#morale

I’m trying to be positive, but it makes it hard to do anything right now. Why would I try and “fill my funnel” if I could be doing it for someone else right now. This company seems to be ran by what seems is a startup, trying to figure things out rather than the supposed #1 telecom company in the USA. At least with Verizon they were open about what they were doing and ripped the bandaid quick. Over here it’s like a hush hush game. All I know is if certain members of my org are still here after all the cuts, and I’m talking about high ankles pants himself, which caused the chaos of our channel, then I know this is all bullsh-t.

holy cow.

i thought the missing vending machines posts were a joke. you should be ashamed if you removed food and drinks and slapped up a sign that says it saves energy.

you should be ashamed that none of your ev chargers work. you should be ashamed that none of your monitors is our disgusting open concept zero privacy dynamic desks work. you should be ashamed at shrinking cafe hours and saying it’s to “better serve us”. you should be ashamed at having only one way in and out of multiple building towers and the rest roped off. you should be ashamed that lights don’t come on or stay in large areas of all floors. what is wrong with you? why are you such cheap skates?

have you no shame woodcreek decision makers? i hope i never meet you, i am truly repulsed. you call for RTO and can’t handle things like lights parking and food. you better be the next cuts.

These fools know nothing. It is shameful.

After giving the return-to-office mandate several months to be fair and well-intentioned, it’s clear this policy creates significant friction without delivering any meaningful benefit—particularly for employees who were hired explicitly as full-time telecommuters. We are now expected to spend personal time getting ready in office attire, commuting, badging in, navigating parking ramps, security checkpoints, and elevators, only to sit alone in a cubicle all day with no teammates in the same state, let alone the same office.

On top of that, there are no assigned desks. Employees routinely arrive to find reserved desks already taken, workstations missing basic equipment, and time wasted simply trying to locate a place where they can do their jobs. This is not collaborative or productive.

Requiring people to sacrifice hours of personal time and incur additional costs to sit alone on video calls all day is not improving productivity, engagement, or morale. It is creating widespread frustration and disengagement. Employees are openly unhappy with this change, and when asked by peers about the policy, they are candid in sharing how illogical and counterproductive it feels. This approach adds inconvenience and resentment while delivering no measurable value.

There needs to be a real reckoning with what unchecked corporate power does to human beings.

What happened to EMC after the Dell takeover wasn’t just a business shift. It was a dismantling. A culture was stripped, people were discarded, and decades of loyalty were erased, all in service of financial objectives set by someone who would never bear the consequences. That kind of damage doesn’t happen by accident. It happens when wealth insulates leadership from humanity.

But it doesn’t stop at the billionaire level.
What made it even more disturbing was watching the layers of managers beneath them fall in line like puppets. The obedient middle tier. People who traded conscience for proximity to power. Who repeated corporate talking points as if they were truth, never questioning the harm being done, never stopping to ask who was paying the price.

That is the most chilling part: how programmed it all is. How sleepwalking managers enforce decisions they didn’t make, defend outcomes they wouldn’t survive, and convince themselves they are just doing their jobs. Completely unaware, or unwilling to be aware, of how thoroughly money and hierarchy have overridden their moral compass. This isn’t leadership. It is extraction enabled by obedience. It is cruelty made efficient by people who mistake compliance for professionalism.

If we are going to talk about accountability, it cannot stop with the billionaires at the top. It also has to include the systems and the people who carry out harm while telling themselves it is normal, necessary, or inevitable.

It is not.

The tone deafness is staggering. Come one, come all, even though 1 in 4 of you are on borrowed time. But no worries, you can retire on your 10 shares of Burger King stock. Come and hear our overlords drone on about P-M, AI, the analysts who will be running the company as we kick you to the curb.

My friend told me that sick day frequency went way down to almost non existence level. Is this true??

I hate to see these layoffs but I recall the high flying days of 2002 - 2006. The stock price was >500 (adjusted for reverse stock split). Shareholders were hosed for years due to mismanagement at C. Jane is, I believe, doing what is necessary to right the ship. And it seems to be working. There are so many disgruntled employees at C that I am surprised that there aren't many more layoffs. Wish the best to all.

