#management

We're the ones who do the work, not those PowerPoint warriors. And yet we're the ones being cut.

Manager is fed up with how they have been treated, unable truly make decisions on ratings and merit, believes they have a target on them. They have an official "talking point" doc that came down from HR with how to respond to employees questions around the changes that happened and those coming down the line. They "accidentally" printed it and forgot it. There are Q and A items around how to respond to WFR questions so yes, there are upcoming WFRs.

I was working with a wonderful colleague who has been such an asset to our organization today. Over many months I’ve seen her go from the can do kid, to overwhelmed and burning out. She like many of us feel like we are backed up to a wall…if not me than who will do it…and if I don’t get it done…I fail, I let the team down. - the problem is not the players on the field. It’s the coach, the GM, and the owner. - they allow slackers and id--ts on the team, call d-mb plays, then expect the skilled players will win the game for them. - and our customers are like the id--ts who pay to go to a Jets games. BD is a lot like the NY Jets. If you have skills, if you want to win, take your game elsewhere.

For people who are treated unfairly and fall into an EEOC category, or maybe fall into an EEOC category, especially those under scrutiny of Indian managers, I suggest you open an EEOC inquiry case right away after an event. Because there is a timeline restriction, and the EEOC intake process takes a long time, do it as soon as possible after the event happens. You can always add more events later.

Also, in the inquiry document, try to include more details or even supporting document references or witnesses; that way, it may secure an early charge date as well. If you wait too long, all those events may become background info, and you may not get compensated for those events.

File the EEOC cases, let the EEOC know those Indian managers are ruining Americans' lives.

So if your management has you tracking your daily work, upload those sheets there and have CoPilot use them to write your self eval. That way your data is based on hard numbers that you sent to your manager/worktracker/sl--------r, not AI guesswork.

Every layoff seems to hit the people doing the actual work while some long established management positions remain untouched. If leadership wants to change the company, maybe they should take a closer look at that layer too.

There's been a lot of talk about flattening the org, removing reporting layers and operating more like a tech company.But are we really going to see fewer VPs, Sr Directors and Director 1/2 positions?Or will most of the cuts still land on ICs while management gets shuffled around? Some of these orgs have more layers of management than actual people doing the work. Not sure if delayering is actually happening or is this just another reorg with different boxes on the org chart... It would not be the first time they do sh-t like this...

...for the count, doesn't the Board want to force out the junior half CEOs and their 'yes men' minions? The company is very obviously failing- there's no question. It has the worst management of any major tech company- and they've fired so many good workers, but left the worst people running the show.

Just heard him in a meeting just now joke about elon and the hardships of running a telecom company. senior management is still in denial...

There are way too many Directors and Upper Management...Why lay off the people who actually do the work?

All the cutting in the world isn’t going to make up for the lack of innovation and lack of a coherent strategy to keep the ship from sinking. End of year layoffs are going to be the new normal unless the “new” management team comes up with better ideas than cost cutting to try to appease Wall Street.

Any experiences you can share? THoughts?

They’ve reduced the allocation amount, stretched the vesting schedule to four years, and limited withdrawals to just twice a year.
At this point, it almost feels like Dan doesn’t want the program to exist—but somehow couldn’t actually shut it down, so he’s slowly making it less and less attractive instead. 😂

May as well rename "Edward D Jones & Co" to "McKinsey Graduates & Co" because that's who's really running the firm in to the ground. The current MP office occupant at this point is just a podcast participant and generic figurehead with no respect, no spine, and no actual leadership skills to speak of.

If the MP could lead the firm on their own, why would they have needed to bring in so many GPs from the outside???

Why do they RIF great people leaders and move us under someone who is clearly in over their head?

In the same breath, Verizon requires employees to get manager approval just to use AI tools.

The irony? Managers and executives already have access without approval—while the people actually doing the work and delivering results have to jump through hoops.

If the goal is to empower employees and reduce bureaucracy, this is exactly the opposite.

