#integrity

I am thankful to be retiring soon after a long tenure with Belk, but I’m very concerned with all the friends that are still with the company. The Belk of 2026 is unrecognizable to me. I hate to see people duped, lied to, mislead, and taken advantage of, and that’s unfortunately what is happening with this company. After many years with Belk, I’ve seen all types of upper executive management, some delightful, intelligent, kind, and inspiring…and some utterly vile, despicable human beings. One thing is for certain, in the end, kindness, decency, honesty, and integrity always prevail. To everyone still at Belk, good luck and god speed…and know that it’s not goodbye…it’s until we meet again….

❤️

I read a lot of posts on here about MW and senior management and middle management and culture and Chevron is the devil.
If you feel so strongly about it, either tell them directly or leave. If you do nothing you're honestly worse than you think they are. Have some integrity and hold yourself accountable to your moral and intellectual convictions. Maybe this is the sign you've been waiting for to say standing up for what you believe in takes guts and is risky.. so even though it's scary, you should quit.

Offer the $7.95 Insurance.. if your manager reprimands you for that state that we offer it, if you get written up call the ethics hotline

Its the right thing to do, sell with integrity!

The culture here increasingly rewards visibility, alignment, and internal politics over competence and long‑term contribution. Highly skilled and committed employees are often overlooked, while less capable individuals advance through political positioning rather than performance. Despite continuous upskilling, volunteering, and strong customer delivery, recognition and advancement tend to favor those who navigate internal alliances rather than those who demonstrate consistent results.

This dynamic leads to inconsistent customer outcomes and undermines the integrity of performance management and compensation processes. Decisions around roles and workforce reductions appear to be made months in advance, resulting in the loss of some of the most capable team members. Additionally, there is a belief that automation will offset these losses, yet the solutions implemented have historically achieved only partial reliability, often requiring more rework than the efficiencies they were intended to create.

The amount of fraud and slamming and bundling that goes on is a shame. How has the whistle not been blown on this place. We keep the collection agencies in business with the amount of written off accounts I see. This place and the 3rd party sc-mbag agents have no integrity whatsoever.

If you are a retail rep please comment on examples of your assistant manager/general manager how you are forced to add things to customers accounts

I’m gonna say this plain and simple — this company is rotten at the core.

I’m telling you, the experience was beyond frustrating. It’s the kind of disappointment that sticks with you, not because of what happened, but because of how it all went down.

What really gets me is the lack of integrity in leadership. The SC leader — all flash, no follow-through — will tell his team one thing, turn right around and tell senior leadership something else, and somehow still walk away taking credit for work that ain’t his. That doesn’t happen by accident. That’s a culture that allows it.

I sat through that Appian World presentation and just thought… “this is what we’re backing?” It wasn’t just weak — it was a clear case of style over substance. And the fact that nothing changes after something like that? That tells you exactly what this company values — and what it doesn’t.

Folks who put in the work, who show up and deliver, they’re the ones getting pushed out. No fairness, no honesty. And yeah, that leaves a bad taste. Not because of the outcome — I’ll land on my feet — but because of the way it was handled. When there’s no transparency and no accountability, trust doesn’t stand a chance.

And if you want proof beyond the inside story, just look at the market. Ten years public, and the stock’s barely moved. That ain’t bad luck — that’s a signal.

This isn’t a company hitting a rough patch. This feels like one that’s lost its direction altogether.

If you’re on the SC side of the business, I’d take a long, hard look at where things are headed. Don’t sit around waiting for it to turn — by the time it’s obvious, you’re already in it.

I want Nike to succeed, but what’s happening in certain areas is deeply concerning and hard to ignore.

Not all managers are part of this, and there are still many who lead with integrity. However, in some cases, hiring is clearly not based on merit. Positions are being filled through favoritism and personal connections, including close associates and family members and friends of managers—this is nothing but nepotism.

There are also serious concerns about unethical practices tied to hiring decisions, where managers appear to benefit from perks such as holiday packages, gift vouchers, or other incentives from contracting firms especially CW. That crosses the line from bias into corruption.

At the same time, genuinely skilled, hardworking, and committed employees have been let go, while those benefiting from these practices remain. This sends a message that integrity and capability are not always valued equally.

That said, there is life outside this company. Many of us who left including me have found better opportunities where merit, transparency, and hard work are recognized and rewarded.