Meeting literally started with ‘we know there are strong feeling, but try to have a productive mindset.’

Translation. We know it’s fkd but we don’t care. Get in line, worms.

So where is Steve B? He has been off-grid, off communication and leadership for so long is he (a) in hiding from his shameful decisions (b) really can’t be bothered or (c) unwell (hope not this option despite everything) ….. videos done by LP and JEG recently but no Stsvs B .,,, whatever the reason shouldn’t there be some CEO presence at. Time like this?

Do not help this company to recover back . they shattered many people life by doing false PIP , threatening etc . Let QCOM go down

Hans updated his linkedin resume. I remember they told us Hans was going to still be a Special Advisor on the BOD when he was removed from his job. We all scratched our heads when they replaced Lowell with a CEO who had been removed from his previous job. Why on earth would they still keep him around as a special advisor? Do they ask him his thoughts and then do the opposite of what he says? It's criminal that people are losing their jobs and this meatball is still around.

Nice to know BNY finds it necessary to spend $200,000 on two stupid robots that look at if they came from a vintage 1980s Sharper Image catalog.

Two hundred grand and for what? To tell jokes? But let’s lay off staff.

Robin Vince is a useless tosspot.

:(

It’s the second “working” Monday morning of the year. The first week back from the holidays is just over, and now reality sets in. How are you doing?
I have about 10 applications to other companies in a “submitted” status. I had one interview in December that I thought went very well but I haven’t heard back from yet. I am grateful to have the time with my family, but this morning I’m feeling dejected. Yes, picking myself up by my bootstraps, but looking for some candor here. Working here for 23 years, it’s like I imagine a divorce to be, feelings are up and down. I even miss the commute. Probably the routine, really.
How about you?

Many have commented on the change in culture and how the company has changed for the worse. Does a lot of this have to do with the newer hires over the past few years?

The company has hired a lot of new people and to be fair some have been good. However in many cases it looks like the company’s hired a lot of mediocre employees. It feels like the company used to hire the best of the best. Recently it feels like the scraps are getting picked up.

What does everyone think?

Don't expect them to treat us any better than any other corporation. Old Cargill is pretty much dead. If anything, that's what we learned last year. I expect what's coming to be no better. If another opportunity presents itself, don't hesitate. Even if you're a veteran.

Is it just me, or does it feel to you like were living in The Traitors game show. Every day the Faithful try their hardest to generate cash, meanwhile the Traitors (HR in our case) are weighing us all up for the Ax, then they invite the unlucky ones into a room alone to tell them the bad news ... meanwhile the rest of the company carry on regardless and only learn who has gone when they don't turn up the next morning (no official announcement of anything).

We even have our own Donna Kelce (Secret Traitor) who provides the Traitors lists of potential unfortunates to be cut - I can reveal, the Secret Traitor - its ATHINA KANIOURA S&T Chief !

Seriously though, isn't it just like living in The Traitors, every night you get a terrible sleep wondering if tomorrow morning it will be your last. Big obvious difference - we don't get to banish the Traitors, only the Secret Traitor gets to do that. Oh and this show goes on for a decade ...

It absolutely doesn't matter how hard you work, how much overtime you do, or how critical your role is. There's no rationale for selecting people for layoffs beyond immediate profits. I suspect people claiming 2026 will be worse than 2025 are right. Act accordingly, so you won't have any regrets when they boot you anyway.

No warning, nothing. I was an excellent performer. Never trust the praise. Hard work doesn't pay off. They'll discard you at the first opportunity if it fits their bottom line.

I'll get us started: cleaning public restrooms at a highway rest stop, selling vacuums door to door in the rain, or doing the overnight shift at a deserted gas station. The ideas are honestly endless once you think about it. Who else has a good one?

Most of the people I know who are staying are close to retirement. They are unhappy but see no point in starting over this late. One coworker is months away and jokes about hoping for a layoff with severance. I keep telling him that luck never seems to work that way.

AT&T doesn’t really care if you grow or improve, they just use your work to make a profit. Once your skills aren’t the hottest thing, they move on. Focusing on your own development and opportunities outside the company makes a lot more sense.

