#management

So so happy that the shift bid for the valued tenured employees was canceled in our dept. Management saw the value in us, when we expressed our opinions on the proposed shift bid. Lost many a nights sleep over the past 2 weeks, Wayfairs management actually does care and I really love the direction they took, its only fair that the people working on the affected day work the Saturday shift. Makes me so happy to work for Wayfair and the dept that I am in.

Fideliscare of NJ. Care Management. If we do not apply for VSP, come end of July and they need to layoff, who makes the decision about who will be layed off? Does the direct supervisor have input? What about the manager?

Who makes the final decision and do they get additional input from anyone?

I read the Annual Report this morning so none of you has to. It just repeats the same junk talking points that Go Go always spouts out.
That 5 minutes I’ll never get back.

My team just moved managers to individual contributors because they had about far below the new minimum requirement of 9 directs. This was a major positive because they were very negative and known for micromanaging and creating rework for their directs and now the directs have a decent manager. Anyone else seeing good or bad things because of this rule? It looks like it’s rolling out faster in some groups that others.

If we replaced the operating committee with AI agents trained on the latest groupthink, what would change.

nada.

These people have no clue.

After over a decade in corporate banking, I’ve realized that one of the most frustrating things about modern corporate culture is when performance expectations become increasingly subjective.

It’s one thing to be measured on clear outcomes, production, quality, deadlines, or objective standards. It’s another to be told you need more “critical thinking,” more “ownership,” more “judgment,” or more “independence” without clear definitions of what success actually looks like.

What I’ve experienced is a shift away from structured work and toward ambiguity. Employees are expected to make decisions with incomplete information, navigate constantly changing expectations, and somehow know exactly what leaders want even when the target keeps moving.

The irony is that the people doing the work are often asking for clarity because they genuinely want to succeed. Instead, they can be labeled as needing too much guidance or not being independent enough.

At some point, organizations have to ask themselves whether they are creating environments where people can succeed or environments where expectations are so subjective that almost anyone can be told they aren’t meeting them.

I’ve always believed that if someone knows what success looks like, most people will work hard to achieve it. The challenge is when success becomes a moving target.

Maybe it’s not that employees don’t want to perform. Maybe they’re exhausted from trying to hit goals that are difficult to define in the first place.

Back in November last year, in UK at least, without any warning the number of days of additional annual leave was reduced from 10 to 5. We were told at the time it was a mistake and when DXC Select reopened in the summer you could buy the extra 5, to restore normality.
Did that happen? Or did DXC management mislead again?
(I'm only curious as I got redundancy a few weeks ago)

layoffs sometimes hit front-line employees hardest? For every manager affected, 8-9 employees lose their jobs. A better approach would be rotating managers across teams and applying equal accountability at all levels. Restructuring should be fair from top to bottom

FIS has layers and layers of Management.
Basically these managers contribute zero value addition.
Have never seen Ajay Goud, Ajay Gupta or Ramanand speak a single word during meeting.
They hardly participate in technical discussions.
If Elon Musk takes over FIS, I guess all of them will lose job on day 1

… that’s all.

And why are first line managers Directors?

At most other companies Directors at least second line managers.

What is the Role of Senior Managers and MD?

Ken L has been removed from Value. Another useless arrogant pompous clown who should have been removed years ago.

For Juneteenth the last couple years, you know, when we were trying to pretend to be hip and woke?

Some managers and dirs just do follow ups, just they pressure on developers to deliver data to meet deadlines. They didn't even know proper architecture, business, no proper direction to dev's and some even don't know basic git commands. I don't know how are they even surviving in this org.

I joined today's ESPP call after hearing about the share scheme and understanding that managers had been awarded shares, with some reportedly receiving free shares worth around $10,000. I expected the session to explain a similar opportunity for employees.

Instead, we were told that we can participate by purchasing shares at a 15% discount. While I appreciate that a discounted purchase plan has value, it was disappointing to learn that managers receive shares at no cost while individual contributors are expected to buy them.

The difference in treatment feels inconsistent with the "One Hitachi" message that was highlighted during the presentation. If the goal is to foster a sense of shared ownership and unity across the organisation, a scheme that is perceived as benefiting one group significantly more than another risks sending the opposite message.

Just to confirm, this will be implemented to track us and help them get rid of us?

Should we worry that there are more cuts today after all? Could he be wrong?

Did any managers or Directors receive the VSP email?

PLs have been completely silent and nonexistent about the VSP.

Is anyone fed up with the rampant stupidity of this group? Forget diligence because that would mean they would need to actually work but what loser approved cerevasc? That company is a scam and these mo--ns in corp dev are clueless who keep repeating the same old tricks again and again to drive the company into the ground

We have a TON of VP layers, some of which have no true direct reports. Why not start cutting there and leave the ICs (who actually DO the work!) alone? This company is severely top heavy. That’s where they should look to cut first.

Down another 50% in last year, now back to 2017 pricing. Tragicomic Q3 results puts this abject clownshow near 130 by EOD.

When your "operating model" is to find the most enthusiastically incompetent, dishonest, lazy "leaders" available and give them absolute control over sales, marketing, and service delivery...

