#toxicleadership

I think Muse's Dead Inside should be Chevron's new theme song especially these lyrics. The leadership and company has no soul left....they are Dead Inside

You're free to touch the sky
Whilst I am crushed and pulverised
Because you need control
Now I'm the one who's letting go

You like to give an inch
Whilst I am giving infinity
But now I've got nothing left
You have no cares and I'm bereft

I have about 6 names I have filed away deep into memory, and I have a very long memory. There is a small chance that one day in the future your name will cross my desk and I will remember you. I will remember how you lied, manipulated and gamed the system to stack rank good people to force them out the door. I will remember your lack of ethics. If that day ever comes know this: I will remember you, and I will be sure to exert whatever influence I have to reciprocate after you burned that bridge.

Also know this, there are thousands of others like me who will remember you. They will also remember how Wells Fargo treated them. Eventually the damage to your reputation, and the firms, will catch up to you.

There comes a time when we must come to terms with being led by malicious, unethical, psychopaths. Protect yourself, they will eat you tomorrow if they believe they can gain anything.

and for the love of whatever higher power you do or don't believe in, whistle blow outside the organization not within it. They are smothering honest reports

Everything has gotten more dysfunctional and dystopian, meanwhile we are constantly gaslighted about culture and empathy.

Senior leaders have a certain mindset:

• do not consider employees as anything but expendable underlings
• do not consider employees wellbeing or fair pay
• company culture must be extremely toxic
• do not care about the quality of products or services or innovation
• do not care about the overall company reputation or viability
• only thing that matters is increasing compensation of senior leadership -no matter the cost or consequence
• although overwhelming majority of revenue comes from US customers, the US employees do not matter whatsoever
• if you are based in Mexico or another developing country, you get career advancement in the short term
• almost a billion dollars must be spent on acquiring AI tools that will replace humans. Better if such procurement also grants kickbacks to senior leadership
• any remaining humans must be worked to death (ideally) or they must be fired for any reason of your choosing. No empathy allowed.

Anything else to add? Who are the worst leaders?

This place post RIF has become a toxic nightmare. Where does upper management get off threatening employees with being fired on the daily and refer to us as mentally handicapped and cant get the job done. Upper management needs to realize sitting in a office everyday and sending passive agressive emails does not do anything besides makes us want to do less. This place is toxic and is a joke only a matter of time before we are sold or the government bails us out.

Listen up, every spineless Senior Director at this sinking ship: either pack your bags and bail now, or admit you’ve got no guts left in you. You’ve all morphed into soulless automatons, spewing scripted nonsense like you’re programmed by some greedy algorithm. For once, drop the corporate facade and talk to your teams like actual humans—with empathy, honesty, and a shred of respect—instead of hiding behind buzzwords and empty promises.
The SLT? They’re force-feeding us a steady stream of pure bullsh-t, letting corporate greed hit stratospheric levels while pretending it’s “strategic evolution.” How about you finally grow a conscience and do the right damn thing? My TFB managers are being shoved into executing half-baked schemes they know are doomed to fail—wasting time, burning out talent, and ki-ling morale just to pad some executive bonuses. If this company’s employees are as top-tier as you keep bragging, then prove it: rally the he-l up, unite as one unbreakable force, and push back against this toxic tide before it drowns us all.
Mark my words, everyone’s about to feel like absolute garbage once this hits full force—it’ll cascade like a rotten avalanche, crushing every level from the C-suite down to the front lines. By the close of Q1, you’ll be begging for a layoff with severance just to escape the misery, because this “restructuring” is a slow-motion disaster in disguise. We all know this place ain’t the innovative powerhouse it was under better days, but etch this quarter in stone as the official nosedive into the abyss. You id--ts pushed every wrong button by sc--wing with TFB.
To any Directors clinging on after this bloodbath: time to sprout some real ba--s and stand for something, or slink away in shame. And managers? Cut the gaslighting cr-p—I’ve spotted too many of you already twisting truths to “keep the peace.” Own up, be transparent, and tell your teams the unvarnished reality: the ship’s taking on water, the captains are clueless, and it’s time we all grab oars or jump ship together. Let’s turn this outrage into action—unionize, speak out, demand accountability—because if we don’t fight now, we’ll all regret it when the pink slips start flying. Who’s with me? Let’s reclaim what made this company great before the greed monsters devour it whole!

For the better part of past 2.5 years, my manager has been "dangling the carrot" in front of me as a promise to give me opportunities but reality is I have to find my own ways to showcase my work.

I have noticed this snake keeps shutting down my thoughts / ideas in group calls.

Apart from that, there's a pattern I noticed of finding ways / excuse to invalidate my work as well as giving a new joinee in the team more opportunities, asking team to reach out to them for assistance (if any).

Is this normal at Fido?

There needs to be a real reckoning with what unchecked corporate power does to human beings.

