#morale

I remember walking through the halls here when I first started and feeling genuine excitement about the place. The energy was real and people seemed to actually enjoy being here. Over the years, I watched that energy fade as the bank stopped treating employees like partners and started treating them like just another expense. Now it's completely unrecognizable.

What the he-l kind of leadership is that?? How is that acceptable? This place used to have good managers. Now all of them have been laid off or left and we're stuck with new id--ts with zero people skills and even less knowledge. No wonder this place is sinking as fast as it is.

Looks like we’re getting hit every three months. No wonder morale is in the gutter.

So nervous about today, I can't function!

I swear, I hear this one more time from anybody, I won't be responsible for my actions.

Everyone’s stressed, everyone’s worried about where they stand, and collaboration disappears the second pressure goes up. What happened to this place?

The golden years are long gone. To compete with price slashing, we have to almost give away our product. This leaves less to work with. Though cost cutting has been a theme the past 5 years. But this past year has reached Sprint levels. Do more with less people and money but be happy about leadership's questionable decisions. It is scary the similarities of what Sprint went through before being destroyed and what we are seeing today within. A sad coincidence we added yellow to our colors. On top of all that weight from above, customers are getting worse. Not just with us but everywhere. The entitlement norm and lack of compassion or respect of fellow humans is a crazy strain on workers already looking over their shoulder.

@xx+1kqqf7e4m makes an excellent point.

We've been weighed down by margin pressure quite a bit. General population will continue to be VERY cautious given all the sh-t that's going on in the country and inte world. Plus this case of a lingering fallout from the botched Albertsons merger - it's a messed up mix of bad things. Now, I wander, how much suffering will be directed towards the employee. I hope for the better, but i am increasingly losing that hope.

I was not LR’ed but after this last one I’m officially checked out. I will do what I’m asked to do and nothing more. Thank you Cisco and my wonderful team but this battery is officially permanently drained.

it is tough to work here, full stop. BUT i like my manager and peers, i'm happy to be here with them. i hope we win and i hope we can make it work. i see and feel the pain......but let me tell y'all about the company i came from. i hope the opentext experiment works out

Nothing ever changes for the better around here. Especially for us lowly employees.

Does anyone else feel like workplace monitring has gone way too far?

Badge swipes logged... VPN activity closely watched. Teams status checked (and tracked). Calendars scanned. Emails parsed... Productivity fu--ing evaluated.... AI note-takers showing up in meetings, nobody asked for them....

Then executives act surprised when morale is awful and people do not trust management. At this point, I assume every company laptop is basically a tracking device that also happens to run work apps.

That's it that's my post. Somehow we lost this. I think all of us have a hunch why.

when you optimize for one thing, you usually suboptimize something else.

so now we spend energy on trivial stuff like badging, attendance, and proving people are physically present, while less time goes into the actual work. the work is still there. it just gets buried under another layer of compliance theater.

wells fargo has always had a problem with truth and trust. in good times, people work around it. in tough times, it gets harder to hide.

that’s when the cracks show.

High performer with excellent performance assessments, but I can't do it anymore. Staff cuts have us at bare bones. We do not have the staff to do even an average job anymore, forget about excelling. All we do it jump from one fire to another, a little here and a little there, trying to satisfy everyone and actually not accomplishing anything. Client satisfaction is not even on the radar. Job satisfaction is non-existent. I'm done.

The problem isn’t just one bad decision. It’s weak direction, poor follow through, and leadership that doesn’t inspire much confidence. Does anybody actually still see a future here?

I used to think that liking your job was a normal expectation, something that most people could reasonably hope for. After spending so much time in this place, I am genuinely not sure anymore. Is there an assumption that we are all just supposed to tolerate our work and find our fulfillment elsewhere, or am I actually supposed to enjoy what I do for eight hours a day?

I used to be the person who volunteered for extra assignments, who looked for ways to cut waste, who stayed late to get things across the finish line. Then I noticed that the people who did those things either burned out and left, or they got managed out by leaders who felt threatened by anyone who seemed too competent. Meanwhile, the people who just showed up, did exactly what they were told, and never rocked the boat were the ones who stuck around. This place doesn't want people who think or try. It wants people who nod and comply.

