#management

Left VZ after 21 years, during last years 5K Fall VSP. Like many of you, I gave it my all. Slept with work phone by my side. Worked nights, weekends, relocated 3k miles for new job assignment. I thought Verizon was everything, I was irreplaceable and that customers who worked with me would raise a stink when I left. Here’s the skinny…VZ is a big ship. It sails on with our without any of us. If customer service suffers no one cares. As long as we equally su-k like T-MOBILE or ATT it doesn’t matter. My position wasn’t replaced, but others picked up the work and life went on. Three months latter I found a new job with less pay and benefits, but interesting work. If you’re headed out the door just know your lump sum severance benefits will be taxed and almost 40%. If you’re securing private insurance post benefits extension, know that costs can run upwards of $900 per month (private market) outside ACA and if you’re transitioning to Medicare know the severance will crush IRMA in 2028 causing Medicare costs to equal private open market premiums. Two months out leaving VZ su-ked. 14 months out super happy to be gone. 21 years of watching, or listening to self entitled middle managers, AD’s, Directors tell me the ways of the world, or tell me the sky’s blue while raining outside, or having them be dismissive of every suggestion because they know best, - yeah happy to be out. Verizon’s managerial bench is mostly comprised of 30 and 40 something managers who possess little more than the ability to execute an executive order without consideration for how the action impacts revenue or profitability. Most of these managers hold BA’s from marginal schools and advanced not because of what they accomplished or said, but due mainly by an innate ability to navigate the politics. If you’re one of the 13k being “decruited” the transition may prove uncomfortable, but the payoff will hopefully prove remarkable. Good luck.

I thought managers were supposed to manage, and that all our bloated procedures supposedly served a purpose. Out of all the meetings we had lately, maybe one or two were actually useful, the rest were a complete waste of time. Most of us actually know how to do our jobs. But I guess some managers still need to justify their existence somehow.

it has been more than one year since EH got CEO job.

I know Nike production is made and delivered in 6 to 9 months to consumers through Futures program to their store.

Now he has no excuse to use JD's incompetence as excuse for having top of the line classic Nike product in Nike store's HASH WALLS by tons with deep discount.
EH was one who OKd Air Jordans to be relegated to Hash Wall in Nike store!!!
And he launched Skims line after looong delays
And I have seen CNBC interview which he seemed to come out with typical corporate BS during entire interview!!

One might say that one year is too short to judge a CEO performance but when you don't see anything positive then it is better to do it early rather than later

He has not come out with any new significant new trent or styles and at the same time he has relegated Nike classics to trash status.

Is there any winner in Beaverton?

I wish I’d recorded our faces while he went on about “dedication” and “hard work.” Even he couldn’t hide that he didn’t believe a single word coming out of his mouth. I honestly don’t get how these corpos still think this kind of theatrics works. Are they really that out of touch? Incredible. And on top of it all, he wasted half an hour of our time.

Leaders at that company were clueless and ran it into the ground before Windstream bought them in a fire sale. The end started when we kept those clueless leaders and put them in key roles. EO being the ring leader of the id10ts. Rumor is she was supposed to get walking papers after the Uniti deal closed. I'm guessing she produced pictures of someone at a goat rodeo and was saved at the last minute. Prove me wrong.

RIF-Giving
RIF-pocolypse
RIF-Day

Whatever you want to call it is not over.

For certain, all Retail Senior Managers are actively being stack-ranked and your fate will be determined in the near future. So for you lazy store managers, you've already made your bed, and they know.

Hello relatively new to Citi,worked hard last year.. from last 3 months my manager is unnecessary escalating things (earlier he was ok) now another peer (gave multiple prod issues,bring the system down in production once) is getting promoted it seems. I definitely did more than him..and in 1-2 scenario my manager asked me to help. Looks like I took one of the wrong decision 4 years ago.. what you guys do in this situation? Start looking for the next one?

After SA operations shutdown more EU subsidiaries (Cyprus, Greece, Ireland) will shutdown their operations as company management cares about their bonuses and their own interests.
Any thoughts on this?

