#culture

I'm not surprised IP tracking happened. That seemed inevitable, but retroactively changing RTO targets after employees were working toward a previous set of expectations? WOW. What kind of company does this sort of thing? Let alone a company that shouts to the heavens about its ethics awards won. They have set the stage to change targets again in the future and retroactively juke the stats. These people are shameful and have none of it.

This is truly unbelievable. What an unserious bank.

In office just waiting for the hammer to come down. Not great vibes today. I know alot of people missed the mark from door badges to just not coming in. Morale is extra low today.

One week away from reorg. Attitudes and employee effectiveness are in the dirt in Permian OPs. How’s everyone else functioning?

You're gonna need it with your new CIO.

Don't take the Tell Dell survey. It's a waste of time. They manipulate the feedback anyway plus it's not anonymous. Too many stupid people at Dell who still think it's anonymous. It's not.

There's a new survey called FU-K Dell! Take that one instead.

Today’s the day where some slacker always shows up to say the presence report is wrong. What gives? Is he on spring break?

Looking through posts on here and by mine and my coworkers’ numbers, it seems the new dashboards are wildly inaccurate. I’ve seen my days count where I’ve had multiple half days in office due to appointments, my coworker who works in office 4x a week well beyond 6 hours everyday and they’re below 60% compliance, coworkers saying the dashboard has said they used PTO/ sick days when they hadn’t. The data is obviously not accurate across all employees for many reasons.

“Over 60% of time in office” is not clear and can be interpreted multiple ways. Is it 24 out of 40 hours? In that case then could you just choose to go in everyday for an avg of 4.8 hours to get the 24 or does it have to be 3 days for 8 hours? Like others mentioned too, what about if someone is working more than 40 hours. How would that factor into the final calc? Right now they claim they’re not using time to track in the FAQ but I bet they’re gonna pull some bs I’m a few months saying “in office days only count if you spent X amount of continuous hours connected to company IP”.

Is it the amount of days that gets over 60%, so for April there are 22 working days if no PTO/ sick then 22 x .6 is 13.2 so you need to come in 14 days to meet “over 60”? It also mentions “rolling average of three months” so if there are, hypothetically, 60 working days through April - June then you have to go 36 days in that window but then can you front load and just go 36 days in a row and then WFH the rest 24 days?

This is ridiculous for employees to have to meet a moving target that the company clearly can and will just change at any moment. The backtracking claiming “it was well known that it’s 3+ days a week” is d-mb. Everybody knew 11 days got you your 100% and the old dashboard reflected that. Most people are going to go the 11 and not a day more. Even for my coworker who goes 4 days a week is showing as non compliant when their metrics should be above 60% for every month.

Cisco has decided to completely destroy its sales channels step by step. The frustration is enormous not only among business partners but also among salespeople. Every two weeks they raise prices, there is no strategy, the products are overpriced, and the worst thing is that there is really no listening ear at Cisco.

Received an invite to an “employee hypercare” session and the only reason I can think of is my peakon comments. Anyone else had this?

I used to think that people who complained about all the Indians were racist. But the last six months have been ridiculous. Each wave of new hires is like 90% Indian in tech. There is something seriously wrong and dishonest with a company that hires like that. Managers pretend like they don’t see it. They get rid of the long timers- US citizens and replace them with Indians over here. It’s getting worse not better.

If you weren't sure before you should know it now.

Not sure how this motivates anyone to care about their work anymore and you can't outsource your way to success.

After the recent layoffs and seeing my friends left with very little severence I am scared.
I started preparing more for interviews from Home and I am not interested even to show up in office unless there are critical meetings. I used to respect coming to office earlier.
The severance pack received by my friend is very low and I am also scared now with a single email any time my job is in danger. This layoff has collapsed entire morale of the unit and the human work culture.

I was offered a position as a contractor with very low pay through two staffing companies, and the final link is Capgemini. Interesting... they take a big share of the negotiations, which has been a trend since I was a FTE at TU.

Anyway, I didn't accept the offer. I know the TU culture is toxic, and I would probably be overworked.

Any thoughts?

The constant negativity of this place and the absolute zero value the bank puts on employees is soul crushing. Take care of yourselves!! Bill is a monster.

I posted my thoughts in a comment awhile back, here's my peon take on the state of things:

MGMT isn't held accountable; escape is just a re-org away.

There's zero vision at the top. JP/BH/GD are not the right guys by any metric. Our sales incentives are aligned such that sales will pressure RnD to continue hunting the same 20 banks with the same multi-year projects. That pressure will force RnD to acquiesce.

CIS continues to be a useless rube goldberg SaaS for ticket generation under their current leader.

All while leadership continues to say that we're looking to get leaner, and deliver at a higher volume etc. etc.

Within RnD we have principal developers who don't know how computers work. When I say this I mean the basics of networking, filesystems, algorithms.

