#management

Nk hiring vp gm in territories retail logistic side to help the business in the regions. Spending more money, more vp's, what is this helping

Well that did not take long for Snack-Attack to sc--w up that relationship, or maybe it was Prashant Prashant Prashant that messed this one up. So much for all that bravado and boringness. Knowing nothing about how the channel works is sure to create some holes in the pocket, watch those pennies spill out. More earnings woes in store, can't fill a revenue whole fast enough for the Q4 hit. Someone is playing 4D Chess and we can only fathom 2D, if that. Maybe it was the pinnacle of it all, we have seen pinnacle moments before, look what happened with that. It was the pinnacle of my career.. LOL. Remember? Memory loss?

I know let's throw the CTO at them so he can um, um, um, um, um, um, um, um them to death. Or maybe the CFO and he can blind them with some tacky Fuchsia socks and large medallions made of fake gold to WIN WIN WIN WIN WINNIG!! Maybe Jack can attack with the pledge pin loaded with laser beams!

It's just so hard to really root root root for this place when they have been firing dedicated people for YEARS based on management's own mistakes, loyalty takes a hit, morale declines a bit more day by day, it's getting stale and OLD, just like the C-Suite here. You know, pushing out more folks to make more room for every over 50+ years old Cisco sellers walking in the door every week.

Incase you missed the news:
https://www.crn.com/news/channel-news/2026/top-vmware-partner-insight-deauthorized-by-broadcom-in-north-america

Belk is under fire for requiring non exempt, hourly workers under “lead, key holder, counter managers, or visual manager” title to complete job related tasks, and or answer or generate company related emails, texts, phone calls, or respond to store alarms while off the clock. If you are hourly, you are not required to complete any work related tasks without hours being documented and paid. Even a simple work related text, must be paid. This is flagrant violation of wage and hour laws.

It’s wild how the people who don’t do their jobs are always the first ones to escalate you as “difficult to work with” the second you call out an issue. Instead of management holding those lackluster employees accountable, they make you feel like the problem for trying to help the customer and actually get things resolved.

Are agency workers needed to be in office? Not sure why managers keep mentioning about coming to office whereas contract mentions remote

"Reuters obtained a letter in which Jana argues that Fiserv’s current $500 million Project Elevate savings target by 2029 should be raised to about $1.25 billion, and wants management to announce the more aggressive target with third-quarter earnings. Jana is also pushing Fiserv to use Palantir to rationalize technology spending, retire technical debt, and reduce legacy-vendor costs. Fiserv had not responded publicly to Reuters as of the report." https://www.reuters.com/business/activist-jana-pushes-fiserv-accelerate-cost-cuts-tap-palantir-2026-09-28/

Memo to Board of Directors: you may want to sell the company now before it gets way worse. Check this out from recent TIAA employees on The Layoff about their failed experiment with A~S~S~Centure. Buckle up ! This is what MoA is in store for.

Headline
Massive layoff after Accenture falling out Having lost millions due to Accenture outsourcing not going as planned the management is now planning layoffs and even more offshore and outsourcing instead of taking responsibility.
Shitstry should be ashamed n be immediately fired!

#Accountability #Layoff#Management #Offshore #Outsourcing
6d ago by Anonymous
20 replies (last 19h ago ) | Reply
1970 views | 13 reactions (+11/-2)
Post ID: @OP+1m327nxmv

