#leadership

The reviews are going to be devastating when the survey comes out immediately after managers are forced to deliver the SLT messages with a smile and keep opinions to themselves. The messenger is going to get the blame and I wonder if this is by design by SLT for justifying another round. My group has at least twice as many chapter leaders as we need if teams are going to become 10-25 people instead of smaller squads. What will happen to them all?

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.

Anyone know what's going on in NJ? Heard a bunch of senior leaders are out there for a couple of days. Rumor mill says they are discussing more cost cutting

I’m still pretty angry, honestly. Looking back on all the BS we’ve been expected to tolerate over the years, shame on me for believing accountability would ever exist at the top.

Remember the data breach? The ELT lied to investors, employees, and regulators. The company spent hundreds of millions in legal fees and hundreds of millions more trying to clean up the mess and get compliant. Did anyone at that level lose their job? Of course not. They still got their bonuses.

Then there was EverFi, a $750M acquisition that eventually turned into roughly a $400M write-down when it was sold off. Another catastrophic decision. Again, nobody in leadership paid any personal price for the failure.

Now we’re watching good people lose their jobs while roles get shifted to India, all while leadership positions themselves for one last payday if the company gets sold. They’ll walk away with tens of millions in compensation after years of bad decisions. The rest of us get 8 weeks severance and COBRA.

At some point you realize employees are just pawns in a game where leadership can fail upward indefinitely while everyone else absorbs the consequences.

Get out while you can.

I’m hearing that Bill is super angry that some wall st analysts caught him over dinner and informed him that our advisory fees in Wealth are way lower than the industry. Word is the old Scott & Stringfellow advisors gave giant discounts and they complain anytime they are minority inconvenienced so Wealth leadership ignored it for years. Turns out we were leaving hundreds of millions of lost revenue on the table. Guessing some leaders in Wealth that have presided over things since merger might be feeling their seat get warm finally.

From London to New York on business class for frivolous reasons that achieves nothing substantial? Especially when Citi has laid off so many people? If this person is required to be in new York, why wasn't he made to relocate to let go and someone new York based found to fill the opposition?

Is it only a coincidence that this person has family in ny/NJ that he gets to meet on company dime when laid off people have struggled to find something new after being laid off, been on expensive insurance and many other struggles?

Why is Nawani and his team so special? They've barely achieved anything of note that isn't brittle as a house of cards that would fall apart when actual experts in data look into it rather than second or third line generalist that have made every decision for him on data products? And whatever was left was made by generalist consultants

Dude you orchestrate these layoffs every quarter and you don't have the decency to make a comment or justify your decisions. These are REAL LIVES that you're impacting. They need to have a layoff at the csuite level.

Although working for family-owned businesses run by their owners has some advantages, the biggest challenge is that no one can challenge the owners’ decisions. What AJ says goes. nobody can say no.

Days like today are always tough. When smart, hard working and loyal, good people get let go from doing their jobs to assuage the hubris at the top. Every single layoff has a personal and professional impact. I think there is growing frustration at NetApp that GK, our President and SVP of Comp to name a few continue to be here despite years of stagnant growth, lack of vision and being completely disconnected from field teams and customers. Everyone with a brain cell knows $10B by 2028 is not happening yet GK and executives keep pushing the same BullS*** narrative. Unless we get acquired or acquire a company it will not happen organically. Why not make $8B a realistic goal and stop the gaslighting. It's time for Executive leadership to be held accountable.

What happened to no politics in the workplace? The four political posters clearly showing on AG’s wall say differently. The privilege is astounding at least blur your background.

Our group runs on pressure, politics, and people watching what they say, but the second somebody higher up appears, suddenly everyone’s smiling and pretending this is a great place to work. I never understand the performance because it’s not like executives would even care how employees are actually being treated. What's the point of the theater?

If you been here a year or you been here 15 years. You know that Verizon doesn’t give a cr-p about you. You are a number. Always have been always will be. My issue is, at least they used to hide the fact you didn’t matter. It was not as apparent as it is now. Employee morale is at an all time low everywhere. Unless you’re making six figures of course. Leadership is so out of touch with reality. Put them in front of a computer or tablet and ask them to sell. They would look at you cross eyed. Let alone hit these insane quotas that they are putting in front of us. It’s everywhere. Retail r2b V2B b2b. Let’s change commission. You’ll make more they said. Lmao. All of us that have been around long enough know that’s a crock of shi* anytime commission is changed it’s to line the pockets of the C suite. The ones that have zero clue.

