#morale

Normally, you do not see this in the Call center environment because of the natural turnover people eventually quit but this week they fired a bunch of people, including a supervisor. We were once great company when we were DST. It’s now a sh-t business that doesn’t care about it’s people

It started with a letter from Elliott. Maybe it ends with a letter from the people still in the Tower.
From: The People Still in the Tower
Next stop: stability.

Removing two EMT members is not a cultural reset. What leadership does next determines whether this is actually one.

For years, employees have absorbed the consequences of strategy whiplash, expensive mistakes, consultant spending, restructurings, repeated cuts and leadership decisions they were directed to execute—even when the people closest to the work knew better.

The people making those decisions were compensated extraordinarily well. The people underneath them often paid the real price: jobs, careers, financial security, morale and trust.

That can’t simply be filed under “new leadership, moving forward.”

Leadership owns what leadership allowed.

The fiber chapter is over. The boardroom battles and proxy fights are behind us. The constant strategy pivots need to end. Crown Castle now has an opportunity to get back to basics: operate exceptionally well, generate sustainable organic growth, invest intelligently, execute consistently and rebuild the workforce that actually makes the company run.

And that means investing in people—not another round of cuts disguised as transformation.

Commit to a meaningful layoff freeze and give employees room to work without constantly wondering who’s next. Stop replacing institutional knowledge with consultants. Before launching another giant technology transformation, fix what is actually broken. Rebuild the expertise that repeated reductions stripped out. Invest heavily in cross-training and upskilling. Create career paths employees can actually see. Make mental wellness and psychological safety more than HR language.

And perhaps most importantly: stop treating people who identify problems as the problem.

Listen to them. Protect them. Thank them. Fix what they identified.

TA and KH are now part of the leadership team carrying this company forward. By many accounts, they are capable leaders. Now comes the harder part: demonstrate that the next chapter will be different. Acknowledge what employees have endured, establish clear expectations for how people will be treated, and rebuild trust through actions rather than another mission statement.

Crown Castle is an enormous enterprise supported by a remarkably small workforce. Its people should feel like an extraordinary asset—not an expense line perpetually waiting for another reduction.

Employees have survived the fiber bet, activist battles, reorganizations, leadership turnover, strategy reversals and repeated workforce reductions.

They’ve done their part.

Now it’s leadership’s turn.

Stability. Accountability. Respect. Career development. Operational discipline. Sustainable growth. No more whiplash.

And if the remaining EMT can’t commit to that, then on this casual ride we’ve apparently been taking for years, can someone please announce the new riders and the next stop?

—— And yes, AI helped mask the writers. We’re not d-mb, we’re survivalists. We’ve learned a few things around here.

Running like headless chickens.

It's Friday and this is the first full week that I am not working for a company that doesn't appreciate the value that at least one employee brought to a company's customer where we always kept the customer's well being top of mind. I was in the OCI org in North America, and I would be lieing to you if I told you that I had a great relationship with my manager who I would call today a true id--t -- he would be a great engineer but an incrediblly stupid manager and the irony is they kept him haha. Sorry for my ex-peers that are stuck with him.

Approx. 97,000 employees today

• 27% from high of 133,000 in 2023

That’s a feat to pull off.

Upside: Increased near-term profitability

Downside: Overburdened staff, undervalued staff, poor morale, retention risks, partial staff paralyzed by fear. Low-to-mid levels stripped of authority.
Not sustainable long term

Bell has seen attrition in head count from last layoff. Heard to boost morale they are giving 10% raises across the board.

They keep milking the cash cow. Training budgets slashed , only new employees are allowed to attend now. Oil changes at 7500 miles . Credit card $ charges limited. No safety meeting meals. When will it ever stop ?

Layoffs created uncertainty and chaos. Did not help the share price. Destroyed morale. Slowing down all projects, everything is crawling along. What is the point of layoffs? One incident will wipe out any savings from the layoffs and destroy the little credibility PayPal has

3 here. Seriously concerned.

Comrades, do just enough to get paid and nothing more. This place is a sinking ship and they’ll throw you to the sharks long before you are given a seat on a lifeboat. Spend more time with your family. Take long walks before the sun goes down. Medtronic will not take care of you. Only you can do that.

At what point does an employee reasonably say, “I have accepted increased workload and expectations for three consecutive years without a meaningful merit increase or bonus, while the company’s financial and stock performance have deteriorated, so the economic relationship between my contribution and my compensation no longer makes sense”?

If PepsiCo again provides neither merit increases nor bonuses for a third consecutive year, would resigning immediately be an irrational reaction, or could it reasonably be viewed as the culmination of a three-year pattern rather than a reaction to a single disappointing compensation cycle?

Will it ever be enough?

We can't go a single month without hearing about more people being shown the door. That's not a healthy working environment.

I honestly can't decide if that's a good or a bad thing.

Takis posed the following in the townhall regarding this topic:

Do you enjoy coming to work every day?
Do you enjoy the people you are working with?
Do you feel that you have a future here?
Does the company value subject matter expertise?
Am I getting paid fairly?

The answer to all of these for me is a resounding NO! What about the rest of you?

To be fair to the people I work with… it’s a small handful of peers that are impossible to work with, a few that aren’t contributing nearly enough, and the VP and up leadership chain that is making work life miserable for everyone

too many of you are stressing over stuff you have no control over. This place is on a death spiral. Thats it. Try to enjoy what you can and absolutely dont go nuts with work. The only way this place changes is when its gone and fully liquidated.

the market it brutal now, so stay on the ship for as long as you can, until your name gets called. while the severance is pathetic, its something and you will be able to collect unemployment.

