Culture

I've been feeling uneasy about the way our company culture has changed, especially over the last few years. It feels like we've lost our way, and things have become a business transaction between management and employees. It's all about what we produce now, and not about the people who make it happen. We need to return to some balance in the relationship.

Let's be real, loyalty isn't a one-way street. We're expected to be dedicated, but where's that same dedication coming from the other side? It's hard to feel invested when you feel like just a number. This kind of atmosphere just ki-ls morale.

I think a big part of the problem is that leadership has become so distant and increasingly reclusive. Is it because they don’t like what employees have to say anymore? Perhaps some of what Elliott is saying is being recommended by employees and they just don’t want to hear it?

We used to feel like we were all in this together, but that's just gone. Meaningful interaction with leadership? Forget about it. It makes it feel like our voices don't even matter.

We need to talk about this. We need to bring back that sense of community and rebuild a culture where everyone feels valued. This isn't about complaining, it's about making our company a better place to work.

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full of female engineering managers, do they know engineering?

Let's be clear, the culture started going downhill back in 17/18 when we hired ZG and she rammed that horrible system down our throats. You either got on board or you were removed from the process (many let go because they didn't see THE vision). That was followed by AE66, then the endless parade of consultants...who can name all of them starting with Hackett? BT was just another bad idea in a long string of bad ideas.

I think the bt would be easier to swallow if the elt shared in the growing pains. They don't. They took all that money and continued their raises and bonuses. They sacrificed nothing to the shareholders except us.

The culture changed with rankings and vcip

BT dismantled the culture at Phillips 66. The company struggled to define a clear corporate strategy, hastily moving everything to the cloud only to later complain about the high costs. Their approach lacked a decisive initiative, resorting instead to arbitrary cuts and outsourcing, which devastated livelihoods.

BT’s actions led to job losses, a broken culture, and plummeting morale.

Shareholders should care though. The more unhappy everyone is at work, the less productive they are, in part due to spending time bi--hing about culture changes.

It's work, we all get it's not supposed to be a non-stop feel good session, but there are absolutely benefits to keeping employees happy, not the least of which is morale problems tend to self select to remove the highest performers that can go find other work elsewhere.

Shareholders could not care less about the warm fuzzies you feel at work. Stop complaining or leave.

DEI

Gogo destroyed the great heritage and culture of P66 with his badly thought out Business Transformation plan.

Thread regarding Phillips 66 layoffs

Culture

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