#morale

I'm at three now. Each one felt like the end of the world at the time. And each one taught me the same lesson, that you're just a number to them. No matter how hard you work, no matter how much you give, they'll cut you if it fits the spreadsheet. Sad but true.

When is the next lockout? As company profits and executive compensation soars the workers just keep getting squeezed

https://www.reuters.com/business/world-at-work/big-oils-new-playbook-how-bps-us-refinery-lockout-signals-shift-corporate-labor-2026-09-03/

Congrats to the lucky 10 people that won a TSHIRT!!!!!

And the runners up that won a bag of candy filled with all kinds of unhealthy cr-p!!

What a slap in the face

No other company out there subjects it's employees to this kind of stress. Sure there are layoffs and restructurings but they are one time thing and once they happen, people go about their business and lives. Fannie Mae on the other hand has been laying off for a year and a half now. With no clear communication to anyone. How fu---d up is that. Incompetent buffoons and morally bankrupt leadership throughout. Disgusting.

I used to enjoy work. Now every day is an exercise in willpower to get out of bed and show up.

Going in to the office is like a dose of human sadness. Of course everyone is all smiles when an exec comes in so dear leader can be happy. But here’s what I see. Rows of grown adults sitting in their cubicles with their heads down scrolling on their phones and jiggling the mouse in their open spreadsheet every couple minutes. No one is talking. No one is collaborating. Most people avoid eye contact. We’re all just waiting for our phone alarms to go off so we can get our 8 hours and leave. Others- post what you see in your office.
Abandon hope all who enter.

In my personal experience, Jeff Nibler and Kyle Goodwin are two of the worst managers I have encountered in my career.

Their leadership was an exhausting combination of unclear direction, poor communication, weak accountability and an astonishing lack of meaningful support. Problems were allowed to fester, legitimate concerns seemed to disappear into a void, and employees were left to deal with the consequences of management failures they did not create.

Working under them felt like being trapped in a leadership vacuum. Instead of providing clarity, they created confusion. Instead of building trust, they eroded it. Instead of helping employees succeed, their management approach made already demanding work needlessly frustrating and demoralizing.

What made the experience particularly intolerable was the apparent disconnect between leadership’s perception of itself and the reality experienced by the people doing the work. Accountability seemed to flow downward, while support rarely did. Their management did not merely fail to improve the workplace—it actively made the workplace worse.

This is my personal assessment, and I do not claim to speak for anyone else. However, anyone considering a position reporting to either of them should proceed extremely cautiously. Ask current and former employees direct questions about morale, turnover, communication, psychological safety and how management responds when challenged.

A difficult job can be manageable with good leadership. Under Jeff Nibler and Kyle Goodwin, the leadership was the most difficult part of the job.

most teams understaffed, then on top of that MLRP PIP and insulting feedback from those who know nothing about the subject matter every year, depressing campus environment, constant turning employees against eachother all for 1-2 % hikes, what is the point? who is actually doing any work? is any work needed? then constant quitting of people, constant hiring, no stability, manager changes ,role changes org changes , staffing process change, polaris change, this change that change — how are we all just pretending this is normal? where are the human leader voices?

Yesterday's email from senior management has convinced me that they have absolutely no clue and are now racing full speed to a crash. There are thousands of people and their families whose livelihoods will be impacted by this. We are now seeing collapse of a fintech pioneer in real time

We at STCB are worried and uncertain about our future. Like many others, we come here simply to look for clues, information, and perspectives about what might happen—not to disturb or upset anyone.

This platform is one of the few places where employees can openly share concerns and discuss uncertainties. If our posts or comments are not relevant to you or you do not like them, please forgive us and simply skip them.

We are all trying to understand what the future may hold during an uncertain time. Please be kind and understanding toward one another.

Has anyone else these past couple of weeks noticed a large surge in cancelled contracts? Many different reasons but also many that are unhappy with the current onboarding process. Are nurses beginning to avoid taking contracts with MedSol?

Why give more when they're paying less? Work your wage.

Since I haven’t had a raise in 3 years this will be the first time I don’t donate in almost 20 years. Executives can pick up the slack as their compensation increases are significant every year and outpacing what employees are receiving by a large margin.

What a piece of Shi$ Mu#i and the rest of the cr-ppy leadership.
How about giving up some of the exec pay raises so monetary awards can be given back to deserving employees.

God speed

When layoffs were something others had to worry about, but not us? I miss those days.

Nothing says “we’re thriving!” quite like opening LinkedIn to a fresh Talent Acquisition post by senior leadership celebrating how amazing L3Harris is.................…while people are being laid off.

Apparently, the corporate strategy is:

Step 1: Lay people off
Step 2: Post on LinkedIn about how incredible the culture is and how you love your recruiters
Step 3: Have mediocre mid-level leadership congratulate themselves for successfully navigating “challenging times"
Step 4: Repeat until morale is completely fictional

Talent Acquisition, please, keep posting those beautifully polished “We’re hiring!” graphics and hosting hiring events. Nothing reassures the workforce quite like watching the company recruit externally while simultaneously eliminating positions internally.

Managing Director told us that previously discussed date of 10/8 might change because of “leakers”. They may be pushing back to later in month or November, but want to do it before Thanksgiving to avoid 1/1 Readiness impact. As if losing people won’t make 1/1 harder.

Crazy. Is this the Pentagon, where leakers will punished and beatings will continue until morale improves?

