#morale

Remember how the results from the VoE came back, and they promised to discuss them with us?

Is that ever going to happen, it are they just ignoring them again this year?

This past week, I had two more big accounts that are no longer renewing and I cant blame them. I know one of them really well as I have been working with them for almost a decade and they basically came out and said they no longer have any confidence in our company to support itself or exist for very long. It feels like even the customers are anticipating this place to implode soon. I agree with what was said on another post that soon there wont be anything left of this place to payout to people that are being laid off.

I want to hear some honest feedback opinions, not from anyone in a leadership role but only anyone below a leader role to please share here honestly if you think Humana is now getting better or worse?

I know things can change. I am not fishing for one way or the other. I just want to know the state of things, at least from the perception with the non-leadership employees. Thanks in advance!

EH: Still buying lunches and coffees for folks before shoving them out the door and moving their jobs overseas as you sit on 30 mil?

Nah.
Pathetic.

There has been large-scale cultural change in the workplace the last 15 years. It’s not limited to Fidelity. Assuming this is a Fidelity-specific problem and punishing Fidelity’s workers to try to get them to revert to an office culture that no longer exists is short-sighted and cruel. No wonder we are all miserable.

Gp and mck have made everything untenable. Everyone’s complaining, understandably so, but what can we do? Is there at all an option to unionize? Who would be interested in that

Let’s check in with our good old pal Gemini to see what he has to say on this topic.

The top 10 reasons employees cite for Canon USA being a difficult or "bad" place to work include:

1. Friction in Cross-Cultural Management

A recurring complaint involves a deep cultural disconnect and "us vs. them" tension between American managers and their Japanese overseers. Workers report that Japanese leadership holds ultimate decision-making power, frequently disregarding open suggestions or context provided by regional staff.

1. Lack of Career Advancement and Slow Promotions

Many current and former employees feel that career growth at the company is stagnant. Employees frequently complain that promotions take an exceptionally long time to earn, and internal mobility is limited.

1. Lower Compensation Compared to Competitors

Salary dissatisfaction is a major driver of negative reviews. Employees often report low starting pay for many roles and annual merit increases that fail to keep pace with inflation or market rates at competing tech and imaging firms.

1. Poor Corporate Communication and "Siloed" Culture

Many reviewers express frustration with highly disorganized internal communication and a lack of transparency from upper management. Teams often feel siloed, leading to a chaotic or confusing atmosphere when new corporate strategies are rolled out.

1. Office Politics and Perceived Favoritism

A significant portion of negative reviews highlight a highly political, cliquey corporate environment. Employees state that management positions and opportunities are frequently given to favored individuals rather than based strictly on merit, work ethic, or tenure.

1. Layoff Anxiety and Low Job Security

Discussions on platforms like The Layoff highlight persistent fear regarding structural reorganizations, corporate mergers, and staffing reductions. Workers note that ongoing cost-cutting measures have severely damaged company morale.

1. Overwork from Understaffed Teams

Following waves of structural downsizing and budget restrictions, remaining individual contributors frequently report severe work overload. Reviewers state they are expected to take on the responsibilities of eliminated roles without receiving additional compensation.

1. Slow Adoption of Modern Technology

Despite being a prominent technology and imaging manufacturer, employees complain that Canon USA's internal infrastructure is remarkably slow to adapt to modern systems. Implementing new internal tools, software upgrades, or process changes can reportedly take years.

1. Lack of Diversity in Leadership

While the company's entry-level staff is broad and varied, multiple reviews note a distinct lack of diversity within middle and upper management. This creates an environment that some employees describe as "segregated" or exclusionary for diverse talent aiming for leadership roles.

1. Pivot Toward Outsourcing and Automation

Recent employee reports point to a corporate shift toward sending backend support jobs overseas, outsourcing tasks, and aggressively pushing AI tools. Employees feel this transition compromises support for both internal personnel and external customers.

