#morale

That should be Medtronic's new motto.

The next employee survey (EXI) opens up on Wednesday... just before the axe swings on Thursday, apparently. Don't let the fact get in the way that leadership doesn't really care and hasn't responded to consecutive surveys pointing to the real causes of plummeting morale... Expect more of the same sh-t... "happy talk" about employee wellness. Happy "action teams" that don't really do anything... less funding, fewer resources, more process, less agency and higher expectations...

Trying to figure out if the HR chick who timed this survey is just trolling or what.

Seven years of clients screaming at me over things I didn't control. Seven years of managers watching my screen. I walked out three weeks ago and I'm still exhausted.

I've been a top performer here for eight years, but lately I feel like I am losing my mind. My manager moves targets constantly and then acts confused when I miss them. A coworker who does half my work got a big promotion last quarter. I know I should leave, I just don't believe I am good enough anymore. This place did that to me.

• What reorg has accomplished the stated goals beyond short terms savings from firing people eroded when they had to hire the people back to run the business?
• What big, disruptive strategy initiatives have actually been delivered beyond some instantly outdated chatbot? What from the ET's AI roadmap has actually been delivered and successfully?
• How long does your ET get to blame people that were let go or pushed out for their shortcomings? Some have literally been doing this for years.
• How many top performers get pushed out while you just keep adding heads to compensate for chaotic programs like Salesforce as those you kept have no idea how to run a CRM, including the new CIO?
• How much money do you waste on BCG, McKinsey, etc. with no results to show for it?
• How long do you keep an ET that has a "provide customers everything and the kitchen sink" approach vs having an actual, modern, and innovative product strategy? There is 5 ways to buy every product at pricing that makes no sense to us, never mind customers.
• How many leaders can you hire that have no idea what they are doing, such as the CDO, CFO, new CIO, and many of those leading Engineering, while you fire the people that did the actual work and knew how things worked?
• How low are you willing to let morale go before the company is not longer functional?

Look around at who’s left. It’s hard not to feel like we’re all temporary at this point. Layoffs keep coming, and eventually they will reach everyone they have to pay more than pocket change. Anyone still standing in the US is on borrowed time. It’s less a question of if and more of when.

No one has any faith in the employee survey. No actions are going to come from it.

Ready for the pain to end

Leadership at AirMI is trash. Laying off the people who do the work and taking forever while doing so. Soon they will be blowing smoke about the “change curve” and “new ways of working.” Please get fu---d!
Also good luck to my fellows under Satan’s least favorite group of gals: AS and MC. I hope the misery ends soon.

All the posts here just as negative as when Intel was under 100B market cap. Now the company is worth more than ever before with much improved fundamentals, analysts are much more positive on the future of the company, and people still just as negative. Too many here just not in touch with reality.

Dan's December 2025 layoff impacted 90% of young talented individuals in india. Who used to support across the time working with US folks. While senior went untouched in the layoffs. Doing nothing just pretending they are only key pillars.

Wait and see if you're chosen to stay.

Going to be he-l week; instead of wellness week lol

Nepotism is everywhere, sure, but this place has industrialized it. Leadership’s kids, cousins, college roommates, golf buddies, family friends, Intel connections, and basically anyone who’s ever made it onto the holiday card list get quietly slotted into comfortable roles, while layoffs sm--k around the downtrodden and the rest of us sit here waiting to see whose number gets called next. And somehow, they still have the audacity to parade it all over LinkedIn and every other social platform like it’s a leadership masterclass, a kind of “how to succeed in business” series where step one is simply being related to the right person. At this point, merit isn’t just optional, it’s almost suspicious.

The people we lost...they're some of our best! What's the point in giving it your all if it won't keep you safe?

The comedian Joe Fenti has some great videos on LinkedIn that sound all too familiar. I am laughing as I die inside.

https://www.linkedin.com/posts/joe-fenti-362b232a0_way-to-raise-the-bar-deloitte-nice-activity-7453130676020695040-IzmT

I am sorry this is happening and leaders like MF should be fired and mid tier manager; that don't know how to manage up and balance.

Cengage is falling apart. Let the CenForce live on in all the former employees.

Before Altice USA take your child to work there was huge here. The gradually reduced to something that’s pathetic. This year didn’t even exist. What a pathetic company it used to be a place you were proud to share with your family. No more.

