Below are all the posts — topics as well as replies — that mention the hashtag #culture.
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MN is such a great guy who cares so much about us all! His genuine concern for us all is absolutely heartwarming. I just want to say to MN that we all care for him as much as he cares for us and we want to send the same message to him that he send to us every day:
🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕
at our next quarterly update from senior Leadership, many of us are very concerned and we would like updates for these areeas:
~$50-$100M underfunding of our db plan. What is the strategy for paying this off
~how much is the health care premiums going up & will the 401k match be cut. Any layoffs planned before X-Mas ?
Mr Rich and Ms Favors, along with Kristine Janofskey, we'd like updates with all of this.
This is long but details how AT&T used to be a leader in taking care of employees and now it is a leader in treating them as disposable “assets”.
Worth a read
https://www.businessinsider.com/workplace-loyalty-corporate-america-dysfunction-employers-employees-att-jobs-2025-9
As the dust settles on this cluster fu-k of a reorg, I can’t help but think back to Agile. Remember when that was going to save everything? And how performative people proclaimed its benefits, even if it was just a “mindset”? And yet - when was the last time anyone even mentioned it.
And now, the same LT that forced that down our throat with the delusional thinking of how it would save us, are trying proclaiming ENGINE as the next savior. The emperor has no clothes kids. Time to let them know.
It's become so clear from this forum that we all hate each other and cannot agree to collectively take action on anything.
This place has become so miserable over the last few years I'm actively rooting for Juan to announce the end of remote at this point so we all suffer.
Lately I have been seeing ads talking about Edward Jones' midwestern values and St. Louis roots. This may have been true for a century. Since Penny took over as managing partner she has laid off St. Louisans in the home office and sent their positions overseas to India. Why does Penny not publicly advertise this? Instead the narrative is about Americana and American values. I guess when Penny promotes Edward Jones' midwestern values she is talking about our home based associates in Bhopal, India (you read that right, India, not Indiana, midwestern India). I wonder our American clients would feel if they knew their financial and personal information was being accessed by people in a third world country. Penny, just tell the truth. The whole truth. Penny, you took over a sleek yacht and in a few short years have turned it into the SS Minnow.
Who else is “glad to be here”? Has it came to your refinery yet?
Speaking from my experience: Ansys is an old giant with employees that have been around since the beginning with no desire to leave. What do these employees do? Not much. These 'experts' have enjoyed a really comfortable job for decades, while blocking the careers of younger talent. A decent paycheck with health insurance keeps a lot of these boomers secure. They are not current with new tech and tools, but still hold power in decisions. If there is anything positive that can come from these layoffs would be a purge of these folk.
If you’re young and ambitious, take this as a warning: don’t spend your energy here. This place will grind you down until you’re too tired to care. Go build your skills somewhere that actually sees your worth.
Legal Risks That Arise From Allstate’s Corporate Culture
A Review Based on Employee Reports from TheLayoff.com
Overview of Allstate’s reputation and employee concerns
Toxic Workplace Allegations
Reports of fear-based management and favoritism
Potential legal exposure: hostile work environment claims, preferential treatment based on race
Retaliation Culture
Employees fear speaking out due to retaliation
Legal risk: whistleblower protection violations
Harassment Incidents
Allegations of s-xual harassment by senior staff
Legal risk: Title VII violations and liability for negligent supervision
Discriminatory Layoffs
Claims of targeting older or higher-paid employees
Legal risk: age discrimination under ADEA
AI-Driven Terminations
Pressure to adopt AI or face termination
Legal risk: wrongful termination and ADA violations if accommodations are ignored
Surveillance and Monitoring
Reports of excessive employee monitoring
Legal risk: invasion of privacy and potential labor law violations
Inconsistent Leadership
Frequent strategic pivots and unclear direction
Legal risk: constructive dismissal claims due to unstable work conditions
Morale and Mental Health
Culture described as demoralizing and chaotic
Legal risk: failure to provide a psychologically safe workplace
Lack of Transparency
Employees report being misled about job security
Legal risk: breach of implied contract or promissory estoppel
Unfair Performance Metrics
Unrealistic expectations and punitive evaluations
Legal risk: discrimination if metrics disproportionately affect protected groups
Agency Closures
Threats to close agencies for missing quotas
Legal risk: breach of franchise or employment agreements
Nepotism and Favoritism
Reports of promotions based on favoritism
Legal risk: discrimination and unfair labor practices
Misuse of Funds
Lavish spending on events amid layoffs
Legal risk: shareholder lawsuits for mismanagement
Slide 16: Lack of Due Process
Sudden terminations with little explanation
Legal risk: wrongful termination and lack of procedural fairness
Reskilling Deception
Employees retrained for roles that don’t exist
Legal risk: fraud or misrepresentation claims
CHRO Cost-Cutting Strategy
$4B savings plan linked to aggressive layoffs
Legal risk: class action suits for discriminatory downsizing
Cultural Breakdown
Engaged employees leaving first; apathy remains
Legal risk: systemic failure to retain talent and meet fiduciary duties
Conclusion and Recommendations
Summary of risks
Recommendations: culture audit, legal review, ethics training, and leadership accountability
I suggest if you stumble across this site, you avoid this company like the plague.