I wish they would offer a package to retire...I would take it.... Tired of the bs, tired of my cr-ppy peers not being in the office and nothing being done about it, tired of lying sales people, tired of getting up early to get a desk, tired of the same lunch options, who else feels this way

Sharing some of my observations and experiences in the Carelon care navigation and BH divisions. Seems to be almost weekly changes in leadership, monthly shifts in priority initiatives. The actual goals and objectives are obvious: Find ways to create numbers out of thin air to demonstrate any kind of value (nonexistent), systematically eliminate whole depts and and cut teams back to skeleton crew numbers, while at the same time increasing metrics. Create useless campaigns and programs to be managed by nonclinical associates to reduce FTE costs. Pretend that all is well and automation is the cure for past failures (while existing automation is a joke). Push their bs technology and blame frontline associates rather than admit that these systems are absolute trash.

Boots on the ground sentiments are grounded in constant fear of the next layoffs and surviving the wrath of sociopathic leadership. Morale is at an all time low.

On the other hand, if you lack any type of integrity, enjoy doing a job that only supports fluff for SLT bonuses, throw people under the bus, lack humility and do not ask any questions or voice concerns...you will THRIVE in Carelon. Anxiously waiting for any opportunity to get out of this joke of an organization. Maybe its not purgatory, maybe it is actual he-l.

Get ready for more inspirational CEO LinkedIn posts about leadership, transformation, and how amazing everything is going! Thirsty much?

Our newly streamlined, U.S.-ONLY tower company is heading to Europe for an investor conference. Because apparently the best place to talk about American cell towers is across the Atlantic.

Assuming 3–6 executives make the trip, let’s pencil in a hypothetical $35K–$50K European adventure.

Meanwhile, back home: headcount down, benefits squeezed, workloads up, and employees doing the jobs of three people while leadership celebrates how lean and efficient we’ve become. We are thirsty too but you took away a lot of our drinks and now that you have us in our jail cell cubes it’s more like a prison diet anyways, and as we chose to spend more to stay healthy with more office viruses already here it’s essential. But go, enjoy Europe, find a buyer like we all think you are doing to sell us out and get your even bigger payout I mean your family is covered so that’s all that matters.

But don’t worry. There should be plenty of photos, hashtags, leadership wisdom, and LinkedIn likes to show for it.

Nothing says operational efficiency quite like cutting costs in Texas and celebrating the savings in Europe.

#TheLayoff #CrownCastle #CorporateIrony #Leadership #DoMoreWithLess

Everyone loving your new computer screen?

Makes me forget this place is a complete dumpster fire

Long Career as of today is finished. The relief is striking. I cannot discuss specifics, but I certainly do not wish to compete with you all for at least 18 months. Good luck. Stay positive. Euphoria accompanies my exit. Remain loyal to those around you; never sacrifice that for the next move.

What does everyone realistically think is going to happen with K-12 after this reorg? At this point, layoffs feel inevitable. Leaders are leaving left and right, morale is tanking, and employees are being left to wonder whether they'll even have jobs. Meanwhile, leadership seems to keep making sweeping decisions without fully considering the fallout for the people actually keeping this company running. The lack of transparency is only making things worse. People are frustrated, exhausted, and genuinely scared for their livelihoods.

Is there actually a plan here, or are we watching things unravel in real time? Curious what everyone thinks comes next.

I have been following this site for a few years with never commenting. I recently left voluntarily. Never forget the bank will never appreciate the sacrifices you make for the institution. They will grind you up and sp-t you out without hesitation. And it’s only going to get worse in the coming years. Don’t let them take advantage of you and hold their feet to their fire and never forget they are your adversary and not your friend. Take advantage of them before they do it to you. You have been warned.

Really felt like I hit the jackpot after graduating and I worked hard building my skills and contributing. It felt like “they take care of me, so I will do my best to make that worth it” Was an EP for several years.

9 years later and I don’t recognize this company. No transparency or empathy. Maybe it was always that way, and all the corporate buzzwords just don’t work anymore. They really do not care how much this impacts their employees at all. I just hate it here, it’s sad man.

