#morale

Since he wants to sc--w Americans out of jobs and keep laying off with false performance, stop helping set them up for success. Do not put your notes out there, do not share them, do not update procedures with all steps. Quit doing it! Let this pr--k and all the mini pricks below helping to ruin everyones lives, get what they deserve. A team full of id--ts who cannot fight their way out of an open paper bag

I’m part of the first group and my PL seemed very stressed out about that. said they wished I was staying longer.

my thing is I am done. my PL has piled on more work for me while allowing pi-s poor performance from others (and I have been doing their jobs for the last three years).

I have listened to my PL give every excuse under the sun as to why others can’t do better, including the fact that I can do the work faster and with high accuracy… so?

I know this is not a unique circumstance and high performers are usually given more work while others continue to coast. I’m beyond burnt out and exhausted.

I’m so anxious about them prolonging my departure instead of putting responsibilities where they belong, back to the people whose job it is. my actual responsibilities can easily be distributed, the work I do is not that complex.

the difference with my colleagues covering my work is I won’t be here. I covered theirs while they whined and complained about every. little. thing. they sat and got paid. I did it all. I’m done.

Just when I thought it would finally be over, they found a way to sc--w us over once again and prolong our suffering for over a year in some cases. We are run by a bunch of sadist.

That must be someone fckng joking, right?? Folks in these locations are reportedly super happy, aren't they: Canada, Costa Rica, Czechia, France, Germany, Hungary, India, Italy, Japan, Poland and the United States. That is so sick given the existing real experience, suppressed by fear in the surveys though.

https://www.prnewswire.com/news-releases/kyndryl-earns-2026-great-place-to-work-in-11-countries-and-2-ranking-on-the-global-most-loved-workplaces-list-achieving-more-than-180-workplace-awards-302825920.html

That is all! Stuck here until Aug 2027 separation date

https://youtu.be/R_kp_MghEgQ?si=pgAV_u2Mcmp_JJBT

You have worked for this company who tries every day to squeeze the life blood out of you and you have been successful. Whether your end date is 45 days or 450 days, you can do this. Make it till the end and squeeze this company for every penny possible.

With some many people getting dates a year or more from now (way past the original September 2026 date) it seems pretty obvious they are hoping people just quit. This will save them money in the long run not having to pay out lump sums.

Such a slap in the face and a sh-tshow.

No surprise that reports are wrong, nothing new, this place has been dealing with that for years. Systems don't work, are not examined for the root cause of bad data and reports. More micromanagement but wait....now so many of us are on a correction action plan as a result and everyone is miserable.

This is what lack of leadership looks like, don't dig in and find out what is wrong and then communicate/educate. Instead just assume we are lazy id--ts and let the punishments begin. And they wonder why morale is in the trash.

Funny to see Imperial posting about supporting the Stampede while pulling so many jobs out of Calgary. Yeah, way to support the community. Not.

https://www.cnbc.com/2025/10/01/ghost-growth-is-frustrating-and-burning-out-workers-says-new-report.html

Just wanted to get a pulse on how folks are doing lately. Morale seems pretty mixed across teams.

With the direction the company’s been going and the culture shifts over the past couple years, how long do you realistically see yourselves staying at U.S. Bank? And for those who are actively thinking about an exit, what’s your criteria for a role that feels worth making the jump?

It feels like a lot of people are frustrated but also sticking around because finding something with comparable pay/benefits isn’t easy. Curious how others are navigating that balance and what your thought process looks like.

Just send the email dang it! This is mental torture.

Big Tech companies are increasingly considering voluntary buyouts as a more humane approach to workforce reductions. Google employees are advocating for these offers to be a standard first step before layoffs. Microsoft has already implemented a voluntary retirement program with significant uptake. While buyouts can be less damaging to morale, they offer less predictability than traditional layoffs. The shift reflects the growing maturity of tech companies and their aging workforces.

https://www.businessinsider.com/big-tech-considering-voluntary-buyouts-2026-7

Nobody's safe. I've watched good people get cut, bad people stay, and the rules change every quarter. I've stopped believing in job security entirely.

I'm only here because my wife's job is local. Nobody actually wants to be at Ford.

Now we're nothing but a joke. It breaks my heart to see how we're being systematically destroyed and there's nothing we can do to stop it.

People work hard, stay loyal, and still get tossed aside when their skills aren't considered shiny enough. Exxon will take everything you've got and then put you on a manufactured PIP to get rid of you. Why would anyone stay at a place that treats its employees like disposable tools? I'm not waiting to be the next one.

I've watched this industry chew people up for 15 years. There's a better world out there.

I've never worked somewhere with worse working environment than L3H.

I had a customer screaming at me over something that wasn't my error. My supervisor heard the whole thing, knew the customer was wrong, and still threw me under the bus to save face. He apologized to the customer for my confusion, then he pulled me aside and told me to just let it go with a lecture about customer experience. I hate it here.

I honestly wouldn't be surprised if they pulled the rug from under us once again when we least expect it, considering how badly this whole thing has been handled so far.