Also there seem to be no answers about strategy and goals for end of year, early next year or beyond, except for vague Lead to One support.

My gut tells me Evanko went in without a plan and doesn’t know WTF to do now. We will just tell everyone our products are now shipping through the open Strait of Hormuz. Cigna won the war!!!

Listen up—this man speaks the truth! Verizon don’t give a rat’s a-s about you. To them, you’re just another line item on a spreadsheet

https://www.instagram.com/p/DcmvBcrTG4J/

MW is 0-2 on deep cut reorgs that have royally messed up the company. Is he going to go 0-3 and mess it up further with more reorgs run by consultants we pay millions to? Managers out there, what is being said about the state of the company and the poor morale?

I find it rather bizarre that there is no acknowledgment anywhere on CNet about the pending departures of so many people, or who is leaving. I took the VSP and feel bad for everyone else- those left behind and those forced out.

I show up at the office. I sit there for 8 hours to the exact minute.
All I do is hang out, talk to people around the office, scroll on my phone and watch Netflix on my iPad.
The best part is with this new 8&skate culture there’s really no pressure to deliver anything anymore. As long as you show up and sit you get an exceeds rating.
I’ve significantly reduced my hours and no longer feel any stress or pressure because I no longer care. I’ll stick around and keep doing the exact same thing until I’m paid to leave.
You bootlickers can keep ki-ling yourselves to pick up the slack while I get the same rating, pay, and bonus for 1/8th of the workload. You keep working hard and paying my bills while I keep chillin. Thanks!

Two years in and this has been the worst stretch of my career. Happy anniversary to me.

It was before the endless layoffs, before the culture soured, before I watched talented people get walked out for no good reason. Now I don't even recognize the place. If you still believe there's something to respect here, I'd genuinely like to know what I'm missing.

This should be the next survey question. Why would you wish WF success? The bank's very publicized plan for success blatantly excludes thousands of US employees, after ruining or at least significantly disrupting tens of thousands of careers eo Tuesday for the past 5-7 years. They dont want you to work here any more.

Why would you, after all of the gaslighting, the fake reviews, the micromanaging office time down to 5 minute increments, the soon-to-be-increasing RTO requirements,

"Together we'll go far.......but not with you!"

• Charlie & his squad of goons

Go ahead and downvote me, bootlickers! this is the truth and you all know it

Enrique Lores has completely lost control of this company and it’s a complete train wreck with lower and lower output from employees. Everyone keeps talking about layoffs leading to sh-t productivity. Each day is worse than the one before.

Can anyone remember the last time this place made a decision that actually helped employees?

I haven't had a life since I joined six months ago. Is this normal?

Centene has changed so drastically from the company I originally joined that I have no issues with leaving it behind. And I used to love my job. Sad what this leadership has turned it into.

Everything is always doom and gloom here. I'm trying to find something good to say to shake things up a bit, but I'm coming up short. Anyone got anything?

I don't see it.

That's not always been the truth, but it certainly is now. You're a line item. If they get rid of you, there's always someone else who will take your spot for less money. It doesn't matter how hard you work or how much you know. There's always somebody cheaper.

It's been round after round of layoffs, and I keep asking myself the same question: has any of this actually worked? The numbers might look good on paper, but morale is in the gutter and the best people are walking. The cuts aren't solving anything, they're just making the problem worse.

Intel is running low of BS to try and attract money and pump up the stock going low, lower, lowest. Popcorn anyone ?

Another study just came out showing exactly what AT&T leadership apparently refuses to acknowledge - - Fully remote employees reported the highest well-being. Fully onsite employees reported the lowest.

8,000 employees studied and the study found no evidence that remote employees were less connected to their coworkers or company culture.

So what exactly are we accomplishing with 5x RTO?

We’re burning hours commuting, burning people out, ki-ling flexibility and forcing people into an office so they can sit on Teams all day.

And then leadership wonders why morale su-ks.

This isn’t complicated. If someone can do their job effectively from home, let them.

Stop forcing people into the office because you feel like it should make them more productive. The data isn’t backing you up.

But I’m sure big stink will find a way to explain why this study doesn’t apply to us.

And if you're not looking for a way out, the joke's on you.

The way company is doing things unsustainable. OK, let’s use this SAP shut down as a reason to force more cr-p in so we will have so much product that we won’t be able to get through in September, and then it will be quarter close and it will start all over again last two weeks of September With the BS nos orders, that they will come up with some reason to justify sending in, just stop lying, and let’s stop playing this game, end dsd already. Its not working. Stop making up lies for sending in extra product, we’re all sick and tired of it…

Well, Ramon and his boys promised a record year of “productivity”. That means the biggest year yet of changes and their hand in your pocket. Is anyone else walking funny yet?

Overachieve every quarter, showcase excellent results, customer satisfaction, retention upsell.

All that doesn't matter anymore, you want more pay ? You want a promotion ? Bullsh-t stretch assignments is the only way.

It wasn't like this before, we can thank NetApp for hiring the laziest, cr-ppiest leadership teams straight out of the gutter of other hyperscalers, starting with a horrible HR policy.

Oh and that is based on the idea that NetApp actually pays commissions. We on month 4 and still not information on payments. Finance is stretched, so they say.

Begs the question, is NetApp led by incompetent fools, or malicious id--ts.

Welcome to the new FactSet to ring in the new fiscal year. Demolishing the company culture and we all just have to be grateful to not get laid off. This guy has been here for less than six months lol