#leadership

Despite moving hq to Houston will CG be courtside during playoffs?
Commitment runs deep!

Hiring new people without giving them proper training after a RIF of a hundred others. You think strategy within CenterWell would learn, suppose not. VP of this group is cold and has no grasp on the new program. She does not care about concerns and only about the agenda in hand and won’t accept feedback,

Is T Brown still our CEO or did she get RIF’d? When is the next commercial coming out?

In Aug 2025 it was told by leadership that due to performance we did layoffs.

I mean, this site is a gold mine for the management. I am assuming they care about what's in the employee's head (and I might as well be very wrong) - reading this board paints that picture fairly well. Figure out what main themes on layoff.com and measure engagement, do the same thing with LinkedIn. If you were to average the two that would give you a much better picture about what's going on on the ground. The board should mandate execs to do this instead of fake survey's that are massaged to the Nth degree. Food for thought.

They talk big and contribute nothing.
Dressed sharp, empty inside, opportunistic and self centered.
I'd bet big money that nobody would notice if we were to cut that layer in half.

Managers simply protect their favorites and no merit in lay offs. Managers simply lie to their employees that they know nothing about layoffs. Leadership needs to adopt some transparent system or will be left with nepotism or favored employees.

I floated idea that EH should go about 6 months ago and everyone was overwhelmingly negative regarding my thesis in this board.

Now, I am sure majority of the people agree with me.

If all he can show for 18 months is what we have seen. What makes anyone believe that he can come out something outstanding in 6 months to 12 months from now?

It is abundantly clear to me, that when MP & JD gutted the talents or ( designers) and replaced with techies, Nike took wrong turn on the cross and EH cannot come back with no talents there with corporation culture is keep your mouth shut and follow the group!

What happened to JUST DO IT?
Double talking hypocrites

I see our $20 million leader is hiding behind the layoffs with a sentimental post on LinkedIn today. Meanwhile I’m spending Mother’s Day looking for jobs after being laid off… Also she’s clearly having an affair with Drew FWIW

Anyone know what it will be about? More Reorg I am thinking

Layoffs in Corporate Information Technology Visa executives should be ashamed of how they handled these layoffs. Just weeks after celebrating record earnings and profits, they sat behind scripted talking points and treated people like disposable line items in a revolving door operation. While bringing in the largest intern groups in the matter of a week. There was no humanity, no accountability, and no meaningful acknowledgment of the impact on employees and families.

What’s even more concerning is the false narrative being pushed that AI will somehow absorb the workload of the people they eliminated. That simply is not reality. Visa has not implemented mature, effective AI capabilities capable of replacing the operational knowledge, leadership, and technical expertise that walked out the door. The result will be the same pattern seen in many corporations: fewer people doing double the work while executives protect margins and shareholders applaud temporary cost cuts.

What makes this even worse is the culture that remains behind. Fear-based leadership, outdated management practices, and forced “NS/NS” (Needs Strengthening) labels used to create paper trails and justify targeted exits. It’s an old-school corporate playbook disguised as performance management. Simply put…Bad Bosses.

The remaining employees will now carry significantly heavier workloads while operating under executives driven by ego, hierarchy, and optics rather than modern leadership principles. Instead of building psychologically safe, high-performing teams, the environment rewards politics, pressure, and survival mode.

Companies talk endlessly about innovation, AI Transformation, Psychological Saftey yet many leaders still manage people like it’s 1998.

#Visa #Layoffs #CorporateGreed #FearBasedLeadership #ToxicWorkplace #LeadershipFailure #CorporateAmerica #PeopleOverProfits #TechLayoffs #Burnout #AIReality #BadManagement #WorkplaceCulture #EmployeeExperience #CorporatePolitics #ModernLeadership #PsychologicalSafety #WorkersMatter
#Visa #Layoffs #CorporateGreed #ProfitOverPeople #TechLayoffs #BadLeaders #TrumpStyle #LeadershipFailure #CorporateAmericaSucks #CorruptWorkplaceCulture #AIReality #Restructuring #CorporateAccountability #HumanCost #VisaHeartless

It really doesn't matter when the next round is going to happen. How many times have we already experienced layoffs being dropped on us without any communication or warning that they might happen? Leadership has proven to us many times over the past couple of years that they couldn't care less about their employees, and they've been treating us accordingly - as the first line of any cuts they might need at any given moment.

