#company

How Trump's 'crony capitalism' has shaken up U.S. business https://www.npr.org/2025/12/22/nx-s1-5639916/trump-crony-capitalism-free-market

Title says it all. Will be announced today

That’s Verizon in a nutshell. After everything that happened this year, I don’t know a single person who’s not desperately looking for a new job.

Have a buddy starting there as a college hire

Does mondelez have a website to report empty shelves? I want to take pics in my area and send them somewhere to get people in trouble.

Is anyone else's weekly shift changing to a rotating by the week? Is this company wide?

Well done leadership, really good stuff, keep it up.

https://ir.nasdaq.com/news-releases/news-release-details/annual-changes-nasdaq-100-indexr-2

Xerox and Lexmark Secure Majority of $385 Million of USGPO Contracts in 2025. (Google this)

To my colleagues here who like me are going through the perpetual misery that is employment with PepsiCo - at least for the next week or so - give yourself a mental and emotional break. I am working most of this and next week excepting for Xmas and New Years but save for those days - I want nothing to do with company. We all know this is one of if not the most incompetently run major corporations in the world but that is on the clowns who run this place. Not us. Thanks to everyone for providing a safe space to vent. Wishing everyone a happy holiday and prosperous new year with - hopefully- a new addition to your resume in 2026.

Don't forget! Don't end up on the naughty list

I noticed an opening in this department. Does anyone have experience or know anything about working for this department? Do they use Verint? Do they micromanage the heck out of you? I presently work for Humana , just trying to get away from the horrible management I have presently.

What happened with the coin toss? People are saying it was botched but I didn’t see anything that indicated it went poorly? In a strange video she said she trained for the coin toss….and I don’t think she was joking. Lastly, it has been reported that PP was crying a lot signing the new partnership agreement - is that true?

Was told that sperry Rotors and casing is shutting down both at the ends of December . Terrible timing but I guess they want to start 2026 with cleaner books.

If you could pick the next CEO, who would it be?

Layoffs resume 1/6/26.

From what I see, Juniper’s leadership team looks sharper than HPE’s. Antonio hasn’t really stood out to me. HPE has more women in senior roles and quite a few European executives, it almost feels like a European company.

Salesforce message - hang on, we're almost there - like we are under construction or something - great impression on the customer. I have customers saying, what is that on your tablet - why is that screen flashing and saying that message. How long will this take. Is your tablet suppose to do that. Is this what I can expect from your company.
So what's amazing about salesforce that I think no one in management realizes is that you created a problem that never existed. Yup. You sure did. Good job slackers. You finally did something. You took an ordering / activation system - Opus, which worked pretty good, and ran it into the ground. Now that takes talent. You took a system in which one could activate a line of service, or order a product, and you added 5 minutes of latency and redundancy in which one will log in to another application - aka - Salesforce or covid as we call it, and watch the screens jump, flash and there is nothing you can do. But hey, there is purpose in this. Yes, purpose. This was done to destroy the company, this much we know.

The new CEO, now in the role about 18 months, has a more down to earth style than Greed. He came in with lots of fanfare on transparency & to right the ship. Assets & Clients continue to bleed at record numbers & more is in the hopper. Employee sentiment is negative and many are - not feel - are - overworked and underpaid.

New revenue enhancers like managed accounts in group plan are non existent and the corporation is still an operational mess w/weak leaders overseeing sales & operations. Sales are down and automation upgrades cu-m at a snails pace.

PR wise, company is still taking it on the chin w/no real plan in place to boost public review sentiment.

One bright are the Lipper awards but company can't find a way to get this news in front of clients. On the dark side, CITs are not used & the investment line up changes every Haley's commet.

Website hasn't been updated in yrs, and AI and Omni channel communications w/clients is well behind competitors. Team CX really does Sucx.

Disastrous exit from Truspire, and fire sales of two property gems like 320 Park & 1150 Broken Sound were the only thing preventing NY DFS from some type of takeover and helping replenish the $500M in lost surplus since the Pandemic.

Rating Agencies have lowered ratings and lawsuits against former employees in an attempt to protect the bizness have been distractions and embarrassing.

The CEO ran on transparency and even in first public statements when Rich asked Janoffseky what surprised her the most, she went on the record and said "lack of transparency"

Board is invisible and old while being out of touch.

After 18 months, our grade is: D- (2 Star Rating) time for a performance improvement plan for him and his lackeys.

It still hurts to see a decade of work stolen. I realized too late that I was hired to do the heavy lifting for others who took advantage of me. (Those who are adept at managing up but made little contributions.) The real disappointment was to see former co-workers who passed off my work as their own because of their lack of competency just to survive the ranking. If they go that then have the decency to acknowledge me when they published or present my work.

Yeah, I know some people only show up for the paycheck. But if you care about these things, then don’t work here.

