#morale

In recent interactions, I’ve noticed a shift in leadership approach where supervisors are prioritizing directive control over collaborative friendliness. This manifests as micromanaging daily tasks, decisions, and workflows, which can feel overly authoritative rather than supportive.
While clear guidance is appreciated, this “bossy” style risks demotivating employees by limiting autonomy and trust. It may lead to reduced creativity, higher stress levels, and lower job satisfaction, as team members feel their expertise isn’t valued. For instance, constant oversight on routine matters can stifle initiative and make the work environment feel restrictive rather than empowering.

The new leadership has no clue what they are doing and destroyed the department. Hiring all mid-level execs and firing the workers. This week they are laying off 125ish people and told all IT to stay home until you are told if you have a job. What courage.

Why are these guys in such a rush to receive all of the negative feedback they’re going to get through this survey? Pushing to have 100% completion in the first week and giving drps to the first teams to do it. I can’t wait to get my free shirts after trashing the company in every question like I do every year since mission one started! Maybe we’ll even get another useless team morale building cookout!

CP Chem is going down a dark path. Terrible elementary level intelligence from leadership.

Any current SWE's having any luck finding other opportunities outside this place? I know this is a layoff board but with how my department is going, me quitting this place is looking more and more likely each day. The job market isn't too great which isn't fun, but morale is low with my current department and leadership here loves to act like everything is fine when it really is not. More work than ever and less competent employees than ever. Constantly having to take over work from offshore since they cannot complete simple tasks. Is there a light for the good workers at the end of the tunnel?

Leadership acts like they can't be bothered and then if you point out any inconsistencies. It only matters if the right person points out something. They play favorites constantly.

Honest question. I haven’t had a raise in years, and I haven’t seen a real chance to move up, or even just switch roles, for what feels like forever. It’s like being stuck on a treadmill, exhausted but not getting anywhere. The only thing keeping me here is how scarce other opportunities are right now. I really wish I’d made a move back when there were still options to choose from.

EM linkedin posts read like glossy fluff minus real talk, all buzzwords and self high fives while REAL questions get ghosted, because if results were REAL they would not need so many superlatives, so say something specific, show numbers, take questions, admit tradeoffs, name what faild, or keep the vibe the same high gloss, low trust, max cringe....

I hope you're all doing well. Have you noticed how our Chief People Leader (er... Eater) recognizes World Mental Health Day by celebrating our contract partnership and collaboration with Spring Health and how this is powering our culture? Spring Health, for its part, is also quick to point out the partnership and how wonderful it is that BNY recognizes and prioritizes mental health concerns by offering employee coverage.

What's truly astonishing in all of this corporate speak, though, is that BNY senior leaders fail to publicly acknowledge their role in contributing to associate mental health challenges caused by a toxic BNY culture in the first place. Something's definitely wrong with how the narrative is being framed.

We should be celebrating our people and sharing stories about what the company is doing to provide further assistance. Celebrating our vendor relationship with Spring Health and bragging about facility unwind rooms on social media is simply not the best message for what is being done to create an 'amazing work culture' for our associates.

According to RL: Between 2022 and present, he took his eyes off the ball and our expenses increased by $2/bbl, due to the fact we hired 25% more people (in that amount of time)…

Could our cost increase be due to more than just over staffing? Maybe some cost overruns on projects (eg NextGen)? And will those project cost overruns end after this huge layoff? Or are we destined to do another round of layoffs in 2026?

I think, after the huge layoff is over, you’re gonna see a lot of other, small changes that will make it “not a fun place to work”. For example, they may begin charging a monthly fee for the gym. Insurance premiums will increase significantly. People will be asked to work 10+ hours of “casual” overtime, etc. You’ve already seen examples of this with PTO vs sick leave, and the “accrued vacation” policy changes.

I feel for the survivors because the sc--ws will tighten, and there won’t be many other job openings in the industry - you’ll be a captive audience, so to speak.

Sadly I think COP’s gonna be a different place to work than we’re used to.