If the AI hype has already peaked, does that mean Dell backed the wrong horse?

Does this mean MD might finally show JC the door for failing?

And what does all of this mean for the rest of Dell?”

So on a local level in field can only go by what we see and know.What we saw was low level low pay first line bosses getting riffed .While not very useful they might actually have some use!Yet we saw no upper management like 2nd or 3rd liners who actually do nothing but make misery along with Tons of money!!So what we see is this is all a joke .Dan just needed a bit more cash flow from the bottom of the pile.This just means our next contract is gonna be really fun with Dan since he really loves to Rob the lower paid working groups .While moving in all his over paid paypal buddies!!!

It slowly became more and more of a drag on morale as we cycled through one after another managers, directors and VPs.

The last of which were only focused on themselves and the choir of supplicants that sang the same tune. Alas I got tired of hearing it all. I was rather surprised when my director and an HR person scheduled a meeting to let me know my services were no longer needed.

No warning whatsoever just a thank you and a well wishes to not let the door hit me on the way out.

I guess that’s why they don’t have as people with more than 3 years tenure.

For everyone who was not affected from this RIF, I suggest you do not pick up any extra slack that puts you over 40 hours. Let jobs fail due to lack of resources. This is the only way for management to truly feel the pain or understand that we will need those people back where we were already spread thin to begin with. If you truly can’t get it all done in your time allotted then it will be on your manager and their manager to figure it out. That is literally their job.

If all these people are still there then why Dan just created this drama ?

Culture won’t change if these heavyweight people are going to sit on the top.

the centralization bias is real

Charles Schwab and his wife Helen attended the White House Dinner - the special guest was Prince Mohammed bin Salman Al Saud.

Questions regarding the appropriateness of Charles R. Schwab - who continues to represent and lead the company in his capacity of Co-Director of the Charles Schwab Corporation - attending this particular event are legitimate and not inflammatory.

So the question is why thelayoff.com removed the earlier postings regarding this topic.

It is truly amazing how fast the market may have gone from:
Yay, greatly reduced costs from layoffs of aging workers and huge new CAPEX to enter the shiny new field of AI

to:
Wow, you released many loyal and very knowledgeable workers because you thought AI would capably take up their workload? Who do you think generates the knowledge where AI extracts it supposed intelligence from?
Also, dilution and especially debt is favorable, and oh my, a lot of debt is very bad. If that debt is going to generate low margin revenue, you really have to wonder what management was thinking.

Don't even get me started discussing whether Open AI is going to generate enough revenue to fulfill their contractual obligations.

ORCL was last in double digits in Dec 2023, but we could be headed back there very soon in my opinion.

All the middle managers ads avps vps and svps are intact, they said they want to transform, laying off ppl from lower band will not transform verizon ppl who bleeded the money hiring contractors and asked the Vz lower band to manage contractors and they get away with this it’s a shame

Just walked out of a meeting with a group of “leaders” — directors all the way up to VPs. Everyone’s going around the room giving intros, talking about their orgs, their priorities, the usual corporate spiel.

Then it gets to this senior director, and his intro is literally:
“My job is to follow my manager’s vision and implement it.”

I had to stop myself from laughing.
At that level, you’re supposed to set direction, challenge strategy, bring clarity — not proudly announce that you’re basically an order-taker with a fancy title.

It’s wild how many people get promoted into leadership roles and still operate like junior ICs waiting for instructions. No ownership, no autonomy, no original thought… just “tell me what to do boss.”

And the worst part? These are the folks making decisions that impact entire teams.

Makes you wonder what leadership even means anymore.

From an early morning meeting today, looks like the IT Staff Engineers are on borrowed time. GM is looking to eliminate the position and pass their work duties on to other employees in an effort to save more money. Probably some d-mb idea to send more money to the California Innovation Center payroll.

Another great SLT decision.

I can’t wait until the SLT decides to eliminate the bathroom cleaners to save money.

