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I don’t know when work turned into everyone trying to prove they’re the last one who should be cut, but that’s what it feels like now. People chase approval, grab credit, and act friendly until there’s a chance to make someone else look bad. It’s draining.
The worst part is that this isn't accidental. When leadership rewards this kind of behavior, people learn fast. I'm relatively new in my career but if this is how it's always going to be, well fu-k.
Outside of ignoring problems until they get worse?
Why do industry observers and specifically BP staff automatically give high praise to Meg? Can one person from the outside manage to upright a failed strategy and a culture which abhors change?
I report to someone, but after they flattened the hierarchy and got rid of all the middle managers I ended up reporting directly to the director in my org.
He's not interested in or capable of leading a team. I never see him except during our monthly 1:1 (which is basically just a monthly recap so he can tell his boss what I do).
There's no leadership here at 3M anymore. Just a bunch of disinterested, self-important jagoffs having meetings because they didn't know what else to do. And nobody can get promoted, so it's never to change.
I love survey time of the month. It’s hilarious that the company asks us each and every month about how we feel about them. Do they take it seriously? Absolutely not. Do they use it to weed out people who come forward to section and claims managers? ABSOLUTELY!!!
But I want to point out how hilarious it is when you answer the questions about why it’s so stressful and why you don’t want to come into the office e more -!it ends with ‘you are least satisfied with Strategy.’ Really?!?! The strategy is to grind us into oblivion. I can’t believe I’m saying this but bring Tippy back. Least Tipsord wasn’t blind to the need for work life balance…kind of. D1 injury in particular is the most likely to make you crash out from mental exhaustion and it’s very clear they don’t give a flying F!
And you know what? For once, I'm okay with that. We have way, way, way too many layers of managers with barely any direct reports who never do anything useful. Getting rid of them will actually cut costs without affecting work in the least. I don't like layoffs, but for once I approve.
In my experience, not many.
How do managers sleep at night when they have to downgrade someone who clearly earned a better performance rating?
Is it being reset? Or gutted?
Nothing makes sense
Massive insiders selling stock and nothing given to the employees ever. Leaving bag holders. Get far away from dell
Since Andrew left, and he only led for approximately 4.5 years or so, the treatment of employees has gone down to the gutter. The only period in which employees were treated fairly was during his tenure. Look up the history of UHG leadership and you will see what I’m saying. I was recently laid off after working here for 15 years. They not only offered me 5 weeks of pay, they put very “questionable language” in my layoff package.
Accepting their layoff package is accepting more abuse on the way out.
• If they get sued you should be on their side.
• If you were mistreated and (I’m watering this part down) or if you saw someone being mistreated, by accepting their severance you are saying it never happened.
• If you catch wind of them potentially being sued, you should warn them
• Also they added that you should not expect any payment for any of this! hahahahaha!!!!!!
• And if they call you for help with work after you’ve left, you have 48 hours to get back to them and help. This is teetering on… “fill in the blanks”…. and not even enforceable!
Who do their lawyers think they are? Very thuggish! I asked others that were laid off with me and they had similar language. And one that worked for 3 years only got 2 weeks worth of a paycheck.
This is all provable and true! To those of you still there, this is how they treat you after years of service, that’s if they don’t put you on a CAP or PIP to manage you out like someone said in a post on the UHG link here. They did this recently to my friend who worked in UHC for 25 years!
Since Andrew left, and he only led for approximately 4.5 years or so, the treatment of employees has gone down to the gutter. The only period in which employees were treated fairly was during his tenure. Look up the history of UHG leadership and you will see what I’m saying. I was recently laid off after working here for 15 years. They not only offered me 5 weeks of pay, they put very “questionable language” in my layoff package.
Accepting their layoff package is accepting more abuse on the way out.
• If they get sued you should be on their side.
• If you were mistreated and (I’m watering this part down) or if you saw someone being mistreated, by accepting their severance you are saying it never happened.
• If you catch wind of them potentially being sued, you should warn them
• Also they added that you should not expect any payment for any of this! hahahahaha!!!!!!
• And if they call you for help with work after you’ve left, you have 48 hours to get back to them and help. This is teetering on… “fill in the blanks”…. and not even enforceable!
Who do their lawyers think they are? Very thuggish! I asked others that were laid off with me and they had similar language. And one that worked for 3 years only got 2 weeks worth of a paycheck.
