#morale

I don’t care what your favorite dessert is or what your summer vacation plans are. Read the f’ing room. I’m too busy trying to figure out how I’m going to keep a roof over my head if I get laid off to care that you road your bike in Italy. The water cooler conversation in Chandler is how many people got laid off the week before.

What ever interactions we have with customers, We should start telling the truth -
Moral is super low and that will lead in to lower quality. We should alert customers to start running away now, instead waiting for product failures and more chaos.

Tone Deaf. Let them eat cake. Do you think this is a good look? Will it attract customers? Not likely.

I hate everything about Dell. It used to be a good company. Not anymore. The greed, the arrogance, the incompetence, the abuse, the corruption, the dishonesty - it's a SHIITHOLE.

I commit to continue doing absolutely nothing and getting a pay check for it. Dell deserves nothing more.

Morale is basically underground, but maybe we shouldn't trash the company yet. If this ship sinks, our bonuses are definitely going down with it.

ExxonMobil’s MLRP is a performance‑ranking system that forces a fixed percentage of employees into the lowest category (“NSI”), often triggering PIP or separation options. It functions as a structured mechanism for performance management but has been widely criticized for effectively enabling layoffs under the guise of evaluation.

What the MLRP System Is
ExxonMobil’s Management and Leadership Review Process (MLRP) is an annual performance‑ranking system that categorizes employees into tiers. A key feature is the mandatory minimum percentage of employees placed into the lowest tier, Needs Significant Improvement (NSI). In 2020, ExxonMobil increased the required NSI share from 3% to 8%, expanding the number of employees exposed to performance‑based consequences.

Employees placed in NSI may be:

Forced to resign,

Placed on a Performance Improvement Plan (PIP), or

Given a Performance Improvement Leave (PIL)—a 3‑month paid separation option with benefits and outplacement services.

How the System Works in Practice

1. Forced distribution
   Managers must rank employees relative to peers, ensuring a fixed percentage fall into NSI. This is not purely performance‑driven; it is quota‑driven. Employees report that even strong performers can be pushed into NSI to meet the quota.

2. Consequences for NSI employees
   According to internal details shared by employees:

All NSI employees are subject to PIP or PIL.

Employees 40+ years old get 21 days to decide between PIP or PIL; those under 40 get 7 days.

All PIP/PIL programs must begin by September 1, with an off‑payroll date of December 1 for PIL.

1. Impact on newer employees
   Employees with less than two years at the company who fall into NSI are often asked to leave immediately.

Why the System Is Controversial
Employees and analysts argue that MLRP functions as a layoff mechanism, especially during downturns, despite ExxonMobil publicly stating it does not use the system to reduce headcount.

Reported concerns include:

Opaque criteria and limited feedback before being ranked low.

Morale damage, as employees feel they must “play the game” rather than focus on meaningful work.

Disproportionate impact on older or higher‑cost employees, aligning with broader cost‑cutting and offshoring strategies.

Summary Table
Aspect What It Means
Purpose Annual performance ranking and talent management
Key Feature Mandatory % of employees placed in NSI (raised to 8%)
Outcomes for NSI PIP, PIL, or forced resignation
Employee Concerns Quota‑driven cuts, morale issues, perceived covert layoffs
Company Position Claims system is for performance improvement, not layoffs

If you want, I can also break down PIP vs. PIL, explain how to navigate the system, or compare MLRP to other oil‑industry ranking systems.

You guys are hilarious!
Depressed when the stock is down. Depressed when the stock is up.
Depressed when there are layoffs.
Depressed when there are no layoffs.

Are you being scheduled:

Excessively early morning or late evening shifts?

Back to back closing and opening shifts ?

More than 5 day stretches?

Longer than 8 hour workdays?

Split shifts ?

Having hours cut suddenly to zero or almost no hours?

Asked to work while your on a vacation? (Salary)

Asked to go without a meal break?

Asked to take a two hour meal break to save payroll hours?

Asked to come in excessively on a scheduled day off?

Cutting certain associates hours, and giving those hours to a “favorite “ ??

Mike Loughlin or Mandy Norton!! Times were better for us!!!

Right now, fear is everywhere at Oracle. For a long time, the company’s raises and promotions have been pretty bad compared to places like Google or Meta. But despite the lower pay, so many people stayed. They were the real backbone of the company’s success, and they stuck around because they needed the stability for their visas, their families, or their health. They pushed through all the office politics and the lack of growth, thinking that their loyalty would eventually count for something.

But Oracle just proved those people wrong. The company treated its most loyal workers like they didn't matter. When the layoffs happened, their severance was tiny because their salaries had been kept so low for years. On top of that, they lost their stocks and were told they couldn't be rehired. It’s devastating to see people who gave everything to the company be left with no voice and no support.