From his role as CEO in the coming investor call. JP will be announced as new CEO effective Q1 FY2027. Stay tuned.

I've stopped learning people's names. By the time I figure out who reports to whom, they reorganize again and everyone moves. It's been three or four restructures since I started. None of them made anything better.

Why is elt so narrow minded that they want to make the environment so vile, most talented people quit. And all you're left with is geriatric, brainwashed boomers, or offshore low level talent?

If you want to be #1, don't use the excuse "well Exxon is doing it!". To be first you set your culture and company apart, not the same, mo--ns.

We were first introduced to these ‘traveling’ resources when the Spotify model rolled through. Are they the ones leading the “next re-org” too? If not, were any of them impacted in this? Or are they the ones pushing the enablement lead lingo…

Jeffrey A. Goldstein, Nicole Anasenes, Mark Benjamin, Anil Chakravarthy, Kourtney Gibson, Lisa A. Hook, Kenneth T. Lamneck, Gary L. Lauer, James B. Stallings Jr.….

This is lack of market confidence in your CEO. You put Gary, Jeff, Frank in same role and the stocks pops.

You laid the foundation for Viasat's success over the past year. We may have tripped and fell a few times, but now we are up and running like Usain Bolt sprinting towards the gold medal. Viasat 3 Flight 2 is like a phoenix rising from the ashes. $100 per share is in sight, and maybe even $1000 per share is reachable. It's all possible due to your brilliant and visionary leadership. I raise my glass in honor of you.

Curious to know if the developers / QAs are layoff in this wave. So far I hear Scrum masters and leaders from the unit.

EM trading must su-k to lose this much money when all others are creaming. TGs leadership of Trading is equally bad to her leadership of HR where she systematically f’d the company for the long term. BP, Shell and the trading houses are all claiming industry high earnings and we lost a boat load of cash. Amazing. TG and DWW should be NSId out of the business and not golden parachuted

What needs to happen to prevent layoffs if good results won't do it? Do they really think AI will be able to replace human knowhow and experience? Why don't we get rid of the CEO and other leadership and replace them with AI? That would certainly save a lot of money.

My manager told me for years that I was the backbone of the team. Then I asked about a promotion and got told I was too important where I was. That's when I realized that being valuable at DXC doesn't get you ahead. It gets you stuck.

Please just take them all to the new hub in India. They love it so much they should be the first ones to go.

We are a much worse place with significantly more terrible, weak, shallow, and insecure leadership than when the COVID pandemic hit in early 2020. Im nervous that if the hantavirus becomes a pandemic that these human skinsuits will not react well or empatheticly. Anyone else feel the same?

I find it unbelievable how many VP's Optum has. One thing I learned was that when Optum acquires a company they assign them a title based on the money that they made in their last company. Hence, so many people having titles that significantly outrun their skills. Optum's VP's are a great example.

Howard Miller is relaunching under new West Michigan ownership and leadership. The company had previously announced plans to wind down operations. This closure led to layoffs in Michigan and North Carolina. Longtime executive Jim O’Keefe will serve as president of the revived company. The company will focus on its core clock and furniture categories.

Zeeland, Michigan

https://www.furnituretoday.com/financial/howard-miller-relaunches-under-new-west-michigan-ownership/

I come on the site to see what people are writing and thinking. I think is hilarious how most of you just complain and some of you call MD and JC names and how they are id--ts. You do realize MD created a $100B company and he is one of the richest Individuals in the world and JC Is the COO who has made millions. WHAT HAVE YOU DONE!!!

You guys are brave coming on this platform with no ideas, no solutions insulting individuals hiding behind your screen. If you are so miserable then quit. You know why you don’t leave, because you probably realize no one would want to hire you.

Do P4 lead software engineers need to give 1 month notice?

