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Law function challenge

We have too many in-house counsels and law function leaders. I have seen 2-3 in house counsels in some internal meetings. They are tripping over themselves!

The function overall and within business lines has put in place “zipper model” org charts to align with similar hierarchy positions in other functions. This includes 1:1 law-to-business leader relationships. THAT IS NOT NEEDED post 2025!!!!! Other functions have rationalized cost, often serving multiple businesses (what we saw pre-2025). The zipper model is seen not just with the Law org chart, but also on how Law leaders expect to be advised by their senior counsels within a business. They want to be spoon fed, often to participate on an equal footing with other function colleagues.

Also, have you seen how Law function internal approval is sought? Tons of leaders are copied or addressed on emails. These are ornate emails that cut and paste from emails used in the business. It’s a who’s who of the function on these emails.

Law function work appears MOSTLY administrative and coordination in its nature. They are experts in keeping their function leadership aware of issues and managing the real work performed by others, including external counsel.

Can we make real and lasting change here?


C-

CDW used to be an A+ company. It valued its people and understood that its success came from experienced employess w/strong ties to customers... Now, the focus has shifted from people to $$$s. Employees feel replaceable, like #s, no longer valued. Old culture made us great but now is gone. If you've been around long enough you understand what I am saying.


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Humana Q2 Earnings Call Coming up Next Week

I wonder what kind of malarkey the CFO & CEO are putting together to make Humana look so good. Wonder if they will say anything about all the qualified and experienced workers they are displacing.

Humana, and all of these large for-profit health insurance corporations, need to have their Medicare & Medicaid contracts taken away by the government. These corporations have milked and taken advantage of a system that has propped up these corporations that are not only fulfilling their end of the bargain.

The whole reason for these cooperations administering Medicare Advantage, in lieu of Traditional Medicare was to help keep costs from getting out of hand by guarding against fraud, waste, and abuse. But instead of fulfilling THAT mandate, these corporations are lining c-suite executives and shareholder’s pockets with millions of dollars, all the while in denying catastrophic health claims to the elderly, poor, and disabled AND displacing its own American citizen workforce with cheaper temporary H-1B Visas. And these corporations are not even dealing with the fraud, waste, and abuse. But they are denying legitimate claims.

These for-profit corporations would not even exist if not propped up by American tax payer monies. And yet they continue to layoff their very own country’s (Americans) workers, some of which even served their country during wars. This is a slap in the face to this country!


"Alumni"?

I'm not an "Alumni".

  • You FIRED me after 2 decades of stellar reviews & documented accomplishments.
    *"WFR" is a nice way of saying "we can replace you for pennies on the dollar by offshoring your role". ONLY the execs are allowed to maintain a good quality of life. Back to the streets with you Peon!
  • I was "told" I was safe...lying corksoakers.
  • Corporations are fully vested in the two layers of societal ranks. Either you are rich or you are poor & on government assistance. Dell USED to seem like they cared for "their" workforce. Nothing could be further from the truth today.

We are NOT Alumni. If you are kicked out of College, you dont get to claim to be an "Alumni".


Patents and promotions in India

I recently spoke with my manager about my promotion, and was told I need to demonstrate more 'value' by filing patents. But honestly, what is the actual worth of these patents and whitepapers? It’s an open secret that people are just gaming the system with trivial filings just to climb the corporate ladder, and with AI in the mix, this flood of useless filings is only going to skyrocket. To make matters worse, it's common practice to just slap a manager's name on a bogus patent to buy favor and leverage it for a promotion. Can anyone name a single patent filed at Fidelity that has actually generated measurable business value? It feels like high-level performative work disguised as innovation. Why is management particularly in Indian corporate tech culture so obsessed with this metric?


**Use the thing they keep shoving at us**

Everyone's exhausted hearing the word AI. It's in every memo, every excuse for why headcount keeps shrinking. Fine. Let's actually use it, then. Not to write emails faster. To see the picture clearly.

We used it to pull profit numbers back to the year this company formed. Not a single loss year in over two decades.

We used it to compare executive pay against the exact years benefits got cut.

We used it to see that severance costs are often a fraction of what gets paid out in dividends in a matter of weeks.

We used it to understand who stock buybacks actually benefit, and it is not the person worried about their next paycheck.

