#management

Hahaha! Left nike a couple years ago - nike was easily the worst managed company ever. Best decision ever.. sold my stocks at 75, my cool aid friends are still holding they have 50-150k worth stock.. they have sneaker collection rooms filled with Nike Junks.. I’m happy nike is suffering. NKE will soon hit 20s. EH is a clown’

Stocks will go down

The tremendous weight of very high paid upper management added to the company in the last year has added so much to expense that the only alternative is to cut a few thousand people who actually do the work. You can count the new SVPs and higher. Mike, Dhyvia, and Takis all a part of adding to the glut. Unfortunate but continuously repeated leadership mistake in some companies. Starts with a justifying rally cry for transformation. Leadership uses it to hire all new and unnecessary, high paid execs. Those execs become significant expense, but have added nothing in the way of revenue improvement or efficiency gains. As usual the middle management and working ranks of the company carry the majority of the execution burden in the company through all of this. The only answer is to cut deep in those ranks along with a few senior execs to get on better labor expense footing. People become demoralized, and the main result is a less productive company that still has all the new top level management to carry. In a normal company, some level of layoff or cut should be expected and predictable yearly based on performance management effectiveness and as a result of business performance cycles. This isn't that. This is mismanagement and shows that we are still paying for past and current poor decisions by people at the helm here. They just don’t think we are smart enough to actually figure that out.

Research estimates vary, suggesting 8–12% of CEOs may be highly narcissistic, while many others display milder traits along a spectrum.

Below is a URL to a recent article that goes into detail as research done on CEOs who exhibit narcissistic traits.

Article Published 9/7/2026:

https://thebalance.clinic/resources/mental-health/narcissism/ceos-and-narcissism/

how many people’s bosses does this describe? how many of these bosses are perceived as likable despite being rotten to the core?

I used to be proud to work for VZW. Everyone loved us. What happened? I see the downfall starting around the time Vodafone was bought out.

It’s funny how the primary task of a “technology” manager or “senior” manager is to monitor and manage the attendance of other adults. It’s like being in school and the teacher marking attendance of all the kids. Except the kids here are 40 year olds. Directors senior directors and VPs doing the same, asking devs to update some values in excel files, database columns and loosely using the term “AI” to appear current. All while half their team members are sitting remote, not attending meetings, and always appearing away. How about you manage their “attendance” ?

Who is running the ship here? The SVP is clueless on the day to day, the VP is the SVPs buddy, the directors are a majority of the SVPs pawns from his years moving up the chain. Account Managers are doing nothing but collecting orders and being paid $500K+ doing so. When you talk about doing a shake up, this leadership team needs to be separated, laid off or deployed to other parts of the business.

I hate what Teradata has become, expecting us to work 12-14 hour days to meet unrealistic expectations.. we can’t sleep, we can’t eat, we can’t spend time with our families. There is no work-life balance here

what is the escalation protocol and consequence model for not complying totally with WPE rules? e.g. through the end of the year I already know/am planning to not be compliant (remote for week of thanksgiving, remote for week of Columbus day, some back to back remote days here or there) and I want to 'run this risk' in a somewhat smart way. what is guidance for managers to handle someone like me? top performer, only one in my role for the group, etc.

How likely is it that management will start to phase out as Ai learns the job? Should I be looking for a new job?

People keep leaving with knowledge that took them years to build. A new hire can learn the basics, but they can't suddenly know all the little things an experienced employee picked up over decades. Management seems to think everything can be documented and handed over. I'd like to be a fly on that wall when they realize how untrue that is.

It started with 5 AM emails. No manager notification. Several people ranging from Ic2 to M5 gone. Time will tell how many by end of the day.

This round of layoffs is only for managers, directors, and VPs, not ICs. Have you heard of any ICs getting laid off too?

The Executives continue to underperform and the middle managers get the bullet. They are firing the subject matter experts with legacy knowledge. Meanwhile, new VPs are brought in and are creating chaos. Where is this going? How is this company going to continue to function? Also, who is going to train the entry level staff? Someone needs to turn this around before it's too late. Can we take a vote on replacing Mark K?

When somebody said this round will be just managers, directors, and VPs, I knew it sounded too good to be true. Not only was it not true, so far I haven't heard of a single manager or higher who were affected, at least in my area. And to think, this could have been a useful layoff.

To the affected: Are you remote or onsite manager ?

Curious to know

For anyone who's completely burned out, here's something I've learned. You can push back on some of the nonsense and the sky doesn't immediately fall. A lot of managers aren't going to fire someone who is still carrying a big part of the workload. If you're already expecting cuts, there isn't much reason to destroy yourself trying to please everyone.

Has anyone been told the assessment meeting themes for each rank group by their supervisor? I was shocked when I heard them. What a bunch of garbage.

Athina repeatedly says she has PepsiCo’s best interests in mind. But at some point, employees should be able to ask whether the actions and results support that statement.

