#morale

Captain Mainwaring ordered his beleaguered troops to work harder to get yet another 0% pay rise. Nice work DA, that was a masterclass in how to p1ss off your staff even more. Maybe this clown should look in the mirror and realise he is the problem? All he’s overseen is contract run-offs and now they are drying up, nothing is coming in. Funny that but it’s all the poor employees fault for not working hard enough. No Captain, it’s your set up, your cronies and your skills at trying to run the company as a military set up that’s failing. It’s not hard, look after your staff and the rest will look after itself. We’re not 16 year old squaddies standing in line taking your orders. Dismissed…

Not layoff related but are any other credentialing teams feeling overworked and exhausted? Most of the onboarding teams are about to be pulled from files to train new WRS people without any appreciation or additional pay. Wouldn't be surprised if we see half the company leave within the next few months.

When a clown moves into a palace, he doesn't become a king; the palace becomes a circus.

Things have gone downhill ever since he started at Edward Jones.

Bro stop pls.. you are literally the reason why the american dream is dead

Another. New. Low.
https://m.youtube.com/watch?v=1iaqy5KF9eU

Too many of you avoid it and think we are being tracked. For god's sake reply to it and DESTROY any question that talks about Managing Committee, Senior Leadership, Leadership, etc.

Yes I know they won't do anything but if you don't share you voice, they will assume the rosey picture they get from all the boot lickers is the majority and those of us who hate the leadership are a small minority.

I am tired of her saying things like "according to the surveys, morale is pretty high". Take that lame a-s excuse from her.

A lot of what I thought would happen is starting to happen right now. I’m not here anymore but figured I’d see as to is anything was changing and it turns out that the RTM position was tested in a few markets and now it’s rolling out in many areas probably most. Makes me even more glad I got out.

I was always saying to myself that my reasoning why it hadn’t yet been implemented in our area was that it would happen under the circumstances that enough reps and/or RMS’ would leave that they would just give everyone left one giant territory and that the person will have the duties of a sales rep while doing the duties like scheduling and everything else a typical manager would do. But since none of the people who said they would leave left it would be a matter of when this rolls out nationwide,

Can’t see why they have to make things worse than mission 1. With the amount of people who take packages im willing to bet that anyone who isn’t looking to leave sales rep RMS or DM will most likely have a job. With the amount who will likely leave they will likely make the territories for these people even bigger which would have to expand the role of the FTOWs.

Problem is they don’t have the manpower from FTOW. Not enough people are interested in it. Even from the outside world they can’t get anyone to work for them. Can’t blame them I was overworked and treated like such cr-p towards the end. Had I not gotten out this is what I’d be dealing with. Even worse being pushed harder while still having the same absymal pay.

The people who run this company do not know what to do! Every directive we get from the top makes no sense and makes all of our jobs harder! This business is built on collecting free money from tax payers and the Idots still cant make it work!

Perhaps addressing the rumors by confirming or discounting them would allay fears.

Welcome to corporate America. They call it ‘restructuring’ when profits are protected and people are discarded.

The strategy, who they chose to lay off, demotions...unless the goal is to ki-l morale and destroy the company. Then, things make perfect sense.

Our place stack ranks for reviews and it's terrible for morale. What about in office hours? When you rto do they mandate hours? 8 min? What about activity and keystroke reports? The salary is comparable but rto five days is a red flag. I can't ask the recruiter some of these things but they matter for quality of life.

Its been interesting to see the small and not-so-small ways that people have been tuning out since Charlie Scharf took the helm and the never-ending march of layoffs started. From small shifts in attitude and lowered enthusiasm, to slow walking projects, all the way up to people drawing hard boundaries on their time, and what their teams have the resources to deliver. I can't remember the last time I talked to someone who was enthusiastic about being here, or actively trying to make things better.

At this point it’s been 1 week since rest of VSPs left. Company is complete disarray. Comments on CF social media posts show members frustration and lack of any response from CF. How has this mess not made it to at a minimum WBAL? CF leaders have sc--wed the employees and the downstream is a place members lack any confidence in. If bonuses go away, only offshore support will exist, and we all know they care about the income not the fix. Any word when reviews come out or what bonuses are looking like?

Was told it would open yesterday (which was questionable since it was a holiday), wasn’t there. Checked again today and still not there.

Just a terrible way this company is handling everything.

So there is no update on comp.

Now we have LED lighting going in. It's way too bright. Bring a ball cap.

1. Credit
2. sth results
3. App downloads

Are you all told the same?

In store sales, low staffing levels, customer service scores/complaints , merchandising standards, deferred store maintenance, are not a priority?

What is happening? Why are in store sales not a major focus? Why are associates, key holders, leads, and some floor managers kept out of the loop? What’s really going on here?

