#management

It’s no surprise that in his first team wide comments since his disastrous all-teams, that he fell flat on his face again. From the cringy and unnecessary SNKRS comment to rolling out the same exact leadership structure that has accomplished zero over the last 18 months.

Tech deserves better than this clown. The guy is so out of touch. Meanwhile his whole org is ready for him to start talking about all the start-ups he’s worked at and actually accomplish something at scale.

Monthly reminder that it’s been 6 months since you stated the org changes will be announced “in the coming weeks”. You expect us to do our jobs in a timely manner yet here you are completely hidden and didn’t do jack sh-t. We don’t respect you, you’re only protected by your title. That is all.

Heard of several layoffs in CIT over the last 24 hours. First in the US followed by Bangalore and other regions after. People tech, DES, CTS. Mostly directors and managers but also heard of some ICs. No idea if it’s over but surprised to not see anything about this yet

I am just tired working 11 x 5 + 6, no support and everyone above constant questions on status, updates, procedures, is this group involved, did these forms get filled out, oh wait a new procedure to follow drop the one you are in the middle of, oh wait no one has access, this other group forgot to update, wait the excel is not used by the other group, go make a presentation invite 20 people, weekly meeting after meeting just to inform, me (if you have nothing to say why are you here?). Go home, repeat AND USE YOUR OWN TIME TO DO WORK and 0 fcjs given by everyone. EVERYONE afraid to lose their job, micro manage and critical of everything. Resume out

I’m going to be watching the managers like crazy today. It will be really obvious if they have an HR coaching on how to fire people.

Anyone know how long the HR meeting is?My manager doesn’t really have meetings today

Not saying they attributed to the sales scandal culture, but many seem to be Wells Fargo lifers. Why are they still around?

Does anyone else have a manager who’s fully surrendered to AI?

Every decision gets delayed because it has to go through ChatGPT first. You get assigned things that aren’t actually possible because “AI said it could be done,” then get told to use AI to figure it out. Eventually they try it themselves and realize the request wasn’t possible in the first place.

Every idea/process supposedly has a “better way” because AI will always suggest optimizations, rewrites, or process changes, even when they make zero sense given the actual constraints.

They send emails that are so obviously AI-written it hurts. Domain expertise gets ignored if it conflicts with the AI response.

And the best part: when I say something, it gets pushed back on. But if I explain that I am reading what AI responded with, suddenly they agree.

(Full disclaimer, I used AI to reword my post)

The fact that HR doesn't tell you that before you come doesn't make it less true. If you took the job expecting to make it to retirement, I'm sorry, but you are a fool. If you think the quantity/quality of the work you do will save you, then you are a double fool. The last big round that management did back in 2020 doomed entire areas of the company, and I'm sure the next one will be just the same if not worse. Sadly, management is clueless when it comes to knowing who does what, and good people get the boot right along with the bad. Some companies learn the easy way. Some companies learn the hard way. On the other hand, Aramco never, ever learns.

@bn+1kqpw2thz hits the nail on the head.

I was told by my manager that SAP is launching a global AI adoption program and will track the usage of LLMs and other AI features on SAP products. They plan to coincide the launch with Sapphire so there will also be a big buzz about it. I bluntly asked if this is going to be used to determine one's performance and my manager said yes. Apparently, we are all supposed to use AI as much as possible in our day to day work and improve efficiency and productivity by doing more work in less time. Our area is deciding to add an area level performance goal that everyone contributes to but we are also asked to include AI in our other goals.

I really don't get it. Yes, I find AI somewhat useful in my work especially if I am researching something. But NO it is not gamechanging to my work. I feel so disappointed by this move that I plan to only use AI but not get work done because no one cares about work anymore and all they care about AI adoption. I feel like we are training our replacements. If AI is useful, why does management need to force everyone to use it?

Half of our management can't even use AI because they are too old school and because they only use German in emails and chats and conversations and AI is somewhat useless in German. Is this also happening in other areas now?