If these practices continue, they will damage not only employee morale but also the company’s long-term credibility and success. No organization can grow sustainably on favoritism and unethical decision-making.

https://www.theregister.com/2026/03/02/sap_teradata_settlement/

This is one of the most loud and clear signals about SAP's lack of ethics and integrity. The court is finding SAP guilty!

In June 2018, Teradata sued SAP, alleging the database giant undertook a "decade-long campaign of trade secret misappropriation, copyright infringement and antitrust violations."

Teradata alleged that SAP used its strength in the ERP market to "lure" it into a joint venture in 2008 and then "quickly grab market share" in data warehousing. In September the same year, SAP tried to get the lawsuit thrown out for good, arguing it was "factually groundless."

Proverbs 26:27
“Whoever digs a pit will fall into it; if someone rolls a stone, it will roll back on them.”

Retail branch managers in my city are telling us to call clients on the federal do not call list and if a sale happens on the call, we are to log that we didn’t “lead” with the sale. I helped out at one branch recently and there bankers are being told the same as my branch. Previously when I started working here, the manager would tell us that we are to log bad contact information on the lead and leave notes that it is on the do not call list. We are now told that if we don’t call clients on the federal do not call list and if we log bad contact information that we will be in hot water with area manager. We are told this change is coming from our area manager and it’s been going on for a little over a month now. I do believe it’s coming from above my branch manager because I’m seeing it at more than just my location due to helping branches with turnover. Most recently this area manager is “encouraging” the managers get us to do seemingly unscrupulous stuff with opening accounts dda units and shifting dollars to our area. Is they’re funny business coming from way up top being seen everywhere or is it just area leadership in north Florida? Relatively new to this bank and wondering if I should prepare an exit before staying too long.

Execs, directors, CEO still getting paid their big paychecks; all while staff can’t get our incentive pay on time. Let’s create more positions and pay top dollar to them.
You really think this company has integrity to do the right thing?

Telling us ATT and TMO had an outage today.

Complete sack of lies.

I wonder how many customers ported out today

LOL

Hard work and dedication clearly don’t pay off, and layoffs are always looming. Why should anyone care about the outcomes? Worse, from what we’ve seen over the years, the better you are at your job, the higher the chance you’ll be cut. And god forbid you actually show professional integrity.

… and I said goodbye to two teammates today. What kind of company, (true) leader or decent person would set 6 days before Christmas as a departure date? Another example of the integrity vacuum that’s been slowly suffocating us since COVID. Not sure how these people can sleep, let along look themselves in a mirror. Guess a fat paycheck works wonders

There is nothing admirable about the man who trades his authenticity to climb the corporate ladder. He becomes smaller, not greater. In chasing titles, he forfeits the one thing no promotion can replace; the integrity that makes a person worth following. DC is not the leader I want to follow.

Honestly, who are these supposed ‘professionals’ working on the SAP projects? It’s the same bunch who managed to turn all ERP projects into a complete shambles, isn’t it? Quite remarkable, really — not a shred of backbone among them. As for qualifications, well… one does wonder how they managed to collect so few over so many years. Integrity? Even rarer.

Yet there they are, parading around as if they understand IT or business processes, despite having no meaningful experience to their names. They’ve simply perfected the art of playing the game, slipping through unnoticed while contributing absolutely nothing.

One can’t help but marvel at how they wake up each day, look in the mirror, and persist with the charade. Surely we don't need a team of 20 locally to forward emails and presentations from consultants?

Back in the day Lowell ran the company with integrity. Back in the day Lowell said you could not be promoted to management within your market. The purpose of this was to evade the markets from becoming a good ole boys club. Since Lowell's retirement, Verizon has, in fact, become a good ole boys club. Maybe this reorg will fix that. Or maybe, we are in the death throws of a dying company.........

I always believed that loyalty, tenure, experience, integrity, and consistently high performance meant something. I thought those things mattered — that they protected you, or at least earned you some consideration. Turns out, they don’t. I’m being laid off too.

What hurts the most is knowing I’ve always operated with integrity. I’ve done things the right way — by the Credo, by our customers, and by the business. I never cheated, inflated numbers, or gamed the system. I focused on doing what’s right for the customer and what’s right for the company — because both matter. I brought real value without taking shortcuts, and I truly believed that mattered. Apparently, it doesn’t.

