#company

Every single day I hear of more people from corporate that are leaving the company. Primarily Planning positions. I am certainly not overlooking this. Think there will be a ton within the next 2 months. All the commuters will be done the first of the year too. Good luck to everyone

Best product ever made by Intel and will win market from AMD, and INTC will be up to sky! Let's just wait and see.

Hi everyone, Quick question, does anyone know if someone who leaves Chevron this coming November would still be eligible to receive the bonus payout in March 2026? I've been with the company for over five years. Thanks in advance!

It is a dying company, better be sold before it went down to ZERO

Tearing this bi--h down to the studs ya’ll. It ain’t the company it was 5 years ago. He-l, it’s not the company it was 5 months ago. Welcome to the soulless corporate su-k.

Ge-z reading all these posts it's clear there are a lot of s-xist pigs at the company. Many probably put on a nice exterior in the office as well but put a keyboard in front of them on this forum and you see what's really there.

https://www.youtube.com/watch?v=VEA7vQKJ8aQ

https://www.msn.com/en-us/money/companies/legal-battle-heats-up-between-merrill-lynch-and-breakaway-advisors/ar-AA1NxRLs

Now, that's some serious cheerleading. Cannot wait to change my attitude and execute on this.

I was on HCL IBM Cloud Team. The project wasn't going well. IBM was wanting us to support 10 different companies that all wanted different forms of support and all wanted their tickets done differently. On top of this it was very high volume. Often on a call with one company and chat with different company simultaneously. I found it to be difficult. I was curious if HCL still has that project. When I gave notice, others were also quitting.

One of the best. The speed at which we managed to go from there to near the bottom is astounding and should be studied in schools as an example of what lousy leadership can do to a great company.

Its unreal how a company who's ELT is so focused on a greater society just breeds hate.

Like wow, you ppl are horrible humans.

An all-cash deal to buy an OMS nobody’s even heard of. Most of their marquee clients have already walked. The president of LB was quietly shown the door, and there’s still no real leadership in place. How on earth did none of these red flags come up during what was supposed to be “extensive” due diligence before the acquisition? At what point do RR, SK, and FF get held accountable for these missteps? How is this not shaping up to be Cymba 2.0? And when does Sanoke finally break up the boy band and bring in leaders who actually know what they’re doing?

that's what this company is taught us: never work hard for them, never go the extra mile, absolutely do not try hard. only do the bare minimum because they're going to lay you off no matter what

A goodwill write-down being equal to a company's market capitalization is a highly unlikely and extreme scenario, but it is theoretically possible. For this to occur, a combination of severe factors would have to be in play.
The link between goodwill and market cap
Goodwill: An intangible asset recorded on a company's balance sheet, representing the premium paid over the fair market value of net assets during an acquisition. For example, if Company A buys Company B for $500 million, but the fair value of Company B's net assets is only $300 million, Company A records $200 million in goodwill.
Goodwill impairment: If the acquired business fails to meet its performance expectations, the carrying value of the goodwill on the balance sheet must be written down to its new, lower fair value. This charge reduces both the company's assets and its earnings.
Market capitalization: The total value of a publicly traded company's outstanding shares. It is the market's assessment of a company's total value, influenced by current and future earnings potential, brand reputation, and market conditions.
How a goodwill write-down could equal market cap
This would happen if a company experienced the following:
Overpriced acquisition: A company makes a massive acquisition and pays a significant premium, resulting in a large amount of goodwill being added to its balance sheet.
Significant business decline: The acquired business subsequently fails dramatically. Its future earnings potential, brand value, and other intangible assets are now considered worthless by the company.
Market cap collapse: The market quickly recognizes this failure. Investors lose faith in the company's ability to create value from the acquisition, causing the stock price to plummet.
Full impairment: Management is forced to write off the entire goodwill amount. In this rare and catastrophic case, the amount of the write-down would equal the entire market cap.
An example of this extreme scenario
Imagine a company, "Tech Corp," with a current market cap of $10 billion. It acquired another company for $12 billion, resulting in $6 billion of goodwill. If the market suddenly and completely loses faith in this acquisition, causing the market cap to fall to zero, and Tech Corp writes down the full $6 billion of goodwill, the write-down would equal 60% of the original market cap.
For the write-down to equal the market cap, the market would have to value the company's equity at zero, and the write-down would have to be of equal magnitude to the original market cap. This is an almost unheard-of situation, as it would imply that an acquisition so badly misallocated capital that it completely destroyed the company's value.
What this signals to investors
A goodwill write-down of any size is a negative sign, as it indicates management made a poor acquisition decision. An event of this magnitude would be a signal of catastrophic corporate failure.

