#culture

Fixing this would take visionary leadership with courage, long-term commitment, and out-of-the-box thinking. Nothing even close is on the horizon. Fiserv will continue until there's nothing left to shovel over to leadership and shareholders. We'll keep existing in an ever-deteriorating culture until we're incapable of managing the cuts, handling the ever-increasing workload, or are replaced by offshore labor.

To the point that I don't know if we'll be able to get anything done.

I'm seeing some linked in posts where people are 'so excited to announce I'm taking a new position as a director in Fidelity blah blah ' where they were formerly VPs. Of course one in particular I saw scrubbed that gleeful vp announcement from 3 years ago from his linked in page. Are there people who took demotions to stay in lieu of getting $hit canned or is this some sort of universe correcting reorg?

It’s 2:30 here at HQ. I’ve met my 40 hour requirement for the week so it’s time to head home. Man I love Summer Fridays!

Last week my tram was told that they are monitoring our AI usage and those that are not using it at are risk. We were shown a dashboard that tracks general ChatGPT usage and Codex usage.

This week an email comes out instructing us on the proper use of AI, which model to select based on usage cost.

So wait, you want us to use it but in the same breath you are worried about the usage cost?

Id--ts

FU-K OPENTEXT

Not like management has hands on experience in telecom but this guy is trying to ride the AI hype train so hard it’s embarrassing. Very clear he has no idea what he’s talking about. When is the board going to do something about him?

I've worked closely with a few core systems for years and always believed that made me valuable to Cisco. Recently I've watched people with deep knowledge get pushed aside during layoffs and it's changed the way a lot of us look at long term stability here. We still work hard, but there's definitely less confidence that loyalty or expertise will matter when decisions get made. So many of us have started looking. Loyalty has to be a two way street or it simply disappears.

They're just glorified managers, and they're not even good at that. Citi is spiraling downward because there's a complete lack of real leadership.

Not a damn thing. No innovation. Horrible take on human capital. Stay away from these mushroom clouds

It's harder to stay focused because nobody seems sure what the plan is anymore. We're still doing the work, but we're being kept in the dark on so many things. I'm getting really, really tired of it.

I’m trying to wrap my head around the fact that our new purpose slogans are all these military esq phrases “take the hill” “run together” etc. who told them these were inspiring phrases that were going to get us all excited about our purpose?

And I work in Robinson where leaders have to say “glad to be here” in meetings The morale at my plant is the absolute worst I have ever seen it in my career!!!!!! What is happening to this company? Glad to be here, take the hill, run together. What’s next?

Q: How does it feel to be one of the ones who was LR harvested, whilst the Bread and Circuses of CiscoLive! commences?

A: It feels pretty sh£tty.

What a joke this all had been. To the old teammates who won't reply to texts, emails, or LinkedIn messaging...F-off, the lot of you.

And everything reflects it. The group is not open to new ideas, or new tech or new methods. And we are supposed to be a "cutting edge" IT group. We have projects that started a decade ago that cant move forward because we have not done our "due diligence". We are using tech from 2015.

10 out of 14 people will retire in next 3 years. Hopefully we can get some smarter people in. Although most likely we will be offshored.

No really, why?

https://www.msn.com/en-us/money/companies/verizon-vz-stock-trades-down-here-is-why/ar-AA24RnGp Bottom line Verizon sold customer location data and was fined $47 Million. Wonder how many employees Dan will lay off to cover this bone head move?

Lots of posts deleted. Surely now everyone (employees, management, board, supply chain and peers) can see why bp has been a train wreck since Browne left. It’s culturally corrupt and that prevails everywhere. You can remove the cancer - it’s too late

Displacing individuals is too slow and not creating sufficent staff reduction.
Poor work conditions and arbitary illogical management and we-ponized metrics have failed get employees to self attrit. Leadership next phase: Build League, the foundation to start displacing entire teams of employees at once....

Have read this a lot..

The problem with this logic is that it is exactly the strategy used to hire them in the first place (internally from other BUs using Spotify model) what your missing is that this is was designed to fail and there was extreme internal resistance that became louder in late 2019… convenient right?

Have you ever heard anyone at the firm say “fidelity doesn’t like two VPs in one room” before they humbly announce a lateral move to a different adjacent org? Take a look at some of your peers at any pay grade that started to make lateral moves during the fall of ‘25 water cooler talk.

