Below are all the posts — topics as well as replies — that mention the hashtag #culture.
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https://www.ignites.com/c/5156214/727834
Read the article with my free account…
All I can say is this person was one of us (a little higher level than most of us though) and out there speaking the truth, raising concerns, trying to get people to listen - for what just to be canned for being a whistleblower.
So much for our ethics and “if you see something say something” policy.
Everyone better tread lightly here.
Most of these layoff posts are some type of sadists.I dont see anything happening in the office
Believe it or not, it isn't happening today. Can’t you see they’re playing with you? They read these threads; they post here. To a sociopath, keeping you on edge is a game—and they love to win.
Stop feeding them.
It will happen when you least expect it, and no amount of "prep" will matter. In the meantime, get your life back. Don’t let rumors and screen-time rot your mind; that’s exactly what they want. You aren't dealing with people who play by "human" rules.
If you’re sharing real info, include specifics. Team, Department, Band, Title. Ideally two of those data points. Otherwise we’ll assume it’s false.
That’s how LR happen… share people.
Share what you know as Cisco is not sharing any LR news.
If you know something, say something and share with others.
This is the periodic reminder that while L and D field advisors are performing well the same can’t be said for their leaders and so called directors who don’t do much of anything.
This bad performance starts with Tractor Man and goes all the way down.
Looks good on the outside but at its core, just rotten. Very polished, good story. When you look under the hood it’s a vile, rotten place filled with rotten SVPs and executives who all have sh!t in their pants.
They need to be able to make great slides to hide their incompetency so they hire consultants. They’re greed, self centered people who would stab you in the back in a second without thinking about it. They’re incompetent, immature, a$$ kissing, vile human beings who are nothing but greedy.
Get out of Dell if you can because there is absolutely nothing behind that stock price and it’s going to drop like a rock.
The worst of the worst types of people are at Dell and it’s not going to get better.
Let the circus begin. The Coterra name was removed already so priorities are clear
I have been in the company > 5 years working in various Orgs. This migration to O365 and Sharepoint has been a disgrace. Google sheets and Looker dashboards all losing functionality and requiring work. And having to run every tiny piece of work through the weeds of Planview.
How is this improving our company?
How is this improving collaboration?
Sorry for the rant and it might be off topic. BUT THIS IS A SHAMBLES.
When will the leaders be held to account instead of the poor workers dealing with their mess?!
I spent close to two decades at Nielsen before my "demise." The one thing I could say for Nielsen during all those years was the company was NOT going to go under! Lol. So many companies out there hang on by a string - and that's some real stress for employees. I've been involved in the ad measurement game since the early 90s (even while in college). The demise of Nielsen has been predicted for years but never really happens. This article is prob the best I've read out there explaining why. Well worth the half hour read if you're still in the biz or just an outside over the hill observer like myself. Enjoy https://new.adotat.com/p/the-nielsen-bonfire-who-s-holding-the-match
Theres a phrase i keep hearing around Fidelity lately.,. usually said quietly between meetings ... or dropped into side conversations when nobody senior is around... "this place aint what it used to be." i don’t even think people say it with anger anymore. mostly it sounds tired. like people have repeated it enough times that it stopped feeling dramatic and just became accepted reality. Ive been here long enough to remember when fidelity actually felt different, and no, i’m not pretending it was some magical workplace where everybody skipped through hallways smiling at each other because obviously it wasn’t... nope. there were always POLITICS, red-tape/bureaucracy, sh-t leaders, pointless meetings, all of that existed back then too... but there used to be this fine sense that leadership at least understood employees were human beings first and workers second. there was a ton of fu--ing pressure, absolutely! but there was also trust... We all felt like they were contributing to something stable. Managers could actually manage. we believed hard work mattered. loyalty certainly mattered. relationships mattered and were meaningful. now it feels like everybody spends half their day trying to decode silence instead of listening to actual communication...
