#management

until they hit complete bottom in which company has been parked for few years with stocks around $4.00.
It is Deja vu but Nike is same slide and I have same feeling that I had when I was in UA.

With upper management clueless and losing a lot of time, it is eerily same thing that I saw at UA.

I hope that Nike is different UA but I just have a bad feeling that Nike will end up in same spot.

My experience with Cisco management has been that protecting the existing hierarchy matters more than helping employees succeed. I've watched good people get stuck while management keeps doing the same thing. If your goal is to advance your career, tough luck.

Layoffs on the horizon for sure. Managers have been asked to identify their most vital team members over the past couple of weeks.

I heard before that managers have no input when it comes to layoffs. Has this changed?

They're ki-ling the company and they don't even give a damn. As long as their wallets remain full, nothing else matters.

There are many in leadership who don't seem ready for the positions they're holding. Simple questions turn into long explanations, basic decisions get pushed around, and then everyone underneath them has to compensate. I don't understand how this became normal.

If there aren't enough people to do the work anymore, that doesn't mean you have to become two employees. Do your job at a sustainable pace and let management deal with the newly created, layoffs-related staffing problem.

What the heck is wrong with this organization?

Always fxxkxxx around in the middle of decisions. Does not trust it own people and all the managers who are highly political, risk averse, functional only, second guessing decisions, and don't care about corporate value...

I have a bad feeling after 3 consecutive layoffs in 12 months...

They took out the middle managers who were running the show. The VPs are now pretending to manage by threatening the ICs to make sure wheels do not fall off.

Titanic is heading towards the iceberg..Get your lifeboats ready.

Heard senior leadership is fed up and RTO is moving to 8x5pm Mon-Fri at your assigned site. This allows management 100% visibility into arrival time and departure time. The policy will be simplified to 8x5x5 to ensure clarity

In my manager is remote, and I just stopped going in and was working from home, how long until they get the reporting?

Hertz Taps PJT Partners to Extend Debt as Maturities Loom

Oh god. Can we get a qualified leader who understands strategy, tech and has people skills!!!

IT needs a massive leadership change. We were glad Rama was gone but then Satya??????

Why do good IT leaders don't stay? Now we are loaded with just vendor managers and project managers.

I see Allstate has some job openings online but my managers tells me that have a direction not to bring any people in, at least for 2026?

Personally, I think Ford lost its way beginning with hiring Jim Hackett as CEO.

It is concerning that the situation remains such a mess even after all these months. Really Wonder who is accountable for overseeing the integrations and migration to ODW, as the current issues suggest a significant lack of planning and execution and fo-e

Providing employees with a stable and reliable platform to monitor and track their attainment should be a basic requirement. More importantly, the system should provide an accurate representation of each seller’s attainment. The ongoing issues are not only causing unnecessary frustration but also undermine employees’ ability to effectively track their performance.

This is a fundamental business requirement that should have been carefully considered and tested before implementation. The lack of proper planning, foresight, and execution and uncertain resolution time and poor communications is extremely disappointing, and there needs to be clear accountability for how this situation was allowed to persist for so long.

Poor mismanagement of the entire integration. Poor judgement as well!

EH is a pathetic leader.
The board is a disaster.
PK is fading.
JD was also a disaster.
SKIMs. What can I say. DISASTER.

They never trusted the people close to the work and close to the customers to inform decisions. Old guard = fatal decision-making.

Only took Frank 5 years to destroy a company and culture that had existed for 40 years. That's an incredible testament to his skills. That Bankster and his team could turn anything into a tu-d.

So, I guess CareFirst thinks they are going to further price-gouge their members to try and fix their upper management/CEO financial incompetencies/mistakes. Just got my medical policy renewal on the exchange for 2027, and it increased by 18%. They are just going to lose more members with this asinine move -- including this member. I will NOT be renewing. Good luck, CareFirst. You best start asking somebody for your bailout now. You're not coming back from this one.

They want more layers. Common sense does not work for this company. NOT aLL, but Most current, designers are useless and design worthless cr-p too.