No raises and no promotions for years, so now I do the bare minimum and they get exactly what they pay for.

We've been through so many layoffs in the last few years that I can't even feel stressed or worried anymore ahead of the next round. I'm just numb. I honestly can't tell if that's a good or a bad thing.

That’s what makes all of this so hard. I actually like what I do. Watching what’s been happening here, and seeing a place that used to be great get systematically torn down piece by piece, really breaks my heart.

Bring back DF, majority of employees would agree, it would improve morale and the productivity would go back up. I am not sure we can continue like this any more.

Employees with a meets expectations or higher on the year end scorecard were offered a retention bonus if they are still employed by December of this year. 1.5 % of your annual salary is hardly a reason to stay until December. What an out of touch and insulting incentive.

Schwab and Lone Tree didn't make the list. Hmmm...

https://www.denverpost.com/2026/05/13/top-workplaces-2026-flexible-workplaces/

Another failed holiday with hardly any merchandising support. My RMS is so useless

Anyone who thinks there's a real plan behind all this, with every detail figured out, is kidding themselves. We've watched the same pattern play out, mainly cuts based on the bottom line, while bad managers and useless roles sail through. The only difference afterward? More work for the people who stay. And yeah, it's always worse.

I have noticed a pattern that is driving me crazy. The people who are best at dodging work and shifting their responsibilities onto others seem to be the ones getting promoted. At the same time, the dedicated employees burn out and leave, and eventually nothing gets done. Is anyone else seeing this, or is it just happening in my corner of the company?

Do they not realize that happy workforce equals profits and unhappy one brings major drops in productivity? It's been proven again and again. What's their aim here? To keep making us more and more miserable until what? We quit? Is that what this is all about?

The work life balance is so toxic it feels like they're trying to ki-l us off slowly. You either burn out or get pushed out. There's no in between anymore.

I can't think of a single reason to stay here, but I can think of about a hundred reasons to leave.

Thank you for your service :).

Pay attention to these Middle Managers causing alot of these issues.....This is conservatively 30% of Fiserv issue. These manager don't even want to manage. It is for money or sponsorship. How is this fair to the reporting worker. I really no longer care but for the recent college graduates adapt and get creative. It will only get worse. Fiserv has some really really really really really really bad managers and they lie. The bad out weighs the good use to be the other way around.

Zero or paltry raises for employees while executives gorge themselves and continually inflate their compensation year over year.

I've been around long enough to remember when this place was actually decent, when working hard got you somewhere and meant something. The money was never amazing, but you felt valued. Leadership wanted to keep good people. It's now just a sweatshop that feels like it's falling apart at the seams.

That’s all.

Whatever happens, don't blame yourselves. This isn't about you. It's about greed and poor leadership.

Makes you wonder if the goal is just to burn the place down. Specialists, veterans, people with actual skills, the ones who held teams together - they're all getting cut. Any leadership that cared about the future would be doing everything to keep them.

To reframe an old adage for the ongoing disasters being inflicted on our companies:
“We the unwilling, led by the uninformed, guided by the blind, are kept busy by those incapable of recognizing value-adding results.

I am a bit surprised no one has posted or discussed this yet here. A serious question for those familiar with the Albany IBM site and the broader Anderon situation:

Do you believe this ultimately benefits or harms Albany IBM over the long term?

From the inside, the process has not appeared especially transparent and, at times, has seemed remarkably improvised. Basic questions regarding leadership structure, governance, and operational accountability remain unclear. Who precisely is leading the organization? What does the executive structure look like? What is the strategic vision? At moments, it feels less like a carefully designed transition and more like an initiative being assembled in real time without sufficient planning, vetting, or institutional coordination. It is odd this has not been communicated yet.

At the same time, the situation has clearly created significant anxiety internally and has already had visible effects on morale, trust, recruitment, retention, and the broader reputation of the Albany site. There is also a growing perception among some that this may function less as a meaningful corrective effort and more as a mechanism for diffusing accountability or relocating longstanding institutional problems elsewhere without fully addressing them.

That said, structural disruption is not inherently negative. In some cases, it can expose deeper cultural or governance issues that genuinely require reform.

Curious to hear others’ perspectives: is this a necessary and constructive reset, or does it ultimately risk causing more long-term damage to Albany IBM than improvement?