The communnication piece is probably what changed the most. Every reorg comes wrapped in this crazy vague language. Every Townhall somehow manages to say nothing (while making everybody more anxious and pi---d at the same time). Lies galore. Official updates feel so carefully polished that people stopped trusting them many, many, many years ago. you can literally feel employees trying to read between the lines during leadership calls because nobody believes they’re getting the full story anymore. and maybe leadership thinks uncertainty protects the business, maybe they think controlled messaging prevents panic, i don’t know... but what actually happens is people create their own explanations. Rumors (and all these posts on layoffs.com) become more believable than official statements because at least rumors feel emotionally honest... Morale drops because employees feel trapped in this permanent state of ambiguity where nobody knows what’s happening until it’s already happening. some of the strongest mgrs i know look completely drained and fu---d up now. They’re expected to reassure teams about decisions they had no role in making. they deliver messaging they clearly don’t believe in themselves. Not a little bit... Middle management at Fidelity increasingly feels like emotional shock absorbers for exec decisions...
then there’s the RTO situation... which I think broke something culturally that execs still dont fully grasp. this was never just about commuting. that’s the part they seem to miss every single time they talk about collaboration and culture and hallway conversations and whatever other corp sh-t buzzword gets recycled that quarter!! during hybridwork, people rebuilt their lives around the expectations the co itself created... families adjusted. people moved. some employees finally found balance after years of burnout... it was something new. and the thing that frustrates people most is we already proved the work could get done. productivity stayed as high as it's ever been. teams just worked, things clicked... clients were supported and notobdy was complaining... bus performance remained strong.. then suddenly the messaging changed, but leadership rarely explained why. instead we got carefully managed language, vague references to culture, soft pressure, badge tracking, attendance monitoring, and this growing feeling that presence became more important than contribution again. people notice when trust quietly gets replaced with surveillance...
what makes all of this harder to swallow is that fidelity is still successful. the company performs well. leadership talks about growth constantly. and yet employees feel less secure than ever?? that disconnect changes people over time. you start seeing high performers emotionally detach because they realize performance alone no longer creates safety. long tenured employees feel disposable. loyal employees feel disposable. everybody starts understanding that no matter how much they contribute, they’re still ultimately just another line item during workforce planning discussions somewhere behind closed doors. and once employees internalize that reality, culture shifts permanently. people stop investing emotionally and stap talking truthfully. we preserve energy for life outside work because deep down they no longer believe the company will protect them in return. i don’t even blame them anymore.......
the strange thing is the best part of fidelity still exists, and it’s mostly the people working beside each other every day. coworkers still help each other. teams still carry impossible workloads together. managers still quietly shield employees when they can. some of the most thoughtful, intelligent, genuinely decent people i’ve ever worked with are still here, trying their best inside a culture that increasingly feels transactional and emotionally distant. ironically, i think peer level empathy is the only thing keeping parts of this company functioning normally right now. NOT the culture slides... also - not the branding campaigns. not another executive speech about values. just exhausted people trying to support other exhausted people while pretending everything feels normal...
Maybe that’s what makes this whole thing feel sad instead of angry.
Cause I still want Fidelity to succeed. I think a lot of us do. People don’t spend this much time talking about cultural decline unless they actually cared about what the place used to represent. i just think there’s a growing number of us grieving a version of the company that made them feel human before operational... and once that feeling is gone, it’s impossible to rebuild no matter how many internal campaigns or leadership videos get released afterward...
long post huh. no matter what, i wish all the best and hope that, somehow, things will improve.
What have you heard? We have been poaching the cr-p out of Cengage, expect this company to turn in the same he’ll hole that they are. Why are we bringing over that AI slop?
Seriously, wtah?
Who in their right mind thought this was a good idea?
Is this really the look we're going for...??
Because, someone did sanction this!!
SMH
https://www.healthline.com/health/stages-of-grief
So much anger expressed, with so little indication of any ability to move forward. You have some work to do before reaching the acceptance stage people.
“The machines are coming! We need security! We need quality!”
