#morale

when you tell people at wprk you’re unhappy, you think you’re putting the co on notice... like, im a good employee, i’m telling you something is wrong so go fix it before i leave.

but that’s usually not how it works.

your boss tells their boss. then everyone starts asking what’s up... and maybe for five minutes it sounds like they care about the problem.

but then all of this always flips...

because the problem you brought up is probably happening under their leadership. so now it’s not “what do we need to fix?” all of a sudden becomes “is this person becoming a problem?”

then come the usual labels. you know them all...

ur not a culture fit. probably checked out. might leave anyway. maybe we need a backup plan, who's covering for him, who else knows her work, etc...

and now the thing you complained about is no longer the main issue. you are the main issue.

meanwhile you’re sitting there thinking they’re working on it. but behind closed doors, they are deciding what to do with you...

because fixing a broken system is hard. replacing one fu--ing unhappy employee is sooo much easier for them...

so before you tell them everything, just understand the game. rarely feedback leads to change but, often, it just tells them who to plan around.

stay safe.

Colorado State University announced plans to cut 178 full-time equivalent positions. Scores of colleagues were laid off across campus. State funding is now expected to decrease by under $1 million. Tuition revenue is projected to increase by $11.3 million. Faculty express low confidence and cite a lack of transparency.

Fort Collins, Colorado

https://collegian.com/articles/featured/2026/05/category-opinion-ltte-csu-administration-pushes-layoffs-despite-improved-budget-outlook/

The more layoffs there are, the higher the stock price goes.
Even if another half the workforce is cut, it doesn’t seem to affect the capitalists’ ability to make money—although the product keeps getting worse and the service keeps deteriorating.

Yes, State Farm su-ks but half of complaining about “woke” and “customers” don’t even know what you’re complaining about. It’s greed at the of the day, they’re trying to make this place as miserable as they legally can to get people to quit without severance or even the voluntary exit offers. RTO su-ks, i don’t care how much you loved your office back in 1980, times have changes and there is literally nothing that we do at home that can’t be done from office (other than wasting hours of our life in traffic and pointless dribble chatter with coworkers), “customers” are the last thing on the executives mind, much less mine, they can read what they sign up for before they complain. Yes, I am actively looking for other places to work and I can’t wait to leave.

Even AI is in on the joke Dell has become

original parody rap)

I’m drivin’ in at dawn through the valley of the shadow of Death,
Where the layoffs stalk the highways like they’re huntin’ for my breath.
Every mile feels cursed, every billboard’s a lie,
Talkin’ “culture,” talkin’ “family,” while they watch us bleed dry.

They say “We’re building greatness” while they gut us from inside,
And the only thing that’s growing is the fear we try to hide.
We’re ghosts in the hallways, survivors of the purge,
And the bosses call it “progress” while they watch the profits surge.

We’re living in Michael’s Paradise —
Where loyalty’s a vice.
They preach about their values,
But we’re the sacrifice.

I walk into the office and the silence hits like doom,
Half the desks abandoned like a corporate tomb.
They tell us “Do more with less,” like it’s some holy command,
But you can’t build a future when you’re losing every hand.

The managers are trembling, the directors look scared,
’Cause they know the next email means none of us are spared.
They call it “realignment,” they call it “strategic,”
But the truth is pretty simple — it’s heartless and anemic.

Still living in Michael’s Paradise —
Where the workers pay the price.
They say we’re all a family,
But they don’t treat us very nice.

Now the CEO’s on stage with that polished little grin,
Talkin’ “innovation,” talkin’ “vision,” while the walls are caving in.
He’s flyin’ private jets while we’re drowning in the grind,
And the only thing he’s cutting is the people left behind.

So here’s to the ones who keep the whole thing alive,
Who walk through Death’s valley just to barely survive.
We’re angry, we’re tired, and we’re done bein’ polite —
If they won’t care about the workers, we’ll bring our own damn light.

Still living in Michael’s Paradise —
But we’re done payin’ the price.
If they won’t stand beside us,
We’ll reclaim our sacrifice.

I told them no, not unless truly desperate. The hours are long, the pressure is constant, and the company treats employees like they're disposable. Take a job here and expect to have no life outside of work. And to think that I used to recommend this place to people.

For the past year I was cruising. Top ratings, visible work, direct revenue impact. I thought I was as safe as anyone could be. Then a scheduled call a couple of weeks ago happened and just like that, I was gone. So for anyone at PayPal who thinks their performance or relationships will protect them, think again. We're all just numbers. When someone up high decides your time is up, that's it.

Management in my BU looks mostly upset about having to come back to the office. No one really seems to think there will be layoffs.

It makes me feel better that the leaders are also unhappy about having to come back to the office.

Seeing article after article about how the latest layoffs will hurt morale at Meta is almost comical at this point. Morale hit rock bottom a long time ago, this just keeps digging.

