#management

Be honest , how much say did you all have in the recent RIFs? Or did we really get selected by a program based on years worked and salary ? I say the managers had a say because my manager fired 3 black people. What are the odds ??

I see people relocated to berkley heights from all other states including countries, for what? for their stock value to drop over 70% , work in the noisy office 9 hours 3 days, and waste time, most of the products are legacy and need atleast 7 to 10 people to keep them running, no innovation, and they make it look as if they are one of those trillion $ companies like Faang or Nvidia, VP's and SVP's just satisying egos , giving 1- 2 % increments to people working 12 hours a day to keep the lights on, That is fiserv. product managers non stop talking from 8 to 8 with zero innovation, and knowledge , may be they wanna retire here doing mundane work.

I ended up being part of the November RIF at Optum, which actually worked out in my favor thanks to my team lead. I had already told my manager in September that I was planning to retire in October. She let me know about the upcoming layoffs and suggested rating me at the bottom of the team’s performance list—even though I always score highly—to ensure I got the severance package if selected. It was a risk, but it meant I was part of the RIF in November. Big thanks to Optum for essentially providing me with a six-month retirement bonus! Nice to see they are not verifing the information provided to them for RIF selection. Truely an indication of how good upper management is really doing.

20 orange suited people carting 8 bodies around an 8 seater jet. What sense does this make for a brand video wtf.
"Turning proficiency into exponential momentum".
I think they edited the part out when management drove over the engineers on the DXC

Word on the street is that CVS Caremark is laying off staff including management due to "restructuring." Offering rehire in other positions at lower lay lol Fu-k this company

Open the email and it says: This domain is used to teach employees how to recognize and avoid phishing attacks. This page is here to let you know that this is not a malicious web page. The email that led you here was likely sent by your employer as part of a training program.

So for this time of the year all the management can do is reward us with a fake gift card.

The silence in Honeywell is concerning. The more I think about what is coming next and seeing how much staff cuts are happening, a shrinkage is inevitable. There are only two paths that seem possible:

1. HON LT and BoD already have some transformational M&A of some type of a mega merger or mega acquisition in the works to shape the new narrative, or
2. Focus on the Aero split just like GE did and then handover Honeywell to a new CEO to drive the next phase of transformation to a different company.

What do these mean for staff? What else could happen next?

Nowhere is safe in this economy but in over 7 years with PepsiCo my conclusion is this company is one of the most unstable I’ve ever been associated with. And unlike some that made cuts for somewhat plausible reasons - like industry downturns, natural disasters etc, with PepsiCo it’s their approach to prosperity: cover up for blatant mismanagement by senior leadership by slashing rank and file workers. Horrible business model.

An on point post by @a7+1kc2hcctd.

Hertz will enthusiastically fork over a six-figure salary for the prestigious privilege of “leading” people on Teams—usually squeezed somewhere between your mid-morning nap, your daily Starbucks pilgrimage, your hair appointment, a quick load of laundry, a light workout, a heart-to-heart with your work-from-home spouse, and—naturally—your semi-professional pickleball training.

All while the company is basically on fire. Why visit a location when you can watch the flames from the comfort of your couch? Besides, going onsite requires effort, pants, and possibly arranging a babysitter. Absolutely not.

And here’s the best part: you too can snag one of these do-nothing, add-no-value positions. The secret formula? Olympic-level a-s-kissing, a PhD in micromanagement, and the uncanny ability to write “notes” like you’re transcribing a Supreme Court hearing.

Wondering how to land one of these cushy roles? Easy. Hertz will invent a work-from-home, zero-deliverables, six-figure job just for you—as long as they like you. So warm up that nose, dust off those “Excel skills,” and practice looking extremely busy while accomplishing absolutely nothing.

Dreams really do come true.

Good luck with that. My manager is just writing people up to fire them with cause - and then replacing them with offshore labor.

Is this really happening?

Post after post, thread after thread - I have to correct you all. We hire companies like McKinsey to cut middle management (Dir - VP). Then we "re-org" the remaining headcount (you) as we see fit and fire people managers, and a few of you who speak up too much or we just don't like. Next we go on TV and side with liberal causes to seem woke (wait that stopped, with Chaz...lol never forget that city and M's comment on the 10th or J riding the Segway into the board during his "off air") due to lawyers in DC telling us to with the new administration, so we instead team up with Starlink...but Elon went on TV yesterday saying his $800B val is too low...why because he is ripping the technology off of T-Mobile (and plans to end us with DTC). So with that Morgan drops us $20 today, but it's not over. Stock will dip to $165, test back to $180, and the down to $140...but wait there is more. We will end Prepaid in 1-2 years. Then we will back out of KC/OP slowly lifting us back to $155. But they will realize we don't really do AI, we are a Consumer group of AI, not a Business group...so our stock will test $121...remember? But that's not it...Technology continues to improve, we will cut all of TFB, and start giving away internet and iPhones for free, because we have no other moves...but this destroys our ARPA and eventually..other enter this market with real adjacent businesses and who know AI revenue (not cost), we...go down to $80...well and then we get bought out..at $120/share by Elon....

