#morale

The market is at all time highs and our stock is down 3%, back to $24. Exactly where it was a year ago. Zero progress while everything else runs.

Banks across the board are downgrading the stock to “sell.” Wall Street has no confidence. Employees have no confidence. Yet leadership keeps pretending this is working.

How much louder does the message need to be? This strategy is failing. The stock is dead money. Morale is wrecked. Talent is leaving.

Enough excuses. Enough doubling down. We don’t need more spin. We need real change. Now.

For those who are managers what is being said about the absolutely dismal state of rhe company and the rock bottom morale? Productivity will be at an all time low as no one cares at all anymore.

Pretty hard to work in an environment like you do...wondering what is happening or going to happen. Sad

Anyone know what’s going on at 668 meridian? Supposedly everyone has quit or is fixing to quit including the store manager has quit already . It’s real bad ya’ll!😳😳😳

HR guidance is not to peanut butter - rate to a curve but still everyone gets a 3. Extra effort be damned.

Today's promotions, for the most part, are an embarrassment. Some were well-deserving, and some I totally scratched my head over. So many others, so talented, were left in the darkness. For the life of me, how do they get this wrong each promotional cycle.... Be prepared because some good people are planning to leave, and when they do, those newly defined managers will be lost.

Why in the he-l does this so called dept think its a good idea to have everyone work the same schedule. Anyone with half a brain cell knows that a staggered schedule makes the most sense. Early shift starts offering p2ps earlier and keeps the flow going with the id--tic 4 hr time frame requirement. If everyone starts at the same time, the MDs will be overloaded with work with all same deadlines. Everyone in Centralized UM upper leadership must be "yes ma'ams" bc regions worked like a well oiled machine for years with staggered scheduling. Chalk this up as another notch in their belt to pi-s people off. Good grief.

Nothing fundamentally changes. Layoffs still loom, your manager's just as terrible, the office drama is equally exhausting, most of the work is meaningless garbage with processes that are completely broken, and you're still unhappy. Swear to god, even the damn walls looked the same at my previous two places. It's a necessity, but almost never an improvement. Pretty bleak.

It's the corporate culture itself, built on maximizing shareholder value. Leadership across the board is identical, particularly in banking. They'll all do the same thing - slash costs to signal Wall Street and pump up the stock price, prioritize the next quarter without exception, and never give a damn about employees or customers.

So now the plan is to demolish the Plano site and build a brand new 45-acre campus from scratch. For one of the most levered companies in the world, still buried under massive debt.

This is the same leadership that burned hundreds of billions on T-Mobile, DirecTV, xandr, and WarnerMedia (among others). The same person making another massive, irreversible capital bet. And we’re supposed to believe this time it’s different?

What makes this even worse is the human cost. Over the last two years, employees uprooted their lives and relocated from all over the country to Dallas because the company told them to. Now leadership is moving locations again like a shell game, sc--wing over the very people who did what they were asked. No apology. No accountability.

And let’s ki-l the lie about the employee survey. It did not say “build us a new office.” It said people don’t want to be in offices at all, ever. Spinning that into a multi-billion-dollar campus no one wants or needs is insulting.

We also just lit $100 million on fire upgrading the Dallas office a few years ago. Add that to the pile.

At this point, the board can’t pretend they don’t see what’s happening. These decisions and their outcomes are public. If they continue to allow this, they’re complicit in the value destruction.

Employees will pay through lost bonuses and broken trust. Shareholders will pay through debt and wasted capital. And leadership will keep doubling down because no one is stopping them.

This isn’t strategy. It’s reckless. And it’s long past time for the board to intervene. End RTO, divest from the useless office space and improve the balance sheet. It’s not that hard to understand.

Lately, all my main projects have been canceled or pushed aside. My boss has stopped checking in, and other people are being handed responsibilities that used to be mine. If you've been in the workforce for a while, you learn to recognize these signals. My gut is telling me that my job is at risk.

I went back to work a few months ago, and what I’ve seen is heartbreaking and infuriating. Most of the team is gone, and the way it happened is outright unethical. The best people were put on PIPs and eliminated. How? Simple: the harder you work, the more mistakes you make and the more “productive” you appear so you get canned.

Now we’re left with people afraid to work hard, terrified of PIPs. Productivity has tanked, and the top talent, the people who could get another job in a heartbeat are already gone. Dell is the textbook example of what a company shouldn’t do. And they are dumping everything they can at us, like a stupid gorilla throwing his sh-t at the zoo, and in the end, they’ll probably tell us they can’t find talent and outsource our teams abroad.

