Below are all the posts — topics as well as replies — that mention the hashtag #culture.
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Posts here get hundreds of views. Social media statistics indicate only 3% engagement. (Of 100 viewers there's 3 commenters) And then there are comments deleted "magically".
I don't have a point. Just acknowledging the engagement and concern. I see it in quick hallway looks. I hear it on calls. I know most people care. And I know they don't feel cared for.
Please enjoy the long weekend if you can.
Sampath’s post is pure smoke and mirrors. “Transformation in months”? Please. The only thing that’s transformed is how fast leadership churns out buzzwords while frontline employees are buried in RTO nonsense, broken systems, and nonstop cost cuts.
“Once in a lifetime opportunity”? For who — the execs on stage collecting fat paychecks while the business bleeds customers and morale tanks? The Value team isn’t setting a new standard — they’re just the latest props in Verizon’s never-ending PR circus.
Growth? Sure, in empty slogans and staged photo ops. Out here in the real world, Verizon is shrinking.
Hi all. My partner works in design and I’ve been hearing stories about leadership and making his job harder. Just curious-who is responsible for leadership? Who’s making sure they are doing a good job?
Organizations are being forced to mark more than a quarter of their teams low in performance reviews as low achievers, or inconsistent or however they want to work it. People are being marked low in the overalls to satisfy HR demands, but if they looked closer would see nothing in the categories are marked low. Teams are being told to "pass the pain around" so that no one hopefully gets terminated. HR forcing this is utterly ridiculous, and if they looked closer at the notes and other performance reviews they would see that teams are just playing this d-mb game. This turns employees sour and makes everyone feel undervalued. I'm sure the Detroit Freepress and others don't care either since they love to run Farley Love pieces constantly. This forced ranking stinks of Farley. He openly talks about how incompetent the employees are. I hope his contract is not renewed.
Hilarious - absolute garbage numbers and she’s trying to put a spin on it. This place gonna sink like a rock as the job market turns around
Good look for the Value org. Nice off-site in Miami dressed up in tux's and dresses while the business is cutting left & right.
Cater to those who can't afford postpaid but they can throw a good party for themselves. Nice!
There’s been some chatter about internal roles being posted with a ‘preferred candidate’ allegedly already in mind. Supposedly, certain leaders have a reputation for giving opportunities to people in their inner circle, and many employees feel it creates an uneven playing field.
On top of that, the culture in parts of the firm (some say CRM and even more specifically compliance supposedly) is described by many as having ‘mean girl energy.’ If you don’t play the game (feed egos, camera on head nodding in agreement, don’t mention the fake glamour headshots), you risk getting up blackballed often times with the support of HR (supposedly).
Some have said there is one specific leader who stands out in this regard, allegedly she gets worse every year because she’s been getting away with it for so long. Apparently, she’s great at managing up, but for those in her world that dare challenge her perspective, the experience has the potential to be miserable (supposedly).
The running joke that helps get many of us through the day is pulling up the Schweb and laughing at what appears to be a heavily AI-filtered glamour headshot. It’s hilarious and also perfectly on brand for how fake the culture feels these days. And with layoffs and constant uncertainty hanging over people’s heads, we all need a good laugh!
For those who’ve worked at Dell (past or present), how would you describe the culture? Is it collaborative and supportive, or more rigid and numbers-driven? How does it compare to other places you’ve worked?
Curious to hear real perspectives.
Also from the main thread, morale is rock bottom and the culture has changed:
Quotes from the main thread:
If only HCSC cracked down on nepotism and favoritism the way they are cracking down on RTO and the ridiculous 3 days average in the office.
Simple yes and why or no and why not will suffice. Just curious.
Worth trying to transfer into SAI? How's the culture?
One common theme about Canon is clear: it doesn’t matter which building you work in, the problems are the same. Canon doesn’t suffer from a lack of talent.. it suffers from a lack of leadership. Employees show up, work hard, and carry the company forward, while management hides in endless meetings, promotes favorites over performers, and makes decisions that protect themselves at everyone else’s expense. Supervisors are handed titles without the skills to actually lead. The facade of care may look good on paper, but the reality employees live every day tells a very different story, no matter how polished the corporate messaging may look
It’s because our leadership doesn’t know how to lead. Extremely poor communication upward and downward. Probably the worst in the industry. It’s why we are perpetually in the position we are in externally and internally. Literally All of them need to be removed for folks better suited to these roles. We are effectively leaderless with just some puppets occupying those positions. The senior mrgs, heads of x and dept are the worst at this. No bad people just horrible mgrs and leaders. And truth is they are comfortable they don’t want to change or for things to change.
OP: @b6+1k3kqvjzn
This is definitely the root of our problems. Bumping the post up for visibility.
Is there really no other way to improve the bottom line? What kind of incompetent leadership is running this place?
Hi - I'm looking for new opportunities and may consider Cigna. Very few companies seem like great places to work. But it seems like employee dissatisfaction is comparatively low.