Dear exited US Foods family members, It is with deep sympathy that I add this post. I am new to posting though I read this board a couple times each week. I had a horrible weekend just thinking about those of you that we lost. I wonder if the leaders of those departments that lost coworkers also had a rough weekend and postponed some activities to think and pray for all of you. I wonder if they talked to their family members at dinner or at a family meeting about how there are people that are hurting and asking them to pray for them or even do a volunteer activity together to make sure their kids grow up with empathy and kindness for those who are hurting. It seems the many RIFs at work are making even my department feel how bad these can be. I wonder if any of the executives or even our department leaders, who are well connected looked at the openings on Indeed or Linkedin and found openings and decided to call friends they know at those companies to tell them about one of our affected former employees to give them a better chance to recover? Or will they sit around and drink and watch the baseball or football playoffs or hang out with friends and laugh at a fancy dinner. My friends and in my and other departments all took time to do the considerate things above and are calling our friends at other companies starting today to see if they can be hired. We called our former associates to see how they are doing and plan to continue. Some were doing fine but most were terrified and not in a good place. Two of them were so angry and off that they said some scary things. We considered telling our security department but thankfully we read the articles and hearing of his interactions with others in our department, we do not have the feeling that the security department Vice President will know what to do. I wondered if he would just talk about it openly to everyone in the same way he has about other things going on in the company or with his previous employer. My friends and I have talked this morning and decided to check on the ones with the irrational or hostile reactions and try to get them talking about other considerations. We know you we all affected before the holidays and ask that you reach out to those you still know who are still here if you need anything. We might be able to help as friends with finding work or giving money or something. I know of one of you that cancelled a trip a week to visit your cancer stricken mom because you can't afford to now. We have gathered some money together and will call you today to send it to you to help you with those costs. We hope readers on here will do the same for those you know who are no longer with us. Those of us in Human Resources know the severances are small and the services that are being offered are not worth the paper they are written on. We will be there for you. I close by asking those still here to help your former colleagues. I also vow to join those on this board and do what ever I can internally to force our leaders to take action. I did not realize how helpless one can feel to hear scary reactions from former associates and feel like there isn't anything that you can do because you know the person responsible for dealing with those consequences is not a man of integrity and is in over his head. He had the nerve to talk to a friend of mine in another department and tell him how bad our Field Vice President was handling WPV incidents in the past and how she opines too much now when complaints surface when they have to work together on an incident. Telling our internal field leaders to just call him directly next time is not acceptable. You are now part of our Human Resources department and ask that you behave as such. We also vow to be more helpful on your needs in our regions and to help our associates inside to let them feel the US Foods that I have grown to love in the many years I have been here. This was suppose to be a short post but it is hard to contain my feelings of what is happening in our beloved US Foods.

Just have to share how a talented, skilled associate with a stated goal of promotion was passed over for someone with far less talent, skill set, respect among her peers etc.

Why - 2 reasons - She speaks her mind and doesn't blindly agree to every stupid idea and process ( not in line with core values as you may know). And her recent failure to meet ridiculous metrics - due to mentoring a new hire. Meeting metrics - the sole gold standard to MEET expectations

Just found out this site existed and had to get this off my chest - what a weak leader we are stuck with. Choose a lackey, anger the majority of the team, and prove to everyone how sickeningly toxic this place is. My notice is coming - I can't stand it anymore and neither can my peers.

Well, since the pipeline is crawling, I have lots of time to search for another job. I can't believe what this company has done to it's self. You can track my utilization till the cows come home. Wait, while at it, shuffle some execs around to keep the worker bees thinking that something magical is going to happen, or pop, it's not. There used to be 15 on the team, now we have been dwindled down to 3. Winning!!!! Wait, I have an idea, let's acquisitionFLYwheel another company to try and get deeper in some accounts while offshoring is being done not so quietly in the background and "teammates" are being clobbered. Zero clue, zero talent. I think today, I'll let InsightGPT re-write my resume and get some certifications since clients aren't picking up the phone... Just wondering when the CAPtian team team are going to get to boot?

