#morale

If you accept that you are disrespecting you self what a joke!!

Just sell the company in pieces and get it over with lest stop kidding out selfs we all know is over!!

Honestly, I’m really disappointed by what’s been happening at Digital Surgery.

It’s hard to watch good people, especially good engineers, leave one after another over the past year. These are people who worked hard, cared about what they were building, and actually wanted the company to succeed.

At the same time, it feels like the people who make the most noise, talk the most sh-t, and play the politics game are the ones getting rewarded and promoted.

That’s incredibly frustrating.

No one should have to shout the loudest, put other people down, or play games just to be recognised. Good work should matter. Being decent to your colleagues should matter. Being professional should matter.

And when people are being gaslighted or treated unprofessionally, eventually they stop fighting it and they leave.

That’s the part that really hurts. Watching talented people walk away while the behaviour that pushed them out seems to continue.

There is something seriously wrong when losing good engineers becomes normal and nobody seems to stop and ask why.

Zero opportunities for growth and there was so many pricks up in personal business who cared about being a desk slave in the office and physical optics more than the work you do and help your team with!! Bunch of pathetic leaders who cannot lead and focus on all the wrong things

Hows tricks in Aberdeen and Montrose nowadays? Moral good? Plenty work etc.?

I’ve been a Pharmacy Manager with Walgreens here in West Virginia for a long time, and I’ve always tried to do whatever was needed to keep things running. I’ve worked countless shifts in a row, picked up shifts at stores that weren’t even mine, covered when we were short, and tried to be someone the company and my fellow pharmacists could count on.

Recently, I found out that a new staff pharmacist coming into my district is starting at a significantly higher rate than I’m making, with more PTO as well.

Honestly, that hurts. After years of showing up, making sacrifices, and putting the needs of the stores ahead of my own, it’s hard not to feel like that loyalty means very little.

I never expected special treatment, but I did expect that years of hard work, experience, and commitment would count for something.

Thanks, Walgreens, for the reminder that sometimes you can be too loyal for too long. I hope he’s worth it, because now you’re losing three more.

West Virginia pharmacists deserve to be valued, respected, and compensated fairly for the work they do.

So I know that this is bigger than GT this time, much bigger, but the irony astounds me.

A whole costly office infrastructure process just to lay off probably 1/4 of the people who will be there. More if they plan to force all of GT to India. Put aside the morale issue, how on earth is this managing costs?

It’s going to be a slow decline

From a former employee looking in - Nike has essentially waves the white flag.

"We can no longer afford to pay a fair wage so they will go somewhere they don't have to"

At the same time they will continue to try to act like they are the "it" brand in the US but that bus left the station a few years ago.

Next will be a failed sale of area buildings - they will try to sell them at a premium because they are "cool", they will sit and be a financial drag.

Marketing and sales will become even more disjointed from operations - leading to even worse mismatched supply.

Overstock due poor planning will continue to drag down revenues in US and further impact the brands image.

Eventually they will sell but at that point they will just be a hollow shell of their former selves - think under armour.

Now it's a-s kissing. Kiss the right behinds, and you'll end up higher than any of the hard workers can even dream of. What a joke of a company OT is now.

Often when there are posts made about layoffs at CDW here, there are many sellers who comment saying that the roles weren’t needed anyway, that they were a waste of money at the company, and even that the jobs weren’t real. As someone who was laid off and was supporting sales staff, it doesn’t feel great being told that my job wasn’t real (especially when it was a hassle to get half of my sellers to actually sell, but that’s another story for another day).

If you’re not a seller, how are layoffs impacting you/how have layoffs impacted you?

So they started with training today across these centers of Expertise. Trainers were given their notice that they will be off payroll by the 15th of the month after previously being told they would not be losing their jobs with this next roll out of surpluses. They are alleged to continue through next Wednesday. Disrespectfully fu-k them because the whole plan is to replace them with unskilled floor support who barely know the business themselves and expect these folks they just fired basically, to skill them up in the interim. It is an utter sh-t show.

lol! Is anyone even surprised by this anymore? Doesn’t feel real that we are constantly in this state of fight or flight

Pretty obvious answers. Not much or worse. Retreat like Napoleon had from Russia.

