#management

There is a team meeting today again offsite.

What’s going on in Procurement these days? The team seems overloaded but it’s unclear what real value is being delivered. The group under Sekar has become almost impossible to work with — rude, defensive, and constantly shifting blame when scope or deadlines are missed.

Everyone knows about the behavior, yet nothing changes. Sekar openly says “Dave has my back,” and it shows. Where is Priscilla in all this? Why is this being tolerated? The lack of accountability and respect is getting out of hand.

Is anyone else experiencing the same issue or hearing similar feedback?

I propose that there is a mid management level cull throughout NOV. Managers at the top are clueless and ineffectual, always have been/always will be. The mid level have neither direction nor personality - we require these to get back a culture of support and team focus.
“This is the way”
Children of the watch

Should we give all of our money and resources to support a retail brand that has no awareness or subscribers - apparently. Should we reorg, then reorg, then reorg again - yes please. This company is a joke and we’re dead in the water.

Don’t apply for these roles you’ll hate it here.

For supervisors, when planning promotions for AF personnel, is the system indicating anyone for promotion, or are promotions currently on hold?

You have to sneak in and avoid the management just to get things done, if not, they are on you like hot glue because they don't know what to do.

News flash! If your primary job is to review someone else’s work, it’s time to look for another job. AI can do your job thousand times better.

T-Mobile continues the show by creating unnecessary Senior Manager positions only to back track and layoff a handful later on each year. I am honestly surprised T-Mobile employees don’t file a class action for miss leading career promises. Don’t take my word for it, wait for Q1 2026 and comment here! Any Senior Manager or RMM with low amount of stores are in question from what sources are sharing.

One person says one thing, another says the opposite, and somehow the work still has to get done. I thought that the guy who told me when I first joined that 1% of the people do 99% of the work was joking. It took me a year, but I finally realize he was very serious and was warning me.

The managers will even push out highly skilled and successful non-Indians saying their position was eliminated yet have multiple job reqs to replace the American with the identical description and skill set of the laid off American.

High time that emp revolt by inundating people team with reports of unfair and discriminatory practices all around if infact that is what is occuring. Inundate both human resources and local senators and Dol...appears careers and lives are being destroyed through emp exploitation based on feedback here. when business is good there is no good reason for such low ethical and frankly unlawful means.

Management sent out an email October 6th 2025 that 50 union and 50 management positions were to be laid off due to lack of work. The truth is they sub most of the work out and are bringing in their people from San Diego to run the place. Glad I retired and got out of that mad house.

Remote work needs no defending. Common sense has to tell you that if you erase 10 hours out of someone's week, you can't expect them to produce the same amount of work as when they didn't have to spend that time commuting. I don't care how many clothes I wash or dishes I do, I'm not spending anything close to 10 hours per week on that. Poor management is the weakness that gets exposed when employees are working remotely. Instead of setting realistic goals, following up on them, and holding people accountable, they want to judge their performance by what they look like they're doing. It's mo--nic, lazy, and they'll unfortunately have to learn the hard way.

Layoffs are anticipated before the end of the year, with WARN notices currently being prepared. The expected rollout includes:

Phase 1: 1,000 employees on October 20, 2025
Phase 2: 1,100 employees also on October 20, 2025
Phase 3: 400 employees on December 15, 2025

Employees may begin to notice subtle behavioral shifts in their direct supervisors. These may include unusually warm and supportive interactions such as increased check-ins, inquiries about personal well-being, family, vacation plans, and offers of help with professional goals. Communications may take on an exceptionally friendly tone, both digitally and in one-on-one meetings.

Such changes often signal that decisions have already been made at higher levels. In many cases, managers are aware of selections made by the layoff committee or may have submitted names themselves to leadership for consideration.

This message is not intended to create fear or panic. Instead, it is a call to awareness and preparedness. If you notice similar behavioral patterns from your supervisors, take proactive steps: begin updating your resume, reconnect with your professional network, and ensure your references are current and accessible. Staying ahead of the curve can make all the difference.

I'll go first:

1. Cut Costs
2. Cut Thick Mgmt Layers
3. Build Alliances

I'm a somewhat new hire -- off the rip I've already heard all kinds of things about how inefficient the teams are, how useless the managers are, how petty managers are towards each other, senior staff/TFALs are slave driven to meet impossible deadlines, and onboarding/training is nonexistent. Is this account really that deep in trouble?

Anyone feel they are being pushed out or that the work load is unreasonable after this last CPM round? Management doesn’t seem to care. Maybe too scared to care?

