#management

This will come as a surprise to Chevron management; respect is earned and not deserved due to title or legacy. It has been a long time since I worked with a Chevron manager who actually earned respect. Management drafts way too many entitled individuals into their ranks who have little to no regard for the workforce, do not have a reasonable understanding of the workflows they are responsible for nor a comprehension of the industry as a whole. Sad to see the company that I have worked for over twenty years start to cave in on itself due to poor leadership and decision making. Management ranks are full of nepo-babies, one hit wonders, and TikTok influencers without a clue. Experience, skills, and hard work are no longer valued here.

Downstream VPs managers ruining Upstream, Uncon experienced folks ruining Deepwater and Deepwater folks ruining Uncon.

Yes we need cross fu ctional experience, but not Leaders/managers. They come and make people do uncecessary studies and projects which are doomed to fail. The upstream industry is more than 100 years old, yet these d-mb bozoz think they can change the world.

This is foolishness

#IGNITE Stupidity

It’s been a year since DEI stopped (not taking about race, I’m talking about people who are unqualified and will not put in extra effort to be good at their jobs). Fidelity put us in this position because they promoted the least qualified people for management, rather than laying them off.

Layoffs SHOULD happen, but it needs to focus mostly on lower and middle management. That would literally solve the culture problem, the stress problem, and the culture of fear and stress. Instead of making a few bad apples sad, Fidelity has destroyed itself from the inside out.

Electronic Arts is cutting staff at its Vancouver-based Full Circle studio. These layoffs occur during a period of broad corporate change for the company. Management is reiterating support for ongoing projects like Skate. This restructuring aims to tighten execution around key franchises. The company is also managing a complex $55 billion acquisition process.

Vancouver, British Columbia, Canada

https://simplywall.st/stocks/us/media/nasdaq-ea/electronic-arts/news/electronic-arts-layoffs-test-confidence-in-skate-and-us55b-b

It's supposed to go live in May but is far from ready and absolutely will not be very functional by May...

I feel bad for the good managers and good people who are heavily involved in it because when it inevitbly FAILS, many of them will be let go. Hopefully NC is let go because he's been as helpful as a bucket of dead oysters... (dead oysters are toxic btw. the ones you eat are literally alive.)

Mav will fail and fall in its face. The blame will be placed on the top engineers, managers, and architects and they will be laid off because it will make JC look like a clown.

Can't wait!

Why was someone brought in from an outside firm to manage the Investment Advisory Group that has no investment advisory experience over many qualified with the group?

BOA is known to layoff hardworkers more than those who don't do their fair share of work. I have been with this bank for 28yrs and witnessed so many good workers who always did what was expected of them within their role and more. While the slackers tend to remain left behind. This has resulted in questioning why should those who are always willing to do more than what they are expected continue to do so and let those responsible for doing certain tasks do their damn jobs.

How many of you have a manager that is always meddling into other teams responsibilities and expect their own to do other teama work oppose to reaching out to those teams to do their jobs? I'm so fed up because I see a few managers that I interact with do that and to me that is crossing boundaries and disrespectful to other managers.

At the end of the day those leaders meddling tend to be the ones to get let go from what I have seen in the past.

Who else has a manager that calls in all the time? Hasn’t worked a full month since November, every holiday seems to get sick . #New manager # maybe 7 months in # make it make sense for the rest of us that work

Is it just me or has anyone else not been asked to provide KO feedback on their managers the last 5+ years?

I'm sure it varies from org to org but like, if you are a valued employee and have good relationships with managers, directors, etc... and overall are a stellar employee, what even happens to those who go in 1x a week or 3x week or don't hit the "minimum" day mark?

My director always tells us that he doesn't want us on any "list" - whatever tf that even means.. and to try and go in 5 days to stay off the "radar." Whatever that means...

A list for what, exactly? Maybe a list of people who think it's incredibly unfair that onsite's are held to a standard while 50% of the company is still full remote and can work in the comfort of their home?

Considering Dell wants employees to all be local to an office and go into an office, seems a bit unfair and weird to have such high standards for those unlucky enough to have been labeled "onsite." Especially when 98% of your team is remote while everyone who has to go to an office still joins virtual meetings anyways lmfao.