They have proven themselves by their track record as being unAmerican and non patriotic to this country’s American citizen workforce.
Spread the word and tell your friends and family.
For years Nike has been in the habit of re-orging to a new formation, then clamping down on hiring so the vision is never fully resourced or executed. When the results don’t meet expectations, they respond with another re-org, leaving teams in a constant spin cycle of change. It’s hard to bring your best innovative thinking when you’re just trying to figure out WTF is going on.
Credit: @e8+1k66ft7cz
I gave it a chance and tried going to the office in Bratislava 5 days a week. My assessment is that it is a total waste of time and money, since most of my colleagues are in the USA, I just sit among strangers. Zero collaboration, zero added value for the company. As a person from the IT environment, I receive offers for remote or hybrid, it is probably time to reflect on them and leave. Life is too short to fulfill the wet dreams of outdated management.
In regards to return to office, if TIAA truly valued their employees, they would be willing to work with them to come up with solutions for remote/flex/return to office profiles rather than sticking everyone in the same box and saying one way works for everyone. About 25 years ago Google pretty much invented the unique office model with free snacks, flex work spaces like pods with bean bag chairs, phone booths, and foosball and billiard tables and for some reason TIAA thinks this is some cool unique idea that will draw people back to the office. As usual, TIAA is about 30 years behind the rest of the world and they will continue to bleed good talent as a result
Employees on the private Facebook groups are talking about doing it in rememberance.
To whom it concerns.. You know who you are.
Please stop making this about remote work. It really makes me want to swear when I hear some little smug punk say "ten toes down" as if to imply that people who have concerns over the new RTO mandate are simply unmotivated or, dare I say, LAZY. It is such an insult to people who aren't career employees, who aren't interested in being in the club, or who aren't in our vendor's pockets.
Remember that famous, yet misquoted statement from Marie Antoinette? "Let them eat cake".. Now, she didn't actually say that but the spirit is there. If you don't have any water, stop complaining and just drink wine. If you want to work at AT&T, stop complaining and come into the office 5x9. So, some people complained about RTO. Instead of asking why, leadership has made resistance a terminatable offense. But, do you ask why we are resisting? While you sit on the executive floors, many have to fight for spaces. We have to fight for parking. We have to endure inane conversations, i mean 'collaboration' about how bad Dallas is playing or how terrible/great presence tracking and RTO are. What have you done to make RTO something we can get behind?
We are a company drowning in debt. We are in negative growth. Our employees hate the company. Our culture is dead, and, oh yeah, we have to come into an office in an environment where we are forced to fend for ourselves like a bunch of lemurs looking for a little patch of grass only so we can pop up our collective heads every time someone new enters the jungle. You call that progress and you label these jungles, "collaboration zones". They are not. You are the bosses living in the penthouse, completely blind to the struggles of the people in steerage. Did it ever occur to you that this is the part of RTO that makes us uneasy? Give me a cube with a docking station, a couple monitors, my own keyboard and mouse, a phone, maybe pictures of my family and some cute little desk tchotchkes that make me feel like I'm a person with freedom and the respect of my leaders instead of being in a prison cafeteria. You think you get it but you don't. I don't mind driving an hour to get to work but it would sure be nice to know that my company gave a darn about my experience once I get there.
If you're still reading, here's a thought. There's this huge building with AT&T plastered all over the place. Its got a ton of space that's mostly used on weekends so it probably sits empty m-f. I think there may be people who work their but I think its fairly well understood that they are pretty terrible at their jobs. Clearly RTO doesn't equate to job performance. Anyway, maybe y'all can think about selling that eyesore to someone else and maybe we can use that money to, oh, I don't know, improve the working conditions for your people who are actually trying to be successful?
Just something to think about..
heard this same story a few times now. A buddy in Digital said they told mgrs about hospital stuff, got promised support, but when cuts came the scoring didn’t take anything in to account. And in BRG, some chatter sounded the same. Then there was a yammer post too, almost word for word. feels like ADA is just surface decoration here, looks good on paper but doesn’t change how people get treated. anyone else seen it. wouldn’t be first time bp gave support in name only?
Yes, last week su-ked. And like you, I’m nervous about what’s to come. But let’s not kid ourselves or rewrite history. When the pandemic hit, this company didn’t toss us aside while the economy melted down. We kept our jobs. Some of us even got cash bonuses for basically existing. The same leadership you’re busy demonizing today signed off on that. Funny how that part gets left out.