Meanwhile, it’s hard not to notice that some who openly cheat the process and play the commission game stay untouched. People who push $10 routers customers never asked for — hurting the customer relationship and the company — will keep their jobs. And yet someone with strong results year after year, both individually and as a leader, is cast aside like I’m expendable. It’s hard to make sense of that.

I also can’t understand how this company thinks it will continue to operate without the great minds and passionate people customers actually rely on. We’ve always been told customers don’t just want the cheapest price — they want people who care, who solve problems, who think creatively, who build relationships. Yet somehow, those are the exact people being treated like numbers on a spreadsheet.

Watching the company cut individuals who are true assets — people who carry this place on their backs — is a travesty. And it’s not just today. More cuts are coming, and many who truly matter will be ignored or pushed out sooner or later.

I’ve thought about leaving before — especially with so many disconnected decisions and poor ideas happening around me. But I stayed because I believed in my team, in our customers, and in the value we brought. At least now I’ll walk away with a big payout — and I can be grateful for that. But it’s painful knowing others will get tiny packages and rely entirely on this paycheck to support their families.

Verizon, you’re making a huge mistake. Customers will feel this. The problem was never the people — it was the decisions. Dan once told us that “employees are Verizon’s most important asset.” Seeing the company treat us like costs to eliminate proves how empty that statement was. Customers do want us. They want the expertise, the honesty, the relationships. Cutting the people who provide that is not the answer.

For me personally, I trust this will ultimately be a good thing. But for the company? The consequences are coming — and customers will be the ones to say it out loud.

Been with SAP 15 years. I am a women and experienced harassment my whole life, but the icing on the cake was when I experienced psychological harassment from a newly appointment manager who had no experience in management at SAP.

It was obvious to our team, he was problematic. I told my team we should report him, nobody wanted to report him.

I took matters in my own hands, confided with attorneys and played my strategy and reported him to his manager, and HR. 4 months later he was fired.

That said, I was appalled nobody would do anything including his manager until there were more complaints about him.

I had to escape like an abused woman from my incompetent manager at SAP.
I expected better from SAP.

All this to say, I hope SAP cleans up at ALL levels, because the ship is starting to crack.

Money is great Integrity is better.

For managers out there! Do better.

Q is like swimming pool. There is an implicit honor system in a large company that people should behave professionally and with integrity and respect for each other. Instead, at Q, everyone, especially the shameful middle managers and VPs, just sh!t in the pool every chance they get. It's disgraceful. They'll do anything for a buck and job security. People who stick around get what they deserve. Its one big cessp00l.

Most of the Sr staff are replaceable, they actually do not implement or solve any of the work place challenges, but they like to report on other people work. You spend more time explaining what you have done so that they can repost if the work.
If the auditors actually pay attention to the attestation the would realize something is very strong with this company.

Everything is always fine when in reality most of their students are flawed.

There's is no real integrity or leadership.

PIP worst process, horrible HR mgmt.. Target needs to adapt to fast and simply this process.

TII - leadership and PEs in TII
Horrible, immature, cocky with zero substance, no INTEGRITY, no MORALS ,ZERO engineering and ZERO FOCUS in meetings /mails.. horrible characters.. must be fired in the spot.

All these comments about fraud, lying, cheating, and stealing from the company and leaders that support it…. If you know someone is cheating sales, and being paid for it, that’s fraud, and illegal. Lying about a number or cheating to hit a number that is not working with integrity. If you are mistreated by a boss because you refuse to do this or report others that lie, cheat or steal you should report it on the working with integrity hotline. It is anonymous and works when you provide proof. If you wait till they try and fire you for something it will be too late that would just be seen as you being defensive. If you really want to report this stuff do it there. Search for “integrity” on the stream and you’ll see it if the new leadership really wants to change things they need to know. Let’s see how serious they are about making our culture better.

