#culture

First, alignment doesn't exist. Ask three managers the same question and you'll get three answers, maybe four. Then when you actually need support, when you raise your hand because you're stuck, they go blank. No ideas, no resources, and no help. Just a lot of blinking. But God forbid you make an error. Then they're everywhere. Suddenly they have all the time in the world to watch you and question every step, just to make sure you know you sc--wed up. They can't help you succeed but they'll definitely monitor your failure.

I have a masters degree. Spent years and money getting it. Did the same job as people without one for less money. When I left, they hired someone with no degree at all. Then I learned they paid them ten grand more than I ever got. The difference? They're good at su-king up. That's the only skill that matters here.

Plus trip to Paris

Seriously disgusted.

How do they justify spending company dollars on trips to Disney World when thousands are being laid off?

You don’t hate this company enough.

https://www.linkedin.com/posts/adamfalat_healthcareleadership-digitalhealth-healthtech-share-7437488519410880512-_Y0L?utm_source=share&utm_medium=member_ios&rcm=ACoAAAH2E40Bnd7RAziuQBDoENHzgN671-AUNTg

I would like to raise concerns regarding workplace culture and accountability, particularly related to an East Coast office. There have been ongoing reports from employees expressing discomfort with certain interactions and behaviors involving male colleagues.

Additionally, there is a perception among some staff that complaints about inappropriate comments or conduct toward female employees have not been consistently addressed. This has created concern about whether employees feel safe and supported when raising workplace issues.

There have also been broader concerns raised about leadership response and whether appropriate steps are being taken when complaints are reported. When employees take the step to bring forward concerns, it is important that they feel those concerns are taken seriously and reviewed objectively.
I believe it would be beneficial for leadership and HR to review these concerns to ensure that workplace standards, professionalism, and accountability are being upheld across all offices.

Leaders need to be in office as consistently as the employees they force to be there to protect their employees if you aren’t going to address the behavior. Get out of meetings and offices and start doing your job!

Smoke and mirrors to implement the old wing it by Windstream way is back. Uniti either loves losing customers or we are prepping to sell the whole company

https://hitconsultant.net/2025/08/22/klas-report-oracle-health-faces-customer-losses-and-declining-satisfaction/

No airline background, and remote from Sweden…

So its bad enough we’re losing staff to false performance ratings and India but now we’re going to lose them for imaginary employees. BNY is a joke and everyone needs to get out of banking. All these id--ts are copying each other with RV think BNY is going to lead automation . Yeah ok buddy. First you have to update the dinosaur systems you forced us to use

Wayfair states that it offers a great work-life balance. Sooooo not true. Their training is inadequate. Overseas employees are non-compliant. Shift bids are BS. No matter what you choose, they will give you the schedule pertaining to company needs. So you can forget about being a parent, kids will have to raise themselves! You cannot just use your PTO when needed. You will accrue attendance points for using it for emergencies or same day illness. Metrics change in the middle of the quarter. Employees know how to wrap to manipulate their metrics so it doesn’t pay to do honest work. Religious accommodations are only given to non-American employees. There are plenty of other places to work that will definitely appreciate your dedication and work ethic. Do not give more than your pay grade, they will say thank you and expect for you to keep doing it w/o being paid for it!

Bro, if you’re going to make this an ‘ask me anything’ type of event. Grow a pair and answer the top question, don’t have your staff delete it and pretend it didn’t happen.

150 Years of History, 0 Years of Perspective

I’ve been trying to process the absolute disconnect of AT&T’s "celebration," but the more I think about it, the more insulted I feel.

Today, leadership stood up and proudly touted a $250 billion infrastructure investment. A quarter of a trillion dollars. It’s a staggering number meant to impress shareholders and the media. But for the people actually building, selling, and supporting that infrastructure? We got a sticker and a stale cookie.

The "Grand" Celebration Breakdown:

The Investment: $250,000,000,000 for the network.

The Employee Reward: A single cookie and a sticker (and only if you were lucky enough to be at a "core" location).

The Message: If you aren't a piece of hardware or a fiber line, you aren't worth the investment.

It is genuinely embarrassing to work for a company that talks a big game about "culture" and "people-first values" while treating a once-in-a-century milestone like an afterthought. 150 years is a massive achievement, yet there wasn't even an attempt at a commemorative item or a gesture that felt permanent. A cookie is gone in thirty seconds; a sticker belongs in a middle school classroom.