Yes I am the Real Slim Shady, I am the Satoshi Nakamoto. Want to know anything, ask me...I will reply.

Ding Do-g the witch is dead!!

After 2 years of complete mismanagement including the firing of great leaders and workers, Sandy the bully cried her eyes out on today’s town hall. No sympathy and good riddance.

This is usually a place for bad news but this is the best news I’ve heard in a while.

Hopefully Moira is next.

Congratulations Canon, every business school in America will be teaching the “Google Disaster of 2026” case study for generations to come. You will join the likes of Enron, the “New Coke” disaster of the 1980’s, and “Rank & Yank” at General Electric as classic stories of failure and controversy.

The essence of the problem is that the decision-makers do not know, or care, what goes on within the organization. They do not know the tools or use the tools. All they see is the price tag. Need a PP presentation? Secretary will do it. Need a report? Let the bottom feeders pull it. All they say is “collaboration this, collaboration that”. Dude, you can’t even send your own effing emails under your own name. Collaboration doesn’t mean let others do everything for me.

I respect the leaders of small businesses who are in the trenches everyday, hands-on with the daily operations, knowledge of all the systems and processes. Yes, these honorable, hard-working executives do exist, I’ve witnessed it firsthand during my career.

I am absolutely disgusted with how out of touch the decision-makers are at Canon. They don’t care, so neither should you. That’s the way I see it. When employees become apathetic, that’s when the business ceases to exist.

Directly from Google Gemini:

“While Google Workspace is a strong choice for small to medium-sized businesses and those prioritizing real-time collaboration, it may not be appropriate for all large corporations, particularly those with specific needs for deep, complex features, high-level compliance, or existing Microsoft infrastructure.

Potential Shortcomings for Large Corporations:

Feature Depth: Google Workspace applications, such as Google Sheets and Docs, may not be as fully-featured or powerful as traditional desktop applications like Microsoft Excel for complex calculations and specialized functions used by power users.

Existing Infrastructure & Compatibility: Many large enterprises are already deeply integrated into the Microsoft ecosystem (Active Directory, SharePoint, etc.). The cost and disruption of migrating to Google Workspace can outweigh the benefits.

Advanced Administration & Security Controls: While Google Workspace offers robust security and admin tools, Microsoft 365 is often perceived as providing more advanced, granular administrative controls and a long history of enterprise-level security built for highly regulated industries (e.g., finance, healthcare).

Industry-Specific Compliance: For industries that require strict regulatory compliance, the perception is that Microsoft 365 offers more comprehensive and established features, though Google does provide contractual commitments and capabilities to help address requirements like EU data protection laws.

User Inertia: Resistance to change from employees accustomed to the Microsoft suite (Outlook, Word, Excel) can be a significant hurdle to adoption, leading to potential training issues and reduced productivity during a transition.”

Next level cost cutting will happen for sure. Jan 1-20. Get ready with your resumes

Gotta make sure you stay on the right side of management

Dan said he won't use Slack. If my little green light isn't on I get an inquiry as to why not. Now I will just tell the bosses to go Slack themselves.

mas Reviews
Category Pros Cons
Work-Life Balance Some report flexibility and work-from-home options in certain office roles. Generally poor; long hours (often 60-80 hours/week), inconsistent scheduling, and difficulty taking time off are common complaints, especially for field technicians.
Management & Leadership Highly supportive managers are found in some individual teams; safety is often prioritized in the field. A recurring theme of disorganization, lack of support, poor communication, and high turnover among local management.
Pay & Benefits Good benefits package (healthcare, 401k, PTO) and weekly pay are frequently mentioned as positives. High pay and per diem for traveling roles. Many field roles are "piece work" or commission-based, leading to inconsistent or low pay, especially during slow seasons or with job cancellations.
Career & Growth Opportunities to learn valuable trades and gain hands-on experience. Career growth can be stunted by a lack of clear paths and favoritism; high employee turnover rate is a notable concern.
Customer

"If your company isn’t keeping up with AI, let me give you the real reason:
You don’t have enough Jacks

You know exactly who “Jack” is:
the builder, the doer, the one who actually ships things while everyone else schedules another meeting to “align.”

But instead of hiring more Jacks, most companies do the opposite:

➡️ They create an “AI Center of Excellence.”
➡️ They hire a “Head of AI Strategy.”
➡️ They add two layers of managers… before writing a single line of code.

And then they wonder why innovation is slower than a Windows XP update….

