#culture

Retired old man here. Question= 5 years ( or so) after the integration of esurance into Allstate, can we all agree that their talent pool was like the “kiddie pool” at a local swim club? No depth, no substance and all “look at me” show, with zero value added. Is gramps off base?

Stock has tanked, 10's of thousands of employees on the street, 10's of thousands working off-short for pennies, agile rolled out with aggressive, mandated goals and no asset cap. What's really going on?

I’ve been in a work environment where leadership is often framed as “shared,” with the message that everyone is leading. In reality, it doesn’t feel that way.

There’s a pattern of conversations being guided toward a preferred outcome, where input is less about open collaboration and more about aligning with what’s already been decided. It creates the impression of shared leadership, but often feels like managed agreement.

When someone has the authority to make decisions but avoids clearly owning them, it shifts responsibility onto others and creates confusion around accountability. Over time, it makes it harder to trust the process or feel that input is genuinely valued.

Strong leadership isn’t about telling people what they want to hear or steering them to a specific answer — it’s about transparency, ownership, and honest communication, even when it’s uncomfortable.

Curious if others have experienced similar

Does anyone know if the new headquarters has designated safe spaces for employees to express their emotions? In my role, I frequently interact with the manufacturing team, and they can be quite abrasive. Having a safe space to cry would be incredibly helpful, as I’ve heard that the parking lot is quite far away, making my car an impractical option.

Does anyone know if bosses can essentially block an associate from transferring to another internal job? No known freezes or limits within the department on transfers.

Was told by a designer tech 4 that all DT4’s were told they would no longer get double time for working Sundays, can anyone confirm?

Whomever decided to migrate fully to Facets needs to be fired. I’ve never experienced such issues in my life. For a platform that is web based and updated, I feel like I’ve moved to the Middle Ages. It’s slow and dreadful and goes down often. Automation is severely lacking. How can LG possibly meet 1st pass? I feel like we’ve been set up to fail. Does anyone else feel this way?

The newest CHRO’s Post-it wisdom says:

When we stop trying to be everywhere, we finally give our leaders the space to be innovative and quick. Speed doesn't come from more eyes on a project; it comes from fewer, more decisive ones.

Yet - we are drowning amidst all the things that have to get done - with a crippled team who does not know anything because the experts are gone. And she comes up with JOMO.

In what world she is living?

SMH

CEOs and corporations don’t care if you’re sick or bedridden. Step away from work and spend that time with your family.

No more rigged best of belk awards for managers favorites?

What do you think guys, did we deserve that?

• Constant* project churning. Requirements either written by AI without considering what's actually possible, or just blatantly copy the competition as they do it better. Just copy, copy, copy, without understanding what works and what doesn't, and why it works or not. Demanding constant revisions over and over on UX work, in a rush.

Utter incompetence. I've worked on projects for months that go so long only because management is entirely incapable of making good decisions. Iterate, iterate, iterate, iterate.

The place has become a complete mess, with outrageous demands as they assume everyone is now a superhuman with these AI shortcuts (they've done nothing but make things worse for everyone but devs.) And dev wants nothing to do with UX, as they just see it as a bottleneck as they "vibe code" unplanned, unconsidered garbage.

Anyone with original ideas will have them stolen as management desperately tries to justify their employment, despite outright incompetence.

What a complete waste. It was a great place to work while it lasted, but now it's just absurd demands with absurd timeframes with absurd people.

And good luck if your manager decides (to alleviate his own guilt for throwing out a LONG-time performer) that he has to be entirely unreasonable and make absurd demands of you suddenly . Su-ks when the manager was already entirely incompetent at design - now he's going to demand your work gets far worse as he forces terrible decisions that don't make any sense. Just making a paper trail of "insubordination" for not heeding "just make the logo bigger"-type of feedback an amateur wouldn't make.

What a joke. Stay far away. They are going to be desperate for good employees soon. I've seen many companies make the same terrible mistakes, and it just gets worse and worse.

I was bored and curious so thought I’d see how active other company employees are on this site. I managed to get through about 95% of the other company boards and I can tell you that Nike is far and away the most active company on the LayOffs. Not sure what that says about us, but at least we are winning in something! Win as a Team!

