#culture

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.

The Danville plant is a mess due to lack of leadership because they refuses to lead! Nepotism runs the show, accountability is nonexistent, and the people who actually keep the place running are treated like they’re disposable. It’s unbelievable how far the culture has fallen. Danville has low morale, high turnover, and a leadership team completely disconnected from reality. We will be lucky to have jobs by the end of the year! What was once a great place to work is an absolute nightmare to go into!

The moment BNY announces it has “partnered with McKinsey for strategic realignment,” associates react with the same serenity NASA astronauts display when Mission Control calmly radios, “We’re detecting an unexpected structural anomaly. Please remain calm.” A hush ripples through the workforce. Teams icons flip to “Busy,” résumés begin auto launch sequences, and everyone suddenly remembers they have “a friend at JPMC” they should probably ping before atmospheric reentry.

Associates know the pattern. McKinsey doesn’t arrive to optimize joy; they arrive to optimize payload weight — by jettisoning crew.

Soon the PowerPoint Telemetry Flood begins: hundreds of slides filled with arrows, thrust vectors, and phrases like “strategic delayering,” “value capture acceleration,” and “synergy unlocks.” Employees translate these instantly: “layoffs,” “more layoffs,” and “brace for impact.”

Then the consultants appear — bright eyed, hyper confident, and unmistakably born during the iPhone 6 era. They interview associates about the very systems those associates built, taking notes with the intensity of NASA scientists documenting steps to repair a faulty toilet and drain my catheter. Employees smile politely while thinking, “This is how my mission ends — explained back to me by someone who still uses their college meal plan.”

Meanwhile, deep in the executive command module, RV and Dermie quietly cheer as the fear and panic meter spikes and the algorithm for layoffs without severance boots up, humming like a guidance computer that only calculates cost savings.

The BNY EC soon begins speaking fluent McKinsey-ese:

• “Zero based redesign” (cut everything)
• “Workforce rationalization” (cut everyone)
• “Operating model uplift” (cut differently)

Morale drops like a surprise space toilet malfunction in microgravity. Motivation shifts from “doing great work” to “avoiding being noticed,” “avoiding being too unnoticed,” and “finding a new mission before this capsule depressurizes.”

Right on cue, HR issues its standard transmission: all employees must refrain from unprofessional or derogatory comments — including emojis. Violations may result in corrective action up to and including termination. A sarcastic po-p or head ba----g wall emojis could apparently end your career faster than a failed docking maneuver.

By the time the consultants return to Earth, the BNY EC will declare mission success, and associates will quietly wonder whether the strategy ever involved improvement — or simply surviving another orbit on the dark side of the corporate moon.

How? I’ve commented before that I am fully aware that these awards are bought and paid for. As in the firm has a whole apartment deck to applying for these awards every year in a massive budget set aside to start writing the check for the applications. But I do also know that they supposedly randomly send emails to a certain number of home office associates as well as field associates. I cannot imagine if this was true, that we would’ve made this list at all given the last year, much less number 21 — now I’m going down the rabbit hole trying to figure out when the surveys were sent? I’m thinking it HAD to be before the ISPs actually started getting announced in August? This is just absolutely not reflective of the culture today.

https://www.edwardjones.com/us-en/why-edward-jones/news-media/press-releases/edward-jones-ranks-21-fortune-100-best-companies-work

With the announcement of another Rogers following JS it seems clear like our days are numbered here if you are not of a certain s-x or nationality.. Funny to see them try and get around JS's non compete with Rogers by hiding them in the transformation org. Feels like we should all be looking for a new job ASAP!

So another Indian hired Ravi Karanam.
Tarun Bhatnagar was paid huge joining bonus.
How much this dude get?
The game is clear - Get rid of long time workers and make your friends rich.
Shame on FIS Management.

Just curious, what percentage of T employees respect and admire John Stankey? I would estimate less than 5%, what do you say?

Are they tracking network logins? People are saying their manager is harassing them about being in the office at least hours a day all five days of the week.