@2es can't unfu-k** it's so uniquely messed up at this point that there would need to be massive reorgs (not the normal layoff kind, actual reorganization and unfu--ing of the existing organization with layoff as a side effect) to fix it
21 replies (most recent on top)
People at highest levels are jumping ship because they created a cluster fck they can unfck. Simple.
@20c Nailed it! That's 20 year's worth of management training in one paragraph.
@20c you nailed it! HR leaked the script of the real onboarding manual 😆
@20c you gave the game away!
@20c usually if the invest in your development, meaning the spend money and time sending to training then you are viewed as someone the company wants to develop strategically and you know it so there is no need to question it here. If you’re here on this forum then know you’re just someone who will support operationally and you’re on the list for the next layoff. Just adding clarity,, I’m also HR
@1vh there is no such thing as a development plan in corporates. It’s just a carrot and stick game to keep you going. If they wanted you in a higher up role they would hire you in it directly then develop you in it. All other personnel targets/developments/annual appraisals are designed to keep you as long as possible in your current role while drawing an imaginary light at the end of the tunnel that they know less 1% of all employees will ever reach. I’m in HR!! So wake up
Every high performer in this company is leaving because high performers don't beg for recognition or respect.
Average performers schedule a meeting about it, organise a petition, start a support group, or write a 17 slide presentation called (Why You Should Appreciate Me) 🫣🤣
High performers schedule an interview somewhere else. Like all of us here should!!
They don't fight for a seat at the table. They simply find a table that has their name on it,,,,,and better coffee of course 😆
Being confidently clueless seems to be an express lane for promotions here 😂
There’s also a bit of favouritism in the culture which is becoming hard to ignore. I came here hoping the company would invest in me and support my development, but there seems to be a strange process in place. I ask for training in an area I want to develop in and suddenly there are 47 reasons why it can’t happen. Then someone else asks for the exact same thing and somehow a beautifully paved career pathway appears overnight. 😂
Honestly, I’m beginning to think the development opportunities are there and I just need to find out who has the password.
Watch what management does not what they say
We have now in this company:
Hiring freezes.
Budget reductions.
Reduced travel.
Project cancellations.
Leadership departures.
Consolidation of departments.
These usually tell a more accurate story than town hall reassurances. These usually signal another round (s) of layoffs approaching globally. Good luck everyone
After reading the comments I was thinking may be we all need to assess whether this company recognises the value we already bring. It’s clear to me no matter how much value I create, this company doesn't have the capacity to recognise it. We just have to leave!!
The issue in this company is that leaders measure value through a very narrow lens: direct revenue attribution. If you perform exceptionally in your current role for the next 3 years will the company's leadership increasingly value you or will they still see you primarily as overhead?
If the honest answer is "they'll still see me as overhead", then it's reasonable to start exploring opportunities elsewhere.
Splash splash splash. Jump now and swim away!!!!
As a few VPs and managers left interpret it as insider knowledge and start exploring options.
shut up and live your legend
To know if you need to jump the ship as well: Ignore all emails, town halls and values statements.
Ask:
Who gets promoted?
Who gets visibility?
Who gets budget?
Who gets protected during difficult times?
Who gets invited to important meetings?
These signals tells you if you’re strategically important to the company or you’re a needed function that can be replaced. In the later case it’s reasonable to jump the ship.
Because in this company when times are tough, we're expendable.
Because everyone is asking this: Is this a place where people like me are valued and have a future?
Look at the trend from where I stand for example as a field specialist in this company : -excluded from SKO,
limited visibility with senior leadership, headcount count frozen despite growing workload, little career progression,
and above all revenue contributions not recognised. Of course at this point I will start responding to recruiters .. what else does these higher up leadership decisions of not understanding our value will lead to? Retention????
- Concerns about role duplication, restructuring, reporting lines, or location changes.
- Some employees worry their progression will stall.
- High performers often leave first because they have the most options.
-upper management hates us and ensures minimal raises
- oohdit and his cronies from a specific country outsourcing to that specific country and only hiring new managers from said country
- lack of clear direction and constant transitions have made the actual workload confusing and often complicated for no reason