Amazing, right? For years, engineers were just “resources,” completely interchangeable, no need to listen to them. Now, overnight, they’re supposed to save the company from the big scary algorithms.
So now we get meetings, policies and buzzwords. Security this, quality that. Very impressive words, everybody’s saying them.
But here’s the problem, and it’s a big one: you can’t slap some shiny new technology on top of a rotten, inhumane culture and expect miracles. Doesn’t work. Never has. If you treat people like disposable parts, don’t be shocked when the whole machine starts rattling - AI or no AI.
The manner in which these layoffs were handled was atrocious and inhumane for both those affected and unaffected. The obvious lack of planning, the leak months in advance and the announcement right before the weekend are simply inexcusable and unkind. The buck stops with you.
The continued outsourcing of jobs to India from the very neighborhoods, county, city, state and country that supported you along the way and in which you freely operate today is simply no more than trading the livelihoods of your very own friends and neighbors for profit. Have you no shame or courage to do the right thing? Again, the buck stops with you.
Doubling down on Nike stock shortly before the layoffs occurred was truly in poor taste. Out of respect for those whose lives were going to be shortly upended, could one not have simply waited until after the layoffs to avoid the impropriety of having profited at the expense of those you once led? Does the character of a good leader allow one to take from the downtrodden and those who follow? Again, the buck stops with you.
But there is a catch. The buck stops with us as well. Your friends, neighbors and coworkers, past and present.
So when it comes time to measure your character and integrity as leaders? The buck stops with us. When we see you at the grocery store whispering while looking away in disgust, the buck stops with us. When we throw out our copy of Shoe Dog while mumbling “dou--e bag” under our breathes? The buck stops with us. When you experience imposter syndrome while pandering the same rhetoric off a teleprompter to the employees that make a fraction of what you do but actually do all of the work? Yes, you guessed it, the buck stops with us.
You can keep the company and the jobs but your legacies are no longer yours: they belong to those of us you continue to employ and abuse and the nearly 5000 lost over the last 3 years. We see you and always will, that’s your new legacy.
“Failed leadership characterized by a lack of character, competence, or care destroys organizational trust, often resulting in fear, high turnover, and toxic culture.” — AI Agent #212 - 2026
Why would T Mobile buy companies that are about to fail, hire their executives then use programs and platforms from those companies. This company went from last to supposed 1st doing things "the tmobile way" but some supposed brain said let's do things the Sprint and US Cells way now. Seems like they are trying save a sinking ship. All I need to do is last 9 more months or fingers crossed be laid off before then
It’s no surprise that in his first team wide comments since his disastrous all-teams, that he fell flat on his face again. From the cringy and unnecessary SNKRS comment to rolling out the same exact leadership structure that has accomplished zero over the last 18 months.
Tech deserves better than this clown. The guy is so out of touch. Meanwhile his whole org is ready for him to start talking about all the start-ups he’s worked at and actually accomplish something at scale.
Not talking about some C-Suiter who sent out an email about their new chapter in life, but someone you actually worked with or "adjacent" to (or at least in your building). I have over 10 years with VZ and can only name 2 people. Plus one more who took VSP at the time they were about to retire anyway, so make it 3 people who actually retired. What does that say about VZ?
What a joke. Suddenly GT leadership figures out GT operates in a fragmented way... Worse, They think moving pieces on a chess board will fix anything.
Hey JH of Corp functions and RA broadly, I still can't get anyone to help me with failing SAP system to system transfers. I've been aka raising visibility aka begging for support... Oh for 6 months now at least. As a downstream system we even have a solution. But no one from your team shows up or takes ownership. Because they don't care. Cross org cooperation is MIA at Nike.
to all my fellow VTeamers, ever notice and wonder how some of those in their current roles got their jobs?
I smell DEI.
