestions, and nothing happens. Problems remain problems and nothing ever changes. It's now a pattern where they ask, I answer, and they ignore it. Then why even ask????

We're all well aware of what's coming. It's an open secret with a thousand rumors that management has done nothing to dispel.

Cognizant is here to help. Cognizant just needs to learn your job so they can take over the boring day to day stuff and free you up for more important work; cooperate with the job shadowing. Cognizant is going to bring expertise and help us move faster, and they'll help lighten the workload.

Cognizant is going to take our jobs.

......as my manager told us last Monday that an important update about the VSP was coming and he was referring to the date change to rescind your application.....the email that was only sent to those that applied for the VSP. So, either my manager applied for VSP and got the email, or managers are getting more information than what they are sharing with the plebes.

Some of these leaders only have 4–5 direct reports, yet they carry themselves as if they're God's gift to the program. Instead of leading, it feels like their job consists of asking Gemini to write emails and forwarding them.
What's even more concerning is that some Assistant Directors seem to lack fundamental leadership skills. It appears they earned these positions through politics and bootlicking rather than proven performance, yet they're still trusted to make important decisions.
Even worse, several have never consistently come close to hitting quota, but instead of taking accountability, they blame the frontline teams. Leadership is about owning results, developing people, and setting the example—not shifting responsibility.
If someone can't effectively lead a team of five, it raises serious questions about the standards for leadership.

How do any managers in this clown show have a job?. Now, I understand why managers who left had to crawl back. Cyclone of incompetence.
https://www.jdsupra.com/legalnews/veradigm-ruling-highlights-website-4261997/

I lost count how many times ISG engineering would openly brag about overinflating estimates for work and intentionally leaving features partially finished as an "insurance policy" for future job security. How's that working out for ya'all?

Does severance come out of a managers budget? If so, what if they didn’t budget enough $$ for severance (they layoff more people than originally predicted)?

Just advice to decision makers lurking, cut directors that are useless instead of cutting low paid employees getting the job done…. There you go saved you some consultant fees.

I just saw a new department message about another round of underwriting associates getting moved to claims. Pages after pages of names, poor souls.

For the folks still in underwriting: Has managment become more aggressive, threatning layoffs?

I don't have any buddies left in that department, so I don't know what sort of pitch they are giving you guys.

Not much left there. Are they targeting layers of management?

Is next week zero hour for their bloated management structure?

Tick tock.

Does anyone believe in this guy? He seems like he’s just a slick suit and doesn’t have any actual vision for the industry.

So management remove decent people, remove decent tools and cripple processes - the activity fails - they then use that as an excuse to cut the activity back to the minimum and send the work to India - they move on to the next activity and repeat. No idea what they're throwing away as they grind on towards mediocrity. Senior management in EM are driving the organisation into the ground.

Managers are independently, checking coworkers addresses so I would not work from home for a month if you are not impacted. That is just my suggestion.

I think some layoffs next week are anticipated, however, they are the wrong ones. Stop cutting the ones who do the work, the ones who make things happen. Time to cut the Sr. Directors who do nothing, AVPs with 2 direct reports can do their work.

Verizon leaders should feel the same anxiety as the frontline, they say who stays and who goes like they are gods.

They sit on their thrones and hurt families, time for them to feel the same as the rest of the employees. Why do they always get to stay.

Anyone has insider information what’s pod going to look like ? What will middle management do in the new pod structure?

HQ white collar. turning 50 in a few months.

recently my manager told me I'm needed for a task force to review internal work process. my monthly report would be done by a junior staff while I have to help/supervise him for first couple of months.

am I being separated?

What do L4 managers (first line) even do? Honestly, most of them just show up to ranking meetings and focus on protecting their own spot. Then they run a few routine chit‑chat check‑ins with their direct reports, maybe take the team out for frozen yogurt once in a while. But seriously, what is it that they actually do?

heard after next week first levels will need to have at least 40 direct reports under them?

I am astonish to discover after some research, how many of those middle management people at Centene have just a high school or just or just a CNA. I cannot reasonable understand how they can provide with real leadership and evaluate people in a real balanced way. What can we expect from people without any education to The Cost-Efficiency Model: Corporations often prioritize the ability to "do more with less." A manager who can reliably enforce corporate mandates and keep the department functioning within budget—regardless of their academic credentials—is often viewed as "effective" by the organization, even if they lack the capacity for the systemic, empathetic leadership. I understand now, why the government is checking and following the health care organizations....

And the rest of us are stuck paying +$200 a month in parking/commuting fees and losing dozens of hours of personal time

The way PNC is handling everything right now is fu--ing absymal. I didn't think it was possible for the morale to get any lower, but here we are.

Has your department/management sent out any official notice yet?