I’m seeking ways to make the evening feel like it’s dragging on endlessly.

I’ve been waiting a very long time for this. Deliverance may have finally arrived. Time to start a new life. Good luck to same!

They keep taking and taking and never giving anything back. We've lost so much in the past several years, from relative job security to benefits to normal culture and so much more. So is there anything left that's keeping you here outside of the cr-ppy job market?

What's even the strategy anymore? We keep losing customers and value, but all we hear are excuses. The big transformational plan they promised has been a total failure. Instead of fixing the core issues, they just cut more people and shuffle org charts. It makes you wonder if anyone at the top has a clue how to stop the slide or if they even care.

They could completely change the vibe around here if they just handled layoffs differently. What if they actually treated people leaving with some respect, offered a good severance package, and even asked for volunteers first? It wouldn't fix everything, but it would stop morale from cratering every single time.

I was reading this Wharton article about how small slights from employers cause a loss of productivity. link to article: https://penntoday.upenn.edu/news/penn-wharton-when-employees-feel-slighted-they-work-less

PNC better get ready for this on a grand scale. Obviously, RTO increases costs for employees (parking, gas, additional child care, loss of time because of the commute, the list goes on). But we’ve also lost our personal day out of nowhere, HSA wellness contributions have gone down significantly, and rumor has it that bonuses will leave a lot to be desired. All in one year. This company is ran by CLOWNS. I encourage everyone to use every second of every occasional absense day in 2026. Don’t work a minute past 5pm. Don’t even think about logging in on the weekend. They take, take, take and only give back to the C Suite. Don’t give them anything more than the bare minimum, because PNC sure isn’t going to give you anything.

What is happening to the UK business. Has everyone given up. Sales targets missed month after month and no one cares. Can't get a project done for love nor money. The strangest place. Even the leadership and upper management don't care.... is there any hope????

one google search of forced distribution and differentiated performance gives you thousands of articles about why it doesn’t work and why it’s terrible for morale and collaboration. yet now we’re forcing people to be ranked and PIPed just to fill a quota. its nonsensical. why am i coming into the office four days a week to “collaborate” with my peers and help them outshine me? why would i bother trying to meet my goals when a percentage of my team has to be ranked low just because it’s required? if you want to let people go just let them go. why do they put us through these humiliation rituals?

I got partially meets expectations at year end. I have just got £4.5k in bonus. This company is an absolute joke even to the well treated analysts but it is hard to find reasons to leave when analysts can expect these bonuses for sub par work. The atmopshere in office is tense as we can sense the hatred as the rumours spread. Other analysts have reported managers and supervisors being overly critical or leaving them out of work out of spite. Worst of all, most analysts considering leaving after the 2 year program.

It boggles the mind how bad the optics are of a company posting a “great” results year for 2025, then immediately laying off hundreds of people, to then spending at least $1M on glad-handing at Davos this week with their team of sycophants.

It’s such poor taste to do this, but it’s absolutely the goal. Let’s go and try to be relevant with those who are. Be seen with leaders and doers we want to be peers with. Meanwhile, we limp along not investing in new products until we can sell someone on the idea to pay for it.

Everything has gotten more dysfunctional and dystopian, meanwhile we are constantly gaslighted about culture and empathy.

When senior management talk, it often feels like they’re describing a completely different company.

I’m trying to work out whether I’m just in one of the worst-run accounts, and many of the frustrations raised here are actually coming from the same few places. Or whether this is a more general, across-the-board issue.

Sometimes the advice is simply “leave”, so I wonder if that comes from people in well-run accounts who genuinely can’t see or relate to the problems others are dealing with.

Out of interest:
• Which account do you predominantly work on?
• On a scale of 1–10 (where 1 is the worst place you’ve ever worked and 10 is the best), how would you rate it?

Was RIF’d in August, didn’t really get to say goodbye to anyone, and I genuinely liked everyone on my team. RIF’s and layoffs su-ked, but y’all didn’t.

And to the person that will inevitably comment about leaving NCR “x amount of years ago and never being better”, I’m glad for you, friend, truly.

Intel of old is gone, that much is clear
Culture - buried
Employee morale - decimated
GPTW - nothing but a fond memory

What comes next will be very telling. Yes, we are hitting product releases on time with good reviews - most of which were well in process before LBT took over. But what comes next?

I suspect in 3-5 years, you will see Intel will not be a destination job - it will be a 3rd option job. A place you go until you find something better. Intel on you resume will be worthless - just another gig.

On the engineering side, the environment will erode to where 60-80 hr workweeks are expected with no benefit - no bonuses, no parties, no break to enjoy the accomplishments. This will be come the new norm. On the MFG side, it will become a sweat shop. Lowest bidder doing the work - gotta keep those costs in line.

