#management

Leadership keeps treating employees like cr-p, and we're just supposed to be okay with it. We have two CEOs, endless bureaucracy, bloated management, and a company direction that makes no sense - but somehow the problem is never with those above us.

A union would finally put a stop to treating employees like pawns, and force leadership to make real strategic decisions instead of hiding behind short-term tactical ones.

FIS has spent years shrinking after two big strategic bets that have not paid off as promised. The shares are about thirty-eight dollars, down more than forty per cent in a year. Headline profits look strong only because of a one-off gain on the last of Worldpay. Debt is still around twenty-one billion dollars after the firm bought Global Payments’ issuing business.

Staff numbers have fallen from about sixty-nine thousand in 2022 to forty-four thousand. There have been repeated job cuts, and many American roles have been moved to Cognizant or offshore. Chief executive Stephanie Ferris is paid around twenty million dollars a year while the share price has slumped.

Worldpay was a strategic failure of management. FIS paid tens of billions in 2019 for a merchant business that did not fit, destroyed a great deal of shareholder value, and has since been sold off in pieces at a much lower valuation. The Modern Banking Platform looks like a second failure of the same kind. It was built from scratch as the cloud-native core that would replace the old IBS and Horizon systems. Years on, the platforms banks are still buying, and the ones Gartner still ranks, are mainly Horizon and IBS. FIS has stopped actively selling MBP as that replacement. The marketing site remains, but the commercial centre of gravity has not shifted. Building a new core from the ground up is costly, slow and risky. Money and people went into MBP while the installed bases that actually earn fees were neglected, then the firm cut staff and moved work offshore.
The current cuts are the aftermath: tidy the portfolio, lift margins and cash, get debt down, and perhaps sell the weaker capital-markets bits. Selling the whole company is possible later if the shares stay cheap, but it is not the official plan. Customers feel it where a promised next-generation core never became the main product and experienced people leave. Worldpay and MBP were not bad luck. They were management choices, and the leaner company now is what those choices cost.

Throwing stuff against the wall & expecting it to stick. The company hires contractors for things nobody wants to do and nobody can do. Where is the logic there? They treat people like C***p too. No respect. TRAIN your own people & GET RID of the idle Middle Managers that know nothing & hire the consultants.

Expect it on Monday.

Meta is recalling some employees to management positions within its Applied AI division. This move represents a partial reversal of the company's recent strategy to reduce middle management. The program is voluntary for affected employees. This initiative comes after Meta previously downsized its workforce and management ranks. The company has not commented on this development.

Menlo Park, California

https://www.businessinsider.com/meta-asks-some-ai-employees-to-become-managers-again-2026-9

Supervisor here. There was an unspoken agreement between employees and supervisors that when people were NRE we would put them in NSI to protect the team as a whole. Most employees were ok with this. Now that NRE is gone if we put the NRE engineers in NSI they will lose their retiree benefits so we are forced to put younger people in NSI. Supervisors trying to figure out what to do as they keep taking away the few levers we had to make their sh---y assessment system work. Do the math. If two NSIs in 5 years means automatic firing there is no way to protect everyone. If you have a group of five people and everyone takes a turn being NSI, after year five you have to start firing people. This is what they want.

There are several examples of people telling the board lies to further their career and then dumping it on other people to either try make it work or take the fall when the truth comes out. Sadly there is zero accountability for those who told the lies. The organization is currently tieing itself into knots to try make some things work that were big time oversold.

Product teams had reorg and some managers have been moved to IC positions. What happened? Anyone?

Fire mid level managers; get rid of CTO and CRO; raise front line worker's salary.

There is no time to wait. PLEASE ACT! We are waiting for your actions.

I wonder why

What’s the maximum number of years a manager can stay in their role? I remember my first manager telling me it’s usually around three years, since company doesn't want the same person ranking the same batch of employees over and over for too long.

We have a person at our store is the d-mbest and does not know anything went to district manager and cried like a baby to become the pro specialist.. I guess if you want a job in the store just go to your district manager will make it happen so nobody can interview for the job.

Seeing posts mentioning cuts in management next month. Does anyone have any information on this, and will it be senior manager cuts or assistant managers?

I don't want to say this for long time but I have to....

I noticed most of top Indian managers are ego-istic. Even a small spark triggers them a lot and try to punish their employees.
They just want a person who wash their a and lick their *** and don't go beyond them. The top management layer also fuel their ego and just maintain the status quo.

How long you can maintain the status quo of 15+ year old technology. They simply drag and just sign if some one brings new concepts with their names. H1b's are mere slaves in their pockets who add fuel to their ego as they can't question or go beyond them.

If you raise a question, you are the first in the hit list. The hit list is usually an excel sheet given by manager to top management for layoff. The layoff is always your manager's choice. If you challenged your manager's ego he keeps account of it and move you to top list.

How do you identify you are on hit list ? your work is offloaded. You don't have major chunks to do. You don't attend any major meetings. Your manager is not taking you to any external team discussions. Your manager/lead always asks you to document your work - Always these non-sense cheap politics. If you see any of these better prepare your bag and move on.

Oracle is building a mud house in ocean with donkeys than horses.