The Downhill Slide

We’ve watched the employee experience erode year after year. Milestone anniversaries: once a point of pride in this company, have been gutted. To see them brag about billions in spending while failing to provide even a basic token of appreciation to the global workforce is the ultimate "read the room" failure.

We aren't asking for a slice of the $250 billion. We’re asking for respect. We’re asking for a culture that actually acknowledges the human effort behind the numbers. Instead, we got a sugar crash and a piece of adhesive paper.

AT&T isn't a "family" or a "culture" at this point, it’s just a giant machine that forgot it’s powered by people.

Is everyone store high stress, bad vibes, toxic energy?

We've replaced a human being with a capitalist cutthroat.
Culture going down the pan
Ranks of useless middle management
Gorman would be saddened by what is happening

Noelle never led IT and Katya/Gina did not lead digital?

Really nostalgic for what the company once was before these two/three

I just heard a commercial that made me want to puke. AT&T is promoting their 150 year anniversary. DJ said how proud he was of his father's 35 year career with AT&T and how he's been through massive technological adventures. What a joke! Stinky wants you out in less than five years; no such thing as long-term employees anymore. Zero loyalty. Fu-k AT&T!

If we’re talking honestly to our younger selves, the conversation might include warnings about corporate messaging that talks about empowerment while employees feel undervalued, overworked, and unheard. It might include advice about spotting organizations that talk about people-first values while quietly prioritizing executive egos.

Ba----g on about courage and “seeing yourself bigger,” but anyone who’s actually worked there knows the reality is burnout, bureaucracy, and Accenture-rejects that couldn’t manage their way out of a paper bag.

It’s the usual corporate fantasy written by out-of-touch suits who love the sound of their own inspirational waffle while the people doing the real work get ground down. There's not a single member of M&C SLT that wouldn't gladly stamp on their own mother if it made them look good on LinkedIn

Maybe instead of publishing this smug nonsense, the prickgoblins running the place should try fixing the toxic culture they’ve created. Until then, spare everyone the sanctimonious wa-k.

HR employees, what are your thoughts around our most recent townhall??

Mine: could've been an email and Bye Anne!

Was a good leader. Stayed off my back and allowed me to perform. Thanks Sycamore for laying off the good ones…..

Can't seem to get questions answered. Leadership doing the information trickle method, like the government does with bad news.

Will quotas be dropping since retail partnership is severing?

Right now quotas in SMB are near equal (sometimes more) than mid-market due to retail traffic.

Eliminating that and dropping the base down more than 50%, surely quotas are dropping (in a perfect world)

Mid-Market opportunities yield much larger deals, SMB opportunities yield small deals.
So more calls, more meetings, more closed deals to equal the same or similar quotas doesn't seem logical.

An old VZ coworker used to say Verizon may have logic and they have reason but never logic and reason together.

The current approach to promotions highlights a troubling double standard.

HR has proceeded with promotions within its own ranks including VP to SVP and reversed role classifications from Senior Manager back to Director, even though the rest of the organization was required to make those changes.

At the same time, commercial line-of-business teams responsible for generating revenue and driving business performance are restricted and effectively blocked. Across my organization, leaders have taken on significantly expanded scope and accountability, with direct responsibility for new business generation, revenue growth, and client retention. Despite these expanded roles, we were told during both job reviews and the annual merit cycle that promotions were not possible even in cases where retention risk and material scope changes are clear.

When HR the very function responsible for fairness, governance, and organizational consistency applies a different standard to itself.

I’ll be honest, I’m struggling with my org at Oracle right now. We’ve lost so much talent and product knowledge lately that I feel like I’m just 'running the show' rather than leading. The people who stayed are totally checked out. They do the bare minimum and won't engage unless there's a promotion or hike on the table. Had to force them pushing my leads to extract more work. I know things are broken, but I’m at a loss on how to actually fix the culture and get them motivated again. Innovation is not happening at ground level. Employees are completely dissatisfied.

The morale here has hit a new low with all the layoff rumors circulating. Initially, the team was energized by AI initiatives, but it quickly turned into internal fighting over recognition. Since those 'wins' never actually materialized, everyone has just given up. They've dropped the ball on their work because they don't see the point in competing for nothing.