The Almighty JD Power has blessed the firm today with the top spot. Jonesnet spouts confetti when you open it. Penny raves in an 8+ minute video. But my favorite part of the day was an email from KJ - our great ELT leader.

“To help us amplify and extend the reach of this important milestone, consider adding a comment that celebrates the moment and shows your pride on EJ’s LinkedIn, Facebook and/or Instagram posts. USE WARM, POSITIVE LANGUAGE THAT HIGHLIGHTS OUR COLLEAGUES, CULTURE, AND COMMUNITY IMPACT.”

Got that, Team?

Not once in eight years has it reflected my actual performance. I'm not complaining because any were negative. I'm complaining because I don't understand why they even bother. So much in this company is just performative cr-p for mgmt to cover their as--s.

Can some explain wha the heck this even is without all the ridiculous jargin on the website and launch announcements?

This headline is incomprehensible:
“Avaya Nexus: Announcing The Security-First Voice Platform For Mission Critical Teams”

Another example: “ Avaya Nexus™, a companion product for Avaya Infinity, is specifically designed for no-fail, highly-regulated environments including emergency services, defense, government, healthcare, financial services, and public utilities.”

A companion product that does what? And fixes what problem? The marketing is awful

Advertised as having great culture, decent pay, work-life balance. Then you get on board and it's everything but. To make it all worse, frequent layoffs keep you on your toes constantly. I fell for the cr-p hook, line and sinker three years ago. I've been trying to wiggle out for a year now, except opportunities are fewer every day. Now I wish I'd gone with any other company.

C'mon people, share credible info if you have it. Everything I've seen is all over the place. Zero communication from upstairs, which is inconsiderate and sh---y in and of itself. Many of us may not like this job, but we all need that damn paycheck. Have you seen the job market lately?

Being told to implement IA to do your job, so we don't need you anymore, or we will let you go, makes no sense. Especially when no tools or assistance are provided.
It's like telling the bus driver to implement a self-driving system so we don't need you any more, or we let you go and we will implement one ourselves, while the bus and it's customers sit at the curb. We need someone to write the book, "how to ki-l a company with two letters".

Healthcare org is in chronic structural decline with demoralized staff, opaque leadership, and a broken implementation pipeline. I'm getting the he-l out before layoffs hit.

Sound like they haven't hit puberty yet?

Check this out......looks like BP's path of destruction continues on.

https://www.thelayoff.com/post/@OP+1kcs10tc6

Has anyone else noticed a growing pattern / trend with Dell layoffs where "someone" will "leak" information about a particular group or org's upcoming layoffs, but layoffs are not for months out. Then, the company will do everything in its power to make their lives a living he-l so they quit on their own before their slated layoff time.

I've seen this pattern over and over now. Pretty slimy way to run a business. The forced attrition has gotten out of control.

Serious question: What advice would you give to a very capable employee who isn’t one of the anointed ones (not in a leadership development program and not part of a good old boy network and who spends their time getting work done and has no patience for schmoozing) but who decides they want to tough it out at Verizon. Is it a hopeless situation?

Can anyone share signs I should be seeing if I’m being targeted by my leader for a push out? I’ve been feeling like I’m receiving disparate treatment and I don’t know if it’s real or perceived because of the chaos in the company right now.

Crown Castle was something once beautiful and admired, now placed on a shelf with a price tag that no one bothers to read. The brightest jewels that once gave it life and purpose have long since been taken away and discarded, leaving only a dull, hollow relic behind of non-functional leadership. What remains is a picked over company run by desperate figures who claw at whatever crumbs they can find and cling to their pathetic power, each fighting not out of ambition, but out of fear of having nothing left.

The old guard still lingers, the good old boys those who once basked in power and comfort, now wandering the dim corridors in search of someone weaker to blame, someone to sacrifice so they can feel important for just a little longer. Each decision they make feels like another boot pressing down on another neck, another story ending before it ever had a chance.

Inside this fading Castle, the air is thick with disappointment and decay. Whispers of dishonesty echo through the halls, and trust is a forgotten language. It’s a place where hope packs its bags quietly, slipping out the side door while the last embers of dignity flicker and go dark.

