#management

https://deadline.com/2026/03/david-ellison-lawmakers-letter-jobs-paramount-wbd-merger-1236760899/

The high number of RIFs and poorly run ‘transfer to contractor’ (a clear RIF later but without severance) are both obvious signs of a company about to collapse.
I blame the board and I blame senior management for letting it get this bad.
The share price will continue to fall because the company itself is failing. This last ditch effort only hastens the final failure and inevitable sale.
And I for one shall not mourn the demise.
I can only hope that it makes the architects as bankrupt monetarily as they are morally.

Lila Kate Trucking LLC filed for Chapter 11 bankruptcy protection on Friday. The Roanoke, Alabama-based carrier seeks to reorganize under Subchapter V. The company estimated assets and liabilities between $1 million and $10 million. Management stated operations will continue during the restructuring process. The bankruptcy court issued a notice of several filing deficiencies.

Roanoke, Alabama

https://www.freightwaves.com/news/alabama-family-owned-carrier-files-for-chapter-11-bankruptcy

Asking for a friend lol

Like the title many tech EDs and some VPs are out coincidentally. Am I reading too much into this?

I’m stuck in a three-layer sandwich—Sr. Director, Director, and AD. Sr. Director seems calm and confident, but the Director and AD are all over the place. Priorities change almost every hour, so the team is constantly scrambling and redoing work.

We’re getting pulled in 10 different directions at once, including being pushed to work on things that don’t even seem relevant anymore. It’s honestly a pretty chaotic and frustrating environment.

And the worst part—there’s no escape. Hardly any internal roles are opening up within Verizon right now.

My manager noticed I’ve been down lately (I wonder why) and decided to give me a pep talk about staying positive and how things will get better. Are you fu--ing kidding me? Verizon’s been a mess for years, and things keep getting worse day after day, not better. And I’m supposed to smile and pretend everything’s fine? Fu-k off.

Some info for new employees: knowledgeable others’ feedback (KOF) does not always reflect true performance. You can have great KOFs but poor ranking outcome and vise versa, depending on internal dynamics.

• When a manager pressures you to list specific individuals for KOF—especially those unlikely to provide supportive or accurate feedback—it can predetermine the outcome and increase the risk of being rated NI/NSI.
• In contrast, some employees may be allowed to list observers they barely worked with, and if the manager approves those names, fake great feedback.
• If someone claims to have mentored or supported you but does not list that you in their own KOF selections, it is often a sign that their feedback may not be protective or aligned with your interests.
• Managers can access offline or informal feedback channels, and when they insist on certain KOF names, it may indicate they are steering the process toward a specific outcome.

Why is there no structure at Verizon? Someone in Leadership in retail, who hasn't spent 2 weeks in a direct business sales role can move into leadership in the b2b channel. When did they prove their marks, show their grit, make their strides?

Someone in a AE role can jump to a senior leadership or AD role? When did they work with the larger customers in between, learn to navigate large business, share ideas on winning the deal?

Someone from any other role overstepping into a leadership role, or senior role, that others are already working towards. Why? Why no structure? Why no set steps? Why not automatic advancement based on seniority and the ability to opt-in...

Wouldn't it make sense to say you can be anything you want at Verizon l, just follow the steps.. have some structure

• Maurice Smith, at today's town hall.

Brain dead.

Also: he says culture is strategy.

He means culture eats strategy for breakfast.

It is a famous quote.

From a book.

You know, the things he says he does not read.

It was an arduous and painful seven years with her at the HR helm. Good riddance!

Ever sat in a meeting where someone declares that your company is “growth-hacking” and “working at the intersection of cross-collateralization and blue-sky thinking” and called bullsh-t? Turns out you were right.

A new study out of Cornell University published in the journal Personality and Individual Differences found workers most excited and impressed by corporate speak may be the least equipped to make effective, practical business decisions, and it can leave companies with dysfunctional leaders.

New study finds that employees impressed by corporate speak may be least equipped to make effective decisions

He’s so obsessed, and wasting millions

Whoever come up with this migration plan should be fired on the spot. What a complete sh-t show. No support. These leaders have no clue.

The management in multi-contact is a Joke, and yes I mean at the L2 level. what kind of cr-p show are they running? Constant THREAT of metrics is overwhelming the reasoning all efforts are failing is because the people taking care of their customers are overwhelmed, exhausted, led by these leaders who use fear tactics and great agents being pushed out the door! I don’t believe every manager is bad but my new manager will be the reason I’m leaving! I hope you all know your a number and not only will multi contact fail, Wayfair will fail, fix your resumes and start applying now

Any info on this? Saw it on the wireless side

Lot of management being moved to other products instead of laying them off. Wish they did the same to ICs who have real skills.

managers with under 20 person reporting to them , should just merge with other teams .

Looking at our current structure, it feels like the 'manager-to-grass root level employee' ratio has drifted toward an unsustainable level of middle management. multiple layers of management, which creates a 'bottleneck of consensus' rather than a bias for action. To save cost and be competitive, Oracle need to flatten the org chart, empower individual contributors to make decisions, and reduce the number of 'status-update' layers.

So I voluntarily left in November. No bonus payment for me. Instead I received a bill to pay for a couple of days of management lease they forgot to deduct from my last payroll.
Fantastic.

We had an internal survey and a lot of us were honest about everything, including management. A few weeks later, several of us were laid off. Funny how that worked out.