With AI tools available, its just copy paste happening without a thoughtful delivery. Everyone fears on danger of providing holistic solution. Had to layoff a bunch and rehire often. Product quality going to trash. Very difficult to hire a quality candidate under specific budget, Train them and Lose them.

I saw some comments about how there is a push from leadership to restructure teams into a 30:70 - U.S.:HIH split.

I wanted to see if multiple people can verify this.

I know HIH is growing and they’re cutting US FTE but how true is the 30:70 split? If it’s true, then that’s all of us finished in the US

Anyone know what to expect for Optum Corporate LCRA roles? Something is brewing but everyone is being secretive.

Let me explain how it works here. First, actual performance is irrelevant. The people who work the hardest and produce the most are seen as threats, so they get cut, while the mediocre ones who keep their heads down and do not rock the boat stay. That is the goal: mediocrity across the board. Second, if you refuse to bow to a manager who has no business leading, you are done. They will find a way to get rid of you, and when there is no legitimate case, they cheat. They will lie, plant stories, and turn your own team against you. I have seen it happen to three people, good people who simply would not accept abuse. This is not an exception. This is the entire system.

Wondering how many of you all in here are from the core Nexient company?

Really miss the old days where stuff was running so much smoother, Nexient as a whole was much better than NTT and layoffs? Pft, unheard of from me in Nexient.

Please tell me I am not the only one in here.

We can easily dispatch another 30% and it will still function. There are too many coasters, old timers sitting there doing nothing. Too much dead weights. Americans are lazy.

If there's one skill AT&T has, it's taking something good and ruining it. Nobody does that better.

This whole place is embarrassing to be part of. Top to bottom.

Come on - we know it’s coming, who’s going to spill the details?

If you work for DXC you are right where you belong.
The good people have long ago left leaving behind groups of dead wood.
Sad part is, the dead wood are the ones that don't leave and are whining..
If you are working for this company in the US, you are on borrowed time. But if you are just hiding there, ride it out. Your next job will no doubt be a mimimum wager anyway.
Probably at Wal Mart or its equivalent
Glad to be gone after 10 years of carrying deadwood. ON ALL Levels!

The legacy EMC group is the only group making any money in ISG.

The Dell side couldn't put two spoons together in a drawer. Anything they develop has more bugs in it than an outhouse.

My boss has been hinting that there's no longer a cliquey barrier for entry into exploration. I've heard there's a reorg coming. What are the current whispers?

Question for current DXC employees. Looking for honest perspectives from inside the company.

From the outside it often feels like DXC has been stuck in a long turnaround story. But what does it actually feel like to work there right now?

A few things I’m curious about:

How much do you hate or like working at the company?

What’s morale like inside your team?

Are your projects and client relationships growing, or mostly shrinking?

Do you feel like anything meaningful is actually changing at the company?

Are talented people on your team staying or are they leaving?

Is your manager engaged with your team or mostly invisible?

Do you feel leadership communicates clearly about what they are doing to grow the company or does it feel vague?

Are new projects focused on modern tech (cloud/AI) or mostly legacy systems?

How realistic are internal targets and deadlines?

Do teams feel stable or is there constant reorganization?

Do you feel the company invests in employee development or mostly focuses on cost cutting?

Would you recommend a friend to join DXC right now?

Really interested in real experiences from people inside the company...

Any other tenured SMB reps on here also seriously missing the vibrant and fun culture of old? Completely gone at this point and morale at all-time low. Quality of management also at all-time low, zero value provided day-to-day beyond pipeline review and “let me know if I can help”, and just an overall toxic environment. No wonder so many reps have left on their own accord over the last few years.

Was fortunate to get VR last year after 10 years of no pay rises and broken promises. The annual drudge of appraisals, getting feedback, self evaluation etc was mind numbing, knowing nothing would ever come out of it. My manager was worse than useless. A total waste of time who blagged and lied his way year after year. I know why people stay as it’s a cushy number and no one cares. Projects drag on and it’s amazing how clients put up with the incompetence. I’m just interested to know what actual accounts are still going in the UK. Not much on here is posted but in the last few town halls I attended there was always a ‘positive pipeline’ so just curious as to what current employees are actually working on - or more pertinent what codes are you booking time to for doing next to nothing? My last account was Defra which died a slow and painful death!

It turns people who once cared about their work into people who just watch the clock