with clover slowing down our only choice is to compete. that means being fast and responsive with a modern architecture. much of fiserv is based on 1980's technology will a small group of people who resist change and sabotage progress. the key for leadership is to remove these roadblocks and then to execute at a high level the next two years. it's a daunting challenge to be sure
23 replies (most recent on top)
@rv 60-for-6 ka bhai dimaag zero hai. Wants the same for everyone. most of us kno better n cant fight the stupidity of managers na
Chronic overwork—especially when paired with long-term stress and inadequate recovery—can cause measurable structural changes in the brain. Research on chronic stress, burnout, and work-related exhaustion shows consistent patterns of shrinkage (reduced volume or thinning) in certain regions.
Prefrontal cortex – attention, planning, decision-making
Hippocampus – memory and learning
Amygdala – emotional regulation (can shrink after long severe stress)
Anterior cingulate cortex (ACC) – emotion control and attention
Insula – self-awareness, emotional sensitivity
Corpus callosum / white matter – communication speed between brain regions
"60 for 6 will get you noticed".
Ohh brother!! These people will have their head in their a-s whole life and go in endless circles smelling nothing but their a-s and nothing else.
Some of us have done 70-80 for 6, and were graciously "noticed" in the corporate world with:
- a layoff
- a promotion that was promised and never given
- becoming burned out and miserable
- a divorce
No thank you. Nobody needs to be noticed that much. Wherever this company is going everyone will get their chance to be "noticed" if they hang around long enough.
@rm people of true talent work harder for longer than your imaginary hero dream to make it exist.. but never stupid enough to think it happens digging more ditches... look at all SME who are there for many years doing the glorious 60 for 12.
tell me why they don't know basic stuff or the things built are awful???
neway you just keep on role playing in that bubble baby boy. everyone else need to use this as an example for why you should put in extra 20 more hours a week escaping asap!!
60 for 6 will get you noticed
@n0 you are right it seems like the higher the stock was, the more fast layoffs happened, the more sh---y the company treatment of employees became, and then more sh---y the product became for a full decade.
Maybe folks doing the real work without that thank you bonus should just hope the stock never goes up again
Only metric that matters is if someone likes you enough to keep you and you are checking the boxes your manager got flagged for.
If well liked, you can be useless and not fired until they can't hide it. But if useful, only a few may care how much. And if you do more or better work, someone will claim they did it. We all have seen this here....
And let's suppose you built the system and work all weekends? You still get the boot. O yah and you will be training that AI when the door hits your a-s when you decide to see your kids sometimes or be your own individual self a few hours next time.
If you aren't full of air then go to a startup. You won't want to hang out here where not brown nosing or avoiding the sacred cows means you can't have the confidence to feed your family.
Why preach in a mediocre company where we're always getting laid off after cleaning up the sh-t of people who got promoted. If you got a pulse you can smell all the nepotism going on.. it's not even funny anymore
@q3 Incentivize properly or just exploit. Otherwise Foh.
we need more dedicated team members
Who cares if the ship rights itself? We get laid off when Fiserv succeeds, we get laid off when Fiserv is struggling. Where is the motivation?
The change in your stock price doesn't effect me whether it goes up or down.
@m5 not without bonus eligible. Foh
Phq phissurve. Always looking for sneaky ways to extract more work from people.
it makes sense to align with the corporate direction of 60 for 6. this is a small sacrifice to right the ship
it makes sense to sell off some parts first while also getting much leaner. you can't reset the financials this much without proving to the street you're serious about cost control
Maybe I’m missing something but isn’t Fiserv now a perfect target for a take over (merger)? Having been with MHT, Chemical, and Chase/Bankone through muliple mergers this looks to be a good time to join a more efficient/competing company and cut operating expenses by more than half.
more great examples of how the winning culture is now lost. only the c players remain
In Fiserv modern means common, and common means average. If you stretch out average or very slightly above for more hours, we do not wake up dominating. Meaningful effort is not measured in raw hours, or what architecture we use, and effort is not a technology.
Let us take AI for example:
We are in finance — it has relied on AI for decades in various ways — equities, sentiment analysis, trading, risk, etc. But here we think AI just means use the common LLM with some context. It is useful, it will help, but it's not some differentiator to dominate an industry.
If you want to stress AI: bring in or value real AI professionals you can find to improve the culture. Same for different technology. For example, what are different AI technologies, how would you build one yourself? What are the limitations at a fundamental level and why? Those aren't things we are talking about when we talk about AI. We just say adopt at all cost.
We talk about AI like it is just an electric sc--wdriver when our problem is we have to hammer nails sometimes and can use the sc--wdriver only sometimes.
Now apply that analogy to the idea of modern architecture. The issue was never the architecture being old. It is the way we deprecate the old architecture or put it there with tunnel vision off the getgo.
All of this 60 for 6 posts: Be average. Use a newer technology. Use it in a linear way. Work more hours. Use a new tool.
Instead? be innovative, be deep thinking, be critical of what is happening.
Learn things on your own time and not the company time. Learn them deeply and do them better than the company would bring you to by just working more hours on their problem or shiny thing. You may be laid off or never promoted at Fiserv for not working 80 hours, but you can truly excel anywhere out of something besides insecurity and definitely moreso if you ever decide to be in your own business.
To change anything long term: be a person who goes deeply and flexibly and thoughtfully enough — to make things more simple, more effortless, and if enough people do that, we will be better off.
Competition is a stupid goal.
You can do better than competition by innovation: being creative, spending time learning different things outside of what solves one's OCDs and working smartly enough to find fundamentally destructive habits. Not only seeing the things in front of your nose.
The people who built great original systems and get the most lucrative growth did not think just work more hours, just use modern architecture, blah blah. It just goes to show the middle manager culture in this company that modernize the architectures and that's the source of the problems.
fiserv will always be a big batch once a day processor with manual reconciliation. not sure how you grow a modern business that way
@cc You're at Fiserv what do you expect
the responses lead me to believe you all have no shot at a turn around
@aj That would be true if everyone was working honestly.
Most are doing their job, and the other 10-15% that are not at Fiserv? Dead weight that someone is doing another half job or two, just su-king up the resources... sometimes malicious about it too.
My experience over the last few years is that leadership doesn’t think their job is to remove roadblocks. Their job is to micromanage and su-k up everyone’s time by demanding extra work and status reports on everything except the roadmap
@OP Oh you are new to Fiserv.
The problem is 1980's technology, BUT, it leadership's lack of desire, funding to replace or even enhance or upgrade the platforms.
If you are an employee, just ask any Product Manager of any Business Unit and see what response you get. - You need to then update and apologize to the hard-working people who are doing the best they can with what they have been provided.