It will turn into a place where folks gain experience then vacate as soon as possible. Turnover will be horrendous and within a generation, the company will only exist to build things for others. No innovation / development.

It is a sad thing to watch.
/Rant

I think I should say this. I had heard good things about PNC and had found a couple positions I wanted to apply for in Technology, but after hearing the CEO‘s decision on a 5 day work week, and how the morale has completely changed, there is no way that I want to work for PNC. I truly believe I’d be miserable every day. I will take my talent and expertise where employees are cared about and respected.

I work here and I have been watching the same issues cycle over and over again.
morale keeps dropping people keep leaving and leadership keeps acting suprised!!!
so here is some advice from the floor take it or ignore it...

Nothing else matters if frontline managers are bad, you can roll out new programs every quarter and none of it sticks.\

Train managers how to lead people not just how to chase numbers.
Standardize expectations what does good leadership actually look like here how do you evalute people how do promotions work!?

If a manager has constant complaints about favoritism or micromanaging stop protecting them..

Retrain them or move them out!!!

Judge managers on retention engagement and team health not just output...

a lot of frustration comes from not knowing what job we are actually doing day to day.
Define roles clearly what is in scope what is not especially for territory and service roles.
Pay and bonuses need to match the real workload including on call time...

Stop combining two or three jobs into one role without premium pay, that is not efficiency that is explotation!?

Sales and service being mashed together is burning people out fast!!!

career growth right now feels like something people whisper about in meetings.
Publish clear promotion criteria by role and time in seat.
Ki-l relationship based advancement everyone sees it even if leadership pretends they dont...

Address age bias instead of pretending it does not exist.
If you push development programs tie them to actual promotions training that goes nowhere is just busywork..

Corporate training does not match field reality fix that.
Policies should apply the same everywhere unless there is a legal reason they cant.
Working hour rules should be simple clear and enforced not flexible only when it helps the company...

HR should be accesible to frontline employees not just managers!!!

If someone is on call pay them fairly or reduce expectations.
Remote work should be allowed where the job allows it if the work gets done stop micromanaging.
Targets need to reflect actual staffing levels not imaginary ones...

Not everything is an emergency the constant fire drill culture is exhausting!!!

This entire 5 day RTO mandate isn't going to go well at all, and no, it's not JUST about having to go in the office. It's about how this is clearly a blanket solution to solve 1 particular problem within the company. A "solution" which will undo decade(s) of progress seemingly overnight.

Before COVID, we thrived on our 2-3 days in-person. That flexibility is why many of us joined and stayed. During COVID, we continued to thrive on remote work. And again, that flexibility is why many of us stayed. In return, many of us (without additional compensation mind you) gave back to the company by being available virtually 24/7. Fast forward to this day in 2026 and that mutual contract is broken. What does that mean?

Mandating 5 days in the office while continuing to expect 24/7 availability from most employees isn't sustainable. It's a recipe for burnout and resentment. Furthermore, claiming we've always been in-person and have been suffering due to our current arrangements completely contradicts the recent earnings report for 2025.

Look, this isn't another post by someone yelling into the void. This is a post from someone who cares. Believe it or not many of us do, which is why the following needs to be said:

This decision will hurt the company. In more ways than just one. It will damage morale, push out amazing talent, and ki-l the very culture that made this place what it is today. Locals are upset, news channels are reporting, employees feel disrespected, the list goes on.

Just started with State Farm and think I made the worst mistake of my life. We went up to the floor and did some side by side observations with the claim reps and holy sh-t this place is a zoo. The guy I was sitting by smelled like weed and looks like he had not showered in a week. The look on everyone's face was one of desperation and misery. Even my training class is a complete cast of burnouts, rejects, imbeciles and people I would move to the other side of the street to avoid. I guess everyone is also getting their ratings this years and sounds like a total sh-t show. This is not what I was told in the interview, typical companies, all smoke and mirrors. Joke!

How are we supposed to survive this?

They form a new skunkworks that’s secret and isolated from Ford.
They hire alumni from Apple and Tesla.
This is going to be the bright future of Ford.

I mean what does this say about Ford employees? Keep up the good work, and meanwhile we are hiring some smart people to build the next generation tech.

RF Sr Manager here Just had a meeting with my Sr. Director & it looks like most of the folks impacted on my team are H-1B employees, mainly to reduce OPEX costs. That’s really sad. We have some truly great people on the team and they’re top performers. It’s honestly worrying and disappointing.

I actually like the work I do, but the conditions are wearing me down fast. We're constantly short-staffed, people leave every month, people get laid off all the time, and the pay just doesn't make up for the stress. It's making me seriously question if I should stick with this entire field. Does it ever get better, or is this just how it is everywhere?