#leadership

Review google for leadership salaries. They also need to take a pay cut. You could gather 1 million dollars easily. Perhaps a flatter organization

Hahaha! Do you think he is transparent. Haha. He is just waiting for some luck haha

I’ve been through plenty of layoffs, but this one is on another level. It’s straight butchery, cuts made on cost alone, no regard for people or loyalty. The way it’s been handled is cold, inconsiderate, and completely silent from the top. Worst part is, it’s clearly not done yet. I feel especially for the veterans who were discarded like broken equipment. This company has reached a whole new low.

Foundational Services is keeping promotions for new directors at only 3 people (for a group of 8000). So, not only will we see more promotions to MDs (assume more than 3), only 3 Directors, and who knows how few AT will ‘allow’ to be promoted for the people actually do the work. Another nail in the coffin for Citi and their hopes for innovation and growth.

Does anyone know if any departments within EFCC will be affected with layoffs due to Reynolds departure?

Sounds like he was asked to leave or given incentive to go.

https://hansdegoede.dreamwidth.org/30910.html

Sounds like he was asked to leave or given incentive to go.

https://hansdegoede.dreamwidth.org/30910.html

In these trying and uncertain times, strong, competent leadership is required at the top of P66. I respectfully submit that Go Go is not that leader. Or Tractor Man for that matter.

Looks like he is no longer on the Police Athletic League Board with BQS and Mcguire still sitting on it. Does BQS sit next to McGuire on the PAL Board ? Gotta be awkward right now. Will JRG be spotted at the Lincoln Financial Stadium suite tonight at the Iggels game serving Red Wine and Crepes.

I think the government is more modern than Dell. The initiatives they drive to modernize are basic engineering practices that our management rejects, because our management teams at the SVP level and up have no idea about technologies or industry practices. The operational models they’ve put into place in ISG and CSG are steps backwards. They couldn’t possibly be more bureaucratic and foolish. Just huge power grabs made from people who have no idea what they’re doing and are so philosophical and unrealistic it’s embarrassing in practice.

Meanwhile you add the layoffs, cut throat attitude and poor strategy and you’ve got yourself one of the worst businesses of all time.

Dell is a company stuck in the 90s that has no strategy, poor management and terrible engineering practices. They don’t really want to modernize although they like the word.

It’s pathetic and sad.

This is ask for all Directors and Executives who got impacted by Layoff.
I've been working in Oracle for 10+ years now and I am impacted by layoff. I don't regret the layoff. One question which was lingering in my mind was despite my honest day and night contributions to the project, I was not even considered for promotion or growth.
I had been exceeding expectations of my managers/executives and each time I raised my bar level and was able to meet it. At the end of focal cycle all I got was a 2% or 5% hike to maximum which was almost equivalent to lowest performer in my team.
I even attempted to jump to another project offering a senior role but was cut down by internal recruiters saying I can't move up in lateral jumps. The project seemed like a dead-end for me and I wasn't even allowed to move to another project which looks promising technology atleast but in vain.
What was the Ego which prevented you guys from helping your employees grow. Is it typical asian mindset ? to slave one person and extract everything ?
All I noticed was some monkey executive coming from external company (Infact he was less experienced than I was) and started controlling us. He doesn't even know half of the architecture I know about org. Is this the fate ?

I hope that O. Itself will create so monstrual internal AI tool that the Larry position will no longer be needed. One big LoL on what is happening nowadays.

Why the obsession with hiring cast-offs from other OEM at all levels? Are they trying to informally gain access to benchmarking practices of other companies? External hires have done nothing but bring more confusion and problems. Company is being driven into the ground.

The AHM Q&A is heavily moderated filtering out awkward/inconvenient questions (checked myself). It is literally impossible to get a realistic picture of the business out that hype without admitting the existing issues. The ultimate fact is the share price is stagnant/dwindling for a number of years now but everytime there are excuses from the people who must take strategic decisions and are allegedly a talent that nobody wants loosing at the very expensive price. The question needs to be asked - "Are these people (CA and the gung) even cut to lead anything/anyone?" What do you think, folks.

Yes as a member and an employee we see you. Thank you. Just a handful of these executives that are not worth the millions in salaries they are paid that toss and turn information and adding no value can go versus 100 to 200 of us who barely scratch the surface to hit that dollar amount. Don’t lay us off we do all the work day in and day out. Scratching our heads at these leaders who make our lives he-l and don’t care about the members. Keep it at the top and we will do the work all day!

Seems fishy that one would resign and the rumor mill has been going crazy that there was some shady things going on (theft, lying, etc.). Usually leadership at that level has more of a transition and sends a fair well note.
Just curious if anyone else knows more.

God forbid the powers-at-be consider taking a closer look at the top of the food chain to stop the bleeding. Management should cut those “leaders” who can check these boxes….

Regularly parks in a visitor spot out front because their car is too obnoxious to drive in a parking garage, exhibits superiority complex tendencies, won’t acknowledge individual contributors on their team and instead communicates through a bad game of telephone via their direct report supervisors, takes a questionable amount of PTO (not like their presence is missed anyways), prioritizes closing deals that benefit the green competitor boys across the street, and inexplicable career success that could only be due to being in the right place at the right time.

What will we be finding out 9/12-9/15? Leadership saying more to come but haven’t said what.

Halliburton just laid off several engineers at the Duncan Technology center 8/3/2025. No PSL was safe. The leadership at Halliburton has never and will never care about their employees.