Looks like Imperial Oil staff are trying to fight back they’ll probably get nothing. But this reminds us of our basic democratic rights: we still live in a democracy, and that means we can speak up, spread the word, and hold companion and leaders accountable

https://www.thelayoff.com/t/1k6etqdhp

Under this political climate, the major countries that support Avaya and keep the lights on will be looking at other options. Why would a large company in any other Country support a USA Corporation that is pulling out all it's investment in those Countries people.

Trying to get support from Avaya these days, is just pure frustration. No one is driving the bus....

They are doing a good job already of sabotaging themselves but it is time to help the BTC underperform. Let the sabotage begin!

If you’re a shareholder wondering where all the revenue is going, you should examine the org chart.

Too many chiefs, not enough workers. Anyone else notice the surplus of VPs, directors, and senior market VAS managers—often stacked two or three deep for the same function? Hertz is throwing away over $10 M a year in combined salaries so a handful of people can “manage” 2–3 capable employees. Meanwhile, the frontline is breaking their backs with shrinking fleets, fewer managers, and less staff support—without even a cost-of-living raise. It’s insulting. Back of house is running around putting out fires with little to no staff with very limited OT to pay all the chiefs. This is not a depiction or example of LEAN staffing.

Yet the company is more than willing to hand out six-figure checks for roles that add little to no real value.

There is risk of fire, explosions, hazardous gas release and much more in refineries. Putting office workers on this site to save a corporate lease is asinine.

Make no mistake, this company does not give a sh-t about you, your health, or your family. Think about this before you move.

Teradata’s still a beast in the data world we're decades in and still running some of the biggest workloads out there. Shifting from an appliance based company to a Cloud, hybrid, real-time analytics, we can't stop winning. The direction of vantage is strong

And about the chatter this week yeah, there are some cuts, but it’s mostly performance trimming, the kind of thing every big tech shop does. Look at Google, Meta, Amazon, and even Qualcomm. We can support our laid off coworkers and still appreciate what we have here. Teradata skills are transferrable anywhere. The core product teams surrounding vantage aren’t going anywhere, and the tech is as strong as ever.

Teradata isn’t slowing down. The platform is rock solid, and that’s why the biggest players keep trusting it!

No clear direction on any front.

Elliot is an activist vulture capitalist investment group. They buy company stock, bleed them dry and then move on like locust. They are the ones who ruined Southwest Airlines and canceled their longstanding "bags fly free" company policy.

They bought a large position of TI Stock in Spring 2024. They wrote a letter to the Board demanding that TI cut expenses and increase stock dividends. They have been pushing for a seat on the board, but have not gotten one yet. Shortly after the layoffs began and have become a quarterly occurrence.

An aggravating factor is that Chinese backed startups have poached our customers by underselling us. Demand for our biggest product lines have dropped in half, so the layoffs are becoming more intense.

Companies will always follow where the money is. Doesn't care if they lose talent and reliable people.

Remember when Humana was THE place to work in the Louisville area? Far from it now.

Doubt it would be this way if David Jones was still living or the current slate of 7-figure senior leaders lived in Louisville. A lawsuit based on the Tower’s pre-existing condition, STARS ratings in the toilet and company’s ever-shrinking hometown footprint … and it continues to be all rah-rah and rainbows from the top.