Our senior leadership were visibility angry when they shared the results of last survey, we've even were told to leave SAP if we weren't happy and not to fault them as leaders. This survey I am not going to even bother answering. They have a target on the number of responses and I am not going to help them. As per the comments, they are worth nothing, I've hold roles close to leaders in the past and leaders didn't do a single thing rather than making calculations and trying to guess who answered what. If I am still here by when the survey is launched, I am going to ignore the email and the 200 reminders I'll receive after.

Everybody should do the same as @bp+1k7bwjdxa. I certainly plan to.

Certain employees are being laid off due to the location strategy in Florida. However, Summers, Gindi, Ta, Craven, and several other executives will be operating from West Palm Beach for tax advantages. This represents a clear double standard and is a significant affront to all of us who are facing job losses.

I am a manager with a team taking calls for a big mutual funds client.. It was not communicated officially but there is chatter that they don't want our service anymore, looks like it's a done deal. We don't know if that means layoffs for all our teams... Zero official communication and the team morale is below zero. Anyone got any more information to share about this?

Wells Fargo is such a different company now under Schart. Managers don’t truly care about their teams. Last minute assignments. Nitpicking. Lack of employee engagement. Worthless middle managers that don’t do anything. Huge disconnect between India employees and U.S. Employee surveys but no changes just town halls that make it look like it for optics. It’s a $hit show. I don’t really know anybody that’s truly happy at Wells Fargo, just comfortable.

I used to care. I really did. Now, with everything, I’m hoping I get laid off so I can move on.

Our so-called “leader” just repeats buzzwords while others do the real work. You can practically hear the eye rolls in meetings. How people like that keep getting ahead while those who do the actual work stay stuck is beyond me.

I’ve been in banking for over a decade and I’ve never seen this many coworkers openly talking about job hunting. Even people I barely know are updating resumes and quietly networking. I swear, the only reason there's not a major exodus is the state of the job market.

My motivation checked out years ago, but I still do what I have to to get through the day. Decades ago, I loved this place. If somebody told me then this is what it'd turn into, I'd have laughed in their face.

This is how telecoms and tech companies are punching the older skilled american worker in the gut. More layoffs in November.. 2026 is going to be a bad year for american workers.

https://www.youtube.com/watch?v=6IZILX9kXWY

Should we start a bingo card for the corny expected spin from the SLT when the Q3 earnings are posted? Can't wait for the town hall or fireside chat to hear how the reinvention is sailing along.

Remember a few years ago when things were actually going well? How did we get from that to this so fast? Leadership failing this badly should be studied in schools.

I used to think sticking it out would pay off, but after watching the same bad decisions over and over, I’m done hoping. Stankey and the rest of the execs couldn’t lead their way out of a paper bag.

People keep saying it’s just business, but that doesn’t make it hurt less. Years of effort, and they toss you aside like it’s nothing.

All that's been happening are random cost-cutting and chaos. I honestly don't see much of a future here anymore.

How many of you are happy you voted for Elliott now?

Anybody else sick of Senior leadership saying “You are going to be asked to do more in 2026 with less funding.” I’m so sick of the greed at the Executive level. More, more, more!!! How!!!! You STEAL members copays (no matter how they spin it it’s STEALING) and put it into YOUR pocket EVERY year!!! Millions upon Millions of dollars in salary and bonus!! The percentage of pay from an average staff member and Executive's is GROSSLY out of proportion. The biggest negative on the these “surveys” is salary and bonuses. Nobody gives a cr-p about a $200 health reward or an ecard!! Staff need REAL money to pay mortgages, rent, put food on the table and maybe take a nice vacation every one awhile. SHAME on GAIL, the board, Executives, Presidents, and VP’s. We deserve better. Us employees need to stand together…know YOU are what makes the difference NOT any of the Executives.