Sure, revenue's way up. But the culture and morale are in the underworld--seriously it's depressing. Run like a prison daycare if that's even a thing. Senior leadership is awful and arrogantly tone deaf. I give it 2 quarters before it's 80% black screens and nothing but fresh college grads to try and pick up the pieces as they continue to crumble. The ship ain't crashing, it's being sunk by ignorance. AI, Saleschat, and ODW will NOT save MB on its current course.

So be a yes person and have no opinion of your own? Kiss your bosses a$$, shake your head up and down and get in line? Definitely not a culture or company that I want to be a part of anymore, regardless of what today brings.

No paths to advance. No real rewards for performing well.
Constantly waiting to get laid off isn’t exactly motivating.

We've been working under a regime of cuts and layoffs for so long, with no follow-through, no plan, that it feels like we've finally hit the breaking point. Not that I care anymore. When your own odds of getting cut in the near future are that high, why buy into the pressure to go above and beyond? I'm done.

Zero investment in work. Zero care. Lay me off. Fire me. I honestly don't give a damn anymore. Living under the constant threat of being cut was never sustainable.

Reading through the survey, it seems like they are trying to pay attention to morale.

Curious - what prompted this 180? Is attrition higher than they wanted? Are high performers leaving? Anyone have a pulse on the ELT?

Respectfully, why do they care if we’re happy to work here? They didn’t care last year. Seems like the new org is chugging along exactly as intended - standardization & attrition.

I must admit I’m not really feeling doom and gloom right now. Should I be?

As a long-time employee watching our recent executive communications, I am genuinely terrified for the future of this company. We are being fed a steady diet of corporate buzzwords that sound impressive but mean absolutely nothing to the people doing the actual work.
When Chris constantly talks about building a "best in class" organization and launching "Crown 2.0," you have to ask yourself what those terms actually mean. The problem is that they are never defined. There are no specific metrics, no tangible benchmarks, and no honest roadmaps shared with us to back up the grand vision. It feels entirely disingenuous, like a pre-packaged Wall Street script designed to sound confident while obscuring the reality on the ground. When leaders hide behind vague catchphrases instead of offering concrete plans, it is usually a glaring warning sign that they are masking a much deeper lack of direction.
Nowhere is this disconnect more obvious, and more painful, than in the commentary surrounding the recent 20% Reduction in Force. Listening to Chris put a positive spin on such a massive cut shows a staggering lack of empathy for the people who built this place. Hundreds of families had their livelihoods upended, yet the move was packaged as a strategic triumph.
Then comes the inevitable, hollow compliment about the "resilience" of the remaining team. Let us be incredibly clear about what that resilience actually looks like. It is not a renewed commitment to a brilliant new vision. It is the sheer exhaustion of the surviving teammates who are now expected to maintain the company's success entirely on their own backs. We are absorbing the workloads of our departed colleagues, not out of loyalty to a new regime, but because the current job market stinks and people have mortgages to pay.
We are trapped on a sinking ship, holding the hull together with duct tape while our friends struggle to find a lifeline. The ultimate strategy seems painfully transparent to anyone paying attention. The goal is not to build a sustainable workplace. The goal is to slash costs, dress up the balance sheet with empty jargon, and sell the company to the highest bidder. Chris is gearing up for a meticulously orchestrated, cushy retirement, while the people doing the actual work are left suffering through a massive pay gap and unprecedented burnout.
I will, however, give Chris credit for exactly one thing. His absolute insistence that we integrate Copilot into our daily workflows has actually paid off. It was incredibly helpful in allowing me to research and compose this reality check.

Something about the c suite serving froyo for an hour as a humility exercise “for good” against the backdrops of layoffs isn’t quite landing.

Like everything else here, it's just performative nonsense. Complete time sink. And irritating beyond belief.

I'm actually grateful for that.

That's the whole story.

Not some. All of it.

This place is garbage. The employees are mediocre at best. I don't respect a single person I've worked with here. If you want no growth and endless politics for a decade, this is your spot.

Not the workers, not the managers. Why would we? Innovation isn't rewarded. Improvement isn't noticed. So everyone just does what they've always done and nothing ever gets better.

You survive one round, you breathe a sigh of relief and think it's over. Then a few months later, another round happens. And another. Layoffs at Gainwell are like those horror monsters that keep coming back no matter how many times you think you've ki-led them. It's never really over.

It feels like we've hit rock bottom.

Come to Intel if you want your career to flatline. That's what happens these days.

Hour long meeting full of insults. The idea that working in office will foster conversation and innovation is, as someone else has said, a fat load of kwap. There are SO many reasons for why this isn't going to go well on the 4th, but I don't want to beat a dead horse.

I'm just tired, man.