I'd have no complaints going in if most of my team was in MY office. Problem is is that only 1 person is local to my office so we get to sit next to each other and join the same meetings, virtually! At least I can tell him that his mic is muted though!

I mean, I suppose they can deduct raises - as if those are every great - and bonus's but if the threat is anything like "no promotions" then they can go f themselves bc promotions in the US has been MIA for 6 years now lmfao.

TF they going to do about those who don't go in or don't go in enough? Raises aren't excactly stellar, bonus's are just a % of your base salary and promotions are over in India.

Another pointless position created just a couple years ago to waste company money. Back to basics?

We have more than enough of those, and yet it doesn't seem any were affected by these layoffs.

Real question. Realistic answers please. Would we be better off? Would chaos ensue? Could the Dir level successfully form a coalition and get $hit done?

I visited here last year when there was a reorg and am now on the outside, so wanted to leave a few things I learned.

• There are a lot of useless managers and just as many su-k-ups to match. Don’t expect them to ever do the right thing, they won’t.
• Constant rumors wrecked people’s mental health. Many people are just trying to hang on until X date. Don’t be one. Make a kicka$$ plan B, one that you look forward to.
• The layoff process and package will not be equitable. Don’t believe you will get what others got. And don’t think they will be kind.
• Loved the benefits, the mission and the customers. Made many great friends and don’t regret my time there. But life on the outside is way better than I expected, don’t be afraid to leave.

Good luck everyone!

so many roles (cdm, csp, ecsp, dcsp,pl, solution advisors, pmo,architects , cas etc.. so many people managers of inner circle with headcounts moved from different teams just maintain people managers.
no womder share price going down

It’s been a few months. What’s the verdict on the new GM?

Are we offshoring all data jobs in the next couple of years?

The only takeaway for me was the OE moment. Basically somebody executed some script that ran up a $4m bill in a day. That seems like a fire-able offense. Which id--t did this and that’s one expensive OE moment.

Oh and also a very long winded meeting where every manager talked about how they’re going to do AI, except half of our talent have already quit, with more of them coming next month after the bonus check clears.

I guess the answer is more EY.

Mass Market is actually comedy.
They went into a full week “lockdown”… just to come back out and say, “We need to move faster.”
That’s it? That’s the breakthrough?

It baffles me why anyone is using the term “Leadership” followed by the description of what a lead, boss, manager, or executive is. It has been several years or more since I have seen a true Leader here. Unfortunately, those that were or could be have been stifled. Their voice and empowerment silenced, unable to lead due to the constraints imposed by management and executives.

Reminder of what Leadership is…

LEADERSHIP is the ability to influence, inspire, and guide individuals or teams toward achieving a common goal, often by fostering collaboration, motivation, and positive change. It is a set of behaviors—not just a title—focused on setting direction, building trust, and unlocking team potential to navigate challenges.

Have to say, morale is as bad as ive seen it in a decade. Marathon has managed to take a happy and prosperous workforce and completely svck the fvcking life out of it. Gone are the days of site independence, now everything is handed down by corporate edict through 2 year engineers who only know to do what theyre told. I suppose it was bound to happen when the C-suite was more concerned with woke bvllshit and DEI representation for 4 years than running a fvcking business. Its criminal to watch them manage this company right into the ground. All of the new initiatives scream desperation, while employees leave in droves. The worst part is that its paving the way for boot licking goobers to work their way into management roles, solidifying incompetence from the top.

Was amazed how many people were unashamedly prepping resumes at work this week. Can't blame them.

So it’s going to the dogs. That’s for sure. DXC is busted but when it finally folds are there any DXC execs you would back or follow into something new or are they all just hopeless cases in it for themselves?

Forget getting laid off, people will start just leaving on their own if we’re too lazy to write appraisals. Come on, how did they get hired if they can’t pronounce the words AI gave them. And don’t forget that clown last night who was talking all that sm--k about being somewhere outside of NY yet ran sh-t in the CSSC. What trash have we hired for TLs.

This company loves to bully people with disabilities with micro-aggressions from management and HR. This place used to once welcome everyone and be accommodating but it feels like they are doing whatever they can to get rid of people. It’s very uncomfortable going to work anymore.

A colleague of mine was fired yesterday. 6 months to retirement, but they fired him paying a severance package.
How does this make sense?

