#management

Here's an scheme to detox Amazon:

1) Eject Andy and his entire S-team.
2) Close 80% of offices. Go remote first (i.e. remote like the Cloud).
3) Remove 70% of managers, keep the top 30% based on team feedback/metrics.
4) Get rid of LPs. Stop saying that it's day 1 - Amazon has operated since July 5, 1994 - i.e. at least day 11000 (for those that can count).
5) Get rid of Forte, PIP, and URA targets.
6) Modify the hiring process so that most talented candidates are actually hired! Actually look at/study their background.
7) Reassign ICs to teams where they will grow and perform well.
8) Make comp way more competitive (i.e. Meta, NVIDIA, Netflix) and with actual refreshers.
9) Stop supporting Republicans tyrants!

If you are a full time H.R. and/or H.R. lead working mon-Fri. 7-3, 8-4, or 9-5. Your position is in danger of being eliminated by March 2026, just like the aforementioned post, a list is being compiled and that position is in great danger of being eliminated, and store managers will most like absorb those tasks.

Another Verizon setback is on the horizon. Cuts are being made without collaboration with leadership that is directly involved in the work. Not the slightest idea of who does what and their job function. Dan starts his vision by taking 10 steps back, and it will take many years to get back to where we are at the moment. While AI is the future, it often produces inaccurate results and information that is not even relevant to the data sets it has been instructed to review, summarize, and recommend. Can't wait to witness the lawsuits and chaos it produces.Well deserved to the leadership that is blind to the way systems and technologies are currently working!

A 15-hour (!) outage wiping out $1.1B, because spreadsheet pushers and senior management became dominated by folks that knew almost nothing about how AWS worked. Classy! Keep those layoffs coming!

Anyone else think that this week’s productivity will reach an all time low? Is there any hope of it improving the following week? The only chance management has of rallying the workforce is to significantly cut the bloated layers of management. Leaving the old CEO on the board for another year sent a loud and clear message regarding Verizon’s non-commitment to change. That was a very stupid move! Telling the entire workforce that they would find out in just three weeks if they still have a job is just off the charts D-MB! If Verizon cuts front line employees without cutting significant management you might as well lock the doors and sell off the assets.

So once their done destroying the management already heard rumors that the unions already cut a deal with the company to settle the contract .They already came up with a plan to sell it to the membership as if it was the best they could Do .It will be just more of the same .Anyone thinking that their going to get all kind of concessions from company is nutz.Company nor the union want a strike

Is hr or the boss giving us info on Munday

Shameful waste of marketing $ over past 5 years. Using almost anybody from SNL. We lose Hans but gain Franz. Really??? SNL full circle

Why do we have a US leadership and Indian leadership in IT.
Possibility to trim the fat..

There's entire chains that remain on the foundry side absolutely disconnected from any actual engineering or manufacturing beyond the occasional random h1bs or DEI hires reaching out with obscure nonsensical requests. It's clear that these people don't know what's going on, often can't speak English , and contribute nothing to the foundries, and yet it's these tumors that remain while oblivious Middle management cuts the people actually doing things for the floor...

If our manager was cut, does that put us at a higher risk of being laid off? I see people mentioning this but I have no idea what is true anymore.

Was anyone above the individual contributor level affected? Manager / director / ED?

https://nypost.com/2025/11/14/business/ousted-verizon-boss-could-still-pocket-most-of-20m-salary-as-company-cuts-15000-jobs-report/

By being special advisor for a year, Hans will still get his $20m bonus

From everything I’m hearing I’m retail there will be a massive shift incoming. Here is everything I’ve heard so far:

1.Operations and potentially VBG will take massive cuts and be rolled into existing retail framework. With ops/SMB leadership taking on way more stores each.

1. Store closures which cause re-org/re-districting - Re-districting will cause Sr. Directors will get assigned more stores per territory and there will be a 15-25% cut to Sr. Directors.

2. Once the re-org takes places Directors will take a massive cut. Directors will go from 6-8 stores each to 12-18 stores each, which will cause a 50-75% reduction in Directors. (Directors I know that left within the last 45 days were not backfilled and some of our directors are running 12-15 stores since last month. Then at the beginning of this month we’re told not to expect a backfill)

3. This is just the first wave. During Q1 there will be additional store closures to remove repetitive locations, mall locations, and unprofitable locations. Also during Q1 layoffs stores will be asked to go to 1 Assitant Manager with keyholders shouldering more responsibility (following the T-mobile model here).

This is just what I’ve heard in the position that I am in and wanted to share what I know.

