#management

Pretty please? Aren't they supposed to make our jobs easier instead of harder? Why is NS determined to just promote or hire completely incompetent people? Why?

Are your managers encouraging or discouraging taking your half day Summer Fridays? With all the layoffs, I have more work than I can handle as it is.

The recent quarterly meeting Q&A made one thing undeniable: management has a severe employee trust deficit. With this morale, getting 2-digit growth rate is impossible.

I’m in COO and just noticed some senior managers’ titles changed to senior leads. Anyone have insider scoop on reason for this approach? Is it rolling out everywhere? Does this mean the goal is to remove a lot of the middle management? The senior managers in this scenario have small number of direct reports, including some senior leads.

It’s officially time to panic. The company continues down a death spiral. Management is getting desperate. They have no answers, except get rid of people. This will be their revenge tour for the poor survey results.

Long time employee here. I have never had a supervisor make goals, training plans, or anything else with me let alone document anything in Career Connect. All they want is an update so they can pretend they are in the know when they talk to their boss.

BP will need to remove existing detrimental management and simplify its operations.

Pretty impressive reduction in leadership recently. Who is next? Will our favorite Bette Noir be shown the door? KD is a survivor and worthy player

He has no clue how to run Fiserv. Dhivya has too much power and is useless. Takis is out and about and never acknowledges he works for Mike. He is plotting to take over. Mike is losing power every day, he is doomed as much as the path he has Fiserv on!

How does everyone feel about their manager at Cisco? I have never had worse. The engagement pulse, the 1:1 meetings are so fake. The lack of even trying to help with a question is staggering. On the recorded team meetings you hear from managemnt “if you need help with anything, reach out”, but when you reach out you get sent to someone else or you just get a “no, not possible”. There is noone else to go to, because everyone is on the same page.

So many layers, so much waste.

We have, by far, the worst recursive management hierarchy in the entire industry.

And they know it.

What a disaster! Laying off smart people and moving roles offshore for cheaper labor. No accountability. It's a circus! A CLUSTER----. BAD MANAGEMENT. They're coming for you next. Get your resumes out.

Been here for 19 yrs & the nepo babies just keep being hired !!! W/O naming names, there is this RVP who hired his best friend who became RVP. Then, the first RVP hired his nephew who was a disaster that lasted 4 yrs then hired his next door neighbor & she lasted 9 months. I believe RVPs are still there & the second one is incompentent. Lacks basic skills. Terrible hiring manager. Turnover under them is like 200%. But keeps getting pay increases and raises b/c they are best buddies.

Nepotism* is the practice of giving preferential treatment to relatives or close personal connections, especially when it comes to jobs, promotions or other opportunities. In a workplace setting, nepotism occurs when personal relationships influence hiring, advancement or day-to-day decisions, often at the expense of fairness and business transparency.

That favoritism can take many forms, including:

Bypassing formal hiring processes
Awarding promotions or raises without clear justification
Assigning desirable projects to favored employees
Offering preferred schedules and flexibility
Erica Salmon Byrne, chief strategy officer and executive chair at Ethisphere, shared a straightforward example: If a hiring manager fills an open role by quietly hiring a family member — without posting the job or considering other candidates — that’s a clear case of nepotism.

Research shows just how common — and impactful — these dynamics can be. Opportunity Insights, Harvard’s economic mobility research group, found that nearly one in three Americans will work for a parent’s employer at least once by age 30. In those cases, young workers earn about 20 percent higher wages than their peers without the same connections.

Types of nepotism

Nepotism doesn’t always look the same. In most workplaces, it tends to fall into a few common patterns. Understanding those differences can help you identify what’s actually happening and why it may be causing problems.

1. Reciprocal nepotism

Reciprocal nepotism occurs when a family member or close connection is offered a role and accepts it because of personal obligations rather than qualifications. This often stems from cultural expectations, loyalty to family or a desire to preserve relationships. When favoritism goes unchecked, reciprocal nepotism can become “just the way things work,” making it harder to draw clear lines around hiring and promotion decisions.

1. Entitlement nepotism

Entitlement nepotism happens when someone believes they deserve a job, promotion or special treatment simply because of their relationship to someone in power. This form is most common in family-owned or closely held businesses, where lines between ownership and management can overlap. Employees affected by entitlement nepotism may assume advancement is guaranteed, regardless of performance, which can be particularly damaging to morale and accountability.

1. Cronyism

Cronyism looks a lot like nepotism, even if family isn’t involved. It shows up when leaders keep hiring or promoting people they already know, such as former colleagues, friends or longtime contacts, instead of looking for the most skilled candidate and the strongest company culture fit. Over time, those choices can close off opportunities for everyone else.

1. Organizational nepotism

Organizational nepotism is a quieter form of favoritism rooted in internal loyalty. Leaders turn to the same familiar people, often former colleagues, and the same names appear again and again when new roles open up. Over time, employees notice when opportunities for advancement slow — or stop altogether.

1. Reverse nepotism

Reverse nepotism describes situations where power dynamics are distorted by external relationships. For example, if a manager supervises the CEO’s child, they may hesitate to give honest feedback or enforce standards out of concern for retaliation or job security.

Advise Gateway is a J O K E! Craven is a joke. SG is a joke. Let’s push MLI’s, which will blow up at sone point , because we make more money on them. Oh yeah, let’s push Alternative Investments because we make more money on them. REG BI and KYC be damned. Jimmy you are the master at national sales.