•••
@zs The irony in all of this fiasco is that TIAA CREF did have the money to transform & modernize internally without the need to seek out & outsource cheap, untested labor. We were already on our way to many JD Power Awards on pur own ! With our own people ! Talented Stateside people !
When sales executives flash dollar signs, charts, spreadsheets, and power point presentations saying they can save 30%-40% on labor & employee benefit costs, & promise better quality & the same productitivty, it is a natural adrenaline rush. Euphoria. They got sold & took the bait. Instead of running parallel systems for a few yrs & testing a few areas, TIAA went all in.
Then, compounding the mess was the miscalculation of the success in Frisco, and the loss of Jacksonville & Denver. You are spot on that in order for the Accenture relationship to exceed in the first place, EVERYTHING had to be mapped out right to the last decimal point & that didn’t happen. You have to optimize your processes first before handing over a half baked and broken process to Indians who have absolutely no clue about how anything worked. The one offs. The special rules. Nothing could have prepared them for the disaster.
What we should have done is built is spend the money, bring it the best IT Engineers for 5 yrs stateside, pay 50 of them $500K each & they would have absolutely figured out how to do this in stages over 10 yrs instead of cramming it into 2-3 yrs. Quality has suffered & for the people who are left, they have had to train, retrain, pick up more work. All those 30%-50% cost savings are eaten up in errors, rework, mistakes & lost clients.
It is going to get far worse with the Shroeders deal w/Nuveen. Schroeders has some insanely antiquated systems.
The only thing that can change the ship from a direct iceburg hit is a new Board of Directors & the filing of all the EC including the NY Liberty’s #1 fan, TBD.
19h ago by Good night & Good luck.
8 reactions (+8/-0) | Reply
Post ID: @12d+1m327nxmv
 +8 

All of this goes back to budgeting decisions made with Roger followed by incorrect analysis from the new C-suite on why we were behind other companies. Strategic projects under Roger’s leadership were funded on an annual basis. This created a ton of half-built upgraded processes increasing the number of systems being used. We definitely had a deficiency in good people leading these major projects, but a lot of the overall issues were tied to never having money to fully finish strategic work.
T and Sastry came in, looked at these issues and decided it was all our people that caused this. It was a “we thing”, we didn’t know what we’re doing and we couldn't handle these major changes. Now as we started doing major projects that were fully funded such as Toggle, somehow internally we were able to handle it. However complex operational process projects were viewed as a TIAA people issue. This turned to us making the deal with Accenture.
Moving our complex issues to a group that didn’t understand the issues or processes shockingly turned into a bigger mess. We also didn’t show them all the existing complexity. By moving to Accenture we effectively moved backwards a decade+ because they need to learn all of these one off situations before they can even attempt to take out waste and automate.
The Accenture savings aren’t materializing but it’s not all Accenture’s fault. We don’t have processes easy to automate. If we spent half the money we spent on Accenture to fix the processes before we moved work to Accenture we’d be in a much better place. Instead the C-Suite is once again proving they don’t know the reason for the issues and our going to keep fumbling by removing people who understand and couple fix these issues.
1d ago by Anonymous
7 reactions (+7/-0) | Reply
Post ID: @zs+1m327nxmv
 +7 

We are not comparing with any country. But the culture of India org is so worst. We have few worst managers and we don't have a proper HR too, he should be replaced at the earliest.

Our manager is forcing to office but HR doesn't send email. Are the managers being sandwiched in between

lots of fat to cut especially in Lake Mary. many cost savings- AVPs, SDs, Ds, and ADs will less than five reports and dont do work. many with third world degrees from diploma mills or strayer. verizon stockholders deserve better dan! do something. move the needle on financial ratios

Source: C. Simpson

These 4 KPIs matter more.

The way most people measure their leadership doesn't tell them much.
Years in the role, size of the team, how many people report to you...

None of these tells you whether anyone would follow you if they didn't have to.

So here's a better set of KPIs to measure your leadership against. Not Key Performance Indicators, but:

✅ Keep People Included
✅ Keep People Intentional
✅ Keep People Invested
✅ Keep People Inspired

Managing people is obvious when it's happening to you.
You can feel when someone is directing you vs when someone is developing you.

And you can feel the difference between a team that's compliant and a team that's committed.

So instead of asking "how many people report to me?", try asking these instead:

👥 Keep People Included
↳ Are they part of the conversation before decisions are made?
↳ Do they have a genuine standing in the room, or just a seat in it?