I’m a new director to Honeywell (4 months). I’m completely shocked my the lack of professionalism and communication skills. People don’t respond to meeting invites, ignore email, read texts/don’t respond and don’t call back. Free for all. The folks at the site only do what they want, no partnership with corporate functional leaders. Why has the culture devolved to this?

It is a good place to work. Hear me out. The senior slackers and butt kissers have taught me well.

1. It's a job with decent pay and benefits, but it's just a job.
2. Put in the 35 hours a week. Don't milk it too much. Even if you work at McDonald's, you have to put in the hours.
3. For those hot projects and rushes, put in the 40 to 45 weeks. Possibly, a weekend too. Collect the kudos, high-fives, and pats on the back; these will buy you slack when you need it. Don't forget to give some back too.
4. No matter how you really feel. Just act friendly. Put on a fake smile and say hi. Don't be anti-social. Go the extra mile and ask if they have plans for the weekend or ask them how their weekend went. Pretend to care.
5. Don't feel like going into the office for a few days. Want an extra day to recover from that long fishing weekend? Let your manager know that you've come down with something. Tell them that you don't want to come in and share it with everyone and that you'll work as much as possible from home. Even if you can, don't work those long hours at home. Put on a good act for a good show.
6. Want to go home early. Let your coworkers and manager know that you're not feeling so well. What can they say?
7. Don't be shy; give your co-workers and manager a kudo once in a while. Even if it's just a thank-you. It's an easy way to brown-nose.
8. Dress decent. Dress for success. Dress for the job. Don't be a slob.
9. Don't install the company apps on your phone. Trust no one.
10. Never do personal stuff on your company laptop or devices. Do it on your own device. Don't give them the chance to track your activities.
11. Never give bad feedback. Always pretend that all is positive.
12. Always attend your meetings; this includes the company-wide ones. Never know who's tracking attendance.

Now you know how others survive, even if they have poor skills and are clearly not performing.

It's an easy ride. Enjoy it!

Now go to work and put on a good show. I do, and you can too! Practice makes perfect!

I hate that nearly every Monday now feels like a question of will there or won’t there be layoffs. I hate that I can’t even relax and decompress on the weekend anymore because it’s always in the back of my mind. It just never really shuts off. This is not the Dell I remember, not even close. It’s become such an unrecognizable company these days.

My manager gets mad at me when I tell him I’m here for the income not the outcome.

1- Systemic Compensation Stagnation: A complete freeze on base salary increases for the majority of the workforce spanning the last 5–6 years, regardless of inflation or performance.

2- The "Recycled Equity" Strategy: While ICs receive small bonuses, managers and directors are tied to RSUs with 4-year vesting schedules. These serve as a "retention carrot" that disappears instantly upon layoff—allowing the company to claw back earned equity and "recycle" it to lure new hires into the same cycle.

3 - The 2025 Manager Purge (FY26 Q1): A calculated wave of terminations where managers were directed to lay off their own teams, only to be terminated themselves immediately afterward.

4- The 6:00 AM Termination Protocol: Highly impersonal exit procedures, with U.S. and Canadian staff receiving automated emails at dawn, accompanied by severance packages described by employees as "garbage" and "sub-par."

5 - Efficiency Paradox: A relentless "do more with less" mandate enforced through perpetual hiring freezes. Despite corporate messaging, internal AI tools provide minimal functional support to offset the loss of headcount.

6 - The Psychological Toll: A workplace culture defined by "survivor’s guilt" and low morale as remaining teammates are forced to absorb the workloads of their terminated colleagues.

Like we said on our last post, you fed us sh-t again! This is the 2nd bad choice who was made our lead and forced on us in a row.

Do you feel Verizon shifted in a better direction under the new leadership? Do you feel valued? Are you being listened to and counted? Are you being fairly compensated? Are your leaders "in it with you" or using the "Do as I say" motto? I'm just wondering?

Nike is an eloborate blend of MLM & ponzi scheme.

They do know that they still have the brand name and a lot of clueless young people being exposed to the woke coolaid.

They indoctrinate you into the cult during hiring, serve you the coolaid.

First you feel amazing, you feel you belong and that you live in disneyland.

Slowly in your 2nd/3rd year you start to realize the defects, meaningless promotions, no career advancement, complete lack of accountability and a culture of retaliation.

Than you start to see the RNC mind dressed up in the "woke" clothing.

You start seeing that leaders dont give a cr-p, they dont care about serving the shareholders or the consumer. They are only interested in keeping the ponzi from collapsing while they enrich themselves and their close circle.

It is a small club and you aint a part of it and never will be.

Every quarter they drill on you, blame you, subjugate you to BS performance reviews.

after 5-10 years, you start getting disillusioned, the same problems that you spotted while you first joined is still there. Critical functions still lack headcount while billions are channeled for resume fillers for certain leaders.