PK, are you listening? Give EH a nice parachute, not sure if it should be golden and tell him to leave.

I am really sick and tired. this all he can show after 2 full years in the helm then what is there for year 3.

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.

Last few days of some wonderful colleagues. Honestly staying here over 8 years, the level of talent i have seen at Paypal across teams and amount it has bled to attrition, rival firms and layoffs in mind-bending. God help this company

1.There are too many managers and VPs who don’t know the basics and they are leading teams. All that they know are some processes and they all depend on the line managers for everything. This is true across all support organizations.

1. There are some teams building AI tools and we are also asked to build tools using codes which would just be a repeat of what we already have. No one knows what the other team is doing and we all keep reinventing stuff.

2. We don’t know why organizations like Middleware and Linux exist as those products are completely obsolete. Though there are customers there is absolutely no need for so many people.

3. AI is being overhyped while in reality AI is not solving any issues. The numbers being shown are made up and no one has the patience and time to get into the details of what’s actually happening.

4. We are being forced to write KMs but in reality many of those KMs are junk. No one really knows if the KM has resolved a customer’s issue or not.

5. The org structures are pathetic especially in OCI and no one has a clue why we have such a structure. Technical skills is not given importance and it’s always metrics.

6. We keep reducing people and the load shifts on the others who remain and it gets frustrating for an individual to handle 40 to 50 SRs a month.

7. Customers hate being redirected to an Agent and we really get very bad feedback. No one is even looking or bothered.

It’s freaking frustrating to work in this organization with poor leadership especially in India. I am quitting this shithole.

It's easy to look back through rose tinted glasses, but I've been around for 6 years now and never known it as bad as this, everyone is checked out

I used to love my position. But over the years they have turned it into a soul su-king job that makes me feel like I'm terrible at when I used to be one of the top performers. And I've been in roles at WF that have done that before. So do I know that there was possibility for something that felt more fulfilling. I know I'm probably preaching to the choir but it's also just so disheartening. There are no other open positions that seem to match my skills and the outside job market is gross... Just looking to commiserate because the last year or two have just beat me down.

CEO to median employee compensation is over 120:1... keep busting your a$$

Well, turns out we in DXC did know what we were doing after all.

We just landed a massive customer contract. The kind of deal that makes the “they’ll never sign” crowd in DXC suddenly very quiet.

Months of work.
Serious $$$$$$$$$$
10 year commitment.
A big BIG customer.

To everyone in DXC who doubted us: thanks for the motivation.
To the competition: we’d say “better luck next time” but judging by how this one went, you may need more than luck.

Contract signed. The team is celebrating. Champagne is flowing. Competitors are panicking. Shareholders are calling.

And then…

None of it happened. Congratulations to everyone who made it this far before realizing the entire post was complete bullsh-t.

It is just another perfectly normal day in DXC.
No contract. No customer. No work.

... you up and moved your home, your family, your life for RTO only to be laid off shortly after you got there.

Dell is such a joke of a company.

So what is the deal with exploration…..we are making it sound externally like we are going big and doing things different and funding it big time.

As a geo outside of exploration….are we actually? I’m hearing mixed things some people happy, some people pi---d off, we’re cutting funding of wells etc….what’s the deal?

Anyone going to ask the new CEO about cost of living increases or our substandard benefits or future RIFs*?

• Yes, I know, it's a loaded question for a layoff site.

Morale is hecka low at my site and if this forum is to be believed elsewhere in the company. We're losing talented staff because of these policies and behaviors of the executives. It's not good at all.

