#culture

From LinkedIn

https://del.ly/6045BBG9Uc

Town hall meetings coming over for Monday at optum health. I guess to address the sla-ghter and tell the survivers to do more with less! 🤑

My LinkedIn feed continues to see posts of good coworkers leaving on the own and the posts are increasing in frequency. CDW leadership is ki-ling what used to be a great company (those days are long gone). Leave now while CDW still means something on your resume.

Does it ever end??? This is the worst company I’ve ever worked for! This company seems to hire toxic leadership on purpose. I have yet to meet anyone that is satisfied with the ill treatment we are met with from the leaders. The only time we get told we are doing well is right before leadership requires us to take on another meaningless project. We are over worked because those that perform well are only left to pick up the slack of the “favorites” while the favorites get paid more for doing less. I’m expected to do my managers job as well. I think I’d rather quit and take the chance of starving to save my self from this soul crushing place. I have the rudest B5 lead on team! He was a manager but was demoted due to his employee survey scores & when I tell my direct manager I am met with “ Trust me he doesn’t want to be a people leader y’all get on his nerves” if that’s the case why is he left in charge of us while your on maternity leave? It’s been he-l on Earth at this place.

Like/Dislike Replies

BD Mebane has a very bad track record of hiring friends of HR and upper management along with management that can’t make decisions and push the blame on lower employees

When will the people here be held responsible for all of the bad decisions they make. How can a company of this size act this tjis

remember not too long ago those BA parties where metamates would brag how much they made? millions being printed for "little work". I do. Who else does ? will they be saved on May 20 th ?

are the sending 15mins impromptu meetings or sending early morning?

That's this place in a nutshell.

My last job was incredibly boring but stable. Bonuses every year, clear processes, you know how it goes. I got an offer from Ford two years ago and I thought it would be a great challenge to break the monotony. Now I'm stuck at a place where nobody knows what anyone else is doing. I miss boring.

I honestly preferred major layoffs to what we have now.

I heard from a friend about a role in GT that’s currently open. They sent my resume and cover letter to the hiring manager on Friday. He tells them today that the position can only be filled from within GT. I sit in another LOB. Can anyone explain why this is happening?

That should be Medtronic's new motto.

I looked at who survived our last two layoff rounds and it's baffling. People who haven't delivered anything in years are still here and people who carry the whole team got cut. Someone decided that. Someone looked at the list and signed off. That person has terrible judgment. They should be at the top of the list when the next round comes.

Seven years of clients screaming at me over things I didn't control. Seven years of managers watching my screen. I walked out three weeks ago and I'm still exhausted.

I've been through a number of layoff rounds here and the pattern's always the same. Pull the salary report. Highlight everyone above a certain number. That's the core group. Then grab a few lower paid people from different teams so the demographics look balanced. It's not about performance. It's never been about performance.

I posted an honest review of this place six months ago. Detailed, factual, not emotional, no swearing, no insults, nothing. It lasted I think four days, if not less. I don't know how they do it, but Xerox management is definitely requesting some reviews be taken down.

Watching promotions roll out is something else as well. It makes you really question if performance actually matters even a single bit. To say the names on that list don't always match the people who carry the weight daily would be an understatement. It's hard not to notice.

• What reorg has accomplished the stated goals beyond short terms savings from firing people eroded when they had to hire the people back to run the business?
• What big, disruptive strategy initiatives have actually been delivered beyond some instantly outdated chatbot? What from the ET's AI roadmap has actually been delivered and successfully?
• How long does your ET get to blame people that were let go or pushed out for their shortcomings? Some have literally been doing this for years.
• How many top performers get pushed out while you just keep adding heads to compensate for chaotic programs like Salesforce as those you kept have no idea how to run a CRM, including the new CIO?
• How much money do you waste on BCG, McKinsey, etc. with no results to show for it?
• How long do you keep an ET that has a "provide customers everything and the kitchen sink" approach vs having an actual, modern, and innovative product strategy? There is 5 ways to buy every product at pricing that makes no sense to us, never mind customers.
• How many leaders can you hire that have no idea what they are doing, such as the CDO, CFO, new CIO, and many of those leading Engineering, while you fire the people that did the actual work and knew how things worked?
• How low are you willing to let morale go before the company is not longer functional?

No one has any faith in the employee survey. No actions are going to come from it.

In the Southeast ( Georgia), they want to continue to humiliate you with a call at 430 on Friday if you don’t sell 15 new lines a week in micro under the new leadership . Asking you what you are doing to hit your number, why you missed your commit, and what you are doing to make up your deficit. They belittle and degrade you too.

