#badleadership

Keep punishing people. That'll definitely make them happier. Works every time.

My group has been on the do more with less treadmill for two quarters. And it's not slowing down, it's speeding up. I've done a huge amount of work, delivered results, kept things running. But leadership doesn't support us. They never have. You can't treat people like rows in a spreadsheet and expect them to stay. We lose one more person, and I and a few others are also gone. This company deserves the bad leadership it has.

They finalized my layoff on my birthday. Some gift. That tells you exactly how much they value people.

New mandate from my leader, no jeans, no hats, no tshirts, and no shorts (until after a certain date).

I wasn't aware we were going to be seeing customers in the office. Oh wait we aren't. It would be different if our building wasn't falling g apart, full of mold, constantly under construction, or the air/heat not working. Let's also not forget our desks are absolute garbage and falling apart. Maybe they should give their employees working equipment and a decent setup if they expect them to look like they are ready for a board meeting, let's not even talk about the massive pay cut. They expect us to go buy new wardrobes on 40k salary when people are struggling to fund our VPs lakehouse???

Wake the fu-k up Dell leadership and stop treating your people like garbage. You at least used to PRETEND that your employees were important, OR how about this, throw us all a nice dinner since you are so intent on constantly FU--ING us.

Absolutely one of the worst companies to work for in America. Tons of losers, horrible Leadership, people that can’t work anywhere else! Trash stock too! And then you got the Siffords!

Our management seems to think there is an infinite talent pool and they can just keep replacing everyone with equal or better quality workers at a moment’s notice. Someone should give them a clue.

So last July I was in SIU and got forced, with a two day notice, to move to Fire Claims. It took me 15 years to get to SIU, enjoyed my job and got good level 3 & 4 ratings. I do not have any fire claims experience. I absolutely loathe Fire claims and miserable every day. This place is a total sh-t hole! So our SM was in our huddle this week and basically said we are overstaffed in certain areas in Fire claims and we should expect some changes coming soon. Going to need less people...also there will be no new hiring in 2026! I've only been out of training now for 8 months and basically what they are trying to do is fire anyone and everyone due to overstaffing. This really is a complete and total evil clueless company! Stay away and go find something else to do!

It’s convenient to blame engineers at every level, but management seems to operate in a different accountability universe—one where failure has no real consequences.
At the LL6, LL5 level and above, you see the same pattern of weak, indecisive leadership repeating the same mistakes quarter after quarter. There’s little ownership, no urgency to correct course, and no visible standard for performance. Yet the paychecks keep coming, funding comfortable lifestyles that appear completely detached from the results they deliver.
What’s worse is the revolving door. Ineffective managers get swapped out, only to be replaced by equally ineffective ones. Nothing improves because the system itself tolerates—and even rewards—mediocrity. It’s not just an individual failure; it’s structural.
At that point, calling it a product-driven organization feels dishonest. It looks far more like a closed circle protecting itself—an insular social club that talks strategy but consistently fails to execute anything of real substance.

Oh, we finally got ourselves a middle manager, after over a year of blissful independence, purely so someone could tick the “yes, we have one” box. Never mind that our team handles complex fintech systems with intricate backends and high-risk frontends; our new overseer couldn’t tell you what tech stack we use, how we build, or how anything actually gets shipped.

Instead, we get endless lectures about “empathy” and “psychological safety,” followed by mandatory meetings that accomplish nothing beyond recycling the same tired talking points, while our actual work quietly piles up. Real contributions? Nowhere to be found.
What makes it even more impressive is that about ten years ago, they were in food service, and somehow parlayed a string of small-company roles and a questionable degree into a banking position they seem wildly unqualified for. It’s less “career growth” and more “failing upward with confidence.”

My coworkers have already figured out how to play along and stroke the ego when needed. I just don’t have it in me. And to top it off, the complete lack of effort in their presentation only adds to the whole secondhand embarrassment of being professionally associated with them.

Conway management threatening employees with handling if the don't get ridiculous yard repair number. Being told to replace parts unnecessarily just to hit the numbers. Any other locations pushing this? AAR/FRA?

I have never seen a more chaotic and poorly managed business in my long career. Letting go of some of your best and hardest working people never ends well. If the Board and CEO were trying to streamline the company, they failed miserably.

My advice: Bring back the good, hard-working people who were let go and fire the CEO.

The year Chevron made the most money and the employees made nothing more for their work. Chevron on track for another record year and another middle finger to the hard workers who decided to stay. 100+ people that I know are ready to walk. Take care of your people or you will find out we can fu-k you harder.

Even though I left ford in July 2022, I still want to post this. I never told anyone this story.

Doug field once told me and my team “We move as a snail and bring no innovation” though consistently our team was top performing team.

Because of constant badgering my manager quit then my supervisor and then my entire team along with me.

We all went to different companies and many are in leadership positions at suppliers and OEMs now.

When my Manager & team was leaving he said “Good Riddance” despite the team had filed 52 patents in past three years.

He constantly undermined “Ford way” and tried to rope us in with a mentality of “Tesla” or “Apple” or “whatever”.

