#morale

Having worked with every one of them, I'm genuinely happy I'm leaving intel in two weeks. This is a fu--ing embarrassment.

Look at the faces in the crowd of the Employee Culture recap video and tell me that Business Leadership still believes the koolaid they’re peddling sounds delicious to the employees. What a joke. No clue

Every day we hear something about cuts and have are jobs threatened! Do it already! Tired of being under the damn microscope! I constantly see people sitting in the cafe as I go from assignment to assignment, and everytime, no matter what time, there is a old blond haired lady sitting in OC8. No wonder Intel is in trouble, paying people to sit around and do nothing!

Top 3 answers

Not as good of a worker as everyone thinks.

Very lazy and don’t like change in daily routine, but still wanna get paid.

It gets me out of the house, and wife says I need to have a job of sorts.

Anything you pick tells one loads about you and your lifestyle and future intent.

Original SF Main branch shutting down according to teamwork. Sad end of an era. Though was already the end when the museum shut down.

I’m for ending Summer hours to increase stock value. There will be a morale hit and some grumbling and attrition. But the employees will adjust.

How far does the stock have to fall before someone realizes we have the wrong leadership? The Ferriswheel sold worldpay to FIS and then became CEO of FIS. Spun it as a great thing to jettison it. Wow! She really is amazing for her own net worth. While the shareholders and employees keep losing, she wins. Let me guess more cuts are coming because that is all she and her BFF can come up with when they catch heat. If McKinsey was public, it would have been a better investment than FIS. Meanwhile go tell the banks these are great changes for us. Look at the pretty dolphin.

One bad idea after a other - so many to list but let’s take MEC for example - we spent hundreds of millions to build - the “consultants” and internal Verizon lifers in leadership said it’s going to be revolutionary and make us billions.

Results …. Squat! Yet these 30yr veterans are still walking the hallways of basking ridge touting their accomplishments.

When will there be accountability ability to leadership and not just the people under them who executed the orders.

We need fresh leadership and new ideas - period!

Sabrina’s out. Jordan gets promoted, takes a vacation, and then just… doesn’t come back. No explanation, nothing. And we’re just supposed to keep rowing like nothing happened.

Here’s what nobody’s saying out loud: there’s no consistent VP. No one at the helm long enough to learn the people, the work, or the direction. Just a revolving door of “we’ll figure it out” while the team down here actually figures it out.

And the AVPs we do have? Uneven is generous. One of them runs the floor like a queen holding court — he decides who’s in favor and who’s invisible. Favorites get favorites treatment. Everyone else gets managed by his mood. And his mood? It’s a full weather system. Sunny for the chosen ones. Everyone else checks the radar before they speak up.
This isn’t a talent pipeline problem. This isn’t a process problem. This is a “who is actually leading this organization and do they even want to” problem.

Good people are leaving. The ones still here are doing the math.

Fix the roof or stop being surprised when it leaks.

It is that time of year again when management suddenly becomes visible.

All year, there is little to no real contribution. No ownership. No meaningful involvement. As layoffs approach, the performance begins. More meetings. More noise. Sudden interest in high profile accounts. They attach themselves to work they did not do. They claim ownership of outcomes they did not drive. They speak about customers they do not understand.

This is not contribution. It is theater.

Everyone doing the real work can see it. The gap is obvious. The only reason it continues is because visibility is rewarded more than substance.

A textbook case of the Peter Principle. Competence is optional. Looking competent is enough to survive.

Don't ever take the company you work for seriously, and don't ever invest yourself. No extra effort, no personal dedication, no interest in the outcomes. There's no version of the story with companies like Oracle in which any of it pays off, and you don't end up left behind when you need a job the most, regretting every second you spent on work instead of your life, family, and friends.

The truth is, Oracle was an ocean of innovation once, with mature software development that was run by adults. We believed in being a place for responsible and business oriented work/software, and to be a company that made other companies successful. Kinda like "All ships rise with the tide". A quiet confidence. The Oracle name had cachet. Sure, we lost people during mergers and aquisitions, but those were logical business decisions. Where did I fit? I came into Oracle's influence around 1997, and I was in and out of Oracle several times. The stories I could tell. However, the stories were within the norms of a company that was run by adults. Good and bad. I look around my life, and Orace paid for everything. My life is what it is now, because of Oracle. There was good. There was great. There is no way I can ever say that Oracle was a bad experience overall, but I can surely say there were some horrible times. Things started to go really bad, when Oracle got a case of insecurity and heavily recruited from AWS. Like the AWS folks had some secret sauce to take Oracle into the "new age". The AWS folks - or shall I say - refugees, hated AWS and jumped ship to be in Oracle. Sadly, those people who left AWS, for whatever reason, brought those same dysfunctions into Oracle. You could see it in how they interacted with "Oracle people". Yeah, the AWS transplants felt that the Oracle people were old, without innovation and at every chance, they replaced/cancelled where they could. Those AWS folks HATED Oracle! Crazy right? You left AWS because it was a terrible place to work, then you came and hated the people that hired you? We saw this happen over and over. If you want to see where this layoff cruelty came from, look no further than who came from AWS. Instead of being an ocean of innovation at Oracle, we have islands now...and they are shrinking. I am so sad to see these layoffs. Its horrible to see all the good people gone over the last year or so. These new people who are running things at Oracle, just don't get it. I think Oracle, at least the Oracle I remember (Good and bad) is dying a quick death. The current leadership is not reading the room on the AI narrative. They are doubling down on a plan that won't work because the room has changed. People - as in the general public - are getting tired of AI Resumes, AI videos, AI words, AI decisions created by a machine running on old data. These folks who are running things don't have the experience of knowing how trends go (Blockchain anyone?) So these layoffs. My guess is Oracle will implode soon on this direction. I just hope there are enough adults to want to get back in the game and fix things, and hire these folks back when it does implode.

