#management

How did my HGO OD not get impacted. He does not live in the operation. He is out of touch. He states everyone that does not agree with him or do what he says should be fired. Maybe he is should be fired. It is his way or the highway. He does not play well with others. My RM says he needs to go. My SE gets little support from SEM and SSEM. JA, look at the HGO numbers. New leadership is needed in HGO.

Like AI, Crypto, or whatever fad tech is in style to talk about.

Mine is the ultimate micromanager, always hovering, always clueless. They prove every day they don't understand our work. But promote someone from the team? Heaven forbid.

I guess that confirms a higher paycheck puts a target on your back. Fine. But why never any follow-up? There's a reason those people were paid more than the rest of us. It boggles the mind that management expects us to pick up work none of us actually knows how to do. I'm not acquiring a whole new skill set just to work more for the same pay.

Work just does not happen anymore. Every morning brings a new set of priorities and by afternoon they have changed again. Projects get announced and then abandoned before anyone finishes the first task. People vanish from the org chart overnight with no explanation. Managers are drowning. I have stopped trying to achieve anything meaningful. Now I just float and hope nothing sinks me. Most of my coworkers seem to be doing the same.

It's been so helpful when managers explain processes in this debacle. It's a risk for them to do so, but it is much appreciated. The struggle here is real, your perspective is invaluable.

With so many people leaving the luxoft fin services brand how much longer can it be for the manager to actually star being cut? Am thinking of trading and risk and the muex practise and the big acconts that must be losing money

This site is a potential gold mine for management, assuming they genuinely care about understanding what employees are thinking. Reading this board gives a pretty clear view of what is happening inside the organization, though I could be wrong.

Management should identify the main themes being discussed on Layoff.com and measure engagement around them, then do the same on LinkedIn. Combining those two data points would likely provide a much more accurate picture of what is happening on the ground.

The board should require executives to do this instead of relying on sanitized surveys that get massaged beyond recognition.

Food for thought.

How is it that the largest US nat gas company missed the boat on the ai/data center bo-m? Sounds like there’s lots of high level people working to get something moving who don’t have a clue, go figure, all the while, their E&P operations are struggling, planning is awful, lack of high level leadership and planning, get your act together, your PM stock has been worthless since the previous bankruptcy which is most likely happe i g again, smh…

For the Devon side - this one should sound familiar. “Many managers actively avoid confrontation or honest feedback because it requires emotional maturity. Rather than doing the job they are paid for, these individuals let problems fester until they become so disruptive that higher-ups mandate cuts to clear out the bloat”

Thanks for sitting down with the Houston Business Journal, M@rk. Another example of time away from the office to manage your image while the CEOs at MPC and VLO are in the office leading.

And “responding to what the world needs” is an example of M@rk overestimating the company he is supposed to be leading. Phillips contributes, sure, but the tone shows arrogance and lack of awareness of the real scope of this domestic mid con business. At the moment, all supplying the world has done is ki-l earnings and increase volatility and led to MASSIVE underperformance vs peers

Long ago MDT was all about patients and customers and everyone lined up to support that. Then they started to get functional leaders who thought their functions were more important than the mission.

HR used to be a support function with a generalist per dept or function that knew people, helped hire, fire, promote, set pay..... then HR decided they were too important to work that way and needed to specialize to be more efficient., so they pulled all the features apart and created leaders for each.

Now you have, maybe, a generalist who might know you but they are spread across many teams.

You also have recruiters, who are called "talent acquisition" with all their own rules.

You have job leveling experts who review individuals against the job family rubrics to decide if they agree someone can be promoted.

You have compensation experts who decided what people can be paid.

You have "human capital insights" who run the global voices survey.

You have the Org design experts who know how you should be structured, spans and layers and such.

You have data teams, HR systems teams, who hold all the info.

You have pay disparity teams that go through your organization and send you a mandate to change someones pay to make things more fair (though never with any incremental funding to implement, you need to find it in your own cost center)

And you of course have D&I considerations.

As a manager, this has made work so much more complicated and difficult, but its done in the name of excellence in HR?

Now you see it repeating in Operations, etc...... All at the expense of the mission, patients and customers.