We used it to recognize known corporate playbooks: titles structured to strip organizing rights, restructuring that lines up with headcount targets already decided.

We used it to confirm national union density has been eroding for seventy years, and we're living the tail end of it.

We used it to separate real savings from cost shifting, franchise conversions and rehire-at-a-lower-rate schemes that look like savings but are wage suppression with extra steps.

None of this required insider access. It's all public, buried under enough jargon that reading it feels like a second job.

So if they're going to hand us the tool and tell us to use it or get left behind, use it. Educate yourself on the company you actually work for. Don't take what they hand you in a rally with the claps and the p-m poms as the whole picture. Pull the numbers. Pull the board backgrounds. Pull the org chart changes. Do the research yourself, not because someone told you what to think, but because you finally can see it for yourself.

Once enough of us see the same picture, at the same time, the direction gets a lot less complicated.


Random Letters Technology Company

This organization is living proof that a company can spend years talking about delivering transformation while failing to transform the one thing customers see first: its own identity.

A meaningless random letters name reflects wasted opportunity, lazy thinking and a complete lack of effort. Millions are spent on branding, consultants and campaigns yet still produce a name with zero meaning, zero message and zero relevance.

A masterclass in wasting resources while creating nothing relevant and memorable. If a company cannot clearly define itself, why should customers trust it to redefine them?


Ready to own your role?

Please tell me I'm not the only one who finds this phrasing offensive? They're plastering this phrase on every corporate email like a proud child showing off their finger painting. I think it smacks of condescension from the higher ups. Like we're not taking our jobs seriously enough or working hard enough. Also, we don't "own" anything here as evidenced by the fact that they're cutting us loose at every available opportunity. You want buy-in from the employees? Give us job security and fair compensation and benefits, not patronizing emails.


Chevron Stories

The rain didn't just fall in Houston; it came down like a personal insult, slicking the concrete of the Chevron headquarters with a greasy, iridescent sheen. Down in the lobby, the brass logo gleamed dull and indifferent under the fluorescent hum, a twin-peaked mountain of corporate ambition that felt more like a tombstone to the folks still trapped inside.

​Through the smoked glass of the executive suites, the silhouette of Chevron's big-money boss, Mike Wirth, cast a long, cold shadow. From up there, the employees on the ground didn't look like people. They looked like numbers on a spreadsheet that needed to be pruned.

​They call it "efficiency." They call it "optimization." But out here on the wet pavement, we know the real name for it. It's a slow-burn squeeze.

​The playbook was simple, pulled straight from the dusty drawer of every corporate hatchet man who ever wore a tailored suit. You don't fire people—not when you have to pay severance. You just make the air too thin to breathe. You mandate five days a week in the office, watch the commute times choke the life out of them, and strip away the little things until the desk feels like a cage. You let the pressure cook until they pack their cardboard boxes and walk out the door of their own free will.

​It was working. But the cost wasn't on the balance sheet.

​Walk the halls after 5:00 PM, and you could feel the exhaustion like a physical weight, thick enough to cut with a rusted butter kn--e. The coffee in the breakroom tasted like battery acid and broken promises. Morale hadn't just hit rock bottom; it had started digging.

​People who used to swap weekend plans in the hallways now just traded hollow, thousand-yard stares. Every meeting was a funeral march. Every email was a landmine. The whispers in the elevators weren't about projects or pipelines anymore—they were about escape routes.

​"How many years do you have left?"
"Is anyone hiring?"
"I can't take another reorganization."

​It was a complete mess. A beautifully manicured, multi-billion-dollar disaster.
​Up on the top floor, Wirth and his circle probably looked out at the rain-slicked city and smiled, counting the pennies saved on departed salaries. They thought they were clearing the decks. But down in the engine room, the people keeping the lights on were running on empty, their spirits washed down the storm drains along with the rest of the city's grit.

​The oil keeps pumping, and the dividends keep flowing. But in the dark, rainy night of Chevron’s soul, the tank is running bone dry.


ERG participation for United Way Campaign

I want people’s opinions on this. The UW Campaign is in October, and the committee is pulling in the ERGs for engagement. They claim the focus is on the people—not Imperial. But let’s be honest: every single thing we do still gets stamped with Imperial’s name, and employees onsite have zero motivation left. I don’t see how we’re supposed to “engage” anyone under these conditions.


