#morale

My team has been shrinking for two years straight, and none of the key roles were ever backfilled. At this point, I can’t even remember the last time I left at the official end of the day. The only thing keeping us going is that my teammates are solid. We’ve been carrying the load together, since our manager isn’t exactly helping.

We’ve pushed ourselves because the job market is rough and we’re all trying to hold on to what we have. But we’re getting to a point where the workload just isn’t realistic anymore, and the exhaustion is hitting hard. It makes you wonder what the point is. Fighting so hard for a paycheck every day, when the whole thing could be sent offshore at any moment.

Management supposedly just wants to see how long it takes employees to work a case, however, there are 35 (YES THIRTY-FIVE) different task codes to choose from, including lunch/breaks AND Other, in which a comment is required. Looks like every single minute of our day has to be accounted for. I am so done with this place! Not like we aren’t doing our work, just certain times of the month are busier than others but we always get our work done.

I’m ready for it to be over. Knocking out new code this morning. Expected to finish projects, migration, and do hand off. Just friggin fire me at this point. 3 more weeks…

Yeah I know man up. I got ya.

As our company fights for direction under this clueless CEO with the motto of “ Do less with less” and the leadership that has no concern for morale or wellbeing of employees it is alarming of the feedback among the people actually doing the work how unsecured everyone feels!!!! It’s no secret that our GOA wells are declining and we have no major plans in sight to keep the pipelines filled. Something big is brewing and we are left in the dark, word on the street is a major change in 2026 is coming.

It feels as though the Splunk BU has drifted off-course, guided by a weak leadership style that inspires more confusion than confidence. In all-hands meetings, what should be moments of clarity and direction often dissolve into polished evasions—answers that circle the runway but never land.

The repeated waves of layoffs have drained the teams of their momentum, leaving many people quietly eyeing the exits. No one seems to understand how decisions were made, and the cloak-and-dagger secrecy around criteria and RIF counts only deepens the anxiety.

Managers now echo the same rehearsed line “I wasn’t involved; the list was made from above without my input" as if it's become part of the official script. The result? A business unit that feels like it’s running on fumes, with trust evaporating faster than morale can be rebuilt.

Letting people work from home for the month would be a much needed reset from the weekly he-l of commuting five days a week. Most employees will be on vacation anyway, so how much real collaboration will happen? Offices will be sparsely populated, it’s dark and cold, and seasonal illnesses are everywhere.

Closing the offices for a month would also save a huge amount of money. For a company of AT&T’s size, one month of office expenses: utilities, cleaning, security, and overhead likely runs into tens of millions of dollars. That money could go toward employee bonuses instead of forcing people into empty offices. Employees get relief, morale improves, and the company saves money. Win-win.

They say they are going to change, but dear God in heaven when is one iota of change for the better going to happen?
This is like the worst bad relationship your parents told you about.
They say they are going to communicate more… they don’t. When they do it’s more words, less action.
They have made you lose a lot of good friends aka coworkers, for reasons you still have no idea of. There are still way too many bosses.
So help me if someone tries to say they are going to bring Tar-jay back I am going to scream. It’s over. It’s like Mean Girls and Fetch. Stop trying to make it happen. These are NOT your guests anymore. Why can you not understand this?
And speaking of not understanding your guests, you really had a great idea
with the grab bags, but you failed. Aside from the winners, I cannot even fathom who would be impressed or happy with what was in that bag. There is better and more sh-t presently in my vehicle than what was in that bag. And you hyped it up, to our guests. Who waited for it, thinking it was something great! You couldn’t even load it with snacks? A $5 gift card? Jesus anything? My kids birthday gift bags are better and we are poor.
I feel like you are just sabotaging the company now with these decisions. Trying to tank all of us.
There are so many of us who still and who did bust their a-s for this company, and for what? THIS?!

We lost two people on our team who were solid in every way, reliable, hardworking, the kind you could trust with anything. Now the workload is barely manageable. And after seeing how the layoffs were handled, I have zero motivation to go above and beyond. The only thing keeping me trying is the rest of the team, who’ve all been great to work with. Still, it’s hard not to think that any of us could be next.

I haven’t felt like we’re building toward anything in ages. It’s all maintenance mode, at best. I’d almost welcome being put out of my misery if the job market weren’t so bleak. No real options out there, so we’re all just stuck. The worst feeling is fearing the loss of a job you don’t like at a company you can’t stand, simply because there’s nowhere else to go right now.

