#morale

4 Business Days till new UM centralization. Everyone is not trained or prepared. Everyone is confused and anxious. This leadership team has failed. Wednesday, October 1 will be a chaotic circus.

PSA for oracle emps needing motivation prior to bootstrapping their way out
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The "Oracle Doormat Principle" is a term used by former employees of Oracle Corporation to describe a psychological state where individuals, despite experiencing mistreatment, low self-esteem, or a toxic work environment, remain loyal to the company. This phenomenon is likened to "Stockholm Syndrome," where employees become emotionally attached to an organization that has abused them, often due to prolonged exposure and the internalization of the company's culture as a "family".
The principle suggests that the longer one stays at Oracle, the harder it becomes to consider leaving, regardless of the negative conditions, because of the deep-seated emotional investment and fear of change.

Critics argue that this behavior stems from low self-worth and a paralysis to act in one's own best interest, leading employees to accept pay cuts, benefit reductions, lies, and abusive management without protest, often responding with passive acceptance like "Thank you sir, may I have another!".
This behavior is seen as detrimental to personal career growth and well-being, with some advising that if a work environment is bad, it never gets better and one should leave as soon as possible.

Worth a repost: may help Cerner, noobs, etc

https://www.thelayoff.com/t/1jgIF8AJ

Hi, everyone.

I will preface this post with a disclaimer:
I have been struggling while working on this post off and on all day because I believe the people who came here looking for answers should get them. I have to be cautious of what I say and how I say it to not tip off my role within the company. If this seems overly vague, I apologize, but please understand that I need to try to protect my own well-being (or what’s left of it, anyway).

Some of you may already know that there has been a clash in ideology for some time between the Board of Directors and the C-Suite Leadership team. The tumultuous acquisition of the CareAllies (HealthSpring) business has only intensified the situation. Maurice has been the mediator between the two for some time, or has at least attempted to be. He has proven unsuccessful in this effort, however.

The board independently sought out an external consultative analysis of roles and organizational structure within HCSC post-acquisition close back in March. The suggested outcome of that activity is what all of us are experiencing today and/or throughout the rest of this week.

It’s being communicated that the decisions of who has been released is based on “span of control”. In reality, it seems purely financial, but incredibly random. Some divisions were asked to eliminate 5% of their total headcount, others were given specific targeted individuals who were high in their respective pay scales (which also coincided with longer tenures in most instances).

This began today (Wednesday) with various roles across various Strategic teams, Finance, Customer Experience, Digital, IT, EPMO, various Product teams, Pharmacy, and some Customer Service Operations verticals. This impacted both HCSC and Cigna conveyed employees, but the logic behind the selections on both sides is confusing, at best. Many leaders were not clued in on these decisions until after the process was well underway.

This RIF will continue into the lower levels of both exempt and non-exempt staff throughout the rest of this week, although I cannot disclose what areas are next to be impacted. I hope you can understand.

The Org Chart will be down for some time, and you can expect to see some significant shake up at the Executive Leadership level.

If you haven’t been able to tell already, the company’s morale is about to be the lowest it’s ever been. Tensions will be high in the coming weeks and months and it’s very likely that this may not be the only round of releases before end of year.

There’s also some discussion taking place right now of a full 5 day RTO to provide expected additional attrition as a means of budgetary relief, but it was settled that this round of RIF was to happen regardless. VSPs for eligible employees is considered a potential contingency plan at this point if attrition goals are not met effectively.

Stay strong and if I can come back with more insight, I will do so.

There are so many bad things to say I can’t decide where to start. Stay tuned.

Look at the counts of views on today's posts here. Over 13,000 alone in one of them. A large percentage of the employees come here for info now, where the company can't control it. Boycott his next town hall to show him how little you care about his BS speeches. He doesn't care about you. The company doesn't care about you. If they want a disengaged workforce, give them a disengaged workforce.

Anyone going to actually listen to or go to MW's town hall? What will his messaging be? Will he address the terrible state the company is in? We he finally leave and hopefully finish the Chevron Dark Ages?

So I had called it earlier in the year, first Junior was going to leave, then Hand, by the end of the year. I said it. The year hasnt ended yet, we shall see whos next, maybe Soler. If the company is in such great "comeback story" why are folks jumping ship? This inverted pyramid is baloney. Store teams are pi---d, running skeleton crews, and executives dont want to see the reality, or they see it, but dont care. Its a sinking ship.

Is this even legal? It’s a mandatory “training” where all marketing personnel are required to video record themselves and narrate a story based on a script. In my opinion, this is a North Korean-style approach to engaging employees and creating a false perception of the company’s success, all while everyone is overworked, poorly managed, and laid off every six months!

It's total nonsense. My manager reviewed my workload yesterday, and I've received 40 percent more work since we lost five members of our team. But he indicated I need to close my SR faster since we are under more secruinite and my metric doesn't match his standard. Wtf

I don’t see the point in working harder to improve our team metrics just so my manager can look better to his director.

