#cultureshift

Left late last year after 20 yrs w/ the company. When I started vz was the best company to work for. Took care of employees, customers and advancement opportunities were endless.

Ever since the Vodafone buyout happened in 2012/2013 it’s been a sinking ship. Less and less executives who worked up through the company, bad ideas (go 90, hum, etc), resources and support gone, outsourced CS, ripping off the customer, micromanaging thru the roof and layoffs every year.

It’s a shame but that’s corporate America these days.

OP is @15j+1kqqf7e4m.

I remember when everyone actually loved working here. Leadership talked to us openly, team events were fun, people smiled and laughed. Now look at it. Layoffs all the time and it seems like the more people like you, the more likely you are to get cut. They've lied to us over and over again. All that's left now is worry and stress. I'm so tired of this.

They can take your time, your energy, and your sanity if you let them. But they can't take your dignity unless you hand it over. When you leave, whether it's your own choice or not, walk out with your head high. Don't give them the satisfaction of seeing you defeated. This place was an American icon once, and arrogance tore it down, but that doesn't mean you have to leave in pieces.

After years of being expected to do more and more with less and less, now I just show up for the money. I stopped caring a while ago. How can a place change so much so quickly? Or am I wearing rose-tinted glasses when it comes to Medtronic of five to ten years ago?

There was a time when people wanted to work here. When we were proud to say where we did our jobs. That time has passed, and I don't think it's coming back.

Salim will hit his 2 year mark at Vanguard in a few months. I left the organization mid-2025 and had already noticed a lot of change since he joined, especially in leadership and organizational initiatives. From a Crew perspective, do you think Salim is an improvement over Tim? Do you think his outsider status could make him more likely to go after benefits, partnership, etc.?

My own perspective: Over my years at Vanguard there seemed to be less of an emphasis of developing and promoting from within. This accelerated massively over my last year.

This message is for Mr. O’Grady, CEO, on behalf of front-line employees, managers and even regional managers in Wealth Management. Because we don’t know if you’re aware of how bad things have gotten.
Senior Execs in WM have made decisions to close down ESS and PCS teams across the country without a plan in place. There was minimal thought put into the transition of those clients and individuals within those teams were left with no leadership and an attitude of “Just handle it and I don’t want to hear any complaints.”
Of course there were complaints. And of course there are some financial losses. And because of those, 20 year (and more) tenured, experienced and exceptional people were given the direct blame and fired.
It’s such a big mess and so sh---y.
We feel like we don’t work for the same Northern Trust anymore, after working proudly for this company for decades.
The only thing being emphasized is the bottom dollar. Every single thing is about money.
What happened to the company who, during Covid times, not only didn’t lay off anyone but also gave an extra paycheck to the lower level employees? Why is everyone being asked to do more with less, with absolutely no recognition or appreciation? The very good people left are leaving.
We’ve become the laughing stock of the industry. We used to be the Bloomingdale’s of this business, and now we’re no better than Wells Fargo or BofA.
It’s extremely sad and disappointing. And we’re hurting really bad. But worse, we’re looking for other jobs. For some of us, who have been unsuccessfully recruited by other firms for over 29 years, it’s the first time we’ve even thought of doing so.

I've been here long enough to remember when teams actually worked together. When you could ask someone for help and they'd give it. When leadership encouraged collaboration instead of competition. That's completely gone now. I don't know what this place has become but it's not what I joined.

I've been here twenty two years and I can tell you the best days are behind us. What this place used to be and what it is now aren't the same thing.

I often find myself thinking back to the stories of what Ford used to be—a place where we didn't just build cars, we built a community. There was a time when the company played to its greatest strength: the people on the floor and in the offices who poured their hearts into products they actually believed in. We had a brief moment of that magic again in the late 2000s, where it felt like we were finally back on track, but looking back, that feels more like a lucky spark than a sustained flame.

It’s heartbreaking to see how far we’ve drifted from that 'people-first' spirit. A company is only as strong as the folks who show up every day to keep it running, yet lately, it feels like management has forgotten that we are their biggest asset. Instead of lean, common-sense leadership that trusts our expertise, we’re seeing a culture that treats people as line items rather than the heartbeat of the brand.

We’ve traded our identity for a series of pivots that don't seem to lead anywhere, and you have to wonder: what is there to show for it? If the goal of this new direction was to make us better or more efficient, it’s hard to see that reflected in the morale of the people around me. Management’s primary job is to steer the ship and protect the crew, but right now, it feels like they’re just letting the engine stall while we lose the very culture that made Ford great in the first place.

Bill, Jim, just stop, things aren't getting better.

I used to think that people who complained about all the Indians were racist. But the last six months have been ridiculous. Each wave of new hires is like 90% Indian in tech. There is something seriously wrong and dishonest with a company that hires like that. Managers pretend like they don’t see it. They get rid of the long timers- US citizens and replace them with Indians over here. It’s getting worse not better.