I dread Mondays. The whole office just reeks of undistilled misery.

I regret every extra minute and every bit of effort I ever put into this job. Stellar performance meant absolutely nothing in the end. At my next job, if I’m lucky enough to find one anytime soon, I’m becoming the master of coasting.

I can’t remember the last time we had a normal day at work, where people weren’t completely at their wit’s end. This past year and a half has felt like collective torture, and there’s still no end in sight.

Most of these layoffs made zero sense. Some teams were cut down to the point where they can barely function, and what’s worse is that a lot of the experienced, genuinely skilled people were the ones let go. Now whole groups are missing critical roles, people who actually knew how to tie things together and solve problems because they’d built that capacity over time. It’s not just about losing headcount, it’s the quality we lost that hurts the most.

As November ends and December begins, what are the odds of more layoffs before Christmas?

Management’s cruelty knows no bounds and they have terminated people with an effective day of Christmas Day before. They have ruined lives and enjoy doing so. Hence I don’t put anything past this evil mob.

I am a TPM and I work my as@ off in OCI... Late hours, weekends, etc. Now I am going to my 3th year without any raise and my boss keeping using excuses. I would like to know if this is only for TPM or if engineers and other managers faces the same issue.

From this job, my team, my boss, and the constant fear of ending up jobless. It’s just bad news everywhere and this relentless anxiety that never lets up. I don’t know how the rest of you are dealing with it, but I feel like I’ve used up every reserve I had. When you’re this physically and emotionally drained, it’s hard to even help yourself. I just wish something out there felt genuinely good or supportive, something to lift us up even a little.

Sad day today with Wexford office closing. Years of experience being thrown out the door. No matter the quality of training of new recruits it won’t replace the decades of experience. The clients will notice, but the bank won’t care.

That’s it. Not that I get to work at an exciting company that helps develop and reward me for doing great work. It’s really to a point where I’m just thankful I haven’t been downsized.

https://www.phonearena.com/news/former-verizon-executive-tries-optimistic-tone-in-open-letter-to-fired-employees_id176148

Hold your head high! We are still v-team! see everyone at the 5k next year!

Truly sympathizing with anyone who is getting their last regular paycheck 3 weeks from today. The first time I got laid off in 2022, this feeling caused true panic but was short lived. I found another role, and then was laid off for a 2nd time 2.5 years later. That first missed payday after the layoff was brutal. It all worked out, but I am thinking about anyone having to go through this. Exactly the reason why I despise VZ.

I believe that many of us as professionals fully acknowledge the necessity for our company to adapt and respond dynamically to evolving market conditions.

However, I believe the primary concern we are facing as a team is the lack of transparency from leadership. It is disheartening that employees often have to turn to external websites like this one and forums to learn about important developments, decisions, and updates affecting our work and the company's direction. This not only breeds uncertainty but also undermines trust and morale.

We kindly ask: Why can't the leaders of this company prioritize transparent communication directly with employees?

We believe that addressing this would strengthen our collective commitment and morale!

Signed, a loyal long term VBG employee.

As a lowly technician with 25 years, this is the best time of year to work at this place. Most of the middle management is on vacation, we work on important things that have to be fixed right now, but the everyday micromanaging bullsh-t has disappeared until January 1st. I can come to work, do my job, fix things that are important andhave a stress free day. Thanks to all the managers whose absence makes this place better……

Approximately 2000 employees are part of this Layoff. All those who had approaching and needs improvement are on the list. If the 20 to 25% numbers are not met ,all other rules come into play. Be prepared. Training session for Directors and ADs will be given tomorrow or Tuesday and announcement will be post that. VCG is going to be badly affected. VBG, N&T, VCG Business, CSG, are equally affected by avg of 20% AI&D with the least by 15%.
There are going to be changes in AVP, Senior Directors , Directors when the Agile delivery to be rechristened with one more useless way of execution supported by all leaders who follow them BLINDLY coz they want to "try".
This org will only sustain when all leaders above Sr. Manager stop focusing on defects and start focusing on strategy, with inclusion at all levels get the inputs from all rather than "designated" architects whom they think can change the entire world. The team that is responsible for all this is the ATO and its futile process implementation which is not studied but rather theoretical. BTW i am Top performing for the last 2 years. so all the above is a frustration of me going to stay here with a load of work, loss of knowledge from so-called "non performers", loss of vendors who had been in the system for more than 2 years . Everything is boiling down to the people who are going to stay. A meagre call will be done under senior director or AVP to boost "MORALE" which they think all others are fools for their gimmick to be played. Its a wake up call for people like me to move on. Verizon is going into a blackhole which will also pull us into it, while many think this is safe haven. All that matters is "Shareholder Value" and nothing else. ALL EMPLOYEES ARE JUST NUMBERS. Get out of this number game.

