Everyone’s stressed, everyone’s worried about where they stand, and collaboration disappears the second pressure goes up. What happened to this place?
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The organization is structured such a way that people above would take your data and claim as their work. It is what it is.
Ten years ago, if I had a good idea or some useful data, I would share it with my team right away. Now, if I have a good idea or some useful data, I keep it to myself and make sure to report it to my boss as soon as possible. There’s no right or wrong here. It’s just a rule of survival in this company. Even if I share my data or ideas with the team, they won’t mention my name or my work in front of the boss.
Even the chief HR officer has thrown the towel. What do you think?
Now BB is forcing the Quarterly conversations to put people on PIP so that can let go without severance.
@as+, 3M is actually throwing most of its remaining eggs into this AI basket. Sooner than you think, your best employees will be deemed inefficient .
@a4 Thanks for weighing in, ChatGPT
Gone beyond the point of reversal, especially TEBG.
@a4 the best post I've seen here in a long time. Sadly, leadership does not care.
Dear Leadership Team,
The recent message reflects a growing reality: widespread stress, uncertainty about job security, and collapsing collaboration under pressure. This marks a sharp departure from the innovative, high-trust culture that built 3M.
When fear displaces teamwork and people focus on self-preservation over results, we erode our core competitive advantage—our ability to innovate. We are trading long-term vitality for short-term execution.
To reverse this, we must act decisively:
• Provide clear strategic priorities and transparent expectations.
• Rebuild psychological safety by rewarding smart risks and cross-functional collaboration.
• Balance performance discipline with visible leadership engagement.
Restoring trust and discretionary effort is essential to sustaining 3M’s innovation edge. The talent and potential remain; we need to unlock them