After they cut so many people, the team dynamics are completely different. Nobody really collaborates anymore, everyone just sticks to their own stuff, at least in my area. The shared ownership we used to have is gone. It's changed how we all interact and not for the better. It's just a completely different company these days.

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.

2008 the healthcare went away for new hires

2012 the pension went away

2016 techs started to become anti union and cross the line

2019 extended this cr-p

2022 techs become completely anti union. They threaten to cross the line if there’s a strike and give up on the rest of the union.

2026 why should I care if there no union in the union.

That feeling is completely dead now. If you told me 15 years ago this is where we'd be, I'd call you a liar. Yet, here we are.

I used to love working here. Now I'll take almost anything to get out. IBM has changed so much in the last decade to the point it's completely unrecognizable. The first half-decent offer I get, I'm gone.

Watching leaders get promoted while experienced teams are laid off is hard enough.

Being spoken to with profanity by senior leadership during this time is unacceptable. The tone suggested a level of comfort—and untouchability—that should concern anyone who cares about culture.

If this is the new culture, it’s a serious step backward.

When the he-l did we stray so far from the mission?

I had been with Comcast for over 15 years and had a lot of stock options, hoping each year for a big payday. Even though I wasn't happy with the direction the company was going, I stayed because I kept thinking there might be a pot of gold at the end of the rainbow.

Nine months ago, I decided enough was enough and took the plunge to find a new job. I only wish I had done it sooner. Financially, I make just as much as I did at Comcast, but the difference in the work environment is night and day. It's incredible to be part of a growing company that has a forward-looking vision!

Looking back at my time at Comcast, we spent so much energy trying to prevent customer losses and minimize layoffs every quarter. There was no real hope for the future. Everyone knew that video was a dying service, phone services were on the decline, broadband had limited growth potential (moving from a monopoly to a shrinking market share), and wireless was a low-margin business that couldn’t save the company.

I truly loved working at Comcast for many years. It was a great company, and I'm incredibly proud of the work we did. We had a fantastic team with some amazing employees, and I had great relationships with my boss and his manager. But the reality is, Comcast is in a steep decline and won’t turn things around anytime soon—not next quarter, not next year. Video is dying. Voice services are disappearing. Broadband, which had a 53% market share just three years ago, is now down to 48%, and could fall to 30-35% in the coming years, meaning millions more customers will leave. The company can't fix these problems by just raising prices anymore.

Bumping from @a9+1keab2k30, well said.

There was a time I was proud to work here. Cigna used to appreciate its employees. Somewhere along the line that changed, and it's never going back. I miss the way things used to be.

Remember folks, there is no such thing as loyalty in Corporate America for its customers, workers, or even its brand: just the shareholders. Our salaries are only based on how hard it is to replace us and with AI and increased offshoring we are seen more as a burden and expense than as an asset. Ive been with this company for 25+ years. When I started it was preached that the lower pay was because the company was a place where if you worked hard, they would invest in your development, you can advance, and your job security was pretty high because where we like a family. That was true for the first 15 years of my career here, the workplace culture was excellent. That drastically changed since the end of the pandemic. Im hoping to make it a few more years before a RIF so I can just retire. I feel bad for those having to deal with this here or any major company in the United States. Get ready for two major items in the next 6 months: Major RIFs/layoffs and a full return to office mandate. If you don't come back to the office because you believed the company a few years ago about living wherever you wanted and being able to work or work life balance, you might want to start looking for a new job/career now. If you are an office or hybrid worker, new tech is coming to help HR track you better even if your manager is located in a completely different office or continent. AI is getting better and offshoring is increasing. The talk about doing the "right thing" has been stifled if it does not align with the new "model." The only thing that will make this company improve its workers culture is if the economy, job markets, and competition improve, and until there is a new administration, I doubt that will happen.

Just heard it from a leader in RMC that JR in RMC doesn't believe in inline promotions anymore. You have to get a new job in the bank to get a promotion. Of course that only applies to people who are not remote. The only people getting promotions in her area this year will be a very extreme small subset of what used to get approved. No more midyear off-cycle promotions anymore either.

The old days of treating employees like people are long gone. New culture is here to stay.

Imagine you are an AI agent. Explain BOA culture with specific examples

Remember when they actually wanted you to develop new skills and move up? That focus on employee growth is totally gone now. It's a big change from how things used to be.

