#morale

I am just going to leave this here:

Verizon

• Requirement: 3 days per week for hybrid management and corporate staff
• Effective date: Day after Labor Day 2025
• Reported date: Jul 29, 2025

Rogers Communications

• Requirement: Phase 1 4 days, then 5 days for corporate staff
• Effective date: Oct 1, 2025 then Feb 1, 2026
• Reported date: Jul 28, 2025

Tata Consultancy Services

• Requirement: 5 days per week in office for US employees, immediate
• Effective date: Immediate
• Reported date: Jul 23, 2025

TD Bank

• Requirement: 4 days per week
• Effective date: Execs Oct 6, 2025, others Nov 3, 2025
• Reported date: Jul 23, 2025

Sherwin-Williams

• Requirement: 5 days per week in US and Canada
• Effective date: Jan 1, 2026
• Reported date: Jul 17, 2025

Starbucks

• Requirement: 4 days per week for corporate employees
• Effective date: Sep 29, 2025
• Reported date: Jul 14, 2025

Target

• Requirement: 3 days per week for most HQ roles
• Effective date: Sep 2, 2025
• Reported date: Jul 11, 2025

3M

• Requirement: 4 days per week for most US non production staff
• Effective date: Sep 2, 2025
• Reported date: Jul 9, 2025

HSBC

• Requirement: Managing directors 4 days per week
• Effective date: Oct 2025
• Reported date: Jun 29, 2025

BMO

• Requirement: 4 days per week
• Effective date: Sep 15, 2025
• Reported date: Jun 26, 2025

Ford

• Requirement: 4 days per week for most global salaried staff
• Effective date: Sep 1, 2025
• Reported date: Jun 25, 2025

ING

• Requirement: At least 2 days per week, one of Mon or Wed or Fri
• Effective date: Active as of Jun 2025
• Reported date: Jun 25, 2025

UnitedHealth Group

• Requirement: 4 days per week for hybrid staff in MN and DC
• Effective date: Jul 7, 2025
• Reported date: Jun 25, 2025

Amazon

• Requirement: Relocate to hubs or exit, tied to stricter in office push
• Effective date: Rolling from Jun 2025
• Reported date: Jun 18 to Jun 20, 2025

RBC

• Requirement: 4 days per week
• Effective date: Sep 2025
• Reported date: May 29, 2025

BlackRock

• Requirement: Managing directors full time in office
• Effective date: 2025 rollout
• Reported date: May 8, 2025

BNY Mellon

• Requirement: 4 days per week for most employees
• Effective date: Sep 2, 2025
• Reported date: May 1, 2025

Uber

• Requirement: 3 days per week for all employees
• Effective date: Jun 1, 2025
• Reported date: Apr 29, 2025

Thermo Fisher Scientific

• Requirement: 4 days per week company wide
• Effective date: 2025
• Reported date: Apr 30, 2025

Honda USA

• Requirement: At least 80 percent in office
• Effective date: Oct 6, 2025
• Reported date: Apr 25, 2025

IBM

• Requirement: US sales and US cloud teams at client site, flagship office or hub at least 3 days per week
• Effective date: 2025
• Reported date: Apr 2025

Intel

• Requirement: 4 days per week in office
• Effective date: Sep 2025
• Reported date: Apr 24 to Apr 25, 2025

Google

• Requirement: Hybrid 3 days per week enforced, team level strictness or exit
• Effective date: 2025 update to 2022 policy
• Reported date: Apr 23 to Apr 24, 2025

Caterpillar

• Requirement: 5 days per week for US office staff
• Effective date: Jun 2, 2025
• Reported date: Apr 10, 2025

Qualcomm

• Requirement: 5 days per week for corporate employees
• Effective date: 2025 after Feb internal meeting
• Reported date: Feb 20, 2025

Gap Inc.