When she led Strategy & Transformation (legacy before IT was combined) , significant amounts of money were spent on transformation efforts that did not deliver the expected results, with accountability seemingly landing elsewhere. Millions more have been spent on McKinsey and other external consultant this year and last year/ sometimes with very junior consultants advising experienced PepsiCo leaders.

Now Athina appears not to trust her own leadership organization and wants visibility into virtually every contract and decision. Is that really about PepsiCo’s best interests, or has decision-making become too centralized around one leader’s view of what is best?

Having PepsiCo’s best interests in mind does not mean that every decision is automatically the right one. Strong leadership means trusting capable leaders, challenging decisions with facts, acknowledging when investments have not delivered, and holding yourself to the same accountability you expect from everyone else.

Power and good intentions are not substitutes for results.

Perfectly said, @ke+1m28zmvnw.

Senior Management, including left over TimeWarner and others not T heritage have sc--wed up. Moral is in the toilet, collaboration is minimal, invocation halted as well as patents. Many yes many critical folks are about to leave end of year and early 2027 with last minute notice due to 25 plus years and treated now with no respect. The part with leaving and critical to the business is factual, they have had enough to be treated with no respect

We spend so much time starting things that never actually get completed. By the time we're getting somewhere, management has usually decided we're doing something else.

OC stoping dragging your foot. While you are at it, please make another attempt at spans and layers. No one really is managing much 3-4 direct reports.

At this point, whatever happens, happens. For about a year now my manager has been slowly cutting me out, from questioning why I'm in meetings to giving opportunities I asked for to newer coworkers. I used to get furious about it, but I've realized staying angry is only hurting me. I've put in years of hard work here, and I'm finally done letting their behavior consume me.

It feels like there are more people managing meetings and reports than actually getting things done. Newer employees are especially sc--wed because they don't have many real leaders left to learn from.

I informally volunteered for any RIF in the U.S. No feedback yet from management. Hoping they snip me next week. Will keep y'all posted as the process unfolds. Or doesn't unfold.

Part of ISO 9001 is ensuring resources to maintain operations. while an exact number is not listed. The requirement exists nonetheless. So coming up with a final HC before the company knows they can sustain on that number is odd to me.

Clause 7.1.2: must determine and provide the people needed to effectively implement and maintain the QMS and control its processes

Any updates on management surplus the rest of the year?

we have managers, directors, vp’s that do not even know the purpose and what it does, a cpu, gpu, cuda, or even a workload

The biggest problem I've seen here is how much management avoids saying what they actually mean. The person who hired me back in 2008 was like that, and every team I moved to seemed to have another version of the same thing. It didn't matter who was running the group, the higher up you went, the more obvious it became. By the time you get to the VP level, it feels like nobody wants to take responsibility for anything.

My Manager in Venmo told us in small staff meeting that all venmo layoff were base of last individual performance review

It seems every quarter Medtronic is going through another massive restructure. How are we supposed to keep up when entire teams are being made redundant or individuals just get fed up and quit?

The last quarter has been awful. I'm doing the work of four people. I'm stressed and stretched thin. My own manager up and left without warning. She just decided not to come in, hand in her notice and take all her holidays.

She text me today (after a month) saying she is working for a competitor, she is happy and I should do the same.

I'm so upset. I am left with so much work. A new line manager who has no clinical background - only sales.

I am not sure what to do. The workload is piling up. I'm working overtime just to meet deadlines. If I mention anything - my manager is like well everyone is on the same boat.

Surely this can't be the strategy moving forwards? Then I see weird promotions for people who actually don't do any impactful work..

How is this.fair?.

i overheard conversation that either end of Sep or Mid October? from high management. Its from engineering site. anyone can confirm?

Hello Mid-Markets, get ready for next week. They are going to be cutting 18% of headcount including A.D and Directors. They will be consolidating areas to meet this need. They have made a supervisory headcount minimum of 10 persons. Good thing they kept your stock together award so it doesn’t vest when you get your walking papers.

In the last week Fiserv has eliminated over 30 middle management jobs. This layoff is ongoing due to poor reporting last quarter in earnings and new CEO. Despite being told last quarter layoffs were not a concern.

They (executives) truly believe you can run an oil refinery from the other side of the world using third rate talent.

Apparently the billions in profit were just not quite enough.

We no longer promote employees because they are hard working or knowledgeable in their fields. We only want compliant employees who will parrot whatever the latest acronym of the day.

Rockefeller would have been proud.

Well said, @az+1m29w550n

Visionary Realms CEO Chris Rowan admitted that recent combat and progression updates for Pantheon: Rise of the Fallen did not perform as expected. This led to a restructuring within the development team, resulting in unspecified layoffs. Robert Crane has been rehired as project manager to improve development processes. Rowan takes full responsibility for the management failures that allowed these issues to arise. The company plans to continue work on new zones and core game experiences while promising more open communication and an updated roadmap.

https://massivelyop.com/2026/09/11/pantheon-rise-of-the-fallen-suffers-layoffs-as-it-promises-to-refine-its-develoment-processes/

Why is song or whatever they now call it becoming dumping ground for id--ts flunk out of VP jobs elsewhere?