#morale

Since November, there have been persistent rumors of a significant layoff, with Boston CG frequently mentioned as being involved. Nothing ultimately came of it following our November earnings call, but the rumors resurfaced later, with speculation that decisions were finalized by mid-January. This week, our CEO shared a company-wide video stressing that the next 90 days are critical, which would carry us through the end of tax season. Beyond that, the outlook is unclear.

Morale among the ICs and M2/3s I’ve spoken with is low, even outside of MTV HQ. There’s constant pressure to move faster while priorities shift rapidly, and leadership has increasingly been framing Human Intelligence HI as if it were a newly discovered idea and the act of thinking.

How we'll continue to function properly after this is beyond me. Nobody thinks about the future, they just care about what they can save right now.

Does anyone think this new CEO is a clown?

Another year of going above and beyond with no reward, doing all the things picking up slack for team mates and being held to a higher standard than others, taking on extra work and still just meets and no financial or professional reward or compensation. I’ve been here 7 years and I’m tired of the bs

Badge swipes, the president of SMS going desk to desk to make sure we are here, constant questions about where we are.

So glad I've given 10 years of my life to a company who thinks we deserve to be treated this way.

Even senior leaders appear unable to credibly defend the current direction. All-hands meetings lack conviction, and there is a widespread belief that employees are being financially and professionally constrained with little effort to soften the message.

Who else has come to the realization that his/her TI dreams are gone forever?

How convenient. The ratings are updated to drive more slavery. For zero pay increase year over year. Billions and billions in profit.

what an irony !
"it's a choice we're making
let's start giving"

to start the townhall with this song and words.
nothing but greed, let's get pay increases with double numbers % in the top.

It will get ugly…

Ondot management taking over Clover teams has been a disaster. The managers and directors brought in have no understanding of the products, systems, or culture they inherited; yet they’re aggressively imposing their own playbook as if they built it.

Instead of learning first and leading responsibly, they’re bulldozing teams with zero domain knowledge and maximum ego. Execution quality has dropped, morale is wrecked, and decision-making feels reckless at best.

It’s leadership without competence and the people who actually built and ran these systems are the ones paying the price.

If this is the “new direction,” it’s hard to see how it ends well

Converse layoffs. Nike layoffs. Layoffs, layoffs, layoffs. Holy fvck. Just die already.

I've been here for 12 years and I am so burned out by it all.

No money for anything. No baIIs to do what's right. Shovel jobs to India where they don't give 2 shlts.

Why should any of us care anymore? I feel like I'm working at the Blockbuster of shoe companies.

Dell has managed to drain much of the satisfaction from the work we do. The things that once made coming in each day worthwhile have steadily disappeared, and the overall experience now feels increasingly driven by employee exploitation rather than mutual respect.

I know my success at Verizon or any job was attitude and adaptation.  It was also how quickly I could get good at the next challenge and make the changes I needed that would help me win.  Sounds easy, but it requires a full buy-in and positive mindset.  So far, what has changed?  Are we sold on the direction and does leadership value our buy-in?  I think transparency is a key to moving forward and calming fears.  I don't think this leadership team has shown anything of the sort.  It's easy to tell a future failed leader by both actions and inaction.  If the entire team isn't on board then "you ain't winning".  We are lost and a plan hasn't even been clearly laid out for our success.  Again, the company is trying to do this without us.  Only when we are a team and valued will we succeed.  Hate to break the news... we are still not valued.  They count on us to do the lifting but don't give us reason, respect or credit.  When the employees are here for more than a paycheck you win.  When we are here for the team and to help Verizon win then we will become a different company.  When leadership fights FOR us and makes US first then and only then will Verizon change and become a leader.  This leader failed in his first message and it's been downhill from there. 

Serious question. How are fellow employees staying motivated after low to zero expected rewards?

Lofthouse came to Toronto and his biggest concern was not being able to shop from whole foods. Here people are loosing their livelihood and his concern is luxury shopping shopping. What is wrong with this people?

Everyone ready for all the ata boys on how AMAZING we did at the Superbowl on LinkedIn, followed by all the a-s kisser comments and likes. Could have saved a few jobs with the cost of that.

Oh yes they have sc--wed everyone out of there hard earned PTO. Now salary people can't take there PTO until its accrued, even though store managers want to know when they are taking there PTO ahead of time. How are salary managers going to take there time off if it's not accrued? Cause we have restrictions, can't take time off during certain times of the year. Guess we will be taking vacations back to back. What a joke this place is. Sc--wing there hard working people out of there PTO.

AT&T continues to slash jobs, destroy careers and negatively impact families. All the while, spending $25M on the Pebble Beach sponsorship. There's zero human connection between AT&T Leadership and those doing the real work. None!