• Requirement: 5 days per week for corporate staff near offices
• Effective date: Sep 1, 2025
• Reported date: Feb 9, 2025

Dell Technologies

• Requirement: 5 days per week for employees within about 1 hour of an office
• Effective date: Mar 3, 2025
• Reported date: Jan 31, 2025

Home Depot

• Requirement: 5 days per week for employees within 50 miles of Atlanta HQ
• Effective date: Jun 2, 2025
• Reported date: Jan 10, 2025

take a closer look at the culture within the office.... The environment described feels isolating and unwelcoming and that discourages collaboration comms and long term emp retention... If employees are too overworked to engage with one another the company risks building silos where mistakes are more likely to grow until they become costly. investing in small changes like encouraging greetings providing planned break times and creating inclusive chances for people to connect can make the workplace MUCH healthier and MUCH more productive...

u gotta start reevaluating how opportunities are shared in OKC. if candidates believe roles are reserved for insiders the company loses out on fresh talent and new perspectives... When employees sense favoritism it ki-ls trust + morale. You should work to promote transparency in hiring and proms while also building mentorship programs that let inexperienced employees learn without being punished for honest mistakes!!!

Based on who is getting riffed and who is not, exactly how many of the leadership at this company is 'on the take' from their subordinates??? I see so many employees basically getting away with m_urder, that I have a hard time believing just covering for the manager and k_ssing their a__ is getting them that much leniency. With crypto so popular now, that surely makes being 'on the take' harder to detect. Any thoughts???

Another garbage article on the importance of business integrity. The how does not matter with this company. If it did, I wouldn't be told by my managers to lie on my work order reporting on a daily basis. In order to avoid taking hits on their ISP numbers , EVERYTHING is the customer's fault. Bad switch, CE. Unit train in the way because of no power , CE. No room to spot cars because we didn't pull their loads because of bad power , CE. Everything is the customer's fault. Recrewing trains, call a fake power move. Lies upon lies upon lies.

The Oregon battery manufacturer formerly known as Powin plans to lay off another 25 employees, including nine in Oregon, after entering bankruptcy and selling most of its assets to a company in North Carolina.

https://www.oregonlive.com/business/2025/08/another-25-former-powin-employees-will-be-laid-off-after-bankruptcy-asset-sale.html

The adjustment’s going to be a nightmare. I’d bet anything we’ll lose the people who are the true backbones of the teams.

I don’t.

My team. When I joined four years ago, I landed in the best team I’ve ever worked with in my entire career. Not only was there zero toxicity, which is rare enough, but people genuinely had each other’s backs. We weathered countless crises and pressures simply because we stuck together. It’s been a truly unique experience, and I wish we could stay intact as a team, though I know that’s unlikely now. Whatever happens, I wish us all luck. And I hope we can keep it together mentally before this whole thing is behind us.

Mid 40 s in age now and looking at next roles. Nothing of interest left. We no longer work on anything cutting edge. Expat roles no longer properly compensated. I can’t believe how far the company has fallen. There is nothing interesting left for roles. Time to leave #EXXODUS

Oracle’s outsource of JLL to run REF|projects|EHS was a poor business move. The ones that are left, have to cleanup JLL’s mess. It’s been an exhausting road. It is actually costing Oracle more money as JLL up charges on everything. Our buildings are suffering. Upper Oracle management doesn’t want to hear the complaints. It’s work harder and be ok with no focal raise. My stomach hurts everyday, my boss rules with an iron fist and she has no idea what she is doing. My goal is to move on from Oracle. Stay healthy all.

From the outside, Verizon looks like the safe play. Big paycheck, fat dividend, steady corporate perch. People ask: “Why would you ever leave? You could have milked the cow forever.”

But here’s the truth: that cow isn’t grazing in some open field. It’s chained in a barn, weighed down by debt, and it’s the employees who end up getting milked.

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Dividends Don’t Pay Morale

Sure, investors cash the dividend. But if you’re on the inside, you don’t see that money. What you see are endless “transformation” projects, morale sinking year after year, and consultant slide decks dressed up as strategy. Try paying your spirit with that.