Morale is struggling, so naturally the answer is more tracking, more reporting, and more micromanagement. Let's help leadership out and crowdsource some new ideas.

I've got a few to get us started:

Require all reps to share their phone location 24/7.
Distribute mandatory Apple AirTag necklaces so management never loses sight of anyone.
Require reps to check in from a bookstore landline every morning and every afternoon.
Install a dashboard showing how long each rep spends parked in a parking lot.
Require hourly selfies with customers to prove relationship building is occurring.
Daily Teams meetings to discuss progress made since the previous Teams meeting.
Mandatory "enthusiasm score" submitted at the end of each day.
GPS-enabled company shirts so leadership can track employee engagement in real time.
Require reps to livestream campus visits so managers can coach every conversation.
Weekly reports explaining why last week's reports were accurate.
Issue smartwatches that vibrate whenever a rep hasn't entered Salesforce data within 15 minutes.
Create a Power BI dashboard tracking Power BI dashboard usage.
Require manager approval before entering and exiting every building.
Monthly morale surveys followed by mandatory coaching sessions for anyone reporting low morale.
Introduce a "trust but verify" program where nobody is trusted and everything is verified.
Install QR codes throughout campus. Reps must scan one every 20 minutes to prove they're still working.

Maybe we're overlooking the obvious solution. If morale isn't improving after six months of increased oversight, perhaps the answer is even more oversight.

After all, nothing says "we value our employees" quite like treating them like parolees with Salesforce licenses.

How is morale in your team? I have been seeing a lot of people being walked out lately.

After today's call, I hope people see what an awful person she is and how little she cares for customers and employees alike.

If anyone feels they have a future at this company after that all hands call, I would be surprised.

We are archaic. People don't actively choose to bank with us. Our lending practices are stingy, our products su-k, our customer service is bad, and the company is now full of raging angry employees. We have somewhere in the market of 30k remote employees that basically got told their work isn't good enough simply because of location. Employees are your BEST marketing and 35k+ really angry employees can cause thousands of account closures by word of mouth.

Advocate for everyone you know to sell their stocks, move their money, and de-invest from this company. Close all your accounts and go bank elsewhere. The only way we get change is to hurt her bad enough the board of directors is forced to take a deeper look at why they're losing business.

Actually hate working here, not dislike, not just unhappy.

It’s a cesspool and a huge part of many problems facing teams across the LOB stems from GP&T Product.

I know the sad folks on this forum won’t recognize the great work being don’t, but listening to Dan, Alfonso, Christina and Tony lay out our agenda and plans for the next year we’re exhilarating. I have never been more impressed and enthusiastic about Verizons direction. Best days are ahead!

We received a great deal of interest in the position and the hiring process has been very competitive. While we were impressed with your application, we are moving forward with other applicants that better match our needs for this role.

This place is a joke. I can run circles around these people.

Amazon has initiated another round of corporate job reductions, impacting roles within its e-store and devices divisions. These recent layoffs, totaling fewer than 1,000 in the e-store and approximately 250 in devices and services, follow larger waves of job cuts from late 2025 and early 2026. The company's strategy appears to involve smaller, more frequent layoffs, a pattern observed across the tech industry. This approach, while potentially efficient for resource management, can foster employee uncertainty and negatively affect morale. Despite these cuts, Amazon's retail and web services segments have reported strong financial performance.

https://www.inc.com/chloe-rosenberg/amazon-is-cutting-jobs-again-the-size-of-the-layoffs-isnt-the-most-alarming-part/91430970

1 week out from earnings and vibes feel better than usual on my team. Maybe no big LR?

