#culture

A good project for a long holiday weekend would be to create FIS Bingo cards. What are the endless terms, names, even phrases that have been used to beat employees to death in meetings and emails. Or meetings that should have been emails. Go ahead, do your worst.

I’ve come to realize how much worse things have become here following the recent layoffs and changes. People are incredibly deceitful and backstabbing, praising others one moment and then criticizing them in the next meeting to gain favor or serve leaders.

Is there anyone honest left, or did we eliminate them all? Perhaps that’s why we let good people go. Conform or be dismissed. This isn’t the Nike I’ve known for the past 20 years. It’s disheartening.

Ever since the directive has shifted to no use of force my store has been getting robbed blind.

I’m an ap manager and I as well as my team has to sit and watch the thieves ransack our store and there is literally nothing we can do about it other than “can you come with me”.

The colleagues hate us now and think we’re lazy because they see it happening but it isn’t our fault.

What we are allowed to do has changed for the negative but the expectations are still high. My director continues to push for productivity despite our hands literally being tied behind our backs.

Lord I hope this changes soon. We are one of the only retailers in our mall with this policy and as a result all of the thieves come here. 35 years in loss prevention and I’ve never seen it this bad.

Why does Enbridge insist on not using the best procedures when merging departments.
Some GDS policies are far more advanced than our counterparts. Instead of selecting the best way to do things, they just choose the Enbridge way. It's beyond frustrating for us.
Also the software is atrocious. Everything is completely FUBAR'd. Is hammering a square peg into a round hole just the way they do it? And it seems like the people making the decisions are only at their job for 5 minutes before they go somewhere else.

The Linked in posts all seem to follow this format. "After X years at Fidelity my role has been eliminated, but I am so grateful, humbled....blah blah for a couple of paragraphs... I've had the privilege...I never felt so valued...as a move on to my next chapter, I do so with immense gratitude and respect for everything that Fidelity stands for"

Then on the opposite spectrum I see recent graduates posting about how excited they are to share that they accepted an offer at Fidelity in some customer service role.

Is there some template that Fidelity is suggesting that people use?

It also feels like Fidelity does not want older people in the organization.

If you are a U.S. citizen or green card holder and feel you’ve been unjustly treated—whether through biased performance evaluations, wrongful termination, or being passed over for promotions—especially when H-1B workers are in your team, know that there are legal channels ready to support and protect you. Your rights deserve to be defended, and you don't have to stand alone. You have a voice, and there are avenues to fight for the fair treatment and justice you are entitled to:

U.S. Equal Employment Opportunity Commission (EEOC)

The EEOC stands as a safeguard against workplace discrimination. If you’ve been unfairly dismissed or treated differently because of the presence of H-1B workers in your team, you have every right to file a charge with them. No worker should be sidelined or mistreated.

U.S. Department of Labor (DOL)

The DOL ensures that U.S. workers are protected against any unfair treatment. Employers are legally obligated to prioritize American workers for hiring and retention. If you’ve been bypassed for an H-1B worker or unfairly dismissed, the DOL will investigate violations and hold employers accountable.

State Fair Employment Practices Agencies (FEPAs)

Many states have their own agencies to fight workplace discrimination and unfair dismissal. These agencies are there to ensure that U.S. workers’ rights are respected. Check your state’s official website to find out how you can take action.

National Labor Relations Board (NLRB)

The NLRB steps in when unfair treatment involves collective bargaining or labor issues. If you believe that U.S. workers are being dismissed in favor of H-1B employees, the NLRB can investigate and take action to ensure fair labor practices.

Contact Your Elected Officials

You have the power to demand accountability from your elected representatives. Write to your Congressman or Senator to raise your concerns. They can fight for your rights, bring attention to the unfair treatment of American workers, and push for legislative changes to prevent such abuses.

U.S. Citizenship and Immigration Services (USCIS)

It is illegal for employers to displace U.S. workers in favor of H-1B workers or to keep H-1B workers on staff while laying off U.S. employees. If you have evidence of this, you can report these violations to USCIS for thorough investigation and enforcement.