The cost of living is at the highest it’s ever been and we can’t even get a raise enough to cover it. It’s actually a pay cut with the rising cost of insurance.

Funny we have not had a pulse survey for quite a while. Not that they matter. They just change show you the good results and say “you asked we listened”

We got so accustomed to being the “best” carrier. Now, T-Mobile and AT&T are laughing in our faces.

Run while you can. If you can. This is a sinking ship.

Honestly, I never thought the current Bank President would have such a devastating impact on USAA Bank’s culture, organization, and people leadership. I knew him when he was an ED, watched him move up through the ranks, and genuinely congratulated him when he was selected. At the time, I was happy for USAA because I believed he might help restore the culture many of us remember from before 2018, etc. I never imagined it would turn out like this.

When will Chevron simplify its GoA business unit? Too many assets at varying levels of profitability and liability. Some Hess assets certainly qualify for divestment or decommissioning. Note to Chevron LT ….get some NYSE bonus points by reducing scape and improving balance sheet…

Note: Many assets that are challenged have excellent, capable staff that do a great job maintaining and exceeding expectations.

Our leadership is now looking at productivity in our org (Berry, planning ahead for something?

It looks like the hammer might be dropping tomorrow. Multiple reports all along the vine are saying the meeting did in fact happen this morning - informing senior leadership what / whom is to be let go. Does days in the office matter? Does commits? Tenure? H1B status? Pay? No one knows the parameters, but the meetings with the boys upstairs have started.

How does a risk and compliance manager who has no background in risk or compliance get hired in the 1st place?

Secondly, that very manager had to move from the BL she was hired to support due to complaints and has zero respect from anyone she interacts with because she lacks the very respect necessary to build relationships.

SHE HAS DRIVEN OUT 6 EMPLOYEES IN 2 YEARS!!!! YOU KEEP GIVING HER VICTIMS! How does she continue to be approved to harm another employee!?! When is enough enough? She is a liability to the company you are here to protect!

While not totally indicative, Glassdoor rankings of CEOs are used by Elliott and others in assessing how real employees feel about CEOs and their performance. Looking at Glassdoor, here is how Phillips 66 stacks up in the industry regarding approval rating, senior management rating, and the other number is would employees recommend to a friend:

CEO approval rating / Senior Management Rating (out of 5) / Would Recommend Company to a Friend (%)

Phillips: 56% / 2.8 / 63%
Valero: 71% / 3.6 / 80%
Marathon: 77% / 3.5 / 76%
PBF: 50% / 3.0 / 60%
HollyFrontier: 77% / 2.8 / 61%
Enterprise Products: 83% / 3.6 / 75%
Williams: 85% / 3.2 / 66%
Targa: 87% / 3.8 / 75%
LyondellBasell: 60% / 3.2 / 66%
Dow: 67% / 3.4 / 73%

Notice anything? PSX is PBF and HollyFrontier. Let’s stop pretending.

DXC was designed from the start to be a financial instrument used to extract value. It explains all the shoddy treatment of staff and the cycling of poor mgmt. They appear to not have a clue because they don't, they'll spin you a line to keep you working, but the Leaders are working towards their bonuses and golden parachutes. They have all done it as each new cohort of leadership has come along. This is a long term plan to extract maximum value and then sell it on to another financial instrument such as Apollo, where the process will begin again. I'm sorry if you work at DXC, but don't expect anything from them and you won't be disappointed.

Has T Rowe Price ever had a "corporate tent" at the Preakness race? If so, did they have one this year? Hiring cheap labor really opened the door for "leadership" to treat themselves right - VIP suites at Orioles and Ravens and waterfront harbor views. Paid lunches and dinners in Harbor East. Who knows what else. Must be nice.

This treatment of depression staff has happened under Ryan's watch, and Rajat Taneja is complicit. It was never like this with Al... remember the lockdown tears and family-vibe he instilled? Now a climate of fear.