Seeing a lot of layoffs from New Business Verticals, large number of DashMart management slashed.

Less than a couple years ago, this stock was above $200 per share. Now, it's a little above $70 USD. Looks like there's been several key executive exits, a number of cost-cuts, layoffs appear commonplace at the line level, and the big one - a lack of topline growth. Other than some strong opinions about layers upon layers upon layers of management protecting management - the culture continues to appear as a bright light. That's a good sign, right? What's your take here? Time for a position...or time to wait it out...or keep walking? Is this company a value or a value trap?

When is the next wave of NPC&E layoffs? Specifically Mobility? Specifically Management?

We know layoffs are continuous in other parts of company. The love comes in waves in NPC&E though.

Revenue down, missing expectation all around, and they’re still buying back shares, rather than paying down debt? Sounds really delusional. And Mike and Dhyvia is about to implode this thing. Bo-b it completely.

Interesting take from Mastroberti Consulting.

Unfortunately, it fails to mention the cultural rot within the company and lack of leadership.

https://www.linkedin.com/posts/nike-branding-leadership-ugcPost-7456417724651593728-rd-P?utm_source=share&utm_medium=member_ios&rcm=ACoAAAPVOD8BUne0BRo2Kmc4QJlwiay3bWEfCtI

the large influx daily! They barely survived this winter with rampant cancellations and hours long delay? How is mgmt going to handle that? Commuters stand outside at the commuter rail you cannot expect people to stand outside to catch a delayed train in torrential rain, snow, freezing temperatures and two hour delays. Again, not thought out coupled with the low amount of trains scheduled barely added since Covid.

And it’s freaking me out. Maybe most folks just live under a rock or are so numb / broken from being bossed around from the overlords up the chain that this just seems normal!! Either way it’s freaking me out. I feel like I am in some weird dystopian universe…

i am 100% sure they want to phase out the rest of IT. i dont have insider info, it's just logical based on everything they've done so far... those folks are basically making themselves redundant at this point. i am also sure that finance, project teams are targets. mgmt too.

New leadership, VP’s after J Hobg**d left.. made unnecessary work for Project Managers and Engineers! Don’t get suppliers rate ready, just make a new SIMS IMS excel sheet with 100s of manual entries, make only 5 POB purchase orders allowable from the beginning of the year, sending wrong supply signals to Suppliers, and then reversing course after procurement realizes pushing all the Purchase Orders to 2027, made all the suppliers say, “oh they don’t need the parts now, and slowed First Article process”! All because they wanted all the money available to show to investors on the books. So the VPs of procurement, planning and rate readiness delayed projects by their leadership decisions and will put it all on the Project Managers! The department cant focus on FAIR & if parts are delivered because they’re making new excel sheets with 100s of manual entries, and new PowerPoints with charts that takes focus away from getting parts produced! Project managers now also got to manage the production department deliveries! No focus on getting FAIRS done, just Directors and VPs focused on impressing the CEOs and getting a bonus and promotion!

Does anyone have insight into what’s happening with 2LOD Risk right now? From where I’m sitting, it feels increasingly chaotic and disorganized, and it seems like the engagement models are really starting to suffer as a result.

I genuinely feel for our 2LOD partners. They all seem under a lot of pressure—stressed, uncertain, and concerned about their roles. Given that the second line of defense is supposed to provide oversight, structure, and consistency across risk and compliance, it’s especially concerning to see things feeling so unsettled.

It just doesn’t feel sustainable in its current state, and I worry about the broader impact this is having—not just on those teams, but on how effectively risk is managed overall.

Especially the 50+ crowd. Then maybe a few slackers. But management/leadership titles? Absolutely safe.

Will any one from top leadership look at the earlier comments about managers and directors. If things are not taken care it will damage more internally, things are not improving. We don't have a HR where we can complaint and help ourselves.

