#culture

The cover story for layoffs is that the financial incompetence of leadership led to layoffs, but, in fact, the impact of layoffs seems to be a rise in Authoritarian management practices (do this or we’ll axe you, whether you like it or not), which leads one to wonder if that was not always the point?
Foreigners in management coming from corrupt and inbred home countries cannot be expected to understand the drive and spirit that made Silicon Valley unique and powerful, so, in the mockery of imitating greatness, they replace inspiration with the whip?

How can an individual contributor ever hope for an exceeds expectations rating when they are being calibrated against managers? The visibility, opportunities, and important meetings that managers are privy to isn't an option for individual contributors -- at least not on my team. It is not a level playing field. The managers should be calibrated against other managers, and individual contributors against other individual contributors. This would require more of a general pool approach with milestones adjusted per level-- not so much role. Managers should be expected to perform at a higher level, but the way it's set up now, the bar is same for managers and individual contributors, yet the opportunities to exceed the bar is not. With the "rationing" of exceeds expectations -- it is even more important that at least the playing field is as fair as possible. There is also too much of an opportunity for nepotism and favortism the way it is set up now. Where are the checks and balances? How do you keep someone from saving a favorite who is barely performing at all by stealing from the kitty to under rate a top performer?

WTH is with the new name? Everyone I've spoken to says "sounds like a cleaning product". They are not wrong - there's at least a handful of random products out in the market that share the same name. You would assume that someone from branding would have checked. Ugh.

Not to mention, this is going to cause some confusion for the foreseeable future. Not the first time a company in our industry has tried to rebrand but that has rarely worked out well.

https://www.jchs.harvard.edu/press-releases/remodeling-growth-set-downshift-late-2026

More decline ,in what matters for home improvement .Lowe's can sell t shirts ,candy and adult novelties .It is not their core business ,which Mr M has abandoned .

Does anyone know what changes are being made to the STI program for 2026? The communication sent to managers makes it sound like negative things are headed our way.

Turned all the way off when I see our ceo dripping in designer labels, meanwhile half of us don’t get a raise… the two piece Chanel suit for 15k, the Gucci sweater on Instagram. Does she think we are stupid or does she just not care? Either way I can’t respect someone who displays such a lack of care and respect for the worker bees just trying to make ends meet.

Thank you for all that you’ve done! Here are your impossible deadlines, and here’s your Meets Expectations. For some, here is your pip instead of layoffs with packages

Ram led a beverage turnaround, earned the credit, and was rewarded with a promotion and a massive pay increase. We delivered a beverage turnaround too—so why did we receive only 69% of our bonus target? At some point, we have to stand up and say: enough is enough.

Dell has changed, they are no longer the company we once knew and loved.

When a system shifts risk to employees, the experience changes and the job starts to su-k more.

Stress becomes structural, not situational

The math starts working against the us

Even big wins can feel diluted

Over time, effort and reward drift apart, and trust in the model breaks down.

Great sales organizations create environments where performance, ownership, and outcomes stay aligned. When that alignment exists, people do their best work.

We have to ask ourselves, are we doing our best work or just trying to survive a broken system?

There are no LEXMARK employees any longer, you got bought by XEROX and are therefore all XEROX EMPLOYEES now.

There, has that now sunk in.

Now we aren't paying photographers and more. Of course we blame the court. The large brands made a deal...so billions not going to be paid and it's only started
Meanwhile Bloomingdale's alone featuring 35 new brands on 3 floors in. NYC and it's only the start.. Nordstrom also featuring thousands of new items unlike before.

The positive side with Ai. Now I can pretend work with useless Ai trainings. I am working with fake POC with Ai. Ask ai for some dummy implementation and call it as my poc.
I can watch Netflix whole day and still get good performance review, because everything now must have Ai, regardless if is useful or not.

Just learned some director in R&D don’t even have a BS degree, is this the new PepsiCo Way?

Bank needs happy employees to build profit. Why care about producing quality work? They dont care about us. Missed risk? Oh well. Unhappy customers? Oh well. Lost accounts? Oh well. Because guess what? U stripped us of dignity and respect and comp. What's left to care about? We will just buy our time until they eventually cut all of us. Let em think their highly bloated team of managers and leaders will carry them to victory and profits.

It's cutting a swath across the staff. The atmosphere is so heavy.

As a legacy Lexmark employee the last few months feel like my parents got a divorce and we were left with the dysfunctional family; whom parents lie to themselves, go on spending sprees and are barely able to pay the rent at the end of the month.

i'd start with "eliminating favoritism" - it's soo rampant in my group...

I told a stranger I work at WF
And they said "must be nice to handle large amounts of cash"

It's clear they're either going to gut it or tear it down, it's just a matter of time. Why else would they have only like 3 (above ground) floors in service? It's weird hearing about how some functions don't have desks but we've got 10 empty floors in 220. This feels like a metaphor for... something.

My team lead, a nice guy but not the sharpest, decided to do my appraisal this morning. As usual, everything was “fine.” Lots of fluff and no real substance, except for one thing. He kept stumbling over words and mispronouncing them.

It was obvious he had no idea what he was saying. It sounded like a seven-year-old reading their first chapter book, except the words were not even difficult. It was honestly embarrassing to sit there and deal with him.