I had Sr Principal dev ask me what DFS was.... this by itself is not the issue, but it certainly points to the issue: people are not held accountable for performance, nor are they expected to improve their technical acumen, and inversely, they are rewarded simply for staying.

IMO:

SAS should strive to be (in part) the AWS of data tools. There should have a simple portal such that customers can input their payment info, click on a given tool, and crank it up according to some set of configurable parameters. It should be seamless.

This will require:

CIS and RnD to merge

a real SRE program inside of the company (it's insane and an indictment of the company that no one I've spoken to in CIS has heard of the term SRE).

us to retain top talent, and purge dead weight.

sas would need to spend cycles reducing service footprint/consolidating services/improving big O performance. several gigs of RAM is insane for a login service. Not to mention the fragmentation of said service.

The same model should be followed for solutions, which means prodman will need to actually learn how to do their job. we have some of the most arrogant, yet ignorant, product managers in the business.

know your domain, know the market, and sell to that market. every solution can't do everything. boutique projects are fine, but that's not gonna move the needle.

there should be pre-configured, highly opinionated, solutions that can be delivered and adding value in under a month.

Curious to see the perspective from people around the company

Please someone convince me why Oracle doesn't implement return to office policies. David Ellison has made his companies go back for 5 days a week. Most of the other big tech companies are at least hybrid. I feel like they want us to leave, and man this would REALLY make me leave. It's our only remaining unique quality :/

My coworker was called into a meeting. They were informed of a low pega score. Despite meeting productivity and being a good employee, they felt accused of not working. They quit the next day. How does pega show someone not working when they are meeting production goals?

Anyone notice that the new standard is “over” 60% of days in office vs hybrid 3 days a week = 60% exactly?
You will get 60.1% from me and nothing more. Also, thanks for the raise that doesn’t even cover commuting expense Gunjan!

I'm lost. BD is lost. Can someone tell me what's really going on here?!

This is the worst I've seen it since I started 16 years ago. There is no one steering the ship anymore. If there's still a captain, no one's listening to them. The norm is hurry up and wait. The culture is lies, fear, anxiety, confusion, frustration, and baffling. One good thing I recently heard is that a bunch of higher ups were let go, so someone up top is keen on trimming some of the upper fat. Maybe we will be lucky enough to get more DEI hires to replace them!

Employee morale is so bad and stressed out that the leadership need to bring a therapy dog to make employees feel better.

Also, because of the above point, we are stopping measurement of the employee pulse score until morale improves.

Finally, we are going to delete your-voice slack channel because the leadership team is tired of you whiners.

He barely reads at a 5th grade level.

Just got an email to complete. Read the room Oracle where is your compassion? How likely will they read|take my comments, do these go into a black hole.. Geesh

the ai is failing and the sales team is getting the blame. Can’t sell a sh-t product bottom line

Long time Dell person here (20 years). I'm looking at applying for a job with AWS in Austin. Curious what the culture is like. And I get it...one devil to another. But I am single income house and need to afford to live and save. And for what it is worth I am okay with going into an office 5 days a week. Just curious how it's done at AWS Austin.

Some questions:
Are desks/cubes assigned?
Do cubes have walls at least?
5 days on-site or hybrid?
Do they track badge scans openly? (Dell does...created a tool for us too)

What is the review cycle like? Annual? Are there bonuses tied to annual review? What do percentages look like?

Anything else I should know?

While ballistic missiles rained down on our homes, the Intel Israel team woke up and went to the fabs. We coded from bo-b shelters with our kids crying near our homework station. We kept the PTL roadmap alive because we know it is the lifeline of this company right now. We delivered.

And LBT? Total radio silence.

When Nvidia CEO Jensen Huang is asked about Israel, he speaks with humanity. He acknowledges his people on the ground. He acts like a leader.

https://www.i24news.tv/en/news/israel/technology-science/artc-100-with-israel-nvidia-s-ceo-expands-tech-investment-amid-war

It is easy to demand flawless execution and celebrate roadmap milestones on earnings calls. It is another thing entirely to stand by the engineers and fab workers who are actually securing your future under the threat of war.

Not one word during the entire month. Zero. Now that the Iran war is over, i can honestly say this is an absolute disgrace.

Do the people who come here to a-s kiss Optum even get compensated for all of the puckering or do they just do it for free?

i come into work every day and smile and make small talk with everyone. i act like everything is perfect. i compliment every body. i make jokes. i laugh at jokes that aren't funny. i don't bring up any problems. if i don't do all of that then it feels like they are just waiting to punish me.

i am really tired of this act. we are not family. i just want to collect my check and go home. so stop forcing me to act. last time i checked i ain't collecting a hollywood paycheck.

The worst corporate manipulation tactic I’ve seen is this…

Mgmt pushes u to your breaking point,
then shame you for breaking…

High performers are the easiest targets.

