#leadership

As part of the reorg, we have this new sales enablement function. I still have not seen the value of this function as none of the leads are not really doing much. What is this supposed to be? Can we get some competent people to enable this?

So let me get this straight...they have 150 locations minimum that are in need of renovations which include carpet, paint, new wrap stand and MOLD removal, but now they are going to open 2 new concept stores for rich people expecting them to pivot to Belk brands? Impressive leadership around these parts..

Just saying…

I hope when Dan and the other execs watch Christmas Vacation this holiday season, they realize that they are essentially the a-hole president of the company, Mr. Shirley. In the movie, even the guys wife found his actions to save a quick buck at the expense of his employees was disgusting. I hope Christmas Vacation is on every channel, on every TV this holiday season, and they are forced to watch that part over and over with their families.

At least Mr. Shirley redeemed himself in the movie, Dan will be an Ebenezer Scrooge in real life. Dan has no excuse to say he simply inherited a bad situation, and had to make a tough decision to right the ship. He's been sitting on the board for the last 8 years operating in lock-step with Hans, one disaster after another.

Instead of propping up the stock price by increasing the dividend, Dan should enroll the shareholders in the Jelly of the Month Club and use the cash flow to pay down the debt from previous failed acquisitions and golden parachutes.

I spent years in BNY, hopping around different departments. I never had some grand master plan — I just kept saying yes to new things, even when they made me uncomfortable. Eventually I landed in a certain role, and that’s where things really kicked off. The pace, the learning, the exposure… it shot my progress forward faster than I ever expected.

And here’s the mad part: that role ended up opening the door to a new job somewhere else — with a salary jump so big that if I told people the number, they’d probably laugh in my face.

I worked with some cracking people and a few brilliant leaders in BNY. Culture? Absolutely rough at times. Still, it taught me a lot. Sometimes the hard environments are the ones that push you out of your comfort zone in the best possible way.

What I’ve learned:
You grow the most when you’re a bit uncomfortable.

Learn everything you can while you’re there.

It is possible to get a massive pay rise in there but only if you make yourself valuable.

Don’t let anyone tell you progress has to be slow or modest.

I’m very happy with the move, grateful for the journey, and honestly still a bit stunned at how much life can change when you quietly keep your head down, get really good, and back yourself.

ARE YOU OUT OF YOUR MIND??? Whoever decided that scheduling can be automated has not spent a single day in this department.

Everyone in the top leadership is deluded and your subordinates are too scared to speak.

Starting another thread about 2026 and the future of AES. There are so many rumors about what's next: sell company to Blackrock, split renewables and sell off Indiana or Ohio utilities to Duke, new senior leadership & board, etc. Any of these paths will ensure funding is cut and "they" force more work with less resources. Again. Let's hear what other rumors are out there.

Go Colts and Hoosiers! Now that I have that out, time to get serious. REAL SERIOUS! iI was one that was going to try to tell our leaders to give and take because of our hard times. Not after reading these words! The insistence on not listening to what matters to us will help us not bend either in our contract talks. Hold firm union leaders and brothers and sisters.

Approximately 2000 employees are part of this Layoff. All those who had approaching and needs improvement are on the list. If the 20 to 25% numbers are not met ,all other rules come into play. Be prepared. Training session for Directors and ADs will be given tomorrow or Tuesday and announcement will be post that. VCG is going to be badly affected. VBG, N&T, VCG Business, CSG, are equally affected by avg of 20% AI&D with the least by 15%.
There are going to be changes in AVP, Senior Directors , Directors when the Agile delivery to be rechristened with one more useless way of execution supported by all leaders who follow them BLINDLY coz they want to "try".
This org will only sustain when all leaders above Sr. Manager stop focusing on defects and start focusing on strategy, with inclusion at all levels get the inputs from all rather than "designated" architects whom they think can change the entire world. The team that is responsible for all this is the ATO and its futile process implementation which is not studied but rather theoretical. BTW i am Top performing for the last 2 years. so all the above is a frustration of me going to stay here with a load of work, loss of knowledge from so-called "non performers", loss of vendors who had been in the system for more than 2 years . Everything is boiling down to the people who are going to stay. A meagre call will be done under senior director or AVP to boost "MORALE" which they think all others are fools for their gimmick to be played. Its a wake up call for people like me to move on. Verizon is going into a blackhole which will also pull us into it, while many think this is safe haven. All that matters is "Shareholder Value" and nothing else. ALL EMPLOYEES ARE JUST NUMBERS. Get out of this number game.

Finally check this prompt in Gemini
"What if the 50% of the laid off people join T-Mobile or the 13000 people move their connections along with their family connections to T- Mobile"

Yo, the whole trusted gang is low-key grindin’ on exit plans outta Cisco. Secret TOIs poppin’ off in back rooms, and some folks gettin’ straight ghosted from the AI knowledge drops. With all this shady energy, fr fr, how’s Cisco even supposed to Arista?”

If you want it even more dramatic, more corporate-snarky, or more street-slang, tell me the vibe and I’ll tune it.