The truth is simple:

Too much hierarchy ki-ls AI velocity.
Not because people are bad… but because every new manager means extra decks, extra approvals, extra reporting, extra politics and zero extra innovation.

If you have a team of strong senior builders, you don’t need ten managers.
You need to get out of their way and let them build.

This is why startups move at light speed
And enterprises move like they’re being pulled by a tired horse

If you want to win in AI, stop collecting titles…
and start collecting builders"

This could apply at FIS to AI, account management, cio, marketing, commercial management....
FIS keeps firing the builders and doers and adding more CEO minus two level chiefs, each of which then expand their empires and hiring, turf battles, demand more internal reporting....

For the last 6 months, I've seen so many people getting fired and all very senior management too. Like just boss is not fired. 3 people above them got fired. And the whole team is now getting renamed and all that. The new people even don't know the product and capabilities.
Some people were really great leaders and they were like in BNY for 18 years and so.
I don't think they're firing people in lower level but feeling nervous.

Folks laughed at me when I warned my coworkers that FISV was a $60 stock dressed up as a $230 fantasy after the NYSE move. The signs were obvious: manipulated optics, a dying point-of-sale market, hemorrhaging top talent from core banking, and an obsession with squeezing every last accounting trick to fake financial health. Fast-forward to today, the lipstick finally wore off. I had hopes for Mike, but his decisions speak for themselves: he’s following accountants instead of customers, chasing short-term numbers instead of long-term stability. Infinite Group is nothing more than a payroll-tax dodge to inflate EBITDA, a temporary illusion that collapses once the tax tools run out. By 2026, they’ll have nothing left to hide behind. This stock is heading to $30. As someone from a family of attorneys, I’m stunned no employee has sued for blatant misclassification designed to dodge IRS obligations. It’s astonishing they’ve gotten away with it this long.

As for Ryan C, don’t insult your associates by stating forming strategic alliance with infinite for best practices. Heck, many don’t know who they work for and who their manager is just a sweat shop, as long as the timesheet is submitted by Friday.

Is anyone else out there also a survivor of SA from execs at Robert Half? happened to me twice — 2009 and 2020 — both times by direct bosses. told my current manager and she literally just replied asking for more Jo’s. Forbes top employer.

I hate that now everyone is an “associate” or a “leader”. Show me one manager that’s a “leader”, in my group and I’ll have a heart attack. Classifying everyone as manager and peasant is very blue collar of the firm.

Layoffs are now happening in the UK as the latest disaster to be of build and run teams is forced upon the UK business.
The patients are running this asylum.
SLT driving poorly thought out changes to hide the car crash that is onedev and pass blame down the food chain.

My boss told me his manager put me on a IP. It started as SP-L but got downgraded to a full IP. The result is no raise and half the bonus. He doesn't have any specific critique, but said his boss wants me to be more visible and on camera in meetings.

Any management willing to state what city they work in that they had to choose someone to lay off for 12/18?

I had to sacrifice two members of my team in OI, and I am absolutely disgusted by it. They did nothing wrong, and if I hadn’t submitted names, my manager would have.

I’m so sorry for everyone who will be impacted right before the holidays. Please don’t wait to get the notice—start applying now so you have a pipeline of opportunities going into the new year.

Is it just me, or is the management intentionally going out of their way to make everything harder for us? It's like they think adding more unnecessary layers to further complicate things is the best thing since sliced bread. What the he-l is happening with this place?

0.5% raise AFTER being an exceptional performer????

I got much higher raise when I was SP last year.

Yes the higher bonus was something I expected.

But negligible increment seems like a strategy to keep employee on their toes and live in uncertainty about their future bonus.

My manager seems to be the biggest snake, how the he-l does base pay raise work????

How much did AT&T lose on Time Warner and DirecTV?
Months before it sold Warner Media to Discovery, it spun off the satellite broadcaster DirecTV, another prong in AT&T's media strategy, with a loss to shareholders of about $49 billion. By The Times's calculation, between the Time Warner and DirecTV deals AT&T has squandered close to $100 billion!!!
How do we lose soooo much money and still have the same dum dums at the helm!???

I hope a manager can answer this question. How does this work?
Who decided how many headcount need to be fire?
It it decided by corporate HR , manager level, VP, or some other department?

My guess is plenty of first and second line management are going to have tough conversations this week.

Where or how do we return our laptops? Do we initiate it or does our manager?

Management just took our lunch table and barricaded the printer access with it. Apparently they are going to sit their all shift and we cannot present a quote without their approval. Half expecting the bathroom access next and cant gain access until sell a BYOD+

Please keep it civil so the thread stays and does not get nuked.

Why does Wells Fargo continue to promote managers who run teams through intimidation? It makes no sense to me that people who rely only on yelling and threats are seen by those higher up as high performers, but apparently they are, because it keeps happening.