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Stability Is a Mirage

From 30,000 feet, Verizon looks like a fortress. Inside, it’s duct tape and reorgs. Every year brings another round of “cost-cutting innovation.” Stability isn’t real here — it’s a talking point that masks constant churn.

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Golden Handcuffs Rust Fast

People who stay aren’t milking Verizon — Verizon is milking them. More work piled on, promotions drying up, pensions shrinking. What looks like safety is really just slow erosion of your time and energy.

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Better to Leave Before the Obituary

When Hans Vestberg finally announces his retirement, the spin machine will crank up. But the reality is simple: Verizon isn’t a growth story, it’s a modern utility in decline. Better to leave before that obituary phase than have your name tied to it.

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The Real Win

Walking away wasn’t missing out. It was stepping out before the air ran out.

I didn’t just exit the cow.
I walked out of the barn.

HR head clown Eric Leef is leaving Hertz. Looks like he is the fall guy for the recent disaster employee survey. Good riddance! Unfortunately this departure won’t mean much for the Hertz employee workforce who are likely faced with continued compensation hardships stemming from a broken company.

This company is top heavy with unqualified leadership. People who earned their way to their positions not due to skill, but rather someone liked them. These are the very same people who continue to make poor business decisions. Can you believe the HR director left? What will happen to the unqualified “HR” managers? Many stemming from uneducated positions now working in Human interaction positions.
Here’s a tip: look at your highest generating RAC locations-those locations should have the most qualified HR managers. Not a payroll clerk now glorified as a senior HR business partner. lol !
You can’t make this insanity up.

I miss those days.

Truist Employee Experience: “Lipstick on a Pig”

Ah yes, the "employee experience" at Truist where every town hall is a TED Talk nobody asked for, and executive leadership continues to serve up piping hot platitudes like it's Thanksgiving dinner at a corporate retreat.
"Bring your whole self to work!" they say, right after quietly slashing your budget and ghosting your promotion.
"Purpose. People. Performance." Translation: Buzzwords. Burnout. Bafflement. Bullsht
Meanwhile, we're expected to applaud new "well-being initiatives" (Mental Health post, **cough***) that involve nothing more than recycled thelayoff.com and LinkedIn posts from the Jolly Roger himself. You can slap a mission statement on a coffee mug, redesign the internal portal 17 times, and commission a 3-minute hype video of the Purpose Corner — but if morale is lower than your stock price, it's still just... lipstick on a pig.

This place is a disaster and is not going anywhere but straight down to the bottom of the ocean. Just a bunch of incompetent bench warmers just pretending to work for an underpaid salary. Would rather use that time for something productive instead of pretending to work and dealing with the BS at this company

This job is a joke! Again we have the most expensive healthcare in the world but we deny the basics for our seniors! HUMANA you stink! Why are your “ cherished old” nurse NOT eligible for ERP??? We deserve better than this!

You can’t drop a layoff announcement and then expect everyone to act like nothing happened.

Surprise surprise.. 20-30% avg my a$$.

My org and grade range is being cut 50%

Heartless. I bet you c***suite gets a big pay bump and bonus next year for all their savings.

The company was already struggling, and now low morale and disengaged employees are making everything worse. What the he-l happened to this place?

There’s no sense of team spirit, no clear vision, and nobody actually guiding people forward. How this place is even functioning is beyond me.

Letting people go to improve results is short-sighted and self-defeating. It doesn’t solve anything and just shifts the pressure onto those who remain, making everyone miserable and less productive.

It is frustrating to watch decisions come from the top with no clue about what the teams face every day. Hans and upper leadership seem unaware of the actual workload and challenges on the ground. No wonder we all feel drained when their expectations are ridiculous.

Leadership seems completely focused on short-term gains, cutting costs wherever they can, and keeping stock prices up for the moment. Employees feel like replaceable parts, and it’s clear that long-term health of the company is an afterthought. There’s no sense of investment in people or the future here.

