#management

Downgrading again of credit rating. Poor results. Low employee morale. Late implementation of integration activities (all sales were supposed to be on new CRM by April now it is only the US). Moving people to low-cost location but they can’t or won’t recruit in time. CFO who presided over millions of loss in LEX. Confusion over new organisation. No clear communication of who is doing what and new process. Unethical practices with suppliers and no paying them. CMO flying all over the world for no reason and yet no inflation raises for anyone. Inconsistent AI strategy. Unclear compensation plans. Stock declining. There may be other things ….

What areas are going to be impacted with this change?

doubt LT or HR is reading posts from this site, but they probably should

regardless, maybe they'll stumble here and read this 4 sentence summary from the last 14 days of posts here.
yes, they should be getting a rolling 14 day feed to their inbox daily, but probably can't figure out how to do that, or if they even care, tbh

well, here it is anyway:

The Nike employee community is currently defined by a profound sense of anxiety and a breakdown in trust, as workers brace for rumored "March-April" layoffs.
Morale has plummeted due to a perceived lack of clear communication from leadership and a declining stock price that employees feel reflects mismanagement.
Many staffers report extreme burnout and a toxic environment, leading some to openly wish for voluntary severance packages just to escape the company.
Ultimately, the consensus reveals a workforce that feels undervalued and deeply pessimistic about Nike's future identity and stability.

We make air, openclaw to be new CEO at next coffe talk. Line of doom still dooming. Coffee badge cleared , just get your a-hole to the office.

Hock has spoken, I obey and thank your sir, may I have another?

I had a performance improvement plan forced on me in February. It ended at the start of last week and I passed it. Last Friday my Boeing manager stopped me as I was getting off work, saying he had to talk to me. Manager told me the performance improvement plan he slapped on me in February was too easily defined because I was able to pass it. Manager told me he's going to slap a second performance improvement plan on me next week as soon as he's finished defining it. I believe this is abuse and want to know if my manager needs HR's approval to force multiple performance improvement plans on me?
Is there anyone I can contact at Boeing to complain about my managers treatment of me?

So, EM became a major shareholder of MDT and I would have bet the farm that GM had initially had discussions to come in to help with his agenda. Everything GM is doing now is exactly what EM would want anyways. But, the MDT position will be the worst investment decision EM will have made in its history.

The bigger mo--n then GM is Brett Whals

Ship it all to ITC but…..

1. They don’t care about the brand.
2. They don’t care or know how to serve the athlete.
3. They’re not awake when their customer (the biz) is.
4. They work bare minimum and are not proactive.
5. Laying off long time Fte sec folks who gave their all but had horrible leadership and a lousy product and vendor to work with is cold. Accenture su-ks….
6. Sales and innovation su-ks so definitely cut, but creating jobs in ITC for folks who will not be held accountable for anything is a money su-k.

This Award is given to the members of the management team or any projects with the intent of a) keeping the staff continuously underpaid because of their bloated salaries and b) any project that is directly related to attributing to further layoffs.

Here are the nominees:

Robin Vince (President & CEO): Earned ~ $29.4 million in 2024.
Jose Minaya (Global Head of BNY Investments and Wealth): ~ $19.2 million.
Dermot McDonogh (Senior EVP and CFO): ~ $11 million.
Kevin McCarthy (General Counsel): ~ $7.7 million.
Catherine Keating (Global Head of BNY Wealth): ~ $6.8 million - $7.3 million.
Senthil Kumar (Senior EVP and Chief Risk Officer): ~ $7.6
ELIZA - In 2025, BNY spent roughly $3.8 billion on technology, representing about 19% of its revenue. This includes funding for its AI hub and the development of Eliza.

The winner will be announced Sunday evening!

If you have not heard, webex is going away! No we are using Google meets and management said, "you must have your camera on, no exceptions". One person was driving in and dialed into the meeting and the director demanded the person pull over and turn his phone camera on. Another person did not respond to a slack message within 15 min.. (they were on a break) and the manger and and director said it was not acceptable because they had slack on their phone and should have responded, ON THEIR BREAK.... but yet customers are ignored! This is getting out of hand! Dan, OH DAN... where are you DAN...? Where is your delight the customer focus DAN? We don't see it, all we see is show your face on Google Meets and slack is your life!

I often wonder what a Branch Manager does as part of their daily routine and I’ve finally figured it out. Sit in a chair all day and pretend to work. As an MDS Rep they are absolutely useless to me.