Any thoughts on taking a job here?
I get that jobs aren’t meant to be fun all the time, but dreading every Sunday and counting the hours till Friday isn’t normal. Why have we just accepted misery as part of the deal? Shouldn’t there be a better balance than this?
Over the past few weeks, I’ve noticed a stark increase in the amount of time being taken off. I don’t think this is part of the normal summer vacation cycle. I’m getting the impression that people are flamed out and have stopped giving full effort, and it’s completely understandable and justified. August has been just as bad as July. Get ready for another “not acceptable” email from Salmonella.
0/10. Benefits used to be great. They are average at best. Seriously read our layoff.com then read SoFi’s. It su-ks here.
The RTO mandate begins next week. I honestly thought I would be seeing more anger about it on here as the time got closer, but instead, the discussion about it has just kind of dried up. Has everyone just kind of quietly given up and accepted it? Or is nobody talking about it because people are just planning to ignore it? Curious to hear people's thoughts now that it's almost here.
No.
This is not normal.
Not here.
100 years without a layoff.
Market crashes, depressions, recessions, oil crises, inflation crisis, housing crisis, lawsuits, wars…. AND NOT ONE LAYOFF.
This place was supposed to be different. It WAS different. This is not normal here, but now that we have opened this can of worms it is just another thing we can do to boost Penny’s pay, to add GPs from other firms, to add a new ELT member.
We. Were. Different.
Now we aren’t anymore. We should be angry. Those who are gone and those who are left SHOULD be angry.
First of all, why? Second, how do you get through the day?
Not a healthy place to work, toxic culture
Be honest, HBAs want to silence voices questioning the current policy because the status quo because it benefits them. They don’t want the firm to revisit its current policy of allowing HBA roles based solely on geographic location because it might mean a change that disrupts their ability to work with little to no accountability wherever and largely whenever they choose without incurring the costs of commuting. They don’t want ANY disruptions to their sweetheart deal and will shout down anyone that even tries to advocate for a change.
HBAs shouldn’t point the finger at the firm while selfishly praising and protecting both explicitly and implicitly a two-tiered, unfair system that unilaterally benefits only them. If HBAs actually cared about the negative impacts of RTO on hybrid associates they would push the firm for a policy that treats all associates fairly. Instead, to preserve their own interests in keeping the current policy in place they push narratives of “isolation” and raise fears of lack of career progression (as if there is any for hybrid workers) to the forefront so the firm focuses on those manufactured concerns instead of crafting an equitable solution for everyone.
To me and many others, HBAs’ silence, fake concerns, and hostility to change the real problem are as much to blame for the firm’s stance as the c-suite.
If they truly cared, HBAs would push for a policy that is equal for all workers even if that means hybrid are paid more to offset commuting costs or barring that embrace accountability metrics like the badge swiping and other surveillance hybrid associates have to endure. I’ve seen none of that.
Keep the pressure on them. Make sure your voice is heard. The survey results and public shame are not going well for baldy. They want you to shut up and fall in line like sheep. Don’t do it! The more you speak up the sooner change will come.
We're seeing a growing number of employees leave, and it's not hard to understand why. Compensation is not competitive, and raises or promotions are often withheld even when clearly deserved. Many of us are experiencing burnout and ongoing stress. The culture at Advance isn’t what it once was. While there’s an effort to make it seem like progress is being made, particularly by HR (Kristen Soler specifically), there’s still a noticeable gap between what’s promised and what’s delivered. She’s skips over the questions everyone is asking and pivots to the unnecessary details no one cares for. If the company truly wants to address high turnover, meaningful changes in leadership may be necessary. A lot of us have stayed because we value our teams and the relationships we've built here. But even that’s starting to feel like less of a reason to stay, especially as more colleagues leave and leadership continues to shift.
I checked out Centene's thread on this site. If I hadn't seen a post saying Centene takes Humana rejects, I would have thought it was also a Humana thread. The similarities were astounding.
The leadership should be worried, because everybody with any options seems to be preparing to leave. I think people have had enough of this place, its toxicity, and blatant disrespect for employees. You can only push people so far before something snaps.
I used to enjoy the teamwork here, but now, everyone is competing just to block each other. It’s hard to focus when it seems like sabotage and bullying are not only accepted, but even encouraged. I can't believe how much the culture has shifted in such a short time.
What's to keep employees from staying at home and boycotting RTO? My direct manager has worked from home the past 2 weeks with no explanation.
Ive read the post here and they are damning. Makes me fear for my career.
Edward Jones culture is long gone. Please reference what made this place special and how they ki-led it.
I’ll go first: Our customer is the branch team and we should move Heaven and Earth to help them achieve what they are asking for. Next!