Many of the changes that are made are planned 12 years in advance. They are broken into smaller runs that lead up to the final piece. Instead of making everyone fear their jobs wondering who will get the ax next and creating an unsettling environment, why don't they just make those plans public? It would give people an idea of whether they should apply for a job and how long they should be in their job. Morale would improve I would think because people wouldn't be whispering wondering who will go next. I have worked in both environments here where people knew well in advance their job was ending and when and where people thought it might end looking at signs but they were unsure. The environment where people knew well in advance was not very stressful. A few people left early but most stayed until the end then moved to other departments or retired or went to another company. There was no bitterness, nothing negative really. It was very stressful where the people didn't know. I accidentally found out one person's job was going and they turned down early retirement. I wanted so much to tell them they should take it but I couldn't. It would also be nice to see what the company is planning across the globe in the future. The information is out there. Why not be transparent and share it?

I had two stints at BNY. My first time around, I worked 25 years. Got laid off shortly before COVID set in. Got hired back a couple years later and worked there for another 5 years in a WFH role. I was let go again about two months ago. Let's give a shout out to Jamie Dimon and his thoughts on WFH from JP Morgan Chase as he set the standard for the rest of the banks to follow. Thanks for nothing, Jamie.

I always got good reviews. Never called in sick. Worked OT when asked. Always put my best foot forward for the organization. I cared about what I did, in both stints with the company. I always took a lot of pride in my work and always accepted the consequences of my actions. I swore like a sailor, but I worked my a-s off for each and every person I worked for as I realized my performance was a reflection on them.

I had a lot of ups and a lot of downs working there. I made it as high as a VP. In my return role, I didn't want to deal with reviews and personnel issues. I just wanted to be an average Joe and enjoyed that role. People may not have accepted that after being laid off the first time around. Didn't bother me at all. I needed the work, and they offered me a job, and I was happy to take it. Especially being able to do it from the confines of my own house.

I can thank the company for a lot of things. I own my house. My salary was never exorbitant but as the years passed, I didn't live paycheck to paycheck. I managed my personal money wisely, choose a wise investment professional to handle it, and are now realizing the fruits of that decision. Never went heavily into debt. Never bought a second home. Been married to the same wonderful woman for 35 years. I have to thank BNY for a lot of what I accomplished, both with my career and with my own personal livelihood. Without BNY, it would have been a real struggle, so I have much to thank them for my success, though admittedly the success was derived from my own personal hard work.

When I was laid off in November, I went into a panic. But after analyzing everything, they probably did me a favor in letting me go. I knew eventually they'd let me go. Heck, they did it once before and it was just a matter of time that they would do it again. It didn't come as a shock or a surprise at all when it happened. Was I upset? Of course. However, I always knew the business didn't have any loyalty to me. They beg for you to WFH because a pandemic ki-led thousands of people. Once the pandemic was gone, senior management had to "reassert their control" and banish WFH people. Again, we can thank Mr. Dimon for instilling that mindset for the entire industry.

The managers that hired me back didn't want me to get laid off. I got a good review in the fall and recently got my Xmas gift card and five RSU shares in my Fidelity Account. So, contrary to what I read on this forum, the really bad stuff like that didn't happen to me. My former manager helped me with all that and got me the contacts to confirm it would happen. Always good to leave any business on a good note (more on that below).

The first part of my career, I didn't play politics and as a result, I was never moved into a more senior role. I was outspoken and critical of many things. Sometimes, I was wrong but most of the time, I was correct with my decisions. I wasn't perfect but people respected me. The second part of my career, I just tried to lay low in the weeds and I succeeded in doing that for five more years. As an old timer, I got lots of questions about things that happened in the past. I always had a good memory and did the best I could to problem solve issues. At a minimum, if I couldn't solve a problem, I always knew who I could ask if other old timers were still kicking around. Networking and just knowing things made me important in my second career.

When I look back, most of the poor decisions don't come from middle management. The poor decisions are those imposed by senior managers who pass down those decisions to middle management without opposition. The biggest problem with the organization is that too many outsiders, from different organizations (JP Morgan, Northern Trust, Goldman Sachs, etc.), are hired to make the important decisions. The business doesn't grow people from within, far from it. That aspect of the operation has been dead for a long time. That isn't good because the people making the key decisions have not the faintest idea about the culture, which is also now dead and needs to be rebuilt. Internal processes and systems are never phased out. Things have not gotten better because the senior managers are consistently turning over to new people, again brought in from the outside. Senior manager turnover is almost like changing your underwear on a daily basis. They come and go, constantly. Until that process comes to an end and the right people are put in charge, particularly insiders that know the business and are capable of making the right decisions, it will continue to be a painful uphill battle for BNY and its employees. If you like watching NFL Football, BNY is akin to the Kansas City Chiefs. They are old, hard to watch, and are falling apart. That's BNY. They might have Kelce and Swift as a side show, but that combination isn't doing anything to help the team win on the grid iron.

The senior managers reliance on fully utilizing offshore teams (Pune in particular) is also ki-ling the business. The people in India are good folks. But their mindset has never changed since their inception in the early 2000's. Most of them cannot make a decision unless a formal written procedure is staring them in the face. If confronted with a problem outside of the norm, you might as well break out a pen and start inscribing losses to the business as the consequences of their actions has been repeated, over and over again. When are they actually going to hire people that know what they are doing and understand the lingo of the business?