I see your posts, i hear your sentiment. but what you are enraged about isn’t the firms gross incompetence. It’s actually quite worse, because it was strategic and now associates are left pointing the finger at the right people but for the wrong reason.

The existing tenured VPs on teams actively pushed back for years against the re-org and likely didn’t tell you about it. It was near impossible to fight — as PI was proving the model worked in their BU. The main argument of why the success wouldn’t transfer for AM tech is based on the end users and stakeholders. 100% internal technology with a specific set of elitist stock pickers, research analysts and traders as internal customers.

And then expecting those exact investment professionals to engage in this new silly structure was down right embarrassing. Asking someone who has worked as a product manger (industry title) to become a squad lead (not even a title used by Spotify itself anymore) was evidence in itself for some people aware enough that they jumped ship or took a lateral move.

Covid became the catalyst for this shift to formally take place, yes. But dont let your ignorance (and outright bigotry) distract you from the real enemy here. False sense of transparency from upper executives. Tenured VPs shielding delivery teams from all this happening only made them less prepared for the blow.

Fidelity wants to remain known for not following suit in layoff trends throughout changing economies. This is a decade long plan to control costs in a different way that other competing public firms cant take the same approach. If you want someone to blame, this is a “privately owned” cop out.

Thats it. The VPs you keep bringing up that you all seem to want to interrogate hypothetically. They were brought in so that there wouldn’t be outraged when they were phased out. Every single AM tech leader knew this. Patterns were recognized. New roles were presented to people with confusing titles and responsibilities. Delivery teams divided.

Asking chat gpt to come up with reverse interview questions about new VPs merit is sophmoric. This was why they were placed originally — upper execs paid for the Spotify consult and needed to see it through, and covid allowed them to execute this. knowing it would fail and THAT was a valuable point enough to justify future layoffs.

There are MANY cases of well accomplished VPs choosing a demotion, strategically. To stay at the firm, embrace the change for a temporary 5-7 years until the next wave of “leaders” try to make an impact. When Kathy and bill were here, this was well understood but not widely discussed because there was an actionable conversation happening about what long term associates LIKED about why they stayed for so long. There was a long run of success with their combined approach, and unfortunately gave a lot of younger employees a sense of stability that would soon change.

All of the outrage of covid hires and thinking you can reverse engineer something that was intentionally designed to fail in the first place is a waste of your time. Stop being tricked into thinking they actually believed this re-org would work. Or that it was a disguised effort to implement DEI.

Your leaders didn’t tell you the truth, stop whining about DEI when it was intentionally used to distract you and blame your peers, and not the execs.

I’m hoping for some honest feedback. I recently applied for a role in the Retail IT department at Walgreens, but I walked away with a really bad feeling about the hiring director and the overall environment. I’m wondering if pursuing this opportunity might be a mistake.

Great line by NVIDIA CEO.

Truth is, Verizon should have many empty chairs then…

https://www.linkedin.com/posts/entrepreneursanctuary_jensen-huang-co-founded-nvidia-in-1993-and-activity-7453027411870371840-5DK2?

Hey, guys wondering which orgs should I consider transferring too. I want know which STS are green or red flags. I’m currently an associate engineer with continued meet standards in CET,RWT and I keep getting things blocked due to budget related stuff. I’m tired of my org not evaluating me fairly so I’ll be applying around again.

Alright, let's hear it! Comment below on the first week back under the new RTO mandate. People going from 3 to 4 days a week, how bad was it having that extra day and having 3x the amount of people around you all day? HBAs returning to office (myself included), was it as bad as you thought, worse or better? My personal opinion and observations were the following:

• Commutes: These are only 'tolerable' if you get there before 7 and leave before 3. Traffic is and always will su-k in a post covid world where everyone drives like they are either on me-h or sleeping pills.

• Collaboration: We have to sit around people we already work with (I work with cool people thank goodness). Zero difference in teamwork, communication etc other than talking over a cube wall instead of in a teams chat. The idea that being in person will "increase collaboration" is one of the biggest lies told to us. In fact, it seems that people are less likely to do any type of extra "collaborating" because everyone is tired, burnt out, and of patience. Another Fail for ELT. (put this L on the stack with the others)

-"Culture": Day one had lots of chatter and "summit energy" from associates seeing others they had not seen in years. This type of "energy" also can be found at Founders Day. Oh wait, PP ki-led that whole event with no explaination. By day 3 people appeared to be less "bubbly" and were more or less just focused on staying in their cubes, plugging the ears with a headset or ear buds, and counting down the hours until it was time to leave. Everyone looks tired and checked out. If EDJ had any brains, 2 days in office seems to be the sweet spot if you were going to have RTO and not make it fail horribly. But, these people are stupid and will never notice this. Also, for the folks that think HBA peeps are lazy because we are (or were) at home, please sit down and take your L. Lazy people in the office are no different than a lazy HBA. In office are actually worse about getting out of doing work because there is nobody watching them. HBAs always felt like they had to go above and beyond to stay off the radar.