Dear exited US Foods family members, It is with deep sympathy that I add this post. I am new to posting though I read this board a couple times each week. I had a horrible weekend just thinking about those of you that we lost. I wonder if the leaders of those departments that lost coworkers also had a rough weekend and postponed some activities to think and pray for all of you. I wonder if they talked to their family members at dinner or at a family meeting about how there are people that are hurting and asking them to pray for them or even do a volunteer activity together to make sure their kids grow up with empathy and kindness for those who are hurting. It seems the many RIFs at work are making even my department feel how bad these can be. I wonder if any of the executives or even our department leaders, who are well connected looked at the openings on Indeed or Linkedin and found openings and decided to call friends they know at those companies to tell them about one of our affected former employees to give them a better chance to recover? Or will they sit around and drink and watch the baseball or football playoffs or hang out with friends and laugh at a fancy dinner. My friends and in my and other departments all took time to do the considerate things above and are calling our friends at other companies starting today to see if they can be hired. We called our former associates to see how they are doing and plan to continue. Some were doing fine but most were terrified and not in a good place. Two of them were so angry and off that they said some scary things. We considered telling our security department but thankfully we read the articles and hearing of his interactions with others in our department, we do not have the feeling that the security department Vice President will know what to do. I wondered if he would just talk about it openly to everyone in the same way he has about other things going on in the company or with his previous employer. My friends and I have talked this morning and decided to check on the ones with the irrational or hostile reactions and try to get them talking about other considerations. We know you we all affected before the holidays and ask that you reach out to those you still know who are still here if you need anything. We might be able to help as friends with finding work or giving money or something. I know of one of you that cancelled a trip a week to visit your cancer stricken mom because you can't afford to now. We have gathered some money together and will call you today to send it to you to help you with those costs. We hope readers on here will do the same for those you know who are no longer with us. Those of us in Human Resources know the severances are small and the services that are being offered are not worth the paper they are written on. We will be there for you. I close by asking those still here to help your former colleagues. I also vow to join those on this board and do what ever I can internally to force our leaders to take action. I did not realize how helpless one can feel to hear scary reactions from former associates and feel like there isn't anything that you can do because you know the person responsible for dealing with those consequences is not a man of integrity and is in over his head. He had the nerve to talk to a friend of mine in another department and tell him how bad our Field Vice President was handling WPV incidents in the past and how she opines too much now when complaints surface when they have to work together on an incident. Telling our internal field leaders to just call him directly next time is not acceptable. You are now part of our Human Resources department and ask that you behave as such. We also vow to be more helpful on your needs in our regions and to help our associates inside to let them feel the US Foods that I have grown to love in the many years I have been here. This was suppose to be a short post but it is hard to contain my feelings of what is happening in our beloved US Foods.

I don’t know about Walmart but our Sam’s Club needs a whole new management team in JC Tennessee. Not one of them should be leading our club. No integrity nor any honesty to them

For the past four years, I have poured myself into my work—showing up every day, giving my best, and hoping that my dedication would eventually be recognized. But no matter how much effort I put in, the promotion I’ve been working toward never seems to come.

What hurts even more is watching my manager make frequent trips to meet with a newly hired employee. The closeness between them feels personal, and it makes me question whether hard work really matters if recognition is tied to something else entirely.

As a woman, it breaks my heart to think that gender or personal favors could weigh more than years of consistent contribution. It makes me feel invisible, like all the nights I stayed late, all the problems I solved, and all the energy I gave have been overlooked.

I want to believe in a workplace where growth comes from talent, dedication, and integrity—not from personal ties. All I ask is for fairness, for my work to be seen, and for opportunities to be given on the value we bring, not on relationships behind the scenes.

I am done with this manager. Leaving fidelity. Thank you all.

How’s the dumpster fire in Clinton going? How many older employees got targeted for the PIP this year? A truly toxic company with no integrity..

In your professional career at ExxonMobil, when have you been asked to sacrifice your personal integrity on behalf of management?

Based on who is getting riffed and who is not, exactly how many of the leadership at this company is 'on the take' from their subordinates??? I see so many employees basically getting away with m_urder, that I have a hard time believing just covering for the manager and k_ssing their a__ is getting them that much leniency. With crypto so popular now, that surely makes being 'on the take' harder to detect. Any thoughts???

Another garbage article on the importance of business integrity. The how does not matter with this company. If it did, I wouldn't be told by my managers to lie on my work order reporting on a daily basis. In order to avoid taking hits on their ISP numbers , EVERYTHING is the customer's fault. Bad switch, CE. Unit train in the way because of no power , CE. No room to spot cars because we didn't pull their loads because of bad power , CE. Everything is the customer's fault. Recrewing trains, call a fake power move. Lies upon lies upon lies.

You can spot an L3/L4 leader from 100 yards away. They stick out like a Weird Al ringtone at a funeral. No stress on their face, they’re weightless despite the gravity of their decisions. Be better. It doesn’t take much.