Bureaucracy with an AI label.

Did the travel ban get lifted? Why are so many managers traveling lately?

I was an employee for Almost 7 years . And saw so many things . Especially in Engineering and innovation division. There are a bunch of people who are just doing nothing , just surviving there with giving services or food to others and to the management people. I complained about so many things and they laid me off showing budget issue . And just after some days they hired bunch of same community/same language people.

How the company will survive? Just by licking others? It’s just going on for last couple of years , when management change with incapable managers they hire the people who don’t raise any questions..

No complaints. Just keep licking.

Atleast the higher management or any decision makers can see it and fix it

I am thinking that much like the way AI was recently renamed SI, which as an aside I think there is nothing Super about it. It is totally Artificial “intelligence.”

Anyway, just like we renamed that, because there is not much interest in these so called “Health” Insurance corporation’s Executives in actually insuring their member’s health, perhaps we should consider renaming “Health” Insurance to something like
Profit Insurance
Or maybe
C-Suite Executive Insurance
Or maybe
Shareholder Insurance
Or maybe
Corporate Government Fund Free Insurance

And as for Medi”care” “Advantage” maybe we should consider renaming it something like
Medi-Deny Disadvantage
Or maybe
Medi-Delay Disadvantage
Or maybe
Medi-Free-Draw-You-in-Perks-But-No-Real-Substantial-Coverage Disadvantage

If you can think of some better names, please feel free to add them in the comments below.

Seriously - They come out with a retirement offer for craft and then they deny people with close to four decades seniority from taking it? And if you're management you have to worry that regardless of the job you're doing, you might still get canned in order to bring the stock price up a few bucks? The decision makers up above us really have a cruel streak in them.

That’s what management told us, stop talking about RTO and move on.

NO. We won’t stop talking about because you keep changing the rules and making up reasons RTO is beneficial, such as when RTO started, they said it was for security reasons.
That was an obvious lies about data security because all of our data is accessible by remote employees in India. Then they said it was collaboration, well, many of us sit by ourselves and talk to our team members all over the country, we don’t sit next to them.

Then they changed from 11 days a month to now 13 to 15 days a month, and we have to make up dates to be OVER 60 percent quarterly. And then they have the nerve to lie and say nothing has changed. And they said it was retroactive, so most of us came in 11 days and didn’t meet over 60 percent, now we get zero raise and Lower bonuses because of it.

And now they will soon require 8 days total log in time at the office, retroactive , again.
My manager said I was ok to work 6 hours in office and work the rest of the hours at home and avoid the heavy traffic. Now that is no longer ok in a couple of months, worse parts is it’s retroactive, they have the data, just not displayed for us in workday.

Why they continue to treat us salary exempt employees as hourly employees to be monitored to the seconds we are in office? What does this have to do with our job performance??

I think something else is brewing here. Many managers have been unavailable and attending meetings. There doesn't even seem to be a sense of priority on the projects we are working on. I think we've all just become numb to the noise and continue to work until something happens. Happy hump day. I'm taking a 3 hour lunch because no one's around to reprimand me anyway.

There’s a dangerous trend in tower construction:

The inexperienced are now leading the even more inexperienced.

People with little to no real construction experience are being placed in leadership positions, then tasked with developing project managers who have even less.

The result?

Decisions made from spreadsheets instead of jobsites.
Processes created by people who’ve never had to execute them.
Accountability without understanding.
Titles without experience.

Construction management isn’t something you learn from a dashboard, a meeting, or a PowerPoint presentation. Just because your signature says PMP doesn’t mean you are qualified.

You learn it by building.

By dealing with contractors. Solving problems in the field. Missing schedules. Recovering schedules. Managing budgets. Making mistakes. Owning them. Being able to speak to people and have them understand what you are saying. And spending years learning what actually works.

When experience is removed from leadership, knowledge doesn’t magically trickle down.

Inexperience multiplies.

You can promote the person.

