#culture

Are there more clinics closing in California? I called my local clinic and they said they were not taking new patients.

Optum Care? More like Optum Don't Care.

Personally, Cameron bringing in McKinsey will be his legacy and what he will be remembered for.

Someone got into his ear and he took some bad decisions.

Things feel different. Way more now since the WP closure.

Something feels very odd with WP folks. The upper management level seems fake and really trying to cover up something.

It’s just bad times right now.

Maybe someone with ba--s that reads this site can walk into Cameron’s office and bring him to reality of how things are. Well, I can at least pray!

The Oracle Doormat Principle is a term coined by former employees to describe a psychological state where individuals remain loyal to Oracle Corporation despite experiencing mistreatment, toxic work environments, or career stagnation.

Definition: It is likened to Stockholm Syndrome, where employees become emotionally attached to an organization that has abused them, often internalizing the company culture as a "family."
Causes: The principle suggests that prolonged exposure leads to low self-esteem, fear of change, and a paralysis to act in one's best interest, causing workers to accept pay cuts, benefit reductions, and abusive management without protest.
Criticism: Critics argue this behavior stems from low self-worth and prevents personal career growth, with some advising that if a work environment is bad, it rarely improves and employees should leave as soon as possible.
Context: The term gained traction on layoff discussion forums, often appearing alongside complaints about dry promotions (more workload for no financial upgrade) and perceived corporate cultures of fear.

People ask me where they should go to work, and I always tell them to go to work for whom they admire the most. It’s crazy to take little in-between jobs just because they look good on your resume. That’s like saving s-x for old age. Do what you love and work for whom you admire the most, and you’ve given yourself the best chance in life you can.

This year so far was really hard. The workload, the uncertainty, the layoffs, and all the other changes made sure of that. I keep wondering if the second half of the year could actually be worse. Is that possible? Or have we hit the bottom and things will get better? I truly don't know.

I left eight months ago. The top brass don't know what they're doing. If you're not near retirement, staying at T doesn't make any sense.

I see a ton of new positions being posted.

Is this for real?

They keep telling me we are not hiring.

M@rk, Kev, and Sean,

You can go to all the conferences and spin the story how you want, but it is not working. Results speak louder than spin. Investors are not buying it.

The Wall Street Journal evaluates how leading US corps stack up in 6 areas: AI readiness, innovation, talent readiness, financial fitness, resilience and agility.

Wells Fargo ranks #187 overall with an Overall Score of 52.3, putting it above the bank-sector average of 48.7 but outside the top quartile of the full 500-company universe. The positive surprise is AI Rank #16 and Innovation Rank #66, both strong for a traditional bank. That is not a trivial finding: among large banks, Wells Fargo screens as more forward-positioned on digital and AI-related readiness than its overall rank implies.

The problem is execution culture and adaptability. Wells ranks #386 in Talent Readiness and #453 in Agility, which are severe offsets. The data reads Wells Fargo as a bank with meaningful technology potential but weak organizational velocity. Strategically, that creates a familiar incumbent-bank problem: digital investment is necessary, but not sufficient, if employee systems, operating model, and institutional agility remain behind the curve.

Source:
https://www.wsj.com/rankings/best-companies-for-the-future/full-rankings-2026

It’s sad to say, but we’re back to where we started when JD was here. The environment is toxic, the directors are promoted by their friends who are at the top. The vibe around campus is depressing and we have no new innovations. Marketing is just throwing celebrities in Ads - with slogans written by 12 year olds. What happened to ‘getting back to sport’? Step foot out of Oregon and you’ll see people don’t give an f about Nike.

What’s everyone’s take on the demotions that are coming? We did have a bit of title inflation, but this project seems drastic. Some people are taking a huge hit to their title and external resume value.

I really think leadership is massively underestimating the morale impact of this project. Bain is demonstrating that they don’t understand our industry in doing this.

Because that always worked out for others, right? Id--ts. We're being "led" by id--ts.

Hello
How is the RTO policy now ? Asking for a friend. I heard like a month back the the new CEO don't care much about coming to office and many ppl stopped coming to office as less as once a month?

Do they collaborate well or do they have pointy elbows?

Anyone seen this on Workday under your Overview section? Did they send out any emails that I may have missed?

Says it’s not mandatory but “encouraged.” Translation: do it anyway

Good bye! technical roles, all Sales needs is CircuIT to review the designs! No more pesky conversations with that architect. It's not like the solution needs to work anyway, that's the customers problem after purchase.

Disgraceful!!! Please do the dignified thing and RESIGN as soon as possible!!! Get your severance package and leave the premises...........