AI Token Costs

Something that executives probably are not telling you is their concern as to the unexpected costs by AI providers (vendors) for AI tokens.

AI is today actually more costly than human beings workforce performing the same tasks.

Now I know they have been telling you that their goal for AI is not to replace anyone but rather to assist them in their daily work to focus on higher learnt daily tasks. Well, that is simply an outright lie (or fabrication if I am to be more civil in my wording).

They most definitely want to replace you!

Unfortunately for them, they probably had to ramp up letting persons go before AI had “learned” everything simply because AI is costing large corporations way more monies than they anticipated. So, to keep stock prices up and shareholders happy, they have had to earlier than anticipated had to layoffs folks to offset tje high AI costs.

Notice nothing has been said yet about the true customers (aka the members) as to how things will affect them. That is because members are not even in the equation (the thinking mindset) of the executives, as to their decision making.


New and Improved Fiserv Coming Soon

Honestly-the uncertainty of this company will greatly improve with new leadership who already know our clients, products and technology. I loved ML but I don’t think he had the tools to manage such a complex environment from a technology perspective. I never knew Dvy but was excited and petrified of her AI roll out plan, she was only here 6 months so not much time to make any meaningful changes. I’m glad we can now roll out AI with a little more thoughtful approach internally. I believe we finally have the right C suite in place -they are far from perfect, But having the understanding of internal Fiserv is a huge knowledge bonus! These guys now have the authority to make the necessary changes Fiserv clients have been looking for in breaking down silos within the company. Clients need to know that this is a really a good thing! Moving forward truly as one Fiserv! Finally!


Dhyvia's separation arrangement is unheard of...

For a section 16 officer to be able to negotiate an "out clause" based on the CEO's employment status is totally unheard of. Fiserv Director's will receive several "no votes" on say on pay at proxy time. The Fiserv lawyer and the CHRO who agreed to this must be also be on eggshells.


Business AI & Platform, the new organizational mess...

During our welcoming call, the new leader introduced himself, but obviously he forgot how we landed there, he was the CEO's executive assistant couple of years back. Note aside, If we observe this move, 3 previous executive assistants has been graduated that position with a nee executive position and big fat check.

The continuous organizational mess is masked with messages around "this is not about correction but an opportunity… this is the right path for us, to work closely”. One thing is having aspirations, but the reality is that we are not a AI-native organization, nor we can ship products every 3 weeks. Former BTP is a very large legacy organization, with strong figures that will navigate change with power politics, some are leaving like MA, but we have leaders and middle management that is obsolete and will continue to imped velocity.

Experimentation was another resource to minimize the impact of errors, of careful strategies and execution plans. Whereas experimentation is part of innovation, it is not just the means to justify mistakes for a company with such large scale. We expect leadership that has been there and done it, that are not headless moving forward.
There is an abysm between a Vision at Sapphire VS what needs to be done, the L1,L2,L3, L4 details are what matters the most: application to products, migration, infrastructure, guidance for customers, and how all the work is going to be prioritized and aligned.

HPOM theme surged into the Q&A, the failure of this program with the large amount of negative feedback was ignored and we were invited to "not draw conclusions yet".

Overall the Q&A section was answered poorly, a fresh face with a smile is not enough to lead one of the most transformational changes SAP is pushing forward. “I think… (pun intended)"

are executives empowering us? are they moving the obstacles for us? is it true that getting job done matters more than our roles? What are your thoughts?


Remember when:

CEO Stephenson said the stock was going to $50/share
CFO Stevens said it was a good thing AT&T was kicked off the DOW and replaced by Apple
COO Stankey did that hilarious/mocking impression of Trump right before the 2016 election - then Trump got elected and when had to spend an extra $550M in legal expenses to get the Time Warner deal done
COO Donovan (claiming to be a good Irish Catholic boy) got caught sniffing Arnoldi's drawers.
Never the A-Team of C-Suite America.


Telstra mobile outages July 2026

There seems to be a large amount of spin from the company executives about these outages, but nothing mentioned about the real cause.

CFO Ackland speaks about "good mobile signal strength" being available at certain locations during the outage. However, that radio signal is completely useless if the core / IMS network elements have failed.

The CEO and CFO both said that mobiles camped onto other provider's networks during the outage and that emergency calls would have still been possible.
However, if the customer's own radio (RAN) signal is still active (and core network has failed), mobiles WILL NOT move to other carrier's networks for the purpose of initiating emergency calls.