Dear Ethics and Compliance Team,
I am submitting this complaint in good faith to request a confidential and independent review of concerns that have been raised by employees regarding workplace culture, leadership practices, potential conflicts of interest, and organizational governance within the DXE organization.
My intention is not to allege misconduct or wrongdoing by any individual. Rather, I am requesting that the company objectively assess these concerns and determine whether all applicable policies, compliance requirements, ethical standards, and governance processes have been appropriately followed.
Over the past several months, there has been a noticeable increase in employee concern regarding the overall work environment, management practices, decision-making processes, and the perceived ability of employees to raise concerns without fear of retaliation. These concerns have been discussed internally among employees and have also appeared in public forums and employee discussions.
Individuals Frequently Referenced in Employee Discussions
Employees have publicly raised concerns involving members of DXE leadership, including:
• IT VP and people he brought in.
• Other leaders referenced in employee discussions and public postings
I am not asserting that any of these individuals have violated company policy. However, the frequency with which these concerns are raised has created sufficient concern among employees that many believe an independent review would be beneficial.
Publicly Available References
The following publicly available sources have been referenced by employees in discussions relating to potential outside business interests, consulting activities, and professional relationships:

Sources:
• https://ca.ltddir.com/Agent/Surya+Nalluri/
• https://www.bizprofile.net/ca/eastvale/zenith-technology-services-llc
• https://www.bizprofile.net/ca/irvine/prosum-it-solutions
https://cafepharma.com/boards/threads/layoffs.706325/

These references have contributed to employee questions regarding whether all appropriate conflict-of-interest reviews, disclosures, approvals, and governance processes have been completed and documented.
Workplace Culture and Fear of Retaliation
One of the most significant concerns expressed by employees relates to the current workplace culture and a perceived fear of retaliation.
Numerous employees have stated that they are reluctant to challenge decisions, provide candid feedback, raise concerns, or offer alternative viewpoints because they fear negative career consequences. Employees have expressed concerns regarding potential exclusion from projects, diminished advancement opportunities, negative performance evaluations, reassignment of responsibilities, or termination.
Many employees report that the environment has become increasingly stressful and intimidating, resulting in a culture where individuals may feel compelled to agree with leadership decisions regardless of their professional judgment. Employees have indicated that they believe dissenting opinions are often unwelcome and that questioning decisions may place them at risk.
Several employees have also described interactions with leadership as aggressive, confrontational, or intimidating. Employees have reported instances in which leaders allegedly raised their voices, publicly criticized individuals, Create a TOXIC workplace,or communicated in a manner that employees perceived as threatening or demeaning. Whether intentional or not, these interactions have reportedly contributed to a workplace atmosphere characterized by fear, anxiety, and reduced psychological safety.
As a result, many employees no longer feel comfortable engaging in open discussions, raising concerns, or participating in constructive debate. Several employees have expressed concerns that this environment discourages transparency, limits open communication, and inhibits effective decision-making.
If an investigation is conducted, I believe that individual discussions with peers and leaders who work closely with this VP would provide valuable insight into these concerns. In a confidential setting, many employees would likely feel more comfortable sharing their experiences and perspectives regarding the workplace environment and leadership practices.