My manager came up to me yesterday and said, “I’ve noticed you haven’t been here for the full eight hours. People are talking. Leadership’s watching badge logs. I can’t have you leaving at 2 or 3.”

They’re building a list of everyone not clocking the full eight hours. Anyone on that list moves straight to the front of the line. Three warnings, she said, and you’re out.

I have to pick up my kids and they are not even being flexible for families. What the heck is going on? My husband wants me to find another job.

What a puppet guy come in just threw people out. Not even understanding of any sentiments who needs to removed . He’s not only a joker but he’s entire circus

I didn’t get let go but a lot of my peers in GNT got hit hard. Network assurance is already thin and they hit us hard. I’m just wondering what to expect. One thing I learned today is upper management doesn’t care about us or work load. 15 people got let go just in our market.

Most of the account managers in the territory kept their jobs. We lost around 20% though. ADs got canned & we lost a couple of sr. managers. We had a bunch of account managers who lost stores to indirect, how ever their job was safe & were told to wait until they get assigned a new location. It seemed that r2b & b2b reps took the least hit. Who knows we still got 2026 march to worry about

To all the people that said r2b losing their job to the virtual reps ( i bet they were vcg haters)

Anyways sorry for the ones who got impacted.. i do hope you get a soft landing

I see a lot of posts calling out terrible managers. As a manager myself, I completely understand the frustration, but I want to offer some perspective from the other side. Many of us have the same exact complaints about our own management teams. At the end of the day, we’re employees too, and we’re dealing with the same flawed decisions and pressures from above.

Not everyone is cut out to be a manager, that part is true. But please know that a lot of the anger many of you feel toward your immediate supervisors actually stems from decisions being made far above our level. It really does all start at the top.

The good managers, the ones who care about their teams, are doing everything they can to advocate for their employees, especially when it comes to performance ratings and merit or bonus decisions. But the reality is, much of it is out of our hands. Those decisions get pushed down from levels of leadership who don’t work with our teams, don’t know what we do, and don’t know who our top performers are.

And to be clear, managers aren’t exempt from any of this. We’re subjected to the same forced distribution on ratings, too. We have skin in the game, our own ratings, compensation, and reputations are affected by the same system we’re trying to shield our employees from.

Let me be very clear about one thing: there absolutely is a forced distribution on ratings in many groups. It’s always labeled as “guided,” but we’re told directly to change ratings even when we know they’re unfair. Some employees are going to be blindsided this year with unwarranted “Inconsistently Meets/Needs Improvement” ratings, not because of their performance, but because upper management decided someone has to take the hit.

And if we challenge it? If we push back to defend our people? That doesn’t go unnoticed either. Not only does it not yield results, it puts us and our entire team on the radar in a very negative way.

So before assuming your direct manager is the problem, please know that many of us are fighting the same battles you are… just from a different angle.

You know what I think the real problem is? The amount of leaders who are career managers. By this I mean they’ve never been a tech, engineer, cs rep, sales rep etc. they lead teams not understanding what they do, not understanding the product or what happens on the front lines.

That’s all. Just a thought I wanted to share.

As a current long term employee I will say there is not one dull moment in this business these days. The daily misfires and malfunctions from the top down are absolutely astounding to experience. The decisions having to be made by unguided middle management and those in field from worthless executives are unbelievable when all that’s ever provided for them are shells of an operating process at the last minute at 100 MPH operating speed. Then expectation to get in front of and inform their team or customer and “fill in the blanks” like dancing clowns while the execs supposedly hash out the details behind the scenes. This leads to ground level situations from sales, service, and support staff that would be absolutely comical if they weren’t so sad and degrading for everyone involved. I’m by no means disgruntled or have an axe to grind with Xerox-I choose to be here every day and generally enjoy my role-just miss the “good old days” and when the “customer experience” actually mattered and wasn’t just an bullet point or afterthought and we truly had a vision for focus on real innovation. At one point this place was unstoppable and still has the talented people to be so if they had clear direction. The majority of the folks here remember too and much of the “hate” for Xerox on this site is coming from a place of love and respect that has somehow been syphoned from this group in one way or another over time by those that should have cared the most.