... and the number of cell sites probably tripled. In most cases, VZ will fire you quickly if you are not cutting it (and replace you with a contractor, not backfill). So if you have lasted over 3 years or so, you have shown you are adaptable and are getting your work done (excluding outliers who may be competent, but hard to work with, so should maybe be cut). But, in the Nov 2025 firings (they are not layoffs), MANY people with 10, 20 and some with 30 years of experience were kicked out. This shows the utter incompetence of VZ leadership. They have no idea how to run a long term business (kicking out the most effective employees to make a budget look better). Leadership looked at the cost of those employees and MAYBE whether they took an AI class here or there (even though there were no AI applications available for that particular job and still aren't) and made uninformed decisions. Completely CLUELESS. If/When an AI tool became available for those employees' roles, those people would adapt, just like they have done for 10, 20 and 30 years.
And for those very few people who talk about a lot of dead weight being cut, you are showing your ignorance. Of course there were a few employees who "earned" being cut, but you are delusional if you think you are somehow more valuable because VZ chose to keep you over someone else. You are just a line item on a sheet that was overlooked by some BOZO higher up.
Is it that bad here?
Monthly reminder that it’s been 6 months since you stated the org changes will be announced “in the coming weeks”. You expect us to do our jobs in a timely manner yet here you are completely hidden and didn’t do jack sh-t. We don’t respect you, you’re only protected by your title. That is all.
When recently getting told I would likely be laid off later this year, I conveyed to my manager that I was smiling and happy. They told me the last time they had to give that speech the person was elated as well.
Speaks volumes about the work culture Charlie Scharf has created.
KY TN CA BON reports filed. We have to make sure these lousy incompetent employees are held accountable for their actions.
My manager is visibly silent, the mood in rest of the group seems better though.
He seems more quiet, non participating in discussions.
Anyone else confirm with their manager?
To Fidelity only, but are you all aware all the professionals in many huge multibillion dollar companies their employees are as pi---d off as we are for FT RTO?!. They have all stirred the hornets nest! No one is happy, if they successfully did their wfh massively productive employees have proven they can be trusted to wfh and be flexible with coming into an office. It just shows we are completely off their radar for loyalty or respect or for their MASSIVE PROFITS they’ve enjoyed. Maybe just maybe there’ll be infinitesimally small reductions in productivity by naturally being back in a distracting office and I hope they see an overall decline because of RTO. Nothing evil or malicious just a natural decline because being in a busy noisy office lends itself to more distractions. Be careful the powers that be you may be cutting off your nose to spite your face. WFH was a long planned situation and it worked fabulously well and they’re still unhappy with the workforce . Give the professional adults in your office the due respect they deserve. Allow flexibility.
With gas prices rising at an astronomical rate, I've heard rumors that T is considering lowering the in-office average for the summer months to 2 days a week. Obviously this would be amazing for all of the employees who are suffering with increased cost of living across the board. Is there any truth to this?
“I’m a true believer after what’s transpired in the last couple months that our commercial organization has absolutely ki-led it.” -GoGo
Got an email earlier this week about Macys unionizing. There’s a website and an IG page. What does everyone think about this?
https://unionizemacys.com/?utm_medium=insta&utm_source=ig&utm_content=link_in_bio
Any insight? Discussing a role.
I am just tired working 11 x 5 + 6, no support and everyone above constant questions on status, updates, procedures, is this group involved, did these forms get filled out, oh wait a new procedure to follow drop the one you are in the middle of, oh wait no one has access, this other group forgot to update, wait the excel is not used by the other group, go make a presentation invite 20 people, weekly meeting after meeting just to inform, me (if you have nothing to say why are you here?). Go home, repeat AND USE YOUR OWN TIME TO DO WORK and 0 fcjs given by everyone. EVERYONE afraid to lose their job, micro manage and critical of everything. Resume out
Have to be two of the worst AI tools I have ever used
No wonder these pieces of cr-p are the ones fiserv mandates
G-b bless y’all tomorrow!!!
What’s the latest on the HR internal investigation?
The company took an incredible turn in 2015 when they hired the most inept HR people period...
B as a lead on investigations was a sham an tons of hairbrained outcomes.