It’s very evident that ConocoPhillips has created a real niche and is running on automatic. The companies top leadership and enforcement arm…HR has manufactured a false reality with pretty impressive results. What happens when timelines and realities converge and expose or challenge this fragile ecosystem? Is COP a quarterly darling or do real reality and fragility intersect?

Business Insider announced new employee cuts. Jamie Heller announced the company's staff cuts. The Insider Union reported 10 staff members were impacted. Management aims to sharpen coverage and invest in key areas. This marks the fourth staff cut for Business Insider.

https://www.thewrap.com/media-platforms/journalism/business-insider-layoffs-fourth-year-in-a-row/

Details are sketchy at best. But it seems like multiple teams in Palo Alto have been ask to put together a "prove their worth" presentation. My direct manager is as lost as I am, but it seems to have come down from above and involves the use of AI. My feeling is this is the start of infomraton probing, Hock has also been meeting with some directors. Something dosen't feel right, but I hate to jump to conclusions. Anyone else having this BS happen or is it isolated?

Manager here - I have not heard one bit about PEGA. Was this rolled out only to certain states/plans or roles? I'd assume if it was implemented in my area I would have heard at least rumblings from others in management or something formal but also who knows...

I've survived eight layoffs over the years, but I've got a bad feeling about the next one. Judging by my manager's behavior that suddenly shifted completely, I think my streak is about to end. I was never as worried about cuts as I am right now.

I’m pretty low on the totem pole but how big of a change allows for a layoff?

There have been a few high manager changes and I can’t tell if it’s just reshuffling from the layoffs last week vs just flattening out a team reporting line. Anyone have more info?

I notice like 70% of the state side people on my team are having to spend multi day writing what they do and what they accomplished after getting a yr end IM rating. The odd thing is often the mgr doesnt even tell you the requirements for the month till week 3. The quality of the mgmt here now is horrible. They dont even pay people who've been around well, its like 1% or less cola and inflation is like 8-10%. The mgmt is straight up rude and completely ungrateful and unhelpful on just about every front.

Some one tell him stop with the navi hoodies and high tops. I am embarrassed for all of you

How long are the investors going to buy that this company is going to do better because they’re going “back to basics?”

Answer:
Forever.

Bleed 🩸 money

If your EMG is talking about “how we work” and is having your leader write out each of your job duties and what it entails, that is the first step in deciding who gets their 60 days notice. Word of advice, make sure you let your leader know EVERYTHING you do, even if it seems small and non interesting, the more the better.

Any managers in EU, please weigh in whether you know the dates when the notification goes out.

Displacement call 9:15am on a Tuesday after payday for me. Got the IM (inconsistently meets) at end of 2025 for the first time. Had always gotten meets prior and no real reason for the review or what I did wrong. Simple explanation of “we expect more than we used to” brouhaha.. Also got the telltale “you have not met standards
Of using AI in the past month” email even though those supposed standards were only being tracked for my team starting May 1, and I had been using since mid April on a daily basis.
Half my team was eliminated. Well, half my U.S. team was eliminated, most with 15+ years with wf under their belts. Underperforming teammates in India had no layoffs. Writings on the wall folks. No one is safe as management doesn’t, and hasn’t cared for a long time. Pretty soon all work will come out of overseas locations with no quality checks being done. And AI isn’t at a place yet to replace the work of many specialists. CS doesn’t care though, as long as he gets himself and all his banking buds jobs and retirement packages while he still can.
Get out while you can. WF is now, atleast to me, considered the WF Titanic of companies. Sinking ship, not enough life boats for sustainability, and I foresee another audit/check of WF illegal workings, with a spotlight on good ole Uncle Charlie. That’s why he keeps hiring his cronies from past jobs and contacts, right? Feather their nests while he still can.
As soon as I can, I will also be switching banks to one I have faith in. And there will be no ties ever again to WF.

Cengage (and all textbook companies) have a major culture problem. These aren’t serious people. Everyone outside the companies talks about it.

