#culture

In my old company, a colleague had a serious issue with a director and went to HR for help. She documented everything perfectly. Instead of investigating, HR scheduled a mediation where they sided with the director and suggested my colleague was not a team fit. It was a clear lesson that their only job is to protect the company from us. From what I've seen here so far, the same applies here.

I work at 228-the villages Florida and it’s a 💩 show. It’s atrocious

This CIO has not only gutted the workforce, but also the systems. Poor culture thrives, and online articles are the focus versus getting the business to be effective through delivery and commitment. Get someone effective in Singapore to replace this jo**r.

Remote employees were once again showered with lavish gifts and people in Milwaukee got nothing. The only give TG the Grinch gave local employees was the gift of paying for more gas to commute, paying more for parking, and extra time in the restroom if you manage to find something to eat at the cafeteria. Bah humbug

I am sending warm holiday greetings and a big hug to all of our customers and managers like the HR leader helping us on this board. You have been with us and donated time and comments to help us. Some customers also hit them in their pocket book to stand with us. I am a single mom who feels disrespected and totally frightened and your help is really gratifying and loved by us all. Happy holidays to all of you who stand with us! I saw a nice email from the CEO wishing us happy holidays and it was nicely written. Maybe the grinch’s heart is warming and the changes we need in the changing of bad leaders will come in January. I am hoping for that more than anything.

The fusion of all positive energy were gone. It’s already in the mid downfall. Game over is nearing or is it just spawning? One thing I see, no diamond in Verizon. I ‘ll sit back and watch.

What’s the point of anything?

Did this post somehow catch your eye?

Is it making you stop to think? Feeling the need to comment?

Does it resonate with you some way?

Moral compromises?

Are you lying to yourself?

Deep down, gut feeling, do you know you are doing something wrong?

No fear of what is to come next?

Remember we are but a blip on the timeline.

Looks like you made it this far.

Maybe this post is the reminder or push you need to turn around your soul rot.

Is your soul rotting at U.S. Bank?

I would like express a Merry Christmas and Happy Hanukkah to all active and retired employees. Wishing you all a wonderful new year and hope that a turnaround of a once great company occurs.

Bandy the Clown can not even be bothered to send the “troops” a Christmas message. While they usually say nothing and spout BS not to make an effort is an all time low when I thought he could get no lower. Maybe him and the new CMO have decided that internal communication is no longer needed?

Since SB, DC and the EC can’t be bothered I will say it - Happy Holidays 🙂

other than more layoffs and enriching his wealth in his own startup investments?

If you missed the 3 days in office average for 2025- you are about to get an “Inconsistently Meets” rating for the year. We had managers in our area that had to downgrade team members from “Exceeds” to I/M. It was escalated up to legal and management was told no exceptions.

I see that the new chair and interim CEO align well with BP's legacy of stupid decisions, which are communicated in the worst possible manner.

I wonder why do they hate the employees so much? To drop such news on Christmas Eve - they have no shame.

For Castrol's employees that only brings more uncertainty. Had we stayed with BP - we would know what's coming. Had they sold us 100% - we would know what's coming, just ask Chat GPT about the previous acquisitions, and you can resonably deduce what might happen.

But this partial sell/joint venture? What a f... mess. It's gonna be organizational nightmare. And yet another reorg and structural changes for Castrol's employees.

(To any members of LT that might be reading this: HONESTLY, WE JUST WANNA DO OUR JOBS AND GET PAID FOR IT. JUST LEAVE US ALONE - 6 YEARS OF CONSTANT STUPID CHANGES IS ENOUGH - AND LET US DO OUR JOBS)

I would bet my yearly salary that in years to follow this will be regarded as yet another failure.

Just look at how the market reacted. ZERO movement. the price after announcement is exactly the same as it was before.

As the former employee I could only to sum up that in 2025 O was the saddest place to work through the years.
Happy Holidays to you guys!

I worked at National Oilwell Varco for nearly three years and gave far more than was ever asked of me. I consistently worked overtime, stepped up whenever needed, and sacrificed my own time to support the company. That dedication meant absolutely nothing in the end. There is no real path for growth here—no clear outline for advancement, no meaningful raises, and no incentive to actually perform at a higher level. Unless you are part of the “good ol’ boy” club, you will remain stuck in the same position indefinitely while promotions are handed out based on favoritism instead of merit.

I was passed up for a promotion in favor of someone who left the company for an extended period of time and was simply allowed to come back and leapfrog others who had stayed loyal and continued to carry the workload. When layoffs came, the decision was not based on skill, value, or contribution, but on a so-called “totem pole” system. This is especially insulting considering I was part of a very small team and knew how to do everyone’s job, making me far more valuable than others who were retained.

To make matters worse, the company chose to lay off someone who showed up every single day, never abused time off, and consistently did the work, while keeping employees who regularly burned through PTO, had attendance problems, and had even been written up for not showing up. That decision alone speaks volumes about how NOV truly operates.