When I was working from home during covid, I was amazed at how much work I got done. I was proud of how much I accomplished daily. It was a pleasure working every day. Now that I'm back in the office, the commute, the noise, distractions, bothered by boring id--ts has completely demotivated me. I only come in to do the minimum. They really miscalculated the whole opportunity.

In the last three months we have been paid late once & have had our pensions messed up. Colleagues are leaving on mass, nobody is being replaced, we are expected to do more work without any benefits or reward and some colleagues are overloaded with that much work I’m surprised they haven’t left already. The company is a disgrace from top to bottom & the wage I receive with the responsibilities I / we is nothing short of scandalous. If you do a good job you get penalised & can’t pursue other opportunities, I have the mind to stop all my extra clearances & do the bare minimum. I used to enjoy working for DXC but every week gets worse, it genuinely feels like he-l, and the day I leave this torrid company will be the best day of my working life by far. I know that the majority of my colleagues are seeking new jobs & hopefully a load of us leave at once leaving a massive mess & for the system to collapse. If you are thinking of working for DXC don’t plan to stay here for more than two or three years otherwise it will become utterly unbearable & you will hate every single day.

What job should I go for next? One in a supermarket or a bin man? I’ll get paid more either way, I’ll have less responsibilities & I won’t be at risking of going to prison if I mess up.

To keep our mental health intact, our team meetings have turned into stand-up comedy about how broken everything is. The only time people perk up is to trash leadership or joke about organizing. Morale is so low that laughing at the chaos is the only thing keeping us sane.

The managers wonder why morale is low, they wonder why people don't care anymore.
They don't take care of the people that shows up to work and when they do punish the ones that calls in all the time, some how it ends up being everyone included at the buffet.
Short handed, no communication, no help, and no rewards for hard work beside a paycheck.

What a joke.

Hey fellow riders of the wonderful hellish stage coach. I had been feeling hopeful again where I had been applying for thousands of jobs and after countless rejections. I’m finally getting offers for jobs. I had been feeling so hopeless up until these last few weeks and I appreciate you guys here. Despite the horrible situation we are in, it feels somewhat somber to have some comrades in the trenches.

The executives in charge are the worst and the toxic environment they are making where there is mistrust, total chaos in the name of efficiency and total lack of professionalism from forced in office, biweekly layoffs of good people, peanut 2% raises and the refurbished POS laptops that they gave out. I’m wanting others to also feel hope and to hang on.

With last week's layoffs, how is the morale of the interns and ldp? I heard they had to sit through speeches by chris flood on leadership and culture already....

You can’t have a “market-based culture” unless you’re actually willing to compete in the market for talent. Stinky keeps talking about building a market-based culture, but what exactly is market-based about AT&T?

Companies with true high-performance cultures usually have at least one thing going for them:

• They pay top of market.
• They offer benefits people actually want like WFH/Hybrid
• They attract top-tier talent.
• They have a culture or reputation that makes people want to work there.

AT&T has… what?… The pay is mediocre and below market. The benefits have all been stripped away. Five-day RTO makes recruiting new young talent even harder. The culture and morale is at rock bottom. Leadership approval is about as low as I’ve ever seen it… Ask around outside of work how many people would recommend AT&T to someone starting their career. That answer speaks for itself.

John wants a market-based culture while offering a rock bottom value proposition.

People work hard in tech because the compensation is worth it. People grind in finance because one bonus can change their life. People put in insane hours at companies like Google because the pay, experience, and name on the resume can open doors for the rest of their careers.

So what’s the pitch for AT&T here, John?… Move across the country, come into the office five days a week, accept weak compensation, lose all flexibility, work under constant scrutiny and monitoring… Why would a top performer choose that?

The only reason anyone is still here is because the job market has been weak. As soon as it turns, and it always does, the people who have options will use them.

That’s how markets work, Stank. People won’t forget how you treated them when a better opportunity knocks.

If leadership really believes in a market-based culture, then they need to start offering a market-based reason for people to stay.

Yes easy questions; what actually been improved as the PA system su-ks, D&S staffing model is confusing as he-l, benefits have only gone one way, morale likewise…I am seriously struggling what has improved….

A lot of struggle these days in the IBM Expert Labs organization. Work is less and less every year, it does not seem like they will survive another year.

Comments?

The main install contract for Flock is being fulfilled by Dish and their contractors.

That's how low ergin will stoop. He'll foist a totalitarian police state on you if it means he gets to stay rich.

What does it feel like working for actual evil?

Ex-Verizon here. Seeing all these RIFs even after I left still hurts. And each time, I see people that I used to work with put on the open to work banner on LinkedIn.

I initially joined Verizon as part of an early in career development program right out of school around the COVID era. I quite liked the program at first, but as time moved on it really seemed like I wasn’t learning anything relevant that could be used outside of Verizon. Still quite glad for the opportunity, met some great people who helped a new kid find their feet in the working world. Though it probably was a silver lining when I got caught in one of the big RIFS a few years back, managed to land in a pretty good company after that.

