#management

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.

Did you get your gas allowance from your manager to offset the cost of petrol to meet their in office requirements? No.

I know exactly what is going on with Cisco? I follow networking companies earnings report and Gartner report. I know exactly where Cisco and other networking companies stand in each networking technology.

Greed is everywhere at top level and hiring is broken with favoring friends and family members in most of the groups.

Many know how to play the corporate game! 60-70% of Directors, managers and VPs do not know how to motivate team and no good vision in their tech domain. There are 20-30% good managers, rest are useless !!

I left the group of old networking technology in my group at Cisco and nepotism. Got a better opportunity to learn a different technology and better pay. I don't have to deal with the incompetent Indian manager any more from my group at Cisco.

Reposted from: Post ID: @mz+1kqae1qpk

A sad day today. Fellow coworkers I’ve known for years are calling it quits today because of poor leadership, terrible pay, extremely sub-par raises and a crushing economy. But the real nail in the coffin, an expensive and pointless RTO5 policy. Three months ago you waved your executive power wand and declared RTO5 starts May 4. However the remaining people I will interact with on May 4 are still remote to me. We are separated by hundreds of miles, multiple states and time zones. And ya know what, we make it work. We’ve been able to accomplish so much because of the tools and technology the bank has implemented over the years. Pretty sure that is called moving with the times and adopting the digital world. We can reach each other quicker than we could take an elevator to the floor above us. But your boomer self is pushing an order that treats us like kids, ki-ls our production, adds lengthy commutes, increases our carbon footprint, eats our income and eliminates the work-life balance you touted for years. Why in the actual f*ck in the year 2026 are you forcing RTO5 when there is a perfectly viable option of remote work that has proven time and time again that it works. Let us not forget it not only works very well but it saved the company during the most unsettling unnerving unpredictable time of this century. You and all of your reports know a vast majority of these roles can be 100% remote. Plus 11 million customers can prove it too. Record profits ring a bell? Consistent dividend increases mean what? Bank acquisitions are just pointless side quests? ATH stock price is just a silly number?! So why are we going backwards? Are you trying to protect the real estate investment? Were you coerced by city mayors to bring employees into towns? Some of those towns being a dr-g and crime-ridden hellhole. Is there another double digit comp increase in the works if X-amount of employees swipe their badge? Did you over-hire during covid and now need to protect the bottom line so you subliminally utilize the consequences of not following an outrageous policy as your reasoning? Were you swindled into believing that a manager’s error was blamed on his/her team’s lack of collaboration? Did one person do wrong and you took the elementary school approach and punished everyone? Are you and the boomer executives unable to fathom the digital era? What is it? You’ve created a lose-lose-lose scenario. Talent is going out the door. Potential talent is applying elsewhere. People who try to grind it out are stuck holding the bag and getting reamed by the cost of commuting. Instead of trying to standout and provide a flexible workplace, you ruin it with a generic order full of buzzwords, no follow up, no guidance to management, no recorded message, no recorded video.........crickets. Just a pure power move because your friends in New York are doing it.

Nearly 21 years here and this is the first time I truly felt sorry for the people I recommended to this place for employment. I’m sorry we are facing this situation. To the younger folks a few years out of college, good luck this is brutal. Exiting folks that have other options lined-up, good for you. Now excuse me while I fill my tank for $130 because I got a lengthy commute Monday morning. Hopefully I am not late for standup.

P.S. Real professional hearing the upper management pi$s on us during the recent hands on meeting.

To "Win Now" the goal was to reduce GT cost while making it leaner, faster with reduced management layers.

Yes the GT cost was reduced and few bloated orgs were made leaner..

BUT - a lot of "does" were eliminated and we still have many layers of management. In my domain ( and many others) we have 3-4 managers managing 5-6 FTEs. On top of this we have two directors ( 1 Product & 1 Engg) in each area of the domain and another layer of two Sr Director ( 1 Product & 1 Engg) on top. To make a decision I have to align with at least 6 people on managerial role.
On top of this the idea to blindly lay off everyone in remote role without relocation option (except few orgs like DAI/AI ML) was very short sighted, lazy, biased and borderline unethical.
End result : GT will still be slow due to heavy management layer and because GT lost the "doers" it won't deliver anything meaningful. The "does" who are left will be forced to su-k it up to their managers instead of doing what's right for Nike. Hold on tight - It's going to be a downward spiral.

Who is was better?

Anyone else feel like they're being set up to be laid off, or did anyone feel that way before they were laid off? Feels like I'm living in an alternate universe with my manager, reality is being revised to reflect negatively on me. For example, a sequence of events happens (not necessarily bad, just the course of business), everyone is on the same page, then later a recap/retelling of those events takes place which doesn't jive with what actually went down. Blew it off as paranoia on my part for a while but it's too blatant to keep doing that. Keeps happening. Manager trying to save themselves? Put a target on my back? Never had any issues with them before this sort of thing started happening. Just me?