This is all provable and true! To those of you still there, this is how they treat you after years of service, that’s if they don’t put you on a CAP or PIP to manage you out like someone said in a post on the UHG link here. They did this recently to my friend who worked in UHC for 25 years!
I have never seen a place where making big mistakes gets you promoted faster than doing your job right. Until I joined Ally.
Is it really the elephant in the room anymore? Is it a value add when you just create extra work to validate your existence and add work to teams that are already understaffed? We all know it’s to validate the existence of SB but this is just getting out of hand. Every week they recreate work that our teams are already doing. We have to pivot and adjust to keep up with this nonsense. WE don’t want your “help.” They create processes that aren’t efficient just to “look busy.” BTW - we have a procurement team that will manage POs from start to finish. In fact they do this for the ENTIRE company. I prefer to go to them! It’s simple. So why does SB want to hoard unnecessary work that creates a layer for everyone else? One guess - JM could never admit that her team doesn’t add any value. Instead we all have to drop what we are doing when they pull something new and inefficient out of their hat. They’ve run out of work and now they are digging for things. Get over it! Admit the work is fake and you are trying to take other peoples work to make yourself look “busy.” Insert eye roll here!
I’ve been here long enough to see how decisions get made, and it doesn’t feel great at all. A small circle seems to have most of the influence, while everyone else just waits to see what changes next. I know no company is perfect, but I’d like to be somewhere that treats employees as more than expenses. At this point, I’m thinking it may be time to look around.
You can't slash decades of collective knowledge for a small budget win over and over again and then look confused when everything starts falling apart. That isn't bad luck, that is the direct result of your own choice.
I am so tired of getting blamed for projects that went wrong because management approved bad plans.
When I switched from Walmart to Sam's, I expected a busy workplace, not all this quiet drama between coworkers. There are people picking sides, leaving others out, and making small things bigger than they need to be. I am in my thirties and I have dealt with enough of that already. It would be nice if everyone just treated each other with basic respect.
I am consistently astonished to observe that during every layoff at Walmart, none of the leadership seems to be affected for an extended period; they often return to the same position or role at Walmart after being impacted.
Positions such as Directors, Senior Directors, Group Directors, VPs, and SVPs are rarely affected here at Walmart. Additionally, their employer benefits could potentially save hundreds of jobs for individual contributors who genuinely provide significant value to the organization.
Ultimately, it is the individual contributors who truly bear the brunt of these layoffs.
My site is pushing hard on metrics for client facing phone roles in brokerage. They are putting any below the national average on key metrics like CPH on an “unofficial” PIP. So, lots of people getting put on a PIP.
I’m hearing from other site leaders this is a strategy to push reps up or out, documenting everything and focusing more on tenured reps.
Anyone else affected by this or seen this play out before?
I am from India, but went through the University -> H-1B -> Citizenship route a while ago in Tech space. At that time, there was no fraud or offshoring, and very few select people got an H1B. I really appreciated the opportunity provided to me.
Now I am seeing all these young kids from the US are being short-changed with offshoring. Any US layoff or attrition is being filled offshore. That mandate is coming way, way above. If you don't provide opportunities for young kids, what will happen to the next generation? This is 100% wrong. I want to take someone fresh out of school and mentor them with what I've learned - but all goes offshore. Almost like seeing Manufacturing going offshore in the 80's and 90s.
I am not sure why nothing is being done... I feel like people here are more subservient and submissive than in other countries. (sorry)
Nvidia CEO Jensen Huang publicly praised Qualcomm’s mobile capabilities and humorously told investors to "buy their stock", Nvidia simultaneously announced the RTX Spark superchip to target the "Windows on Arm" PC market.
If you're smart enough to read between the lines,
More people are going to be cut next quarter where people remaining have to adjust to the new normal
Why tf they can't just tell us directly??
"Fortune Media and the research firm Great Place To Work have named Five9 to the 2026 Fortune Best Workplaces in the Bay Area list. The designation recognizes the cloud contact center software company for its workplace culture and employee experience standards within the San Francisco Bay Area region."
https://www.stocktitan.net/news/FIVN/fortune-media-and-great-place-to-work-name-five9-to-2026-fortune-2aprz99rp0sl.html
State Farm leadership is cookie cutter corporate garbage. When the person above and in front of them stops they put their head up their azz. Leadership no longer has the heuvos to defend and support their subordinates. It is each man for themselves and their hypocrisy runs deep when they preach teamwork.
