#management

I remember walking through the halls here when I first started and feeling genuine excitement about the place. The energy was real and people seemed to actually enjoy being here. Over the years, I watched that energy fade as the bank stopped treating employees like partners and started treating them like just another expense. Now it's completely unrecognizable.

My gut feeling is they don't know what they are doing and are just trying another model that will also fail. There are so many groups to all running around "getting alignment" with each other that they fail to just get the work done. They could be driving right off a cliff and all they would worry about is if they are doing it consistently across teams with shared components.

@ac+1kr3jt5gv makes a great point.

At Bolt, Breslow said, the HR team “was creating problems that didn’t exist,” as part of “a culture of not getting things done and complaining a lot.” “The problems disappeared when I let them go.”

https://nypost.com/2026/05/26/opinion/bye-bye-hr-lets-hope-bolt-financial-ceo-ryan-breslow-starts-a-trend/

I am thankful to be retiring soon after a long tenure with Belk, but I’m very concerned with all the friends that are still with the company. The Belk of 2026 is unrecognizable to me. I hate to see people duped, lied to, mislead, and taken advantage of, and that’s unfortunately what is happening with this company. After many years with Belk, I’ve seen all types of upper executive management, some delightful, intelligent, kind, and inspiring…and some utterly vile, despicable human beings. One thing is for certain, in the end, kindness, decency, honesty, and integrity always prevail. To everyone still at Belk, good luck and god speed…and know that it’s not goodbye…it’s until we meet again….

❤️

because of transition to Cognizant. I am from Costa Rica as a CS rep and my manager mentioned today that there will be no lay offs in the coming future? Majority of my counter parts in MN are doing zero work and most of the projects are put on hold. Hope someone in the top management has a clue of whats going on. Its very bad to put all the employees in this unknown state.

I’ve never worked in a more toxic department in this bank in my entire career here than Corporate Payments Systems. The management in the group are a bunch of vile survivalists who will gladly throw their employees and colleagues under the bus if it means their own survival. I have seen a myriad of talent abused and released from this specific group if they are a threat to their manager because they are talented or are not part of the favorites list. Absolutely sickening culture of cronies in this line of business. Shameful, and the spineless management who reads this board in CPS, you know who you are and deserve everything bad that comes back to you.

Not to add fuel to the fire on here - but while most people worry about if they will have a job, some higher-ups were listed on this page.

Business as usual for them. Guessing they didn't use AI for the transactions to delight the executives?

https://www.stocktitan.net/sec-filings/VZ/

Just curious what the board thinks. Playing politics and maneuvering the convoluted organizational structures come to mind. A bit ruthlessness and narcissism helps too. What I noticed is that most of them like to hear sound of their own voice, I guess this can be rolled up as a subgroup under narcissism.

Any Omni/operations leads finding themselves being the mod more than STL's?

The only consistent message quarter to quarter is revenue declining faster than forecast. The stock price falling into the single digits says everything. If you’ve listened to this company’s analyst calls long enough you know management just pivots to whatever narrative works in the moment and they’re running out of narratives faster than revenue streams. Easily the worst management team this company has ever had.

Exactly what @aq+1kr2bpeh6 said.

He’s exactly the kind of person others have described. He posts our personal information on on Gemini, exaggerates his knowledge of tech and telecom, and then dismisses or talks down to people who actually know what they’re doing. He’s a sc-mmy person, and unfortunately more managers like him keep getting hired. If layoffs happen, people in positions like his should be first on the list. The CSSC needs a drastic change.

I had to laugh.

"AI produces gains where tasks are structured, feedback is quick, and performance is measurable. It does not magically fix bad management, muddled processes, or poor judgment. "

Sooo...who is going to tell Derek Flowers?

https://thehill.com/opinion/technology/5892858-ai-workplace-divide-careers/

The unstable ship continues listing. Now Manifold is out, another leader thrown to the bin due to unacceptable conduct. No way to have a successful business with this many hands grabbing the wheel in such a short time.

