Leadership at all levels are responsible for making employees feel like cr-p.
If you were honest with yourself you would look around and see most of the people around you have been treated like shi_.
There is no way to win employees back unless the new leadership proves they value the employees.
@jh It's not due diligence every time
Sometimes you take what you can, until you can't.
On the bright side, if anything happens to me - the tea can be legendary. Same with a few others sprinkled in.
The hole has had a terrible reputation for a very long time. Yet people still went there to work without doing their due dilgence.
@d0 Sad thing is, I will keep telling myself that.
I've been telling myself that for decades. Even after the first company I worked for dumped my whole team to give the dev work to India, only for it to collapse a year later and it all went completely away. I swore I would never give my heart and soul to a company again. But I did. I couldn't help myself. It's in my nature to work as hard as I can. I may get miffed off and take a few weeks here and there to stew, but I always seem to find my way back to working hard. There's something good and bad about that I guess. And it's probably why companies like OT get away with treating their employees like replaceable cogs. But I'll still hold on to hope that it could change.
From this article https://hyperframeresearch.com/2025/08/11/why-did-opentext-fire-its-ceo-was-innovation-at-risk/
For many, the news wasn’t entirely a shock; it appears to be a direct consequence of a strategic model that had begun to show cracks. The market's immediate, positive reaction to the news—with the stock price jumping—speaks volumes about investor sentiment. My perspective is that this change signals a broad acknowledgment that the former strategy, while successful in building scale, was not positioned to deliver the kind of focused, agile innovation now demanded by the market.
@cg You keep telling yourself that, you sweet, little, delusional, entirely replaceable cog...
You are wrong about employers never caring about the employees that made their companies great.
Our company, prior to being acquired by OT, had the best leadership.
The entire company took off to go to the movies, everytime a new Star Wars or Trek movie came out. We all got Christmas bonuses. We all left work an hour early on Fridays and had a drink together.
We all got cost of living increases. This happened for decades.
When an employee had a serious issue or their family had a serious issue, we all banded together; even contributing our own sick or vacation time to one of our fellow employees that needed it.
FaceBook, Amazon and Netfix have done similiar things with where employee groups rally around someone in need.
OT could do it, but they chose to fuc_ employees over instead.
Big business used to hire companies like the Pinkertons to shoot protestors and now you're surprised to find out that you're nothing more than a number on a spreadsheet to them?
You were NEVER anything more than that. All the birthday chocolates they used to send out and employee perk stores where you could "buy" doodads and company swag were just the way they were required to treat their livestock. It was never anything genuine.
I'm going to keep repeating this. Walk out.
Leave. Go do something. Anything else, anywhere else.
Nuke OTEX from orbit. That's the only way to be sure to eliminate the poisonous sufficating culture. The rot is pervasive.
Have worked for several technology companies and OT is the worse by far. Incompetent management micromanaging engineering teams and accumulation of CYA checklist compliance. Nearly a third of a release cycle is spent climbing artificial hurdles erected by the whims of incompetent leadership.
@OP this is 100% valid
My question is - can you force leaders to actually do it? In the US for example, the job market is starting to be in the employer's benefit. Amenities, service awards, WFH, and pay competitiveness potentially going away. And if some places' salary requests are too high they'll find people/regions that consent to be exploited. Some people NEED work so it's never going to be a uniform push.
How do you force leadership to change without setting the whole place on fire?