#badleadership

This would be a great thing if we don’t know that 200+ people have to lose their jobs so the bank can afford it.
Really ads insult to injury. Tell an entire department being outsourced overseas then weeks later brag about this partnership.

Do the people who come here to a-s kiss Optum even get compensated for all of the puckering or do they just do it for free?

Seeing Nike employees parading open roles on LinkedIn is disgusting. You continue to layoff really qualified hard workers after you’ve su-ked the soul out of them. Those roles could have been offered to those people first. I’m ashamed to even admit I’m a part of this anymore. Shame on Nike.

TMO is now only 9% higher in total market cap after all the nonsense and bad leadership from the last 5 years.

Let me tell you what really happens behind closed doors when you report your boss to their boss.

You walk out thinking justice will be served.

You finally speak up. You report the toxic behavior. You tell the truth.

But higher up, they are not always asking, “Who is right?”
They are often asking, “Who is easier to remove?”

If they remove the boss, that becomes their problem.
They have to step in.
They have to deal with HR.
They have to cover the work.
They have to find a replacement.
They have to explain why they let it go on for so long.

But if they make you the problem, that becomes your boss’s problem.

So they tell your boss to “work with you” and “figure it out.”
Now your boss knows you spoke up.
Now you are labeled the snitch.
And they wait for the situation to play itself out until you quit or get pushed out.

That is why toxic bosses stay.
And good employees are the ones who leave.

So if this happened to you, you are not imagining it.

You were just the easier person to remove.

When will Cristiano be fired for his incompetence and silence on the declining stock ?
Aksah and CA completely missed the AI bo-m. Bunch of mo--ns. Time to fire them and sell the company to someone who knows how to manage it.

Another round of layoff today. Goodbye GoDaddy, your lack of good management did you dirty. RIP

I worked doing UM review going on 5 years, but no contract no job. I decided to stay with company on a different team, WORSE mistake EVER! They allow managers to speak to their subordinates any way they want, I asked for additional training and was cussed out on teams, so not as if it was my personal phone, not once, but a total of four different times, spoke with HR at the company level, NOTHING was done, in fact I was made to feel like I was wrong for attempting to advocate for myself fell on deaf ears do I left and I’m happily employed by a different MCO with a pay raise, supportive environment, and just better in every way! Upsets me that I had five years seniority and to start over, but I’m much happier just disgusted that a reputable company like Anthem wants to preach an environment of inclusion and support for all, but when it came time to back up that philosophy they fell very, very short.

Put your head down and do your work. Fortunately the CSO isn’t actually the one that keeps us safe. He sits behind the doors that he closes behind him in his fraternity room. Bringing the sorority girls in one by one, you know the favorites. The ones that he protects and the ones that protect his little secrets that aren’t even secret! The company doesn’t have time or money for lawsuits to waste on people like this anymore! It’s just a matter of time. One would think that integrity is a core competency as the CSO! Shane on you Nike HR and legal!

The Danville plant is a mess due to lack of leadership because they refuses to lead! Nepotism runs the show, accountability is nonexistent, and the people who actually keep the place running are treated like they’re disposable. It’s unbelievable how far the culture has fallen. Danville has low morale, high turnover, and a leadership team completely disconnected from reality. We will be lucky to have jobs by the end of the year! What was once a great place to work is an absolute nightmare to go into!

So another Indian hired Ravi Karanam.
Tarun Bhatnagar was paid huge joining bonus.
How much this dude get?
The game is clear - Get rid of long time workers and make your friends rich.
Shame on FIS Management.

We keep talking about employees needing to adopt AI tools, but what about the SVPs, VPs, and SDs? How are they being held accountable for adapting to a world powered by AI?

AI opens doors to speed, efficiency, and smarter decision-making. But it also exposes a problem: it lets poor leaders procrastinate, hide while solutions have been obvious for months.

AI can supercharge productivity, but it doesn’t fix leadership inertia. If senior leaders can’t act until forced, no amount of AI will save the organization.

It’s time we start asking: how are we upgrading their skills for the AI era?

Based on recent employee reviews on platforms like Glassdoor and Indeed, Truist has faced significant criticism, with some employees labeling it a poor workplace due to high-stress, understaffing, and poor management. Common complaints include intense sales pressure, post-merger cultural issues, and poor work-life balance.
Key themes from negative reviews include:
Management & Culture: Reports of toxic, "bully" management, high turnover, and a lack of support from leadership.
Workload & Staffing: Many employees report being overwhelmed, understaffed, and expected to handle multiple roles (e.g., teller duties while being a banker).
Compensation & Career: Frustration over stagnant pay, minimal raises, and broken promises regarding career advancement.
Morale: Deteriorating culture, inconsistent, and often, low morale following the merger, often characterized as a "chaotic environment".
Glassdoor
Glassdoor
+7

It is, without question, the most toxic corporate culture I have ever experienced. people spend their entire day pretending to be busy, yet no one actually values high-quality work or individual contributions.
The biggest bottleneck is the "management" layer. Need to clear out these stagnant leaders who have been sitting in their positions for far too long. They have become comfortable, out of touch, and resistant to any modernizing influence. They don't manage; they just occupy space and block progress.
OP: @17e+1kmn211dn

We all know this, but it's worth repeating.