Now it’s fashionable to cry about the CEO’s salary. Really? You likely knew this was a multi-billion-dollar health insurer with a millionaire CEO at the helm when you accepted your job offer - or when you CHOSE to keep working here week after week. Just like it doesn’t stop you from filling your cart with garbage on Amazon, or ordering overpriced coffee from Starbucks - who, by the way, laid off 900 people last week. Yet, I doubt anyone is forfeiting their Starbucks Rewards in protest. Outrage when it’s convenient isn’t principle, it’s hypocrisy. If empty outrage paid the bills, many in this forum would also be millionaires by now.
And here’s the part nobody likes to admit: nobody is chained to a desk here. The front doors aren’t locked. The exit signs glow for a reason. If this company or corporate America offends your conscience so badly, go build your own empire. Put your brilliance to work. But don’t pretend that bi--hing and moaning are unique skillsets. They aren’t. Babies are born crying. Sadly, some toddlers never grow out of it – then get jobs at this company.
The reality is simple. This company has tens of thousands of employees. Only a handful were let go, it seems. If every single chronic complainer in this forum quit tomorrow, the company would replace them and keep moving. No strategy would collapse. No customer would notice. The machine doesn’t need you (or me) - or anything you have to offer - to keep turning. You are not special. Whining here for validation from other whiny anonymous nonspecials is just sad. And if that feels harsh, it’s because deep down, you already know it’s true.
My heart goes out to anyone whose job was impacted and anyone still worrying - especially those who looked here for answers only to wade through the rantings of people who shouldn’t be part of this workforce, or any other. Good luck!
I took a look at the layoff boards for other banks. They've been complaining about the same things we do about RTO. It's not just us.
Does anyone else find hobbies and interests freeing? Almost like an escape from the weight of work? I’ve noticed how important it is to have something that feels like yours outside of all this. What are your favorites — the things that give you a break from the noise?
If we all band together and collectively don’t follow the 8 hours in office, it’ll create so much extra work for mangers, hr, etc. The documented discussions, write ups, pips, involving HR.
They are already extremely tired of hearing and talking about RTO.
I’m not saying don’t go in at all or coffee badge. Get your 3/4 days in and stay 4-6 hours. But don’t do anymore. Show them that we are willing to go in and put our time in but not for 8 hours.
There is no uhg office in the city next to where I live. We have two optum medical clinics which are very small. I don’t even see a uhg/uhc building anywhere on maps. Is there a way internally or otherwise to look up an “office” and what that even is defined by? (I am not in MN or DC, but wondered how this looks in other states).
Its clear to see with how easy people are jumping to conclusions just how broken this company is. Constantly having to wonder will you be next. Dreading announcements, dreading town halls - its a slow, exhausting and emotional mental game. This company has lost the ability all together to value employees, make them feel appreciated for their contributions. There is no trust. Understand a corporation doesnt owe anyone loyalty but a hint of transparency would be nice. Instead of a message that promotes a long, fulfilling career that will provide you growth opportunity and purpose. As if the fact that the constant eroding of personnel doesnt impact us left both professionally and personally. We shoulder more work while inherting more risk our time will soon be up.
I'd say "hopefully HR is taking note"; except HR doesnt give a s#it about Canadian workers or Imperial Oil.
Sad what this company has become.
This current commercial running is so hilarious. It’s like Dell has anything to do with AI! Face it folks this is a hardware platform PC on antiquated Windows OS LOL😂
I truly think Headquarters should be moved to Richardson. As long as HQ is in Chicago, the “Chicago Way of Doing Things” will continue to prevail over our company culture. Talking a good game, but not really looking out for our members… giving in to political pressure over doing what’s right…. Looking good is more important than being good…
Our company has been in a downward spiral ever since PHH said we were ‘in it to win it’ in regards to the healthcare exchange after the Affordable Healthcare Act was passed. I appreciated her vision and that of Paula after her, but HCSC did not move quickly enough to modernize our systems, too many decision makers stifled and snuffed out true innovation. Projects and great ideas get stalled in committee to this day. We are wanting to grow grow grow, but we aren’t insightful enough to truly be ready for the growth. HCSC employees do our best but we can’t work round the clock, 365 days a year. Dedication cannot overcome lack of true leadership from the top.
I’m proud of every employee that has stayed the course. Our members deserve our best, and I see if from my fellow employees and our direct management every day.