Now, the "survivors" who are still there are realizing the same thing could happen to them. In this new AI era, you feel like just a name and a number on a screen. With everything moving to Nashville, there's this constant worry that your laptop could be shut off at any second. Honestly, no one is motivated anymore. We don't know when it is our turn. The whole company feels like it's in mourning, with everyone just doing the bare minimum to get by because the trust is completely gone.

Nike - A marketing company - I seriously doubt!
Think about well to do well taken care off employees, across different regions. They should have been the best brand ambassadors of brand. Each well taken employee can easily bring more revenue by sales as people around their community beleive in the brand. But heck no... These thought process can only come from born leaders and visionaries...

Well, the time has come. It’s the last night of the Crown Castle nightmare that has been the lives of those of us in the perimeter. I’ve lived through Covid, several RIFs, the lineup of C-suiters that have exited (one took her broom with her), the forced move and then backtrack, offices shuttered, and now a 2.5 year long divestiture process. Heck, I’m beat.

I’m under no illusions that the new company will be perfect…far from, but I’m not going to troll this page anymore. I’m sure I’ll hear about it over drinks with my old Crown friends, but I won’t be active on here anymore.

I’m proud of the work that my friends (maybe even some of you) and I accomplished, despite the mismanagement, craziness, and fear of what’s next. We still did a fantastic job with what we were given. I’m going to miss a lot of people, but I’m sure everyone will be just fine wherever they end up.

For those going to Arium, good luck on starting over with the dedicated company focus that you always deserved.

Zayoites, good luck on an established organization that has pet insurance!

For my Crown 2.0 generation, when the Colonel sends out his email tomorrow, announcing the dawning of the new Crown, hang in there. You’ve outlived how many CEOs? I’m sure many of you will outlive this one…unless he sells the company, which is entirely possible.

The worst thing to happen to Bnsf railway was , " Berkshit Hathaway". Trading peoples livelihoods for profits. No different than when they were burning people out of their homes back in the day to lay tracks !!!

Two of our branch colleagues were ki-led today, so place your bets. How long until the company's "deep mourning" ends and their jobs are listed in the career hub?

Bring back the wolves!

The sheep in place have ki-led this company. All yes people focused on managing up, not results.

reminds me Scully saying "can we be serious now?"

guys talks for 15 Minutes , call for experts .... TS... Alfonso .....

what a joke

Do the not read the room? Folks are constantly worried about layoffs. Can’t afford groceries with the minimal raises and no promotion opportunities but hey donate to the PAC.

Can we make actually replying to peers in email or teams a fu--ing job requirement?? What a loser company, I have been here 6m and never seen anything like this at my other companies

40 let go last week. A couple were people that were the only person that worked on their particular project in their capacity. I wish them well. It's basically monthly now.

;)

I have a dream that one day we will be judged not by a badge swipe, not by a line in a presence report, but by the work we actually do.

I have a dream that we stop pretending five days in an office equals productivity, when we’ve already proven that great work happens from anywhere. That we stop forcing people into seats just to be seen, and start trusting them to deliver.

I have a dream that effort, integrity, and contribution matter more than location. That someone doing exceptional work from home is valued more than someone simply occupying a desk.

I have a dream that we end the illusion that RTO creates culture. Because culture isn’t built by commuting, by sitting in traffic, or by joining video calls from a cubicle. Culture is built by trust, respect, and giving people the flexibility to do their best work.

I have a dream that we recognize what’s actually happening. That people are burned out, that morale is down, and that forcing five days in-office isn’t fixing it, it’s causing it.

I have a dream that we stop measuring presence and start measuring performance. That we reward results, not routines.

I have a dream that the best people aren’t pushed out because they want flexibility, and that we stop pretending five-day RTO is normal when most of the world has already moved on.

Because right now, we’re clinging to a model that’s outdated, expensive, and ineffective.

So I have a dream that we move forward. That we embrace hybrid, embrace remote work, and build a company around outcomes, not optics.

Because work isn’t a place.

And the sooner we accept that, the better off everyone will be.

How’s it going in the stores without their beauty merchandisers?! Are the cosmetics associates doing the job? Visual captain?! Is stuff getting done?! Why would anyone think it was a great idea to cut them? If anything there should be a full time and a part time at every store! They’re important because they do a lot in 40 hours a week! Mind you, the pay should align better too.

The GoT quote to describe Elavon is “the night shift is dark and full of terrors”. Everyone is looking out for themselves.

Three words. What a mess!

We witnessed our leaders in a dark room with bad lighting. There were sound issues that went on the entire meeting that was giving me a headache.

Our senior leaders talked for 30 minutes about what food they like. The last 30 minutes were a blur of non sense. They all looked like they hate each other and have not exercised in 15 years.