I spent there less than a year - I quit because I was bored. I observed 50+ people doing almost nothing, mostly consultants or other peers. My manager (SVP level) was unable to control her area and didn't even know what she should expect from people. There was literally no strategy, no plan and terrible ignorance - from payments to tech industry.

If you do not believe that layoffs are coming, then just scroll past.. do not have to respond it saying fake news..

I want to hear from someone here if anyone has first hand info on layoffs.. which orgs are being targeted and is it targeting individual contributors or managers or evenly distributed

The career progression is like this: You work to improve yourself over 25 years in semiconductors. You will become an expert who can resolve all special taks. save money, improve yield and make projects successfull. Everybody is happy, but.....the salary increases over years......Finally they will lay you off because your salary is too high, higher than graduate´s salary. Managment does not understand that what moves the company forward is the technical experties and speed. It is not important anymore, what only matters are cheap incompetent graduates who are asap hired mainly from none technical fields because they are cheaper than graduates from technicial fields. All slows down, projects slow downs or crash, problems remain unresloved, yield is terrible, customers lots..... Well seniors are fired and youner ones cannot cope with it.... Solution? They repeat the same mistakes over and over.....Perhaps the company shall be renamed to "Inferno Hindmalay Semiconductors Technologies GmbH".

AI and shifting supervisory roles to lower cost regions like India can significantly reduce operating expenses in call centers. AI tools handle routine inquiries, automate quality monitoring, and assist agents in real time, which cuts down on staffing needs and boosts efficiency. At the same time, outsourcing supervisor roles to India lowers salary and overhead costs while still maintaining 24/7 coverage and scalability. Together, this combination allows companies to streamline operations, improve response times, and maintain service quality at a fraction of the traditional cost.

This year’s Great Place to Work survey used a restricted participant list. In my memory, in the last a few years, everyone around me anticipated the survey. Is management trying to avoid honest results? Or the company is trying to save money by reducing the survey sample size?

Just informed that Jane is asking all managers to 1) revisit their org structures to ensure C15s have at least 10 directs and 2) identify support functions (such as risk reviewers) that may be duplicative with BAU functions. Anticipated restructures in June as a result of this review. This was noted as "Firm Wide". June was my managers guess.

…after completing the GES, employees cannot go back and look at the results from previous years surveys. In fact, only Managers can access it…but only after requesting permission to do so.

Seems to be no rhyme or reason for who was placed where and the decisions that were made. What the Fu*k?

GN&T has too many incompetent and wasteful people in leadership positions. I don’t think Accenture has the know how or the perseverance to sort this situation out. More than likely, they’ll end up throwing out the baby with the bath water!

Somehow, survivors of layoffs are just expected to absorb everything, regardless of whether it fits their role or skills. Management makes zero effort to redistribute work sensibly. They just dump it on us. Not my problem that they cut based purely on cost and then wonder why teams have no expertise left.

Anyone have success with the ethics hotline doing something about a bad situation? Like management retaliation, too much work with no OT pay, etc

Quick Poll: How Many Direct Reports Does Your Manager Have? What's the sweet spot range? Anyone has a mgr outside that range?

What did the MC do with the TTUS surveys? Another the question is are they using it to do reorg soon and prepare for the next layoffs? My stomach has knots on the 14th every month. I’m never able to build expertise in anything as they sc--w us over and move us around all the times.

So many high level executives and mid level experienced managers have left this month. Almost everyone who is finding any work is leaving like this is titanic, is it really this bad?

For those still inside the red machine, what are the early impressions of the Fiddelke regime? More of the same old?

So, I have confirmed it with multiple colleagues. Apparently in the last few weeks some of them indeed received salary raises, surprisingly nice ones. If you still haven't received, that means you have been skipped. What is weird - these raises do not follow any pattern, some best performers were skipped, some people who do not have "friends" in management granted, tenure also didn't matter. Seems almost random. I have no clue what this company is doing and it seems they also don't know it...

Anyone have any intel on when Houston Financial Crimes Investigations will be done? There are only a few of us here, and all of our managers are in a different location.

• Debt has ballooned to $27B -- more than $6B higher than at the end of 2025
• Cash from operations at a loss of $2.3B for the quarter
• Cash from operations ex working capital of $700MM
• Debt to cap of 48%! - this is a BB+ to B- rating (speculative credit) at S&P and implies a significant re-rate of PSX debt and increasing cost of capital

Yet management continue to claim a strong balance sheet.

