#management

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I can see there will be the usual suspects Eisp offered to union field soon .But all the rumors of some huge enhanced one and a blanket everyone can leave one do not seem to be materialized.It seems it’s same usual yearly Eisp offered to limited numbers.I am very shocked I really though Dan wanted to get as many people off the pay roll as possible.I am starting to think he is more concerned about the management .I am going to assume it’s because they make a much higher salary then associates.Or I just honestly have no idea what plan is ,But going to be a lot of disappointment for field techs tht were hoping to go

It used to be “bandwidth” and “let’s circle back.” Now managers are saying “what is the ask” like crazy. Are they instructed from above to do this? Very stupid.

New manager came in months ago. Still doesn't know who works for him or what anyone does. Doesn't try to learn. Doesn't talk to his people. Just exists. And we're supposed to be okay with that.

There’s an unspoken expectation to always appear busy, even when work is under control. You always need to show activity. Like they want us to be constantly stressed. Sadly, these days, productivity is all about perception rather than actual results. How low this place has fallen.

Feels like five managers for every person actually doing anything. Someone told me when I started that one percent of people do ninety nine percent of the work. They were right.

Every time, it’s presented like something new but in reality, not much is actually changing. This is what you get when wrong people who know little about the actual work get into leadership positions. Then we pay for it with our jobs.

I'm so done with this Company, I'm in a position they won't layoff but am so done with all the new management stupid decisions, It didn't work 20 years ago, didn't work 10 years ago, didn't work 5 years ago, but hey I'm a new guy and I think it will work. Yeah just give me a package hire someone with less experience than our management team and feed them the slop.

I'm just curious what people's biggest issues are.

Getting anything approved these days requires jumping through five layers of management. By the time someone finally signs off, the situation has already changed. Progress moves at a snail's pace because of all this red tape. When did we go from efficient to a red tape nightmare?

While I have no control over management decisions, I do have control over my own actions. My response is straightforward: if my compensation is reduced, my productivity will decrease at the same proportional rate.

When will ESG take care of the redundant managers?

There are still many redundant managers in ESG.
Below is the HR guide to weed out them:

1. Managers reporting into other managers at the same level.
2. Managers with less than half their direct reports in the same location.
3. Managers with fewer than 8 direct reports.
4. Managers who are remote employees themselves.

The GM of ESG should really take a hard look at the managers under the directors, since directors will always try to protect the ones they’re tight with. And keep an eye on recent org changes, because reporting lines can get shuffled around just to help certain managers dodge these criteria.

https://www.yahoo.com/finance/markets/stocks/articles/exclusive-intel-looks-put-millions-224700202.html

And about half of the people was for it and the other half against it.

Now, it seems like 90 percent for letting go EH and about 10 percent against it.

I don't know what 10 percent against letting EH go is thinking about!! Unless they are management dwelling around this site to make sure that anything against EH and Nike gets muffled!!

just WOW! I hope she will fire current HR VPs as most are useless veterans with zero impact

I have over 15 years of experience, and I’m given the title of “Associate,” meanwhile someone with less than 2 years of experience is given the title of “Advanced.” I took the new D&S training. But frankly, this is BS. Heard that HR made all of the decisions and can’t even explain to management how the assigning works.

Manager double, triple booked, late for meetings, no clear direction to team, rude and condescending. How does one get a skip level meeting.

Tough Rough Horrible start for the highly overpaid Cap Man C-Suite +Poor picks and bad positioning +Through 3/31, Morningstar percentile ranks + The higher the number, the worse the relative performance.
Will anyone be held accountable ?

Morningstar Percentile Rankings 3/31/26

I heard a grapevine that citi is tracking the hours you are on your pc or you are offline/ away from your screen. Is there any truth to it? Can managers confirm?

To write a Charlie Scharf earnings call commentary, and co-pilot nailed it.

Replace Senior Management with ai, they're all just a bunch of group thinking robots anyway

Flowers in the townhall: “We are not going to stop focusing on risk. On the contrary. We will continue to focus on risk management.”

