#management

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.

Also some mgmt gone, so there's that. As someone pointed out, mixed bag this time.

BD Mebane has a very bad track record of hiring friends of HR and upper management along with management that can’t make decisions and push the blame on lower employees

That's this place in a nutshell.

Seven years of clients screaming at me over things I didn't control. Seven years of managers watching my screen. I walked out three weeks ago and I'm still exhausted.

Have a friend and former coworker that works in HR and was just assigned to a new project - from everything they've heard, Managers will begin receiving Inconsistently Meets (or worse) ratings if survey scores are down. Thy're trying to see where the boundary line should be, but its going to start close to small team leads and upward to Director. This incudes participation numbers AND overall engagement scores. Good news is that trending #s from prior surveys will be considered however i doubt that is going to help considering how messed up everything is around here!!!
Chainsaw cometh. we've been warned

I posted an honest review of this place six months ago. Detailed, factual, not emotional, no swearing, no insults, nothing. It lasted I think four days, if not less. I don't know how they do it, but Xerox management is definitely requesting some reviews be taken down.

After the layoffs rounds how the daily routine looks like especially regarding direct mngr? Do you still have as usual 1:1? Are the layoff questions brought up on th meetings or mgnrs behave like nothing happened?

Everyone is leaving in waves. You don’t have to plan anymore layoffs! 🤭

Word of advice to Chuck.. you want to treat your employee like numbers? Well your employees will treat this company like a number. We’re just here to do the bare minimum and collect a pay check. It’s ridiculous for anyone to even think about working overtime unless we’re not doing sh-t.

Honestly, mine and many others view of this company has soured over the years after witnessing the wrongful decisions management over the years. Cutting top talent and pausing retirement match?

Then you want your pawns to say it’s all part of us adapting into the future?? well, we’re all adapting to the future too by moving to better companies. You’ll be lucky with any talent at the end of this. Vistance is a failing company that continues to use artificial talent in India to replace top Silicon Valley talent.

Cheap out on employee pool, and your company will be cheap too. And to the investors, you all are stupid AF.

Ruckus and arris folks, continue to leave this place 👏 and one last think f you Chuck!

Part of me doesn’t want to do it but part of me wants to be totally honest. The bad part is the way the survey is written. The questions intentionally don’t get to the actual issues. So much of it is around you and your direct manager. I have a great direct manager who is also getting sc--wed over. I don’t want them blamed for the problems.

I wouldn't bet on it.

I think things are looking up at Fiserv.

Vishay is good. He understands core banking inside out. There should be a lot less chair shuffling as an earlier post suggested. Of course, that someone, the “she” who shuffles the chairs, is horrible to the health of Fiservants.

Outside of now being a toxic place to work, has anyone come across a mgr or VP that should be reported to HR?

For too long useless management employees have been su-kling the te-t of AT&T, fattening themselves off of the milk of other’s labor. Let the layoffs begin so we can maximize revenue per employee and become a market based culture where you have to compete for your position and earnings in the company.

How long they can keep the lies so sweet? Each quarter blame the same issue. Really? obviously anyone can use AI to tell the problem is the management. That Ken West baby should retire...

Some in management loved to play political games in the company. Like it was fun. Why? Business isn’t a game for those trying to earn a living.

Business continuity? The “Nike intelligence center”? Emergency management? Literally millions are being WASTED in payroll and opex with people getting paid to twiddle their thumbs, while people who actually do work are getting decimated.

When is finance team going to cleaned up with official span of controls in place. AVP reporting to AVPs, directors with 1 person team. Company wants to save money, but they cant save themselves.

Good managers will do their best to learn the job so they can be an asset to the team. Good managers will not push their direct reports off on someone else because they do not have the answer and do not care to learn along with the team.

I hope everyone is well, and GK and the Management Committee - if you see this, I hope you go to therapy and heal your ruthless souls.

So be a yes person and have no opinion of your own? Kiss your bosses a$$, shake your head up and down and get in line? Definitely not a culture or company that I want to be a part of anymore, regardless of what today brings.