Look, I'm over fifty and I've seen the cycles here. You bust your gut for years, hit your targets, and then watch rounds of layoffs target the highest pay brackets anyway. It really makes you question why you should pour extra energy into a place that seems to value your cost over your contribution. Frankly, most of us at this stage are protecting our energy and just meeting expectations while we plan. It’s hard to stay motivated with that hanging over you.

If you're so unhappy with how things are being done, what's keeping you here?

How can a company change so much for the worse in just a few short years? I still can't wrap my head around it.

Has anyone here worked somewhere else and seen worse internal politics than this? The environment is the next level of toxic, with some managers yelling at people all the time like it's normal. I've worked in tough places before, but this one stands out in a bad way.

soooo what is happening in other districts with DEG technicians and I and R techs!??? we have one job per day if we are lucky, DEG techs are same very slow just taking down old equipment!
Don't get me started on useless air pressure ho-s, all they do all day is sit around in different COs waiting for lunch to see where the specials are!
Lots of us waiting for payout but is anything happening in district 3,9,6?

If the company doesn’t change call routing they will go under, slowly and devastating to employees and customers. Morale is at an all time low across the board. Kareem needs to go. If you know you know. Kareem is the most worthless manager of all time

And it's by design. I almost have the feeling that they enjoy making us jump through hoops, throwing all kinds of obstacles and inconveniences at us just for the heck of it. Productivity and performance be damned. Losing top performers, because they do have a choice? Not important. As long as we are exposed to humiliating rituals and games, all is good.

Reorgs, layoffs, shuffling people around, ignoring bad management but punishing talent, directionlessness, maintenance/decay mode - all of it has made me completely uninterested in the future of Nike, and definitely in my job. I just can't care anymore. If someone had told me eight years ago when I came on board that this would turn into a "just collect a paycheck" thing, I wouldn't have believed them. It's actually sad.

From my perspective in accounting, this keeps happening. They release senior staff to balance the budget, but the underlying strategic errors remain. In my twenty years, I have never witnessed this leading to genuine recovery. It only demoralizes the teams left behind to pick up the pieces with less support.

Says it all really

After 34 quarters and 8 years of decline they wonder why customers leave.

You dont pay anyone for 8 years, but you expect to deliver AI.

These leaders are so out-of touch its unreal.

It doesnt take an id--t to work out why morale is low and the company is failing every qtr.

You need to change your focus to Employee pay to get the best out of your main asset.

A ton of folks were fired today……all about the quota. We lost some really good people. As usual, the compliant cheap useless folks survive.

My team is half of what it's been when I joined seven years ago. Others who are still with the same team, is it the same for you? I'm genuinely curious if this is a common thing.

Morale is trash. Collaboration did not magically appear. Engagement is still imaginary.

That one remote day wasn’t a “perk.” It was the only day people could handle doctor follow-ups and real-life admin that only exists during business hours. Apparently that was too much autonomy.

Now we’re all back, paying for snacks and sodas that aren’t even stocked, drying our hands on air because there are no paper towels, and playing musical chairs with conference rooms because no one books them. Had to kick someone out of a room for my own meeting. Peak teamwork.

Nothing says “we value our people” like taking away flexibility, providing fewer basics, and expecting gratitude. I feel so engaged. I feel so motivated. I feel absolutely compelled to give more than the bare minimum.

If productivity drops, good. If people disengage, expected. If turnover spikes, deserved.

You wanted butts in seats. Congrats.
You got bodies. You lost trust.

Anything less than 100% is corporate greed, plain and simple. The people who stayed are being squeezed dry doing the work of two employees while getting paid for one so executives can protect their bonuses and call it “strategy.”

But by all means, Dan, keep slurping your coffee and pretending this is complicated. If Hans is still pulling in millions, don’t insult everyone’s intelligence by offering scraps. There is zero excuse for anything under 100%. Anything less is a slap in the face, and everyone knows it.

The lack of transparency on this is outrageous. The amount of people that need to approve just one review is excessive and adds weeks of unnecessary delay to an already slow process.

Why do you need 3 people to approve 1 review when there is limited salary increase, lack of promotions and no morale?