I’m not putting in extra effort; where’s my pay raise? What’s the point when this company is laying off people? I’m just here to collect a paycheck until I find a new job.

My friends were let go despite being high performers, and I have no desire to go above and beyond for this organization. It really feels like a terrible company. Is the moral low in other team?

I told my manager I can only do what I can and there is nothing else for me to improve. He was not happy but who caresssss…

Our ranting and ravings, mine included, have subsided. Are we tired, ambivalent, still working through the results? I myself am not looking forward to dealing with the mess we will be left with.

As an early career professional, this layoff showed me something new. Where I normally get treated like dirt by my seniors and most M’s, I’m noticing alot of ego deaths. M’s who thought they were on top or top ICs, tenured employees - they are all coming down off of their high horses because of fear that they are next.

What has this taught me? No matter how high I climb in my career, I will ALWAYS treat people with respect. Care. Appreciation for what they do. I will not act my title or my degree, but like a decent human being.

I wish this same reality check on those who need to internalize it.

How do you fix this?

But for the rest of us - run. Start putting yourself first, because no company ever will. If you’re not already looking at other options, you’re late. Don’t kid yourself that loyalty, long hours, or dedication mean anything. They don’t. Your skills are yours alone. Treat them like currency and use them for your future, not for a company that’ll cut you without blinking.

I’ve already come to terms with probably losing my job, and honestly, I couldn’t care less about this sh---y company anymore. What’s worse is I don’t even have the energy to stress about finding the next job. I’m just exhausted, like I assume most of us are. I don’t even know how to properly process this. Layoffs aren’t new to me, I’ve been through them at other companies, but this time it feels different. Thanks to the constant uncertainty, lack of opportunities, and daily tension, it feels like a deep, lingering malaise.

Wow - I came back here to see if there was any real "news" I should be aware of, since there is no transparency at all from management, and I must say, I don't know who is luckier, the people who lost their jobs or those still here. At lease the departed are free from this cesspool of infighting and toxicity. Speechless. No wonder this company is going down the tubes.

When we worked from home, people cared more. We gave work extra attention, checked in after hours, and delivered our best because we had the energy to. With 5-day RTO, that’s gone. Now it’s just “do your 8, get out, forget about work.” The commute wears everyone down, the scramble for unassigned seats is ridiculous, and by the time you settle in, you’re already drained.

This idea that RTO “fosters collaboration” is a complete fantasy. There hasn’t been a single in-person meeting. None. Everyone is still on Teams calls with headphones in, just now doing it in a noisy, call-center style cube farm. The only collaboration happening in the office is people bonding over how much they hate leadership and this pointless RTO policy.

It’s not one-size-fits-all. Forcing everyone into the same miserable setup doesn’t make the company stronger, it just burns people out and lowers the quality of work. Productivity, morale, and loyalty are all tanking. But sure, let’s keep pretending warm chairs equal results.

....said no one ever. XD

So, either our leadership is in denial or they are completely inept.

I was told by one of the good managers (there are not many, so I am going to leave it there not to out them) that there are a ton of resignations and retirements because of the hard line return to office requirements.

Even people who meet the requirements for an exemption are not being granted.

I am so baffled as to how they didn't see this coming.

How?

They are pushing the date out hoping to convince those leaving to stay.

Spoiler alert, they won't stay

Boeing is doomed unless we can get people in leadership that actually understand human behavior vs understanding that they make the decisions.

Not sure what grows around here.....Senior level roles seem to always be filled with outside hires, promotional opportunities are slim to none. Pay certainly does not grow to keep teammates even with inflation. Benefits shrink like a cheap t-shirt (e.g., 401K match reduction). We are Truist and we are unstoppable, good grief.

Rumors were circulating that the layoff rumors were to keep people on their toes and to make them work harder… that will only last for so long, we’re tired now. Productivity in my department is at an all time low. Entry level people are playing politics games, when they shouldn’t even be exposed to that. My whole department is such a sh-t show now and it’s getting to a point where there’s no turning back.

How did you feel when you got that heartfelt message from Jenna? Does it make you feel special to be part of a mass mailing that arrives at 4:09am?

I feel like I become just a little bit more cynical every time one of the c-suite millionaires expresses gratitude en masse for making them a bit richer everyday while we worry if we’ll be able to meet our next mortgage payment if the email ‘tap on the shoulder’ from HR happens.

You know morale is bad when an icon changes on its own and you assume your getting laid off

In my department, the participation rate is given more importance then the actual results. I'm sick of being harassed to take the survey. When the results are poor, the additional work to bring them up is incumbent on employees, not management. Our employee benefits continue to decline YOY. The only way to protest is to NOT take the survey.

The reorg has dragged on so long, and conditions have gotten so bad, that some of us almost hope to be let go, and feel no relief when we aren’t. Clearly, nobody at the top gives two sh--s about how this drawn-out anxiety is grinding us down. On a personal level alone, it’s brutal. It’s beyond exhausting. This state of mind leadership has driven us to is not normal, nor is it healthy.