Also Flowers: “Pick up co-pilot. Use it. Experiment. Get familiar with it. It is our future”

lol. How many people are using co-pilot to knowingly or unknowingly sp-t out nonsense right now. These banks are highly regulated. Zero controls in place for how outputs are being used. Most managers are reviewing nothing. No one has a clue hoo o w often people are using AI or where.

I’ve seen people submit so much gibberish to me over the past month. Clearly AI outputs.

Good job guys. Not only is RCSA a joke in terms of quality but now we are layering in more risk to every process without understanding the impact.

What could go wrong?

Can anyone share/confirm what total management headcount are we sitting at after Nov impact and frontier acquisition?

AI is good but our core tech and management are managed by those old school people, non competent guys. Why?

Jon McNeill, the former president of Tesla, has released a new book, "The Algorithm," which outlines a five-step framework for Elon Musk's high-growth business operations. Which is not applicable in OpenText.

Step 1 | Question Every Requirement
Answers like "department regulations" or "it's always been this way" are not acceptable. Even safety or regulatory requirements must be re - examined for their necessity.

In OT, permissions are limited and prevented us from doing things.

Implementation method:

• Ask: Is this requirement mandated by law, safety, or physical laws?
• Find the name of the person who initially proposed this requirement.
• Requirements with no clear source are assumed to be deletable.

—————

Several managers have been resigning at the EFK site over the past few weeks. What do they know that the rest of us don't know?

Always remember: All those executives and management people at State Farm did not get where they are at by having a strong work ethic. They got there by hurting, stepping on, and disregard for their workers. They do not believe in a strong work ethic and loyalty. The exact same is for their customer which is a direct violation of the company mission and vision statement. Everything is negotiable for them but not for you.

🚨 Introducing Our New Senior Leader Management Guide 🚨
“If you can’t lead… just list.”

Why waste years developing leadership skills when you can simply do the Optum method, rules for thee and not me.

Step 1: Lead with Lists
Not sure what your team does? Perfect. You’re exactly who this guide is for.
Just make a list. Lists = leadership. It’s basically the same thing.

Step 2: Stop Meeting Your Team
Historically, leaders wasted countless hours talking to employees, understanding workflows, and building trust.
Thankfully, we’ve evolved and are 100x
As a leader, you already know what’s happening. Why verify?  That sounds like work.

Step 3: Need More Collaboration? Easy.
Create a list of people who don’t come into the office, don’t worry you don’t need to fly into town to check we can use AI to send you.
Bo-m—collaboration problem solved.

Step 4: Eliminate “Old Leadership” Habits
In the past, being effective required showing up, engaging, and making hard decisions.
Now? Just update the list, you never need to come to town, or if you are low level leader you can just stay in your fish-tank office, no need to actually meet the team.

Step 5: AI Adoption Strategy
Becoming an AI-first company is simple:

• Say “we are an AI company” in every meeting
• Tell your team you don’t computer but they will make us an AI company and AI is the future
• Add anyone who doesn’t “AI” to a list
• Do not define “AI”

And don’t worry if you can send an email or use AI to write a sentence you are the leaders we are looking for!  —
true leadership is about vision, not ability or knowledge .

Step 6: Performance Management
Forget nuanced feedback.
Just categorize people into:

• On the List
• About to be on the List
• Doesn’t know they’re on the List yet

Step 7: Communication Excellence
Why overcomplicate messaging?
Every announcement can be summarized as:
“Per my last list…”

Step 8: Strategic Planning
Q1 Goal: Make a list
Q2 Goal: Refine the list
Q3 Goal: Make a new list
Q4 Goal: Wonder why nothing improved (add self to list, just kidding leader don’t go on these lists)

Remember: leadership isn’t about people, context, or outcomes.
It’s about maintaining a clean, well-organized list.

Leaders stay safe in your offices or if we care about you remote.

Yeah, right. There’s no way he didn’t know or wasn’t at least involved somehow. I can buy that he wasn’t the final decision maker, but I call bullsh-t on him not even knowing.

The worst management ever. I am still working here, but all we do is have meeting on projects that never finish. Upper management is by far the worst, very competitive against eachother, but let's have another pancake day! That will make everyone happy. I wish Maeve would come to NJ MORE and see the nonsense that goes on. Oh and by the way, don't trust the financial results. HPEFS CFO in NJ had to go to court, but he is still here. More to come. I really don't care if this isn't anonymous, leaving soon for Dell.