I've heard several stories about AVP/VP level terminating L2s for petty items. Are they getting a bonus for doing so? (Cohen org, for reference)

Can we discuss the peculiar behavior of people in the office? What’s the deal with this numb, personalityless, smart-a-s, arrogant new type of behavior? I find many people in the office absolutely cringe-worthy. While some are quite normal, a significant number are simply bizarre. It’s like observing a child with Asperger’s syndrome in the office. Have people lost their personalities? If you can sit at a desk and make snarky comments while appearing completely serious about them, yet make no effort to connect with your coworkers, what exactly are you doing in the office? It seems like these individuals could be outsourced in a heartbeat, as we clearly don’t require their interpersonal, softer skills or collaboration. Is everyone so risk-averse that they can’t exhibit a bit of common sense? I may not be an outgoing personality and I tend to keep to myself most of the time, but for the love of all that’s holy, there’s something seriously wrong with you if you can go to a place with a thousand other people, say nothing to anyone, sit at your desk for eight hours, only getting up to use the restroom or have lunch. No one even smiles in the hallway anymore.

He is the absolute worst CTO of all time.

Two of our executives have recently announced they are departing PNC. One is our Corporate Responsibility Officer and the other is our Chief Information Security Officer. Though we may never know the real reason they are leaving, I find it very ironic that they have both put in their notice shortly before the mandatory five day return to office takes affect.

They are two very highly respected Individuals and it’s sad to see them both leaving. Great talent write out the door.

Thoughts or opinions??

so despite all receiving a welcome message from our top people person stating there will be a review it seems the UK has been cancelled.
You have not and will not hear this from your UK leader, youll be told there has been a review and it was not affordable, usual rubbish.
your bottom level manager who was not included in the review despite how hard they may work, how low they may be paid or even if they received a top rating in their PDR will have this extra stress added to them and will have to break this news to you.
I am nearing retirement after spending my many years having done the most i can do to look after people in this supposedly people first company and this is the worst i have known it to be and i feel i have been left with no choice for the sake of the wonderful people i work with some of which have to work 2 jobs to make ends meet.
I have my monthly meet with my customer next week and I will be sharing this news and I invite you all to join me in sharing this with yours too.

they need to know before they sign any further projects.
it may just make them think twice about who they give their money to and with any luck move some of their business in house or to somewhere that actually cares about people

Anyone here left EDJ for a competitor in the St. Louis area that starts with an S? I’d really love some honest feedback on the culture.

I’m currently down to the final two candidates for a role there, and it comes with about a 30% pay increase. I already know three people who work there, and they’ve all said the culture feels more genuine. Less “cult-y” than EDJ, and way less corporate jargon. No constant “circle back,” “put a pin in it,” or meetings just for the sake of having meetings instead of actually getting work done.

What I’m really looking for is a place with real people and a normal, grounded culture. A team that communicates like humans and focuses on results without all the fluff or being micromanaged by layers of leadership. I don’t even care that they are in the office now. I don’t want to pretend to be a fake anymore. I want someone honest who is gonna say “I don’t know, I’ll find out” instead of “that’s a good question, let me get back to you” (and never do).

That said, I’m nervous. The pay is better, but I’d be giving up PTO accrual, and I’ve heard the benefits aren’t as good and are higher than what we have now.

I’m honestly torn. I want to leave EDJ, but I also know the grass isn’t always greener. If you’ve made a similar move, I’d really appreciate hearing how it worked out for you.

Scene: Corporate office conference room. A banner reads “Forward Together.” It’s hanging slightly crooked.

⸻

EMPLOYEE:
Mr. Go-Go, thanks for sitting down with me. Employees have some questions about the company’s direction over the last few years.

GO-GO:
Of course. Transparency is very important to leadership. That’s why my office door has a window.

⸻

EMPLOYEE:
Some people feel like the company went from an industry leader to… well… struggling a bit.

GO-GO:
I wouldn’t say struggling. I’d say we’ve entered a period of strategic unpredictability.