Finally check this prompt in Gemini
"What if the 50% of the laid off people join T-Mobile or the 13000 people move their connections along with their family connections to T- Mobile"

I know. It's because they've blocked access to it from work and put the fear into them that it's hopeless to succeed. Rest assured all Discover employees will be destroyed. Happy Thanksgiving 2025 !!!

Don't overeat cuz you won't be able to run when Capone puts you on a fake PIP to be fired.

With a sad grey D as our logo

I used to respect this place. But that respect faded slowly as priorities shifted and so many promises were broken. There were bright moments but they’re drowned out now by short-term thinking. I respect the few people who try, but the institution feels worn. It's over.

I keep waiting for a sign that someone here actually cares about employees, but it never comes. Perks keep vanishing, people are being held back for no good reason, and good suggestions disappear into a black hole. If there was ever a time to ask for basic respect, now’d be it.

Not much to be thankful for, but at least we still have a job, right?

People talk over you, credit gets stolen, and kindness feels like an oddity. It drains you faster than the work itself.

I'm done with DXC.

Every task is marked urgent, but planning is almost nonexistent, and the list of measurables keeps growing. Cuts leave teams stretched beyond capacity. The constant message is just to be grateful you still have a job. Keeping operations moving under these conditions is exhausting.

They act like loyalty is optional and cost cutting is the only strategy. It’s demoralizing to know someone cheaper is always lining up for your job.

I posted this in a comment but deserves its own post.

•••
“True happiness is worth more than money, possessions, or job status.” but money pays the bills, possessions clothe us and feed us, job status showcases our talent and makes us useful in today’s world.
So. Yes, I am very upset. I can’t feed my family or pay my mortgage with happiness. My husband got laid off from his job in the summer and he hasn’t found anything else. So we have NO comfortable income very soon. I am scared. I am feeling unprotected and betrayed. Stop telling not to feel this way.

When I left three years ago, I was certain it wouldn't live this long. I just hope things have improved for employees, because it still remains the most toxic place I've ever worked at.

If you aren't failing upwards, you aren't doing it right.

Team GM means going on vacation a week before your big project is due, so your work is reassigned to someone who will take the blame.
Team GM means walking around with a GM logo on your coffee cup, wearing official GM branded clothing and having the latest GMC truck.
Team GM means going on linkedin, and making a show of how much you love GM products.
Team GM means attending meetings of projects you are barely contributing to, so that you can challenge the meeting organizer with new problems that aren't even part of the discussion.
Team GM means asking lots of questions at the end of each meeting, especially staff meetings to extend the meeting and prove your loyalty, interest and importance to everyone in earshot.
Team GM means being a true believer that the company would collapse if you left, and that despite the fact that you do almost nothing, you are working your tail off.
Team GM means that your entire identity is tied into working at GM and your role at GM. You will tell anyone that didn't ask that you work at GM.

Nike keeps reorganizing every six months, and it's always the same story: one step forward and two steps back, like we're stuck on a loop that never ends.

It's become a standard practice here for leadership to schedule last-minute "urgent" meetings, often to discuss issues that have been pending for weeks. This blatant disregard for personal time and planning has created a constant state of exhaustion for so many of us. In the last six months, I've watched three of the most capable people on my team resign. EJ is systematically losing its best talent because of a culture that refuses to acknowledge our time has any value.

Is it too soon to feel optimistic?

There’s never been a moment when Dell felt this off-course.

Never been a moment when they reached straight into people’s pockets
and acted like it was business as usual.

Never been a moment when they grabbed freedom with one hand
and shrugged with the other.

Never been a moment when trust evaporated this fast, or when the math showed the people always came last
while the profit columns kept climbing.

Never been
and somehow, here we are.

I hope Dan’s Thanksgiving is as warm and comforting as an 8 AM layoff call.