$3B of cash tied up in working capital with no sources of cash to fund it = debt

The commercial organization is an anchor around the necks of PSX shareholders

PSX has increased volatility by increasing exposure from commercial trading activity and is is competing in shark infested waters. We don't have the stomach or the people to participate in this business. Everyone knows it and they are taking advantage of it.

On top of this, Midstream underperformed and increased capacity in a market that is swimming in capacity and putting downward pressure on renewal rates.

Corporate costs have also ballooned despite business transformation efforts.

Renewable fuels losses are accelerating again.

Yet the tone from management remains optimistic and they can't be honest with shareholders.

This management team must go. A CEO that is out of his depth and a CFO that has taken on increased risk at the expense of a once pristine balance sheet.

Devastating review by new young S&P analysts. Employers will now begin to review MoA as a going concern from a fiduciary standpoint. Rich has another 12 months to turn things around.

Mutual of America Life Insurance Co.
Ratings Lowered To 'A-' From 'A' On
Weakened Competitiveness; Outlook Stable

Mutual of America Life Insurance Co.'s competitiveness has been declining in recent
years, evidenced by volatile profitability and business and geographic concentrations
that constrain its ability to achieve performance consistent with similarly rated peers.

S&P Global Ratings therefore lowered the long-term issuer credit and financial strength
ratings on Mutual of America Life Insurance Co. (MoA) to 'A-' from 'A'

The outlook is stable, reflecting MoA's turnaround plan to drive revenue gains and
reduce expenses.

NEW YORK (S&P Global Ratings) April 27, 2026--S&P Global Ratings today lowered its

long-term issuer credit and financial strength ratings on Mutual of America to 'A-' from 'A'.
The outlook is stable. MoA's volatile, below-peer profitability and concentrated product and geographic profiles dent our view of its business risk. MoA has reported operating losses for the past three years,
with a loss of $27.6 million in 2025, compared to $149.6 million in 2024 and $223 million in
2023. The company had positive net income in 2025, of $2 million, for the second time in the
past five years, but in both cases this owed to one-time, unrealized gains from real estate salesand other Non-Interest Maintenance Reserve (IMR)realized gains from the investment portfolio.

We had anticipated that MoA’s cost-cutting initiatives would generate consistent profitability and returns commensurate with ‘A’-rated peers. While the new management team has taken significant actions, the company has yet to demonstrate sustained profitability Although MoA is pursuing numerous strategic initiatives to restore profitability, we anticipate it will take time

The last four years were tiring. I am tired boss. I feel the supervisory board made a lot of decisions to favor the CEO and executive board instead of customers and shareholders. And they joined forces with HR and the executive board to royally scr ew employees. Here are some of the questionable changes they made. All of this is public knowledge but I don't think there will be any consequences.

On November 7, 2024, the Supervisory Board resolved to replace the KPI operating margin increase with the KPI free cash flow for the Executive Board STI as of 2025.

On December 8, 2024, the Supervisory Board resolved to replace the KPIs cloud revenue and software licenses & support and services revenue with the KPI total revenue for the Executive Board LTI as of 2025.

On April 30, 2025, the Supervisory Board resolved to extend the term of Christian Klein’s appointment to the Executive Board from May 1, 2025, to April 30, 2030.

On May 5, 2024, the Supervisory Board resolved, by way of circular resolution, to extend the term of Christian Klein’s appointment for three years from May 1, 2025, to April 30, 2028, and to appoint him as chairperson of the Executive Board with immediate effect.

On May 6, 2025, the Supervisory Board decided to exchange the Women in Executive Roles KPI with the Business Health Culture Index in the LTI as of 2025, resulting in a temporary deviation from the compensation system and the German Corporate Governance Code to ensure compliance with executive orders in the United States.

At the beginning of 2026, the Supervisory Board decided to exclude the effect of the expenses related to the Teradata litigation from the Company’s non‑IFRS definition, as "these one‑off effects are not indicative of our operating performance". The Supervisory Board also decided on February 18, 2026 to exclude these effects from the target achievement for the KPI operating profit... The exclusion of current expenses of €387 million has a positive effect on the performance factor for the financial PSUs of 0.011 for the 2023 tranche under the LTI 2020. As the ongoing performance period is measured using cumulative results, the impact will be shown when the LTI tranches 2024 and 2025 are due for payout.

On July 27, 2023, the Supervisory Board decided to exclude the impact of the Qualtrics divestiture and resolved updated targets for the STI 2023 and the LTI tranches 2021, 2022, and 2023.

Furthermore, in September 2023, the Supervisory Board decided to exclude the expenses related to compliance matters from the variable Executive Board compensation for 2023 and 2024. The exclusion of expenses related to compliance matters from the variable Executive Board compensation led to a higher performance factor of 0.005 for the financial PSUs of the LTI tranche 2021 and 2022, a performance factor of 0.049 for the STI 2023, and had no effect on the performance factor of the STI 2024.