The company went global, sure, but at the expense of employees under constant pressure, all for financial decisions. People on my team have emailed upper management about working conditions and treatment. Nothing. Upper management refuses to acknowledge the problem, yet they enforce return-to-office policies while they work from home. Meanwhile, some employees are still on payroll and haven’t touched their computers in ten months.

2025 has been brutal. My paycheck no longer covers my bills. While Wall Street celebrates record profits, the average employee is crushed. After 20+ years at Dell, I’ve never seen management fail so spectacularly at handling layoffs and treating people. I’m done. I’m looking for another job. I can’t watch this abuse continue.

Reposted from @bd+1kdx0h388, an on point post.

Checking in! How is RTW Monday? Who else is ready to find something less archaic?

Boss repeatedly thanking team for their efforts and that this will be tough year. Almost like good bye thank yous. I think boss knows their name is on the rif list.

Oh also when I went to put pto in system my title was changed to a lower title then what I have (or thought I had lol )

Good times. Don’t stress out nothing you can control. So just keep your head down and punch the clock until they tell you to stop (while also applying externally).

Pretty much completed ALL training in my area that AT&T offered, great reviews every year exceeded expectations, many special purpose assignments completed successfully, Just all got me laid off..... F U Stankey and AT&T

And I am already cringing about going in the office tomorrow. Such a depressing place to work..

I barely manage to drag myself to the office every day, already exhausted by the fact that everyone else is in the same situation. We are all equal parts demoralized and worried about our jobs. I just wish this were already over so we could at least know where we stand. The problem is that it never really ends. The only question is how bad it will be this time.

We’ve been shedding truly skilled engineers like there’s no tomorrow. I’ve lost several exceptionally talented people on my team. It really boggles the mind.

Is there anything positive at all for US employees at this company outside of having a job? I know the boot lickers will all say be thankful you have a job and accept gratefully every crumb they throw to us, but there is literally nothing to me to make me want to go the extra mile. No assigned desk, 4 times in office a week, most likely a garbage bonus, more layoffs to come. We just keep getting MW'd on over and over again here!

If 2024 and 2025 proved anything, it’s that forcing people into offices five days a week didn’t fix culture, didn’t improve performance, and didn’t magically make the stock take off. What it did do was burn people out, drain morale, and push good talent out the door.

As we head into the new year, leadership has a choice. Keep doubling down on a policy everyone knows isn’t working, or finally admit that flexibility, trust, and results matter more than badge swipes and presence reports.

People want to do good work. They want balance. They want to feel respected. That’s not radical, that’s the modern workforce. Companies that get this are winning. Companies that don’t are watching their best people leave.

If 2026 is just another year of pretending RTO equals culture, nothing will change. If leadership actually listens and resets to a realistic hybrid model, there’s still a chance to rebuild trust.

New year. New opportunity. Same question.

Are we going to keep repeating the mistake, or finally learn from it?

Do you think they can ever bring back to me once great family sport of State Farm?

I am really going to miss those town halls with Charlie ‘Sharp as a Marble’. He was so inspirational when he took the canned questions from the Indians in the audience and answered them with utmost poise and professionalism. He and his big boys club will surely get a big bonus this year because of all the people they let down. Way to go Charlie, give yourself a pat on the back.

How can a company genuinely expect employees to be happy, productive, or incintivised to do a good job when nobody feels safe from having their job taken away at a moments notice? Or when promotions are MIA and raises are comical?

Regarding the current leadership structure and task delegation within CRT.

At present, many (though not all) Team Leads appear to spend the majority of their time performing minimal administrative tasks, such as returning scorecards, while routinely delegating their more complex and time-consuming responsibilities to senior reviewers. These senior reviewers are expected to take on duties that align more closely with Team Lead responsibilities, yet they receive no increase in compensation, for this additional workload.

This practice has created an imbalance where experienced reviewers are effectively performing leadership-level tasks while being paid significantly less. It has also contributed to frustration and decreased morale among those who are consistently relied upon to carry the workload without support or acknowledgment.

Additionally, CRT appears to be significantly overstaffed with both Team Leads and reviewers. As a result, meaningful work has diminished, and employees are increasingly being assigned tasks that offer little value to production goals. This inefficiency not only wastes company resources but also undermines productivity and engagement.

These issues suggest a need to reevaluate staffing levels, role expectations, and compensation alignment within CRT. Addressing these concerns would help restore fairness, accountability, and operational effectiveness.

The company seems willing to bring back older employees, but only at a pay cut. A former coworker applied and was basically offered his old role from about a year ago (he was laid off), just with much lower pay. Unfortunately, he’s thinking about taking it since his current job is even worse and pays less. It’s hard not to feel humiliated by how this all plays out, and it makes me hate this place even more.