We’re having faster turnover than the UK PM. Enough of this Euro lunacy, time to return our strength.

Management said that people are more productive at the office. Why would they start telling the truth now? Senior leaders are as trustworthy as a politician.

That's the post.

Another failed holiday with hardly any merchandising support. My RMS is so useless

It's either personal, or they're trying to push me to quit. Either way, it's become unbearable. I've only been here a year and a half, and I don't really understand the dynamics yet. I'd like to move to another team. Who should I talk to? Just to explore my options, if there are any.

Anyone who thinks there's a real plan behind all this, with every detail figured out, is kidding themselves. We've watched the same pattern play out, mainly cuts based on the bottom line, while bad managers and useless roles sail through. The only difference afterward? More work for the people who stay. And yeah, it's always worse.

I have noticed a pattern that is driving me crazy. The people who are best at dodging work and shifting their responsibilities onto others seem to be the ones getting promoted. At the same time, the dedicated employees burn out and leave, and eventually nothing gets done. Is anyone else seeing this, or is it just happening in my corner of the company?

Bad management and a dysfunctional structure make it difficult to serve customers properly, while leadership keeps preaching principles they don’t follow themselves. Add to that a toxic culture, and navigating this would be challenging with proper pay. With what we get, it's really not worth it when you think about it.

There is a massive gap in tech, telecom, and actual sales knowledge among the CSSC team leads. Instead of leading with real product expertise and honest solutions, they rely on manipulation and shady tactics to hit numbers, which completely trashes our company's reputation and customer trust. Their sheer ignorance about our industry is staggering.

Management constantly shows they don’t know the first thing about what we do, so they just make things up on the fly to cover up their lack of knowledge. For example, they clearly don’t even know the definition of the word empathy, so they just fake it by making up robotic, scripted lines that sound completely insincere to anyone listening. Out of pure ignorance, they will straight-up lie to customer service reps by feeding them entirely fake and false information about our products, claiming we have network features or hardware specs that are pure fiction, which leaves the reps totally blind when trying to help customers. They regularly feed reps fake details about product rollouts, forcing staff to pass along completely fabricated dates for products that don't even exist yet. On top of that, they lie to the reps about company policies and contract terms, meaning the frontline staff unknowingly pushes false product promises and looks incompetent because leadership doesn't actually understand the product line. And whenever management messes up internally, they lie to the reps and blame a fake "system glitch" or backend product outage to mask their own lack of technical understanding, using the company itself as a scapegoat instead of just being transparent.

This reliance on BS over actual competence is an embarrassment. It creates a toxic environment, ki-ls customer retention, and leaves the front-line staff to clean up the mess leadership leaves behind.

I’m a TL who is tired of this.

The constant layoffs, getting treated poorly, the “f* you attitude, acting like vipers, the politics, blaming all from management builds an incredibly toxic environment that we have become products of. When we push back and act short, direct and have the same “f” you attitude management needs to stop clutching your pearl necklaces. you built this, you made this environment. Do you not think we can’t get new jobs? We can, but not before we tell you to go “f” yourselves.

It might not stop there though. We are living in a very dangerous world and it’s important our managers watch their steps.

Remember - you made us.

Any word on if there’s going to go thru with in in New England? Should be soon, the higher ups are in for a surprise if they do. A lot of good talent will be leaving from what I hear..what a joke, let’s make this like 2005 and put these managers in the spotlight and talk about their cr-p numbers that we can easily look up. I can see director and above but individual managers !? Bye bye verizon for many if this happens

I'm the only person cut from my entire group, and when I asked my manager why, he couldn't give me an answer. He told me I was a top performer, that my skills were exactly what the project needed, and that the project itself is a priority. None of it adds up, and I don't understand why this happened.

