#morale

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

That's the post. That's the strategy.

Here it goes:

Layoffs, Job Security, and Workforce Strategy

• How can employees stay positive under the constant threat of job cuts?
• Should employees expect further workforce or organizational changes?
• Is Dell planning to be sold?
• Is Dell preparing for a spin-off?
• Did these employees leave voluntarily or leave to spend more time with family?

Morale, Engagement, and Retention

• Lean into what, exactly?
• What are employees supposed to be engaged with under constant uncertainty?
• How can Dell improve employee morale and incentives given the lack of U.S. promotions?
• What are the biggest employee concerns leadership is hearing right now?
• What is leadership doing to improve morale, retention, and workload?

Promotions, Compensation, and Rewards

• After record-breaking quarters, how does Dell plan to compensate the employees who made them possible?
• With the stock price at an all-time high, could executives give employees a few extra thousand dollars?

Offshoring and Backfills

• Why are backfill positions consistently being moved outside the U.S.?

Leadership and Management

• Will Eric Day be able to handle criticism about his actions?
• When will Dell remove ineffective managers and leaders?
• Which SmartPrice leaders are gone?

Technology and Operations

• Who is responsible for rolling out the ODW for CSG?
• What is going on with iDRAC?

Workplace Resources and Employee Experience

• With Dell making billions in profit, why can't employees have trash cans at their desks?
• When will JC's T-shirts be available in the company store?

I'm now done even trying. I'll do what can be done with the time and resources I have. being fired is preferable to the pressure of trying to stay on top of things when they keep adding new things to my already full plate all the time.

It’s difficult to understand how DXC can increase customer fees in line with inflation, while at the same time employees are expected to absorb the rising cost of living without meaningful pay increases.

When businesses ask customers to recognise increased costs, surely the same principle should apply to the people who deliver the services and keep the business running.

With layoffs now affecting colleagues, it’s a particularly difficult question to ignore: where is the recognition for the employees who have continued to deliver?

We are watching colleagues getting laid off and at the same time, everyone has to worry about whether they might be next.
Then you come here and see anonymous threads to gather information and see people are blaming other colleagues, turning on each other, and arguing over who deserves what.
I really liked my life at FactSet but watching all of this happening at the same time is just really sad.

Just curious who else hates this job?

Ruining someone’s vacation or business trip every day.

Then it’s the nonstop ill educated managers giving directions.

I think all the consulting firms our leadership hires for print out advise have made moral go down the sink. No more VP and SVP promotions from the bottom up. Time Warner and General Motors with clueless to IT but get big pay checks for getting rid of to many SMEs and GenX are here short term to place on resume but again Att USA company is expanding especially with India a 3rd world country. Like sp--k said no need for devotion just make sure click in and out =8hrs, do not support after hours or weekends

I've never heard people talk this freely about leaving before. Even coworkers I barely interact with are telling me they're looking elsewhere. What happened to this place to come to this point?

Department mergers are ongoing. They’re planning to remove “duplicate” positions—basically transferring one team’s responsibilities fully to another, with no pay rise. One VAS team was recently absorbed by Sales and Operations: about 100 people, probably half to be fired. The same thing is happening with other teams.

Morale is very low. People know it doesn’t matter how hard you work, if some higher-up decides you’re obsolete, you’re out.

Roughly 50% of Visa employees are VPs, directors, and managers who just sit in meetings whoel day, yet they prefer to fire engineers and analysts and dump the extra work on whoever’s left.

I've been with the company for several years, and honestly, it feels like things are getting worse by the day.

Between the constant talk about someone buying us, people resigning, and the general atmosphere in the offices, morale is basically nonexistent. The offices feel sad, there’s zero motivation left and the company it self just suffocating us.

My salary is almost half the market average for my field. On top of that, the company is so far behind technologically that staying here is starting to hurt me professionally. The longer I stay, the bigger the knowledge gap becomes between what I work with here and what the industry actually expects.

The main reasons I've stayed this long are the good people I work with and, ironically, the fact that things have gotten so bad that nobody really cares if I leave early or do whatever I want.

But at this point, even that isn't enough.

