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How can 7 out of 10 people quit a group because it was impossible to work with their (New) manager and that manager is still employed.
3 doing the work of 10. What obviously followed was tons of issues, project deadlines constantly missed, lots of P1 tickets.
The remaining 3 are desperately looking for a new job.
How can management ignore that he is obviously the problem?
I have been working at this awful place for 5 years. In those 5 years I have been ranked VG
and good. I have constantly tried to move up kiss the bosses areses. Nothing I did helped not even staying late and working extra. I am salary so I dont get OT. I noticed others moving up and getting promoted. They were promoted even though they did nothing great. I found out later they were the relatives of other supervisors. Some were not even related but just friends with the supervisors. I have an engineering degree and one of the family members was promoted to be in charge of maintenance. The family member had no degree and experience. I asked why I was not given the job and was told I had not been at exxon long enough. I have given up trying and just do my job now. I was told my productivity had dropped and I needed to step it up if I wanted to remain competitive. I will probably drop in ranking this year but I don t care anymore. Exxon is a dead end for me and I am going to leave. The bad thing is I did not learn anything beneficial at exxon. I am employed as a technologist and just did stupid monkey lab work. I learned all of exxons stupid forms and useless meetings and trainings. I have found a new job at a smaller company that will employ me as an engineer. I am planning to leave asap. BTW I got a 1.5% raise last year and was told I was lucky to get that much. Baytown is a place that the blind lead the ones can see and do. I have never met a good or talented supervisor at baytown just friends and relatives of others in power. Another friend of mine went through the same thing at emhc but it was not as bad as baytown. He told me the only way to move up up was to leave exxon.
Announcing thousands of layoffs and then dragging it out as long as possible is just disgusting and completely demoralising. They really don't give a damn about anybody.
On a scale of 1–10, how much do you actively hate DXC as your employer?
1 = "I wake up weeping but I still log into MS Teams out of sheer muscle memory."
2 = "Every internal email banner triggers a violent somatic response. I have thrown up twice during global town halls."
3 = "I don’t even care about getting another job anymore. I have transitioned into pure, unadulterated spite. My only career goal is to remain on payroll long enough to watch this company default on its office leases."
4 = "I have accepted that this is purgatory. I no longer look at my bank account or the calendar. Time has lost all meaning."
5 = "I am using DXC paid compute landscape to mine crypto as a side hustle."
6 = "I actively feed wrong information to the project managers just to watch the client panic on the weekly sync."
7 = "I am deliberately missing high-severity SLAs, letting tickets rot in the queue to trigger financial penalties big enough to default the company."
8 = "I am actively injecting ransomware and destructive malware into the core delivery pipeline, ensuring our entire environment is completely unrecoverable by morning."
9 = "I am actively feeding my client counterparts the exact internal audit trails, contractual loop-holes and falsified billing logs they need to legally terminate their contracts with DXC for material breach so that I can burn DXC to the ground from the inside out."
10 = "I am actively dropping production databases and deleting backups during peak hours, purposefully disrupting client infrastructure so this entire entity finally collapses into bankruptcy."
People have stopped holding the handrails. Walking while starting at cellphones. Driving across parking spaces in the parking garage to get to the exit quicker. What is going on?
Leading indicator of lost safety focus?
Looks like a downward trend. How long before leadership is getting culled? Or is miserable results acceptable now?
I'd be willing to bet 90%+ of people severed are thriving and happy...also, based on feedback from peers that stayed with CVX, we dodged a big bullet and got paid to do so.
Let's never forget what Stank has done to the company and culture, driving both down as one of the worst large companies to work for.
I had 35 hours in the office already this week before I woke up this morning. That meant only 5 hours were needed to get to my 40 hours. Got in at 7am, found my desk, connected to the wifi and chilled for 5.25 hours. Left the office by 12:30 and grabbed lunch and a beer before getting home. Forcing me to work 40 hours a week in the office really opened my eyes to what is really important. That I can thank Stank for.
Humana - where careers go to die. Get out before you lose all that you loved about your career. Before your skills diminish because they put you in a box! Runnnn
We've been bleeding talent, whether through attrition or layoffs, and the best people are gone. There are very few of us left who can actually do the job, and the workload is impossible. I guess nobody really cares.
It's normal to be a bit slow in late Summer but it never really got busy. Just one program everybody's hanging their hats (and hours) on. Can't last like this. The prospect of staff reductions hangs in the air like a dark, brooding cloud... waiting to storm.
Surprising number of individuals leaving recently from all different titles/backgrounds. Bad leadership seems to be the common denominator and not listening to what employees want.