New manager came in months ago. Still doesn't know who works for him or what anyone does. Doesn't try to learn. Doesn't talk to his people. Just exists. And we're supposed to be okay with that.

Why do managers feel the need to drone endlessly about the obvious? Best I can tell, maybe 10% is actually instructive, the other 90% is just a ritual to make them feel important. People have stopped asking genuine questions, it’s too risky. It'll just extend the agony, and the answers won't come anyway.

Anyone has real info here? How many people and which business unit getting hit ?

Read the email about retirement changes. Sc--wing us again. This company su-ks. And the VOA survey won’t show happy employees. Another joke and complete waste of money

He’s not equipped to lead.

Athletic trainer for Cowboys, interns at Nike, talks himself into sales role and we are where we deserve.

Crumbling company with investors and even employees running for the hills before this place collapses.

I’m tired of the BS sales pitches aka all hands.

Removed my earlier post. Many layoffs going on there. Bad management. Incompetence rules the day.

Having worked with every one of them, I'm genuinely happy I'm leaving intel in two weeks. This is a fu--ing embarrassment.

Oracle used to be a great company to work for. They really cared about making work GOOD for people, at least in dev teams. They wanted you to be able to work well, so they did everything they could to help - on site dry cleaning, food in the break rooms, ATMs, cafeterias with hot food, and any hardware you wanted that would help you get work done. Need a new big computer - no problem, for ex. Then that stuff started whittling down - no more dry cleaning, worse snacks to no snacks, ATMs removed, fight for new computers, etc. Not big things, but they added up. The message was clear. Then AWS ex-employees showed up and then took over, and now everything is a struggle, people are afraid to be laid off, and there is so much reporting on progress that there is no time to actually MAKE progress. The problem is upper management. Quality work and products are no longer the goal. Now it's work fast and deliver ...anything. Work late into the night, and on weekends, and then write up reports on it. No raises. No stability. Tons of backstabbing. No cooperative work. Just a horrible place to work now. Lots of covering up failures and blaming other people. So sad, because it really used to be great. Just MHO. 30+ years. Got the highest evaluations. Was told I was one of the top few employees in the entire org. Great RSU grants. Then laid off with zero warning by anonymous email in the middle of the night, locked out of the entire building, access to resources cut off immediately. And NOT ONE THANK YOU, for 30 years. I was completely loyal to this company. Now that's all gone.

Heard the new furniture is already breaking! KG and MG should not have been cheap purchasing ikea…. With lifestyles of their stature they should know better! SP, why did you give them access to our Amazon account? I love the new call center look, we are all very dedicated slaves who trust in marketing operations to guide us to our success

Dear Mr head of wealth, it’s now been 5 months. What in the actual f are you even doing? Why make an announcement with a timeframe of knowing more just to retract yourself like a turtle? It’s amazing the type of leadership we have here and it’s very apparent that these leaders literally don’t do anything.

Do as i say not as i do. I will take your pay and with your money i will increase my salary by millions every year.

You deserve pay cuts every year for your hard work and delivering. This is all fair and ethical. I have different ethics to you, i deserve everything and you deserve 0.

Always remember: All those executives and management people at State Farm did not get where they are at by having a strong work ethic. They got there by hurting, stepping on, and disregard for their workers. They do not believe in a strong work ethic and loyalty. The exact same is for their customer which is a direct violation of the company mission and vision statement. Everything is negotiable for them but not for you.

I’ve never seen a company quite like Staples that LOVES to promote and retain toxic individuals. It seems a requirement now to be an AVP is to be a full blown narcissist. Glad we are bringing in 2026 by sending a message to the hardworking employees that not only are we going to pay you pennies but your leaders will be some of the rudest and hateful people we can find, cheers!

Well they got me yesterday. I was in the hospital January for a stroke, still recovering and one year away from retirement. The best they could muster was an email. I was the only person let go on my team and also the oldest at 66. The least they could’ve done was a face-to-face layoff but being the cowards they are they hid behind a computer somewhere. In all honesty, I hope they burn to the ground.

All four of these id--ts need to be fired immediately.

More enjoyable:
Getting a root canal without novocaine.

More trustworthy:
Eating a tuna fish sandwich sitting out in the desert sun all day.

Your turn.

It did not have to be this way, every single choice was made to strip the dignity from employees. Remember that as painful as this is, you are in control of your response. Be smart on your own behalf, contact an attorney if you have questions so that you can get answers that apply to you. Get that contact information from colleagues to keep in touch. Look out for each other. If you are feeling hopeless, in the US call 988.

Axes 30k with a cold am email? VZ is warm and fuzzy in comparison.

Here what your Ai told about your strategy.

