#morale

I changed roles thinking it would help, but it didn't. Nobody leads, nobody mentors, nobody even seems interested in talking to me. My manager has never asked if I need anything or how I'm doing. That's not leadership. That's just someone occupying a title. I'm not staying where I'm invisible.

Now we have a noticeable deterioration in morale, performance, and commitment. I wonder why...

Am I the only one that finds it odd that this large charity event we hold every year does not have our MP anywhere near it? I swear this woman is a ghost and is checked out from this company. She makes time to fly around the country for photo ops at random country music concerts, but cannot spare a couple hours in her "home town" to attend the United Way event.

Worked with Technical Architect Lead who did not even know difference between relational database and S3 buckets.

If you are a bootlicker, then have a good growth in this company.

Change my mind.

I know every team has that one person who somehow helped ruin WPE for everybody.

So instead of actually dealing with that person, we changed the rules for everyone and just collectively took it up the a-s.

And the funniest part? That person is still gonna find a way around the new rules.

They’ll come in at 11, walk around talking for 30 minutes, complain about being there, make sure enough people saw them, then disappear and somehow still count it as compliance.

Why didn’t we just create a way to report the actual problem employee and handle it directly?

Because now everybody gets punished, productivity gets disrupted, morale gets worse…

…and Captain Loophole is still doing exactly what Captain Loophole does. 😂

Yet again, Fiserv shows just how much they care about their employees. Guess the people who used it need to figure out how to get to the office for that oh-so-important collaboration on their own come September.

Aaaaaaaaaaaaaahhhhhhhhhhhhhhhhhhhhhhhhhhhhhh

I just Effin love how they delete questions.

Whoever that HR woman is, you give absolutely no warm and fuzzy feelings to everyone who feels unsafe or unsure in this environment.

Please? I'd give anything to be shown the door with severance. I've grown to absolutely hate this place.

All top performers in my current company come back stronger after taking FMLA for looking after their newborns. Q management was too short-sighted and failed to view “being responsible of one’s household” as a transferable skill that benefits the company in the long term. One of many reasons why it descended so quickly. Q management are full of foolish people.

The current situation at Canon USA is becoming increasingly difficult for employees and sales teams alike. After rounds of layoffs and staffing reductions, the employees who remain are being asked to take on more responsibilities, more work, and more stress—without seeing meaningful compensation for the additional burden. At some point, continually asking fewer people to do more becomes unsustainable.
The sales organization is facing its own serious challenges. Rising costs in both hardware and service have driven the overall cost of doing business higher, resulting in products and solutions that are increasingly difficult to sell at a competitive price. Salespeople are then put in the position of having to discount deals simply to get them across the finish line, sacrificing much of the margin and profit potential in the process. It becomes a frustrating cycle: prices go up, customers push back, discounts increase, and salespeople are left with fewer opportunities to make a meaningful profit.

Then leadership wonders why employees are burned out, morale is low, and people don't want to work.

The consequences are already becoming apparent. People are leaving, and it is becoming increasingly difficult to replace them. When experienced employees walk out the door and the company struggles to attract qualified replacements, the workload and pressure on those who remain only increases—creating an even bigger cycle of burnout and turnover.

Canon USA needs to recognize that this is more than an employee morale issue. It is a business issue. If the company continues down the same path without addressing staffing, compensation, pricing, sales profitability, and employee workload, the road ahead could become very dark.

Employees want to succeed. Salespeople want to sell profitable solutions. Customers want competitive value. Those goals are not mutually exclusive—but they require leadership to make meaningful changes before more good people decide that the best option is to leave

The micromanaging has begun I believe! In the last 2 days we have received emails about a pattern of attendance-related activity like too many call ins when the last 2 months have been so stressful and we are to update teams every time we step away from our desk for some reason. This has not been an issue before but is now?!?

Today’s finance town hall introduced me to the phrase “trend warrior.”

Trend. Warrior. 🙄

Umm, this is an insurance company. Nobody is storming the beaches of Q3 armed with an Excel pivot table.

But sure. I’ll circle back, leverage some synergies, identify actionable insights, move the needle, and then mount my noble steed and ride forth into battle against unfavorable financial trends.

Or—and hear me out—we could just do our jobs and stop naming everything.