📝 Keep People Intentional
↳ Do they know what matters most right now, or are they guessing?
↳ Are their daily choices aligned with the bigger goal, or scattered across too many priorities?

📈 Keep People Invested
↳ Do they understand how their work connects to the bigger picture?
↳ Do they have a stake in where this is going?

💭 Keep People Inspired
↳ Do they leave conversations with you feeling more capable, or less?
↳ Do they bring you their best work, or just enough to get by?

These questions will tell you far more than a title or a headcount ever will.

Leadership has to be a habit you build, not a position you hold.

Jane’s leadership has been woefully incompetent. The company hasn’t collapsed because it’s too large, too entrenched, and too systemically important to be allowed to fail easily. Instead of innovating, growing, and making money through better products, management keeps reaching for the same tired lever: layoffs. Cut headcount, reduce expenses, dress up the numbers, repeat. That isn’t innovation. That’s managing decline.

Funny how an ex coworker applied at my new place of work. After being a complete di-k head when I was being laid off. Step on them toes, kiss that a-s later.

Is anyone getting pulled from their stores to go help out for the Board of Directors visit this year? I remember last year, managers from all over were flown down to VA and was wondering if the same thing is going on this time and when.

Let's flip the narrative that AI will replace workers on its head: What if it's the managers themselves who are the ones to be replaced by AI?

In the auto industry, AI is showing its power by analyzing data faster than us, helping us communicate better, solving problems quicker, and even managing resources and training. This means AI could change the way managers work, possibly replacing them with a smarter, more efficient system. Don't let them demoralize us with threats. Flip it on it's head by discussing this idea that managers don't even produce anything. They are essentially organizers of work that are obsolete in the AI age!

Do you have any ideas on how this can be done and how we can flip the script?

Here's one that will get their attention: Propose to upper management AI agents in Glean that can effectively manage workflow, training information, automated emails regarding dates, events and even safety messages. They can easily get rid of two layers of management with this.

biased and unfair policy of only a few locations having to be FT RTO is because Boston is crushed economically and Maura is demanding of business leaders this mandate.
Look no one wanted it, being asked to stop coming into the office during COVID. I was ready and prepared to do it but everyone lost their minds.
So we all hunkered down and with massive profits thanks to us we showed wfh was not only viable but beneficial.
Ok I get it they’re paying utilities rent etc but a balanced system is what we had in place.
Win win for everyone.
But once again the imbeciles blew it up and are forcing us in.
I’m tired of being a pawn in the communists tactics.
This state is cooked people are leaving in droves it’s a too expensive “commonwealth” and this only adds to the desire to get the heck out of here.
I don’t really want to move or find a new job but unless Maura stops with her pet projects and abusive taxes fee and regulations she’s driving it into the ground.
She knows nothing she takes her marching orders from others.
I’m super disappointed Abby succumbed to this pressure and wonder what taxes Maura dangled over her head to force this inane and stupid policy.

Our OD and SSEM continue to show the their incompetence. We now have to track things on a spreadsheet cause they don’t know how to use actual tools to lead the business. This is a prime example of why Cisco is continuing to lose market share. These two should not be in any leadership position. OD does not know how to lead. SSEM wants to be a mini-OD instead of leading SEMs in leading their SEs.

In hindsight, he said he wished he had not exposed Pioneer employees to Exxon’s “notoriously cut-throat and dysfunctional culture” but instead pursued takeovers of other US oil companies such as Range Resources or Endeavour Energy Resources.

https://finance.yahoo.com/energy/articles/shale-tycoon-claims-exxon-ceo-124336695.html

https://www.ft.com/content/ad6d56fa-6a6e-43bd-8f12-205a3f94ac0e?syn-25a6b1a6=1

In hindsight, he said he wished he had not exposed Pioneer employees to Exxon’s “notoriously cut-throat and dysfunctional culture” but instead pursued takeovers of other US oil companies such as Range Resources or Endeavour Energy Resources.