I realize that there was never going to be a great name with all of the various pieces, but no one I know knows what Skydance is. I guess I shouldn't be surprised that the narcissist nepo baby went with the name of his company but I'm surprised that there aren't more adults in the room to talk him out of doing a d-mb.

how come the stock price downtrend never ever stop?

where is Takis G? where is Paul Todd?

do something ASAP!

Venky is fostering a bunch of non-qualified leaders and rotating through the VP roles across his organization. Look at the team he has, and all the different roles they have taken in the last 6 years. It's not normal to have VPs rotating through different countries, marketplace, sourcing, manufacturing, planning - no expertise just su-king on Venky's teet.

really? Another distraction from doing the primary job of running the firm. Never has there been a MP more focused on playing chess for their own next act than focusing on the job at hand.

Currently part of CET STS. My new manager which got swapped during yearly evaluations like usual is not supporting my career growth. I have feed back and concerns about stagnant growth and I proved in writing and a paper trail I should be a 56 even though I am a 54 doing a lot of duties outside my required role. Today I found out I won’t be getting a promotion even though I’ve move across the country to work for Schwab for 5 years just to get met expectations. I want to die in hole

Our bank paid for these 3 clowns to be recognized. It’s not earned, it’s paid off recognition. These 3 witches are making our lives miserable.

I have decades of experience at State Farm and literally if there was an embodiment of what toxic mismanagement is - it’s injury demand D1. I swear every time I try to have a glimmer of hope this company does something else to kick you while you’re down. Maybe 10% of management actually cares but when section and claims management shoves a ruler up your you know where to make you work harder. My mental health is completely deteriorated. If I can retire soon I intend to. There is no worst place to be.

Okay fellow WF’ers. A poorly run dept usually means layoffs are coming soon. So help a friend out by letting us know which depts are run real real bad. Use managers initials only.

So what is it? Between that and the “Intel rejects” it’s no wonder why things are turning in to an internment camp. What happened to work life balance lately.

After 13 years with VMW/AVGO/Omnissa I finally found a new role and left. It was a long time coming and honestly my only regret is that I didn't leave sooner. The management I was under was useless and my role kept getting worse and worse. I knew Kevin was being pushed out but to see the CEO replaced also helped confirm my move away. I wish all my former peers the best of luck but to me it looks like a sinking ship.

Check it out. This CEO makes a whole lot more than DW and all he has to worry about is restarting SYU. If I was a Sable Offshore (SOC) investor I would question why this guy is making so much. Then again DW couldn’t get it restarted so SYU was basically just bleeding miney for years.

https://www.houstonchronicle.com/business/energy/article/highest-paid-ceo-sable-22412769.php

Risk is filled with excessive layers of management and bureaucracy that prevents anything from being accomplished. Everyone appears to be a director and highly compensated to keep the up facade.

Account management team got the boot. I heard learning and development team is next. Everyone seems to be a manager on that team. lol.

So with the re org in UPP....are QFO and CTMs "safe" or do you think RIFs will happen. We were told this was done to prevent a RIF but....still not sure I believe that. Management have an on-site meeting at UHC HQ end of October...on a Thursday.

It seems like there's a lot of shuffling going on, but the new opportunities are only for managers and early career people. What gives?

That really bothers me: I asked if our team was impacted by the upcoming October rifs. They said that the answer is no but the model is changing to more of a monthly cadence rif going forward.

Does not sound reassuring. People cannot work while continuously looking over shoulder my guess is this way they don’t have to make any media announcements

Not among the peons, but among management? Those who earn $250k and more and do nothing useful. We would certainly need to cut significantly fewer people to achieve the same saving goal with that strategy.

I saw someone actually posted an answer to the Employee Survey telling management to come to this site to see how people really feel about working for 3M. Let’s make an “Executive Summary” for them in this thread.

I keep hearing from many people that our executives plan to keep cutting until disaster strikes. Is this really the strategy? Another Valdez or Macondo is what it will take to convince executives they have gone too far?