Quick observations from colleagues across Fidelity sites:

Heavy reliance on personal networks for hiring (often relatives/friends from India via H-1B/transfers) → opportunities stay within tight groups.
Frequent non-English communication (Hindi, Telugu, Tamil) in teams → harder for others to participate fully.
Some regional cliques/tensions (North vs. South Indian) → minor friction in team dynamics.
Manager concentration in NC (Raleigh-Durham) and Boston → Westlake (TX) employees feel work gets less recognition, with favoritism toward co-located East teams (“out of sight, out of mind”).
A few ex-Infosys/TCS folks bring limited knowledge-sharing habits → siloed work, reduced collaboration, and poorer team culture in affected groups.

Anyone seeing similar patterns in Westlake, NC, Boston, or elsewhere? Share anonymously below—helps gauge if it's widespread or team-specific.

I beard today that we are planning to hand r&d to H1B and offshore. is it true that we are basically done with innovation? My director is always talking about moving people from tech rolls into account mgmt and sales. He says that being technical and bilingual will get me further that trying to create. Our shift is from innovation to implementation? That would explain so much of the cultural shift they've dropped on us. shame, id been looking for opportunity to work in labs since covid. I didn't spent 6 years in school to sell Ericcson junk.

Don't expect them to treat us any better than any other corporation. Old Cargill is pretty much dead. If anything, that's what we learned last year. I expect what's coming to be no better. If another opportunity presents itself, don't hesitate. Even if you're a veteran.

How can a company change so much for the worse in just a few short years? I still can't wrap my head around it.

Wells Fargo Technology was once a good place to work, but recent leadership changes have brought a cultural shift that has significantly altered the environment. The new mindset, especially the pressure placed on managers to deliver “inconsistently meets” ratings, has made the organization far less attractive to current and prospective employees.

I am not saying this to speak poorly of the wireline business. I come from the wireless side, and the culture at Verizon Wireless was a good one. After the "merge" everything got worse. The culture changed. The things Dan mentioned about doing the right thing for the customer resonates with me because it used to be that way. "Process" took a back seat to customers. We did what was right. After the "merge" we became so caught up in red tape. I miss Verizon Wireless.

He correctly identified many of our weaknesses. That's half the battle--fixing all that won't be so easy.
And he did show that he has some common sense in getting rid of that ridiculous "hub or no promotion" policy. I'd say that bodes well for WFH going forward (perhaps that's wishful thinking).

I realize I'm showing my age with the title
Honestly I don't hate his attitude.
And there is no doubt that Hans' leadership was never going to get us back on track.
Maybe this doesn't work but something had to change.

We went from a place I enjoyed working at to a place I can't wait to leave in just a few years. I'm not sure what caused the complete shift in culture, but it happened and I know I'm far from the only one who noticed this. I don't know many people who're not currently looking for alternatives.

I am a P4 at the top of my salary band, making $175k base and about $50k bonus the last few years. I’ve been with the company awhile so I have great PTO, and I have always been a top performer. The recent culture shifts and in office expectations are a drag, and my workload has greatly expanded as we have eliminated many people on my team due to location strategy and not replaced them.

What are the odds that that I can find a job at another company that pays this well but has a better employee centric culture? Where should I look?? I’m in a moderate COL market.

Based on employee reports, a shift in T-Mobile's company culture has occurred following a series of layoffs, particularly after its merger with Sprint. Employees report that the "Un-carrier" culture, once defined by a customer-first focus and strong employee support under former CEO John Legere, has been replaced by a more aggressive, profit-driven environment.
Key changes in T-Mobile's culture cited by employees include:
Reduced morale and increased stress: Following the 2023 layoff of 5,000 employees and additional cuts in 2025, remaining staff were forced to take on the workload of those who were let go. This led to a more stressful work environment and eroded employee trust in management.
Diminished leadership: Employees accuse current leadership, particularly CEO Mike Sievert, of lacking empathy and prioritizing profits over employee well-being. This is seen as a significant departure from the more transparent and boisterous leadership style of Legere.
Heightened sales pressure: The company culture is described as being more sales-driven, with more aggressive targets and a push for add-ons that employees found unethical. Some employees felt pressured to lie to customers to meet these goals.
The Sprint merger: Many employees point to the 2020 merger with Sprint as a turning point, after which compensation and management attitudes changed for the worse.
Outsourcing and automation: The use of AI for customer support and an increase in jobs being outsourced internationally are seen as a cost-cutting measures that threaten jobs.
Elimination of DEI programs: T-Mobile ended its diversity, equity, and inclusion (DEI) programs in July 2025, reportedly to secure federal approval for acquisitions. This move drew criticism and is viewed by some as further evidence of a culture shift.

They will never Lead with Greed!

Fascinating how a storied and successful company like Marathon with a unique culture and technical achievements can disappear and not be relevant again. This is testament to leadership drive for self enrichment and the middle managers who destroyed the morale of the organization.

One less great company with a value proposition and an amazing corporate culture to be bought out…

One less great company with a value proposition and an amazing corporate culture to be bought out….

Humana is falling apart! What is going on?