Does anyone know the extent of layoffs that happened in the last few days? Was there any layoffs today also?

Different people are reporting differently. I’d appreciate if anyone has analyzed this and can share their findings. Someone is maintaining a running total from Slack (Thanks a ton!), and that says about 12,000 people were let go.

Terrible to hear about layoffs and see our coworkers let go. I hope this madness stops soon so we can focus on work. Tired of being on the edge for the last 6 months. Thanks!

Well.. it is what it is. But it’s heart breaking to read the comments regarding laid off O employees and that they were cut from medical insurance and work after many years with just one cold e-mail. Employee that was planning serious surgery next month, a woman 30-week pregnant opened mailbox and suddenly her access was cut…. There are lots of stories where just
As I observe on Linkedin people really are getting ungry for this AI bullsh-ts published on Lnkdn, and are leaving the comments regarding yesterday and todays layoffs. People just got sick with that situation. It lacked basic human decency.

Discuss!

I’ve never seen a company quite like Staples that LOVES to promote and retain toxic individuals. It seems a requirement now to be an AVP is to be a full blown narcissist. Glad we are bringing in 2026 by sending a message to the hardworking employees that not only are we going to pay you pennies but your leaders will be some of the rudest and hateful people we can find, cheers!

The performance expectation is no longer meeting certain metrics but comparing your performance against other peers. I thought this practice has been widely discredited because it destroys morale? Preparing for more RIF at Fiserv?

It did not have to be this way, every single choice was made to strip the dignity from employees. Remember that as painful as this is, you are in control of your response. Be smart on your own behalf, contact an attorney if you have questions so that you can get answers that apply to you. Get that contact information from colleagues to keep in touch. Look out for each other. If you are feeling hopeless, in the US call 988.

Axes 30k with a cold am email? VZ is warm and fuzzy in comparison.

Stop laying off every 3 months. Do one and done. Stop changing plans please. People will be more productive.

Here what your Ai told about your strategy.

When a major tech giant like Oracle handles mass layoffs through a single, impersonal email, it doesn’t just affect those leaving—it fundamentally alters the "psychological contract" for those who stay.
While leadership often views this as a "clean break" to minimize legal risk or logistical chaos, the remaining staff (the "survivors") usually interpret it through a much darker lens. Here is the kind of image and environment this creates:

1. The "Transaction-Only" Relationship.
   By choosing an automated email over human conversation, the company signals that employees are line items, not partners. For the remaining staff, the message is clear: No matter how many years you put in or how many "all-hands" meetings talk about "family" or "culture," you are ultimately a replaceable unit of labor. This often leads to a "quiet quitting" mindset where employees stop going above and beyond because they realize loyalty is a one-way street.

2. Chronic Psychological Insecurity
   When a layoff is sudden and impersonal, it creates a "Who’s Next?" culture.

The Shadow of the Inbox: Every time an "All-Company" email notification pops up, staff experience a spike in cortisol.
Risk Aversion: Employees become afraid to innovate or take risks because they don't want to stand out or make a mistake that could land them in the next batch of automated cuts.

1. Survivor Syndrome
   Social psychologists often point to "Survivor Syndrome" in the wake of such events. Remaining staff often feel:
   Guilt: Wondering why they kept their jobs while talented colleagues were let go.
   Anger: Resentment toward leadership for the "cowardly" or "cold" way the news was delivered.
   Distrust: A total collapse of faith in management's transparency. If they could fire 3,000 people with one click, what else are they hiding?

2. Loss of Institutional Knowledge and Morale
   Layoffs by email are often "blind"—they don't account for the social fabric of a team.
   The "Watercooler" Becomes a "War Room": Instead of focusing on the AI buildout or cloud infrastructure, the remaining staff spend hours on Slack or in private chats speculating, venting, and updating their resumes.
   Workload Paralysis: Usually, 100% of the work remains but only 80% of the people are left to do it. When that transition isn't handled with empathy, the remaining staff feel punished for "surviving."

3. Brand Erosion (Internal and External)
   Oracle is already competing for top-tier talent in the AI space. High-performers have options. When they see a company treat veterans of 10+ years like a "system error" to be deleted, they begin looking for the exit. The image created is one of operational efficiency at the cost of human dignity, which is a difficult stain to wash off in the talent market.

Which is exactly what they want. Only the most desperate will relocate to Texas cookie cutter he-l. RTO and FTW is ki-ling a once great American company.