There are lot things which are being spoiled in the background. Some one has to come either from India leadership or US and resolve the cause

I'm struggling here. Every week there's a new rumor about cuts, and just when I think I've got my role figured out, my manager changes what I'm supposed to be doing. I can't plan, I can't relax, and I can't tell if I'm doing well or about to get cut. How are the rest of you surviving this?

Management in my BU looks mostly upset about having to come back to the office. No one really seems to think there will be layoffs.

It makes me feel better that the leaders are also unhappy about having to come back to the office.

IT is now a mess. What was a lightweight tool for cross-functional professionals for backlog management, tracking, discussion is now a mesh of complex of un related busy work. Leadership, don't know heads to tail. Decides to build a new layer of complexity and gatekeepers - calling these people RTEs. When will actual work be done with real knowledge ? But, no we have powepoint jockeys, and fake 2nd grade maths used in putting up ratios and calling them velocity, flow and cycle time. Try solving some hard problems for once.

after disastrous JD & DW. I thought that ebay was going in right direction, trying to chip away Amazon's lead.
But if the jokers in game stock buy ebay and they do their Mickey Mouse shxt who know what is next!!!
As an ebay seller that is concerning.

Ebay can't seemed to buy a break!!

If Humana truly has in mimd a goal to have the corporation to be successful, then I strongly suggest they do an across the board evaluation of all persons within the roles of Director, Associate Director, Manager, and perhaps even Vice Presidents of segments.

My suggestion is to fire all those that were hired many years ago in the past (and also recently) who are Cronies, Nepo Babies, and DEI hires.

Then, replace them with persons with the actual education degree for that field, that have the experience and training and past track record, and are fully capable of producing actual effective results that assist the company in reaching its strategic goals.

In fact, this week I’m going to pawn my Ford laptop and see how long it takes for anyone to ask me why I have not responded back to their email yet? I’ll tell them I have been too busy since my Ford manager dumped extra work on me since most of our group is well known Ford Slackers. Our manager just looks the other way rather than doing his job in firing the slackers.

Close to thirty years, this was what gave me my sanity back! Tired of lazy people that don’t do their job , or not having people at all, not to mention 12 to 15 hour days because of that. Upper management is so disconnected they don’t even know how to do their job it’s pass the buck or I don’t know or just a lack of critical information, when this came about, I did not think twice. Because if you think it’s going to change, I don’t see how that’s possible. When I started with this company It was actually a great place to work, they lost their way and they can’t find themselves still!

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.

I have a question. I was part of a reorg where my US based team will now be lead by a manager in India. A. Is this happening to anyone else? I presume this isn't promising for our future. B. My direct manager is still in the US, however the org chart doesn't show that he reports to the India manager? Is there a reason for that?

With Dhyvia I really had no confidence and am tremendously worried about further layoffs. With Vishay maybe a little better but still very worried. We need more expertise and professional knowledge — AI is just not the answer. I hope the management team sees that through and through!

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.

Too much fluff for roles that don’t directly add to revenue generated and the bottom line, and hence must be cut.

Comment if your manager is worth saving, and why?

The losing streak continues as the results for April were beyond subpar.

What happens in sports when a team stinks up the joint?

The coach, and sometimes management, gets fired. It’s time for Japan to wake up and get rid of the jamokes running Canon USA into the ground!

Lazy, arrogant, uneducated, entitled, useless TRASH do not deserve a job here or anywhere

Now it's just been a futile, sour, disappointing experience. Many of us are genuinely good at our jobs. Management at every level above us is not. What a waste of talent.

It's time to say the quiet part out loud. Have you ever wondered why upper leadership are so terrible at their roles, have no expertise related to their core functions, and can hardly string together a coherent sentence? It's because they were never qualified to begin with. VPs, Sr. Directors, Directors, etc., they're school mates, college roommates, they attend the same church. That incompetent Associate Director who somehow gets away with doing no work at all? Well, the VP just so happens to be his uncle Dave. Uncle Dave even fashioned the role description with his nephew in mind. The truth is that...you never had a chance.