• Productivity: This was the biggest fail of them all. The distractions of having people walking by my cube, the background noise, hearing other calls, and just general in office vibes. This is a horrible, outdated, beyond stupid way to complete non client/branch facing work. It is unbelievable how much less productive I was this week in office VS at home. The time it took to get day to day work done was increased due to having so many distractions. I made more errors this week than I have in years. Stupid errors from simply not being 100% locked in on the work I was doing.

• Leaders: The only leaders that seem to be enjoying this new RTO are the ones at or above DL. The ones who wear the sport coat/blazer every day. They have the talking points down, the fake persona like a politician, and generally walk around thinking they are Gods gift to this company as they figure out new and creative ways to break everything they touch. They don't even seem like real people and make zero effort to interact or have any personal relationship with the people under them, unless of course they need a new 'work around' created for a system tech failure. They stay in their clique` with the other 'jackets'. They seem almost completely detached from reality and have zero ability to "read the room".

Summary: I knew it would be bad, but this is much worse than I imagined now that I'm seeing it in real time. People that love WFH don't care if someone is in office, teams chat is yellow/away, or someone doesnt reply right away. We simply do not care and only focus on the job we are paid to do. Nothing else matters to us if the work is getting done correctly. The in office junkies (the ones who love RTO) seem to be nothing more than micro managing control freaks. They dont have enough to do and have major insecurities. They love being in the office and therefore everyone needs to be in the office to fill whatever mental void they have. These people are borderline psychopaths with the way they obsess over what their coworkers are doing. It's sick and childish when it comes down to it. The obsession with seeing bodies in the cubes and nothing more has to be one of the biggest fumbles and fails EDJ has ever done (next to layoffs and outsourcing). I'm generally curious at this point as to how much extra $ is wasted on these buildings to keep them functional VS when the company was fully remote for almost 4 years. It's going to be a very long summer.

so surprised that no one mentions next week on this forum

https://share.google/LaNSdgZJxVmNlINzW

Is there anything less American than this? F this company... How is this even legal?

I have a PhD for 20 years now and most of my papers are in AI. I worked for 5 years at Fiserv as a product director before I left! This lady keeps referring to AI, but she is simply talking about workflow and automation. This is not AI. Can someone please educated her? Is she just another Gibbons?

Listen to the Bloomberg Talks interview with Dan. They literally ask him what changes will average customer see that will make an impact and Dan literally couldn’t answer. Totally embarrassing- it’s so CLEAR he has NO PLAN for any real changes. Just AI, AI, AI. Literally no plan at all!!!

Humana gives the bare ** minimum

Lots of major names have left the company, and people continue to leave. Probably a combination of the upper management culture (nepotism much…), LT mindset around optimizing and running as lean as possible, and the profit sharing changes which apparently we claimed “entitlement” to and did not work for. And really bad base pay relative to general industry. What do you think?

We are told we are an AI first company.

Now we are being told not to use it too much as it's costing too much money!

Significant change in culture and employee satisfaction. A few extremely poor leaders out in leadership and department head positions and everyone is job scares, anxious and unhappy. CEO change and the domino effect afterwards was a big part of it. Sad, but at some point the cancer will be identified and removed

Who is next to get ousted?

I come into work every day wondering if something is about to change and nobody says a word. The lack of communication about job security is becoming exhausting.

The head of the Writers Guild of America East union blasted Paramount-owned CBS News for recent “cruel and needless layoffs,” its firing of “60 Minutes” correspondent Scott Pelley and the shutdown of CBS News Radio.

https://variety.com/2026/tv/news/wga-slams-scott-pelley-firing-cbs-news-cruel-needless-layoffs-1236766676/

What the he-l is wrong with you kiss-a-s corporate boot-lickers?

Beth doesn't support families, women, disabled people, and those with extenuating circumstances with the RTO requirements that make FTO impossible. And to add insult to injury, the recent layoffs despite record stock prices and revenue...

Have some god-damn self respect for yourselves.