When a major tech giant like Oracle handles mass layoffs through a single, impersonal email, it doesn’t just affect those leaving—it fundamentally alters the "psychological contract" for those who stay.
While leadership often views this as a "clean break" to minimize legal risk or logistical chaos, the remaining staff (the "survivors") usually interpret it through a much darker lens. Here is the kind of image and environment this creates:

1. The "Transaction-Only" Relationship.
   By choosing an automated email over human conversation, the company signals that employees are line items, not partners. For the remaining staff, the message is clear: No matter how many years you put in or how many "all-hands" meetings talk about "family" or "culture," you are ultimately a replaceable unit of labor. This often leads to a "quiet quitting" mindset where employees stop going above and beyond because they realize loyalty is a one-way street.

2. Chronic Psychological Insecurity
   When a layoff is sudden and impersonal, it creates a "Who’s Next?" culture.

The Shadow of the Inbox: Every time an "All-Company" email notification pops up, staff experience a spike in cortisol.
Risk Aversion: Employees become afraid to innovate or take risks because they don't want to stand out or make a mistake that could land them in the next batch of automated cuts.

1. Survivor Syndrome
   Social psychologists often point to "Survivor Syndrome" in the wake of such events. Remaining staff often feel:
   Guilt: Wondering why they kept their jobs while talented colleagues were let go.
   Anger: Resentment toward leadership for the "cowardly" or "cold" way the news was delivered.
   Distrust: A total collapse of faith in management's transparency. If they could fire 3,000 people with one click, what else are they hiding?

2. Loss of Institutional Knowledge and Morale
   Layoffs by email are often "blind"—they don't account for the social fabric of a team.
   The "Watercooler" Becomes a "War Room": Instead of focusing on the AI buildout or cloud infrastructure, the remaining staff spend hours on Slack or in private chats speculating, venting, and updating their resumes.
   Workload Paralysis: Usually, 100% of the work remains but only 80% of the people are left to do it. When that transition isn't handled with empathy, the remaining staff feel punished for "surviving."

3. Brand Erosion (Internal and External)
   Oracle is already competing for top-tier talent in the AI space. High-performers have options. When they see a company treat veterans of 10+ years like a "system error" to be deleted, they begin looking for the exit. The image created is one of operational efficiency at the cost of human dignity, which is a difficult stain to wash off in the talent market.

Do a Google search for articles on this (e.g., California Post and/or New York Post).

Tic toc. Tic toc. Tic toc.

It’s the "who you know" club all over again. We’ve got directors jumping into "AI Lead" roles who clearly haven't read a technical paper in years. They’re still pushing 2023-era prompting guides like they’re some kind of holy grail, even though that’s basically Stone Age tech for modern models.

Just sat through a meeting where a lead told us to "stay away from the newest models because they’re still learning." Tell me you don't understand how LLM training or inference works without telling me. It’s embarrassing. We’re throwing insane amounts of money away because the people making the calls have zero technical literacy. If you know anything about how this tech actually functions, you’ll see why this is destined to fail.

Note: Ran this through a scrubber to strip out my specific lingo/quotes so I don't get doxxed. You should too.

Why is she still here? She failed in her most precious task and i see her on LinkedIn accepting paid for bogus awards "best HR person" at some HR boondoggle in Orlando or Phoenix with a bunch of HR Eco chamber id--ts. Sheri did you pay for those trips or did the company?
Brian, she has no credibly or trust with the workforce.

This is the most miserable and unpleasant workforce I have witnessed in my career; Mckinsey's magnum opus of misery is the hallmark and extent of attention RV has given BNY culture.

If you stay long enough at BNY you will become ghouls like our execs. Some of these fallen humans are sitting around you now, you can see the vacant look in their eyes.

If you are outside this company and read this board, don't even entertain the idea of working here... heed this warning from someone that bought into their bullsh*t

Layoffs are coming, not because AI has replaced any jobs, but because Jeremy Legg is simply not intelligent enough to implement AI in a cost effective manner. He has spent so much money attempting to implement something he knows nothing about that we will have to lay people off to save the balance sheet. R.I.P CDO, it was nice knowing you!

Stankey loves AI because it’s the only thing that tells him his ideas are good. We need more Dunning Kruger machines so we can make more incompetent business decisions to line the executives pockets, and we will spend billions to get there! Glory to Netanyahu!

They've been getting rid of the people who knew what they were doing, and consistently holding on to average performers. The remaining competent people are forced to take on most of the leftover workload, while slackers have the time of their lives. It's not only a management failure, it's a conscious decision at the top. The only reason people put up with it is because of the terrible job market. Sooner or later, however, something will have to give.

Fiserv will dip below $50/share next week given horrible execution, bad employee morale, and irresponsible management incentives. Mike will take tens of millions of dollar home. Leaving shareholders holding the bag. Mike has promised no lay off, but now lay off is a routine feature. Mike has never bought a single share of our stock in the open market.
This ship called Fiserv, is going to zero.