He was let go by a new manager appointed recently (6 promotions in 5 years - yeah, its possible) who doesn’t even know what my colleague does and how complex&important is his work.
No replacement, no time for handover.

And we got motivational speeches from a new manager.
I can’t believe its happenning, feels like being inside of ‘The Office’ sitcom, only its not funny.

What is going on with job titles? I see people with titles as senior teamlead and manager, however Noone reports to them.

1. They'll be global
2. US layoffs to be executed in Q4. Other regions usually take longer for legal reasons.
3. Exact US timing likely to be around 3/20 earnings. I heard people say both before and after.
4. PHK teams with members in ITC or PTC are likely to be fully outsources (MG spoke of this).
5. Management to be flattened. Expect fewer directors with more direct reports.
6. Nike is expanding the ITC office.
7. Outsourcing part of the mix.

What else?

I knew a phenomenal engineer who was in Managed Services. He was a CCIE, multiple firewall certs, cloud experience, you name it, and every customer we mutually worked with always praised him. According to him, management ignored his promotion inquiries so he jumped ship to another company making 40% more and I followed his example.

Maybe CDW only wants average talent?

I am an IC... So, I got a Mgr, AD, Dir, Sr Dir, and AVP above me - all of this before we even start to think about Band 4. They are just managing, no real work is bein done by them. they 'align th8ngs', collect status, communicate, ensure buy-in, collab... aside from the mgr nobody has clue what's going on on the ground. they rotate. they make decisions w/out understanding implications. they will drop acronyms and names but really, they do not know what they are talking about, total kabuki. nothing would happen if we were to cut this 50% or more. thats where the fat is.

Has anyone heard whether risk programs are being paused right now? With so many changes lately, it’s been tough to keep up, and I’m just trying to get a clearer picture. The goal is to make sure teams are set up for success, so any insight would be appreciated. Managers are eerily silent.

Profitability improved more than $2 billion year over year, with net loss totaling $194 million in Q4 and $747 million for the full year.

Looks like Gil and his top executives deserve bonuses for only losing $747 million for the year.

Its the worst. They have nothing to show and all they do is take years for decisions.
Thought Katie would be better but no progress. We are so behind on data tooling and no strategy to move forward. The move to Dennis wont help as he is out of depth.

Usually it’s the one dreadful day where everyone gets laid off on the same day. However this year (at least for my department) I have noticed with the EDs and MDs that they are being let go here and there. Since January we have had about 5 officers let go.

M@rk, please wake up and see who is running this company:

Your head of HR is an emperor with no clothes.

Your CFO is a washed up hack that does not develop people and is coasting. He also does not live our values.

Your head of IT is in WAY over her head and was a salesperson before she arrived here.

You need change. Why can’t you see it? The entire organization and Elliott does. And, yes, we all discuss it.

You have lost the confidence of your people. When you came in you gave us hope, but your leadership selections are ruining this company.

Another manager has left the emea space. what’s happening over there

People complain how things are … don’t you realize things are exactly why management on high wants? Most of these problems could be fixed by Friday if they wanted to. Guess what? They don’t. Churn-n-Burn is what they want. Blame the employees. Keep service as low as they can without the DOIs complaining to earn maximum bonuses. They couldn’t care about the customers. Meema and Pappy who’ve been with us since the Nixon administration aren’t going anywhere. Need new policies? There’s always rejects The General dropped to add for 6months to a year to show growth. Whatever the advertising (either on tv or from your TM or SM) know that the opposite is true.

Just got notified that I have to take some kind of change management training along with other managers ( aero ).
Sounds like the same playbook they put us through in 2017 and 2021.
I still have the notes .. and the survivor guilt.
1) Leader Training ( Pre Announcement)
Why & How, empathetic communication, Legal /HR compliance
2) Managerial Training ( Post Announce/Transition)
Survivor guilt & fear, workflow redesign, resistance mgt
3) Employee Support & communication.

Heard a rumor that remote managers need to move to a hub. Any truth to that?

Your leaders are training AI to replace them.

I don't wish job loss on anyone, but it's always the grunts who get sc--wed. Management has been bloated forever, and some roles won't be missed, AI or not. If those of us doing the actual work, for the least pay, can keep our jobs given how tough the market is, I'm okay with it. People with bigger salaries can weather unemployment longer. Most of us can't survive more than a month or two.