I got cut during the last round even while hitting all my targets. Management has little say in anything and no one seems to care about employee stability. If you think your job is untouchable, think again. There are plenty of companies out there with leaders who actually guide and respect their staff. It is frustrating to see how much this place has changed.

We’re literally down to bare bones now, without anyone who truly knows all the ropes. Over the past two years, skilled veterans have been disproportionately targeted. I don’t even think it’s about age. More likely, it’s because good work and accumulated experience come with a price. Tomorrow, leadership will have no right to complain when there’s no quality work coming out of their organization. You get what you pay for. What short-sighted a--hats.

It never stops being exhausting to hear the same complaints repeated endlessly. People vent, post, and talk about the same problems day after day, but nothing ever changes. It’s frustrating, yet at the same time, there’s a strange comfort in knowing you’re not the only one feeling stuck.

SW's bad leadership seems to have been realized and she is leaving. Please take lady unlucky with her out the door

It used to deserve your full effort, but the current leadership treats employees with zero respect, and that’s exactly how much they deserve back.

Everything at this place feels impossible: producing executives who don’t resemble a circus act, making a profit without layoffs, holding on to good employees, fostering a healthy culture, or recovering from years of negligence. And then some.

Very discouraging , disgusting behavior

The worst thing about SF is that it's a Mutual Company and there is no one to hold the Executives accountable for their actions. A Mutual Company works when the Executives are in it for the mutual benefit of the policyholders and employees. When you get incompetent and immoral leaders in place (MT, JF, CS, KC) they can abuse the system. They fleece the policyholders and employees out of every penny they can to enrich themselves. Shareholders are not much better but they usually demand a level of competence that we do not have. They make changes when stuff does not work. Shareholders would fire all these incompetent goons and get away from the useless agency model. We have been hiding for a long time behind the SF Mutual Company and MK getting called in front of a congressional panel recently scared the sh-t of some Execs because they saw the possibility of getting found out. It will catch them....they are all crooks! There used to be some honor among thieves. It is ok to lay people off, give them a severance package and then let them draw unemployment while they are looking of a job. There is a right way and wrong way to sc--w people over. State Farm, they just torture employees, make them miserable and try to force them out. They lie, manipulate, con and use every other ba----d arrss tactic to try to destroy people. Run away from this place as soon as you can.

I work at U.S. Bank for 33 years and was forced to retire. Credit card fraud area is a sham they have new management and the new management has taken the department into the ground. They have lost good employees that have either left the bank or retired. All they worry about now is production. They don’t worry about the quality of work since they opened an office in India in Poland. After 33 years of dedicated service to this bank, all I got was a small face of flowers not even a retirement card congratulations or anything. It’s very sad when you’re a dedicated employee and you leave and this is how you’re treated.

When was the last time you told someone, “This is a great place to work, you should try to get in”? I honestly can’t remember the last time I heard anyone I work with say they like their job and consider themselves lucky to have landed here. All I hear is that they’re bothered, exhausted, stressed, unhappy, frustrated, or angry. Great vibes, top to bottom.

Who else is tuning in this morning to see how our CEO will inspire or demoralize us?

This place has been going downhill for so long, its culture eroded so badly, that I truly couldn’t care less about how it all unfolds. I have zero respect for management, and I don’t trust the new leadership either. I don’t even believe they know what real change would require. The way they’ve treated employees speaks volumes. So if they want to cut my job, I’ll walk away happily.

Apparently our "leadership", for lack of better words, believe that none of the current employees who have dedicated decades to the company and know its people and processes are competent enough to be promoted.

HR must have been wooing the Stellantis hires long before walking the Ford employees out as their replacement are announced with 48 hours. No wonder morale is low.

And it’s only going to get worse. Anything management can do to make it more miserable, more difficult to comply with, more absurd or outright humiliating, they’ll do it. Because no matter what they’ve claimed, the real goal of RTO has always been the same - to make you quit. Pure, distilled attrition.

So heard today no bonus next quarter and layoffs before Christmas due to Lexmark doubling up staff and I’ve had to job match my team.