Hospitals Streamline Management to Address Budget Gaps

Hospitals are increasingly cutting administrative and leadership positions. This trend aims to reduce overhead and address financial challenges. Clinical staff remain scarce and costly, making nonclinical roles targets. Care New England, Washington Regional Medical System, and Intermountain Health recently announced such reductions. These restructurings seek efficiency but may strain remaining staff.

Providence, Rhode Island

https://www.healthleadersmedia.com/ceo/why-hospitals-are-targeting-leadership-administrative-jobs-latest-layoffs

How can 7 out of 10 people quit a group because it was impossible to work with their (New) manager and that manager is still employed.

3 doing the work of 10. What obviously followed was tons of issues, project deadlines constantly missed, lots of P1 tickets.
The remaining 3 are desperately looking for a new job.

How can management ignore that he is obviously the problem?

Anyone know how a management employee can volunteer for a surplus package?

Execs act like business is booming and Stankey is a genius, but T is worth the least of all telecom companies. These clowns act like their “AT&T guarantee” and aimless attack ads make a meaningful difference, but T has fumbled one of the biggest industry leads of all time under this incompetent leadership. We are the bottom of the industry, and no amount of executive circlej--king will change that.

who decides on the date?

Existing software to be implemented to track technicians locations onsite. It is already in operation in some sites. Managers will be responsible to track and cross reference with PMs to weed out slackers and site leavers.

Give the keys to the people who know exactly where the useless management is. Most management is just getting in the way; completely useless. When my Dir or Sr Dir are on vaca, productivity soars! They have zero self awareness when they hold 3 hour meetings delegating pointless tasks while the ADs are trying to keep their teams functioning.

Bakken beware. Management instructed Bakken to lean in on bringing more BTC workers to USA and outsourcing as much as possible to BTC.

I am asked to relocate to one of the hubs with a forced letter. I asked my management for HQ instead and HR seemed to have okayed it. I never got an updated letter from HR confirming HQ as the new location. Now, I am concerned if HR will pull a surplus on me for not reporting to the right location. Not sure what to do.

Executives feel expats are making too much compared to those who “stay in Houston like them and do the heavy lifting and strategy work” so rather than raising Houston compensation they plan to continue lowering expat compensation. Plan accordingly.

Executives feel Permian CLs are inflated and have a plan to reduce them. If you are in Permian Operations and lower CL prepare for no CL promotions. If you are high CL already prepare for being told you are over your salary curve even if assessed high and no more raises for many years.

JP Morgan amd BOA have started cutting middle managers/regional presidents/retail area execs. Is thisbhappening at Fifth Third? Ai spend is really ramping up now!!!

not best moves by the executives.

but nobody cares, right.

Do we need to get manager’s approval for the Off Ramp LOA? Any restrictions or limitations that we need to know of (other than that it is unpaid)?

Someone please help me understand why there are so many highly paid people with only two or three reports???? It seems like there are at least three more middle layers than needed.

If a manager ever told me I needed to work unpaid overtime and sacrifice my life outside of work, I'd start job hunting the same day.

Does anyone (I’m sure you do lol) have managers and store managers who speak rudely and speak down to their associates? What have you done about it? Really sick of the behavior in my store!

My Team Lead tells me my AHT su-ks. My Team Lead's boss tells me I'm doing a Great job with AHT and other key metrics. Ok, I think there is some ping pong going on. So maybe they really want to terminate me and leave feeling gaslit and Confused when I'm either terminated, or if I'm lucky..displaced. I really wish I had been displaced on May 26. For the record, you can't expect any call with serious issues to end in less than 4 minutes.

Doesn’t seem like the leadership is doing a very good job or even cares about their members. Hearing a local chairman, got taken out by management at the same location of the previous local chairman was taken out at. Seems like targeting… Not to mention, it was next to nothing as far as involvement with the last contract between members and union officials.
Aren’t they supposed to represent the members or is being in bed with management too comfy?

The town hall felt like the usual, with a few stand out moments. Plants legitimately asked how to get a req approved and filled faster and basically got an answer that EVP reviews weekly but other than that, we just don’t know! Also, having EVP say he’s not a process guy is frustrating- isn’t poor and cumbersome processes (tickets and self-serve apps that get you nowhere) a big part of the problem? That is probably the reason so much time is spent on calls and meetings and meaningless metrics. Joking about being EVP for a quarter means he outlasted the last guy was actually funny, but if exec levels turnover that fast, why wouldn’t employees? Don’t they quit bad managers before they quit bad companies? I guess we just need to be on site and that will fix things

Jamie will soon be our new boss after the acquisition. Will he be any better?

What’s the reason our tech org isn’t centralized like at other companies, and why do we have so many layers of management?

Who is eligible for a yearly bonus. Doesn’t seem very clear. I am getting the the feeling it’s only for upper management employees.

We need more thinning of the herd.

Don’t expect engagement, cooperation, creativity. You won’t get it because you don’t believe in it. You believe in hierarchy of mediocre yes-people, micromanagement and fear tactics.

I have watched leaders with authority lose the confidence of their teams because they lack emotional intelligence. Connect first and then lead.

You have to understand that leadership rolls at Verizon are often essentially glorified IC positions. It’s a remnant of all the mergers and acquisitions that formed Verizon. There is not enough pay growth in actual IC positions here. There are not enough band 5 level IC positions. So IC’s take manager rolls simply because there are more of them. Then they get those rolls because of their performance or relationship’s established while being a decent IC. So the lack of quality people leaders is to be expected. The reality is you could collapse Senior Manager, Associate Director into one roll across the company and not miss a beat. I suspect you could even collapse Director into that single roll with little impact depending on the business unit.

Bumped from @aq+1kr3jr1wf.