You can’t promote the experience.

I was let go for speaking out, in June. What managers left now? Curious minds want to know

It is virtually worthless to us worker bees but how amazing it’s working for management to micro the F@cl out of us

Software company HubSpot is laying off 660 employees, which is approximately 7% of its total staff. CEO Yamini Rangan stated the layoffs are part of a restructuring effort to improve speed and customer focus. These changes aim to align the company's structure and resources with its long-term strategy. Rangan clarified that the layoffs are not due to AI replacing jobs or for cost-cutting purposes. The company is reducing management layers to expedite decision-making.

Cambridge, Massachusetts

https://www.boston25news.com/news/local/cambridge-based-hubspot-announces-660-layoffs-amid-restructuring/JYFVTFT2QVEF5EE44PGWKF37CA/

Genuine question about the current structure of DPM roles at Allstate — does anyone else feel that the company has accumulated a very large number of Digital Product Managers, particularly when a significant proportion appear to have little or no previous experience working in technology? It would be interesting to understand how these roles are being assessed, what the expected technical/product experience is, and whether the current number of DPMs is actually aligned with the needs of the business. On my current team we spend more time having to explain the work we do to our DPM and sit in pointless meetings than actually getting to work.

PM here. So many of the CW I work with don’t meet deadlines so why are they still here? Why do their managers end up getting laid off instead of them?

Didn’t realize that the board of directors chairman is the chief customer officer of Nordstrom’s. So someone with no insurance experience and no understanding of what reps go through is at the helm of the largest p&c insurer in the US. Sounds about right.

Another sh-t show at the fu-k factory

Its true, managers are encouraging employees to write their self eval with copilot.

🤦‍♂️

I keep seeing that pop up in several threads, is that the case?

It's all fake and decisions are already made. That's my opinion but hey, who am I to judge.

seems to have gone through more jobs than a stripper in Vegas. Well...good luck. I wish Trim Ryan were around to shed his hilarious pearls of wisdom on this

https://www.efinancialcareers.com/news/citi-hired-a-new-chief-technology-officer-from-ubs

trim down bushes? Fine

New construction, expanded water fountains? Why? How many jobs is that ?

https://www.wsj.com/tech/personal-tech/ai-token-spending-businesses-431ee94a?st=UcoUZL

First, there was #tokenmaxxing, whereby American businesses encouraged their workers to use as much AI as possible. Then came the bill.

Companies started to realize they need to be more careful about counting their tokens, the units that measure AI use. And that’s hard to do: A recent study found that only 11% of nearly 400 businesses surveyed were able to accurately forecast AI spending.

The same comments have been made on this site too:

https://www.foxnews.com/outkick-sports/nike-ceo-may-have-admitted-company-went-woke-stock-hits-12-year-low

Not seeing any good upcoming initiatives. Is this a strong sign that senior leadership has just stopped thinking about growth, and preparing for sell?

Management is clueless on WhatsApp work to assign to their subordinates. They're randomly assigning labour work.

PayPal has not delivered anything meaningful to the customers from almost about 2 years.

is this true only for certain teams or situation is same across?

Many of us are aware of forced low performance ratings which are recorded in your employee file.
When you voluntarily leave WF and a prospective employer calls for a reference, will HR share that rating? Is a
prospective employer routed to the employee’s last manager? What can be legally shared? If an ex-employee finds negative information is being shared, anyone have advice?

Being made by people in India and China, mainly China. When you look at Company updates, internal news, emails, etc. there is great focus on China. A lot of the higher ups are not in the U.S. Also Ford makes a greater effort to promote the ideas and so-called contributions from these other countries. They do not give near that amount of attention to U.S. employees. Even with all of these people making the big decisions in the other countries, I have not seen Ford progress in any form or fashion. They have actually gone downhill or backwards for at least the last five to ten years. Bill Ford is just part of the family. Farley??? Why is he still there? Maybe he is just Bill’s Best friend?????