#culture

https://deadline.com/2026/03/david-ellison-lawmakers-letter-jobs-paramount-wbd-merger-1236760899/

wow some people aren’t a man of the word , been saying they wanted to get laid off acting like they are financially all set but they are not , they end up getting laid off saying they are so happy because they hate the place , and would never go back , but they do go back because it’s easy and they will be working until they are 80. ALL TALK

Noticing a pattern lately where a lot of the heavy lifting gets done by individual contributors, and then the narrative shifts upward when it’s time to present outcomes.

Genuinely curious—why does this keep happening, especially at the D and SVP levels? Is it visibility, communication gaps, or something more structural?

Would be great to hear how others have seen this handled (or fixed) in their orgs.

Is it only Maurice that gets a yes?

Need to backfill a role? We get no.
Need funding for a broken process? We get no.
Need funding to improve a process or build a client request? We get no.
Want to promote a hard worker? We get no.
Want to give money to a deserving employee? We get no.

Culture? No. WFH? No. PTO parity? No

I guess old Mo is the only one who gets a yes.

I've noticed that "we're a family" usually comes right before a request to do something outside of normal expectations. They think found a way to make unreasonable demands feel reasonable. I fell for it the first few times, but not anymore. Fiserv is a lot of things, but "family" isn't among them. Sc--w them and their unrealistic expectations.

Need a class -action lawsuit against these id--ts! FIS mgmt. should be the folks leaving not the hard working class. I am betting we'll be forced to accept roles with Cognizant to keep a paycheck coming in only to get sc--wed within a year from now. Betting it is the way FIS gets around paying severance packages and Cognizant will get their cut. I am highly irritated with the manner if which they handled their business, and we are all being lied to by managers saying they had no idea, when we know they were included and had likely had to sign off. Deals like this don't happen overnight this has been in the work many many months, pushing a year and I hope they remember karma is a !@#$%

Dell only cares about storage followed by AI servers, nothing else matters. The traditional server business has almost been destroyed and I am guessing that it will soon lose its number one standing in the industry. I am certain that Dell does not care and the people associated to these products will eventually be let go. SAD!!!

AC's a walking lie. Every word out of his mouth is garbage—nobody believes a damn thing he says. He’s not a leader, he’s a joke. Terrible speaker, zero tech knowledge, just hot air and buzzwords.
And yeah, he’s right there helping ship our jobs to India, nodding along like it’s no big deal. But he’ll never own it—he’ll just smile, lie some more, and keep his cushy spot while the rest of us get sc--wed.
He should be the one getting the pink slip. Not us. Not the people who actually know what they’re doing.

I’m young in my career and all three MCO’s I have worked at have been hellish, with Anthem being the worst by far. Wondering if folks have actually encountered a decent healthcare company to work at? Considering changing industries altogether because of how bad these places are.

(As an aside, Gail and team couldn’t identify true talent if it hit them in the face.)

Is it even worth filling it out? Executive Mgmt doesn’t care.

That is all....

Kari leaving the company, but will remain through end of May to support Nicole.
How do you all feel about Nicole becoming the new CHRO?

Things are changing.

"Join us for a live session to learn about professional production-grade software development via vibe coding."

Yes OTEX "leadership" really are that stupid.

They think Vibe coding with cheap replacements in India that do not understand the products will work.

What could possibly go wrong?

People that were laid off were lucky. They are no longer subjected to nonsense like this.

Just as we get going, we have to pivot to something else. There's no way to be successful in such an environment and I'm getting pretty tired of it.

March hurt. Two of our best and brightest left voluntarily despite having the coveted virtual designation and being only in their 50s. Each put on a good game face for why they were leaving but everyone knows they got tired of the lack of leadership and apathetic coworkers putting in the bare minimum. Morale is in the toilet and no one is trying to do anything beyond keeping their heads down and a clean presence report. T counting badge swipes, butts in seats, and key strokes as markers for success is cultivating apathy, resentment, quiet quitting, loss of morale, and disintegrating culture. No one else is paying employees this much for mediocracy which is why only those who saved and invested and have pensions can tap out. The rest of us suffer and grumble largely in silence. Most don’t even want to hear themselves complain anymore. I realize how sad and pathetic this post sounds but this is where we are and I am.

Been glued to this site since the reorg announcement couple years back and it's just spiraling downwards. Total implosion is the only way to describe it. The culture and morale? Words fail me. Honestly, I'm starting to feel bummed that I haven't been laid off yet. I'd rather face starvation and homelessness than deal with this mess. Seriously considering quitting outright.
And I've got 20 years in the banking world under my belt, worked at multiple banks, but I've never seen anything this chaotic and awful. I'm actually surprised we haven't racked up more regulatory violations, but with the way things are going, it feels inevitable.
This past month has been beyond terrible. Almost everyone in my department has either been laid off, quit, or jumped ship to a new role.

It’s a strange kind of “progress” when a company like VF, home to brands that market empowerment, exploration, and modern values quietly reshapes their leadership team into something that looks like a throwback out of a 1990 golf tournament brochure - a lineup of men with the same haircuts, same resumes, and same golf handicap index. Not a woman in sight unless she’s HR or planning the holiday party. TNF is a brand built on pushing boundaries, and yet we find ourselves cycling out female leaders only to rapidly replace them with the most like-minded male candidate within reach. It’s starting to feel less like strategic evolution and more like regression dressed up in corporate lingo. At a certain point, you have to ask.. is this about “best person for the job,” or is it about comfort, familiarity, and an old boys’ network reasserting itself under the radar? Because when diversity disappears at the top, it doesn’t just change optics, it’s a narrowing of perspective at the exact level where our strategy gets shaped. And most importantly, the same leaders making these decisions have daughters that will someday look for examples of women in leadership - and how disheartening it will be when they realize they can’t find any here.