Even if they raise my salary to the market average, I'm still planning to leave by the end of the year. I don't have a big financial cushion, and I know the job market is terrible right now, which makes leaving scary.

But staying here feels worse.

Dangerous crime strikes again very close to PNC HQ. A stabbing in market square around 5PM Wednesday (9/23). There was no PNC notification sent out alerting us of increased police activity. A time when many of us were leaving the buildings. In typical PNC fashion do not expect executives to mention a single thing about employee safety in the coming days. Would be really cool to ask the CEO in a town hall about what is going on to ensure employee safety. But nope we get to learn about the CEO’s recent book read. Because priorities right! Take a moment and ask yourself this. Is it really worth risking your safety every single day amongst the unruly teens, crazies, dr-ggies and mentally ill to bust your a$$ to a desk to work in an obnoxiously loud environment to do the same thing you were doing (more efficiently) from home for years. While fighting the ever growing monetary cost of life and commuting to and from. We don’t get executive safety. We don’t get awarded huge bonuses. We don’t get a huge compensation increase. We are lucky if we even get above a 1% increase. We get reprimanded because we made a minor non-critical mistake for the first time in 6 months. Our reviews can be tainted by the timeliness of our time sheet submissions. Guess what, the time sheet is the same as everyone else’s and you already know what hours we will input. Thank goodness the surveys are coming so we can voice our frustration and in three months we can hear “We read the employee feedback and will do our best to ensure ‘fair this’ ‘competitive that’ ‘the latest tools’”. Only for the cycle to repeat itself. This is what morale has turned into.

For the brown-nosers who say that is a city problem. You’re right. But the company mandated us to navigate into this criminal arena. At least give a sh!t and provide communication about increased police activity and tips and discussion about employee safety. Nope! Work from home to avoid this crime and/or at the very least be able to fully defend yourself on your own property.

This company has been led for years by a bunch of good ole boy RE--RDS. Nobody goes to college to work for these a-s clowns.

What the he-l the je-ks in QPOET still have the face to live in the world!

To the hard working staff member working extra hours, thank you. To the hard working people who got let go, thank you for your hard work, you deserved more. To the kind people who make everyone’s day better, thank you. To the greedy a--holes who ruined this place, you are a piece of sh-t. That is all. Thank you for reading.

This company just forces a ton of cr-p into stores leaving us to take the blame. We get paid to be the scapegoat for this sorry company.

I remember when Belk was BELK.

After more than 30 years with the company, I saw firsthand what made it special—and I watched those standards disappear across its stores.

Before: Every department operated on commission, creating a genuine sales culture. Employees knew the merchandise, took pride in their appearance, and understood that customer service was the job—not an optional extra.

Stores were clean, organized, and well maintained. Registers were positioned throughout the store. Customers could usually find an associate ready to help. Cosmetics and Shoes were major sales departments, but the expectation to sell and serve extended across the entire store.

Belk felt professional. It felt organized. It felt like a company that cared about its customers and expected its employees to care, too.

Now: Those standards have eroded across the company. Departments are understaffed. Merchandise is left disorganized. Customer service can be difficult to find. Some employees appear unprofessional, and there have even been occasions when associates smelled like weed.

Not every employee fits that description. But after more than 30 years, I know the difference between a company that maintains high standards and one that has allowed them to disappear.

The Belk I knew is gone.

I watched that transformation from the inside. And honestly, after seeing what Belk became, I’m glad I’m out.

Hello, fellow job haters. Some of us have survived almost one full month this 100% RTO. Now now obviously many of us are mad about it, and things are playing out as predicted. But what have been some issues or other surprises that NO ONE predicted would happen when having to go into office every day? (Example: the rumor of someone stealing food from FLIK).

P.S: RTO also means really terrible operation.

It was so good to see you at the roadshow in Greensboro this week. I am hoping you can meet with groups of processors, underwriters and closers to get the true feeling we have in our department. The top producers don't speak up anymore because nothing changes and no one cares what we say. We are labeled as negative for giving constructive feedback or ideas. Leadership worries about the wrong things and not about the client or their experience.