That once we shed 15k people, things will suddenly turn around, we'll become more profitable, the stock's going to skyrocket, and all that jazz? Because we've had layoffs before, and all they ever did was leave the people who stayed with even more work. That's it. Oh, and the people at the top got fat bonuses. Which explains a lot.

The past few years at Clover have exposed the full extent of failure in engineering and product leadership. Decisions are reckless, priorities constantly flip, and nothing ever gets executed properly. Every new “initiative” collapses into chaos because the people in charge can’t think ahead, can’t follow through, and seem completely out of touch with reality. Teams are left to pick up the pieces while leadership pretends everything is fine.

The lack of accountability is absurd, the same mistakes keep repeating, yet nothing changes. If real progress is ever going to happen, serious action needs to be taken at the top. Clover leadership needs a hard reset, and the company can’t afford to keep operating with this level of repeated mismanagement

Who thinks assistant managers are on the chopping block?

And the company has gotten rid of this exorbitant percentage of management employees? Who's working strike duty and who's running the freaking company?

This 15000 is only the 1st round of layoffs mostly lower management.The next round in new year will be upper management levels .Its real and happening if you survive this round done get complacent.You need to start preparing getting situated financially mentally and looking for potential jobs.This does not end well for a huge majority of management levels especially once the frontier merger finalizes

So serious question.As an associate I never understood the hate management had for especially union folks.When these huge layoffs continue to happen year after year wouldn’t some of the management employees understand why we need a voice.I mean honestly this is all about moving out the old and moving in the new paypal CEO own buddies to high level positions .I mean just can’t even understand the complete dedication some of the management has to being completely terrible to associates.All for what a company that has sunk itself wasted more money then most and really could careless about you kicking you to the curb during Holidays.If I was a management person I would not give to damns about anything other then getting a check till they gave me the boot like they plan to do to so Many!!Ra Ra V Teamers or soon to be ex V Teamers

Lack of motivation: Peter states that there is no motivation to work harder because he "don't see another dime" if the company produces more units.

Meaningless work: The film criticizes a workplace where employees are unfulfilled and their work seems meaningless.

Corporate frustration: Peter's frustration is a direct result of a top-down structure with incompetent bosses and a system that punishes mistakes without offering rewards for success.

"I just don't care": This famous line is the core of his argument, explaining that his inaction isn't due to laziness but a complete disconnect from his job's purpose and his company's goals.

Intel PEs and Senior PEs are worthless commanding $400K+ compensation but delivering grade 8 work. Most need to go.

If you are a sales team / MTM/manager and the store manager is asking you to work on your day off but THEY STILL get two days off and are leaving by 4 or 5, file an internal grievance with corporate HR and document everything in detail and in writing with dates. this type of conduct has to stop, belk needs to be aware of these good for nothing store managers.

I had been lurking on this site for a while and decided to post today because I couldn't handle it any longer.

As a long-term SAP employee, I can no longer identify with the organization. We've always had reorganizations and layoffs, but I've never seen the Board and HR be so anti-employee and put employees against one another.

Here are some trends I am noticing:

There is no MOVE SAP for T1-T3 personnel.
Annual salary appraisals are not even close to inflation, thus we lose money each year.
HR-focused managers instead of development managers.
Hiring freeze.
Travel freeze.
Rumors regarding closing locations other than Walldorf and St Leon Rot.
Replacement positions only in low-cost areas.
Anti-migrant sentiment.
Board compensation increasing dramatically each year.
Almost every German employment is offered solely in Walldorf and St Leon Rot.
Performance management is a reasonable approach to pay employees less.
No more catalyst or comparable schemes.
AI-first strategy, but showing no business development.
Organizational restructuring, such as HPOM, is built on influencer propaganda.
The stock price has plummeted.
Board says regular layoffs are non-negotiable without giving a good reason.
Stupid AI replacing important support, QA, IT and development functions instead of HR.
Employees coerced into giving their managers spectacular unfiltered reviews or forego salary increments.
Share buybacks.
Budget available for executive travel and entertainment but not development.
Stupid online courses instead of career focused learning by human experts.
Legal troubles.
Acquisition after acquisition without integration of acquired employees.
Only the same people getting the big jobs and promotions everywhere at SAP while others haven't found a new position in years.
You have to be a balding German white male based near Heidelberg to land a good management position.
Anti-women sentiment.
Executives openly making derogatory statements without any consequences - equating life altering career changes to brushing teeth.
CEO having no foresight or long-term plan to improve company and instead blatantly lying about things like "we'll create new 15000 positions in India" only to follow with layoffs everywhere.
Managers given so much power that it is more important to keep your managers happy than your customers happy.
Reduction in benefits.
Anti Muslim sentiment.
Week long party budget in some areas (Signavio) while other areas suffer and don't even have budget to hire development consultants.
Too many HR employees who in turn say we have too many QAs, developers, product managers, designers, etc.
Fake career progression plans as the only way to grow is to find another job.
Too many "innovation teams" that create stuff shown at Sapphire but it never makes it into production.