Pay attention to these Middle Managers causing alot of these issues.....This is conservatively 30% of Fiserv issue. These manager don't even want to manage. It is for money or sponsorship. How is this fair to the reporting worker. I really no longer care but for the recent college graduates adapt and get creative. It will only get worse. Fiserv has some really really really really really really bad managers and they lie. The bad out weighs the good use to be the other way around.

Reportedly, a secret task force has been set up to prepare carveout options to give management more flexibility for asset sales.

This should be entertaining

I was actively looking for a new job, both within and outside of Verizon. My direct manager knew I was searching and even gave me permission to use him as a reference. After a few months of applying and hearing nothing back, I assumed it was just the job market.

Then, after about four months, I finally landed a position where I could actually use my degree, which had me genuinely excited. When I told my manager at Verizon, he seemed noticeably unhappy. At the time, I figured he was just coming to terms with me leaving.

About a month into the new role, my new manager told me I was nothing like the way my former manager at Verizon had described me.

“This n***a work hard but he ya typical white boy from the south”.

I’m from Brooklyn, the furthest south I’ve gone is Jersey, not counting Disney World, and I’m Puerto Rican. My old manager was sabotaging me the whole time.

Working at Verizon was an overall great experience, and it’s something I genuinely miss. That said, the company really needs to take a harder look at the people they place in management positions. The work environment itself was strong, but poor leadership can completely undermine that if the wrong people are put in charge.

With so many associates gone, who exactly are all these managers, senior managers, directors, senior directors, and VPs leading now? The teams that remain are extremely lean. It’s hard to understand why leadership layers continue to stay intact while cuts are happening primarily at the lower levels. At some point, you have to question whether all of these layers were necessary to begin with, especially now.

I’m pretty sure my boss is a re--rd and lacks the judgment and skill set for the role. He has a very childlike mindset and doesn’t seem to understand that putting people’s personal information into AI is a serious violation of trust. I go into work with the best intentions, but my direct manager consistently makes the experience frustrating and unprofessional. Basic decision-making, communication, and common sense seem to be a struggle for him, and it’s hard to see what qualifications or actual expertise got him into the position in the first place. It honestly feels like the rest of the team is constantly compensating for his lack of competence instead of being led by someone capable.

CSSC New York

This is crazy.

The sole purpose of D&S is to ensure that Hipos rather than the most qualified candidate is selected for the best roles. Ranking follows role meaning that your ranking is highly dependent on your role being visible and valued by management. The cycle perpetuates.

This might only apply to software engineering, or even certain departments, it's hard to be sure.

But if you're using any of the AI tools, especially Cursor, they come with dashboards to tell management how tokens you're using, how much of your code is AI written, etc.

They are monitoring this at the Sr Director level and above.

I'm already hearing stories of managers and directors being forced to justify to their bosses why they should keep otherwise good employees who's token usage isn't high.

Of course, Cigna has to pay for the tokens. The AI companies have us (and most of the industry) convinced we need to give them as much money as possible by using as many tokens as possible. It's as ridiculous as a for-profit electric company convincing you to waste electricity.

I think most of the managers know how d-mb this is. But it's not like managers and directors aren't also being let go. Even if they think this is d-mb, your manager is going to go along with it.. They already gave rid of the ones who wouldn't.

That's not to say there aren't still some good managers taking care of their employees as well as they can given the circumstances.

For example, if someone gives you training, or has to learn something new, and then you get laid off, you might think that was d-mb and a waste of company resources. Sometimes that is a case of the right hand not knowing what the left hand is doing. But sometimes that's your manager doing what they can give you the skills they think you'll need in your next job after they're forced to lay you off.

Why is it that I always get some job that I didn’t ask for and that I don’t want? Nooone ever explains to me why the job is a good next role. Has been happening for 20 years now.

This is 1000% Wells Fargo today: The most dangerous workplace bully isn't your coworker, it's your manager. Because when the person targeting you also controls performance, documentation, and reputation, it's not conflict, it's leverage.