Leadership Influence on Product and Delivery Teams
Employees have stated that product, engineering, and delivery personnel may feel pressured to support decisions made by senior leadership without meaningful discussion, challenge, or independent evaluation.
Many employees believe there is an expectation that decisions originating from senior leadership should be accepted without substantial questioning, even when technical teams have concerns regarding feasibility, risk, implementation, or long-term business impact.
This perception has created concerns regarding the independence of decision-making processes and the ability of subject matter experts to provide objective recommendations. Employees have expressed concern that decisions may sometimes be driven by hierarchy rather than collaborative evaluation of available information.
Employee Concerns Regarding Job Security
A recurring concern expressed by employees involves job security and uncertainty regarding future staffing decisions.
Many employees report feeling that their employment may be at risk if they disagree with leadership decisions, raise concerns, or fail to align with expectations. This perception has contributed to increased anxiety and declining morale across multiple teams.
In particular, some employees have expressed concern that U.S.-based employees may be disproportionately affected by organizational changes, restructuring efforts, outsourcing initiatives, or staffing decisions. While employees may not have visibility into the business rationale behind such decisions, these concerns have contributed to a growing sense of uncertainty and fear regarding long-term employment stability.
The resulting environment has negatively affected morale, engagement, trust in leadership, and employee retention. Several employees have indicated that they are actively seeking employment elsewhere due to concerns regarding the current direction of the organization and the workplace culture they are experiencing.
Potential Conflict-of-Interest Review
Employees have questioned whether all relevant conflict-of-interest reviews, disclosures, approvals, and governance procedures have been completed regarding:
• Leadership relationships
• Outside business activities
• Consulting engagements
• Vendor relationships
• Hiring decisions
• Contracting arrangements
• Procurement processes
I do not possess sufficient information to determine whether any policy violations have occurred. However, given the frequency with which these concerns are raised, I believe an independent review would be appropriate to ensure transparency and compliance with applicable company policies.
Hiring, Promotion, and Vendor Selection Practices
Employees have also expressed concerns regarding the transparency of certain hiring decisions, leadership appointments, consulting engagements, contractor relationships, and vendor selections.
Specifically, employees have questioned whether certain decisions may involve individuals with prior professional relationships or historical business connections. Employees are seeking assurance that all such decisions have been evaluated using appropriate review processes and approved in accordance with company policies.
Again, I am not asserting that any policies have been violated. Rather, employees are requesting greater transparency regarding the controls, approvals, and oversight mechanisms used when evaluating such relationships and business decisions.
Request for Review
I respectfully request that Ethics and Compliance:
• Review the concerns described above.
• Evaluate whether workplace culture concerns warrant further assessment.
• Determine whether any conflict-of-interest disclosures, approvals, or related governance processes should be reviewed.
• Assess whether hiring, promotion, consulting, procurement, vendor-selection, and contracting processes have been followed appropriately.
• Evaluate whether employees are able to raise concerns without fear of retaliation.
• Ensure that employees who participate in any review or investigation are protected from retaliation and can provide information confidentially.
• Communicate findings and any resulting actions as appropriate under company policy.
I submit this complaint in good faith and in the interest of promoting a workplace culture founded on transparency, accountability, professionalism, respect, and ethical leadership. My hope is that an independent review will provide clarity regarding these concerns and help strengthen employee confidence in the organization's governance and compliance processes.
Thank you for your time, attention, and consideration of these matters.
Sincerely,

I am not going to mention any names but this has to be the weakest group of execs ever.

And the ones that are still here are busy looking for a way out. This place is done.

Whine about bonus'. At least you get them. The rest of the team(and some do work very hard...more than many of these store managers) Enough of the whining. I don't see any of you spreading out to the other productive employees with a part of any bonus...not even a penney....yet have to listening to your whining about a bonus'. Pathetic.

People are tired and have reached a breaking point.

Kind of funny working in an environment where almost everyone WANTS to be laid off.

We simply can't. We lose more people and things stop functioning. There's only so much those of us left can do and we're already doing it right now. I don't know who makes decisions on layoffs, but if they cut more people in my group, our work will collapse.

That seems to be the way of thinking of this leadership.

What does it say when you have to force 5-day RTO and then build a new HQ loaded with golf, tennis, pickleball, kayaking, basketball, bowling, shopping, a nail salon, daycare and a mental health clinic?

With all these distractions, how exactly is this supposed to improve productivity? 😂

I thought the whole argument for RTO was that people were “stealing time” while working from home… Apparently that was the problem. Now you can steal time on prem, surrounded by every possible distraction, while still getting credit for being physically at work.

Here’s the question I’d really love to see answered… If every Plano employee were given a completely free choice between working from home or coming into this new HQ, how many would actually choose the office?

I’d bet the overwhelming majority would still choose WFH and that is incredibly telling.

You can build the most elaborate office in the world. You can put a fu--ing country club inside it. You can force people to badge in five days a week. But you cannot force people to actually want to be there. People value flexibility more than corporate playgrounds.