I walked away feeling d-mber for having used my time to attend that meeting. Thank you.

Did anyone else just basically shut down mentally with the news today?
Really struggling and doomscrolling. This is going to su-k.
Did any work get done today or did we all just fall into a mental void.

EMPLOYEES THAT WERE LAID OFF!!

WHAT IS YOUR LOGIC IN KI-LING CONVERSE SLOWLY UNDER YOU

Complete horse$#!t so far.

And until the two march in lockstep, layoffs and bottom-basement morale will continue. Each person needs to decide for themselves whether to continue to work for this set of values or not. While I wish the best of outcomes for everyone, I left in late 2023 because I realized that fear and bullying were evergreen in the leadership teams here. Happy to report there’s great opportunity beyond this organization.

There are 50% chances that Dan might fail but there are 50% chances that he might succeed to transform..
I do see lots of negativity among Band 5 leaders.. overheard negative talk on the floor after All hands..
why can’t these middle layer leaders do not want to give it a fair chance ?
Looks like Dan made these ultra comfortable people uneasy and they are not liking it.

so now what?

is today the last day of layoffs and tomorrow and thurs are the 'reshuffle the deck', deck of cards that are 2's and 3's and a couple 7's of clubs

russian roulette done, now time for low stakes poker and playing bad hands

what a joke this is, every year, there's nothing left of us, no hope, no ambition, just fear and low energy

all the wind taken out of our sails

that phk celebration gonna be real fun, but then again, the east campus seemed untouched, so I guess ol tech doesn't matter

time to move on if you haven't already........for those that remain, spend all energy on new opportunities.....this place isn't going to let anyone else retire from...those days are over....long tenured.....big red x on back.....just how it's playing out

“5 DAYS. ONE TEAM. MORE SOON.” WTF... seriously? It’s being framed like some kind of exciting announcement, when for many of us even 3 days in the office already feels excessive and outdated.

If this really means pushing to 5 days, it’s not going to strengthen the team. It’s going to do the opposite. The best people will quietly start looking elsewhere, and those who stay? Don’t expect engagement or extra effort. You’ll get the bare minimum, because that’s what this kind of decision signals back to employees.

And honestly, if last year’s VOE survey results were already bad, just wait for this year’s after this kind of policy. It’s hard to imagine them improving under these circumstances.

Personally, I’m already planning my coping strategy: books on my phone and tuning out as much as possible. Though that might be difficult with coworkers who treat zoom calls like they’re shouting across a stadium instead of speaking at a normal volume.

It’s frustrating to see something that impacts people’s daily lives so heavily being communicated with vague slogans and zero transparency.

I work in credit fraud and recently there were recent layoffs of remote employees who were amazing people to work with back on March 20. There are still some remote employees left that live about 1 to 3 hours from the office. They now want people to go in 60% of the month and I’m a remote employee that’s still standing and I am always left wondering am I next. This whole RTO has been a mess and it’s just getting worse. They even told me I should try to get into the office. No way I’m going to do that long commute with the high gas prices and I was hired as remote. With all this lay off talk I am getting to a point where I just feel they should just lay me off. My whole department struggles with low morale and if you ask a question or want help on something you get an attitude from management saying you are an advanced case processor, you should know how to do that. There is a lack of support for one another, just a negative attitude. I just keep my head down and quietly do my work. Anybody else feel like this? Always wondering if you are next? And your department struggling with low morale?

Best of luck to you all living with this braindead bozo leadership. I won’t be coerced into “doing more with less”. You claim market based but don’t compensate market based. I’m done going above and beyond for a company that doesn’t even offer basic flexibility in return. Welcome to the world of 8 and skate. GFY! This ship is sinking, fast!

There is no reason this couldn’t have been handled with a single, clear email sent in the morning to everyone impacted. Something every competent organization manages to do without creating chaos.
Instead, we’re expected to sit around all day refreshing our inboxes for a pointless 15-minute meeting where no real discussion even happens. This is not just inefficient, it’s unnecessary mental strain and a waste of time for every single employee.

Perfectly said, @a9+1kq8f4etn.

The culture is so bad that people end up becoming worse versions of themselves the longer they stay here. It takes a special kind of talent to pull that off, but SF has always been an overachiever.

I'm not a complainer, I'm really not. But look around. Deadlines get missed constantly and nobody says anything. People used to help each other, now they hide from each other. And I've watched two different managers bend rules that I know are there for a reason. CDW isn't just struggling. It's losing what made it functional.

Two people on my team have developed serious stomach issues this year. Their doctors said it's stress related. Both of them! And yet nobody in management seems to care.

The Culture Week "pep rallies" and platitudes of how much this company cares about the culture and it's employees is nauseating, especially during a week when another round of layoffs is happening.

Sad.