Culture, work load, etc? Asking for a friend.

How did we get to this point where corporate America is a country club where we will never obtain membership.

Years ago Medtronic was great place to work until the outsiders wrecked it with their paper MBAs.

Everyone I know is a clock puncher now. Why put in more than 40/week when it’s not rewarded???

Projects taking way too long now due to stretched AOP budgets.

Anyone believes that Hugo (extremely large space hog of a robot) is going to grow revenues? Elon Musks robots will soon be ble to do surgeries.

1. Unethical Leadership
2. Brown nosers
3. Everything else

That's all. Thank you.

There is a lot of negative sentiment here, so I want to focus on the positive stuff and why I appreciate BNY:
1) 7% 401K match - more than most financial services firms (for example, Morgan Stanley gives 4%)

2) Pretty generous vacation entitlement

3) If you leave the company, they pay for the vacation days you haven't taken

4) laid back, friendly culture in most groups

Why is there no structure at Verizon? Someone in Leadership in retail, who hasn't spent 2 weeks in a direct business sales role can move into leadership in the b2b channel. When did they prove their marks, show their grit, make their strides?

Someone in a AE role can jump to a senior leadership or AD role? When did they work with the larger customers in between, learn to navigate large business, share ideas on winning the deal?

Someone from any other role overstepping into a leadership role, or senior role, that others are already working towards. Why? Why no structure? Why no set steps? Why not automatic advancement based on seniority and the ability to opt-in...

Wouldn't it make sense to say you can be anything you want at Verizon l, just follow the steps.. have some structure

I just got tasked with completion this survey. I did then basically take offshore over the coals.

It's a relationship that is not collaborative, and definitely not a partnership.

Offshore has no skin in the game, has no oncall duties. Why we have Offshore is stupid.

Offshore provides estimates, but they don't even present it to the customer, the onshore TFAL is expected to handle it.

I get that Gainwell does it to save money, but how is handled and executed is utter cr-p.

I'm currently still employed by Gainwell until I get a job elsewhere.

What an absolute lawyer type statement and I'll say it - it's a lie. We are on a hiring freeze and you know it. Be sure to add that little part about contractors too. Counting that one grain of salt on a beach and saying the beach is made of salt is what you and the rest of the clown show are doing. One req here and there for an EIC or sales person doesn't move the needle forward.

• Maurice Smith, at today's town hall.

Brain dead.

Also: he says culture is strategy.

He means culture eats strategy for breakfast.

It is a famous quote.

From a book.

You know, the things he says he does not read.

Welcome to Xerox, where we tout our Fortune 500 status (likely will fall pretty soon) while changing and adding new systems for our sales teams without sufficient training, no change in expectations, increasing the pressure, disincentivizing big sales, and not fixing the things that still don't work beforehand.

Should we fix the poor Hubspot integration before adding a totally new frontend? Nah! You'll be fine! Should we fix our client facing websites and services before changing demanding higher volume of sales? Nah! You just need to execute "faster". And the list goes ON and ON. Oh, and let's dissolve the sales training leaders while we're at it so new hires are at the mercy of the sales team they are joining, thus becoming a burden.

I now have 10X more responsibility I had before without 10X the pay. Once I get my next job, I am OUT of here. I wish everyone the best.

Jill listens to Nickelback.

This video describes perfectly the type of people who advance at 3M. Hint: not those who work the hardest neither the ones who deliver results.
Does the wolf remind you of any leaders?
https://www.youtube.com/watch?v=outRuy6jrKY

Which of these does AT&T actually care about?

Silly question, we already know. Sure, fuel is expensive but people are even more expensive. Think about this, one mediocre L2 PM can cost the company upwards of $200k. That's 40,000 gallons of fuel necessary to keep our fiber team doing the only thing we can do to make money.

If the federal government were to issue an emergency order requiring companies to reduce road and air travel by 1/3rd in exchange for other tax incentives, you can bet you're behind AT&T would jump on board. Remember, Stankey's AT&T is all about the dividends. 100% RTO and relo are severance-free layoffs. Fewer employees = more free cash = better dividends.

States have spent billions on trying to keep drivers off the roads. Companies like AT&T could not care less. The environment is only an issue when it is trending. Just think, in the DFW metroplex, we have millions of cars on our roads every day. A 30 mile trip in your car produces upwards of 25 pounds of CO2 gas. So, 1,000,000 cars produce 25 Million lbs of CO2 gas, every 30 miles! Think AT&T gives a shot? Nope. There's no money in it. They are like little parrots saying "return to work, return to work, return to work"

So, we can complain or we can find other jobs. And, despite the loser narrative, there are jobs. Its just that working at AT&T is bad for business. We aren't exactly in the 'highly sought after' category. Fact is, AT&T loses a lot of smart people every day. Smart people find jobs. Most of us, however, stay because this is an easy ride for ridiculous $$$. We all know it, so let's be honest. Who here actually works a solid 20 hours a week? Do you really think AT&T doesn't know that they have created a company of slackers?

Fuel Cost, Pollution, or Lazy Employees working from home; which one do you think AT&T cares most about?

So exciting!!! Will we learn Maurice’s favorite Cookie flavor? Action hero? Thoughts on the upcoming World Cup?

What will he read to us today?

Ynon goes hard on Mondays. Good luck to all

He’s so obsessed, and wasting millions

So they're trying to push out the "older" sales reps. How is this allowed?

Whoever come up with this migration plan should be fired on the spot. What a complete sh-t show. No support. These leaders have no clue.

Not that we weren't one before, in a way. Now it seems to be the actual vision.