It's so easy to stay on the payroll doing the very minimum work just to not get fired while taking as many paid days off for all the many reasons we can easily get away with. See, the difference between many of us and the bootlickers is that we just don't give a fck. We know we can't be fired and some day we'll be surplussed and when that happens, which it inevitably will, well celebrate and move on with our nice termination pay, which is much better than the bootlickers get. lol
Shoulda popped that in the survey.
That’s what it’s starting to look like. Seems a little self-defeating to me, but what do I know, I’m just a measly peon, right?
So burned out. This place is unhealthy.
stock soars to 400 in after hours market. None of us are getting raises, promotions, stock purchase plan or RSU's and are constantly being threatened by layoffs. JC and MD are getting rich and we're suffering, yet we do all the work. How long are we going to look like the fools that we are. We get a beating and then say thank you...may I have another. Apparently, people are no longer quiet quitting...or if they are....it is not working. The company itself seems to be getting stronger...like it feeds off of negativity.
I thought it was interesting that the latest survey I received did not ask whether I would recommend BNY as a place to work or whether I would consider leaving BNY for another job. I guess management is worried about the answers that would be given to those questions.
After 36 years at Fidelity, I have learned that every generation of associates eventually faces a moment when the conversation gets heavy.
People start asking whether the company is changing too much. Whether the culture is still the same. Whether the future is secure. Whether leadership understands the pressure people are feeling. Whether the next reorganization, strategy shift, technology wave, or market cycle means something worse is coming.
I understand those concerns. I have lived through enough change to know that uncertainty is real. It affects people, families, teams, confidence, and morale. I would never dismiss that.
But I would also offer this perspective: catastrophizing has never helped anyone build a better career.
Fidelity has never been a static company. It has grown, reorganized, adapted, expanded, corrected, invested, simplified, and reinvented itself many times. That is not a sign of failure. That is one of the reasons Fidelity has endured.
A long career teaches you that companies, like people, go through seasons. There are seasons of growth, seasons of constraint, seasons of reinvention, seasons of discomfort, and seasons when the path forward is not as clear as we would like it to be. The mistake is assuming that a difficult season is the whole story.
It is not.
Fidelity remains a company with tremendous strengths: deep customer trust, a respected brand, scale, financial discipline, a broad business model, talented associates, and a history of finding its way through change. That does not mean every decision will feel perfect. It does not mean every associate will experience change the same way. But it does mean that this is still a place where people can learn, contribute, grow, lead, and build meaningful careers.
To those early in your career: do not let fear become your career strategy. Listen, learn, and be aware of what is happening around you, but do not let anonymous anxiety define your view of the company or your future. Build skills. Build relationships. Ask for feedback. Understand the business. Volunteer for hard problems. Become known as someone who is reliable, curious, adaptable, and focused on outcomes.
A career is not built by waiting for certainty. It is built by becoming valuable in uncertain environments.
To those who have been here a long time: our experience matters, but only if we keep converting it into relevance. We have seen cycles before. We know that the mood of the moment is not always the truth of the future. Our role is not to deny that change is hard. Our role is to help others navigate it with perspective, steadiness, and maturity.
Long-tenured associates have a responsibility to be culture carriers, not nostalgia carriers. We should remember what made Fidelity special, but we should also help shape what Fidelity needs to become next.
That means mentoring newer associates. Sharing context. Reducing noise. Solving problems. Staying open to new tools, new ways of working, and new business realities. It means being honest without being cynical, realistic without being fatalistic, and loyal without being blind.
There is a difference between concern and catastrophizing.
Concern asks: What can I learn? How can I prepare? Where can I contribute? Who needs my help? What skills do I need next?
Catastrophizing says: It is all broken. Nothing matters. The future is already lost.
I do not believe that. Not after 36 years.
What I believe is that careers are built through adaptation. Reputation is built through consistency. Leadership is built through how we show up when things are unclear. And culture is built by the daily choices we make in how we treat each other, how we talk about the future, and whether we choose to contribute or simply complain.
Fidelity is not perfect. No company is. But it is still a place with opportunity for people who are willing to grow, stay curious, build trust, and focus on meaningful work.
The best advice I can offer is this: do not outsource your outlook to the most anxious voice in the room.
Pay attention. Be thoughtful. Prepare yourself. Keep learning. Take care of your network. Take care of your reputation. Take care of your teammates. And remember that your career is bigger than any one rumor, reorganization, difficult quarter, or online thread.
I have seen Fidelity change many times.
I have also seen people build remarkable careers here because they chose resilience over fear, contribution over cynicism, and growth over retreat.
That opportunity still exists.
The question for each of us is how we choose to show up now.