This does not bode well. Have a look at CGI layoff. Same playbook. Mistreatment of employees, off shoring to India and layoff being the only solution adopted.

There are a number of posts on this site - possibly all by the same person - that make it sound like management is out to sc--w over the workers.
Let me assure you, most managers hate this process. Sure, there are a small number of easy decisions and obvious low performers, but most of the decisions that need to be made are heartbreaking.
Worst of all, no manager wants less people, especially when they know they still have to do the same amount of work as before.
Quit with the comments about no compassion and bad leaders. This su-ks for everyone.

You have one piece of honest feedback or advice for upper management at Optum that you didn’t feel comfortable including in your EXI survey because who knows how anonymous those really are, and go:

All management just left to go to an off-site meeting...

Looking at the DXC share price. Fair to say it's seen better days, I'm losing money If I current withdraw, but I risk losing it all going the way we are. What's people thoughts? Can management fix this ? Currently sitting at a 30%-40% loss with the share incentive program, and risk losing more if I withdraw due to tax but would rather have something, id even gamble it at this rate.

Ford work culture is decorated fully. All the high performing engineers are sidelined or made quit and ford management mostly promoting or favoring pets who are good at showcasing. I got few offers outside? This c×× nonsense is in big mess ? No way management is listening in anything. I want opnion other seniors who are at ford. I am at my mid level career now. Do you think it is high time to leave ford ? Or should wait things will change for good?

Its unreal how a company who's ELT is so focused on a greater society just breeds hate.

Like wow, you ppl are horrible humans.

So in the spirit of this website that focus on company layoffs I wanted to run what I done to my fellow loyal, dedicated, hardworking L3Harriss co-workers.

I'll try an be brief an get to the point. After attending multiple sessions of L3Harriss A.I. event week a light bulb instantly went off in my head. I said umm since I have extensive continuous improvement experience why don't I submitt this great cost savings ideal via L3Harris e3 program. So I did just that. What did I do you ask? Well I basically submitted a cost savings project where I projected the company can save easily 25 million or more a year and not skip a beat. Basically I submitted a cost savings project that replaces from the CEO of L3Harris all the way down to lower and middle level mangers. This also include all of H.R. department, EHS, Finance, and especially the absolute most worthless position ever created the dam program management department. I said in a few sentences that after attending the A.I. event and some of my own personal use of A.I. software well this technology is now ready to replace all of the forementioned positions/management/departments! They are all manily indirect charging and absolutely bring no tangible value into design, engineer, manufacturing and or testing of hardware/products. Therefore all of these positions can be replaced with? YOU GUESSED RIGHT A.I. BABY!
Now if you still reading let me explain. Without exposing to much about me I am an experienced degreed engineer with multiple years under my belt. I have set up private machine shops with different types of cnc machines and other supporting processing type equipment to be fully automated where only one experienced person can operate everything remote with very minimal human interaction. No HR, management, program management etc is on site or is even needed. Now yes these are smaller facilities and more dealing with high volume production components but this can apply to other manufacturing scenarios to a certain degree.

So to end my rant the point I am making is us real workers who brings true value to the company should say hey upper management please explain to us what justification can you provide to justify your salary because A.I. can easily do your job for the cost of a software engineer who can create an A.I. agent that can literally replace you. If this was a good ideal or stupid comment below as I value your opinion.

My manager got demoted to IC and their direct reports were moved under the director (by the director themselves). How come the director has this much power? Why are the directors never demoted?

I like my manager much better than the director.

Now the director will have around 30 direct reports which is suspiciously high number. Looks like many people in my team will get laid off eventually.

I doubt it.

Director and manager layoffs next. Flattening the curve on the fat middle

When will middle management get changed over. If Uniti replaces upper management then they need to replace lower management.

It’s been over six months since Bridget came on board, so a major reshuffle in her leadership team seems inevitable at some point. I’m honestly surprised there haven’t been any changes yet. Who do you think is likely to raise or move on when it happens?

The whole problem with this company is the lack of visibility beyond line managers. I have no idea who my manager’s manager is, I’ve never met them, and I’ve never received a single message from them. Above that, there are another four layers of management who nobody ever hears from ever! And then we have the top brass who take all the profits and issue orders. No wonder the company is such a mess. By the time any direction filters down the message has changed completely, or just totally lost and forgotten.

Sorry I didn't post this before more layoffs. While your manager is giving you the news, disconnect immediately from the internet. They can't scramble your laptop if they can't get to it. I was laid off on September 3rd. I've had access to my files all this time. I just got my box, so I'll go on the internet now and let them scramble it.