I admit I'm old and not familiar with a lot of"slang" so I looked up 10 toes... here's what I found "slang for being fully loyal, and grounded in a belief, cause, or person". I could have sworn the message from Stinkeye was he didn't want loyalty (either given or expected) he wanted commitment? Am I missing something 😕
I left ATT in 2020 after 28 years. It wasn't my first choice at that time, but I had an existing side gig that quickly became a full-time job. I sold that business and officially retired from the workforce in June 2025. This led to several necessary interactions with ATT. Those interactions went fairly well. I have been out of pocket for 5 years, and there is a burning question, WHEN did ATT hire all of these whiners? Maybe the better questions are HOW and WHY? Are they unable to recognize obvious character flaws during their hiring and vetting? A common takeaway from the posts on this forum is a complete lack of personal responsibility for the position in which you find yourselves, and that you want someone else to fix it for you. I have a tip for you that you should have learned when you were 12 years old. The position in which you find yourself today is but a stepping stone to the position you could be in tomorrow. Prepare yourselves. Mama and daddy aren't going to make things all better.
It’s 535am where I am. I woke up in a good mood and a friend asked me about a work get together that is happening in Feb. I’m somewhat newer at the company. The gathering would require staying with co-workers in a winter cabin for 2-3 days. Having been burned, mistreated, abused, dumped on and sabotaged for so many years at Oracle, social situations for lengthy time, esp if alcohol is involved, it gives me anxiety. All of this comes from so many years at oracle around people I couldn’t trust or people who were just flat out terrible people to work with. Liars, frauds, fake. Do we have these at every company? Probably…..but man….it’s sad what a place like Oracle does to people for the rest of their lives. I realize more and more as I get older that it was the worst experience of my life and one I regret every day. I am so thankful I will never ever have to go back.
https://www.glassdoor.com/Reviews/Employee-Review-Wells-Fargo-E8876-RVW100239515.htm
Its time to stop the insanity!
It’s beyond frustrating to watch how remote employees — many of whom have dedicated years to this company — are being slowly frozen out. If leadership has already decided that remote workers outside a few select hubs have no future here, the right thing to do is be transparent and offer severance, not string people along with empty promises and blocked opportunities.
They’ve dismantled Tech Risk under the guise of org consolidation and pushed everything into the new Corporate Functions structure. Fine. But now, they’re openly saying they’ll only hire into this “new” org if you’re located in Minneapolis, Charlotte, or New York. Translation: if you’re not physically near a hub, your career progression stops here — and you can’t even apply for internal roles.
No options. No support. Just silence.
The message is loud and clear — and it’s incredibly disrespectful to the people who’ve been loyal through tough times, reorgs, and chaos. If you’re going to treat remote employees like they don’t exist, at least have the decency to let them go with dignity — not hang them out to dry while pretending everything’s business as usual.
Chevron is full of toxic people who are lazy and if you’re a hard worker and go against the grain you get fired. Toxic a-s employees and employer
Way to be tone deaf. Let’s discuss the idea of going on vacation to scuba dive, and then have two other executives join in, expressing their desire to dive or visit the exotic location mentioned. Do they think we can all afford not just the airfare but also the opportunity to scuba dive whenever we wish? Let’s pose more questions to highlight the class disparity between the WIM executives and us, the lower peon workers.
I am very pleased that my name was featured in the anniversary presentation. It genuinely makes me feel appreciated. Perhaps now I can attempt snorkeling in one of the Great Lakes.
Additionally, MM was hired solely because her last name resembles the same nationality as CT. She is not the brightest bulb, lots of corporate jargon and double speak.
Is anyone else exhausted by this charade?
How long does management think we’ll swallow the spin?
How long can they hide behind slogans, “initiatives,” and empty town halls before admitting what everyone already knows?
There is no grand plan.
There never was.
The lie runs through the veins of this place — not a glitch, but the system itself.
The lie is we-ponized: a tool to keep people quiet, compliant, expendable.
The lie isn’t covering cracks anymore — it is the foundation, and it’s already rotting through.
What we’re left with is a company lurching from crisis to crisis, too disorganized to lead, too arrogant to listen, and too malicious to care about the people keeping the lights on.
And the worst part?
They think we’ll keep buying it.
...it feels a little better to know that this company is also sh-----g in it's employees who've been around longer. I feel less picked on. Maybe we have been getting the HCSC experience all along.
Anyone else fed up with Lexmark belittling everything that Xerox has ever done, despite not exactly being a high performing company themselves. Every.single.meeting it is all about Lexmark/ they are great / we will do it the Lexmark way / Xerox you don’t know anything …. Where are the XErox SLT supporting “their staff” and ensuring there is some balance in the integration conversations. They have turned coats quicker than the blink of an eye. No moral compass. Faceless, feckless and weak.
A serious question: I'm not excited about joining HPE. Does anyone else have the same feeling?
what’s the latest with The Barn? We haven’t had a Barn post in a while, so thought we should check in. You good?