Time has proven it again.
One of the few U.S. companies with minimal to zero offshore tech centers in low-cost countries just showed why that matters. Those centers don’t just drag innovation, they inflate long-term costs and drift further from real-world needs.
Talent, skills, and innovation win in the long run.
Instead of building local capabilities and investing in American communities, management and sponsors chased quick payoffs by offshoring our future. They’re not alone far too many did the same. Short-term greed, long-term regret.

When you get reminders in your email that you have not taken the surveys, makes you realize they are not so anonymous.
Most managers won't know exactly who took which survey, but they obviously can decipher the writing style and common themes.
However H.R. and many others absolutely know who took which survey and what was said and even the time the survey was taken. I have friends with other companies who have been pulled aside and spoken to about things written on surveys. Also, they have to do this for obvious reasons safety/security/ legal reasons etc. but be very careful about what you write and possibly don't write anything. Also, be careful about taking a negative survey, some companies focus on these for who to target for reduction in force purposes.
To ignore this would be foolish. For 5+ years I have chose to not take any surveys at all since I firmly believe that nothing at all would ever change. I mean literally everyone wants to work from home but the company obviously gets the final say. Your voice unfortunately doesn't matter that much.

The department lead role feels poorly defined. Team leaders are still carrying most of the delivery pressure, people management, prioritization conversations, and stakeholder updates. Instead of shielding teams or helping resolve conflicts, the role sometimes feels like an added reporting layer between directors and the people actually doing the work.

I have a fairly uncommon skillset, and I'm worried they might block me from leaving. If they do, I guess I could ask for a raise, but that would probably just get me laid off anyway LOL.

CTI location sux and upper management doesn’t care about their employees!

We have been told explicitly by our manger to expect that not everyone will get “meet expectations “, even if in reality you did meet the expectations.

I know these reviews are not as important as the year end, but what should we expect? Being put on a black list for the next layoffs?

How you’ve found value by just restructuring the company is amazing. But how you will continue to post growth at this circling the drain is beyond even the most experienced insiders when we know this growth is financially engineered. This is a slow motion train wreck and if you don’t take the GE people out of this picture, you will also lose value. It takes consistent incompetence and grifting to destroy something with this much history and momentum and you guys have showed up late to the party.

So why does John Stankey drive a Range Rover? Shouldn't he be driving a Ford, GM, or Buick? Disgraceful

Coworker passed along a message from HR received when asking about the 401K drop. Was told managers received these speaking points in advance to help explain this - any of you managers receive the below?

FAQ:

Why are we making this change?
The health care industry continues to experience uncertainty, especially in the policy environment. Because of this and our financial performance headwinds, we are being even more thoughtful about our resources. This change will align our three 401(k) plan options so that each plan has a consistent employer match of 3.5%. We remain in the competitive range with our peers while continuing to provide a comprehensive portfolio of benefits and well-being programs for our employees.

Who is impacted by this change?
The change to the employer match applies to both our plans. Employees eligible for these plans will be impacted by this change if they are eligible for the employer match and contribute to the plan.

Cringeworthy LinkedIn profiles for regional vp’s.

Staged store photos of everyone holding bogus awards or giving the camera the number “one” sign. (((Cringe)))

Describing jobs and management positions as “amazing opportunities “. Using words like “golden store”. “Winning team”. It makes my skin crawl. (Cringe)

It’s so misleading it’s actually very sad

Yet some poor soul will believe this and apply for one of these jobs

https://www.reddit.com/r/JoeRogan/comments/1u7pzgl/leak_exposes_members_of_peter_thiels_secretive/

Wtaf!

I delivered 90% of the work, while someone from another team contributed only about 10%, and their portion was of very low quality. When it came to assigning credit for the project's success, I made it clear that I would take responsibility for delivering the work and owning the outcome. However, my manager insisted that I share the credit with the other person, even though he knows I did most of the work. It seems for relationship reasons.
This situation highlights a deeper issue: working under a weak manager who avoids conflict and doesn't back their people when it matters.
What advice do you have?

When is PDS feedback for this cycle?

I know some groups already concluded assessments…and Supervisors/Managers are starting to act funny…Are there teams that are yet to complete PDS assessments?

Give us the scoop on Lyons. Already sent corporate email to all of Truist saying hello. More info coming soon. We are ecstatic to get rid of our current CEO to a forced retirement.
What does Mike think about hybrid. Working from home 2-3 days a week?
From the Fiserv message board, looks like he joined Fiserv to be an axe man, now he is dragging his axe out to the next victim (Truist bank).
Does he realize most companies, especially in the financial sector are very top heavy.
Does he get rid of management, or the people at the bottom doing all the work.
Thanks for any advice you can share.

Recent diktat from India leadership: managers span of control needs to be 25-28 people. All people within a POD to be equally distributed among managers, no new managers will be hired or provided. Managers lives have been he-l: people’s management, operational delivery, sales targets, DNSO targets, support multiple accounts. Mickey M is sleeping at the wheel, globe trotting, staying in hotels, giving talks on Agentic AI - all this when delivery is burning. Kyndryl delivery ia fked. God save this company

At What age does your potential stop changing? For example, can potential still increase or decrease (based on performance) after you’re 40 or 50?

Who has the authority to change it? Your supervisor, manager or S&D?