From my experience at Oracle...

Stop sharing your big ideas or new project concepts with management. Most of them honestly don’t understand the real technical depth behind the work.

They rarely join brainstorming sessions or real idea discussions. They only show up when the final result is ready. They don’t want the struggle or hard part of building something. They just want the finished product handed to them so they can approve it, sign the document, and take the credit.

If you suggest new ideas or projects before having complete results, management might even start seeing you negatively. And honestly, a lot of these managers can’t even get proper resources or support for their own teams. They have just something called Managerial EGO.

They love starting trendy discussions around hackathons, POCs, innovation, learning sessions, and all that. But most of the time, they only know the buzzwords because they heard them from someone else. They build vocabulary, not actual understanding.

At the end of the day, you’re there to finish the work assigned to you.Not to help management look smarter using your ideas. Some of those ideas could actually become your own startup someday and make you far more successful instead of helping useless managers climb higher.

Much of management has proven they are clueless, sociopathic and pretty much stupid when it comes to real analysis of what will and will not work when it comes to the network. And for those few that know better, they are spineless and will not speak up to stop the insanity. It would not surprise me for there to be mass layoffs if/when a handful of Elon's satellites get deployed and VZ jumps the g-n firing people with the thinking they will move customers to the satellite system. The facts are that the satellite systems will help the rural areas, and probably have some [more] governmental applications (more spying on our citizens), but high traffic areas will still need ground based cell sites. See the question asked on Google, and the response (bottom line - the pipe is not big enough to serve lots of people at the same time, and too many satellites would be needed to make it work).

Here is the question posted on Google (if you want to ask variations yourself):
How many simultaneous users can be served with 5 mbps download speeds on a single satellite (all beams) using the latest satellite and mobile technology and 100Mhz of bandwidth?

And here is the answer (NOTE the last section):

AI Overview
With 100 MHz} of bandwidth of bandwidth, a single satellite system with the latest 5G and mobile technology can serve between 4,000 and 12,000 active, simultaneous users (depending on the use of spatial beam multiplexing) at a guaranteed 5 Mbps download speed.
The Breakdown
To calculate how many simultaneous connections can be maintained, we must look at the mathematical throughput and spatial reuse of modern Non-Terrestrial Networks (NTN).
Spectral Efficiency: The latest 5G New Radio (NR) standards have a high spectral efficiency, delivering roughly (3) to (6\text{ bits}) per second per Hertz.
Total Per-Beam Throughput: For a (100\text{ MHz}) channel (the maximum standard carrier component), a single spot beam yields a peak capacity between (300\text{ Mbps}) and (600\text{ Mbps}).
Active User Allocation: If every user is actively streaming or downloading at exactly (5\text{ Mbps}) without sharing, a single beam can support (60) to (120) continuous, simultaneous users ((300\text{ Mbps} \div 5\text{ Mbps} = 60) users).

Scaling to the Whole Satellite:
Satellites multiply their capacity by reusing the same (100\text{ MHz}) bandwidth across tens or hundreds of spot beams directed at different geographic areas simultaneously (frequency reuse). If a high-throughput Low Earth Orbit (LEO) satellite utilizes 100 simultaneous beams, it can support between (6,000) and (12,000) simultaneous active users across the globe.

Especially if you're right or your idea is actually good. You'll either get punished for it or watch someone else take credit. Learned that the hard way. Just let leadership, your manager and above, wallow in their own bad decisions. None of it matters to you anyway.

They aren’t even hiding it. Their LinkedIn profile is literally calling it the RedLion Takeover. How many Optimum stores are literally still in-house? The sad part is all the metrics show that the RedLion stores are doing better than the internal stores, but who knows if he could trust their numbers. Probably all fake to justify to takeover.

Everything is urgent. Cost is all incompassioning. Technical engineering excellence is non existent and unimportant. Add more trackers and layers of weak yes men management.