U.S. Immigration and Customs Enforcement (ICE)

The presence of H-1B workers from countries that are adversarial to U.S. national security can expose companies and industries to significant risks—from intellectual property theft to potential espionage. If you suspect that there’s foreign influence or other national security threats in your workplace, it’s important to report this to ICE’s Homeland Security Investigations (HSI).

Federal Bureau of Investigation (FBI)

If you suspect that H-1B workers or employers are engaging in illegal practices, such as manipulating hiring processes, violating labor laws, or committing immigration fraud, you must report it to the FBI. These coordinated efforts can harm the integrity of our workforce, and the FBI is equipped to investigate and bring justice to any parties involved in criminal activity.

American workers deserve fairness, respect, and opportunity. If you feel you’ve been unfairly treated because of the presence of H-1B workers, you have the right to stand up for yourself and fight for your rightful place in the workforce. Don’t stay silent—take action today, and help restore the integrity of our job market.

Does anyone else ever imagine how much better this company would be to work for if Tim Welsh would have replaced Andy?

I never thought it would come to this - me hoping to be selected for layoffs after so many years.

They aren’t even hiding it. Their LinkedIn profile is literally calling it the RedLion Takeover. How many Optimum stores are literally still in-house? The sad part is all the metrics show that the RedLion stores are doing better than the internal stores, but who knows if he could trust their numbers. Probably all fake to justify to takeover.

Everything is urgent. Cost is all incompassioning. Technical engineering excellence is non existent and unimportant. Add more trackers and layers of weak yes men management.

Rearranging the deck chairs on the Titanic.
The failures losing $billions haven’t been fired.
Including Bill.

If Abby is making us go into the office every day, then, maybe that’ll let people not have to go into the office sometimes? Like if someone has to see a doctor, they can be allowed to work from home that day? Eventually, maybe they’ll realize they NEED to give remote work exceptions, like to people who are primary caretakers or have illnesses?

Just a wishful thought. Probably not gonna happen. I don’t know, man.

I got out of SAP 12 Months ago and it's been the best decision I've made.

I was a decade within the company. But if you are sick of the BS just move on. Life is too short and wasting bandwidth in this forum.

People are posting the same question all over the public channels: How is having Teams in addition to these other products saving us any money?

The answer is that it's not. First of all, Teams will replace pretty much everything eventually, but the reason Dan wants it in right this second is so they can effectively install spyware on every employee's computer.

Teams has insanely detailed tracking on keyboard/mouse usage, activity, time spent on computer, etc., and more importantly it rolls all that information up to people managers in nice, easy to consume dashboards.

Yes all of these things already exist in some form or fashion. But the information is fragmented, and managers don't currently have access to all of it. With Teams you get one centralized spyware platform that managers can easily access and consume.

I believe that the ultimate plan is to start culling remote employees by terminating for cause based on activity metrics to reduce headcount. Many other companies in the industry use teams to micro-manage and track remote employees, and many people are posting on forums like reddit about being terminated or written up for "7% decrease in activity levels".

USAA is trying to align itself with how the industry is controlling and targeting remote employees, and if I were one of them I would make sure I had a backup plan.

To all the outstanding employees and those exploited by this company have a wonderful long weekend.

To all the executives, and their concentration camp commandants, the hr hall monitors,

You don't deserve it. When your kids cause a scene somewhere and you get exposed for your incompetence as human beings, in that moment you should realize that your work persona is fake and your perceived competence only exists inside the walls of us bank. Nobody respects you inside the company either, but they are paid to pretend.

Paying $7 a gallon for gas, to spend $40 a day for parking, to sit in a cube and speak to no one in person. Meanwhile, other people in comparable roles, living slightly farther away are forced to work remotely with impact to their raises. This is nothing like pre-COVID because no one I work with is in my walled-off neighborhood, and everyone in my neighborhood is incredibly bitter to be there. Not too hard to see why, when this week there was an armed guard overseeing the parking entrance, asking people where they worked prior to being able to take an entrance ticket. How is this effective or responsible - fiscally, environmentally, productively, strategically, or in regard to safety? Why even have salaried employees if you intend to treat them like hourly employees? It disincentivizes them from being in the field or going above and beyond in any capacity that isn’t tracked by IP. What happened to, “We put people first,” in a culture of “do the right thing”? If the MC thinks this is the “right thing” it does not speak very highly on their behalf. Obviously, we all know they don’t really care about their team’s actual lived-experiences, but they could do a much better job of making their mandates make sense. The Talk to Us Surveys, employee banking, and PAC solicitations, in an iron-fist culture, are ironic (if not insulting) at this point. By the numbers annually: approximately 440 more hours of commuting and nearly $6,000 spent on parking alone, for a job that can be done more effectively remotely, with zero reasonable reasons given other than, “because we said so.” Bonuses are very nice, but after taxes and annual RTO hard cost expenses, the math is not mathing on the take home pay. At the bare minimum the bank could negotiate fair parking contracts in all HUB markets - public transit is not safe for many.