Most people just want to go in when there is a reason to go in, get their sh-t done, and go home. They don’t want to spend their evenings hanging around the office because AT&T installed a bowling alley or a pickleball court.

This is the part leadership seems completely incapable of understanding. The problem isn’t that the office isn’t nice enough. The problem is that people don’t want to be required to be there five days a week anymore.

You can force attendance. You can build the amenities. You can spend whatever you want on the building but you can’t manufacture buy-in.

And forcing people into an office they don’t want to be in while spending a fortune trying to make that office more appealing is about as backwards as it gets.

We are still trying to solve a 2026 workforce problem with a 2006 answer.

On top of the recent layoffs, they are forcing return to office, 5 days. In the middle of when gas prices soaring. People asked “are we getting adjustments, extra PTO for when we can’t afford to come in?” And they were berated for ridiculous questions because it “didn’t sound like it was for the students?” Joke of an answer. Gaslight their employees for asking HOW THEY ARE GOING TO SURVIVE!!! Keep in mind, they hired Florida wide. And revoked remote privileges/exceptions for them and said “come in with a 6 hour total commute or quit.” One even suggested their $20/hr employee just “up and move” because “Full Sail shouldn’t cater to you”. That came from a higher up male 6-figures. I know a few people truly affected because of pregnancies and cancers. And it was basically “too bad, so sad”. No remorse. And Garry “Sc--w You All” Jones. They told us that it was because parents were complaining that campus was empty (apparently that is worthy of giving people less than a month to find a job). But I know this will be a shock. It has been planned for years. They couldn’t find the right time and apparently their best option was $5 gas prices and groceries increasing every month was beneficial to all. THEY DONT CARE! Plus their accreditation for a few programs are being questioned (and probably revoked) unless they find a way to scam their way out of it. And I could be wrong. Maybe Garry Jokes will let his employees stay in his actual mansion that those people worked hard for him to get. That is not even the tip of the iceberg. The corruption and nepotism runs much much MUCH deeper.

Some folks have been so conditioned by small or no raises, that they're at the point now where they comfort themselves by countering with the fact that at least we're not getting pay cuts. That's the level of sad that's hard to even comprehend.

Well, it’s been quite the week, hasn’t it? The company’s managed to lose both its Chief Administrative/Legal Officer and its Head of Compliance in one go — two senior leaders legging it for the hills before Takis’ flying monkeys can do any further damage to their reputations. Can’t say I blame them; self‑preservation is a noble art.

And now we’re meant to believe that the risk organisation — yes, that merry band — is responsible for keeping us in good standing with regulators. Brilliant idea, that. Truly inspired. This is the same group that’s turned “whistling past the graveyard” into a full‑time profession, best known for shuffling people about like mismatched furniture and delaying outcomes while pointing fingers at everyone else.

To add to the farce, they’re apparently convening in Frank’s back garden this week — presumably to strategise how best to further obliterate morale and torch whatever goodwill remains with regulators. Their master plan? Elevate some of the most spectacularly ill‑equipped individuals you’ll ever meet into positions of authority, while doubling the workload on teams already stretched thinner than a budget airline seat. Keep those CVs polished.

Fun times all around. Cheers.

1. Why y'all drive like you need to po-p all the time?

2. No one greets anyone anymore. Y'all lose your social skills (lab buildings specifically)

3. Why is there such an entitlement mentality with specifically 3Mers

Not sure how it hasn't made it here yet but the entire Iceland office has been closed other than a select group of "transition" people.

The original forefathers of ANF just wiped out without even an acknowledgement from corporate.

Sad times indeed.

Anyone would get more focused after massive layoffs.

We’re gonna make $3 billion this year but you all su-k and we can do better. Also, why are the good people we depend on starting to leave? Don’t worry about BTC, we’re going to have good jobs here. And to conclude, if you’re not bought in maybe you don’t need to be working here.