⸻

EMPLOYEE:
Right. And some employees think leadership decisions might have played a role.

GO-GO:
Impossible. Leadership can’t cause problems. Leadership is what fixes problems. That’s basic leadership.

⸻

EMPLOYEE:
One concern I keep hearing about is the risk of employees talking about unionizing.

GO-GO:
Ah yes, unionization. We’ve studied that extensively.

EMPLOYEE:
What did you conclude?

GO-GO:
That employees tend to talk about unions when they’re unhappy.

EMPLOYEE:
That sounds… concerning.

GO-GO:
Not really. Our solution is simple.

EMPLOYEE:
What’s that?

GO-GO:
We encourage employees not to be unhappy.

⸻

EMPLOYEE:
Another topic people mention is moving operations away from places like Bartlesville, which some say has been keeping the company afloat.

GO-GO:
Yes, we’re very proud of our strategy there.

EMPLOYEE:
Could you explain it?

GO-GO:
Certainly. Bartlesville has been very reliable for decades. Which means it’s clearly time to move away from it.

EMPLOYEE:
Why would reliability be a problem?

GO-GO:
Complacency. If something works too well for too long, people start expecting it to keep working.

⸻

EMPLOYEE:
So the plan is to move resources away from places that are performing well?

GO-GO:
Exactly. Leadership is about bold moves.

EMPLOYEE:
Even if they don’t make sense?

GO-GO:
Especially then. Those are the moves people remember.

⸻

EMPLOYEE:
Some employees say the company culture has become dysfunctional.

GO-GO:
I disagree completely.

EMPLOYEE:
You do?

GO-GO:
Yes. Dysfunction requires coordination, and we have very little of that.

⸻

EMPLOYEE:
What about morale?

GO-GO:
Morale is very important. That’s why we measure it every year.

EMPLOYEE:
What happens after you measure it?

GO-GO:
We measure it again the next year.

⸻

EMPLOYEE:
So what’s your plan to turn things around?

GO-GO:
Simple. We’re forming a task force.

EMPLOYEE:
To fix the problems?

GO-GO:
No, to identify the appearance of problems.

⸻

EMPLOYEE:
And then what?

GO-GO:
Then we’ll form another task force to determine whether the first task force should have existed.

⸻

EMPLOYEE:
Well… that sounds thorough.

GO-GO:
Leadership always is.

⸻

EMPLOYEE:
One last question. Are you confident in the company’s future?

GO-GO:
Absolutely.

EMPLOYEE:
Why’s that?

GO-GO:
Because if things get any worse, expectations will be much easier to exceed.

⸻

EMPLOYEE:
That’s… surprisingly reassuring.

GO-GO:
Thank you. Confidence is the cornerstone of leadership.

⸻

EMPLOYEE:
Well Mr. Go-Go, I appreciate your time.

GO-GO:
Anytime. Now if you’ll excuse me, I have an important meeting.

EMPLOYEE:
About fixing the company?

GO-GO:
No. About changing the banner in this room to say “Strategic Excellence.”

I think it will really boost morale.

(Credit GBT) someone please make a short out of this!!! lol

In a stunning display of visionary leadership, Clearlake has decided to let two complete rookies role‑play as CEO and CTO of One Identity.
Their first genius move? Try to fire the entire Identity Manager team and replace decades of hard‑won expertise with an army of low‑cost code monkeys offshore.
Nothing says “strategic innovation” quite like dismantling one of the company’s last profitable products. But hey—let’s just hope the next buyer doesn’t notice the smell of burning cash just yet.

The grifting was taken to another level yesterday at Nvidia's GTC event and then immediately plastered all over socials! Jensen must be laughing at all these clowns bend the knee so they can be first in the queue to get their hands on a GPU!

Even when there's good news (revenues up) Dell somehow manages to turn it into bad news (stiffing everyone on raises, IBPs, promotions, more layoffs, etc).

FU-K this sh-t hole company!!

To all the directors whining and trying to make your case for know declared surpluses. GOOD LUCK! You’re not as important as you think you are. Dan will do what Dan wants to do. Change some of your ridiculous metrics and you’ll find you need far less personnel. Smarten up!