Create a mess for the 4th quarter and see how results are later.

Bootlickers, go lick a boot.

We’d easily have enough FCF to pay employee bonuses if:

1. C-suite didn’t burn unquantifiable amounts of money on RTO
2. Legg didn’t donate our cash to Amdocs and TechM
3. We fired the worst performing employee at the company that makes 30 million a year

I left VZ enterprise a few years ago and I will share this. One thing that was tiresome were the constant RIF's., I started with Verizon back in 2010...they had 164000 employees...just to put that into perspective, the company continues to shrink, continuess to be mismanaged, continues to flounder with no real direction or plan to build the company and make it strong. On the flip side, NTT employs 250K people globally and yes they have their fair share of problems, but they are not shrinking like Verizon is...

Because the way these layoffs were structured doesn’t make much sense, nor how most of the people were selected. The chaos that’s going to follow is going to be impossible to manage.

Heard from 2 independent sources (i.e. Supervisor and above) now that the number of people not opting to relocate to Edmonton is much higher than what Management anticipated. It will be interesting to see how they handle this!!

It looks to me like they're almost positioning Verizon to be sold. I have seen these sorts of layoffs (no rhyme or reason and across EVERY GROUP) before and it has always been before a company goes up for sale.

I think there would be anti-trust issues with having an AT&T or T-Mobile buy it, but who knows, maybe Elon might buy it. I have heard that Dan is buddies with Elon.

Pure speculation, but something is quite amiss about how this whole thing has been done and handled from a managerial standpoint.

My boss, my old boss, and my buddy who is a manager all got whacked this morning. There's blood in the streets. Never seen anything like this.

Asm in Atlantic south need answers as to job safety for store level managers I know reps are affected but idk about ASM and RM

Did you know Noelle Eder, the architect of HIH, sold nearly 10,000 shares of CIGNA stock in March when it was around $300/share? On April 3rd hundreds were laid off. She resigned on April 22.

Anyone who speculated that Lex Loofah would end up at 101 Productions so he could continue sponging off Taylor Sheridan was close, but apparently not quite on the money.

Kind of appalling that NBCU is going to pay him to continue riding Sheridan's coattails and declare himself a "hitmaker" despite not actually making anything himself.

Gross.

https://www.hollywoodreporter.com/business/business-news/chris-mccarthy-follow-taylor-sheridan-nbcuniversal-1236431266/

The only thing worth anything in the retirement package is you can carry over your sup life insurance. All else seems expensive as cra*. But they do now have an option to get through ACA.

At the time it’s like “oh new center! It’ll be awesome”

And now it’s like “too much bloat, have to be lean and a miserable place to be with 75% of your team left in an already lean function” wtf?

Ever since the layoffs, it’s been crystal clear: Target doesn’t have the desire to do another formal RIF, so they’re trying to make the rest of us rage-quit instead.
The new SVPs openly don’t trust any of the remaining VPs because they’re “holdovers from the Brian Cornell personality-cult era.” That distrust trickles down hard — directors and Sr. directors are getting micromanaged into the ground, skipped in meetings, or flat-out told their opinion doesn’t matter because they’re “old Target.”
And now the latest insanity in Target Tech: they are MANDATING that story pointing be “consistent” across the entire org — one point = one ideal engineering day. Doesn’t matter if you’re on a legacy spaghetti codebase or greenfield green-grass stuff, doesn’t matter if half your sprint is fighting Prod fires or on-call — 1 point = 8 hours or you’re “underperforming.” They’re literally we-ponizing story points to create impossible velocity goals so they can PIP people who can’t hit the made-up numbers.
Hours are creeping up, recognition is gone, morale is in the toilet, and every standup feels like a performance review. Classic constructive discharge playbook.

Curious to know if anyone’s heard any feedback on how they’re making these decisions. Will it be our direct manager deciding who gets cut?