Finally, I just have one more thing to say about WFH. I did it for five years. Never took advantage of it. Worked my a-s off and did the best I could because it was a privilege to be doing it. However, the company is stupid in just throwing that aspect of the operation away. If you have a reliable work force that works outside of the four walls, you have many advantages.

You have a much wider spectrum of employees to choose from, not just the home offices and cities that currently exist. You can hire anyone across the country to do the work if they are properly trained or responsible like yours truly.

Having people work from home should save the business with expenses and increase profits. Why is the company renting space for people to work at? Paper? Electricity? Printing? All costs that are unnecessary. And, above all, time. Eliminating the commute is eliminating stress. Your employees are in a better state of mind. A happier work force will be much more productive. Somehow or another, none of this resonates with BNY senior management or for that matter, any of the other banks in the United States. This 20th Century logic needs to be put out to pasture. BNY is not thinking like a 21st Century entity, at all.

Hate to say it, but if people worked from home, you wouldn't have to pay them as much as people coming into the office. If you want to save money, make that a standard. You can use the excuse that you're not putting money into your car for upkeep or gas. I realize that probably won't sit well with people on this forum, but you have to take the good with the bad. If that's the alternative to coming into an office, I'm sure lots of people would do that.

Just want to say one final thing before I close this post. In my tenure at the bank, I was brought back to work a second time. I didn't make enemies when I left the first time around, and I didn't make enemies this last time around. To me, it's always important to leave on a good note. I would consider working there again, but doubtful that will happen as I don't live near any of the offices. I can say that I've been told my former work area is in a shambles, and it's likely to worsen over the coming months. My best wishes to everyone trudging their way through the mess...best of luck and happy holidays.

I mean does it s*ck really bad?

Or does it s*ck really, really, really, really, really, really, really, really, really, really, really, really, really, really, really, really, really, really, really, really, really, really, really, really, really, really, really, really, really, bad??

This is the worst company I’ve ever worked for. How this is an established business and not a start up is beyond my understanding.

https://twou-production.nyc3.digitaloceanspaces.com/media/documents/Final_2U_2023_Transparency_and_Outcomes_Report.pdf

Anyone have any inside scoop? It does impact long term employees.

https://www.asugsvsummit.com/video/the-magic-of-thinking-big-reaching-edtechs-massive-market-cap-potential-with-chip-paucek

https://www.sec.gov/Archives/edgar/data/1288847/000128884725000177/fivn-20250729.htm

Now sale will only need to be approved by a implement majority, not 2/3rds that doomed Zoom’s $15B takeover bid

Removal of Supermajority Vote Threshold
Since its initial public offering, the Company has maintained a voting threshold in its Certificate of Incorporation of at least sixty-six and two-thirds percent (66 2/3%) in voting power of the stock of the Company for (i) amendments, alternations, changes or repeals, or adopting provisions inconsistent with, certain sections of the Company’s Certificate of Incorporation, and (ii) amendments, alterations, changes or repeals of the Company’s Bylaws (the “Supermajority Vote Threshold”). While the Board believes that the Company’s stockholders have benefited from having the Supermajority Vote Threshold, the Board determined on July 29, 2025 that it is advisable and in the best interests of the Company and its stockholders to remove the Supermajority Vote Threshold.
The Board intends to approve and recommend to the Company’s stockholders at the 2026 Annual Meeting an amendment to the Company’s Certificate of Incorporation to replace the Supermajority Vote Threshold with a majority vote threshold, effective at the conclusion of the 2027 Annual Meeting.

After working for this company for over 30 years. I plan to have a lot of FAMILY time during this period.
I sacrificed valuable time just like many others and in return what did we get? Dancing Dan, what a joke he is. You'll soon find out.

If leadership is planning massive layoffs, which they are, this would be a good way to start. I’d take it without a second thought, and I imagine plenty of others would too.

what is latest head count at dell now?

If possible breakup will help?

https://www.dol.gov/newsroom/releases/osec/osec20250919

I never realized how evil this company was but I just spent all morning reading this board and it all makes sense

https://www-cnbc-com.cdn.ampproject.org/c/s/www.cnbc.com/amp/2025/12/19/unitedhealth-group-results-independent-audit-investigation.html

First, I want to acknowledge that I am grateful to currently be employed at HCSC, especially given the broader economic climate. That said, as a 25+ year employee, this is the first year I can recall not receiving any form of holiday acknowledgment. In past years, this has included something modest, such as a small gift card or approval for a team lunch.

This year, there was no recognition at all. I’ve heard that some departments may have still had small lunches or gift cards, so I’m curious whether this reflects broader financial constraints, departmental differences, or if others have had a similar experience.

Fido has made it clear it will not go the extra mile for employees. Acting accordingly seems fair.

It’s clear that merit increases are less now for remote workers than onsite, but anyone know for sure about bonuses?

Has anyone heard anything about Q1 layoffs?

I was told WF doesn’t give promotions. Any truth to this? I have been here for 1 year and was hoping to get a title change.