Pretty moving.

It won't change anything, and there will still be the associates who still want to do everything by the book in hopes that ELT will spare them. But, what if June 1st the home office was damn near empty and everyone either called out sick or WAH for some emergency reason. Imagine the signal it would send to those d-mb bags of sh!+ that sit in the corner offices. I'm sure we would all be collectively punished or lectured, but we outnumber them. They can't fire all of us, and they need us more than we need them. The 80/20 rule. 80% of the GPs and directors could take a month off and nobody would notice. 20% of home office associates who actually do the work could walk out that door and the whole thing grinds to a hault and would make a media headline. So glad to be driving 4 days a week during and energy crisis, I thought this company was all about the environment and saving the planet?

Share price in decline consecutively for years

Portfolio in decline for years

Talent in decline for years

CEO & Leadership team in decline for years

Longest period of no raises in any major IT company - they must hold the record

No strategic direction for years

I could go on and on, it is this the worst company out there?

Nike is in the middle of Founder’s Week and JDI Day is right around the corner. Now leadership wants to talk about inflection points, comebacks, legacy, courage, effort, and getting back to what made Nike great. I get the history. I get the speech. I get what they are trying to do. But from the floor, it hits different.

It is hard to hear “we are going to be fine” when the people making the biggest decisions still have titles, stock, bonuses, protection, and seats at the table. Regular teammates are the ones wondering what is next. We are wondering if raises are coming, what PSP will look like, and if we are really safe or just still here for now.

People keep saying, “At least you didn’t get laid off.” I understand what they mean, and I am not trying to minimize what teammates who were laid off are going through. Losing a job is serious. It affects families, bills, insurance, and peace of mind. But at the same time, it is hard to act like everything is okay for the people who remain.

From what I understand, some teammates who were laid off were kept on the books for a while, some received severance, and in many cases there was COBRA or some kind of transition support. That still does not make being laid off easy, but at least there was a next step. For the people still here, there has not been much clear communication. No real talk about PSP. No clear talk about raises. No clear talk about long-term stability. We are just expected to keep showing up, keep producing, keep adjusting, and be grateful because we were not cut. That does not feel like security. It feels like being minimized.

The floor has been doing the work. Teammates across all shifts have been doing the work. Production teams, support teams, trainers, technicians, leads, and everybody keeping things moving have been doing the work. People are running lines, hitting numbers, solving problems, training others, covering gaps, answering questions, fixing issues, and keeping product moving while trying to understand decisions we had no voice in.

So when leadership talks about fixing what needs fixing, I agree. But accountability should not stop at the floor. The people closest to the work should not always be the ones left carrying the weight from decisions made above us.

The timing of all this feels strange. Founder’s Week is happening. JDI Day is coming. Big speeches. Big messages. Big legacy talk. Meanwhile, a lot of regular teammates are sitting with uncertainty. People show up to these events because they want to belong. They want to believe in the company. They want to be part of something bigger. I respect that. But I also think some people do not fully see how much weight is being carried by the people with the least power.

I do not need more inspiration right now. I need real communication. I need transparency. I need leadership to explain what is actually being fixed and show that they understand the weight this puts on everyday teammates, not just the brand, the stock price, or the comeback story.

Nike talks about doing the work. The floor has been doing the work. All shifts have been doing the work. Now leadership needs to do the harder work too. Be transparent. Be accountable. Explain the plan. Stop acting like people should be quiet just because they survived the last round.

The comeback cannot just be a message from the top. It has to show up in how people are treated.