Question is, is it purely down to Ryan (being a salesman, not CEO material), the shareholders, Rajat... or would this have happened under Al but he saw it coming?

Delivery is headed towards a cliff. And I dont see any skid marks.
Stable accounts (prior to Industry POD) implementation have frequent escalations and major incidents. Moesman is sleeping at the wheel while his minions and direct reports do the bidding for him.

Ever since he got a promotion to Executive Vice President, he has withdrawn. Not as prominent. He looks over the CFO's shoulder constantly. He is under qualified and out of his league. He enjoys slashing revenue on plan pricing and can't seem to make up for it in any additional revenue. By the way, how is that Hedge Fund working out and when is the Firm going to become fully transparent with its performance and holdings ?

Not sure if morning or during call

They are like Russian nesting dolls. Often they with 3-4 layers of directors reporting to one another and sadly none knows enough about their business or function to e mildly effective! Leadership at JPMC is much more streamlined and effective.

The stock price has dropped and not rebounded in spite of some decent earnings a new CFO being announced. Is this intentional? Drive interest in selling off parts of BD, Or does this signal a lack of confidence in BD leadership to force change at the top?

I saw a thread that said that the most dangerous person in a toxic workplace isn’t the bully - it’s the leader who watches the bully and calls it a personality conflict.

Back in 2017 - 2020 or so, there was a bully in the Law Dept. She stabbed everyone in the back and the front and told bald faced lies about everyone.
Leadership did nothing about her reign of te---r - in fact they chalked all of her shenanigans up to “personality conflicts” and “misunderstandings” when the evidence - emails, calendar invitations, personal interviews - all clearly showed that she was a liar and actively working to undercut colleagues and direct and indirect reports with her Machiavellian ways.

Sadly Aflac didn’t address the bully - only supported her and drove out many excellent lawyers in a mass exodus once they all realized that their concerns were being swept under the rug, with full cooperation and support from senior legal dept leadership and Hr.

Once they realized the full extent of her decimation - everyone leaving - this person was eventually promoted to a new role in the business to get her out of the Law Dept and then eventually was moved out of the company once a business area with guts had the nerve to address her.

It’s disappointing that the Law Dept couldn’t address a blight upon their department and instead had to have many high performing attorneys leave for other roles before the awful lady was addressed.

I dare say that those in the public should know how the law dept leadership runs - saving their own skins and sacrificing their top performers to save face and not taking responsibility or accountability for how they run things. It’s sad.

Just watched an interview on CNBC between Jim Cramer and Intel CEO Lip-Bu Tan. The Intel CEO said he did a few things when he started -- he asked all the Intel employees for ideas to turn the company around and he talked to customers as well and asked for input. He said several customers actually lectured him about everything they were doing wrong. He said he focused on listening and staying humble and responding to all the employees and all the customers. He said they were all shocked that he actually listened and responded and was actually doing something about what they said. This seems like the exact opposite of what the current Avaya leadership has done. Intel seems to be finally back on the right track because of this approach by the new Intel CEO. Not really sure, but I suspect the opposite approach by Avaya leadership is probably not going to work out very well.

AW in his TH in Asia Pacific is so full of himself. It just goes to show how out of touch the leaders are. Employees, you are nothing but a commodity, like a cow or horse for sale. Imagine telling the entire population who were present that your wife accompanied you on the trip (which is fine) and was out sightseeing and shopping, while you messaged to the livestock why they are being sold. And sarcastically replying to one employee who asked about what's left with his job scope. For those impacted, stay positive, you might be better off in the new company. Chevron has zero interest in Asia Pacific.

if we are in same circle going on and on with demoralizing layoffs, same stupid upper managements who has no clue or leadership quality, no new design of revolutionary shoes and direction then Nike's clock is ticking as we speak.

EH and new admin has here past 18 months. And 3 to 6 months will put his admin past 2 years. If they cannot come out new strategy, design and campaign with Nike's resource then we can say that EH is not right person. Or bluntly put, a failed turnaround CEO.

IF EH admin. cannot come out with new direction any time soon then Nike will be in deep sh-t and time to look for someone new.