Months over month, us-based employee count is down 100 and India offshore contractors are up 400

India has 44 openings now in workday.

But I seen your leadership tells you that they are not offshoring. Fu--ing liars.

They hired for this yet laid off the most important people that had teams fall apart.

What even is this role?

At AT&T, I’ve learned that sustained success is rarely built on individual effort alone. It comes from being connected to the company’s priorities, engaged with the people driving the work, and committed to moving in the same direction as the broader organization. For many employees who have grown their careers here, relocating closer to Dallas has marked an important step toward greater impact and opportunity.

My own path has required real personal tradeoffs. I stepped away from what was familiar, adapted to new expectations, and chose career growth and responsibility over convenience. Those choices were not simple, but they opened doors to stronger relationships, greater visibility, and more meaningful collaboration.

Dallas is more than the company’s headquarters. It is a place where strategy, execution, and leadership come together. Being closer to key decision-makers and cross-functional partners creates faster communication, stronger alignment, and a deeper sense of shared responsibility for serving our customers and supporting one another.

That proximity also has clear business value. When teams are more connected, barriers are reduced, decisions move faster, and execution becomes stronger. Over time, that kind of discipline and coordination helps improve performance, strengthens the organization, and supports long-term shareholder value.

For that reason, moving to Dallas should be viewed as more than a personal career move. It reflects a willingness to invest in the company’s future, contribute more fully to the team, and help build a more focused, unified, and effective AT&T.

Why can’t fidelity just offer VBO? Or eliminate redundant leader roles which are overlapping such as EAL,GEL, EL, PAL, GPL PL, and multiple Team Leader. Wondering what really are they contributing?

USAA has a policy that all new roles are in office. Remote employees that post for new roles must move to an office location if they want a new role. It also has a policy that all roles are posted for at least 5 business days. This does not appear to apply to all people. Good ole boys get special treatment. The bank just hired a new chief compliance officer and the role was not posted. The new chief compliance officer is also remote and does not appear to have moved to an office location. What gives? Why is there special treatment for certain people while the rest of us remote employees are stuck in our roles unless we are willing to move?

Wait for the email. Stock now in the $8s, thats 1/3 of what it was when he came in, the market has lost all confidence in him.

They are just sorting out the replacement, he will be sending the more family time email to your inbox.

So what’s the deal with losing two senior leaders in a week? Are we finally seeing BM clean up shop before “retiring” as has been rumored for several years now? MH is probably tired of waiting to takeover.

Board and Leadership should be ashamed

We already had a culture of “every employee for himself” thanks to stack-ranking (based on dubious criteria) and other shenanigans.

Adding the constant threat of layoffs isn’t going to make people more collaborative and more willing to share information. You have to laugh at the ineptitude of whoever came up with this strategy! It’s like shooting yourself in the foot because it was hurting.

Management announced the shift to the "New Technology and Product Model" yesterday, effective June 1. They are framing the 1,000 cuts as a "skills reshuffle" to make room for 2,000 early-career hires.

To those in Tech/Product: How is your leadership actually mapping this? Is your "squad" being dissolved into these larger teams, or is this just a way to cut senior headcount before the RTO mandate hits in September? Curious if anyone has seen the new org charts yet or if we’re all just flying blind until June.

Don't pick up any extra work! If you do, you're just validating this leadership in thinking we can do more with less. You're making it seem like it was justified that they removed people since everything is getting done with fewer people. They don't give a damn that means that those who are left are breaking their backs trying to keep things running. They just see it's getting done and patting themselves on their backs. So don't do it. Make yourself busy whenever asked to do this or that if it was not part of your job before. And if you're worried about how that'll reflect on you, I've been doing it for two years and I'm still here.

He had just under 3 years, turnover went down from $14billion to $12billion. Share price down from $24 to $9 staggering -65% decline.

AI dream not producing any revenue, employees underpaid, Execs doubled their pay, layers of useless people given fake roles like Cumhire, Danny, and others. Its become a joke.

Wall Street is fed up of next quarter, next quarter excuses, never generating revenue. Bye bye Rahul you did very well out of it.