The company needs to come clean about what really happened to cause the outage.

Moreover, in the current political climate, all risks to network integrity need to be removed. Allowing offshore operation & maintenance access to Australian networks is an unacceptable security risk.

While offshoring may be cheaper, telecommunication companies should re-consider this horrible risk to Australia's critical infrastructure.


While the Fat Cats are away, the Fat Cats will play

My Manager told me last night that he had heard from the head of security that some weeks ago all our executives had a lavish meeting in Paris, France. My manager said that he was told that they all had very expensive private area dinners and other expensive perks and activities. My manager listened with a smile but he was pi---d because he has had to submit a lesser budget last year than he wanted and had team investment restrictions only to see the execs galavant to expensive places. He is pi---d because they could gone to customer restaurants here is the U.S.A. and supported our customers who invest in us. We don't have customers in Paris so what were they thinking? When my manager inquired about why they chose Paris, the head told him that he heard they did Barcelona in Spain last year. The good thing is that the head didn't go and sent someone in his place while he kicked back with a bottle of bourbon at home. You have to wonder if he chose to stay as a silent protest.


Samsung Leaves New Jersey Headquarters

Samsung Electronics America is relocating its U.S. headquarters from New Jersey to Texas. This move will impact approximately 1,000 employees, who must either move or face job loss. Lawmakers and business leaders express concern that the state's business climate is driving companies away. They cite high corporate taxes and regulatory burdens as contributing factors. This departure follows a trend of other major corporations leaving the state.

Englewood Cliffs, New Jersey

https://www.nj.com/business/2026/07/nj-just-lost-another-fortune-500-giant-lawmaker-warns-the-state-is-driving-business-away.html


The Main Problem with Suggested Solution

The main problem is that our government contracts public traded corporations such as the above mentioned to take tax payer government funds and allow these companies to make administrative decisions on what claims get paid or not. The main issue with that is these are profit-based corporations required to put shareholders profits before members. The Medicare & Medicaid Members are secondary to them in regards to being their customer. The shareholders are their priority customer.

It is time for the government to drop these public stock traded health insurance corporations and find a way to contract with not-for-profit, non-public-stock-traded, companies to administer Medicare Advantage and Medicaid.


I switched jobs 3 months ago and im glad

I’m just gonna call it what it is.

When I was a SWE at Fannie Mae, the amount of bloat was crazy. Like actually insane. Half the work was straight-up BS. I’d get assigned something that was supposed to take two weeks and knock it out in a day. Then the rest of the sprint was just fake blockers, pointless meetings, status updates, and people yapping to make it look like something important was happening.

A lot of folks were basically professional calendar fillers. Sitting in meetings, dragging out stories, throwing around buzzwords, acting like everything was “blocked” or “high priority” when really nobody was doing much.

Fannie Mae does not need 15,000 employees. Let’s be real, a lot of us were payroll phantoms. Just collecting checks, moving tickets around, and playing corporate make-believe while a small group of people actually carried the work.

The amount of corporate theater in that place was wild.


Verizon lately

Verizon is doing INCREDIBLY well. Maybe the greatest corporate success anyone has ever seen. People come up to me with tears in their eyes and say, “Sir… how do you lay off thousands of people while the stock keeps going down?” I say, “It’s called winning. You wouldn’t understand.”

The Fake News says, “The stock is down.” Wrong! It’s a beautiful strategic decline. Very advanced. The smartest people are saying they’ve never seen anything like it.

Every week there’s another reorg, another layoff, another AI announcement. Tremendous momentum. Nobody restructures better than Verizon. Nobody. Believe me.


Current round of layoffs

Getting laid off doesn't feel like a neutral “business decision”, it's a gutless move against the people who actually kept the work in healthcare technology running while others coasted and still kept their badges. I spent years cleaning up messes. Now somehow I’m the one pushed out. It’s sickening to watch a company in the health space reward bare‑minimum effort, ignore the impact on real people and communities, and then speak in corporate jargon about “efficiency” and “alignment” as if no one can see through the lies. The worst part is knowing I was singled out not because I failed, but because I refused to be lazy, refused to cut corners, and that commitment to some level of standards made others uncomfortable! What a joke, too bad it's not funny at all.