#leadership

I’m a new director to Honeywell (4 months). I’m completely shocked my the lack of professionalism and communication skills. People don’t respond to meeting invites, ignore email, read texts/don’t respond and don’t call back. Free for all. The folks at the site only do what they want, no partnership with corporate functional leaders. Why has the culture devolved to this?

Upvote if know a leader with patni working as contractor

What is this new Take Two video we’re doing in the US? It feels like a segment in a local tv news program. Can leaders just communicate with us without dressing it up like this? It feels so inauthentic and artificial. Bad vibes. Especially for OA, who is usually a very transparent and genuine person. I’m sure they’ll regret making this when something important has to be communicated and quietly cancel it.

EH but rather PK not letting EH do anything radical to fix it
the way he sees it necessary.

I guess PK is not really gone but applying his invisible pressure
behind EH's back. That makes EH a puppet.
PK a actual power

1- Systemic Compensation Stagnation: A complete freeze on base salary increases for the majority of the workforce spanning the last 5–6 years, regardless of inflation or performance.

2- The "Recycled Equity" Strategy: While ICs receive small bonuses, managers and directors are tied to RSUs with 4-year vesting schedules. These serve as a "retention carrot" that disappears instantly upon layoff—allowing the company to claw back earned equity and "recycle" it to lure new hires into the same cycle.

3 - The 2025 Manager Purge (FY26 Q1): A calculated wave of terminations where managers were directed to lay off their own teams, only to be terminated themselves immediately afterward.

4- The 6:00 AM Termination Protocol: Highly impersonal exit procedures, with U.S. and Canadian staff receiving automated emails at dawn, accompanied by severance packages described by employees as "garbage" and "sub-par."

5 - Efficiency Paradox: A relentless "do more with less" mandate enforced through perpetual hiring freezes. Despite corporate messaging, internal AI tools provide minimal functional support to offset the loss of headcount.

6 - The Psychological Toll: A workplace culture defined by "survivor’s guilt" and low morale as remaining teammates are forced to absorb the workloads of their terminated colleagues.

Suffolk supervisor going on interview for spectrum, they know what’s coming

Like we said on our last post, you fed us sh-t again! This is the 2nd bad choice who was made our lead and forced on us in a row.

Do you feel Verizon shifted in a better direction under the new leadership? Do you feel valued? Are you being listened to and counted? Are you being fairly compensated? Are your leaders "in it with you" or using the "Do as I say" motto? I'm just wondering?

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.

Anta makes great shoes lower cost and just as good if not better. China market is lost and surely, they will lose N America as well. Nike is losing market share. This company is so bloated. try a 5-10K layoff like Intel to become Nimbler. Way bloated leadership structure with fancy names. Nike shoes are cheaply made and overpriced. They do not last more than a year with regular use. Lipstick on a pig with superficial design and cheap construction.

What are everyone’s opinions on central GVP if you are in those regions ?

I don’t care what your favorite dessert is or what your summer vacation plans are. Read the f’ing room. I’m too busy trying to figure out how I’m going to keep a roof over my head if I get laid off to care that you road your bike in Italy. The water cooler conversation in Chandler is how many people got laid off the week before.

Tone Deaf. Let them eat cake. Do you think this is a good look? Will it attract customers? Not likely.

JLJ gone. No “thanks for your service”. Just appoint interim long timer and business as usual.

Good for 3M. He was very bad at his job.

Changing MGR review to 100% multiplier BUT still staying 25% payout based on individual multiplier. The jokes wrote themselves.

Love the additional info where managers can't quit on Sept 1 beginning of fiscal and and still collect bonus in November.

This proves they KNOW everyone hates this job and this company so they change the rules to force management to stay longer.

Seriously one very top level executive is into triathlons. That is heavy commitment. I know since am in that space. It is virtually impossible unless you are almost full-time. This is a shame that CEO is ignoring this.

Oh how messed up we are getting, lol?

it’s starting to feel like we’re just giving up and letting the whole thing fall apart. we finally got rid of makoto uchida after months of rumors, and he officially stepped down march 31. on paper that sounds like a reset, but honestly it feels more like panic mode.

now ivan espinosa is taking over. he’s been here a long time, so it’s not like some outside savior is coming in. it feels more like reshuffling the same deck while the ship is already taking on water.

we all know the situation is rough. debt is piling up, sales keep sliding, and trust in the brand is not what it used to be. insiders were already saying late last year that nissan had only 12 to 14 months to turn things around. that clock is still ticking.

what really gets me is the honda deal. from what i’ve heard, honda wasn’t the main problem. we were too stubborn about not becoming a subsidiary, so we may have walked away from the closest thing we had to a lifeline.

and here’s the part that makes it worse. one of honda’s conditions was leadership change. now uchida is gone, so maybe that door opens again, but who knows. right now it just feels like rumors and damage control.

there’s also talk about other buyers or partnerships, but it all feels late. like we waited too long, made too many bad calls, and now every option is worse than it would’ve been a year ago.

from inside, this does not feel like a turnaround story. it feels like we are running out of time and options.