Packing boxes with bean soup won’t boost morale or change the sad truth we all endure everyday - the once mighty Humana is pretty much a sinking ship. Or at least one being primed for the highest bidder.

Glad my exit date is scheduled. It is definitely time to go.

I have NO idea who took this survey or who they asked, or how many people they even asked but...

Those Tell Dell results were pretty horrible and I highly doubt most people would ever "recomend" dell as a good company to work for. Maybe 10 years ago but absolutely not anymore.

TSMC's capacity will be freed up to China. This will help China to grow its own CPU and GPU chips and to eliminate Intel later.

https://futurism.com/microsoft-ceo-concerned-ai-destroy-company

Hows Apache doing in these interesting times?
Will APA dump the North Sea assets on BPs lap…and say See Yeah…
Is the Permian basin witnessing hard declines yet? Daily ESP failures…
Will Surinam deliver as promised or at substantially lower rates?

You define the future…

Company is so desperate for money that they are closing the Bethpage office Sept 22 to Sept 28, to rent out the parking lot for fan parking for the golf Ryder Cup.

Sad. There was a day when it would have never missed such a ranking over companies like Lowes, Bank of America, and Duke Energy.

ACN will be taking the whole it

Is that still the best option to continue with or are there any good alternatives?

Hilarious.

https://www.sdxcentral.com/analysis/the-5-firms-who-could-buy-intels-network-business/

Our Journey these past 6 years…

For those who started in 2019 and after, the firm was not this way. It ranked highly on Best Places to Work, JD Power for both client and associate satisfaction, etc. It was a place where qualifications, education, experience, and success mattered. Not your makeup at birth. It was a place where our MP didn’t get lost in creating grandiose corporate speak or buzzwords where she thinks eloquence means leadership - it doesn’t. You may not be responsible for this situation, you are not to blame but without you knowing it - you helped create it. It was a firm who took pride in the strong workforce it created.

A timeline of a cultural crisis:

2019:
January 1 - Penny becomes the 6 managing partner.
T1 - Ambitious goal setting starts on corporate and field representation on various societal, political, and cultural ideology important to her agenda. The word smithing goes into hyperdrive. The field become disenchanted with her verbiage on “our clients”. This becomes a lightening rod of contention with those who create the revenue versus those who decide to split it.
T2 - Same as above
T3 - Same as above
Penny earned $11.5 million in 2018. Her first year in 2019 as MD she received a modest increase in pay to $11.67 million.

2020: COVID

March 14th - home office associates are sent home.
March 20th - STL Business Journal publishes an article on Penny’s pick as Chief of Human Resources, Kristin Johnson. Titled “Life in Balance: Kristin Johnson runs hard at work and play”. This article lauds her zero experience in HR and how Kristin feels being an entry level c-suite executive to a new role adds confidence with those she leads and builds trust around the policy of the firm. This is a watershed mark in Penny placing mandates on hiring quotas for people unqualified for roles. Across the firm hiring requisitions are left open longer than 365 days to hit certain quotas.
March/April - Penny takes a page from 2009 and freezes wages. Only to repeal her decision a few weeks later as her public pay increase is published. Her pay raise is 25.7% to $14.7 million.
April - we have 473 general partners.
T3 - Penny, sensing continued dissatisfaction with field leadership and in line with her belief that a merit based decision process is cumbersome, invites all RLs into the GP population ballooning the number to over 700.
October an associate sends the following to Penny’s Page:
“Never have I felt so disconnected from the firm and where it seems to be headed. It's not COVID and working remotely. That part doesn't help to be sure, but it's more a divergence in mindset and philosophy. I've grown up feeling extremely aligned with the firm. The business was relatively simple, leadership was transparent, trustworthy and directional. It's not any one thing that's changed. It's all of it. And I think it's as you have described it - slowly and then suddenly. I would guess that as someone reads this, they will probably take it as affirmation that the firm is making the needed changes and that losing someone like me along the way is a necessary by-product. Might be true. But it's also precisely what I mean by what is changing at the firm. The firm I knew would have cared and truly wanted to bring everyone along. I feel like now, this might merely be an afterthought and the unfortunate but necessary exhaust fumes of a firm accelerating away from who it was.”