The CES should be released. Its obvious MW is "So Vain, I bet he thinks this song is about him" and cant believe he's lost pretty much every employees respect. Its not us, its definitely you! Let's break up and you move out!

I said it before and I'll say it again. There's so much hate here, but I'm sure at least some others feel the same way I do. I mean, if you hate your job, then why are you so worried about layoffs? I am because I want to stay here. But why do you if you hate it here so much?

Stankey’s memo was triggered by internal warning signs from surveys. The results showed a noticeable drop in morale and buy‑in. His solution may have backfired. How else could he have addressed declining employee engagement?

Based on employee reports, a shift in T-Mobile's company culture has occurred following a series of layoffs, particularly after its merger with Sprint. Employees report that the "Un-carrier" culture, once defined by a customer-first focus and strong employee support under former CEO John Legere, has been replaced by a more aggressive, profit-driven environment.
Key changes in T-Mobile's culture cited by employees include:
Reduced morale and increased stress: Following the 2023 layoff of 5,000 employees and additional cuts in 2025, remaining staff were forced to take on the workload of those who were let go. This led to a more stressful work environment and eroded employee trust in management.
Diminished leadership: Employees accuse current leadership, particularly CEO Mike Sievert, of lacking empathy and prioritizing profits over employee well-being. This is seen as a significant departure from the more transparent and boisterous leadership style of Legere.
Heightened sales pressure: The company culture is described as being more sales-driven, with more aggressive targets and a push for add-ons that employees found unethical. Some employees felt pressured to lie to customers to meet these goals.
The Sprint merger: Many employees point to the 2020 merger with Sprint as a turning point, after which compensation and management attitudes changed for the worse.
Outsourcing and automation: The use of AI for customer support and an increase in jobs being outsourced internationally are seen as a cost-cutting measures that threaten jobs.
Elimination of DEI programs: T-Mobile ended its diversity, equity, and inclusion (DEI) programs in July 2025, reportedly to secure federal approval for acquisitions. This move drew criticism and is viewed by some as further evidence of a culture shift.

They will never Lead with Greed!

If XOM is looking to reduce HC10 headcount, why doesn't it create provide an option to let HC10 staff over a certain age (say 50 or even 48) take early retirement.

Reading all the commentary on this forum, a lot of folks may take the option? Has anyone run economics scenarios for this? At the minimum, will improve morale ...

That’s about as solid proof as you’ll ever get that leadership is brain-dead. No wonder we’re circling the drain.

Morale and Culture
The continuous layoffs have taken a toll on remaining employees:

"T has developed a very toxic culture, and morale is understandably low."

7 min read · Aug 25, 2025 .
AT&T, one of America’s largest telecommunications companies, has been undergoing significant workforce reductions in recent years as it navigates industry transformation, technological changes, and financial pressures. This analysis examines the scope, causes, and implications of these layoffs for employees, the company, and the broader telecommunications sector.

https://medium.com/@averageguymedianow/at-t-layoffs-understanding-the-telecommunications-giants-workforce-reductions-52b66b8c9bdc

This loooong reorg, threat of job loss, time to look for another, etc, takes a toll on the whole family, relationships, marriage, friendships. So many are tired of hearing about the drama. Internal family dynamics are so stressed. It’s so damaging beyond a lot of posters who are like there’s life beyond here etc. it’s true but it’s a deep cut no one at the working level asked for.

Checked my email a bit ago and saw Elad Nafshi sent an email to about 1,500 people about how well the Technology and Product teams are doing.

The teams are CHQ, but it seems like a huge gut punch to all of the division teams that are going to be wrecked with the newest round layoffs.

After a layoff event people used to take breather and relax, not with this latest one. Feels like hunger games have already started. It must be about the hiring in ENGINE and Buenos Aires.

So what’s everyone doing this weekend to soften the tension?

I drove 4 hours for a car show and really tested the abilities of my 72 Triumph TR6 on the highway. Guess what? We aren’t dead yet.

Maybe some warhammering Sunday night after I get back.

What about yall? Don’t drink too heavily.

So many dissatisfied employees comment here.
Why don’t they leave F5?
Can’t find another job? Hmm.

So many former employees comment here.
Why are they wasting their time?
Can’t find another job? Hmm.

Seems like the answers are obvious.

Dose of reality for those newer to working.
No job or company is perfect. Many are far from it.
F5 isn’t perfect. But it’s a paycheck. It’s decent benefits.
Bad mouth leadership until you are blue in the face, it won’t change anything.
So take a deep breath.
Take another deep breath.
Stop wasting your time on things outside your control.
The commenting isn’t burning calories, or teaching you a new skill, or fixing anything. So why are you continuing to do it?

Get back some free time! Don’t give it to F5!

Is this a version of He-l ?

I work today but who knows about tomorrow

Trust? They destroyed that. They don’t care.

Remember to keep your soul, give them 8 hours, but not your soul.

They don’t care.

https://www.tipranks.com/news/microsoft-stock-nasdaqmsft-gains-morale-at-an-all-time-low