Are more people are just going through the motions at work ? Any motivations ?

Just wanted to discuss anon workers thinking no hate

Back from 3days off & 1 of my colleagues is gone..layed off my other colleague told me. the dreaded vvv..on their email. No email, no talk no anything to team from our manger. This place is unreal.. Wove almost dead & going to pasture. How many more casualties?

Meeting Summary:

The "All" "Hands" gaslighting festival in full force today.

Disregard how this company and its leadership is objectively and universally despised by its workforce, customers and students; those feelings are invalidated because Cengage has SEVEN PERCENT EBITDA.

According to MH, "REVENUE GROWTH" is the only marker of a healthy company. Not culture -- REVENUE. Just ignore the incongruency here that everyone on staff is looking for a way out and/or laid off; we are healthy because we now churn more cash to service our debt! F your feelings.

A group of complete Chuds tossing around buzzwords and saying nothing.
Max comedy.

An audience of 1: Wall Street backslash Apollo.

After three rounds of layoffs in such a short period of time, it is difficult to put into words how discouraged and hurt many of us feel.

As someone who has worked on the DTP side of the business, I have watched talented, hardworking people continue to give everything they have to this company, only to see colleagues lose their jobs again and again. January was difficult. February was another blow. Now, facing a third round, it is becoming increasingly hard to believe that employees are truly viewed as the company's most important asset.

From where I sit, the decisions being made feel reactive rather than strategic. There seems to be a growing disconnect between the people making decisions at the executive level and the employees who are actually in the field, working with patients, customers, providers, and one another every day.

What hurts most is the loss of trust. Employees hear messages about stability, culture, growth, and commitment to people, but those messages become harder to believe when another round of layoffs follows shortly afterward. Morale suffers, people begin wondering whether they will be next, and even those who remain are left questioning the future.

There are incredibly talented and dedicated people at Inogen, and they deserve leadership that makes them feel valued, supported, and confident in where the organization is going. Right now, many of us simply do not feel that.

If you are considering joining the company, I would encourage you to ask difficult questions about stability, leadership strategy, turnover, and the recent layoffs before making your decision. The public messaging may sound positive, but employees living through these repeated reductions are experiencing a very different reality.

Three rounds of layoffs leave a mark. Not only on the people who lost their jobs, but on everyone who remains.

Yes, an AI bubble burts would be bad but what's currently happening is worse. They have ALL the leverage right now. There's no mobility for anybody to push back on how awful this place and others have become.

I will start - The organisation is starting to fail across the board with all of the reorganizations. The talent pipeline weak. We are seeing a huge proportion of the new grads leaving but more concerning is the 15-25year range who have frankly had enough of the BS. No raises, more BS and the opportunities are less. The new D and S model is so much worst than the old system (sounds like our PA system) and only helps the HIPos. And Darren will retire just before the s hits the fan. Goodbye long term growth.

A lot of discussion on degraded contractor capability but little discussion of degraded EM capability and rising number of mid career resignations. All roses and rainbows and talk of increasing headcount through hiring and pulling from operations groups. Meanwhile we aggressively drop the ranking of those with proven capability, pace out their promotions, and give them no meaningful raises all while cutting benefits and reducing expat compensation and beating the drum of how important mobility is. What a joke.

As the title says - anyone remember the survey we took two months ago where there was a question on ‘are you planning to leave in 6 months?’ Or something like that lol 😆

What was the whole point of it? There’s literally zero effort being made to improve employee morale.

Comcast has perfected a strange kind of prison: one where the doors are technically unlocked, but everyone is too afraid to walk out.

That was Comcast for me. Sad energy. Re-org after re-org. Everyone seemingly operating with cortisol dialed sky high, with the stress slowing ki-ling them.

And I kept asking myself: why do you guys choose to be a Comcast corporate slave? Is the paycheck really worth surrendering that much of your time, energy, and peace?

The only difference between being a slave back then and today is that you have to house and feed yourself.

"THEY" got rid of all the good workers in 2018, kept all the cheaters and are replacing the cheaters with incompetence. Wow who came up with that master plan, stick a fork in UPBD it is DONE!