Strong story doesn't save companies. Strong work do!

I like that and He's correct—companies survive on output, not narrative.

But that's a principle for stable times.

When the house is already on fire, "just keep working hard" starts to sound less like wisdom and more like a way to keep people holding the hose while the roof caves in. It won't save anyone.

Not sure how everyone is responding to the changes over the past year and some change. Seen a lot of people move on and out the company, rightfully so. I have been showing up and leaving when I feel like it. Granted my mgr understands my beef and is cool with it, if I show up at 9/9:15 and wanna leave at lunch or 3:30 to finish my day at home, I do that. I suggest you start taking power back in some form for yourself. Whatever that looks like for you, do it. I refuse to look back one day knowing there was more I could do to empower myself in my role and regret it because I was fearful or just doing what I was told, even though it made no sense. For those still showing up daily on site in sales for a 90% virtual role, ask yourself why you're still playing by the rules and not questioning things or creating your own environment for success. Your manager feels it too, but they're not gonna speak out. You have to do it for yourself. If you understand your latitude and have positive rapport with your peers and leader, suggest you create the workflow for your success rather than abiding by this cookie cutter nonsense. Respect to those who don't want to risk their livelihoods because times aren't great. But I encourage those who're disgruntled about the current work environment to take some power back and do whatever you want to do to meet the targets rather than what incompetent leaders try to mandate.

Why at a location like Gemco ,does the company have 2 mobile trailers with Cameras 📷 posted up in the same area, having to spy on us?

One should be enough. What are the watching? Ballast? Shutdown power?

Wow! Hope you’re blocking

Anyone else take issue with the ‘motivational’ video shown at the last town hall?

Our CEO really woke up today and said, “You know what will inspire the team? Mike Tyson vs. Buster Douglas.”
So now all of us watched a heavyweight upset from 1990 like it’s a mandatory corporate TED Talk.
Nothing says “Q2 synergy” like a grainy VHS quality uppercut.

To be fair, the message was supposed to be about resilience, grit, and “getting back up when you’re knocked down.” But here’s the thing: Mike Tyson isn’t just a boxing legend — he’s also a man who was convicted of se-----y as--ulting a woman. That part matters. It’s not a footnote. It’s part of the real story, and it deserves acknowledgment, especially in a workplace where safety and respect for women aren’t optional values.
So yes, the Buster Douglas upset is iconic. Yes, the metaphor could have worked. But maybe — just maybe — there are motivational examples that don’t require HR to brace for impact.
In the meantime, if next week’s “inspirational clip” is from Tiger King, I’m calling out sick.

Let the fun times begin cause it’s almost upon us. Who wants to place bets that we will see a repeat of last year with falsifying ratings so they can terminate people based on bogus performance? Then Robbie can look amazing for saving the bank millions without saying how

1. Your Potential Means Nothing
↳ Results speak louder than capabilities
↳ "I could have" doesn't pay bills
→ Start delivering before someone asks

2. Loyalty Won't Save You
↳ Companies are loyal to profits, not people
↳ Your growth is your responsibility
→ Always have a Plan B ready

3. Being Good Isn't Good Enough
↳ Excellence is the new baseline
↳ Average performers get average lives
→ Identify your unique edge and sharpen it

4. No One Will Hand You Success
↳ Mentors guide, but won't carry you
↳ Your career is your business
→ Stop waiting, start creating opportunities

5. Comfort Is Career Death
↳ If you're not uncomfortable, you're not growing
↳ Easy today = obsolete tomorrow
→ Seek the tasks everyone else avoids

6. Politics Matter More Than Performance
↳ Great work without visibility is wasted work
↳ Relationships amplify results
→ Master the art of showcasing impact

7. Time Choices = Career Outcomes
↳ Every 'yes' is a 'no' to something else
↳ Poor boundaries ki-l high performers
→ Master the art of strategic declining

8. Feedback Is A Gift (Even When It Hurts)
↳ Criticism shapes champions
↳ Defensive people stay stuck
→ Seek tough feedback early and often

9. Skills Have Expiration Dates
↳ What got you here won't get you there
↳ Industry demands evolve rapidly
→ Stay current or become irrelevant

10. Your Network Is Your Net Worth
↳ Relationships are your career currency
↳ Tomorrow's opportunities come from today's connections
→ Invest in people before you need them

11. Your Attitude Eclipses Your Aptitude
↳ Difficult geniuses get fired
↳ Pleasant performers get promoted
→ Choose your battles wisely

12. There Are No Guarantees
↳ Security is an illusion
↳ Change is the only constant
→ Build adaptability as your core strength

Looking at Seb Page's "mental health" advice - Watch Netflix on sundays?!??!? How fu--ing out of touch with people do you have to be???????