My guess is that he won’t stay longer than a year. I’m in management and preparing for a revolving door of executives along with quarterly RIFs until we are ultimately acquired.

Does anyone know how do they dew use we get laid off ? Our managers decide? Or MD ??

If your only job is to think of new deprtment names and reorganization strategies or to put out cartoon newsletters with the 🐭’s face, you need to go. You serve no purpose. This is a healthcare company. That time and money should be reinvested into the members, not overpaid executives who do nothing but look for ways to make themselves appear important. You know how many reprgs have improved the customer experience??? ZERO. Humana Executives have meetings about meetings and they still never gat anything accomplished.

The ex Intel employees are headed in drove to arm lead by soft bank. That company is already mis managed. When dust settles . Arm , AMD and Microsoft will crash and burn

I was laid off and stupid enough to come back to just go through a reorganization 6 years later and realized I was going to be let go again. I was smart enough the second time to get out before it happened. It doesn't matter what group you work for or how important your position is at Oracle, upper management doesn't care. I was in management and your manager will be informed there is a reorganization. They might have an HR meeting to discuss how the layoff will work but they don't have names until the day of the event. This is how Oracle works. You are just a piece of toilet paper on a roll. There are thousands of rolls and when Oracle decides to take a dump, well you might be the end result of being wiped and flushed. Your used up and it doesn't matter how good, valuable or whatever you are. I have seen smart, creative, intelligent people let go by Oracle and wondered what were they thinking. Wiped and flushed. Putting yourself through stress and anxiety will be your life at Oracle if you let them control you. When you accept the fact that your just toilet paper on the roll, they will need to take a dump and you could be the next sheet to be wiped and flushed. Its just the Oracle way. Good luck. Keep the resume updated and never turn down an opportunity to interview.

VA has zero understanding of technology or operations. Most of what he says are just polished filler phrases he’s relied on for years, rather than real substance. Someone please end this misery.

I don't know who's over food certification testing but there is so many people in my club that expired it's ridiculous and I need to be tested and everytime I ask management they say we will get back to you

Unreal so sad the site is in disarray and big management couldn’t care less.

Same as Title

Let's see...

• no clear vision
• no real leadership
• no accountability
• bloated executive suite
• failure to keep products moving forward
• no real R&D or innovation
• brain drain

And we are getting rid of MORE workers to fix the sinking ship? When it was the leadership's responsibility to get us ahead? So if they aren't responsible for anything, why are they here again? Let us make the decisions instead, that way if I'm going to be fired it'll be my fault.

And we are divesting as well. So what has been the real purpose of acquiring so much tech? The board members have made these decisions all from long ago until now. Did they finally give up? I stand to argue that none of them know what they're doing and they have no real business sense, they got lucky with some acquires and with their poor business skills have failed to keep momentum going forward.

We were on the right track to fire Mark but we forgot to get rid of the puppeteer, Mr. Tom Jenkins himself along with the board members who have been making these poor decisions after poor decisions since it all started. But that's impossible because ALL the board members are incompetent, and there's no one above. So it's game over.

The final cherry on this cake (truly an insult to us all) is that we hired an executive failure from BlackBerry to take over as the master puppet. Tom Jenkin's hand can reach all the way through and it still won't make a difference.

This is really fascinating and funny to watch evolve in real time. The funnier part is that we have/had the tech to be great. Despite what many of you say about our products being "cr-ppy" which is merely a symptom of bad leadership, we had the chance many times to take it to the next level and instead we sat our as--s down draining whatever life was left of these products until they started to crumble. And then they have the audacity to sp-t in our faces for these failures.

I am truly sorry to everyone who has been and will be affected. The economy is not great, and some of us need our jobs more than ever. You have been failed by corporate toddlers, you deserve better.

As for the corporate toddlers, go back to business school and this time don't skip classes.

DW?

What is your manager saying?

Had a manager briefing call today, and they were very evasive regarding questions about anonymity in regards the survey. The anonymity questions was raised by multiple managers in fact.

Tread lightly would be best.

No more rigged best of belk awards for managers favorites?

BNSF is currently staging transportation department for layoffs, currently doing so under the guise of “business picking up” after just slashing corporate and management for the exact opposite reason. Currently recalling TY&E personnel, including loan outs, back to home terminals, while cutting all 675 and 674 voluntary furlough and ready to work boards, to gather accurate figures of where permanent cuts can be made. This is being done under corporate deception of business picking up, while directly misleading union officers and officials, so as not to cause purposeful disruption in rail services including premature taking of vacation days, exhausting boards, or “lay downs.” BNSF corporate has sent terminal and regional superintendents direct instructions to manufacture a list as to staffing totals, and how to cut total numbers by up to 20% in order to save BNSF 1.5 billion in the fiscal year 2026, with primary cuts occurring in this quarter. Take precautions as nothing only affects BNSF management at the railroad.

After all that Imperial Oil has done in the last few years, all the trust and faith in the company has evaporated.

I don’t know how Management will rebuild it??

The reasoning behind Accelera pulling out of the industry was - per management the absence of a market.
Strange, regularly you can read about new project starting up and equipment being ordered. 300 MW order placed today for a plant in Spain. Accelera backyard!

Truth is that Accelera pulls out after repeated mismanagement and huge unreliability of the stacks.
Competition takes their time to develop a working product, Accelera chased the 1 and 2 GW projects while they could not deliver a H500 on time, let alone it worked.
Delusional!