National Oilwell Varco does not live up to the values it proudly claims to stand for. Loyalty, hard work, and accountability are clearly not rewarded here. Instead, favoritism and internal politics determine who moves forward and who gets pushed out. I genuinely hope the company collapses or is completely sold off to another organization that actually values its employees and operates with integrity—because in its current state, NOV does not deserve the people who give their time and effort to it.

His body language was off and he glossed over the questions with one line replies, especially to the question on what the regulators have said or done since the last time they visited Citi.
and Why did E Drew throw the former leadership under the bus and was boastful about the data catalog (which is just a retooled version from a vendor I believe?) and other very average things that her huge team of 50+ have 'delivered'?

Why was the post about Partner Success departure deleted? Hit a nerve?!

C-Suite is quietly looking to sell of re-purpose the Marshall MI site. What a huge mess! DF wrecked the local community economy. Would be a good location though for an Amazon DC.

He said: “The transition of our associates to Infinite is a strategic initiative to elevate client’s experience”

He needs to crawl (no pun intended) under his desk and hide. Not single onboarding document I completed last July was online - download, print, sign, scan, upload and email, do this 15 times, no a single online video, not a single document!

This is nothing than a tax evasion scheme crafted by Frank, now executed by Mike and his brown nosers! IRS will come hard on this company! Give it time!

It is so obvious State Farm is all image without no substance. What say you?

Keep seeing that we are going in firmwide 4 days starting April 1. Can anyone confirm?

Way too many woe is me post, I never saw it coming posts and how can they do this posts.

What world do you live in where a company has your best interest at heart?
Let’s level set. Citi has never cared about their employees, its all about the bucks.
Citi never takes into account your feelings on no promotions, no raises, no bonus’s or layoffs. It’s about the number and perception. How does it look to the shareholders is all that matters.

Quit acting all shocked and surprised if you get the axe. Always assume that you WILL be let go, its just a matter of time. This puts things into perspective and helps you prepare.
It’s just a job guys. Its not a religion. Its unwise to bank (play on words) your whole future on always working here forever or I’ll always be getting a raise. Just remember, they could care less about you. You are a commodity, an asset to be used and discarded at will. By Citi’s own actions, you’d think you’d have caught on by now and have realized this.

Does everyone stick to the 3-4 days in office? Most people I’ve talked to do 2 days if anything - I think riding it out until more days become mandatory.

https://www.linkedin.com/posts/ram-k-krishnan_beveragedigest-futuresmarts-fs25-ugcPost-7408879362046853120-6Dmj?utm_medium=ios_app&rcm=ACoAAA3ydb0BlG1kUto_4T-7uusWBCxY7pPLU_A&utm_source=social_share_send&utm_campaign=copy_link

You know how they say “it’s a blessing in disguise”? That’s what a layoff at Dell is. It’s a blessing actually.
If you want actual work, growth, no-nonsense culture, it’s better to run away from Dell.
Recently I joined a new company after my layoff and I am so happy with my work now. I actually have some growth opportunity .

Schulman, Happy New Year 2026!!! What keeps you up at night???
Keeping Talent
No Clear AI Plan
Overload of Priorities
Tired Team
No Time to Think
Less Customers due to a lack of Trust
Reputation at Risk
Struggling Middle Managers
Culture Cracks
Conflicting Demands
Technology Moves Fast
Feeling Alone at the Top

Title says it all. Will be announced today

https://www.compactmag.com/article/the-lost-generation/

It went from being a place where people actually collaborated to one where everyone is just looking out for themselves. The leadership at the top seems to have no real plan or vision to fix anything. There's no trust left, and the constant negativity makes it impossible to do your best work. I really miss how it used to be, and it's sad to see what it's become.

Have a buddy starting there as a college hire

Pay all employees in RSUs only. No base. No PSP. Only RSUs. Let’s see those slackers then.

Disclaimer: due to local regulations, EMEA folks will continue to get a symbolic €1/month base. Ba dum tiss.

JD, hit me up if you need a chief of staff in your next stint ;)

Does mondelez have a website to report empty shelves? I want to take pics in my area and send them somewhere to get people in trouble.

Between leadership that doesn’t seem to know where it’s going, middle management that can’t execute, and expectations that keep getting more detached from reality, the whole thing feels like a circus that somehow keeps getting louder instead of better.

In addition to ongoing engineering performance challenges, a lack of transparency around progress, and significant network and connectivity problems, we are now encountering scheduling issues with India-based engineers. Several have declined to attend meetings scheduled after 10:00 a.m. Central Time, citing the late hour on their end. In some cases, there is resistance to meetings held after 8:30 p.m. local time, which would require U.S.-based staff to substantially alter their work schedules by starting meetings as early as 6:00 or 7:00 a.m, a practice that falls outside standard industry norms. These scheduling disputes are repeatedly raised while the engineer declines to attend meetings or take on work, leaving the engineering lead and offshore vendor to sort through the issue. This pattern can persist for weeks, during which the offshore engineer continues to submit and receive approval for full 40-hour weekly timesheets. This outcome reflects the risks associated with outsourcing while eliminating experienced in-house talent.