When stock underperformance stretches over years, restructuring no longer feels like a reset and we employees are paying for strategic failure twice...

Dealing with a boss who lies

F5 started adopting forced resignations instead of layoffs. Recently did let go 22 members and no one is talking about it.

It's very hard to choose a person from your team.

How in the heck did you get over 1700 directs ??? How

Do anybody else have a manager who pawn you off to your colleagues? As a new hire this manager responds with go ask so and so. I’m not trying to bother others who have are busy. His employees say he doesn’t have answers. That’s why he directs them to them.

When do your manager find out if you have been speaking to an internal recruiter or interviewing?

Received an email from internal recruiter for a role two level higher than me.

But I don't want my manager to know I'm speaking to recruiter or going through the interviews until the offer is finalized.

Any thoughts?

How is this BU?

I'm in brokerage, and received offer to move asset management.

Does it also have constant reorg?

AT&T employees were informed 2016-2017 about the 2020 Vision cutting 1/3 of the workforce by 2020, and no manager having less than 10 direct reports.

Verizon is cutting 25% of the workforce by 2027 (does that mean there’s another 10% left to cut?), and no managers with less than 7-8 direct reports.

and among those upper/middle managers trying to claw their way up the ranks and leaving a trail of bodies. Too many a$$holes agreeing to whatever they think their higher ups want to hear. Of course, pointing to whatever is convenient to blame when their plan doesn't work.

My manager apologized to me for the poor bonus and raise and he indicated my compensation has nothing to do to do with my performance last year, which was outstanding. He said this is what he was given, would habe loved to give everyone that deserved it more, but his hands were tied.

Now GK and EL to us to talk to our manager??? Why do they want to throw the managers under the bus when they have no control over compensation that has a cap.

Wow!!! Blamed to managers .

Not the workers, not the managers. Why would we? Innovation isn't rewarded. Improvement isn't noticed. So everyone just does what they've always done and nothing ever gets better.

So let me get this straight…

Leadership just rolled out a “neighborhood seating” plan to reduce coordination costs by literally assigning people to sit closer to executives. Because apparently the problem all along was… proximity?

What did we do before COVID? Walked over. Talked to people. Solved problems. No color-coded maps required.

Now we’ve got:

• Color-coded zones like we’re in kindergarten
• Executives getting prime, protected seating
• Everyone else fighting Hunger Games-style for what’s left
• And lines drawn on a floor plan like we’re zoning districts

And the justification? “Coordination costs drop when people are physically near each other.”

Translation: “We want you where we can see you.”

Let’s be real this isn’t about collaboration. It’s about control.

Also… using literal colored lines (including red) to divide where people belong? In a corporate environment? In 2026? You really didn’t think that one through.

Meanwhile, instead of investing in actual tools, processes, or fixing broken workflows… we’re rearranging chairs and calling it strategy.

If this is what “driving value through proximity” looks like, we’ve officially lost the plot.

Did everyone take their 10 minute survey and let management know how swell everything's going? Love the continous gaslighting from 1st level management to cull the remaining workforce that they could not get rid of. Lumen, the AI informers, were forced into another contract to get the NetCo sale pushed through regulatory approvals. They will use the remaining workforce, for the next 3 yrs, until they quit, die, retire or shut the lights off on themselves! Oh, and there will be layoffs along the way. They are not marketing, offering any NEW product and all of a sudden care about the "few" customers out there that really need us... yet talk about strategic abandonment based on Financials that we do not even have a grasp of yet! But let's go everybody, why are you not excited with the New GCO org and all the great things were planning? Silly Lumen, you gave away all your influenced employees with the recent sale, now your left with the seasoned veterans... let the games begin

Be sure to use your Co-Pilot (or other AI tools) at least a few times a day. This is being monitored, measured, and reported directly to your manager. This could be another way to decide who stays and who goes. Source: one of my friends who works on UHC side… their manager actually showed them this report.