What happened to EMC after the Dell takeover wasn’t just a business shift. It was a dismantling. A culture was stripped, people were discarded, and decades of loyalty were erased, all in service of financial objectives set by someone who would never bear the consequences. That kind of damage doesn’t happen by accident. It happens when wealth insulates leadership from humanity.

But it doesn’t stop at the billionaire level.
What made it even more disturbing was watching the layers of managers beneath them fall in line like puppets. The obedient middle tier. People who traded conscience for proximity to power. Who repeated corporate talking points as if they were truth, never questioning the harm being done, never stopping to ask who was paying the price.

That is the most chilling part: how programmed it all is. How sleepwalking managers enforce decisions they didn’t make, defend outcomes they wouldn’t survive, and convince themselves they are just doing their jobs. Completely unaware, or unwilling to be aware, of how thoroughly money and hierarchy have overridden their moral compass. This isn’t leadership. It is extraction enabled by obedience. It is cruelty made efficient by people who mistake compliance for professionalism.

If we are going to talk about accountability, it cannot stop with the billionaires at the top. It also has to include the systems and the people who carry out harm while telling themselves it is normal, necessary, or inevitable.

It is not.

Verizon CHRO: Retaining Top Talent!!!

Mind blowing: McKinsey, high performers deliver 800% more output than average employees.

Proven tips to retain top talent:

1. Overpay to keep your top performers
2. Make recognition the default
3. Listen to what energizes your team and lean into it
4. Address toxic behavior immediately
5. Be soft on the person and hard on the problem
6. Trust people with as much autonomy as possible
7. Implement meeting-free days
8. Normalize frequent feedback
9. Remove friction to let your top people thrive

The age of pizza parties and ping-pong tables as retention strategies is over.

Use these 9 tips to invest meaningfully in your highest performers and they’ll reinvest in the business tenfold.

After cutting 20+% FTEs and 50-75% contractors the work remains the same. Management is ok to do the resources cut but no spine in negotiating the deliveries.

On one side we hear reorg and new priorities are not out. On the other side selfish, gutless leaders are just pushing deliveries to save themselves with less resources

When will software engineering managers especially in multi-family finally be let go? Fannie can survive without them, and may even thrive. Too many managers lack technical expertise and real credibility. It’s hard to understand how they were hired in the first place? Instead of leading, they create toxic work environments, master office politics and bureaucracy to confuse hardworking engineers, and show blatant favoritism toward their loyalists. Their contributions rarely go beyond empty buzzwords. They constantly talk about AI, yet demonstrate little real to no understanding of it.
Why does Fannie need these hypocrites?

I joined T-Mobile late last year and was let go on Tuesday. I'm in my late twenties with a technical degree and passed on another offer because the role seemed stable. It's hard to understand how hiring keeps going when cuts are clearly coming. Staying in touch with recruiters turned out to be the smartest move I made.

These execs DO NOT care about you. They speak nicely and then will sc--w you.

Are you all seeing the managers that survived the riff are acting insane. These guys who managed to survive are going to act like mad men now to try and justify themself s. Be prepared to be written up for nonsense and made an example of in your groups. This is after every layoff the insecure managers act stupid🍆🍈🍉🍊

Is there a way to report such cases to anyone without any serious consequences???

It's frustrating how managers are blatantly using these tactics.

I am in a similar situation where this new person who have no access to system whatsoever, is suddenly been asked to "take the lead"

Stubborn, zero business acumen, dishonest , intolerably arrogant

Yes it is is difficult to stand the above qualities, and even harder when they add no value to the bottom line, do easy work stuck in a corner in their lab ir on their big screen monitors.

And yes research helps us have talking points for investors but largely it is a waste of money. Nothing to show for, failed projects don’t help build any i ternal confidence either.

The most toxic individuals I have worked with in exxon have been part of the research company, specifically Upstream Research Company. They’ve spent billions knowlingly on failed projects. It is even true today, an internal audit must be done on the valuation claims of all Upstream projects, they are inflated numbers.

You’re not going insane — you just spent years in a system that promotes the ones who break people, not the ones who build teams. Time to rate the “survivors.”

Toxic Manager Rating Scale — pick all that apply:

1. Credit Thief – Devoured your work, slapped their name on it, and got praised for “thought leadership.”
2. Ghost Boss – Vanished when real leadership was needed, magically appeared when there was credit to grab or heads to roll.
3. Micromanager Supreme – Controlled every detail of your day, yet somehow had no clue what your job actually was.
4. Backstabber Pro – “You’re doing great” to your face, “they’re not a team player” the second you leave the call.
5. Blame Shifter – Their mistake, your “development opportunity.” Somehow you were always the common denominator.
6. Teflon Titan – Nothing ever sticks. Reorg after reorg, layoff after layoff, and they’re still there, failing upward.
7. Mood Roulette – You never knew if you were getting fake-friendly or full meltdown. Outlook calendar by day, unstable by nature.
8. Gaslighter-in-Chief – Made you question your memory, your performance, and eventually your sanity.
9. Loyalty Leech – Demanded 110% loyalty and availability, but ghosted you the second you needed support.
10. Corporate Chameleon – Perfectly adapted to a toxic culture. Thrives in politics, allergic to accountability or empathy.