2021:
March - field attrition is spiking. Divisive rhetoric and policies are challenging the FA ethos “We’ll leave you alone as long as you run a sound, profitable, and ethical office”
March - industry news shares her pay is now $22.6 million and that Penny will start the $1.5 billion tech spend and buy a RIA.
Mid Year - her plans to buy an industrial bank starts to unravel.
Mid Year - yearly home office local events like Six Flags and Grants Farm are cancelled since HBAs are unable to attend.
T3- in addition to increased field attrition, home office veteran departures start to increase. Trimester bonuses start to decrease across the home office. A trend that is present today.

2022:
Billions in assets are hemorrhaging. FAs dissatisfied at the slowness of adoption is preventing them from evolving leave for other firms.
The uptick in GP departures increases. The political and DEI measures creates the liability and discrimination lawsuits that snowballs into 2025.
July 2 - Jennifer Marcontell leaves for Ameriprise
Penny makes certain FAs a partner to prevent their exodus.
Since 2022 to present the outflow of level 10s has never been this high.
Former partners go into competition with Edward Jones in creating their own firm.
2022 is the year that Penny decides internal talent are not suitable to her agenda. She hires David Chubak and others from outside of the industry and a few BDs.
The amount of capital balloons which, in turn, su-ks profit and preventing further investment back into the business.

2023:
The home office hiring spree with bloated salaries and sign on bonuses creates an overspend of the hiring budget by $20 million.

November 29 - An email is sent to all home office associates titled, “The Home Office Colleague Experience”. A 9 minute video where Penny wanted to give “timely updates around our work to improve the home office’s colleague experience”. A Mea Culpa was issued regarding the past few years and that Jennifer Kingston will prioritize both Total Rewards and morale while combating the dark cloud that became the climate. An extra vacation day was provided to all associates as the first step. Penny states that since July 2020, the firm had hired 2,700 new associates due to the past few years of attrition and new leaders trying to restructure their teams and departments because they did not understand the model they inherited. The loss of years of a culture and the brain trust of experience has created a vacuum especially with new leaders and associates trying to understand the Edward Jones ecosystem.

2024:
T1 - Penny says her husband is “afraid we’re going to run out of money during retirement”. Her 2024 total earnings get a 15.7% bump to $29 million.
T2 - The SFA feedback on the ELT is the lowest ever recorded. Weather then address it, and realizing the need to build out the UHNW area and over capitalized with GP capital. The plan for Enterprise Reimagined is hatched.
T3 - Offsourcing increases rapidly to India. Roughly 400 associates in service and operations are let go with the first set of severance packages. This marks the first time for EJ to offer severances other than to GPs.

2025:
T1 - Enterprise Reimagined is formally announced.
Attrition in the field increased to 6.4 from 5.3 one year prior.
New households drop 55% when compared to a year prior.
New assets slipped by 10% year over year.
Retirement plans and aging clients to blame. The collapse of various training departments among other areas of the firm has led to a decrease in coaching on business outcomes. Asset flows to competitors increases not due to aging but increase in fees, subpar FA service, lack of cross generational planning, and FA losses.
T2 - Enterprise Reimagine is formally launched. The next timeline begins for 2026 in sourcing and shoring and 2027 will wrap up ER with AI and automation. In 2028 the next MP will not be a MP but a CEO.

Penny’s Yearly Earnings Recap:
2019 = $11.7 million.
2020 = $14.7 million.
2021 = $22.6 million.
2022 = $21.4 million.
2023 = $25 million.
2024 = $29 million.
Total = $124,400,000.

Tip: if you have a company iPhone, I recommend that you associate it with your personal phone for 2FA before separation. You may need to get access to the account after your company phone number and email are disabled. I had some personal AirTags associated with it and it was a helluva job to regain control of them

Any news or rumors on RTO?