At that point you need to be managed out and recycled with a fresh doe eyed new grad that thinks Nike is a serious business.

and the cycle keeps going on until the ML & ponzi hybrid collapses.

this is a warning for the new employees.

We were in your shoes once,

We once bleeded orange,
Now we are only bleeding.

"You are now informed"

Sunday again and I realize I hate this place even more than I did countless past Sunday's. It's getting worse each and every day, I'm sooo embarrassed to be associated with this place and looking for another job. I will take their money as long as I can but have to leave. If SF didn't have sooo much money in the bank it would have went out of business years ago. I do not believe SF is en a legitimate business anymore. They Executives are so detached for any realm of reality it is mind numbing. Everything they do is some kind of cut rate mind f-ck or woke delusional fantasy. Sad thing is it will get worse! Please offer everyone some type of severance, leave it to the bootlickers, woke crowd and Kool Aid drinkers..... Enough is enough....

I've been here twenty two years and I can tell you the best days are behind us. What this place used to be and what it is now aren't the same thing.

I often find myself thinking back to the stories of what Ford used to be—a place where we didn't just build cars, we built a community. There was a time when the company played to its greatest strength: the people on the floor and in the offices who poured their hearts into products they actually believed in. We had a brief moment of that magic again in the late 2000s, where it felt like we were finally back on track, but looking back, that feels more like a lucky spark than a sustained flame.

It’s heartbreaking to see how far we’ve drifted from that 'people-first' spirit. A company is only as strong as the folks who show up every day to keep it running, yet lately, it feels like management has forgotten that we are their biggest asset. Instead of lean, common-sense leadership that trusts our expertise, we’re seeing a culture that treats people as line items rather than the heartbeat of the brand.

We’ve traded our identity for a series of pivots that don't seem to lead anywhere, and you have to wonder: what is there to show for it? If the goal of this new direction was to make us better or more efficient, it’s hard to see that reflected in the morale of the people around me. Management’s primary job is to steer the ship and protect the crew, but right now, it feels like they’re just letting the engine stall while we lose the very culture that made Ford great in the first place.

Bill, Jim, just stop, things aren't getting better.

When you look at at this place is asia in the usa. Who wants to work that....no soul... no morals. No no morals. Time for the cowboys to rob the stage coach...and lay the I n. D. Ia. Ns down in the dirt

I have zero motivation Since the announcement to return to office. I did very little between then and now and it will be the same all next week. Anyone else?

VZ employees have “no leverage” after years of water cooler “shuck-n-jive” talk about the game and where the “free food” is it’s over. DEI is dying and those of you who hide behind the veil of color are “suspect at this time”.

I don’t care what your favorite dessert is or what your summer vacation plans are. Read the f’ing room. I’m too busy trying to figure out how I’m going to keep a roof over my head if I get laid off to care that you road your bike in Italy. The water cooler conversation in Chandler is how many people got laid off the week before.

What ever interactions we have with customers, We should start telling the truth -
Moral is super low and that will lead in to lower quality. We should alert customers to start running away now, instead waiting for product failures and more chaos.

Tone Deaf. Let them eat cake. Do you think this is a good look? Will it attract customers? Not likely.

I hate everything about Dell. It used to be a good company. Not anymore. The greed, the arrogance, the incompetence, the abuse, the corruption, the dishonesty - it's a SHIITHOLE.

I commit to continue doing absolutely nothing and getting a pay check for it. Dell deserves nothing more.

Morale is basically underground, but maybe we shouldn't trash the company yet. If this ship sinks, our bonuses are definitely going down with it.

ExxonMobil’s MLRP is a performance‑ranking system that forces a fixed percentage of employees into the lowest category (“NSI”), often triggering PIP or separation options. It functions as a structured mechanism for performance management but has been widely criticized for effectively enabling layoffs under the guise of evaluation.

What the MLRP System Is
ExxonMobil’s Management and Leadership Review Process (MLRP) is an annual performance‑ranking system that categorizes employees into tiers. A key feature is the mandatory minimum percentage of employees placed into the lowest tier, Needs Significant Improvement (NSI). In 2020, ExxonMobil increased the required NSI share from 3% to 8%, expanding the number of employees exposed to performance‑based consequences.

Employees placed in NSI may be:

Forced to resign,

Placed on a Performance Improvement Plan (PIP), or

Given a Performance Improvement Leave (PIL)—a 3‑month paid separation option with benefits and outplacement services.

How the System Works in Practice

1. Forced distribution
   Managers must rank employees relative to peers, ensuring a fixed percentage fall into NSI. This is not purely performance‑driven; it is quota‑driven. Employees report that even strong performers can be pushed into NSI to meet the quota.