https://finance.yahoo.com/energy/articles/shale-tycoon-claims-exxon-ceo-124336695.html

https://www.ft.com/content/ad6d56fa-6a6e-43bd-8f12-205a3f94ac0e?syn-25a6b1a6=1

In hindsight, he said he wished he had not exposed Pioneer employees to Exxon’s “notoriously cut-throat and dysfunctional culture” but instead pursued takeovers of other US oil companies such as Range Resources or Endeavour Energy Resources.

https://finance.yahoo.com/energy/articles/shale-tycoon-claims-exxon-ceo-124336695.html

https://www.ft.com/content/ad6d56fa-6a6e-43bd-8f12-205a3f94ac0e?syn-25a6b1a6=1

My friends at Exxon have told me how bad things have gotten but this is unbelievable.

In hindsight, he said he wished he had not exposed Pioneer employees to Exxon’s “notoriously cut-throat and dysfunctional culture” but instead pursued takeovers of other US oil companies such as Range Resources or Endeavour Energy Resources.

https://www.ft.com/content/ad6d56fa-6a6e-43bd-8f12-205a3f94ac0e?syn-25a6b1a6=1

https://finance.yahoo.com/energy/articles/shale-tycoon-claims-exxon-ceo-124336695.html

Its time for the white collar workers of Chevron Unionize to fight our brutal management!

A massive $7Million saving to DXC. They need to stop paying millions to useless Execs who can't deliver growth.

So many have gone through the DXC Exec ladder promising turnaround but were actually incapable 3rd raters.

DXC is known as "the milking company for useless EXECS."

The big push for broadening assignments and mobility is a trap. Supervisors want to move people into their groups as new Pip material so they don’t have to put their buddies in the lower rankings. Avoid at all costs being the new guy. If you are upstream and your new group is full of downstreamers there is zero hope. New project with downstream project manager who needs your expertise? Run don’t walk away. Total trap. You will do the work and get no reward other than a pip while the downstreamers take the credit.

I strongly discourage anyone from joining OCI for several critical reasons:

1. Financial and Job Instability: OCI carries a heavy burden of over $600B in unfulfilled Purchase Orders (POs). To attract talent, they offer highly lucrative packages—including stock options with an aggressive 40% first-year vesting schedule—and inflated titles (such as SD, VP, GVP, and SVP). However, it is common for employees to be terminated within one or two quarters of joining just to keep corporate costs low.
2. Title Inflation: Because executive and senior titles are handed out so freely, the organization is saturated with people holding identical designations, leading to severe internal competition over the same responsibilities.
3. Lack of Technical Depth: OCI primarily provides the data center infrastructure and physical buildings to host hardware, while external GPU vendors handle the actual core technology. Beyond infrastructure, networking, and power utilities, there is very little engineering depth.
4. Hiring Bias & Recruiter Churn: Upper management is heavily dominated by ex-AWS personnel. Recruiters be-doverbackward to show extreme favoritism toward candidates coming from AWS, while professionals from Azure or GCP are not given the same priority or respect. Furthermore, due to constant employee turnover, recruiters stay in a perpetual cycle of hiring and firing just to justify their own roles and save their jobs.
5. Short-Sighted Leadership: There is no strategic roadmap beyond one or two quarters. Executive leadership is entirely reactive and focused solely on immediate execution.
6. Toxic Management Culture: Out of fear of ongoing layoffs, managers at all levels actively hoard and diversify projects simply to justify their own roles, creating a chaotic work environment.
7. Unprofessional Environment: Employee treatment is remarkably poor. Inappropriate and restricted language is frequently used without consequence in meetings, group chats, and official recorded corporate videos.

It’s going to be interesting when management sees they’re not going to hit the goal for attrition. The pandemic panic hires aren’t going anywhere. They know leaving fidelity means never working in a corporation again.

It doesn’t make sense to punish us further because management hired the wrong people into high positions rather than laying them off.