An all-cash deal to buy an OMS nobody’s even heard of. Most of their marquee clients have already walked. The president of LB was quietly shown the door, and there’s still no real leadership in place. How on earth did none of these red flags come up during what was supposed to be “extensive” due diligence before the acquisition? At what point do RR, SK, and FF get held accountable for these missteps? How is this not shaping up to be Cymba 2.0? And when does Sanoke finally break up the boy band and bring in leaders who actually know what they’re doing?

I didn’t get laid off. That’s my crime.

I’m still here in Bangalore — bleary-eyed at 2 a.m., staring into the blue glow of another Zoom call. The Americans on mute, the managers on script, the executives smiling from Spring, Texas, while delivering the latest sermon: “This is not a layoff. This is transformation.”

And I nod along. Because nodding is safer than questioning. Survival in this machine doesn’t mean performing well, or collaborating, or innovating. It means parroting the story exactly as it’s handed down. No edits. No hesitation. Clap when they clap. Smile when they smile. Pretend the slogans mean something when we all know they don’t.

On the anonymous forums, I read the curses: “Damn Indians.” “They took our jobs.” “Outsourcing ki-led us.”
And in that moment, I become the villain. Not an engineer, not a human, not a man with a family. Just a placeholder: cheap labor, offshore body, the thief in someone else’s story.

But here’s the punchline: I didn’t ki-l anyone’s job. Neither did the guy three floors above me or the coder across town pulling a night shift with chai and instant noodles. The true executioners sit higher up. Senior management writes the script. Middle management enforces it.

Middle managers — ah, the great priests of ExxonMobil. They don’t believe in the gospel, but they chant it anyway. They gather us in Zoom town halls and deliver the holy lines:
• “This is about efficiency.”
• “This is how we stay competitive.”
• “We must all align with leadership messaging.”

Then they turn off their cameras, go back to their spreadsheets, and quietly decide which “asset” is expendable.

And the rest of us clap. Because clapping is mandatory.

The truth is uglier than the curses: Americans blame Indians. Indians blame themselves. But the real game is higher. We are not colleagues anymore, just chess pieces moved to satisfy a curve, a cost target, a shareholder’s smile.

So yes, blame me if you must. Curse me for still having a job. But know this: tomorrow it might be some place else. Or an algorithm. The villain will always be whoever management points to, as long as the real architects stay untouched.

ExxonMobil says: Energy Lives Here.
But after this round of
sermons, we all know the translation:
Truth does not. Empathy does not. Only messaging does.

It’s weird time. Many companies are lining up for packaging and 18A-P. Big A is signed up for 14A. But still managers are asked to prepare list for next round of layoffs.

Question for the folks that are in the factories. Are you guys leadership team dysfunctional or is it just ours. Seems the left hand don’t or won’t talk to the right hand. Nobody knows what’s going on. Always running out of things. Just curious if it’s isolated or wide spread.

Why are Principal Engineers taking on reportees and performing managerial duties? Isn’t this a fundamental misuse of the role? A Principal Engineer is supposed to be a senior technical authority, driving architecture, innovation, and solving the most complex problems—not acting as a people manager. When they start collecting reportees, it raises a red flag: are they trying to shield themselves behind a team to inflate visibility and give the illusion of doing ‘more’ work than they actually are? This not only dilutes the technical bar but also creates confusion in accountability. Instead of leading by technical depth, they start operating as pseudo-managers, which neither serves engineering excellence nor respects the purpose of the role. In reality, it looks more like a strategy to hide from real technical challenges, while showcasing headcount as a false measure of impact.

People leave managers due to their behavior politics and secret meetings with trusted people

There is no reason to have so many layers of management in the US for the supply chain group and I'm sure the same applies to other groups like polaris, gbs, emtec.
A prime example of bloat is the COE group in materials management full of people who aren't experts of anything but are the ones making over complex processes that fail and promoting made up savings figures to justify their jobs in houston. Why close our offices in sg and in canada when we have this bloat in likely every organization within XOM. Shame on SG and the VPs with their lies when EMSC was introduced.

I want to thank all the managers who made it so miserable that I found employment elsewhere. My group manager told me that I would eventually be laid off, said “if there is anything I can do for you, let me know.” I asked for a letter or recommendation, which he said he couldn’t because of company policy. Since I have left, not only have I been 10x happier with my new job, a majority of those managers who thought “I’m too important for them to let me go” were let go. I’m now full remote. There is hope outside the stagecoach.