Need leadership change

I’ve been around HPE (HP) a long time, and I’m still hopeful about this company. But it’s only a matter of time before there are serious changes at the top, Antonio and parts of the board included. We need to clean out the toxic, arrogant pockets of leadership, rebuild a stronger executive bench, and refocus on performance and execution. Somewhere along the way we drifted from our roots as a true engineering company. I never understood walking away from Silicon Valley when the core talent, partners, and competitors are all based there. The Houston centric culture of optics, and weak management isn’t helping; we’ve got too many VPs and Directors and not enough doers. I wouldn’t be surprised to see activists like Elliott turn up the pressure, especially with large institutional HPE holders like BlackRock and Vanguard watching closely. HPE can get back to being great, but it’s going to take a reset in leadership, culture, and how we invest.

Remember this feeling of being Discarded, remember the betrayal that had NOTHING to do with your performance or metrics. Remember how easily they threw you to the trash can once it became expedient— remember it before you sacrifice yourself again climbing the corporate ladder and neglect your family, health and pursuing your own dreams for the sake of giving more to the Company. In the end they don’t give a DAMMMN about you, it’s all about the shareholders, Execs and appeasing Wall Street. The rest of us are easily discarded like used toilet paper once they have finished wiping their ŠŠŠ with you.

On behalf of the employees in the US that are about to celebrate the holidays among the stress of layoffs and restructuring, shame on bp. A company already struggling with a leadership and expertise vacuum gets weaker and more inefficient everyday due to its half-hearted offshoring efforts. It’s amusing to see roles being filled by people who have no idea what they are doing with little to no leadership oversight. Even basic technical functions have ground to a halt. The domestic staff that are retained have zero motivation to work hard because they know they’re likely to be a victim of the next transformation.

If you’re a shareholder, you should be concerned. What ever stock gains you see from “cutting costs” and inflated “profit” due to inflation will be undone in just a few months by the incompetency of a workforce that has little to no understanding of the domestic market. This is the nail in the coffin for bp. Bookmark this.

Dan & Executives! If you’re reading this please stop laying us off. Having 150 + macros sites is nuts. Good bye work life balance.

Also, how long until you do the same stuff as sprint and outsource network to vendors ? If you want to take Verizon to the ground this is the way.

Happy thanksgiving!!!!

I used to respect this place. But that respect faded slowly as priorities shifted and so many promises were broken. There were bright moments but they’re drowned out now by short-term thinking. I respect the few people who try, but the institution feels worn. It's over.

My manager shows flashes of competence but mostly lives in reaction mode. When things go south he's more likely to add pressure than solutions. I wish leadership training came with the job. Imagine where we would be if we had management that was actually competent.

People talk over you, credit gets stolen, and kindness feels like an oddity. It drains you faster than the work itself.

Every task is marked urgent, but planning is almost nonexistent, and the list of measurables keeps growing. Cuts leave teams stretched beyond capacity. The constant message is just to be grateful you still have a job. Keeping operations moving under these conditions is exhausting.

Instead, it's like they're trimming the engine while the plane's still in the air. They're getting rid of institutional knowledge to replace it with what? They should know by now that cheaper and younger rarely means better.

I posted this in a comment but deserves its own post.

•••
“True happiness is worth more than money, possessions, or job status.” but money pays the bills, possessions clothe us and feed us, job status showcases our talent and makes us useful in today’s world.
So. Yes, I am very upset. I can’t feed my family or pay my mortgage with happiness. My husband got laid off from his job in the summer and he hasn’t found anything else. So we have NO comfortable income very soon. I am scared. I am feeling unprotected and betrayed. Stop telling not to feel this way.

Every time I look around, it feels like leadership keeps growing while the people doing the real work get ignored. The folks out in the field carry the weight and never get the credit. Meanwhile the top keeps collecting massive paychecks without seeing what is actually happening. How's that fair?

As American it is funny to see how those d-mbfu-ks from Finland are panicking but until Justin will weed out them till L4, sabotage will not stop.
USA market means COTS and COTS means thousands of Finns being useless and they know it.
At least he got rid of Tommi the Mo--n who lost ATT and Verizon! Now go after Niko and rest of them before they will derail attempts to win back USA for sake of saving their as--s

Layoffs are always done to boost stock price. This leadership can't even do that right, as our stock went down instead. Talk about miscalculating.

It feels like money disappears every quarter thanks to sloppy management decisions. A lot of the newer leaders just don’t have the experience to handle these situations, and it shows. Staff end up scrambling to cover mistakes that shouldn’t even be happening. It's exhausting watching the same problems repeat.

Looking at Dan, Sampath and Hans. Interesting read from Forbes.

https://www.forbes.com/sites/victorlipman/2013/04/25/the-disturbing-link-between-psychopathy-and-leadership/?fbclid=IwdGRjcAOVdr9jbGNrA5V18GV4dG4DYWVtAjExAHNydGMGYXBwX2lkDDM1MDY4NTUzMTcyOAABHr8AspRVmyP5k6lgfQ1lGS10G8PArOO9f3lJzBR1PwgJj8CJwKKsmGkJMkbP_aem_u6pZrfuWmrVLbgrPl7N6iw

do you think he can,and how?any insight

Jamie Rutledge is on a mission to drive delivery off a cliff. The minions he has hired (Michele Moesman and his direct reports) are the foot soldiers in brute forcing the implementation of “industry pods”. Highly efficient teams being broken into the POD model, manages have no clarity on their roles, such as big org change being done without any due diligence. All in the name of driving productivity. Jamie’s minions think that using “Agentic AI”, we can eliminate manual work. Kyndryl is sadly becoming another Indian IT provider under the current leadership. Kyndryl is driving off a cliff, and I dont see any skid marks.