After all this -> https://lnkd.in/p/g_Ra3Znm IBM management still laid her off (my guess is manager had a target number and he had to save his a-s). My problem is with this narrative of large tech companies (IBM in particular for years now) even with quarter on quarter profits doing selective layoffs to protect their executives and their bonuses (not a real layoff in the sense) and we go on linked-in and praise them and normalize it , where does this really end (cause everybody now start doing the same since they know nobody can go bad mouth them in public) because of their sheer size and need to be visible and employed through linked-in.

Verizon is stupid because instead of offering a VSP package to those that are ready to go and have already mentally checked out and won't leave until they get a "RIF package". They lay people off that care about the company and those that are energized and proud to work at Big Red. So they lay off the loyal employees that want to work their and keep the dead wood that don't produce any output other than gas and they don't want to be there anymore. Management does not want to offer VSP, they want to choose who gets laid off. Stupid.

When management is asked about radical operational changes and how it will affect the future of those people and they respond "I don't know", they absolutely DO know and it's time to get out now and let it die. 3+ years of 1% raises is ridiculous. I've given three decades to this business and I'm done. Time to go be part of some mindless industrial machine and make WAY better money. Journalism is dead. Local media is dead. Until a station is run by a single employee, Nexstar will cut and cut until that one person is then running two or three stations. Maybe a 1% raise if they're lucky.

Can anyone explain the recent and upcoming changes in IBMC?

How is this going to impact b6 to b8?
I've read the announcement but still have no clue what's changing beyond my manager.

1 month sev for year of service?

For the rest its still bad, no increment. Falling stock. What else?

I have a piece of sh-t lead that is bullying based on age. Any suggestions ? Management was worthless.

Do employees know there is a direct correlation between share price and employee layoffs? This Board and management team has destroyed any value in this company which constantly drives the value of PayPal lower. Now we seem to be relying on lowball buyout offers to give us any hope. I have lot of company stock from the 7 years I’ve been here and it constantly goes down. Even if they sold the company for $90 a share I would still lose money over a 7 year period!!!!! That is absolutely nuts.

People that cant do, instead work in risk telling everyone how to fill out paperwork. Because there is no communication in risk either, you wont get the same answer twice. The org is rotten from the head down.

My supervisor dropped me like a rock in the ranking this year without giving me any heads up. Had me relocate to a new group in a new city. Now I have to stay for 12 months with no possibility of a meaningful raise or repay the relocation costs.

We didn't realize we were slowly being spun off into Visteon. We thought we were actually part of the real Ford Motor Company but the rest of Ford sort of knew the deal and made fun of us. Sometimes, right to our face. The managers wore cheaper clothes than the real Ford managers wore.

AVPs and fake directors...you're on the clock!

Management are actively trying to suppress promotions; and trying to plant the idea that lateral moves are "just as good" in terms in career advancement.

The target is to reduce PSG 24+ by 30-40% over the next 3 years. This will be mostly natural attrition. However, it means that there will little, if any, promotions to these PSGs.

Management are exempt from these rules and will continue placing into PSG 26,27,28,29 are per usual.

Technical Career Ladder employees are doomed.

To XOM managers: I do not care who put you in those positions or how you got them. Just follow three basic rules, keep three zippers closed: your pocket, your mouth, your pants. Simple.

We care about your responses but we’ll ignore your top concerns and focus on the rest

Boss just told us we can't work more than 8 hours a day. Like sometimes I would work an extra 20 minutes or so to finish a review and get OT for it. Now thats all done. Anybody else been told this or just my boss being a witch to get a higher bonus?

Why do we have some supervisors with such small teams? Why not combine teams so that team sizes are reasonable and above a minimum number. It makes no sense to carry the overhead of a supervisor for a small team.

Has anyone heard that there will be a management surplus notification on September 18th?

FIS is preparing of next wave of layoff before Oct 16. The target is to have lean middle management. Non technical managers in IT services are being consolidated. Each manager will have at least 2 teams. Next 30 days, the managers are asked to provide details of projects they handle.

The projected number is 1000 employees. This is last layoff event of 2026. After that- blackout period starts where there will be no changes due to holiday season.

The amount of TOAs we’re sending back to Robinhood is hilarious to me. We had a bubble where executives tried to take credit for the huge pandemic growth, but we left the wrong people in charge. I can’t wait to see the top scratching their heads when we go back to the size of Schwab. I am only staying to watch management deal with the consequences of their actions

I've been here six years and had three managers, each worse than the previous one. Is it mandatory to be an a--hole with barely any knowledge of your job to become a manager here?

Do they know something others dont?

We have a serious problem, and it is hurting American society. My Indian manager’s manager is sitting in India, and there is a lack of work ethics throughout the management chain. There is no real work-life balance, and this management culture is simply hurting American workplace culture.

With the shift toward AI, we should no longer be relying on H-1B employees in the same way. We need to reduce unnecessary layers of management and put more resources into engineering - hiring and retaining people who can actually code, leverage AI effectively, and deliver results. We need fewer managers and more capable engineers who can build.

Second-line manager here.

We’re getting pressure from above to put some team members on PIPs.

There are likely to be a lot (and I meant, A LOT) of RAs before December.

Stay safe, guys.

AI PROMPT:

Please create layoff plan for ATT to make it profitable. Trim out unnecessary management levels and identify areas of C-level management that needs replacement to boost employee morale.

If cafeteria food is not great and your EC even thinks its awful, you feed your entire company anyway? Great management!

Why are supervisors constantly traveling to Bangalore? I thought the whole basis of the model is remote support works. So why do they constantly need to be going there in person? What do they do while they are there?