After four years he was shown the door when he achieved nothing but lost $20B in EV “innovation”. Because of him good ford Engineers left or were forced out.

If any Ford management is reading, I want to tell you that you should consider what you lost and earned by bringing someone who never valued you or your business but in the process you let loyal and innovative people go.

I have no regrets leaving the company but I felt bad for many folks who I were left to take orders from someone who did not value them.

2021: Collected three months pay
2022: Collected 12 months pay
2023: Collected 12 months pay
2024: Collected 12 months pay
2025: Collected 12 months pay
2026: Collected five months pay, and got fired with a press release saying he was leaving on his own volition.

He’s pretty darn proud of his accomplishments.

In my time with the firm, there’s been a real shift in leadership in my organization.

The current group of MDs doesn’t have the same tenure or approach, and the environment shows it. The previous group wasn’t perfect, but there was a baseline level of professionalism and respect.

With this leadership team, a lot is visible about how they operate, and it’s not what you’d expect from people in those roles. It’s hard to take them seriously or have much respect for them, whether they realize it or care.

The current team of MDs has no accountability for unacceptable behavior, yet they decide everyone else’s future while not being held to the same standard.

Everyone sees it, but posts like this may be the only form of accountability for those at the top

But at least we have ‘agentic‘ nonsense and a falling stock.

That call could have gone worse. No idea how.

Every time the employee experience worsens, I employ another tactic to lower productive output and/or squander corporate resources to bring things back in line.

And no pride in work where the lion's share of the rewards go to the already bloated senior "leaders". To the contrary, pride in racking up those direct deposits in exchange for next‐to‐nothing.

Luckily, Ford's incompetence in performance management is matched only by their level of integrity so I'll be here doing my thing for a long while. So sorry if you don't like it.

Who else was “saved” but is updating their resume and looking. This place is a joke. How soon until the next round of layoffs?

I really hope you read this.

Eff you! We are better off without. Take your money and go hide your face. You are a failure and always have been. You gaslight the rest of these clowns into thinking you were some EV god but the rest of us knew from day one you were a joke. How you bamboozled Ford leadership into thinking we could take a bunch of rejects and failures from Apple and Tesla and build a successful will be a mystery but now if we can only get rid of the rest of the your lackeys and your “20x” skunkworks team.

Go eff yourself with a J1772 connector.

Over 25 years with this company, and got my layoff in an email.............how great is that? Great place to work.....NOT..................we are all a number now..........remember this........profits over people............the private equity firm su-ks........

The cloud program is failing because of fundamentally poor leadership, misaligned hiring, and a completely top-heavy structure.

AC (Head of Cloud) and several of his direct reports do not have real experience running cloud platforms at scale. That lack of expertise is showing up every day in weak execution, poor decisions, and no clear ownership.

On top of that, there are multiple Grade 18+ leaders—many brought in from Amazon—sitting at ~$300K+ compensation levels with little to no tangible outcomes to justify the cost. The gap between pay and performance is not just noticeable, it’s unacceptable.

The structure is excessively top-heavy, accountability is weak within the inner leadership circle, and teams are left absorbing the execution failures. If this layer were rationalized, it could potentially free up close to $10M, highlighting how inefficient and misaligned the current operating model has become.

So we are moving back South of the Red River from the great OKC metroplex Me thinks our Execs or running neck and neck with a pile of rocks for being incompetent bo--s. Spend the money to move me to OKC then spend money to move me back to Spring. What a waste and that money should be paid for from their annual bonuses.

Oh and rumor has it that layoffs in Spring are gonna help pay for relo. Make it make sense. What a d-mb timeline for us.

Wonder why CHK and SWN went bankrupt or pink sheet stock. Look at the numb nuts running it.

I worked at Oracle for 15 years in a GBU run by complete clowns. I realized too late that half the people were completely incompetent and they were usually mgmt. so lately a former colleague who also left O years ago told me the stories of some people getting laid off. “He was checked out since 2012…..he was waiting for it for the last 14 years….he didn’t care at all…” “oh, so sad, she got laid off….shes been there so long….i mean…” the first guy, prob hero to most. I def understand it. Now the second person. She was there when I was there. She acted like big stuff. She got roles in cloud and she never even knew anything about cloud or app or even was in the trenches. How did she move up? She was buddy buddy with our horrible mgmt. then she got one of her buddies on the team. Both of them together couldn’t update any Oracle app on their own laptops. I told my former colleague, I have zero empathy for her getting laid off. If she thought the skills and job she did that a 10 yr old could do would last forever, she deserved it. Oracle is different than many companies. Mgmt su-ks and really there literally thousands of people who are hiding. They may have joined via some small company that Oracle took a liking to and purchased and then they’re this “techie”. They’re not. My last 2 managers, Walmart greeters had more technical know how than both of them. Both were a-holes. I have zero sympathy for these people that not only skated but treated people like sh-t as tons and tons of talent left cause of people like her and mgmt. good riddance.

For me, it’s the deeply ingrained pattern of poor leadership across the organization. Every company has its issues—I’ve seen that firsthand—but this is on an entirely different level.