Well we can hate Dan but one thing he did good is to get rid of the Mafia like Russo, Cox and VPs under them. It needs to be cleaned up and ofcourse Sampath who literally destroyed VZ causing all the churn. I hope now he get rid of useless GN&T VPs and AVPs that keep posting on linked that are all lies.
Dan may not be the greatest guy but him breaking the mafia culture is something we all should appreciate!!! Hans failed at that

What a waste. Millions and millions of dollars. Same issues, thousands of incidents. Thanks tech leaders. Your message of automation for the issues vs root cause is ridiculous.
Also - what again is sre embedded doing vs asking for status of incidents?
From what I hear their leaders have told them to wait as they have no idea what to do either.
This reorganization is yet to make sense. Fast but no clear direction for teams.
Also, AB seems like a real di-k.

Synopsys has become increasingly disorganized and demotivating, and I've made a decision: I'm doing what I need to do to get through the day while actively job searching.

The culture, growth opportunities, and meaningful work that drew me here have slowly faded. I used to be so proud to work there — now I can barely recognize that version of myself. The constant lack of direction and poor leadership has completely drained me, and I know I'm not alone in feeling this way.

This is against my work ethic, but I have nothing left to give. So I'm shifting focus — targeting my search, prepping for interviews, and slowly disconnecting. Anyone else taking this approach?

Lately I’m seeing H1B visa holders are pulling their unqualified spouses via H4 visas and also pulling OPT visas.
Where they are layoffs locals and our children’s are stressed with unknown future.
GM offices looks like Indian call centers.
How can we stop this ?
Looks like a serious issue everywhere!!

Does anyone know how much John Stankey’s new Range Rover costs? While people are getting cut you can be sure this guy won’t be on the layoff list and will indulge himself in the best luxuries available in Highland Park.

Must say...so many layoffs came and went....there are cosmetic layoff's in his empire but nothing significant. All his directs are still there. It can't be his or his directs' performance..none of them have any kind of pedigree in real data work. The whole thing is a house built on cards that will collapse when there is a proper regulatory exam under a proper administration.
Tim Ryan must be one helluva godfather

So the legal lady comes in to clean up the mess after CG doesn't "do the right thing." But the whole function is worse than ever. What gives? Where is the talent brains and skill in the org spending all this $$$? Are we really going to win this way?

Does anyone know if they have removed spotlights? I haven’t received any for a while which is not normal for me.

Ole Danny boy is quickly becoming the laughing stock among tech leaders because he’s so over his head about AI. He thinks he’s a leader in the space, and it’s hilarious to read commentaries, feedback, opinions about him that point out his misguided beliefs and his totally wrong view of AI. It’s honestly embarrassing and I know the C-Suite in several large corporations and sitting back building war chests to buy out parts of Verizon once he fully flops and drives the company to its knees. I meet with C-Suite level in multiple companies through consulting contracts, and I can tell you 100% that Dan is the punchline of the joke, but he’s too arrogant and/or stupid to see it.

How low can it go further? Pulse survey at this time?

It was to go RTO full time.
You cannot go half a decade and blow it up like that.
It’s a cauldron of bad mojo and stupidity sprinkled with greed.
Bad corporate decision made my dei and fools.

On its way Monday 15th June. Let’s all tell Jenny & Rahuuul what a brilliant job they’re doing with their world-class company. Nah, just mention ‘any chance of a pay rise’ in very comment box and advise any potential new joiners to run a mile!!

Go fu-k yourself.

So leadership has changed but the new CISO is someone who just can't stop talking. Sheesh...

These meetings feel like nothing more than propaganda and further attempts to indoctrinate the feeble minded.

What are they for nowadays? To belittle us some more and then give us no raises? It’s basically what they did. Everything is urgent in this bank except employee recognition and salary increases.

I’ve never seen so many coworkers checked out at the same time. After the way this year’s gone, it’s hard to feel supported, valued, or even wanted here. People aren’t talking about growing with the company anymore, all they’re doing these days is comparing job postings.

Why is it always the older, experienced, and high performing employees are shown the door? We have plenty of those who do nothing all day and yet they stay. Why? How come that keeps happening?

Content and technology company Thomson Reuters faces a shareholder vote at its annual meeting on Wednesday over its U.S. government contracts for services that some investors and employees say may help power the Trump administration’s crackdown on undocumented immigrants.

https://www.reuters.com/legal/legalindustry/thomson-reuters-faces-shareholder-vote-over-ice-contracts-2026-06-10/

Or can it be considered a done deal by now?

A long time well respected veteran retiring ...an unqualified minion chosen = disaster waiting to happen

Normally people 'stick' w/ company max seven years. It is rare to see the majority of them with ONE company for more than 30+ years! It always makes me wonder how 'relevant' they are compared to outside work force. First time I have seen/witness a company with many veterans. Back in the old days, it was bad/negative if resume shows "job hopping" , or working for name brand established companies. This generation is looking for 'fresh ideas' 'out of the box' ...Who moved my cheese

A single capable person? If there is, who is it?