You absorb more,you try harder, you start blaming yourself.

When someone disrespects u, provokes u,or keeps pushing your limits, pay attention.

You adjust.You work harder.You overthink.

Until one day, you snap, and suddenly you’re “emotional” or “overreacting.”

But the breaking point isn’t the problem.
The situation was never sustainable.

So don’t internalize it.

It didn’t start with you.

Let me tell you what really happens behind closed doors when you report your boss to their boss.

You walk out thinking justice will be served.

You finally speak up. You report the toxic behavior. You tell the truth.

But higher up, they are not always asking, “Who is right?”
They are often asking, “Who is easier to remove?”

If they remove the boss, that becomes their problem.
They have to step in.
They have to deal with HR.
They have to cover the work.
They have to find a replacement.
They have to explain why they let it go on for so long.

But if they make you the problem, that becomes your boss’s problem.

So they tell your boss to “work with you” and “figure it out.”
Now your boss knows you spoke up.
Now you are labeled the snitch.
And they wait for the situation to play itself out until you quit or get pushed out.

That is why toxic bosses stay.
And good employees are the ones who leave.

So if this happened to you, you are not imagining it.

You were just the easier person to remove.

who has body of Frankenstein
head of a bimbo
soul of Dracula
compassion of Hannibal Lecter

and once had and still thinks it have arrogance of Smalltown Prom Queen

A: NIKE

I worked doing UM review going on 5 years, but no contract no job. I decided to stay with company on a different team, WORSE mistake EVER! They allow managers to speak to their subordinates any way they want, I asked for additional training and was cussed out on teams, so not as if it was my personal phone, not once, but a total of four different times, spoke with HR at the company level, NOTHING was done, in fact I was made to feel like I was wrong for attempting to advocate for myself fell on deaf ears do I left and I’m happily employed by a different MCO with a pay raise, supportive environment, and just better in every way! Upsets me that I had five years seniority and to start over, but I’m much happier just disgusted that a reputable company like Anthem wants to preach an environment of inclusion and support for all, but when it came time to back up that philosophy they fell very, very short.

I know layoffs happen, but Oracle has created a culture of fear and uncertainty that can't be ignored. Why put in extra effort when raises are like unicorns? Why work hard when promo's are nonexistent and dry most of the time? Why give 110% when there is a layoff target on your back no matter what your value to the company?

It's nauseating to live this way

I am a 20+ year vet and years ago I would happily recommend Oracle as a place to work...not so much now. I tell anyone who will listen to go somewhere else unless you are desperate. And if you do join, stay no longer than 3 years. There just isn't an upside.

Oracle is late to almost every technical advance and plays catch-up which is how we get where we are.

It's toxic and depressing to know you are coming into the cross hairs every 3-6 months.

Put your head down and do your work. Fortunately the CSO isn’t actually the one that keeps us safe. He sits behind the doors that he closes behind him in his fraternity room. Bringing the sorority girls in one by one, you know the favorites. The ones that he protects and the ones that protect his little secrets that aren’t even secret! The company doesn’t have time or money for lawsuits to waste on people like this anymore! It’s just a matter of time. One would think that integrity is a core competency as the CSO! Shane on you Nike HR and legal!

Its awfully quiet on here. . . . where did everyone go? Is everyone emotionally exhausted from last year?

Qualcomm employs over 52k with little or nothing to show for all that. Why do you guys need so many people to collect license royalties? Companies like Broadcom generate massive revenue/market-cap per employee. You guys are in the same space right?

So what is the problem with Qualcomm being in forever in the toilet?

New name was accidentally dropped during high level meeting…
Honero!!
Wonder what group thought that up.

Has any else heard those skip-managers saying that they pretended that they aren't aware of names before the RIF event. How can someone in HR completely segmented from the department in a large company make decisions about the individuals in their reporting structure without consulting that skip-manager for a list. They already have been made the list individuals that they can let go and still function in the months before these RIF events. In today's world, no decision is made on the roll of a dice or in a vacuum.

Why cannot managers or directors own up the their decisions and state you're too expensive to move forward and we have to let you go instead of making up this silly story about "they didn't make this list"???? Letting experienced employees go that have attempted to build a career with the company for loyalty ( or good team ) reasons instead of job hoping to build your salary requirements is a sad culture to be in for sure!

They still have a well paying job, getting a raise and RSUs moving forward for trimming the fat so own it.

Am I the only one that thinks this way?

1.) Hire exec. team of highly compensated "friends" to virtue signal
2.) Create us vs 'them' environment
3.) Have numerous employee indoctrination meetings (receive medals)
4.) Spin-off non core businesses
5.) Quarterly lay-offs of 'them'
6.) Complain that Bryan isn't Chairmen of the Board

Rinse and repeat.

At belk if it looks like a duck, walks like a duck, and quacks like a duck, it is in fact a squirrel.