The recruiters are aligning the resumes of their friends and families to hiring manager specifications, and influencing the hiring decisions. Think you're a perfect fit for the role? Well, so does the recruiter. So much so, that they ensure your resume isn't seen by a hiring manager. It's important for them to quell the competition, after all.

Nepotism and Cronyism aren't new, but have increased in this abysmal job market. If you're not getting interviews, you aren't to blame. If you're making it to the final rounds of interviews but have no luck, it’s because you're being used by the hiring manager to meet an interview quota...they were never genuinely interested in you.

For all you overachievers who are excellent at your roles, your leadership feels the same way—which is precisely why you're being blocked from promotion. They want you to remain right where you are.

So, don't blame yourself. You're not imagining things and you haven't done anything wrong. You are just navigating a system that was never made for you to win. The good managers who support their teams are purged while Incompetence reigns supreme. But don't give up. If VP uncle Dave is trying to squeeze his niece or nephew into that management role...let's not make it easy for him 😉.

It's time to say the quiet part out loud. Have you ever wondered why upper leadership are so terrible at their roles, have no expertise related to their core functions, and can hardly string together a coherent sentence? It's because they were never qualified to begin with. VPs, Sr. Directors, Directors, etc., they're school mates, college roommates, they attend the same church. That incompetent Associate Director who somehow gets away with doing no work at all? Well, the VP just so happens to be his uncle Dave. Uncle Dave even fashioned the role description with his nephew in mind. The truth is that...you never had a chance.

The recruiters are aligning the resumes of their friends and families to hiring manager specifications, and influencing the hiring decisions. Think you're a perfect fit for the role? Well, so does the recruiter. So much so, that they ensure your resume isn't seen by a hiring manager. It's important for them to quell the competition, after all.

Nepotism and Cronyism aren't new, but have increased in this abysmal job market. If you're not getting interviews, you aren't to blame. If you're making it to the final rounds of interviews but have no luck, it’s because you're being used by the hiring manager to meet an interview quota...they were never genuinely interested in you.

For all you overachievers who are excellent at your roles, your leadership feels the same way—which is precisely why you're being blocked from promotion. They want you to remain right where you are.

So, don't blame yourself. You're not imagining things and you haven't done anything wrong. You are just navigating a system that was never made for you to win. The good managers who support their teams are purged while Incompetence reigns supreme. But don't give up. If VP uncle Dave is trying to squeeze his niece or nephew into that management role...let's not make it easy for him 😉.

It's time to say the quiet part out loud. Have you ever wondered why upper leadership are so terrible at their roles, have no expertise related to their core functions, and can hardly string together a coherent sentence? It's because they were never qualified to begin with. VPs, Sr. Directors, Directors, etc., they're school mates, college roommates, they attend the same church. That incompetent Associate Director who somehow gets away with doing no work at all? Well, the VP just so happens to be his uncle Dave. Uncle Dave even fashioned the role description with his nephew in mind. The truth is that...you never had a chance.

The recruiters are aligning the resumes of their friends and families to hiring manager specifications, and influencing the hiring decisions. Think you're a perfect fit for the role? Well, so does the recruiter. So much so, that they ensure your resume isn't seen by a hiring manager. It's important for them to quell the competition, after all.

Nepotism and Cronyism aren't new, but have increased in this abysmal job market. If you're not getting interviews, you aren't to blame. If you're making it to the final rounds of interviews but have no luck, it’s because you're being used by the hiring manager to meet an interview quota...they were never genuinely interested in you.

For all you overachievers who are excellent at your roles, your leadership feels the same way—which is precisely why you're being blocked from promotion. They want you to remain right where you are.

So, don't blame yourself. You're not imagining things and you haven't done anything wrong. You are just navigating a system that was never made for you to win. The good managers who support their teams are purged while Incompetence reigns supreme. But don't give up. If VP uncle Dave is trying to squeeze his niece or nephew into that management role...let's not make it easy for him 😉.

Darrin mentioned our Talent Management Approach on the earnings call, more like eliminate talent. #terrible.