I can go on and on but this is already a long list.

What do you think? Do you share a similar sentiment? Do you agree or disagree with any of the items listed here? Having a good stable job without politicking seems almost hopeless at SAP.

In the past, points like these were enough to fire board members. But now the transfer of wealth and power from employees to executives is normalized. What can employees do to get back power and ensure a stable career at SAP?

I joined a couple of years ago from a tech product company to a more senior position here. Crazy to see how much gossip and open chitchat goes on here, especially in global, about individuals. Don’t people have work to do? Where are the professionals? Management encourages it even.

Many levels of IT management (Managers, Sr Managers, director) riffed today. Hard to say what comes next but it don’t look great for TMO employees

If anyone is or was a manager and a RA comes in for a specific employee if they disagree with it for example the affected employee is a top performer can he recommend a lower performer or is the die cast and therefore the manager is powerless

My interpretation of the articles going around is that this is affecting “management” employees meaning HQ. Retail is its own thing and they are not categorized the same in the financials.

Retail moving to indirect and/or closing down will be its own thing.

So no they are not laying off field techs .Infact they are actually Hiring like crazy .The reality is that long ago the company 1 focus turned solely to wireless which we all knew was not gonna be forever.All while turning their back on the back bone bread and butter of wireline that fed their cell towers served their longtime customers towns buisness. This also was bad for wireless since if you been beaten up and abused by a company on wireline you be your not gonna go buy a wireless plan from them.Next they spent more money and time on hiring Managers upon managers to waste time trying to micromanage the people actually doing the work everyday .We now have brand that’s been beaten down has a bad look.Too much management most of who know nothing .All managing a smaller work force with less customers .Hence Layoffs

I know a restructure was said to take place and 180 store closures.. do you think we will restructure all of the territories? How do we think Sr. Directors and Directors will be impacted? Or possibly Sr. Managers and Assistant Managers?

When they say cutting managers are these the higher ups or just management in general

What percentage of management is that? How many managers does Verizon have total? This is just an awful kick in the pants.

Just in this week they are laying off as many blue badge technicians as possible to replace them with green batches, multiple managers confirmed

Just go looking for jobs and you see "semi-conductor or any city intel fabs are in" are the key words, no perks or severence payouts saves intel plenty $$

Management is trying to make the vast majority of their workforce obsolete, because they realize that those workers are coming to grips with how obsolete, and malicious, these "leaders" are.

It's a showdown on a massive social scale as haves and have nots push each other to the point of watching the resourcefulness and the competence of the individual to rise above both ownership and technology, in order to focus on one single thing - GETTING SH*T DONE.

PS. I want my Fu**ing bank back. I am not your slave. I am not your knight. I will not fight for those who seek to destroy me, or defend those who blindly comply.

Confirmed, Irvine just laid off 30+ workers in 1st and 2nd shift. Will be seeing more in the coming months when volumes get reduce. Management did not annouce ahead. Too bad for the people. Ofc management did not care.

I've been gone from Nielsen and the industry quite a few years but I still keep tabs. This is a pretty big (expensive) hire by Nielsen. Peter's job will be to take any heat from the industry that comes Karthik's way. Looks like they hired him to basically be a glorified PR guy with the client base. He has a long history and successful track record in ad sales. Whenever Nielsen has hired these big industry g-ns in the past, they fizzle out really quick and take off into the sunset with a big bag of money.

https://variety.com/2025/tv/news/peter-naylor-joins-nielsen-chief-client-officer-1236574923/

Sure seems like he got Peter Principled into his role and now everyone under him is paying the price for it. I guess we all need to get used to having a new manager/director every 3 months

It’s truly amazing that Renu got recognition for an award considering the job she’s done at both VMware and OMNISSA. I can tell you firsthand working with your is full of hyperbole and and being naive. She’s been a detriment to OMNISSA and is has a big hand in its demise.

How bad the Management are, $110m down the waste as folks still think DXC are a fried chicken outlet. Hope they finally terminate this. Manchester United chiefs enter fresh talks with £20m financial blow on the horizon. Manchester United are working hard to find a new sponsor, with their sleeve sponsorship deal with DXC Technology set expire at the end of the 2025/26 season