Wowzers where to begin….to keep it short been working my a-s off for awhile because expectations, workloads, projects, and meetings keep increasing and people keep leaving. Management doesn’t care about anything and keeps cycling through contractors and just anyone that steps foot at MDT. Been keeping an eye on other positions opening up west coast.

With all the cr-p management are pulling we should unionize!

217 people were let go from india(gdi) yesterday. This involved managers, directors, testers and developers.

Just confirmed on C15 level in a meeting, so unless you guys want to be on a PIP better adhere to it because your manager will land in hot water for it, and there is nothing managers hate more than taking responsibility for their employees.

In 20 years from now, Dst name won't be recognized in kansas city. The management that was always in the kansas city business journal will have passed away, the buildings sold or torn down, the computer systems thrown away, the clients merged with other companies, its will be totally unknown to the kids born after 2010. Its gone

Recent layoffs within Oracle's cloud division disproportionately impacted employees over 40 and middle managers. A leaked document indicated that older workers constituted the largest group of affected personnel. Approximately 23% of the terminated positions were in management roles. Software developers and data center support staff also experienced job losses. This round of reductions targeted specific demographics and roles within the cloud infrastructure unit.

Austin, Texas

https://inshorts.com/en/amp_news/employees-over-40--middle-managers-hit-hardest-in-oracle-s-cloud-unit-layoffs--report-1790147324948

Fusion Application teams are going to be affected more in upcoming period. Heavy consolidation is happening at top layer to cut down more heads after SM left. We have more executives lined up for layoff.

We have already Managers and Senior Managers targeted. There will be heavy trim down of Directors, Senior Directors, VP's in upcoming phase. QA, DevOps , NFR teams beware more. Better plan ahead and move out. If you are heading for your retirement its ok to stay.

Massive layoffs among frontline technical staff while continuing to hire executives creates a dangerous imbalance that threatens long-term survival.

​To stabilize and grow, the company must shift its focus away from adding costly executive overhead and instead prioritize reinvesting in developers and QA testers to keep products running, alongside a strong push to secure and retain clients. True recovery requires empowering the workforce that builds revenue, rather than adding layers of management.

When top companies are letting go engineers using ai. In cvs they are converting contractors to full time and providing h1, how does the manager decide who to keep. Im full time 6 years with aetna now cvs

I’ve been working at the San Diego office doing PMIC validation for over two years now. My day to day is mostly testing the PMIC chips, screening for defects, and putting together reports and slides. Honestly, once you figure out what to look for, the work is incredibly easy. You definitely don’t need a degree to do it, yet management keeps hiring people with Master's degrees and PhDs. It feels like a massive waste of talent.

The worst part is that you’re heavily judged here not by the actual quality of your work, but by how the tech leads perceive your social skills. From talking to people in other departments, it seems like Qualcomm in general has this issue, but it feels way worse in PMIC. Maybe because the work is so simple that a test monkey could do it, so managers focus on politics instead? I’ve barely learned anything here and honestly feel like my technical skills are rotting.

I tried casually talking to a few coworkers about how easy the work is and how unfair and rude the leads can be, but they got super defensive right away, so I stopped bringing it up.

For anyone who has worked here or in similar teams: is PMIC validation in San Diego known for being super low on the technical side, or did I just land in a bad group?

Layoffs are coming again for Aberdeen, confirmed by management this morning. Don't have enough people to catch the jobs already scheduled but management seems to believe we can work with less.

I find it disgraceful how many leaders take credit for successful projects that they have nothing to do with. Good leaders highlight their team success, not su-kout all the credit.

I absolutely love the fact that leadership is practically begging people to fill out the employee survey. Have any of them seen any of the feedback? A whole lot of really pi---d off people out there. Management will ignore the content which makes it baffling that they are pushing it so hard.

The main criterion for being promoted to manager at VZ is to be hard-charging and willing to overwork your team. It's not about quality or results.

If you're filling out the Pulse survey and telling them that your boss is overworking his team and making them run around like chickens with their heads cut off, the joke's on you because that's a win in their book!