Sincerely,
Still working • Still skeptical • Still refusing to drink the corporate Kool-Aid.

Let’s be honest, most people aren’t staying because they’re happy here. They’re staying because the job market hasn’t given them a good enough reason to jump ship yet and they still need income to survive.

But also be honest about what that means. That’s not retention. That’s a fu--ing ticking time b0mb.

The second the job market really opens back up, all those people who have been quietly putting up with 5x RTO BS, sh---y morale, constant cuts and pointless bullsh-t are going to start walking…. And AT&T is going to be completely unprepared for it.

In the next 3-5 years, you’re going to have massive numbers of people retire, get surplussed or leave voluntarily. A ton of institutional and systems knowledge is going to walk out the door at the same time. Who’s replacing them?

You can’t gut and abuse the workforce for years and then magically find experienced people when you suddenly need them. And you sure as he-l can’t replace decades of knowledge with some new hire and a fu--ing training deck.

AT&T needs to stop obsessing over who it can cut and who sits where, and start figuring out who it absolutely cannot afford to lose.

Especially the non-pension employees. They aren’t tied here forever. When the market improves, they can leave, and they absolutely will.

The “leadership” team seems to think people will tolerate anything because they have nowhere else to go. They think they have a hostage situation created by a bad job market.

When that changes, we’re going to see just how many people were actually choosing to stay.

Tick-Tock, John…

The day after massive layoffs TK posts pics of her family smiling and having fun and taking time to recharge. How nice while the rest of us are struggling and some of us lost our jobs. Want to know why people hate the WF execs? This is why.

Hey man we just want to let you know ELT how we all feel about you. If you are truly like Ted Lasso then you should open your ears and eyes and actually hear what we are saying and how we feel about the company right now. You all are the most hated ELT in the history of the company so from all of us:

🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕

I am exhausted spending nights and weekends to meet leadership’s expectations! Then they pile on more work! AI trainings? Spend 3 hours to learn something we’ve all been using for the past year. Quarterly Connects? Waste 6 hours every quarter writing BS that goes nowhere. Meetings? Spend multiple hours every day, get nothing done, and still have questions afterwards. The buck stops here! Management is a failure at every level. If you work here and still think this company will be around in 5 years, you are mistaken. If you own stock, sell immediately. Get out while you can

Great job, keep it up. Looking forward to more market cap decline so Hock can burst a few blood vessels.

I’m only working for this company now for the pay cheque.

Motivation is at an all time low, as little as 2-3 years back I was pretty keen.

All I’m doing now is digging in as long as I can to maximise the payment to see me out the door.

Who else feels the same?

The first one is getting laid off. The second, and more revealing one, is not getting laid off because that means staying in a place we hate, watching the ship slowly sink while we're still on it. And I know of more and more folks who feel this way. Says a lot about T, doesn't it?

All the smart people are gone. Just underachievers and people riding out retirement left.

This is going to be a fun ride. Bye bye su-kers. And to my management chain I could not hate you more

Sharing of knowledge is like shucking oysters. You'll get nothing from anyone unless you pry it out. Everyone feels they have the upper hand if they hold the secret sauce.

Products and solutions are being built the same way. In a vacuum. Little collaboration until they stumble and need a shovel to dig themselves out.

I'd be better off learning three chords and singing the truth on College Avenue.

It’s gone very quiet on here. Everyone just resigned to their fate?

Does anyone actually know when they will layoff? Alot of you said it was 18th but looks like it was all fake. This is so frustrating.

The ice cream social is a pitiful and cheap attempt to recover morale

We just had some work taken away I don’t want to say more or will be identifiable. My team is losing their sh-t when tension was already high. F this noise and everything about this job market.

I heard from my manager we’ll be loosing at least one person from our team and im assuming it’s part of a larger layoff.

It gets really exhausting to feel the need to post in reply to je-ky type people on here.

I think there are basically two camps of people, those who have lesser positions of control and know just how lousy this company and the leadership is.

Then, you have those delusional folks who because they were graced with being put in some relative position of power make the incorrect assumption that they will never find themselves in the first camp so they defend the company absurdly thinking that their loyalty will always protect them.

Well, news flash to the second delusional camp, you mean very little to the company as well and will some day be thrown away like a dirty used kleenex.