Fellow employees, how are you all getting along in the new org? How is the work load? My personal experience is pure he-l to be honest. Triple workload and chaos from management. This may be just my own experience, so I’m hoping to get an idea of what you all are experiencing.

It looks like it came early this year.

So I was officially RIF ( in EMEA) about 2 weeks ago.
My direct manager; who I used to speak to maybe Three times a week has not even called or messaged. I did speak to him the day before I was RIF, he talked about plans and work related travel 3 months out.. wtf…

Apparently Centene is outsourcing Fidelis Retention responsibilities to a third party called “Fortuna” as some kind of pilot, claiming it’s to “offer additional options” to members for enrollment/renewal. This is while Retention reps have been begging management to hire more staff, lighten the load, etc. I have a bad feeling about this.

Hey…US Management…hopefully some of you will read this and realize that you’ve so misunderstood and mismanaged the international business that 80% of the workforce couldn’t care less anymore and are begging to be laid off…I’m sure you can get AI to cover it all off

OPW & New England Management consolidation is coming. Things are going to get interesting.

So I believe firmly the unions contract will be ratified.I believe not too long after there will be some sort of Eisp offered to the associates.Not too long after I see there being quite a few more Management Layoffs with plenty of reorganization efforts.The real unknown is wether any of this will right the Verizon ship.Only time will tell if the Company can change in positive way.But one thing that is sure good contracts or bad .No matter how much has been eroding.I am very appreciative for being Union.Never really getting rich but being able to be comfortable and secure .Almost 30 years of hearing the union will be eliminated!!Well still here.In reference to the retiree’s premed insurance situation no doubt stinks but unfortunately it’s more of a country wide issue that has been building for everyone non union and union alike.It is not a mandatory company negotiation item.A impasse cannot be declared over retiree issues under 1971 NLRB ruling of what’s determined as an active employer.yes the door never should have been opened but closing it now just isn’t feasible

Pointed out something that saved my boss from major embarrassment, but instead of being grateful he's upset at me for correcting him? Should've just let him walk into it. Lesson learned.

I do my job and I do it well, just not on nights and weekends. My manager clearly wishes I'd give more of my personal time but here I am, still employed. Guess setting boundaries isn't the career ki-ler they want you to believe.

Even before this week's annoucement, I could tell this organization was one of the most poorly structured "too many chefs" places I will ever worked at. Now we're in a position where Security Sales doesn't know what to sell or if there will be anyone around to deliver, and you have band 5s in the US still saying "EMEA is BAU" and that we still need to find ways to "continue as normal and building the best case for the value of our PS cyber work". so in other words sell / deliver while you can and when it's time we will RIF you all to purgatory and get hcltech to deliver whats left. how the f--k am I expected to work thinking this?

3 SRO's are gone from the Pacific Northwest as of this morning. I am sure that there are more RIF's happening today.

New productivity metrics for APCs announced this morning.
…here’s comes more emails and performance plans about how we arent doing good enough

In 2024 Canon USA and Canada reduced workforce by roughly 14%. Melville and Boca saw a reduction of almost 150 employees. A North American wide restructuring.

In January 2025 CUSA and CSA merged.

March 2026 Canon USA announces new Americas Wide Production Print

Present Day, two years later. Most jobs eliminated have been restaffed, hiring is on the increase again. Almost a ditto of the COVID layoffs and then restaffing leading up to the 2024 RIF.

Revenue from sales is still below pre covid 2019 levels, staffing has increased, customer service and product reliability are still subpar.

Disparity between OCe management and Japan management still exists, BOCA management and Melville management at all time division.

Americas production print still not offering all the industrial equipment that the rest of world already does, a repeat of 2020 management.

Has nothing changed over the past 6 years. Will 2026 be Groundhog Day all over again?

Is it not obvious how siloed the company continues to become. No, I don't work for Canon, nor do I have any ax to grind, just stating the outward facing facts and observation. Where are the gains from all the restructuring from 2020 to 2024 to 2026?

Geoff transformed a strong healthy Oak into a decaying hollowed-out tree. TIMBER!!!

I was not surprised by this statement on yesterday’s call. This begs the question, then WHY are those people sitting up there collecting checks? Alfonso also said there were too many people involved in the process. Too many people running reports and not enough execution. Again, why are they sitting there. None of them can do what we ask the front line to do today. Great leaders lead from the trenches not from the conference room.

Our manager has recently initiated bi-weekly meetings with all employees. The team already has regular meetings, and it is an open team where the manager is universally liked. I have noticed the team seems to be getting punished for not being able to do all things all the time due to other teams regulatory failings which are universally creating work for everyone adjacent; any ideas what might be going on as a guess? Could the company, wrongly as usual, be targeting our team?