The stock is up, so I guess people are ok with the abuse. The complaining stopped.
Every conversation comes with a little reminder that they can let you go whenever they feel like it. You are never secure or safe and they want you to know that. It's a control tactic and it is draining every bit of energy I have left.
Don’t expect engagement, cooperation, creativity. You won’t get it because you don’t believe in it. You believe in hierarchy of mediocre yes-people, micromanagement and fear tactics.
Im sorry i dont mean literally but i have to question whats happening there because not many people i work with have a damn clue how to do their job and have no freakin work ethic what so ever. And its getting worse with each new recruit brought on board. That location has always been known as an issue so very shocking when it was announced a growth location but something has got to give. There are way too many of you that are just a red flag so what gives seriously
Not even a single manager in this company seems to work on anything other than “stakeholder management” and preparing presentations for leadership.
Meanwhile, the individual contributors who actually get the work done are excluded, discarded, and overlooked, while their work is celebrated only to stroke the egos of so-called leaders. That’s the reality of Verizon today.
How is this okay? They sit around and share negative opinions about specific employees without any shame. Word gets around fast and now nobody trusts anyone and everyone is scared of being next. That's not leadership. That's bullying, plain and simple.
I'm getting really tired of seeing no benefits from good results and shouldering all consequences of the opposite. When everything was great, there was no upside for employees. Yet as soon as things started to fail, the downside was layoffs. And it keeps happening.
3 hours a day.
15 hours a week.
60 hours a month.
720 hours a year.
That’s 30 full days of your life spent commuting every year.
One entire month annually sacrificed sitting in traffic so a presence report can show the “right numbers” for work that still just happens on a laptop and Teams calls.
Thousands in gas, tolls, parking, wear and tear, and unpaid time gone forever.
And for what? Morale is worse. Burnout is worse. The stock is down. People are leaving.
That’s #LifeAtATT
Nothing and I mean nothing scares ppl investing with any bank more than turmoil and unrest.
They are really pushing for massive layoffs done by silent workers being threatened long insane hours and excessive workloads.
They WANT this to happen. Jump ship get the he-l out let them sink like State Street did.
They deserve their misery gaslighting employees. Reneging on five years of hybrid.
Abby is cooked she’s lost her way they’re going for the big sell out why taking about 25% in the wake.
She wants insane type A hyped up employees or the massively linear Indian and African workers willing to do this workload for Pennie’s on the dollar to escape genocide or sepsis in the streets.
This is tectonic.
I've been at several companies over the last 20 years, and I've been at 3M for the last ten.
I used to be able to enthusiastically say that 3M was the best place I've ever worked.
I guess that's still true, but not the 3M of today.
This place has gotten bad, and it continues to get worse.
Per Charlie, will you all get the F out of here here please?!?!?!?! Just leave already!!!!
Should be posted daily so we don't ever forget the qualities of our Dear Leader.
Especially all those bootlickers and the standing ovations and softball questions at the Town Halls.
WF CEO CELEBRATES 23 CONSECUTIVE QUARTERS OF HEADCOUNT REDUCTIONS
https://www.bizjournals.com/sanfrancisco/news/2026/04/14/wells-fargo-ceo-layoffs-wfc-earnings-call.html
Anyone going through that recently?
I got this fu--ing annoying member from another team, who is good for nothing.
Yet, I can see behavior which always cause chaos, trying to step on everyone’s toes.
Matter of time when someone asks them to “calm TF down”
There was a time when I genuinely believed this company valued its people. That feeling is long gone. Now we are just waiting for the next layoff announcement and bracing ourselves to train the people who will eventually replace us. I won't even mind all that much when my time comes.
Most employees appear disengaged, simply completing their assigned responsibilities and leaving at 5:00 every day. There is little motivation to exceed expectations because most people feel that exceptional effort is neither recognized nor rewarded through promotions, raises, or bonuses. This has proven to be the case at Truist.
Employment is ultimately a two-way agreement between employer and employee. However, the expectation at Truist often seems to be that teammates should consistently go above and beyond in every aspect of their work. In reality, employees are compensated to perform the duties outlined in their roles. As a result, most (including myself) have adopted the mindset of doing only what is required for their role, since additional effort does not appear to lead to meaningful financial or career advancement.
Well said, @a7+1krek386h.
Can we go back to the time when we were able to focus on our work without having to worry about losing our jobs 24/7?
Before I quit two years ago, I remember it taking 15 minutes just to log in every morning. To say the place was a mess would be an understatement. Not to mention, the whole Genpact deal destroyed already low morale. I was so happy to leave it all behind. Have things improved at all since then?