#improvementplan

Because 99.9% of the Nike employees that are rightfully issued a Performance Improvement Plan are going to flunk it. Then Nike can fire them rather than issuing a layoff notice then paying unemployment benefits.

All the systems I use that Polaris has touched are worse now. Not user friendly. Takes me longer to complete simple tasks or is no longer possible.

Before I quit two years ago, I remember it taking 15 minutes just to log in every morning. To say the place was a mess would be an understatement. Not to mention, the whole Genpact deal destroyed already low morale. I was so happy to leave it all behind. Have things improved at all since then?

Have you delivered a single new product since you became CTO?? In the last 3 years??

Reduced existing prod incidents???

Have your directives brought any improvements???
Have you improved anything at all???

Not the workers, not the managers. Why would we? Innovation isn't rewarded. Improvement isn't noticed. So everyone just does what they've always done and nothing ever gets better.

Judging by who took on our debt and turned it into equity, I'm hoping the goal here could be to improve results rather than cut costs from the get go. I could be wrong, but we'll see, I guess.

good news for Charlotte ppl.
talents move to smbc who pays better.
while wells Fargo looking to improve west Charlotte neighborhood

I'm newer to the company and I find the on hand/back stock system completely crazy and not reliable. Then the priorities system is so weird. I think they need to figure out a better way for this.

About the quality of the office furniture and desks in the train station? We have cr-ppy desks and chairs in the office I work in now. Hopefully the Train station is a huge improvement.

Can anyone share the NN75 store list for 2026? Want to see which stores are being targeted for improvements this year. Hopefully more will be worked on the the southern stores.

Any suggestions on making company better?

Given the mandates to give a % needs improvement, does that mean those people won't get severance? Is that why they are doing it?

Lots of opinions y’all. And grief towards either the past or current state. Can’t change the past and no darn sense complaining about today.

What are the top five things to get us back on the right track?

just FYI, they are not over yet. But the culture surveys show improvement?

Have you ever felt like a quality issue was overlooked? I’d love to hear your thoughts and experiences. What happened, and what are some ideas for addressing these issues?

guys, it seems this thing is serious .

I was going through Reddit and reviewing some past post from this forum.

It seems when you get inconsistent meet IM , they can fire you and they don’t even need to initiate any PIP(improvement plan)

I mean fire , not layoff - so no severance.

Along with demoralizing remotes and all the other well-known, obvious or sneaky ways to wear people down until they leave on their own, or give leadership an excuse to kick them to the curb. If even a fraction of the time and energy spent on these cheap, convenient push-out tactics were redirected toward actually building the business and caring about employees, this could be a great company.

So I received a lovely needs improvement fir my year end review, I was shock, I guess I was the target of that 5-10% percentage that a manager needs to give for needs improvement… so what’s next, 1-3 or 3-6 min til Termination??? So don’t need to pay Severance?? Is that the plan? Hope is not backfire, cause no one left to work LOL.. cheers, Happy Holidays to all, until next year

Morale is in the dumps. Will they do anything to improve it?

How fuc_ing stupid is a company that knowingly wastes 20% of its employees time do to having to log in to disparate systems many many times a day.

Fire these incompetant people and get real engineers that know how to make this all seamless!

Is it just me, or does Truist really struggle with software engineering quality? There doesn’t seem to be any real focus on learning from past mistakes or improving with each release. The same problems keep happening again and again — it’s draining and inefficient. At other companies I’ve worked for, engineers were quick to learn, adapt, and build better systems over time. It’s frustrating to see such a lack of progress here. Honestly, “you get what you pay for” couldn’t ring truer.

Investors had grown frustrated with Mark Barrenechea's ego-driven acquisitions that bloated OpenText, diluted focus, and buried the company in debt. His exit was overdue, and the board's failure to act sooner led to a loss of investor confidence. With new directors stepping in, the reset has finally begun.

Since the leadership change, the stock has rebounded roughly 13% and investor sentiment has shifted from scepticism to cautious optimism. The message is clear — the market believes a turnaround is possible.

The next CEO will have a mandate to streamline the portfolio, divest non-strategic businesses, and rebuild discipline. Expect a leaner structure, renewed focus on innovation and profitability, and tighter execution. AI-driven efficiency will help reduce costs, while those unwilling to adapt — or who feel entitled to a job rather than earning it — will be replaced.

OpenText's best days could still be ahead — smaller, sharper, and stronger than before.

Having a hard time swallowing this. Honeywell actually is planning to pick up the tab for medical insurance premiums to the tune of 40%.

It reads as if the decision was taken to voluntarily give employees money. Someone please find the cash. It seems too good to be true!

Who else strongly feel that company HQ should fix their entrance + parking chaos first before calling more professionals back to office?

The single 2-lane entrance the is crossed by walking construction workers is frustrating/dangerous in the morning.

But leaving is worse. That merge as taking a right past the exit gates into a single 1-lane exit for 50ft is absurd for a F500 HQ campus. No wonder the parking garage gridlocks up to the fourth floor as teams all exit at the same time. Simply install a second exit to the main street.

Remove the big speed bumps that slow the sports cars down to .5mph. Leave the 5 smaller bumps for each set and that will help smooth the flow of traffic in the morning. Mirrors around corners would also help as they have designed pedestrians walking into elevators right by a vehicle blind corner.

This is common-sense improvements before calling back more people RTO.