Wow. It looks like if you follow orders, promote people you vacation with, kiss you boss and the CMO’s butts you can be a marketer to watch. But wait that’s how the farm operates!
https://lnkd.in/gnGTahUA
Managers these days just hover over you to ensure you sell every little bit of stuff. They are willing to slam perks to customers without finding a need. There is no trust with that kind of micromanaging. There is no integrity in that kind of managing. Employees feel like there is no trust anymore. In this kind of environment it seems the management has no trust either. Why can we not coach to a result? Why must we be micromanaged?
No one cares if you're star performer, a contractor with more exceeded expectations than any entitled individuals.
Everyone knows who's going to be impacted, if you hear your manager asking "summarize pending work for end of the year", you know you're one of the individuals going to be impacted.
4 people in our own squad were told their contracts won't be renewed, worst of all the individuals who's contracts aren't renewed are asked to give KT to new entitled snowflakes who can't even understand a basic forloop or join two tables.
What a sad way to burn the legacy down of a great product area.
Each acquisition’s “plata-o-plomo” execution style has sabotaged any innovation for years. From VPs to Directors, and Directors to ICs, the only things that matter are ‘whom you know’ and ‘how long.’ Perks and positions are dolled out for being obedient to bosses and indifferent to subordinates. Arrogance and incompetence at each layer earn additional equity grants.
All he-l breaks loose when these cartels are compelled to navigate together overlapping territories—wireless, wireline, and now cloud. The manner in which power games are played could easily put Madellin, Cali, and the Norte-del Cartel to shame. Hunger Games are always ON amongst power centers of the East Coast, Valley, and Seattle. Play here is not to innovate and develop revenue-generating products but for cartels to siphon off as much as possible, as long as possible, before shifting blame to another cartel for failures.
Cartel bosses had infested low-cost offices like India with mediocre ‘yes men’ in key positions long before acquisitions. That rot runs deep now; these places provide an endless supply of cheap peddlers ready to be exploited—one goes here, many are available there.
Cross-functional Sales, marketing, and product teams are busy circling musical chairs, anxious for the music to pause. With every pause comes a new DJ and fewer chairs. How ridiculous is it to gloat about one’s outfit-dress color in an AH event? 2K+ employees had to listen to that cr-p live.
Fellow ex-compatriots, if you must continue there, stay invisible—stay low, and try not to get caught in cartel shootouts, for they will never end. Good luck, and Godspeed!
All cherry coated lies. Built by men in boots and soon to be ruined by men in suits. Graph grinders and Remington raiders strike again.
Prior to mission one I was a part timer that usually worked close to 40 hours a week essentially a no benefits full timer. I became a FTOW in early 2023 and was one until I handed my tablet in in June 2024. One thing I say to myself is I don’t know how anybody does it. Seeing how burnt out this job made me it seems hard to understand why it’s not doing this to other people unless it is and they just don’t show it. This was definitely the worst job experience I ever had I feel like I still have ptsd from it now which is why I’m struggling enjoying my current job. This job did nothing but burn me out. Pack out the order, write the order, go through the dead stock, write the credits, leave salesforce notes, 3 packouts 3 or 4 writes all expecting to be done in an 8 hour day. No more than 40 hours a week. I went from being fun and energetic to being aggravated and drained worn out never happy depressed can’t get my mind off sh-t. Since I work full time in a supermarket which doesn’t pay great but it was so bad last year that I was willing to do anything to get off mission one but it had to be full time with benefits I run into one of the sales reps I frequently worked with in my 8 years with Mondelez and he keeps telling me how it keeps getting worse every day. Full timers quitting, everyone he speaks to saying they’re looking for a new job, more BS cr-p added to what was already there, can’t find anyone that wants to work, struggling to even get part timers the list goes on. He also told me that sales are only half of what they were pre-covid. But all I can say is after how much of a nightmare my life became because of this job I can’t see how anyone does this. I mean if this job is making anyone’s life living he-l like it did for me now’s that time to get out. Even if it means getting a job that pays the same but doesn’t stress you out as much so you can reevaluate your future better by all means go for it even if you’ll still have trauma from this terrible job for the next year. Staying here won’t make it any better that’s for sure. If I knew what I know today I would have never taken the FTOW role stayed as a no benefits full timer which would have eventually meant me getting a different full time job and not stayed on board even as a part timer. I do gig work like Uber and Lyft so I have a way of supplementing the income that I could use on top of my full time job. I was taken so much advantage of when they talked me into becoming a FTOW I felt like all I was doing was serving as life support for a dying breed and taking the work from a sales rep who had no intent to leave but was forced to either take the package or step down all because this company wants to get rid of reps. It would be much smarter to get out rather than stay and hope it’ll return to what it was. If anything mission one is mission done meaning it’ll be their exit from DSD which I’m sure if and when that comes it’ll be just weeks or months after a giant sales rally spewing a bunch of word salad at how this company “has a great future”.
Dreading the upcoming nonsense of the week ahead. More rush, rush, rush....more being overworked due to the slacking of others....more nannying and nagging by PMs who are more important in their own heads than they really are....more last minute bs that becomes an emergency due to poor planning of other teams.....i could go on for hours