Halliburton’s upper management motto is “faster & cheaper”

Chief Disruption Officer left today so she can spend more time with her family. Does anyone in leadership ever tell the truth about anything?
P.S. I feel bad for her family.

How did Moran not get fired? He is so much worse than those Juan let go. All he knows is to talk and pretend that he runs the bank, truth being his Uncle Brad is running it for him. He does not even know the industry or products or innovation or tech to grow the business, so HOW, is here he here? Sometimes stupidity and Mo--ns also get good times, it seems. He will keep cutting more people as he knows nothing more

Heard from a reliable source that mid level leadership and directors are being let go at value added services in droves. No direction for reports as to where the chips will fall.

Starting to see some senior level departures on LinkedIn the past 2 days. Just saw the Head of Paramount Research leaving. Saw another one related to Marketing. What are people hearing/seeing?

Please vote

https://www.theguardian.com/business/2025/sep/03/shell-scraps-construction-of-biofuels-plant-in-rotterdam

Right-sizing is not about cutting back. It’s not about loss. It’s about clarity, focus, and positioning ourselves for the future. Think of it as shaping a high-performance team where every role, every resource, every process is aligned with where we want to go.

We are at a point in our journey where the opportunities ahead are huge, but so are the challenges. The market is evolving, customer expectations are shifting, and innovation is relentless. To rise to this, we cannot afford to be carrying structures, systems, or habits that hold us back. Right-sizing is how we unlock agility, speed, and strength.

This is about creating an organisation that is fit for tomorrow, not just comfortable with yesterday. It’s about ensuring that every person here is in the right place, with the right tools, doing the right work that adds the most value. When we do this, we don’t just survive change—we drive it.

And here’s the inspiring part: right-sizing is not about reducing what we are; it’s about amplifying who we can be. It’s about freeing up energy, capital, and creativity to invest in growth, innovation, and the things that really matter to our customers and our future.

Together, we will become leaner, sharper, and more resilient. Together, we will build an organisation that is not only successful but significant.

So let us embrace right-sizing as a catalyst—not for less, but for more. More clarity. More opportunity. More impact. More future.

Because this is not the end of something—it is the beginning of our next level. And we are going there together.

Thank you.

What a joke this is. Not feeling it. Do better leadership team.

These Clown hall meetings , Dermie P-O-M eyesores, investor conferences etc. etc. etc. always seem to happen around two weeks after a ‘blood letting’ here? Jupiter sized head Dermie will have a complete waste of time agile p-o-m snooze fest on 9/25 apparently. Will RV and HR go scalping around 9/16-9/17?

I came here thinking it would open doors, but it’s been a grind with no real connection to leadership. Fear runs the place, and playing politics seems more important than doing good work. I’m already planning my next move out of here.

He's the best manager I've had since I started working here. I don't hold too much hope that somebody as competent is going to replace him. This makes me so angry.

Does anyone know what all these VPs actually do? Other than wasting money?

It seems my manager is intentionally shutting my contribution down, even after evidently doing more work than rest of the team.

I have received zero appreciation from my my manager, instead keep receiving same comments for Quarterly.

Is this normal?

AS of 3rd September Appointment of Stephen Tulenko as Chief Executive Officer. AJ to stay on in an advisory role for now...

There is a people leader meeting on 9/5 at noon. Any leaders care to share after the call?

It is insane how the so called " leader" burned billions in market cap but their bonus is whole and who gets fired is the little guy

Big news coming tommow. Please watch your emails

Good for the CEO — he made some bold choices about his directs.

Hopefully he will hire at least a few military veterans with banking and/or insurance industry experience as he reshapes the EVP cadre.

It’s surprising that in recent years, USAA didn’t have a single person who served in uniform on its top leadership team.

With so many EVP roles now open, this is an opportunity to find talent that truly knows what it means to serve.

Dell mgmt is lost. The leaders they have in place are the worst they have ever been. The BS charade of AI is finally being shown for what it is, which is nothing. The modern dev initiatives are falling apart. The stock is on a nose dive even though they had “record revenue”.

The employees are not happy, there is clearly a lack of strategy and the company is being driven into the ground.

MD only intention at this point is to su-k the company dry and sell pieces of it off.

https://www.inc.com/kit-eaton/this-trendy-management-structure-harms-workplace-communication-a-survey-says/91233834

Fully 38 percent of survey respondents said that since their company experienced layoffs, their manager had become less accessible. This has had consequences: 30 percent of people said they’d felt less support when things were disrupted or changed, 34 percent expected they’ll lose a sense of connection and 30 percent expected decreased or zero access for mentorship and career development options.

Employees also don’t trust senior leaders, with nearly 40 percent saying they can’t get mentorship or guidance from upper management, 37 percent saying they feel unheard by the top leaders, and only 47 percent agreeing that their company leadership is “somewhat” transparent.

This paints an interesting picture of how the average U.S. worker views their management, relying on their direct supervisors while apparently distrusting upper layers of company leadership. The report quotes Firstup CEO Bill Schuh, who explained that the data show workers see middle managers as critical for “translating organizational priorities into action, clarity, and connection for their direct report.”

As companies shed middle managers, they risk losing this vital link, which can leave frontline workers feeling lost and unsupported. That discontent will likely diminish their engagement with their work, and could reduce their productivity. Meanwhile Schuh also noted that stripping managers out adds strain on their remaining colleagues. That means companies are “asking fewer managers to do more, and that simply is not sustainable,” he said. While AI is useful for handling some mundane managerial tasks, it “won’t replace the human connection and leadership that great managers provide.”