Since early 2021 we’ve been hit with massive inflation extremely high energy costs and what appears to be greed all around and grift and fraud.
Suffice it to say our money gets less bang for the buck.
Buying breakfast and lunch commuting in needing more and new shoes and clothes is destroying me.
I need a $5-10k raise to survive here in Massachusetts
And this new ft rto is ki-ling me I need one day a week where I do not need to commute in. I need that humanity humane time to get through this.
This is absurd just because Jamie dimon thought he was tough guy back then forcing his workers back in.
I really thought Fidelity was a step above.
Well I could not have been more incorrect.

22 home triage nurses fired today. Still no update on when or what is happening with Optum Rhinebeck. Supervisors get very angry when asked about it, and don't understand why people are looking elsewhere. How long are they going to string us along.

A little or a lot?

Large number of people are not criticizing layoffs. There is very little lament, or for that matter - very little anger...

What I see here is MANY Citi employees just asking whether we can stop anticipating layoffs, whether a meeting means something, and whether this or that area is next.

That's a sad place to be at. I feel defeated.

There was a time when I would've defended this company without thinking twice. After everything that's changed, I don't have that same attachment anymore. The way employees are treated has made me much more careful about how much I give. Now I do my job, collect my paycheck, and keep some of myself for my life outside of work.

I've had bosses I loved and bosses I couldn't stand in my 20-year career, but I never dealt with so many bad ones in such a short stretch. Most of them somehow ended up during my current four years at Synopsys. Not a single positive experience with a manager since I joined.

my department leader is scared of pulse. she sends us pre and post pulse surveys no one is brave enough to fill out. she tries to act like a fun, happy leader. she promotes leaders who overdo social engagements.

everyone knows how fake she is.

14+ years with this company and I don’t recognize the culture I grew a career with.

Great leaders are being squeezed out due to location, being too “disruptive”, and being too much of champion for higher standards from the ground up when the HQ allow bare minimum to be enough. We are left with figure head leaders who have little to no interest in learning about employees under them, the work they do, the hurdles they jump over, and the hurdles they need help with.

Kiss a-s employees are securing jobs and leadership positions who lack innovative thinking but are good at pretending they have it. Senior leadership that can’t define their own KPIs remain in power and shouldn’t be. The business is crumbling because of it.

We cannot build a sustainable future on prestige and shortcuts. By prioritizing executive optics over operational excellence, we are actively eroding our own foundation and it is costing us our competitive edge.

This isn’t the Comcast I know. This isn’t the Comcast I was proud to work for over a decade.

No promotion = enjoy my codegen slop pr's.
Fu-k this sh-t company and it's record profits I give up enjoy me not giving a sh-t anymore

There is absolutely no way that it's the best place to work with RTO. I don't know who is filling out the survey but it has to be bots. And the people putting this on linked in are bootlickers.

With hands on experience dealing with our CHRO, he literally su-ks. I know we live in the time of bootlickers get promoted but damn DH is the d-mbest out of the bunch. Literally self centered, just talks a bunch of nothing and pretending to be all knowing. How the other SVP in HR did not get promoted boggles me and I would say most of the people in HR. Literally acts like he is the reason MF/SF are the reason they are still standing, like my guy you were another cog HRBP.

Anyone else want to vent about our cr-ppy senior leaders?

"We no 1 in this , We're no 1 in that, We are market leaders, We have a broad portfolio"

The fatigue is real

How are y’all doing? What’s the overall morale in your market? My manager said to not worry, I’m not sure I am trusting that.

On the bright side, I am kind of looking forward to getting laid-off. Yes, weird thing to say but I’m taking that as a sign that it would be time to move forward.

Looks like really reached the bottom? Somehow it feels like it's hard to sink any futher.

Are they granting just enough of them to breed discontent and further lower morale?

no one cares about this company. If you do, you’re a cuck.

Although many layoffs occurred, there are still a lot of b-ms around. 1. The guy walking in circles and around the office all day (VP) making over 200k probably close to 300k along with the rest of his crisis management people. What do they do? I think we need to also look into lower salary people that don’t do anything as well. Or if we aren’t going to get rid of the non- workers, atleast increase compensation for those that are completely swamped with work.. important valuable work.

You can keep threatening people, but eventually the threats lose their effect. Once employees stop believing they have anything left to lose, motivation goes with it. My entire team is now completely checked out. Find better managers, Solventum, or you'll lose all of us.

I've been talking to some of the newer hires, and frankly, it's almost disgraceful what they're being paid. My pay is the one thing I have always been satisfied with here, so I feel so bad for them.

As an additional note, talk about pay with your coworkers. Legally they can't stop you, and it can be very eye opening.

All the people I know who are affected are devastated.

Or their job? Or are we all on the hate train by now?

Five meetings in one day and I still have actual work that needs to get done. And once they start, everyone looks bored, including the people who scheduled them. We've lost the plot, folks.

I came here five years ago expecting to build some useful experience and move forward. Instead, I've spent a lot of time doing repetitive work with systems that feel years behind where the industry is headed. The hours are long and the pressure is constant, but there's very little sense that you're building toward something. Raises are abysmal and don't really make up for the rising cost of living. Promotions are limited, and sometimes it feels as though there isn't even a path to develop into something different. Management doesn't exactly make the situation easier. After enough time doing the same tasks, you start worrying about your skills becoming outdated too. That's probably what bothers me most. It's one thing to work hard for a while when you know you're gaining something from it, and it's another thing to feel exhausted and stuck at the same time.

You can have a strong record here and still find yourself on the wrong side of management. It seems far more important to stay in someone's good graces than to actually do good work.