What they deem as productivity measurements are distractions disguised as productivity. Constant Slack check ins by managers with emojis like a parent checking in on their children, the million Slack channels that are created, the utter useless salesforce boxes that have to be checked- and they wonder why they have stagnant growth. Teams Meetings that could be emails where everyone is in the chat sending gifs, getting asked immature d-mb questions and they want you to put your answer in the chat. Absolutely NONE of these items drive growth or productivity. It’s a culture of immaturity that are checking boxes that make them look like they are working and contributing. The hours wasted are immeasurable.

Everyone knew Slack was a massive distraction and doesn’t drive growth or sales 10 years ago. It should be used for acute things, not on the daily. Always behind the curve.

I’ve been trying to wait out the correction for the people hired as “leaders” during the pandemic. I’m not sure if it’s just my BU or others were put in roles way beyond their skill set. It’s infuriating for me to have to sit in “coaching” and have my manager explain things they would have learned in the first semester of college, had they gone.

Why is my only opportunity for development wasted listening to someone who is twice my age and trying to explain a simple concept but still needs my guidance? WHY IS THIS PERSON HIGHER RANKED THAN ME?!

I don’t know how much more I can take of this. Will there be a correction for unskilled management?

Let me break down why most of the employees are unhappy. First, forced ranking. Everyone is fighting for survival, taking credit for others' work just to avoid a PIP. Second, false ranking. People on the fast track get top ratings even when they cause major problems. Third, location bias. An expert here gets rated lower than someone in a cheaper country who makes constant errors. Fourth, promoting incompetent people. Industry experts end up reporting to managers who don't understand the work. These problems could be solved, but leadership chooses not to.

Everyone has an opinion and a certificate on the wall, but nobody seems to know how to actually run anything anymore. Where is the management that has done the job before and can make a call? Because I am not seeing it. What I see is vague suggestions, meetings that end with no clear decision, and then people just doing whatever they think is right. Give me a real leader over a room full of advisors any day.

Is it a bad sign when the Man you work for does not want you to communicate with your teammates on M.S. teams?

While I appreciate your award‑winning lecture on separating work from life, let’s be real. Try it this way and see if you will be still so vocal about it.
You’re spending your evenings finishing tasks late at night because your lazy coworker sends their files to you at the last minute ,let’s hope unintentionally. So much for quality family time, ha?
Your female manager has so much unresolved trauma that she assumes every man is out to get her and every white male is promoted over her. Or your male manager is a creep who thinks that having authority over your work gives him the right to make inappropriate requests. Tell me you have peace of mind going to sleep after that.
When you’re out on sick leave, your manager invades your privacy and shares your situation with everyone. Tell me again about this “magic” separation. And when you do all the hard work, someone else gets the promotion and all the time you took away from your family is simply gone. And so much more to be listed...

When my 1:1 was rescheduled I offered to let my manager just send me an email with details and let me move on. What is there to talk about? D-mb ritual.

Are majority of the layoffs in India ? Are they not planning to lay off any managers, directors, VPs in US ?

According to Copilot, Fidelity over hired managers during the pandemic to keep up with temporary and bloated growth. People who were moved into management, during the pandemic are being evaluated based on stack ranking and qualifications.

Looks like employees manager level and below will have to start logging their activities for a “time study.”

So many companies were doing fine until they got greedy. Squeeze more profit, treat people like trash, then they wonder why they go under. We're watching it happen in real time here.

I used to stay late, work through breaks, and constantly push harder thinking it would eventually lead somewhere. All it really did was convince management I could handle even more work without getting anything back for it. These days I save my time and energy for my actual life instead of pouring everything into a company that barely notices.

USD10.6B outflows in April alone. What the helly!

Do you think lazy RM teams marked those client accounts as vulnerable?

Constantly being scolded for not automating the fixes we have perform when existing automation/redundancy didn't already fix it. It's funny to see management get irritated that we're not excited about getting rid of the only work we do that keeps us employed, even though it exists because the SREs can't automate it enough to get rid of people.

Everyone who is an active board member should be immediately fired

Chris Leahy
Virginia Addicott
Lynda M. Clarizio
Anthony R. Foxx
Kelly J. Grier
Marc E. Jones
David W. Nelms
Joseph R. Swedish
Sanjay Mehrotra
Donna F. Zarcone

For those of you who got cut, do you blame your direct manager? Or do you see it as something above their heads?