Add up your score and drop it below.
The higher the number, the more you earned your severance, your sanity, and your exit.

So we have someone new joining our team and ever since they joined they have been on my a$$ to know how I do what I do.

While I understand the enthusiasm, I feel my manager is purposely bringing such individuals in the team (the latest being the second person) who seem to be "teachers pets", more noise for less work kind of person.
And I can tell they're someone who just wants to "have their signature" in everything that happens around.

PS: These new members are in same region as my snake of a manager.

Should I be worried???

Horrible the way those making the most
Money are targeted with bad performance reviews without discussion until time reviews are shared. If your not supported during the review discussion your targeted as the one who is put on a Coaching or Performance Plan that you are unable to be successful to achieve. There are soo many unhappy people who work there an stay because they need a job. Very sneaky and arbitrary!

So Christmas is over, how many people woke up this morning to the uncertainty of 2026 at Xerox.

Spineless leadership in the CEO, the UK led by a CMO who only thinks about himself, his family, friends and sycophants.

What kind of place is this ??????

...of my former co workers and fellow ex-empkoyees.

Except for the current and former executives and board members. May you all rot in the he-l your soulless carcasses deserve.

Already all toxic leaders and managers were asked to leave without any severance packages
All principal engineers were fate in hands of CEO now

Customers are switching to crowdstike products

CEO and Vps like Shankar was begging customers not go for alternative products . Toxic people.. selfish leadership., Employees weren’t not taken well in this org. CEO should resign Nilesh Arora or fire Prisma BU leaders

It went from being a place where people actually collaborated to one where everyone is just looking out for themselves. The leadership at the top seems to have no real plan or vision to fix anything. There's no trust left, and the constant negativity makes it impossible to do your best work. I really miss how it used to be, and it's sad to see what it's become.

Is for MW to be fired!

My boss has crossed the line several times, even showing me na--d pictures on his phone. I feel like it’s pointless to go to HR due to the fact they will just collude with my boss to protect the company. This all happened all a company sponsored lunched

I’ve never had it this bad in 26 years, across several workplaces. I honestly don’t know whether this is WF or just exceptionally bad luck, but it’s almost impressive how many incompetent and petty people have been assembled in one place. What makes it worse is that every time layoffs hit, some of the last decent and capable people are the ones who get cut. Negative selection at its finest. It truly boggles the mind.

The Dell culture has taken a turn for the absolute worst. I’ve never seen anything like it. They allow complete disrespect go unanswered by HR. Breed a toxic and narcissistic management environment. Allow for people to just sh!t all over each other without consequence. Their management is ignorant, insulting and arrogant. I’m waiting for a meeting at some point to just break out into a brawl as people are getting to that point.

Why does Wells Fargo continue to promote managers who run teams through intimidation? It makes no sense to me that people who rely only on yelling and threats are seen by those higher up as high performers, but apparently they are, because it keeps happening.

So systems will never get better check
Executives will not get cut
Bad decision makers will get bonuses
Hard working average employees will get riffed doesnt matter how hard you work. So this pig has got lipstick a dress and makeup & you all still brownnose. Theres no growth here or ever was its the same people holding the same titles and let me guess what religion is dan we always pick the worst times & worse people.p

PepsiCo called they want their toxic CIO back lol as pep employees are having a field day with all their toxic bosses.

The "we're a family" messaging from leadership feels completely fake at this point. It seems like most of the truly talented people have already left, and the communication here is just shocking. I regularly hear managers shouting at people in meetings and no one even bats an eye. Nothing is organized, no one knows who is responsible for what, and the execs keep selling this beautiful vision that has nothing to do with the chaotic reality on the ground. The whole atmosphere is just toxic. What the he-l has Nike turned into?

Upset and sad to hear that an exceptionnally competant colleague was told today was their last day.
Where is illumina going depleting itself of its talent.
It s sad to see such a previously notorious company falling into pieces.

Big disconnect between Cisco's public statements to the financial community—that the company is "rightsizing efficiently" to optimize performance and the observed outcomes of the LR process. HR is non-existent - they don't care about preservation of talent and institutional knowledge. I feel an increasingly toxic culture and diminished trust in leadership.

And push as many of us out as they can along the way. Anyone who thinks this is about anything other than maximizing profits by getting rid of people on the cheap is being naive.

The toxicity from upper leadership is insane. Being a top performer means nothing—“OneTru” is their magic fix that will apparently run itself, so they’d rather replace real talent with cheap contractors from Softility. They’ve openly said we’re only useful until the migration is done, and after that we’re disposable.

Post-layoffs, the people running the meetings were arrogant, condescending, and dismissive. They spoke in circles, offered zero real plans, and clearly have no clue how to handle the mess these mindless cuts created. We’re left overworked, unsupported, and exhausted.