Something has shifted at Humana and I wish I knew why. Managers seem much more aggressive now, and I've consistently noticed people get yelled at and pushed into competing with each other. It's hard to reconcile this with the place I remember joining seven years ago. The last several years and months especially have been a completely different experience.

• Failed to produce any meaningful outcomes in 30 yrs at bank.
• Repeateatedly alienated employees while failing to achieve objectives leading to mass defections and low morale.
• Failed to design and execute key risk strategies causing Wells Fargo to fall further behind competitors.
• Lacks credible leadership skills, communication skills, and risk management experience.
• Failed to consistently meet RTO requirements and rarely worked a full 40 hr work week.
• Failed to hire competent subordinates to execute risk programs leading to numerous executive terminations.
• On the plus side, your leaving will have a significant positive impact on WF risk management. As with all senior executives, you are expendable, easily replaced, and AI will make your role redundant anyway.

Please enjoy your "retirement". Unfortunately, due to a tanking stock price, massive severence costs, and litigation expense, we cannot give you a good riddance, I mean, going away party.

Perfectly summarized, @a6+1m3801rc6.

I’m starting to think hiring incompetent people is just part of the Fossil business model. Hire someone who can’t handle the workload, then magically redistribute their responsibilities to the people who actually know what they’re doing. ✨

The hoops we jump through to accommodate people who are slowly dragging morale — and apparently the company — even further downhill are truly impressive.

And once they’re hired? They scurry under a rock so no one can ask the dangerous question: “So… what exactly do you do here?” Meanwhile, higher-ups quietly cover for them because admitting there’s a problem would probably require admitting who made the hiring decision in the first place. 😌

Truly, a fascinating organizational strategy.

Enjoy your 1% raise that Amazon so graciously gave us peasants
Find it under workday compensation changes if you want to look at it

Only a million dollar bonus last year for VPs? Times is hard.

https://www.beckerspayer.com/legal/elevance-sues-former-network-exec-to-block-oscar-move/

Today marks the one year anniversary date for those laid-off on 9/24/2025.

It was a shocking day! It brought out the reality that HCSC along with manny employers have no respect or appreciation for its employees as a corporation. It confirmed the end of an era of devoted employees.

Hopefully those let go have been able to find a new job or officially retire comfortably. Those who continue to work hopefully it is a good job. Then there are those who found a job, but are still really looking.

For those employees still working at HCSC, maybe think about messaging someone you know who was let go on this day. Checking in on them could do wonders in boosting their morale on this horrible day of memory.

I've been with the bank for 28 years and this is the first time I am actually ashamed to work for US Bank. They treat their employees like dog s***. The raises and bonuses don't amount to anything anymore. They're making it impossible to meet goals so they don't have to give us raises and bonuses. If US Bank doesn't care about their employees why should their employees Care about US Bank.

The Letter to Leadership was good and their call to action, this is ours. Leadership and the Board absolutely need to get their sh-t together, stop the leader revolving-door with swag bags of cash and create stability, but as employees need to stop making things worse too. There’s a difference between calling out real problems and constantly telling the world Crown is dying (when we aren't), collapsing or broke when the facts don’t support that. That noise gets repeated, becomes a narrative and adds to the confidence problem we already have. Hold leadership accountable, challenge bad decisions and demand better, but stop creating new problems while everyone is trying to fix the existing ones. Help each other, stick to facts, protect the business and move forward. Enough is enough, we need to be the examples to the leaders because they need it.

If they want to fire me because I cannot make it in for some uncontrollable reason go ahead.
The roads and mbta are horrendous each alternating a nightmare scenario.
They’ll need to give HUGE raises and comp more because people are spending a fortune now and it’s just begun!
Is anyone hearing anyone still complaining or is everyone just grumbling to themselves?
No recent survey since earlier on it either.
You think they’re mulling it over still or staying hardline? I hope they’re going to loosen this and allow even one day a week wfh but I’m afraid I’m still wasting sugar coated glasses.

1. Employees, wronged by this place

2. Value Investors, deeply hurt by this share price

cannot see any hope at all.