#morale

This waiting for Godot sh-t is for the birds!

Got the email about survey results for Ops. None of the areas for improvement cited garbage pay. None of you wrote about that? Wild. Unless they ignored that complaint. And they would never do that.

I have been with Schwab for 6 years, and still do not understand why people think that they are nice to each other?

There is not a day that goes by without people being rude, not doing what they promised, or just ignoring emails.

"Surging oil and gas prices drive Chevron to $12 billion in adjusted earnings, quadrupling last year's results."

Come on Chevron, invest in employees...they are doing more for less and still making pre-covid wages! What is the incentive for employees to do more for the company? Keeping the workforce held down...

How many people at TR have already silently quit? The amount of people who do absolutely nothing is amazing. I personally know of 2 people who are double dipping—been working another full time job for months whilst still collecting a TR paycheck. There are probably many, many more people doing this as well!

I keep asking myself if I actually like this job anymore. The answer keeps changing and not in a good direction. The work itself is fine, but everything around it is draining. I can't remember the last time I felt excited to start the day.

I nearly blew up at a coworker yesterday over this. If you want to leave so badly, then quit. Don't tell me and other people you wish you were laid off after we've watched so many excellent workers lose their jobs and seen how devastated they were over it this week. Read the room, people.

Wouldn't surprise me if people start putting up a "Days since last layoff" posters on their walls. It's been that kind of year.

What a day for Dell! they subjected the entire sb in round rock to a pie eating contest like the Mandingo fights from Django unchained. while they put the entire sales force on a draw. MD would've walked in like a plantation master and started throwing his coins at us like beggars

Well, their plan is working. Over the last month two of my most talented colleagues have left for other firms. As predicted by every study, the forced attrition is working through departures of the most talented. The only folks being left behind are those that cannot leave, the CVX cultists, and the unhireable (which we have so so so many of). It’s like watching a company rot before your very eyes…

An Open Letter to Shane O'Kelly, the Executive Leadership Team, and the Board of Directors of Advance Auto Parts

From one of the thousands of leaders in the field.

Today, another respected leader is gone in RVA.

Whether you agree with the decision or not, field leaders across the company are asking the same question:

Have we reached the point where a Vice President's, DMs', GM's, TM's career can be defined by Project Pack sales?

If that perception is true, then we have lost sight of what is actually wrong with this company.

I honestly don't know what's more disappointing.

The previous leadership team that many employees believed focused on corporate initiatives while the business continued to deteriorate...

Or the current leadership team that appears to believe Advance Auto Parts can fight its way back by demanding more Project Packs, more attachments, more scorecards, and more pressure.

This isn't a turnaround strategy.

It's a distraction.

Selling more Project Packs will not fix years of declining market share, inconsistent inventory, operational challenges, technology issues, staffing shortages, customer frustration, or decades of strategic mistakes made far above the store level.

Those problems weren't created by Store Managers.

They weren't created by General Managers.

They weren't created by District Managers.

They weren't created by Vice Presidents.

Yet somehow, the people closest to the customer continue to carry the burden.

Every quarter there's another initiative.

Another metric.

Another conference call.

Another dashboard.

Another leader gone.

Meanwhile, the fundamental questions remain unanswered.

Why do we continue to lose experienced leaders?

Why do we continue to replace homegrown talent with outsiders who don't understand our culture?

Why does it feel like accountability flows only downward?

And where is the Board of Directors in all of this?

At what point does the Board stop measuring PowerPoint presentations and start asking why so many dedicated field leaders have lost confidence in the direction of this company?

The people in the stores are not asking for miracles.

We're asking for leadership.

Real leadership.

Leadership that listens before it mandates.

Leadership that fixes broken systems instead of creating new scorecards.

Leadership that values people more than weekly KPI reports.

Most of us have dedicated years—some, decades—of our lives to Advance Auto Parts.

We have missed birthdays.

Worked hurricanes.

Opened stores before sunrise.

Closed them after dark.

Worked weekends.

Covered vacancies.

Helped struggling stores.

Trained future leaders.

We stayed because we believed in this company.