Is this curtains for RS? Will it change anything

I recall someone said it… too bad there’s no way to operate a pool!

SJ retiring replaced by PK. KM and AM stepping out, first wave of SVP changes already announced, more to come? What do we think?

Many of us who have been around for a minute remember how universally Tipsord wasn’t liked. Dude had the bedside manner of Dr House.

But many us held out hope that Farney would take us back to the old State Farm. The one Ed led. Farney is trying to make some legacy of AI and bad faith. With RICO charges pending in Oklahoma, a Congressional DOJ investigation led by Senator Hawley, and the botched California handling - how is our company worth what it is? You can’t get promoted unless you drink the kool-aid and now they expect if you live within 180 miles of the HUBs you can commute. The new hybrid is trash but dang imagine living in Tucson AZ and having to commute to Phoenix

Two talented people are gone from the team, but the clueless, passive-aggressive manager survived. Lucky us.

I wonder how he feels now that FT took CS back and will likely take everything else back. I remember that he was preaching this as a huge opportunity and saying that it will be great. Well...

Many of the holes are being now plugged with today’s org announcements. AD to the Chief of staff office. That pretty much confirms CH can stop dual hat and will be head of downstream.

Yet to be seen if Meg has the fortitude to send GB and WL packing. Or at the very least move GB over to some Tech center role where he can’t continue destroying value.

I wrote this poem when I got made redundant from Verizon in November 2015. Still relevant today.

It Was my Final Day – The Bard of Verizon

It was my final day.
I looked around the office.
At all the empty desks.
I could tell.
The building was now an empty shell.

Where is everyone ?
Tom, Di-k and Harry my good friends all now gone.
I wondered if ?
Just like me they had been hit by a RIF.
I shake my head in disbelief and want to cry
That must be the reason why.

Meanwhile at Verizon HQ.
Fran Shamo's latest financial report was sadly nothing new.
We must do something radical to improve our profit margins as they are still down
He said with a frown.

The board racked their brains for hours.
And even more hours.
Until Lowell McAdam jumped to his feet he had a brainwave.
"Eureka I have the perfect plan.”
"That's why I am the top man."
“How about if..."
"We have another RIF ?"

There was whooping, smiling, laughter and high fives all round.
The company’s profits would soon rise a solution had been found.
Lowell McAdam then said "Ring The Bell for a job well done we deserve some praise."
"Let's also award ourselves a well deserved 20% pay raise."

The board couldn't care less.
If the RIF made their minions lives a mess.
The poor Verizon staff.
Unlike their leaders could neither smile or a laugh.

Once they were many now they are just too few.
Lowell McAdam's grand plan would give them all more stress and work they could do without.
That much they knew.

Their future is not going to be that bright.
All doom and gloom probably describes it just about right.
And yes they work under a cloud constantly worrying if ?
They are going to be a casualty of yet another Verizon RIF.

This isn’t working. RTO isn’t working.

The conversation internally is still focused only on badge swipes, presence reports, five-day mandates and 10% sweeping layoffs while the stock slides, morale stays low, and leadership takes new debt and pushes expensive long-term office bets nobody wants.

Markets don’t care about the unnecessary and expensive RTO facade. It just destroys value by forcing out top talent and plummeting productivity.

They don’t care about micromanaging badge data.
They don’t care about forced commutes that reduce available working hours.
They don’t care who sat in a chair 5 days this week while watching Netflix at their desk.

They care about execution. Growth. Costs. Talent retention. Confidence in leadership. All the things we aren’t focused on right now.

At some point the board has to ask hard questions and decide to make some real changes to turn things around.

Because the falling stock price, disengaged employees, and doubling down on unpopular policies isn’t a strategy. It’s self inflicted destruction.

It's abundantly clear that the executive leadership does not care to listen to anyone of importance to the company. Don't plan on attending anything of meaning to them. Boycott the PHK naming ceramony and JDI day. Employee engagement surveys are absolutely worthless, and your comments have already been pushed away The only way to make your feelings known... is to not show up when the company spends buco bucks to make themselves look good. Maybe then they'll realize that listening to the core employee base, and the workers with years of experience, is the way forward.