Title says enough. Company is in the death grip of the CEO/Chairman of the Board/Supreme Leader, Dave Schaeffer. He runs the board how he see's fit which is how he managed to crater the stock price and still maintain control of the company. Everyone from CEO to sales managers just yells to work harder with no real direction or ideas of how to improve. Cogent is being sued left and right by both shareholders and shorted employees. This company is dead in 5 years, 3 if the current leadership stays.

We have got managers who should not be managing anyone, goals that are completely detached from reality, and zero training to help anyone succeed. Bullies run wild because nobody bothers to fire them anymore, bare minimum is the standard, and asking for pay that actually covers your bills somehow makes you the bad guy. They talk about integrity and flexibility but it is all empty words because neither shows up when you actually need it.

I left the company months ago after 10+ years and I must say I wish I left sooner. You don’t know how awful that place is while you’re there because you pacify yourself thinking about the benefits and culture, muse on here and tell yourself you’re not alone. You tell yourself the grass isn’t greener on the other side. But I can honestly say it is. When you have an opportunity to leave, RUN! My life has improved greatly and the folks I’ve spoken to who have left since me all say the same. I pulled this page up by accident in my browser and see things have gotten worse since I left. Get out folks.

have u seen that linkedin in post - lol - an svp was bragging how her flight got cancelled but she got all strong and mighty, was able to overcome the challenge and persevere. what an amazing times to be alive - how much more deranged and fake can we become. makes me sick.

I’ve seen too many high performers impacted by RIF over the past two years. You can give it your all and they will still axe you despite doing exactly what you are asked to. No one is safe.

Don’t give this company all your time and energy. In 20 years the only people who will remember that you worked late are your kids.

Rumor around HQ today is that easing the 5x RTO policy is actually being discussed and could be on the horizon. If true, it would be about damn time.

The employee feedback has been clear. The commute is draining, morale is in the toilet, productivity has drastically decreased, and the policy is making AT&T less attractive to the exact talent it needs to retain.

Rumor is leadership is finally realizing that forcing everyone into an office five days a week wasn’t the brilliant strategy they thought it was.

Nothing is official, but if this actually happens, it would be a pretty big admission that 5x RTO went too far.

As expected sh-t bonus considering how profitable the company is. There is no rsus either. Fu--ing greedy ba----ds executives and management

Does anyone know if the compensation and rsu is much higher at execs level

Did anyone here receive additional bonus and rsus like 2025 ?

I’m showing up to work at state street 3 sheets to the wind tommorow. I can’t take it anymore. There is no law when your on the claw

To: Dan Schulman, CEO of Verizon

Dear Mr. Schulman,

As a dedicated stakeholder, I want to acknowledge the ambitious goals set for Verizon. Reclaiming market leadership and maintaining a dominant industry position is a vision we all share. Navigating a hyper-competitive landscape requires a strong strategy, and the need for organizational evolution is well understood.

However, I wish to offer constructive feedback regarding the current implementation of this strategy. While cost efficiency is a standard business lever, a heavy reliance on continuous workforce reductions has created a culture defined more by uncertainty than by innovation. Significant personnel losses deplete institutional knowledge and place immense operational pressure on remaining teams. When workloads increase while teams face ongoing structural changes, morale and engagement inevitably decline. Furthermore, these internal pressures appear to be manifesting externally in our service quality with multiple network and system outages we have seen recently. Long-term corporate value relies heavily on the stability and well-being of the professionals executing the strategy.

Since the broader transition to 5G, there has been a noticeable shift in network performance compared to the legacy 4G era, with users occasionally experiencing connectivity gaps in high-traffic or residential environments. Verizon’s primary competitive advantage has historically been its gold-standard reliability. Prioritizing aggressive cost-cutting over network excellence risks erasing the differentiation between us and our competitors. To protect the customer base and reduce churn, a return to highly available and resilient network is essential.

I urge you to consider a more balanced approach to this transformation—one that prioritizes technological innovation and infrastructure over continued personnel reductions. Let us ensure Verizon leads the industry by investing in groundbreaking products and services that competitors cannot easily reproduce. A long-term legacy is best built on technical superiority and a motivated, stable workforce.

Thank you for your time and leadership in considering these operational perspectives.

This year’s SKO was representative of the direction of the company, quickly spiraling downward.