For those who are still in the program, new grads who just joined, or those that graduated from VLDP/EIC, how is the program now? How is the management and mentorship? I can’t imagine morale being high with all these problems. For those that remember the old program, how much has changed? Hopefully it’s still going strong, but with all these issues it feels a bit hopeless, coming from someone on the outside.

Cutting jobs...

https://freeimage.host/i/COmajIt

Keep it classy, Leahy.

As someone who wasn’t affected by this transformation, I find this little gathering cold and heartless.

The photo op from the smiling executive team is like pouring salt into an open wound.

Didn’t they admit morale was low? This event and subsequent post in the company feed does not help.

Zero emotional intelligence.

Hey MW and Executive Leadership,

Man up and address the turmoil and stress you all have caused the company since 2020. Employees are exhausted and morale has hit rock bottom and is still trying to dig lower. Bring some kind of positivity for employees and remember the country and people who have made Chevron successful in its long tenure. Offshoring is not patriotic or right. You have to have some bit of good voice left in your soul. Use SETH to right some wrongs and grow a spine.

I've been at the bank long enough, and in enough different roles, to finally understand how the place actually rewards performance.

The reward for hard work isn't recognition. It isn't career growth. It isn't additional compensation. It's more work.

Not just any work, either. You get handed the complex, politically sensitive, high-risk initiatives that everyone else has quietly managed to avoid. The kind of work where failure has consequences, success is expected, and if you somehow pull it off, leadership thanks you by immediately assigning you the next impossible project.

Competence isn't rewarded here, it's exploited.

The irony is that the less capable you appear to be, the less you're expected to do. People who consistently fail to deliver, miss deadlines, or spend more time trying to hand off work than actually completing it somehow develop an impressive track record of failing upward. They become experts at managing perception instead of outcomes, while the people actually producing results are too busy carrying the organization to spend time marketing themselves.

Then there are the teams that seem to have won the organizational lottery. Small teams. Clearly defined responsibilities. Minimal scope creep. Leadership that actually protects their capacity instead of treating it like a public utility. Flexible delivery timelines. Dedicated administrative support. They get measured on exactly what they signed up to do.

The rest of us? Apparently our job description is simply "everything else." Need another critical program? Give it to the team that's already drowning. Another governance function? They'll figure it out. Production support? Add it. Executive requests? Sure. Regulatory deadlines? Why not? Twenty-four-hour operational oversight? Of course. After all, they've always found a way before.

Then leadership has the audacity to act surprised when capacity becomes an issue. The best part is pretending this is all accidental. It isn't.

Leadership has the reporting. They have the staffing numbers. They have the capacity plans. They sit through prioritization meetings. They review resource models. They approve organizational structures. They know exactly which teams have half the support and two or three times the responsibility. They know which groups are expected to supervise critical operations 24 hours a day, 365 days a year while simultaneously delivering strategic initiatives.

They're not uninformed. They're informed enough to know exactly what's happening and comfortable enough to let it continue. When you escalate the issue, you get the standard corporate script.

"Prioritize better."

"Focus on the highest-value work."

"Be more strategic."

"Challenge your assumptions."

As if no one has ever considered making a priority list.

You can spend weeks documenting workload, mapping every deliverable, demonstrating capacity with actual data, and proving mathematically that there aren't enough hours or people to accomplish everything being demanded. The response?

"We understand."

Translation: We have no intention of changing anything, but we'd appreciate it if you'd continue accomplishing the impossible so we don't have to explain the problem to someone above us.

The most frustrating part is that leadership often mistakes resilience for excess capacity. Every time a team sacrifices nights, weekends, vacations, morale, or retention to somehow meet another impossible deadline, leadership congratulates themselves on successful planning instead of recognizing they've just normalized another unsustainable expectation.

And so the cycle continues.

The competent become the organizational pack mules, carrying increasingly impossible loads because they've demonstrated they can survive them. The underperformers continue to enjoy manageable expectations because no one expects much from them anyway. Meanwhile, leadership points to another successful delivery as proof that the current operating model works, blissfully ignoring that it only works because a handful of people refuse to let the wheels come off.

At some point, you realize the system isn't broken.

It's functioning exactly as leadership designed it.
The people doing the work absorb the cost.
Leadership gets the credit.

And every year, everyone wonders why the people capable of carrying the organization eventually stop volunteering to do it.

At&t loves a good slogan they can jam down everyone's throats as if that's going to change anything with how terrible the company actually is. Stinkeys "Marketbased Culture" is the latest. "Fast. Friendly. Fixed" is the other and both couldn't be further from reality. Anything to deviate from highlighting the fact that MOST anyone L3 and higher are overpaid, have nothing valuable to contribute and actively waste everyone else's time DAILY. THE ONLY REAL REASON anyone is still working here (and I will say for the majority of people) is the job market is also so trash right now, no one can risk being out of a job for an extended period of time especially if they have homes and families. That whole "just leave" argument is cute though.

What the He-l is going on at Arbroath? Management claim everything is dandy but machinist’s standing around with no work, zero material In the yard, it’s looking bleak. It certainly can’t continue or be covered over for much longer.