Not only that but they want you working on the weekends (7 days a week) until you sell 15. They are telling you to go to flea markets and stuff. This is ridiculous. Micro sux and so does t-maybe

After the layoffs rounds how the daily routine looks like especially regarding direct mngr? Do you still have as usual 1:1? Are the layoff questions brought up on th meetings or mgnrs behave like nothing happened?

Recently the PTOs are auto approved and not from the manager, anyone noticed this in the past that affected their role?

Interviewing @Elevance... What are your thoughts on it? What are the pros and cons, and are there any hidden downsides to watch out for? It sounds almost too good to be true.

If you know your stuff, you'll solve any technical problem. But you can't fix toxic. You can't fix dysfunction, disrespect, or incompetence. The people who actually do the work get undermined, questioned, and suffocated by a culture engineered from the top. I've never stressed over a task, sometimes I've even been proud of the outcome. But I dread coming in because of the people and the sick, bloated beast this company is.

We are back to pushing new accounts for anyone that walks into the branches. “Leadership” is pushing for anyone that walks to leave with new credit card, new savings account , new checking accounts, mortgage and investment referrals without asking the customer their true needs. Back to the old culture as if it ever left.

In the BNY annual letter, BNY leadership credits ‘culture and connections’ for our strong performance. Really? Or is this just a poetic way of saying the balance sheet looks fantastic when thousands of employees mysteriously vanish through ‘efficiency initiatives.’ Apparently 2025 was a triumph because nothing boosts margins like RTO‑driven attrition, frozen hiring, and AI agents quietly absorbing entire job families.

And 2026? Even more ‘opportunity,’ which is corporate code for deeper cuts wrapped in inspirational hashtags emojis.

But don’t worry — leadership says we’re all thriving together. Afterall, check the stock price and EC Compensation Plans. Some of us just happen to be thriving right out the door.” #onwardandupward

While the culture is terrible, one thing the bank does offer is the Skills Academy. This is a huge opportunity to gather and learn new skills for your next opportunity. Not many companies offer this type or level of learning. Take advantage of this while you are here. It’s a huge advantage to add these skills to your resume. Especially any AI courses you can take advantage of. Times are tough, jobs are scarce. Take advantage of what you can. Skills you learn here are transferable. Take advantage!!!

For too long useless management employees have been su-kling the te-t of AT&T, fattening themselves off of the milk of other’s labor. Let the layoffs begin so we can maximize revenue per employee and become a market based culture where you have to compete for your position and earnings in the company.

This site should be one that provides information for those who have been affected by a layoff. It has devolved into name calling, bashing the company, and just saying mean things about current employees. Seriously, if you just want to say mean stuff, go post on Twitter.

There are repeater posters on here that are doing nothing but trying to scare people that all is lost. You should be ashamed of yourselves.

Been reflecting on this lately and wanted to share. The new PMP Process has been a real game changer for how we get work done. Its simplified so many steps that used to drag on forever with all the old layers and approvals. Now things feel cleaner, priorities are clearer, and we’re actually delivering results quicker without losing the important checks.

What I like most is how it lines up well with the We Lead behaviors. Leaders give clear direction, teams stay aligned, and everyone still has a voice in the key decisions. Cross functional handoffs are smoother, less back and forth, and projects that used to stall are moving forward. In my area we just closed out a couple deliverables ahead of schedule that wouldve taken weeks longer before.

Chevrons new approach here feels spot on. Its helping build that operational resilience and shared purpose while keeping us focused on what really matters. Makes the culture feel stronger and honestly one of the reasons Im optimistic about staying long term, even with all the changes in the industry.

Anyone else seeing the same benefits from PMP? Especially curious how its playing out in the field or ops side. Are you noticing faster delivery, fewer bottlenecks, or is it landing differently out there?

Would love to hear real experiences.

Cengage is falling apart. Let the CenForce live on in all the former employees.

Before Altice USA take your child to work there was huge here. The gradually reduced to something that’s pathetic. This year didn’t even exist. What a pathetic company it used to be a place you were proud to share with your family. No more.

Some in management loved to play political games in the company. Like it was fun. Why? Business isn’t a game for those trying to earn a living.

Sure, revenue's way up. But the culture and morale are in the underworld--seriously it's depressing. Run like a prison daycare if that's even a thing. Senior leadership is awful and arrogantly tone deaf. I give it 2 quarters before it's 80% black screens and nothing but fresh college grads to try and pick up the pieces as they continue to crumble. The ship ain't crashing, it's being sunk by ignorance. AI, Saleschat, and ODW will NOT save MB on its current course.

Seriously???? They latch on and never ever leave. We farm out more and more work and all they care about $$$$. What a way to destroy a culture. I honestly think we'll never

So be a yes person and have no opinion of your own? Kiss your bosses a$$, shake your head up and down and get in line? Definitely not a culture or company that I want to be a part of anymore, regardless of what today brings.