Senior management will remain untouched, as usual. For every executive who keeps their job, dozens of us will have to go. They'll go by the numbers to make their selections, which means the better you are, and therefore the more you're paid, the higher your chances of being cut. This company is slowly cannibalizing itself to pay for grandiose decisions that never made business sense.

She gave word salad on what they want to do without a plan how to achieve it.
Just BS without any weightage..

Really liked D. Gold answer that he wants to focus on “how”.. everyone always talk about what.

I'm fed up of management through fear. You can scare people into doing two or three jobs for the price of one for a while, but not forever. Eventually we just stop giving a damn and go back to doing just our original job. I 'm at the point where I don't give a damn if they fire me or not. I'm just done.

Good article from "The Hill" on remote work, flexibility and why mandates just don't work.

https://thehill.com/opinion/technology/5775420-remote-first-productivity-growth/

"...Leaders sometimes argue that stricter in-office rules are needed to fix collaboration or innovation. The better path is to raise the bar on management, not badge swipes. The Institute for Corporate Productivity report describes organizations that use “magnet, not mandate” logic, pairing remote-first defaults with intentional gatherings, clear policies and outcome-based performance management. The combination produces high trust, defined norms and sustained results.

The risk profile for mandates is asymmetric. If they fail to lift performance, you absorb morale damage and replacement costs while sending a public signal that policy, not management, is your lever. If they “work,” the effect often comes from short-term pressure rather than durable operating improvements. .."

"...Executives face a choice. They can pursue badge-driven control that fails to raise performance and risks losing their best people, or they can treat flexibility as a strategy, design for trust and clarity, and measure what matters. The organizations that choose the latter are building stronger teams and better businesses. The smart move now is not to roll back flexibility — it is to raise the standard for how you lead..."

Smoke and mirrors to implement the old wing it by Windstream way is back. Uniti either loves losing customers or we are prepping to sell the whole company

Manager added 7 performance goals to MyGPS without my consent yesterday.

5 are AI related. Stuff like "develop your AI Persona", "demonstrate AI to the organization", and "Deploy AI to Production."

None of this stuff is related to any of our day to day work at all. We use AI as an assistant, it helps sometimes and we are mandated to. Thats it. There is no AI in production anywhere, and customers dont want it.

WTF are we doing here? Its year 4 of this song and dance. Shouldnt there be returns on investment and real products to point to at this point?

im sorry for the vague post. i dont have a lot of info and im wondering if anyone has heard anything similar.

i have a great relationship with my manager. they told me in our last meeting that they were told to brace for a disruptive announcement. i didnt think much of it but now i cant get it off my mind. thats all i know and i cant say where i am in sap or i risk me and my manager.

i dont want to start drama. i am just wondering if anyone heard anything similar and can help me understand whats happening. i am afraid to ask at the office.

Performance based restricted stock units (PBRSUs) for Wilkinson, Kelly, Schoch, et al, if the share price hit... $24!

https://investor.ncrvoyix.com/node/33601/html

November 2024, not even 18 months ago.

$24, what were they smoking?

24 cents is looking a lot more likely. Couldn't have happened to a more deserving group of people. I can only hope Mike Hayford and that whole clown show held onto their shares.

Anyone else noticing how many contractors in Brand are acting like leaders or even hiring managers? Some seem to be leading parts of the business and directing creative work within the agency structure. It’s confusing when contractors appear to be overseeing other contractors, and it’s often unclear who is actually working for who. The dynamic can feel pretty toxic.

When a contractor in the agency positions themselves as a department or team lead, or even a creative lead over others, it raises questions about who actually has a seat at the table and how those decisions are being made.

Curious how this became the model.

We've replaced a human being with a capitalist cutthroat.
Culture going down the pan
Ranks of useless middle management
Gorman would be saddened by what is happening

Noelle never led IT and Katya/Gina did not lead digital?

Really nostalgic for what the company once was before these two/three

lots of eye rolling w/the promotions. Some real weak people getting the nod. Real headscratchers. Many who most definitely deserved a bump did not get one. Time to focus on lower level staff. Many in call center, wpc, ops derserve nods but were passed over. No rhyme. No reasons. More cap management get disproportional amount of the big ones. Time to get nix a bunch of executives and rob Peter to pay Paul to give the little man a raise. I'm stuck at $67,000 for now. 2% bump. Suc#ks.

Too much bloat with no added value and big checks