2. Consequences for NSI employees
   According to internal details shared by employees:

All NSI employees are subject to PIP or PIL.

Employees 40+ years old get 21 days to decide between PIP or PIL; those under 40 get 7 days.

All PIP/PIL programs must begin by September 1, with an off‑payroll date of December 1 for PIL.

1. Impact on newer employees
   Employees with less than two years at the company who fall into NSI are often asked to leave immediately.

Why the System Is Controversial
Employees and analysts argue that MLRP functions as a layoff mechanism, especially during downturns, despite ExxonMobil publicly stating it does not use the system to reduce headcount.

Reported concerns include:

Opaque criteria and limited feedback before being ranked low.

Morale damage, as employees feel they must “play the game” rather than focus on meaningful work.

Disproportionate impact on older or higher‑cost employees, aligning with broader cost‑cutting and offshoring strategies.

Summary Table
Aspect What It Means
Purpose Annual performance ranking and talent management
Key Feature Mandatory % of employees placed in NSI (raised to 8%)
Outcomes for NSI PIP, PIL, or forced resignation
Employee Concerns Quota‑driven cuts, morale issues, perceived covert layoffs
Company Position Claims system is for performance improvement, not layoffs

If you want, I can also break down PIP vs. PIL, explain how to navigate the system, or compare MLRP to other oil‑industry ranking systems.

You guys are hilarious!
Depressed when the stock is down. Depressed when the stock is up.
Depressed when there are layoffs.
Depressed when there are no layoffs.

Are you being scheduled:

Excessively early morning or late evening shifts?

Back to back closing and opening shifts ?

More than 5 day stretches?

Longer than 8 hour workdays?

Split shifts ?

Having hours cut suddenly to zero or almost no hours?

Asked to work while your on a vacation? (Salary)

Asked to go without a meal break?

Asked to take a two hour meal break to save payroll hours?

Asked to come in excessively on a scheduled day off?

Cutting certain associates hours, and giving those hours to a “favorite “ ??

Mike Loughlin or Mandy Norton!! Times were better for us!!!

Right now, fear is everywhere at Oracle. For a long time, the company’s raises and promotions have been pretty bad compared to places like Google or Meta. But despite the lower pay, so many people stayed. They were the real backbone of the company’s success, and they stuck around because they needed the stability for their visas, their families, or their health. They pushed through all the office politics and the lack of growth, thinking that their loyalty would eventually count for something.

But Oracle just proved those people wrong. The company treated its most loyal workers like they didn't matter. When the layoffs happened, their severance was tiny because their salaries had been kept so low for years. On top of that, they lost their stocks and were told they couldn't be rehired. It’s devastating to see people who gave everything to the company be left with no voice and no support.

Now, the "survivors" who are still there are realizing the same thing could happen to them. In this new AI era, you feel like just a name and a number on a screen. With everything moving to Nashville, there's this constant worry that your laptop could be shut off at any second. Honestly, no one is motivated anymore. We don't know when it is our turn. The whole company feels like it's in mourning, with everyone just doing the bare minimum to get by because the trust is completely gone.

Nike - A marketing company - I seriously doubt!
Think about well to do well taken care off employees, across different regions. They should have been the best brand ambassadors of brand. Each well taken employee can easily bring more revenue by sales as people around their community beleive in the brand. But heck no... These thought process can only come from born leaders and visionaries...

Well, the time has come. It’s the last night of the Crown Castle nightmare that has been the lives of those of us in the perimeter. I’ve lived through Covid, several RIFs, the lineup of C-suiters that have exited (one took her broom with her), the forced move and then backtrack, offices shuttered, and now a 2.5 year long divestiture process. Heck, I’m beat.

I’m under no illusions that the new company will be perfect…far from, but I’m not going to troll this page anymore. I’m sure I’ll hear about it over drinks with my old Crown friends, but I won’t be active on here anymore.

I’m proud of the work that my friends (maybe even some of you) and I accomplished, despite the mismanagement, craziness, and fear of what’s next. We still did a fantastic job with what we were given. I’m going to miss a lot of people, but I’m sure everyone will be just fine wherever they end up.

For those going to Arium, good luck on starting over with the dedicated company focus that you always deserved.

Zayoites, good luck on an established organization that has pet insurance!

For my Crown 2.0 generation, when the Colonel sends out his email tomorrow, announcing the dawning of the new Crown, hang in there. You’ve outlived how many CEOs? I’m sure many of you will outlive this one…unless he sells the company, which is entirely possible.

The worst thing to happen to Bnsf railway was , " Berkshit Hathaway". Trading peoples livelihoods for profits. No different than when they were burning people out of their homes back in the day to lay tracks !!!

Two of our branch colleagues were ki-led today, so place your bets. How long until the company's "deep mourning" ends and their jobs are listed in the career hub?