Is anyone else's weekly shift changing to a rotating by the week? Is this company wide?

Well done leadership, really good stuff, keep it up.

https://ir.nasdaq.com/news-releases/news-release-details/annual-changes-nasdaq-100-indexr-2

Dear Team,

As we gather with our families this holiday season – or, more accurately, as those of you within 50 miles of an office get your butts back in here to maximize collaboration and real estate utilization – I want to extend my warmest wishes for a prosperous and metrics-driven New Year.

The winter holidays remind us of timeless values: giving (of your maximum effort), receiving (higher margins for shareholders), peace (on earth, as long as your business unit stays well above the Line of Doom), joy (in hitting quota, even if it means public call-outs in all-hands), and goodwill toward all men (provided they contribute tangible value and don’t just “make air” like those software folks).
Remember the miracle of the season: just as one small acquisition can multiply into trillions in market cap through ruthless simplification, your continued sacrifice of work-life balance turns our portfolio into evergreen revenue streams.

Family time is wonderful, but nothing says “holiday cheer” like knowing your RSUs are vesting while underperforming divisions get divested faster than you can say “perpetual licenses are dead.”

To those celebrating Christmas: may your stockings be stuffed with stock options – contingent, of course, on office attendance thresholds.

To those observing Hanukkah: eight crazy nights of efficiency gains.

To everyone else: focus on what really matters – Q1 targets.

Thank you for your obedience dedication.

Let’s make 2026 another record year of cost-cutting and shareholder delight.

Happy Holidays,

Hock Tan
President & CEO, Broadcom

To my colleagues here who like me are going through the perpetual misery that is employment with PepsiCo - at least for the next week or so - give yourself a mental and emotional break. I am working most of this and next week excepting for Xmas and New Years but save for those days - I want nothing to do with company. We all know this is one of if not the most incompetently run major corporations in the world but that is on the clowns who run this place. Not us. Thanks to everyone for providing a safe space to vent. Wishing everyone a happy holiday and prosperous new year with - hopefully- a new addition to your resume in 2026.

The company hired me to lead their "Agile Transformation."
I don't know what Agile means.
Nobody does.
That's why it works.

I make $425,000 a year.
To move sticky notes.
From left to right.
On a board.
The board is digital now.
The sticky notes cost $80,000 in Jira licenses.
Progress.

Day one, I said "we need to break down silos."
Everyone nodded.
Silos are bad.
I don't know why.
But destroying them is a career.
My career.

I introduced "squads."
Squads are teams.
But disrupted.
We disrupted the teams into teams.
Different names.
Same people.
Same problems.
But Agile problems now.
Agile problems are strategic.

A senior engineer asked what we're actually changing.
I said, "The mindset."
He asked what that means.
I said, "It's a journey."
He asked where we're going.
I said, "Toward agility."
He asked what agility means.
I pointed at the sticky notes.
They were moving left to right.
That's velocity.
We have velocity now.

The VP of Engineering said two-week sprints don't fit their work.
I said, "That's waterfall thinking."
Waterfall is bad.
Like silos.
I don't know what waterfall is.
But I know it's bad.
She stopped talking.
Waterfall accusations end conversations.

We had a retrospective.
In the retro, we discussed what went wrong.
Everything went wrong.
We put it on sticky notes.
Then we moved the sticky notes.
Into a column called "Parking Lot."
The Parking Lot is where problems go to die.
It's full.
We don't look at it.
That's agile.

Velocity is up 40%.
I defined velocity.
I also defined the points.
I also defined the stories.
We're crushing it.
At the things I made up.
To measure.
Ourselves.

The CEO asked for ROI.
I showed a chart.
The chart went up.
Charts should go up.
This one did.
I didn't label the Y-axis.
Nobody asked.
Leadership is confidence.

We do standups now.
Every day.
We stand.
For 45 minutes.
Standing is agile.
Sitting is waterfall.
My legs hurt.
But we're transforming.

The transformation is now "Phase 3."
Phase 1 was assessment.
Phase 2 was implementation.
Phase 3 is "continuous improvement."
Continuous means forever.
Forever means job security.
I'm very secure.

My contract was extended.
Three more years.
For "cultural impact."
The culture is confused.
But impacted.

Agile transformation isn't about being agile.
It's about transforming.
Continuously.
Toward more transformation.
The destination is the journey.
The journey is billable.

My boss has crossed the line several times, even showing me na--d pictures on his phone. I feel like it’s pointless to go to HR due to the fact they will just collude with my boss to protect the company. This all happened all a company sponsored lunched