At that point, it became clear that he did not get the position based on performance.

It was pathetic. I understand using AI to clean up grammar or help organize your thoughts, but having it actually write the whole thing for you? No.

If anything, AI will replace low-level managers before it replaces the people actually doing the work. That is crystal clear to me now.

I noticed at the parking garage in Irving today the company has added “Lot Full” signs to a garage that is almost always empty. I took this as a harbinger of 5 DOW RTO.

Remember when they claimed to be "A business of csring "

Why do we never let people know who have left or has been laid off. Everything is one big secret. Maybe its different in other divisions but here in our schools division, communication is a joke. Then you expect us to believe that as managers you didnt have a say in or even knew who they were gonna let go. Well if my name is on the departure list, know I am going to tell everyone. I have asked for weeks and have been told the same line by each person I asked. Almost word for word. Like it was scripted. Buckle up, its gonna be a real intersting day. #Projectconverge

I keep receiving these emails about great results, another wins, another successes, so much money from so many contracts, but SO WHAT? There is nothing in it for me, and if the company is in such a great condition, why it cannot match the salaries to modern rates? I do not know what is the purpose of these emails. Honestly, every time I see these, I feel like someone just spat in my face, laughed and walked away.

Seems that the only thing that might save the stock going to $60 would be a CEO announcement, on the other hand, that might just send the stock to $50. Especially if someone internal gets promoted, cause these execs here are WORTHLESS.

What does the team team team think? Team? AAR that please. LOL.

Let's just bring in another 50 ex-Cisco sellers and a few more CAPidiots. Cause we have made a strategic investment to pump you up.

I like how the bank sits on our money earning interest for a week prior to paying it out. Should be criminal.

Roll up, roll up. In true circus fashion this is your last chance one time entry to pick up the scraps at the bottom of the barrel. Every P.T. Barnum trick has been played and the show will close soon…. Just $1.5bn and we will put you all out of your misery.

A rapidly deteriorating culture, a toxic manager, and the bad direction Humana was taking drove me away. I couldn't even wait to be laid off. I managed to land a job where my skillset was a much better fit. Almost no overtime, a decent manager, a great team, and sensible leadership. Here's hoping the first impressions hold up. But even just the change of scenery has made me feel ten times better. Do yourself a favor - look for something else as if your life depended on it.

After leaving Chevron, I learned the hard way that you really need to be careful about who you trust. Even people who seem very supportive, offering to help with your resume, connect you to Society of Petroleum Engineers committees, review papers, or ask about your job search may not always have your best interests in mind.

Please protect your information. Don’t share detailed resumes, job search updates, new company plans, or paper drafts unless you fully trust the person and understand why they need that information. Keep things professional and limited.

Qualcomm needs a comprehensive organizational restructuring to stay competitive in the rapidly evolving semiconductor industry. The company should streamline its structure, reduce layers of management, and build a leaner, faster decision-making organization. This may require a workforce reduction of around 30%, particularly focusing on eliminating unproductive senior and staff engineers who are sitting there for years, and aligning and recruiting new graduate talents with future growth areas.

The leadership team must be refreshed with a forward-looking CEO who deeply understands the future of semiconductors including AI acceleration, edge computing, advanced node design, chiplet architectures, automotive platforms, and custom silicon. The new strategy should prioritize innovation speed, stronger execution discipline, and accountability at all levels.

Key additional priorities should include:
Reducing bureaucratic overhead and simplifying reporting structures
Investing aggressively in AI-driven chip design and next-generation architectures
Strengthening partnerships in automotive, IoT, and data center markets
Improving cost discipline and capital allocation efficiency
Retaining and rewarding high-performing engineers while upskilling talent in critical future technologies
Encouraging an ownership-driven, performance-based culture

A leaner, technology-focused, and execution-oriented Qualcomm can regain stronger market leadership and shareholder confidence.

I sat in a meeting with a manager where they literally told us no layoffs coming. Not two weeks later, people were getting cut. What is even the point of these meetings anymore? The whole culture is just fear now. You can't trust a word that comes out of their mouths.

Anyone have any insider knowledge when the next (not so-anonymous) survey is happening?

Constant layoffs, zero respect for staff, and a toxic culture throughout. Save yourself the trouble and look elsewhere.

As an ex HCB sales person who got "stuck" at 3M I still follow all my old European colleagues on Linkedin. Life looks amazing at Solventum! It's seems like unlimited travel and many chances to get together and meet in person at amazing high end conferences. At 3M we can't go anywhere . But then I come on here and it's all doom and gloom , seems like the two things be true so which one is it ???

Management talks to us like we're machines, not people. The pay doesn't come close to matching what peers make elsewhere. Add in the constant pressure and zero respect, and it's getting harder to remember why I stay. The only thing keeping me going is the team, but even that's starting to fray.

The recent hires coming through are really questionable. Some managers are just bringing in friends who aren't qualified for the roles. Hard to watch when actual talent is sitting out there looking for work.

HR seems to have free rein to push people out through PIPs now. You go from solid reviews to suddenly being on a performance plan that's designed for you to fail. It's their way of cleaning house without calling it a layoff.