We still do.

But belief alone cannot carry a company forward.

If today's events have taught us anything, it's this:

Fear does not inspire performance.

Pressure does not create loyalty.

And no company has ever KPI'd its way back to greatness.

Advance Auto Parts deserves better.

Its customers deserve better.

Its shareholders deserve better.

And most importantly...

Its people deserve better.

A Concerned Advance Auto Parts Leader

What does it say about a manager who does not partake in the Truist anniversary celebrations for his/her direct reports? Is this business as usual at Truist or a symptom of undesirability within the management ranks?

My manager finally allowed me to talk to HR about a salary increase seeing as I had taken on a lot more responsibility and staff under me.
HR has told me I can have a 7% salary bump but my bonus will be cut by 5%
I’ve not had an increase in 2 years but I’m in two minds. The monthly increase is ok, not good but the bonus cut is terrible. But the way the company was a going will we even get another bonus with the debt they are going to have to pay off.

It pretty much feels they are telling me they either accept it or stay on where I am. FYI I’m not on contract

Has anyone else been thru this process lately?
I’m confused.

Laid off last year found a new job but didn’t update LinkedIn for about 90 days. Updated it this week and today get a message ( solicitation) congratulations on your new job ( listing company by name) and asking me to talk to WF about rolling over my 401k. The ba--s!! You treat people like cr-p, have rolling lay offs for years , no empathy for the impact on people and then turn around and solicit me. Actually WTF. I realize it is not the fault of the individual advisor but who came up with this idea. Let’s solicit people who gave decades to this company and we treated them like trash. Yes, maybe they will keep their 401k rollover with us so we can continue to profit off them. The company no longer has a moral center. Anyone else have this happen? Also if you didn’t want me around anymore - why are you looking at my LinkedIn. Creepy

There is a unique kind of professional dread that comes with sitting in a mandatory weekly roundtable for a company with no remaining backlog. Being asked what are you working on when the answer is effectively nothing, because we are sitting ducks turns corporate communication into pure performance art. It highlights a painful gap in leadership when routine replaces reality, forcing employees to invent micro-tasks just to fill the silence.

I received my smallest raise ever this year (aside from zero during Covid). I had a good rating this year as well. Is this normal or does my boss hate me?

CTX is the worst. I don’t know anyone, other than a handful of a$$ kissers that don’t do any real work, that are happy. One of you leaders with some b@lls needs to step up and make some positive changes before all of the good people are gone or too burnt out to care.

How is the mood in the office?

I went from being a confident, successful professional to having to seek therapy and medication after working at US Bank. Worst experience of my life. The company is chock full of good people who have turned mean for survival. Thank god I’m no longer there, but the ptsd is real and is taking much longer than I thought it would to heal from. I hate how hard I was on myself when I worked there. The company is culture is messed up. Everyone there needs to be kinder to eachother.

Saugata Saha first task should be to finailize the Comp Plans. Its July 31st. 7 Months in and we still dont have a comp plan.

When the strategy is "do more with less," somehow it's always the people doing the work who end up doing less... because they no longer have a job.
Another round of collections and IT displacements. The folks who kept systems running, helped customers, solved problems, and cleaned up the messes are thanked with a meeting and a severance packet.
Nothing says "valuing people" quite like calling layoffs a "business transformation."
Wishing everyone impacted the best. Companies can replace positions on an org chart, but they don't replace the experience, dedication, and relationships those employees built.

Take a look at product. Bodies are being moved around like chess pieces for protection while honest hard working people are getting cut. Eventually y'all will be checkmate.

What If the Job You Applied For Never Existed?
How long have you been searching for a job on LinkedIn?

Three months. Six months. A year.

How many resumes have you rewritten? How many cover letters have you tailored to a specific company? How many times have you clicked Easy Apply, watched the applicant count climb past 200, and waited for a reply that never came?

Now sit with a harder question.

What if there was never a job?

That question sits at the center of a real investigation. Texas Attorney General Ken Paxton has opened an inquiry into LinkedIn over allegations that the company advertised and profited from fake or misleading listings, the kind people now call ghost jobs, while selling Premium subscriptions to people who believed they were paying for a better shot at real work.