  Why is it everyday we are instructed to lie about what we do? Manager and GM both tell me to Customer Exception cars in my work order reporting today and blame the customer for cars not getting spotted because we didn't have crews to pull the unit train that was blocking the industry. I question it and get told do it so they don't take "hits" on ISP numbers and that Failure to Comply is an option. So I have to lie and potentially get fired or not lie and potentially get fired. 

My favorite is #12. What is yours?

The Corporate Culture:
1 I've Been Moved (A classic, referencing constant reorganizations)
2 Id--ts Becoming Managers
3 Inertia Builds Mediocrity
4 Inside Bureaucratic Maze
5 Insecure Business Machines
6 International Boring Machinery
7 Incompetence By Management

The Work Experience:

1. I Buy Macs
2. I've Become Mediocre
3. Incredibly Boring Meetings
4. It's Been Miserable
5. Incredibly Bad Managers
6. I Bring Misery
7. Internally Blocked Motivation
8. I Basically Mess-up

The Technical Aspects:

1. It Barely Maintains
2. Invisible Backup Modules
3. Incompatible Blue Machines
4. Intentionally Buried Mainframe
5. It Bluescreened Monday
6. Input Bad Material

The Sarcastic Sales Pitch:

1. Incredibly Blue Monopoly
2. Invest By Mistake
3. Inherently Bogus Marketing
4. Infinite Business Memories

My manager called a team meeting for the tool to submit anonymous feedback upwards

We were told that our feedback was “too negative” and that we needed to be more positive going forward or else comp would be impacted.

There are already tons of rumors circulating about the future of the Boston office for ops. This just added to the stress.

Quick Take On This Round Of Firing & How Its Different Than September 2,2025 ??

Uncle L did talk to an Astrologer & this mas firing happened EXACTLY 6 months after September 2025 layoff. What a timing. But, this time employees were reading E-mail on layoff & house collapsed. Shame on management

If my boss isn't consulted on who to lay off, and my bosses boss isn't consulted then what's the point in doing any work day to day ?

but our technology is still in the 80s. Forms that require standard text fields with predetermined values, which the user needs to spell out, and a highly paid analyst or manager has to manually reject for typos. No drop down, no back end data validation, no autocomplete.

BUT USE AI. lol. Because we bought Microsoft bonds, Charlie is on the board, and we are spending billions on CoPilot to keep them afloat. Or something.

How about we just spend the billions bringing our technology later into the 20th century.

The Education Management Team is manipulating instructor time clock punches in order to turn a buck! Who do we speak with about this? They are manipulating overtime hours and making them disappear. I know HR is in it for the company and can’t be trusted.
Needing advice!! Help!! This place is toxic!

With so many useless leaders under Shannon who don’t contribute to opentext success . Why are the still here ?

What does it mean for a location when Fort Worth sends two individuals for a week to observe productivity and practices 👀 and nobody in management was aware they were coming. One guy for car and one for locomotive.

Starting tomorrow at 8:00 AM ET, I will be executing a significant organizational restructuring involving a 20% headcount reduction across our team of 400. Following directives to stack-rank based on organizational impact, I am responsible for conducting the separation calls for approximately 80 personnel, many of whom are close peers and long-time collaborators. This transition comes at a critical juncture, as my org is currently managing a large volume of high-vis projects while operating at maximum capacity. Ugh. Such is life. I fought with myself long and hard before coming here to post this but felt the need to further validate what’s going down. :( good luck to all you brave souls, I wish you all nothing but the best

What is going on with GP&T Enablement lately? The team leads and managers basically won’t answer emails, they bail on meetings and when any responsibility comes their way, they immediately say their team aren’t the right ones to handle.

They’ve been using the “we’re at capacity” line for like two years straight… while their headcount has gone up. It’s like the more people they hire, the less anyone is willing to actually do.

What is going on over there?? Constant back and forth on plans and resourcing. Even requirements above the 4 days/wk corporate standard to please BB. Sure seems like a lot of people leaving.