So... imagine a team that's been cut, cut, cut. In half. Down to the bone. There's a hiring freeze. Alas, the manager has an employee who's a poor performer but can't do anything because a) the person can't be replaced (hiring freeze) and b) a layoff is coming and there needs to be a lamb to go.

Meanwhile, those who remain must work even harder to accomplish their tasks. Otherwise, those in charge crack the whip and say, "Why can't you deliver 'on time' to the arbitrary delivery date we dreamed up?"

What's really messed up is the leadership that thinks this makes any sort of sense. Ultimately, at the rate this company is going, the train will run off the cliff and crash at the bottom of the canyon because the only ones that remain either don't care or don't know how to put on the brakes.

Good expose on the mistakes that have led to stagnant growth and culture. Geoff comes across as dismissive and defensive, nothing is his fault. Do you think it’s true in your group that engagement scores are up since 2019? I’m not seeing it!

Reading in one of the posts that there are “reservations” about the helpfulness or productivity of GT EMEA teams hits hard, especially now, in the midst of layoffs that are already testing our collective resilience.

Having overseen cross-geo value delivery teams for years, I can say with confidence that many EMEA teams have matured into highly effective, fast-moving, and quality-driven units. We’ve delivered value; not just outputs, by staying close to our consumers, our business partners, and each other. That’s not a claim; it’s a lived experience!

What I’ve learned from working in a global domain is this: when leadership becomes micromanagement, when governance overshadows trust, and when agility is reduced to a checklist, we lose the very essence of what makes teams thrive. We lose people. We lose purpose.

Simon Sinek puts it well: “You can’t manage people. You can manage a process, a project, a schedule, but you lead people.” Leadership is a human function. It’s about care, inspiration, and connection, not enforcement.

And yet, we’re seeing the opposite. While we speak of agility, we’re letting go of the very people who embody it. While we claim to value empowerment, we’re centralizing control. While we celebrate Nike’s people-first culture, we’re eroding it from within.

This isn’t just about GT EMEA. It’s about what kind of global team we want to be. If we truly care about value delivery, let’s start by valuing the people who deliver it.

I recently had an epiphany of sorts.

Someone on this page shared that many ex ATT employees went to a company called WTT. When I went to their company website I saw a smaller company that thrived by saying it valued its employees. The quote by the CEO was encapsulated within background photos of happy employees. When you look closer at the faces in the photos, you can see genuine happiness.

Here’s the quote.

Our employees are the foundation of our company's success and how we run our business. That's why we are invested in them and their well-being, and why we strive to create a culture that empowers, supports and celebrates all people."

Jim Kavanaugh, CEO and Co-Founder

I said to myself, I remember working for a place like that. Then it hit me. Why am I still here?

I liken it to the frog in the pot. You don’t know you’re cooked until one day you wake up. It happens slowly so it’s hard to see and feel the change. Little by little they’ve been turning up the heat on the stove and I can now feel myself starting to cook.

The question now is, when will I be done? The thought is already placed in my mind.

I can do better. We can all do better.

Please explain an actual reason to work for this company besides a paycheck?
PTO and healthcare is offered at most
jobs for the same rate, same holidays off and more if not the same amount of PTO and paid sick days.
So why should people be loyal? Why get mad when some of us are choosing to stay because we’re actually good at our job and the job market su-ks? Trust, the moment the job market improves I will leave and find better but again with 2k people applying to the same position kinda hard to go where you want.

I hope you devaluate and understand the consequences of your actions you piece of sh-t investors
As for managers you'll eventually understand and the money you'll make will disappear and you'll have nothing because it will go overseas and your children will grown up in a country with no prospects
Good times

So Forbes also has a world’s best employers list too. And AT&T is 875 out of 900.

No more commentary needed at this point.

https://www.forbes.com/lists/worlds-best-employers/

I’ve worked for a number of media companies but Paramount is, by far, the worst as of late. I’m counting the days until I’m out of this toxic place on 10/31 and thankful that I’m able to retire. For anyone thinking of joining this company- DON’T!

Can we be done with the “proud to work for Cargill” posts on social media? Who are you fooling really?