New Role made up for Chief Digi officer Russell Jokes, where to they make these up, and a remarketing colour for the logo.

Another millionaire on the board, and millions wasted following on from Mary. Nobody knows who DXC are.

We desperately need a Union to combat the management we have here. They are out of control and we need to collectively fight back!

So let me get this straight…

We don’t have any assigned desks but…

1. You can book a desk online
2. If full, join another IDT neighbourhood
3. You aren’t allowed to use other available areas in the building on a regular basis (LOL)
4. In high demand days you will be told which days to work from site
5. Attendance owners are tracking you

This is all absolutely ludicrous and ambiguous on purpose so they can say you weren’t “following the rules” and give you a lower rating at the end of the year.
And they get to determine what it means.

I’m very curious to see how many people worldwide will actually abide by this. I suspect it will not have the effect Wael is hoping it will. After all, you can only inflict this type of pain only if people let you.

After the backlash from trying to take away the purchased vacation, I hope there is a backlash here too. These rules aren’t for the betterment of the company as a whole, it’s Wael’s way to inflict attrition for people to leave on their own accord or to justify laying off.

These “rules” aren’t taking us to better long-term investments, it’s not taking us to better acquisitions.

The same disastrous decisions of burning cash through stock buybacks are being done by Wael all while telling us we can’t sit at the cafeteria if we want to.

“Only then use other available areas”
Only then when? Once? Every time? For a week? The wording is intentional.

It seems to me, Wael doesn’t need any workers at all, he seems to believe he can run the company all on his own. Maybe we should all listen and let him do it.

From where I sit as a person who worked for a company that TU acquired a few years ago, almost all of the technical engineering staff with knowledge and experience of major technical systems that keep the business running have been laid off now. All of the TU staff (mostly contractors from other countries) that have stepped in to learn things still have no clue of how things actually operate even at a basic level. Most don't care to learn or don't possess the right technical and business skills and they rely on those who actually built these systems from the original companies that were acquired to do the real work. But now almost all of those original individuals from legacy companies are gone after many rounds of layoffs.

We're talking about extremely technical systems that interface with thousands of other companies that we have legal contracts with to receive information from and process it every day. Millions of records which generate millions of dollars for TU are being handled by a skeleton crew of incompetent TU staff and contractors now. Not to exaggerate but its now equivalent to a McDonalds fry cook doing complex brain surgery in a blindfold. Yet all of the middle-management play it down by saying, oh it's easy, it's not complicated, and we can handle it. Yet even years later, they still can't complete 99.9% of their tasks without the help of those who were laid off in recent rounds who wound up doing all of their work for them. No matter how many times they were "trained" on something, most still don't grasp what is going on and don't understand these parts of the business.

I have a feeling that very soon those poor companies that partnered with TransUnion to use products and services are going to quickly discover that TU has made blind upper level decisions with no real clue of how things actually operate, what actually they do, how much money they are making them, or who knows how to run, build, and maintain these systems. We were told years ago that this OneTru thing is the answer to everything that all the legacy systems would be migrated over to it within 1 year. Well it's been several years now and we are still operating on the same legacy systems with no end in sight for OneTru. And TU has no one left now that can properly support the legacy systems, fix partner issues, and keep them running after layoffs. Luckily many legacy systems were finely automated, but who is going to be there now when something breaks and partners of TU are going to be ringing the help desk phones off the hook? Are they going to answer and say the truth? "yeah, sorry about that, um we just laid off everyone that knows how to fix your problem, sorry but we can't help you."

It doesn't take a genius to figure out that this is bad business 101. If you want to know what is keeping your business up and running between your golf matches, then talk to the actual people that have their hands in it daily and keep things running for you instead of laying them all off. Don't talk to middle management because all they're going to say is what you want to hear which is a farce, "No worries boss, we got it all under control. Sure, we can do that, we can do anything you want, go ahead and make your cuts, no problems here." Middle-management here is the worst I've ever seen. Have you seen the movie "The office", TU would make the perfect sequel.

Being laid off this round would have been better than staying. The difference between those who were laid off and the existing TU people is that we actually care(d) for our partners and our customers. We treat them like family and bend over backwards to help them when problems arise. We realized the value in those relationships. But all I've seen from the TU staff is incompetency, delegation and arrogance. They just keep playing their corporate games and it's going to bite them hard real soon when the ship starts sinking and everyone who knows how to keep it afloat has been laid off. Mayday.... Mayday... Mayday...

This was too good to stay buried in the replies. The OP is @rm+1kbn0zf88.

Stankey unloads Time Warner at a massive loss and passes on this loss to employees. The new owners of Time Warner start a bidding was and make a massive profit. Well done Stankey. Can’t even blame it on Stephenson - divestment if Time Warner is on your watch.