Your manager doesn't matter at all. They don't do anything regarding whether you remain employed or not, they learn of you getting fired about an hour before they let you know...they are useless so don't worry about pleasing your management.

Just from an ethical perspective. People who feel entitled to clean out the snack bins are demonstrating the quality of their character. It is like the wait staff test - how people treat wait staff is telling you a lot about who they are.

Just woke up in the middle of the night. Feel aweful. Was having. Dream about fighting a bully who was kicking me in the nuts.

There is something different about Friday in Downtown Dallas. The week is nearly done, and you can feel it. The pace is still fast, but the mood is lighter.

On my way to AT&T, I notice the people around me more. The coffee cups, quick steps, quiet faces, and small signs of relief. Everyone is still moving, but Friday gives the commute a different energy.

It is not just a commute. It is a reminder that we are all showing up, pushing through, and making it to the end of another week. Friday makes the city feel more human. I am looking forward to seeing others on the commute.

Thoughts on the incoming CPO? I’m reeling after our last one & I’m very nervous that it’s going to just continue to be a disaster.

What's with those job postings on careers page, isn't it irony or what exactly going on, can someone enlighten me, am seeing some tech job listings, would like to apply lol

Nice touch. Great empathy.
Announcing 4.000 people being fired, while wearing a 250.000$ Richard Mille watch

Anyone have any idea what MW and the Legend of Doom are cooking up next? Benefits are what they will come for next so what are they coming for? Anyone have any insider knowledge? When will the monster retire?

9 Simple Ways To Recognize Your Team

(The stuff that’s not in any handbook)

1/ Stop Micromanaging Them
→ Trust is the ultimate recognition.
→ Hire smart people—then let them work.
→ Oversight ki-ls ownership.

2/ Promote the Competent, Not the Loud
→ Results speak louder than self-promotion.
→ Reward outcomes, not volume.
→ Quiet excellence deserves the spotlight.

3/ Give Them True Autonomy
→ Treat them like adults.
→ Let them decide how they work best.
→ Freedom fuels performance.

4/ Pay Them What They’re Worth
→ Money talks louder than pizza parties.
→ Certificates don’t pay bills.
→ Fair pay is real appreciation.

5/ Fire the Toxic Performers
→ One bad attitude drains ten good ones.
→ Protect the culture, not the culprit.
→ Removing them lifts everyone else.

6/ Don’t Be a Je-k
→ Decency is rare leadership currency.
→ Respect costs nothing.
→ Kindness compounds influence.

7/ Give Them Time Off (and Mean It)
→ Burnout isn’t a badge of honor.
→ Disconnect means no Slack, no guilt.
→ Rested teams outperform exhausted ones.

8/ Listen to Their Ideas
→ Ask, pause, and really hear them.
→ Implementation proves respect.
→ Listening drives innovation.

9/ Publicly Give Credit (and Take None)
→ Celebrate their wins loudly.
→ Success is theirs—failure is yours.
→ That’s real leadership.

Recognition isn’t a bonus. It’s a culture and culture decides who stays.

Best news of the year .. people officer is leaving not sure what her purpose was at bd other than fly and travel all over the world posing for pics and cutting ribbons and handing out lame awards must be nice. This woman was a nobody in Sumter plant somehow made her way up the ranks .. appease Tom and ur gold .. her replacement is another useless waste of space .. talent at BD is non existent and where it exists it’s not valued it’s eliminated to be outsourced or to bring in their buddies .. yup I said it and it’s the reality ..

What is the point of the feedback? Im so over getting harrassed about that sh-t and half the people requesting it or it assigns to you i dont even know.