We are being offered the voluntary resignation separation program again. It feels like every month we tighten our bu-tholes bc we’re bracing for impact. It’s truly getting exhausting and quite frankly my a-s hurts. I find it funny that they added our e-mails to all the documents so that they don’t get leaked. We all know they let so many people go right after this last year so it obviously doesn’t work. How about with our base pay you also leave us with insurance coverage for a year. It’s not like the plans they offer us cover sh-t anyway. For context I’ve with the company 15 years. It’s getting ridiculously SADDD

second highest voted question (1st had 102 votes, this one had 96 votes) in Q&A section was related to RTO and got lumped into the rapid fire portion (seems to have been combined with another question about letting local managers decide RTO reqs instead of people much higher in the chain), question was in regards to talent drain in younger employee groups due to RTO, speaker response was essentially nah, you guys are still not showing up a full week, once you do maybe we'll reward you. huh? if the whole company magically starts 5x8 THEN we'll get wfh back? at least stick to the company line and say no way, no debate needed. saying WFH will be restored once we all meet the current policy is a silly answer

Do not allow your direct leaders to attempt to normalize layoffs as though it were just part of doing business and should not be considered personal.

Layoffs are VERY personal and should be considered as such. Some people never recover and end up losing their homes and end up homeless.

SPEAK OUT!!!

Will we still get our tin of Hope’s cookies?! (Apologies for misplaced priorities during this time. Trying keep my sanity)

This is the official vent thread for the upcoming shít show.

• I'm not attending, fúck GK and the MC and their engagement, etc* Cool, we'll see you in the other threads.

Stop talking. You're making it worse, not better. STFU.

East or west discover is the best

Ive worked for this company for longer than a decade and every single management team Ive worked under has been dysfunctional. State Street does not promote internally, they always go to the market for the latest shiny people and they come in clueless and cause chaos being parachuted down on people already in their roles. The diversity initiatives have also given the company many seriously incompetent female leaders. Seriously, if you are an average working male you are sc--wed in here. SVPs are made redundant leaving whole teams leaderless for months. These teams fumble on and no one takes any accountability. There is a culture of ¨denial¨ at the top as they all try and survive the chaos in the place. Communications are awful. They destroy careers in here, they leave people on the scrap-head internally but still in a job (day after day of awful, mindless purgatory!). No one cares! The place will make you ill and a nervous wreck from looking over your shoulder.

Nuff said.

Anyone else in S&T starting to feel the tension amongst leadership?

Fake metrics
Fake conference calls
Fake Dispatches to make up my day so my supervisor meets his numbers
Fake busy work because our side of the business is dead

Counting down the days. Tick tock tick tock.

I'm hearing this sentiment more and more, and I wonder how many here feel the same way.

How many more people have to lose their jobs before leadership admits its plans aren't working? This place keeps cutting staff and spending while morale, trust, and the business itself continue to suffer. What do we need to do to see some change?

I've watched the people actually producing results lose their jobs in every single layoff - and there's been plenty of those this year - while the management structure remains largely untouched. I guess they think the easiest way to reorganize is to remove employees and leave the bosses in place? But who'll be doing the work when most of us are gone?

Not even the CEO buy is helping. We're sc--wed.

Enough is enough. All these GCCs mushrooming across the globe aren’t savings, they’re a massive cost drain. On paper we pitch it as labor arbitrage. In reality, we’re bleeding money in many ways no one wants to put on a slide.

Here’s what it actually costs the company:

Duplication and rework: The same work gets done 2x, 3x, 4x across several functions and regions because no one is clear on ownership. Then we pay again to undo and redo it.

Coordination tax: Endless meetings, handoffs, time-zone ping-pong, and “alignment” calls that add zero value. Hours turn into weeks.

Quality and speed hit: Confusion over who owns what slows decisions to a crawl. We ship late, ship broken, and pay to fix it.

Attrition and morale: Good people burn out navigating the bureaucracy and leave. Replacing them costs more than we “saved.”

Leadership overhead: We keep adding layers just to manage the GCCs instead of managing the business.

Needless travel and real estate: do we even have a number of how much we spend on T&E with GCC travel as well as the real estate?

So leaders, stop hiding behind “labor arbitrage.” Wake up. Stop the endless mushrooming of GCCs. Have some common sense and dignity, and start running the company like you actually care about costs and outcomes.

It's the last several years that have ruined this place. If we could go back to the way things were, I'd be the happiest person in the world. Sadly, with this leadership, I doubt anything good is in our future.