If ever. I’m not looking forward to my severely crippled team scrambling to cover the roles that are now gone, along with all the overtime and stress that will come with it. Our manager is likely to put even less effort into organizing the workload in a way that actually considers our limited time, how our skills are distributed, and the real weight of the tasks.

My hopes and dreams of waking up to the news that GM has been fired are dwindling.

I’m starting to realize that GM most likely made a deal with Elliott Management to be a “bendover, yes sir can I have another, puppet stringed sellout”. If this is the most likely scenario then we are in for long, long dismal time at MDT.

Everything at my location has slowed down so much that tasks which took an hour now take two. To make it worse, the new hires we're getting don't seem to want to learn how things are done. I'm not trying to blame anyone, but I'm curious if this is a general problem across the company or if my store was just unlucky. Is this what it's like everywhere?

I'm part of this middle-aged surplus they've created. I'm too young to retire and too old to feel like I can start over. The future I planned for my family (the security, the college funds, the stability) is gone. I feel like I've completely failed them. I'm honestly feeling like I'm at my lowest right now.

They can only close so many stores before there’s nothing left to cut. At the pace they’re going, having ten stores left in five years would feel like a miracle. This really looks like a slow death by a thousand cuts for Macy’s.

You’re not going insane — you just spent years in a system that promotes the ones who break people, not the ones who build teams. Time to rate the “survivors.”

Toxic Manager Rating Scale — pick all that apply:

1. Credit Thief – Devoured your work, slapped their name on it, and got praised for “thought leadership.”
2. Ghost Boss – Vanished when real leadership was needed, magically appeared when there was credit to grab or heads to roll.
3. Micromanager Supreme – Controlled every detail of your day, yet somehow had no clue what your job actually was.
4. Backstabber Pro – “You’re doing great” to your face, “they’re not a team player” the second you leave the call.
5. Blame Shifter – Their mistake, your “development opportunity.” Somehow you were always the common denominator.
6. Teflon Titan – Nothing ever sticks. Reorg after reorg, layoff after layoff, and they’re still there, failing upward.
7. Mood Roulette – You never knew if you were getting fake-friendly or full meltdown. Outlook calendar by day, unstable by nature.
8. Gaslighter-in-Chief – Made you question your memory, your performance, and eventually your sanity.
9. Loyalty Leech – Demanded 110% loyalty and availability, but ghosted you the second you needed support.
10. Corporate Chameleon – Perfectly adapted to a toxic culture. Thrives in politics, allergic to accountability or empathy.

Add up your score and drop it below.
The higher the number, the more you earned your severance, your sanity, and your exit.

I’ve been here for six years, moved laterally once, and my impression is that there are not many opportunities left to move upward. Even the people who try hard to stay visible with upper management do not seem to be getting anywhere. Why is this happening? You would think a company would want at least some percentage of skilled employees to progress, if only to keep them motivated and to ensure strong voices at the top. I know I may sound naive, but rationally this should be one of any company’s priorities.

Not sure how anyone else's location is, but South Jersey is ridiculous.. Considering people are packing up for our location renovations, aimlessly walking around because everyone's work is DONE.. instead of saying "Hey everyone, you can all leave an hour hourly, even 30 min to get home etc.. But nooooo let's have you all sit here, doing nothing while you just keep getting aggravated because hey HR has been gone but we need you ALL to stay and collaborate... SMDH

I really thought that I would have gotten the ax by now, but nope, I'm still here. Guess I have to up my game in 2026 and do even less if that's possible.

I'm getting so tired of this. People are on edge because nobody knows what’s coming next, and that uncertainty is starting to show everywhere. Teams feel disconnected, communication keeps breaking down, and everyone’s spending more time speculating than actually getting work done. Is this our new normal?

About 49% of HR leaders reporting significant drops in employee morale after serial layoffs, while 47% said they saw a drop in connectivity. About 41% said they saw an increase in resignations.

https://www.msn.com/en-us/money/careersandeducation/serial-layoffs-are-becoming-the-norm-heading-into-2026/ar-AA1TkeXB

It almost feels intentional, as if my team is being set up to fail. It seems more like attrition by design than anything else. People are so demoralized that no one has the energy to push back. Being laid off with severance is beginning to feel like a win, given Nike's trajectory and compared to being worn down by tactics meant to make you quit or give a reason to fire you.

Anyone look at their upcoming paystub yet? The way they calculated their fuzzy math on 27 pay periods is they reduced the wage Rate. Is this legal? It’s like we all got a demotion. Unless you survive to 2027 to get the catch up payment. I’ve never seen a company handle things like this before. Usually, they catch you up in the same year and do it in a month that has five Fridays. I’m sorry there is zero way you could make it make sense except that this is a way to leverage our money for their pockets. Completely demotivated to ever go that extra mile again at this company,