How can I prove to my next employer that I was layed-off not due to my performance.

My manager called a team meeting for the tool to submit anonymous feedback upwards

We were told that our feedback was “too negative” and that we needed to be more positive going forward or else comp would be impacted.

There are already tons of rumors circulating about the future of the Boston office for ops. This just added to the stress.

(An exclusive look into the thinking of our leadership)

Energized — or at least pretending to be — by the first global People Team town hall of 2026, the leadership proudly announced it was “hosted live from 240G.” What they didn’t mention was that 240G looked like the cafeteria equivalent of a pep rally held for a team with a losing record: rows of empty chairs, a few confused junior staffers clutching branded notebooks, and a camera crew desperately angling shots to make the room look less… vacant.

The official recap described it as “electric.”
The broken elevator nearby disagreed.

A handful of interns were strategically scattered across the room like decorative houseplants, nodding enthusiastically on cue. Their job was simple: create the illusion of engagement, clap when leadership paused and avoid asking any questions that might accidentally require honesty or Non-Disclosure Agreements.

Then came the fireside chat — minus the fire, the warmth, or the chat. Leadership spoke passionately about “leading with empathy,” which was bold considering empathy hasn’t been spotted anywhere near the Executive Committee or People Team since the last time someone accidentally turned on their camera during a reorg meeting.

And here’s the part that truly captured the spirit of the event:

Even the universally likable Jose Minaya, or the company’s designated empathizer James LeGrand, or Eliza — our glitchy, ever‑smiling Employee of the Year — couldn’t generate a single watt of real or AI‑curated warmth in that room.
Not even a flicker.
Not even a screensaver‑level glow.

Still, the script marched on.

“Trust and empathy aren’t soft skills,” the speaker declared to the echoing cafeteria.
Correct — they’re missing skills.

The narrative continued:
“We must 'lean in' as one team.”
A curious statement, given that half the team was offshored, a quarter was interviewing elsewhere, and the remaining quarter was refreshing this website forum like it was a stock ticker.

The part about “keeping the human experience at the center of everything we do” landed especially well with the three employees still awake. Nothing says “human experience” like a mandatory town hall about empathy delivered by leaders who haven’t made eye contact with an employee since the last compensation cycle.

But the finale was the real masterpiece:
“Grateful for the dialogue, the challenge, and the continued partnership as we build what’s next — together.”

'Together.'
A beautiful word.
Almost poetic.
Especially when spoken in a room where the chairs outnumbered the humans 12 to 1.

In the end, the event achieved something remarkable:
It was the symbolism:
A leadership team preaching trust and empathy to an empty room — the perfect metaphor for a culture where the words are loud, the actions are quiet, and the audience has already left — truly and metaphorically.

30k employees let go today.

Hope you can sleep well after this?

We just had two team members let go. So sad.

The constant changes and workload is getting out of hand.

Hey, here’s an idea! How about we stop giving the pinnacle award to the same people year after year?! This is a massive expense for the company just to send the same people on a weeklong vacation every year.. and it’s terrible for morale. Why are they not checking the reports for previous years to see who has already received this? At the very least they should have a five-year waiting period before they could be nominated again… but to send them just about every single year is very frustrating, incredibly unfair, and lazy on the part of senior leadership responsible for selecting the pinnacle winners.

no one is talking its just a sad a weird feeling across teams

People saying ORX isn’t affected but more than 25 pharmacists were laid off. It’s unsettling.

i am in the beginning of my career happy that i saw this from the start and know i understand the real face of corporate i would never give my best or stress/ attach myself to a job . we are just a number will always remember this

almost 10k drop baed on slack channel and still counting this just crazy
sorry for everyone this is hard really , a very sad day

I just hope those who are most in a pickle lifewise get to keep the job. As for me, I see potential layoff as literal liberation. Sc--w this company.

The budgets are in. Salary increases are unimpressive. RSU allotments are a complete joke. Don't worry, though, the least inspiring CEO of all time is getting paid plenty for his tip-top layoff skills.

Cannot put much details but entire teams are being cut. Its just sad and depressing
At the end of the day. We are just numbers on a sheet. To those who are still there, value your life and start looking better things. To those impacted like me, trust in gods plan

What if you were told, "we are going to lay you off, should have been done already, but we have too much work at the moment. So, we need you here to do the work then we will lay you off."
This has actually happened in Tech under BT's watch.
The question is, would you put in 100% and do your best, or would you say "scr3w it, I'm marking my time since they don't want me"?
I think I'd be in the latter group. Having been told that is extremely harsh and super bad for morale. (although I don't think they care about morale)
What about the co-workers? How do you even face each other knowing the axe is hanging above heads?

This is the most miserable and unpleasant workforce I have witnessed in my career; Mckinsey's magnum opus of misery is the hallmark and extent of attention RV has given BNY culture.

If you stay long enough at BNY you will become ghouls like our execs. Some of these fallen humans are sitting around you now, you can see the vacant look in their eyes.

If you are outside this company and read this board, don't even entertain the idea of working here... heed this warning from someone that bought into their bullsh*t