His office issued a Civil Investigative Demand. It wants LinkedIn's documents, internal communications, marketing, and verification practices. For context, LinkedIn reported roughly $17.8 billion in revenue last fiscal year. Independent studies cited by the state estimate that ghost jobs make up 20 to 33 percent of online listings. By the state's account, LinkedIn does not independently verify the hiring status of most postings on its platform.

A ghost job can be a role that was already filled. A role placed on hold. A role with no approved budget. A role posted with no real intention to hire anyone.

The listing looks real. The company looks real. The requirements look real. The silence that follows feels real too.

Here is who pays for that silence.

People who are out of work. People who are scared. People trying to keep the lights on, the mortgage current, and the kids fed. People over 50 who spent 25 years building a career on relationships and handshakes, and who now log in every morning to a feed that promises opportunity and hands them a scoreboard instead.

Many of them pay close to $40 a month for Premium because they believe it puts them in front of the right people. A better seat. An inside track. The investigation asks a blunt question about that seat. Were people paying to chase jobs that were never there?

LinkedIn is only the newest name in a longer story.

Look at Workday.

Derek Mobley applied to more than 100 jobs at companies that run Workday's screening tools. He was rejected every single time. One of those rejections hit his inbox at 1:30 AM on a weekend, sent by a system, for a job he had applied to days earlier. He sued. He is a Black man over 40 who also lives with anxiety and depression, and he argued that Workday's AI screened people like him out before a human ever looked at the file.

In May 2025, a federal judge certified his case as a nationwide collective action under the Age Discrimination in Employment Act. Then came the number that should stop everyone cold. In its own court filing, Workday disclosed that its system rejected roughly 1.1 billion applications during the period in question. Not 1.1 million. Billion. Workday's software reaches more than 65 percent of the Fortune 500.

The machine does not forget either. Modern hiring systems score you before a person ever sees you, and you never see the score. Recruiters log in to find everyone already sorted into tiers, top of the pile down to the bottom, and on high volume roles they often read only the top. The rest are never opened. Your application was scanned by software, ranked low, and buried. Your record then sits in the database long after the door closed, because retention rules keep it there.

Then there is Stanford.

Researchers at Stanford, Chapman, and Northeastern ran the largest independent study of AI hiring tools done to date. They examined more than 4 million applications from 3 million people across 156 large employers, all screened by the same vendor. They found that 26 percent of Black applicants and about 15 percent of Asian applicants had applied to jobs where the AI produced outcomes that meet the federal government's own definition of discrimination. Had the tool recommended Black and Asian candidates at the same rate as white candidates, 40,000 more applications would have advanced.

The shape of that finding matters most. When a single vendor screens for hundreds of companies, a rejection stops being one company saying no. It becomes the same algorithm saying no everywhere at once. Rejected by one, rejected by all. The bias then hides in plain sight, because it vanishes the moment you look at the totals instead of the individual roles.

Put the three together and a pattern steps forward.

LinkedIn is under investigation over whether people paid to chase jobs that may not have been real. Workday is defending a case built on its own admission that it rejected more than a billion applications by machine. Stanford has the evidence on how that machinery carries bias at scale. Different companies. Same layer. The layer that now sits between a human being and a paycheck.

There are two sides here, and both deserve to be stated plainly.

LinkedIn says its policies require job postings to be authentic and connected to real hiring. It points to verification tools, employer activity signals, and rules against misleading listings. Its position, in plain terms, is that it provides the tools and the disclosures and never promised anyone a reply or a hire. A verified company does not mean every role is funded. An "actively reviewing" tag shows recent activity, not a guarantee that anyone gets hired. This is an open investigation. LinkedIn has every right to answer it, and no final determination has been made.

Workday, for its part, has argued that it is not the employer and does not make the hiring decision. A court will test that argument.

Hold all of that. It is fair.

Now hold this next to it.