As I read this, it feels that the supervisory board goes above and beyond to help CK and the board to get as much money as possible from SAP bank accounts to their personal bank accounts. I wonder how René would be any different.

There are 50% chances that Dan might fail but there are 50% chances that he might succeed to transform..
I do see lots of negativity among Band 5 leaders.. overheard negative talk on the floor after All hands..
why can’t these middle layer leaders do not want to give it a fair chance ?
Looks like Dan made these ultra comfortable people uneasy and they are not liking it.

Most of the impact was at levels 40 and below. What exactly was the intent of the layoffs- reduce management layers, reduce friction between the teams by consolidating under same management, reduce the operating costs by targeting the high cost roles.

None nada, instead what we got was most of the impact on levels actually delivering output and working. But now we have teams with most people at senior manager, principal, director levels and no one to actually work on the deliverables.

Was the leadership smoking weed when deciding on impacted roles?

So mismanagement loses the Marriott account and immediately out come the travel cuts! I don't think we will T&E our way out of this poorly run company! Does stopping manager travel and meetings, training events, back filling roles send the right message? How about stripping Senior Leaders bonuses? Those bloated million dollars payouts for poor performance? And if you say we will lose them so be it there has not been a strategic decision made in over 5 years! Funny how we blow smoke up everyone's butts on Town Halls but behind the scenes we do this cr-p!

In the past few months, I’ve noticed a significant increase of emails being sent by employees to other departments for “assistance”.

They make no effort to elaborate on the issue or explain why they cannot handle the request themselves. It’s the classic dump & run, the “please read the full email chain and figure it out for me, thanks” variety. To make matters worse, they copy others to email to make it look like they are aggressively handling the issue, then I have them blowing up my email box for follow-ups.

I’m tired of the complete lack of respect for my time. Management couldn’t give a sh--e about it.

How wide spread of an issue is this?

I’ve decided to start ignoring these emails and hopefully send the silent message to stop the insanity.

I’m not your secretary, DO IT YOURSELF!

Are many of you like me that often have several drinks throughout the day, and are even buzzed often? The constant threat of layoffs, the incompetence of the offshore people and management. Drinking has been my coping mechanism. Mainly wondering if I'm alone in this?

Got laid off last week due to reorg at Gainwell — no notice, just same-day exit. Management changes, no budget, increased pressure on teams, and offshoring made the direction pretty clear in hindsight.

It’s a tough reminder of how quickly things can shift, especially with AI and evolving priorities reshaping the industry.

I'm not a complainer, I'm really not. But look around. Deadlines get missed constantly and nobody says anything. People used to help each other, now they hide from each other. And I've watched two different managers bend rules that I know are there for a reason. CDW isn't just struggling. It's losing what made it functional.

Two people on my team have developed serious stomach issues this year. Their doctors said it's stress related. Both of them! And yet nobody in management seems to care.

New title? New level?

Let them do their thing and eventually sold. Oh the Hubris of SBC Stanley, Stevenson, and their Minions.

I noticed a lot of irrational decisions when I first joined GN&T. We had directors and managers of engineering who had no engineering background whatsoever (no engineering degree and no hands-on experience). They, in turn, would promote people who lacked experience and were clearly unqualified. They would spend a lot of capital on projects with dubious benefits and predictably low return on investment and reject projects with obvious benefits and ROI, etc…

I thought this state of affairs couldn’t last and things would eventually follow a more rational path but I couldn’t have been more wrong so I volunteered to be laid off. Verizon can remain irrational longer than you can remain patient.

Regarding upcoming layoffs, please do not cut Service Fund workers but instead start with their “leaders.”

That is, start with laying off the Directors, Associate Directors, and Managers within Service Fund.

Not all, but the majority of them lost their effectiveness after the first six to seven years in those roles. Now, they are just faking it by fancy updates in form of verbal presentations, emails, and powerpoint slides. But beyond that, they are not really producing (i.e., adding or saving) the company any money. Not nearly to the same level as their employees.

Find out which Service Fund Directors, Associate Directors, and Managers are real genuine producers, keep them and get rid the non-producing leaders. Then consolidate so that more employees fall under a single leader, instead of the waste going on in Service Fund right now where only five or six employees report to one leader. It should instead be more like ten to fifteen employees.

Think of the savings to the company right there.

Human Resources: Do a little digging and research on just Service Fund and I don’t think it will be difficult to find out the abundant waste taking place in middle management in that department alone. Then, I would imagine when you move on to other departments, you will begin to see a trend.