This is what we were told :
Sr leadership are moving toward consolidating developers into larger teams (minimum of 10-15 people) rather than smaller squads.
At the leadership level:

• VP-level Squad Leaders overseeing non-prioritized projects, small teams, or any L8 Individual Contributors are at risk of layoffs.
• Those who retain their positions may be reassigned to L7 Director roles and report to Engineering.
• For non-core business functions (Finance, HR, Marketing), we may see also reduced headcount to streamline operations and reduce fat.

Specifically:

• There can be an approximate 15% reduction in technology leadership positions (L7+)
• Non-leadership roles will see minimal reductions, but still possible
• Contractor contracts may not be extended
• Please be prepared for potential changes in your reporting structure.

How is CS doing in greater china? Insiders tell me she’s jealous she didn’t get the VP of EMEA and is nearly ready to give up already.

Thoughts?

Is APLA sticking around after 1 June? I also heard not.

To all Castrol colleagues, especially folks in Digital Technology, how are you guys feeling about the ringfence situation and the fact that you are being forced to move out of BP.

Do you feel positive about the future or are you polishing your CVs? What do you think about RD as leader and the org structure he shared recently?

Mike Loughlin or Mandy Norton!! Times were better for us!!!

3 jokers - KC, KP and DP - held a 30 min listening session and the way some questions were handled makes it look like they do not have any creds to be in that place. Especially KC's response to why the merit increase multiplier was low this year. Hilarious.

So will our new fearless leader MO drop any bombshells during the global webcast next week? She’s gotta say something of substance, right?

Have we figured how to increase sales? If not, no matter what you do (kick off lowly employees to save some change), wall street will keep shorting they will bring PE to 15 or less.

Nike - A marketing company - I seriously doubt!
Think about well to do well taken care off employees, across different regions. They should have been the best brand ambassadors of brand. Each well taken employee can easily bring more revenue by sales as people around their community beleive in the brand. But heck no... These thought process can only come from born leaders and visionaries...

We literally have customers telling us what they want, but all management wants is to sell software. How did it get like this?

Issued with great promise
Ten years to acquire great wealth
All under water
Geoff Martha you loser

Just few days after Bruce mentioned how Antonio Lucio was retiring to NY to be with his grandchildren, it is announced he is going to PayPal with Enrique. Quite embarrassing for Bruce. Lucky for HP as he only spend crazy amounts in sponsorship with no measurable returns.

This thread is typically pretty quiet. New DQ president is coming in hot and heavy with the changes. Already laying people off. My thoughts go out to anyone affected. This has been such a great company to work for and I’m on edge for what the future brings.

After the events of the last 24 months (RTO, layoffs, offshoring circa 2002, HBA elimination, etc.), I find myself asking on a regular basis, "is the ELT actually this stupid?" I mean, they're using short term tactics that reek of the early 2000s to get a quick bump in revenue but will ultimately crash & burn everything they've touched within the next 5-10 years.

Moreover, how can anyone be so willfully blind that the rank and file completely, wholly, totally and utterly hate the firm's leadership right now? Is it just a severe case of rectal/cranial inversion (i.e. are their heads up their collective as*es), or are they planning a complete destruction of this firm by the time PP ages out of the MP office so they can take their fat payouts and bail on everyone whose lives they've ruined?

But that's not it. It's never been it. The problem is the constant layoffs and the never ending changes. Let us go back to working from home more and maybe people would actually want to work more and be more productive again.

Just checking in on you all. My leadership, that is typically very "real" in meetings totally stuck to the script for this announcement. Later on someone let slip leaders weren't even supposed to share they were provided talking points. What is happening here?

Some are saying RIF’s are BS. I believe the opposite.

https://www.lightreading.com/ai-machine-learning/ai-mad-verizon-to-continue-with-cuts-after-ceo-s-jobs-warning

Emotional detachment is seen as strength. Ruthlessness and lying is seen as career vambition. All approval is based on performance not integrity. The toxic atmosphere is set and allowed by upper management. Been this way since 1980.

I heard Dan celebrate the big earnings win this week, but I’m left wondering what has changed in the business other than the big layoffs. Since then, all work has stopped in VCG CXO. The leadership team was dumped, then we were placed under Nancy Clark. She handed off to somebody from Frontier who really has no idea about the business. This week she held an all hands meeting - 175 people joined the call - she was 14 minutes late! Her chief of staff had to stall for time and chat about the weather. Tiger teams will fix it all - yay!

They brought in our new boss from Walgreens and his boss is also from Walgreens. We kept an open mind but he is a ja----s and fake a--hole! And we will have to score our reviews with good grades since they can tell who scored them and how we answered. So we are fu---d once again! I have a friend at Walgreens and he said most his people hated him and they always had security problems. We already had that theft of laptops here in VH that made the news and it is only going to get worse. This place su-ks a-s!

RB and folks were sacked after an Investigation.

Who is was better?