It is so sad to say they are so brainwashed to believe in the hypocrisy. Leadership at State Farm is a term that is abused so bad it has created dysfunction. The worker understands this and can no longer believe in the ethics of the company mission and vision statements. Failure is inevitable with leaders of poor virtue.
Lot of high profile exits
What the actual f-k is going on with the stock price in this company? This absolute failure of a management team has driven the market cap down to $38B. That is absolutely insane at how poorly it’s performing. Is management really this d-mb? At this point it seems like they just want it to go lower and lower. I couldn’t imagine working for this company and just watching the value constantly decrease. Your work is just meaningless at this point.
Our manager just sits there nodding while other teams blame us for everything. No pushback, no defense of our work, just silence while we take the hit. I mean, he looks bad in the whole thing as well, he should at least care about that. But nope, just lets it happen.
Steve's comments were fine but Christa Ferrell publicly revealed herself in her own words as spiteful and the Adil Mirza acknowledged that he just takes other people's work and put his name on it. Is Sophia really that tone deaf that she thought that would be motivating or was she just too lazy to review the final video? Happy EAW folks, keep doing a great job for our spiteful, plagiaristic and lazy leaders.
At the ISP Town Hall last week, during the agenda portion at the beginning the moderator mentioned QA’s and a meeting pulse. Eric said “you’re not going to allow 4-1 questions right?” Leadership in the room all giggled. Then he said “gas prices are high, can we go to 3-2, what an absurd question”. So dismissive and out of touch with the everyday employee at his firm. He’s referencing the Rob sharps town hall last month when him and the MC dodged all questions regarding RTO. Not everyone can afford a personal driver and a nanny while he leads a company into layoff after layoff, a crashing stock price etc.
Staying quiet when someone stole my credit cost me a promotion and I regret it every day.
Nearly six years later, AT&T’s answer to every problem seems to be more RTO, more presence tracking, and more control.
Meanwhile, T-Mobile continues to outperform, remains remote or hybrid for corporate employee managers, and has become a destination for talent that no longer wants to deal with AT&T’s five-day office mandates.
T Leadership keeps talking about where employees sit while competitors are focused on winning customers, growing the business, and attracting talent.
The stock charts tell the story better than any town hall BS story or August 2025 manifesto email ever could.
So they tell us to use AI, your review next. Year will be dependent on your AI Adoption. Then when they figure out how expensive it is and they say oh you only get so many tokens now.
So what is it. My job depends on AI Adoption or my job depends on AI Tokens.
Please make it make sense.
Down with AI!!!!!!
People will make sacrifices for a company with upside momentum. A company growing fast. A company where employees share in the upside growth.
That’s usually how the deal works, you give more, and you get more.
Maybe it’s equity. Maybe it’s stock appreciation. Maybe it’s career opportunities. Maybe it’s the feeling you’re building something special, but let’s be honest… Nobody believes AT&T is becoming the next Nvidia or SpaceX.
The stock has spent years going sideways while leadership lectures everyone about being “market-based.”… In an actual market-based environment, employees who make sacrifices are rewarded for them. They share in growth. They share in success. They see opportunity.
Here the expectation is simple… commute more, spend more, give up flexibility, absorb the cost, absorb the stress, and be grateful for the “privilege”. The company keeps demanding more while offering less. Less flexibility. Less trust. Less autonomy.
The problem isn’t that people don’t want to work. The problem is that leadership keeps asking employees to make sacrifices without offering anything meaningful in return.
The one thing this company actually had going for it was flexibility. Leadership took that away too, and now they’re surprised by the results.
What happened to the people who actually knew how to lead a bank?
My manager keeps promising to fill open roles but nothing ever happens. We are drowning in work and every month it is the same story about help that never arrives.
It stupid to have security under FTS/FAST to begin with. I don’t get it!…MD and that CIO guy were two of the worst hires in the history of the company. Idk think they know what they were doing.
He only did a year then left!…he wanted everything to be engineers. Nonsense
The way leadership picks who gets cut here is totally random and makes zero sense. They've let go of some really talented people plus newer folks, and none of it seems to follow any pattern.
Fresh 1-year lows on the stock. Morale at all time lows. Employee trust at multi-year lows.
Yet somehow we’re still talking about badge swipes, presence reports, and where people are sitting.
The market is asking for execution. Leadership keeps responding with attendance nobody cares about.