I’ll write out a full response pushing back on a bad decision or unfair comment, then sit there staring at it. Pushing back sounds reasonable in my head, but I also know full well it's an easy way to get labeled as difficult by management. So I delete it and stay quiet, not because I agree, but because protecting my reputation feels safer than being right. It's exhausting having to police myself like that.

MST home dispatch tech use and abuse company assets. They drive 100K-200K bucket trucks to their home and back to their home garage everyday. Big V8 6.3 L engines use a lot of gas and insurance on top. Also, with MST high pay and only have .5 job per tech a day per tech how is that saving company money and liability.
There are rules to follow when joining home dispatch program. Following the rules helps save gas and time and wear and tear on a vehicle used to drive to work and to home. But MSTs abuse this program from driving to the garage every day and dispatching at the garage. Making a stop at the grocery store to grocery shop in the company vehicle before driving home. Not closing your last job at the job site and instead, drive home and being still dispatched on your work ticket and then closing the job when you arrive home. I follow the rules, and I do not want the home dispatch program to go away because of MSTs taking advantage of the abuse. Also, MST managers are favoring many MSTs and letting the home dispatch MSTs do what ever they want. STOP ABUSING THE HOME DISPATCH PROGRAM YOU MSTs. You know who you are...

~80% of employee count.

To say this ship is sinking would be an understatement.

Sometimes you put weeks into a project, it launches, and your contribution doesn’t get a single mention. It’s frustrating seeing your effort vanish like that, but it’s almost laughable how often it happens around here.

Losing this job doesn't scare me like it used to. The environment has gotten so bad that leaving might be a relief. The benefits are poor and the culture is toxic, so what am I really protecting?

Or is it already too late for that?

Intel management uses the constant threat of layoffs to keep control and again and again demand more output. It forces people into silos, looking out only for their own survival. They assume we'll obey out of fear of losing our jobs, and, sadly, too often they're right about that.

My old boss set the tone. Mistakes were part of learning, and the team thrived because of it. When he retired, it hit everyone hard.

His replacement was hired from the outside and immediately started yelling over small mistakes and micromanaging everything. He’s slowed us down, morale is tanking, and half the team is trying to leave. Promoting from within would’ve made far more sense. At this point, I can’t help wondering if this outcome was by design.

I'm watching coworkers who are just a few years from retirement willingly walk away. That never used to happen. If people that close to the finish line are giving up their secure exit, you know there's something seriously wrong with this place.

Would be curious to see company wide numbers on this. Certain divisions have suffered under the low morale. There is little incentive to perform. It's only a matter of time for the rest. The C Suite does not care at all. When will their customers wake the f up?

And I do mean everyone

You constantly hear about people being let go, a team here, an org there, in numbers just small enough not to draw too much attention. There's endless talk about a reorg with zero details, and barely any communication from leadership. We're left fumbling in the dark, just waiting to see if our job is next. It's no wonder morale is in the gutter and the entire atmosphere feels so heavy.

Ahahaha, the people running this company lied to you and they hate you!

It would be better to layoff people who don’t want to be there. The people who are cheering for layoff because they don’t like being there. These are people they should pick for layoffs. They are going to leave anyway. They are not motivated. Have low morale because they don’t like the changes. The people remote also qualify for layoff. People who have average of 2days or less RTO should also be qualified for a layoff. People who have been at walgreens for years and have a high salary should also qualify for layoff. People close to retirement should also qualify for a layoff. Managers that don’t manage and don’t contribute should also qualify for layoffs. Overall, I think we may have 1500 people like that. Then what you have left is people who wanted to stay and like to work.

Do as I say and not as I do and you'll go far at Gainwell. That should be the motto and on all the employee literature.

We'll change the rules all of a sudden and tell you it's always been that way. And you're supposed to believe it. <- Sounds like a cult, right...

Regular employee makes a mistake and it's the end of the world. A manager makes a mistake 20 times worse and it was simply a forgivable human error.

Multiple managers want you to put together a statement, each with their own sl--t to the story. <- It's all the same truth, right.....

Make a promise to gain what you want, then pull the promise with the worst reason ever.

All this in one day, living the dream folks.

To those who have been RIF'd, I'm sorry. I hope that you find something better.

Does anyone else experience the guilt when you are left when other are cut??

Anyone? Since I have to come in everyday and no one sits in my corner except me (why am I here) at a min having them come by was like ok…. Guess I’m at least here to receive that 😐😂

Go to any of the other banks' board on layoff.com and it's the same as Citi - people complaining about RIF's, forced low rankings, little raise completely out of touch with modern inflation and lowered bonuses...bank of america, JP, Wells, BNY, State Street. All of those boards look identitical to Citi's layoff board. Yet, bank's profits, including Citi, are high and stocks at record highs.

What's the issue for such low employee morale at big banks?

I can only imagine how the people cut this week are feeling. The rest of us will probably spend it consumed with anxiety over next week. About which we still know almost nothing. What a way to treat people.