For years, we told people the problem was them. Fix the resume. Add the keywords. Network harder. Smile more. Stay positive. Their families asked why it was taking so long. The government counted them as a statistic. Friends wondered, quietly, what they were doing wrong. The whole time, a scoring system they could not see was ranking them, hiding them, keeping their record, and passing them over at a speed and scale no human hiring manager could match.

Think about what that does to a person. Especially someone over 50 who did everything the old rules taught them, who paid the monthly fee to stay in the room, and who is now told by software, without a word, that they do not make the cut. That is not a bruised ego. That is months of savings, sleep, and self-respect spent on a process that may have been closed before the first click.

This is bigger than one lawsuit against Workday. It is bigger than one study out of Stanford. It is bigger than one investigation into LinkedIn.

The people filling out these applications are not the ones who failed.

It's not the applicant.

It's the process.

As a consult with a third party company, should I be upset that I don’t count as a person on the team? Cuz technically I guess I ain’t This place only fills the needs of humans with temporary support. Leadership says they care but do they? Just a number right?

How many of you wanted to punch your screen hearing these tone deaf "leaders" talk about the direction of the company and VSP.

Just awful!

Referring to claims but may be other departments too. I really didn’t think it could be worse than rock bottom but here comes big blue with the excavator. My manager used to be ok but he is becoming militant and aggressive, due to those above him. A low performer on the team got fired. Threats of performance management for missing a single metric. More and more being dumped on the plate. This job has always been a toxic cesspool, but somehow it’s getting worse

It’s a spending spree now that the company got more help! Teams traveling the globe and enjoying entertainment and fancy dinners.
Yet-we are in debt and are taking on more debt.
Not to mention the 6 figure work from the coach and pool side positions.

Hey bootlickers! Please stop monitoring where everyone sits. Someone reported me that I'm working from the cafeteria. Hey MF you obviously have ZERO work to do to care that much. Joke is in you, my manager don't even care where I sit. And yes I'm gonna sit by the snacks, the sun, away from you. WTF this place is he-l.

John should be realizing with all this cash, employees are looking around going what about us? He and the executives will be making cash for themselves but we don’t get anything extra at all for all these record breaking results.

Him and those over paid HR goofs better start thinking of ways to give employees a bit more or the motivation to keep preforming won’t be there.

The workload keeps growing, and the support keeps shrinking. I haven't seen a single meaningful change that would improve things in years. How are we supposed to keep working when we're all literally burning the candle at both ends?

I'm so tired of the "we're family" speech when they need me to work late or take on extra projects. The moment I ask for a fair raise, it's "business decisions" and "budget constraints." If we're family, treat us like it. If it's business, stop pretending otherwise.

Almost a year since I got cut and my life is better now. Is anyone actually enjoying it there still?

Dishwasher. Call center rep. Fast food cashier. Literally anything sounds better than another day here.

Things are completely fine at Teradata right now. No drama, no chaos, business as usual.

Honestly it’s kind of pointless sitting here commenting on this forum when nothing’s actually happening. People are just spinning themselves up for no reason.

I even have a friend who’s ex-Teradata and now at AWS who agrees with me he says it’s pointless to sit around anonymously whining online about stuff that isn’t even happening.

Meanwhile I’m over here enjoying a high-end meal at Javier’s in UTC. Steak was perfect, service was on point. Life is good.

Carry on.

If the last 6 weeks were rough and stressful, hold on to your hats people the next 4 to 16 months are going to be questionable!

Drive it into the ground, full stop until we hit rock bottom. Soon everyone is going to have to update their bios, taglines and all that jazz to Fortune 1000.

Someone better have some pixie dust handy and lots of pink slips to hand out to keep this ship afloat.

The wait for redundancies is ki-ling me. Can they just hurry. This is soul destroying.

Folks just look at how they have handled everything since June. The rhetoric they use, the moving of timelines, misleading information and that's not counting all the other shenanigans this company has pulled over last 3 to 5 yrs. They dont like us and it's obvious they wanted to see who was disgruntled here and to make themselves look better with investors. They have no intention of paying out all these VSP and understood that by doing this ppl would quit or be so mentally gone thst they start to struggle.