It’s not just a matter of inexperience or bad decisions. What’s most troubling is the combination of incompetence and a lack of integrity. I’ve personally witnessed Directors, VPs, and SVPs misrepresent employees, distort survey results, and take credit for work that isn’t theirs. There’s a consistent pattern of self-preservation at the expense of honesty and accountability.

Blame is routinely pushed downward, while failures at the leadership level go unaddressed. Instead of ownership, there’s deflection—and then a reset with the next initiative.

That’s what I find most frustrating: being subject to leadership that is not only ineffective, but often self-serving and

How do you waste $ when your revenue is declining and customers are leaving?

Hire an alarm call center salesman who claimed to be a “CEO”, make him the “CMO” and give him $ to spend like a drunken sailor.

ML claims to have been a CMO at Wells Fargo at the time they didn’t have an enterprise CMO. Liar and manipulative beyond words.

He runs a cash spending engine and assigns people to the PIP line if you even dare question a business decision.

Lacrozza will be one of the biggest reasons USB will collapse. MC leaders laugh at him and yet don’t know jack.

Gunjan doesn’t have the guts to fix it.

What a joke. And yeah let’s sponsor the NFL - that’s going to be how we fix our pathetic market position.

Why is leadership teams so unnecessarily large? What real value do they actually add? They hold fancy titles but contribute nothing to product strategy or execution. Most seem obsessed with impressive job titles, posting on LinkedIn, and organizing pointless town halls that drain everyone's energy. These aren't leaders,they're overpaid parasites feeding off the work of G5/G6 employees.

Sewani. Oliveira. Sykes. Birrell. Flores. Your times up and no one will touch you.

We've hit the point where cutting your way to a higher stock price no longer works. The cracks are showing, reality is finally catching up.

For those remaining that we want to target, let's make it difficult and wrong, until they quit.

I will never stand up for this company again.

Unappreciative ba----ds.

INTERNAL COMMUNICATION — CONFIDENTIAL
From: Bill, Chief Executive Officer
To: Our Valued Truist Teammates

Team,

Hope those jet engines are humming! The sound of productivity is truly music to my dividend-loving ears. Every hour you grind away keeps Truist soaring and my bank accounts smiling. You hardworking, salt-of-the-earth folks continue to inspire me, especially those of you in America's deep south, the backbone of our “economic patriotism.”

Let’s face it, your dedication is unmatched. Sure, you might not see those benefits trickle down, but your loyalty and, well, endearing gullibility keep the system running. Honestly, it’s impressive how many of our best-performing teammates still think the reason they’re struggling is immigrants, black and brown people, trans athletes or Democrats rather than, you know, me. But who’s counting?

Remember, keep flying that flag high, keep voting for the guy in the red hat. He’s fighting for you (wink) while I’m reaping the rewards. Together, we’ll Make Truist Great Again! One paycheck, one belief, and one miserable white re----k illusion at a time.

In care,
Bill
Chief Beneficiary Officer

If you are thinking about leaving, leave! This MC is making a ton of bad decisions and the titanic known as Fiserv is taking on water. Find your lifeboat and get out. It is only a matter of time and I assure you, they do not value you or your knowledge. And at this stock price.... decision is a lot easier.

It seems that most of the people in Serbia refused the move to the Zensar because the comtract is much worse than FIS. Managers started to threaten the employees. Whats the situation in other offices?

Measure employee performance/success by a metric of number of hours they are seated in the chair at office and report this monthly in the "Talent and Performance"?

A Joke at a Fortune 500 Company.

Engage Gunjan Kedia to implement a performance metric that requires employees to remain stationary at their desks, focusing solely on monitor interaction. Her approach has been met with derision from peers across various departments, including HR, Legal, Tech, and Payments. Her methodology has been criticized for promoting an outdated cultural perspective within a major U.S. Bank.

The good ones are either laid off or leaving. Not that I blame them, considering what Schwab turned into in recent years.

While the company lost 77 million last month. They asked the court to approve bonuses for 8;employees if certain targets are met in the bankruptcy. Isn't that the top brass job?
Employees on leave of absence right now arent paid what they are actually owed. They are paid a draw instead.
Pretty nasty to do that while employees on medical leave. Is there no level this company and Raemdonck won't stoop to.

Publicly known mo--n John Stankey makes the average AT&T employee’s salary in a day, for the job of deciding which wageslaves to lay off every quarter.

Not only should his job be ridiculed, but the same wageslaves even turn around and applaud him like Samuel L Jackson in Django.

How did we fall so far as a society that we allow this?
Does the corporate propaganda just work that well?
Did the Republican brainwashing of the population from the Reagan era work so well people have conditioned themselves to think it’s normal?

Look at what's happened here over the last decade. Decline after decline. Bad decisions, missed opportunities, leadership that couldn't lead. AT&T is on life support now. Just waiting to see who finally turns off the machines.

The constant negativity of this place and the absolute zero value the bank puts on employees is soul crushing. Take care of yourselves!! Bill is a monster.