If you aren't failing upwards, you aren't doing it right.

Team GM means going on vacation a week before your big project is due, so your work is reassigned to someone who will take the blame.
Team GM means walking around with a GM logo on your coffee cup, wearing official GM branded clothing and having the latest GMC truck.
Team GM means going on linkedin, and making a show of how much you love GM products.
Team GM means attending meetings of projects you are barely contributing to, so that you can challenge the meeting organizer with new problems that aren't even part of the discussion.
Team GM means asking lots of questions at the end of each meeting, especially staff meetings to extend the meeting and prove your loyalty, interest and importance to everyone in earshot.
Team GM means being a true believer that the company would collapse if you left, and that despite the fact that you do almost nothing, you are working your tail off.
Team GM means that your entire identity is tied into working at GM and your role at GM. You will tell anyone that didn't ask that you work at GM.

I'm sure all of us are so grateful that the company is doing so well and that nothing's wrong and that the leadership's competent and that we don't have to fear layoffs every single day or anything like that. This place is just amazing. Sarcasm, just in case it's not blatantly clear.

It's become a standard practice here for leadership to schedule last-minute "urgent" meetings, often to discuss issues that have been pending for weeks. This blatant disregard for personal time and planning has created a constant state of exhaustion for so many of us. In the last six months, I've watched three of the most capable people on my team resign. EJ is systematically losing its best talent because of a culture that refuses to acknowledge our time has any value.

Thanks for the entertainment in your LinkedIn post.
Boohoo people talked about your accent and then you spent all the time talking about your skirt no one cares about
How about mentioning your incompetence at not knowing employee counts and lost all credibility with the whole company or that you are now calling out internal comments on a public forum and inferring intel is discriminatory. Posting internal company photos.
Disappointed that you didn’t mention your personal issues to get more likes on social media. Wha about ….
Time to admit you are not up for the job and resign
Board now started formal investigation into code conduct violations.

All indications suggest she will be appointed as the next CEO, what do you think of her?

Mike > Frank any day, stock drop or not.

It seems odd that the other PayPal execs are around already, but Shankar is still not replaced. I mean, he's not doing any work, not showing up for anything, not talking to his teams, not setting a strategy or a direction or anything. So clearly HE knows he's out (fingers crossed that the rest of his posse are out as well.. first of all Vivek and his reports) But still, it would be nice to know which PayPal guy will oversee the next shift of 10+k jobs to India / contractors...

Money compounds but character compounds faster - Buffet.

(Reputation, Trust by clients and employees.)

B4 tech mgr here, during a recent internal audit, HR department discovered widespread misuse of vacation time across multiple departments, including associates taking unapproved extended leaves, extra days not reporting to workday, overlapping PTO with sick days without documentation, or logging vacation while working remotely on company tasks.

Leadership has officially warned all managers to tighten oversight, and HR is now actively reviewing records with potential disciplinary action (up to termination) for violators. Going forward, every vacation request will be scrutinized, and any past discrepancies could trigger immediate corrective discussions , double-check your own records now and reach out to your manager if anything looks off before they come knocking. Better safe than sorry.

Kroger is nothing without technology. The technology we design, build, and maintain is the reason this company can operate and make money.

It has been made obvious to us that our feedback means nothing. I don't know if anyone remembers when we used that "Slido" tool for anonymous feedback and by far the largest concern was that we do not support RTO.

Leadership is laying off our co-workers because of their own mistakes, pushing current employees further and further, and actively lying to us about the reason for these unpopular changes.

Tech unions are legal, and have happened before. And right now it is obvious that many of us have common ground at the same time and for the same reasons.

What, realistically, is stopping us from doing something about this? If they won't listen to our feedback, why shouldn't we force them to listen to our demands?

Excited to have our executives visit locally and get us kicked off for an awesome 2026. I plan on wearing two foam fingers and shaking the noise makers they provide to show my enthusiasm. Will the theme this year be football related where we get to hear our executives talk about their favorite team, or will we kick things off with trivia questions and t-shirt give aways? I hope they bring more than one special red chair for us to use for pictures as the line will be very long and I want to get back to delighting our customers. It would also be great if they brought interns back to speak to us about the awesome culture they are experiencing. Their 4 months of insights were so helpful and encouraging. Let's go V Teamers!

VZ just announced cut 20% management or 13k to save 1B .

This is a surprise. I wonder what will happen to Finance. I heard a lot of NYC jobs are going to lower cost locations.

https://finance.yahoo.com/news/citi-cfo-mason-to-step-down-after-ceo-frasers-power-consolidation-135104516.html