#leadership

What is the percentage for merit increase for achieving a performance rating of 2 vs 3 vs 4 vs 5?

Does anyone even get a 5? I heard they don’t give out 5s. Or are they reserved for senior leadership?

Good luck to all!

LinkedIn posting liking commenting and dressing like they are on a runway at NSM. No wonder nothing of substance ever happens at this company. Lfg Deadtronic

I don’t know how else to say it. The major rise in stock has nothing to do with what we actually produce. It’s got everything to do with layoffs, politics and marketing.

We’ve got government officials like our president making major stock investments in the company and then publicly backing it.

The corruption is embedded throughout Dell.

Imagine having such disregard of your employees and company that you’d be so pathetically corrupt to literally do anything for a buck?

They got rid of anyone with any ethical value at the leadership level at this point so you’ve just got a bunch of spineless, cowards at the c-suite and SVP level who will literally do anything for a buck. Anything.

These guys are legends in their own minds though. At the end of the day, when they go into Home Depot, they’re just a guy in Home Depot. That’s what they hate.

Pathetic, pathetic life.

George Kurian's legacy won't be maybe hitting $10B in revenue at some point. His legacy, along with Beth O'Callahans, will be constant layoffs and total decimation of the NetApp culture that had been built over the years. Beth's legacy will be the same since she is a big driver behind the new forced distribution performance rewards and the in-office mandates. Sadly, the direct reports to them just blindly follow along.

I salute you. You are victims of an inept strategy and an inept and self-congratulatory leadership who clearly do not have a clue about how to turn around things. Anyone who is Band 4 or above should hang their head in shame, complete losers

Any news on what happened here?

I am seeing a lot of people sharing recent leadership that has left recently with no announcement just no longer here. Please share who you know has left and it will give us all an idea on how many.

Today, announcements were made to directors regarding who will be assigned to the newly formed Tri-State region. Not a surprise at all—leaders who report to Trevose, a popular site in the Freedom Region for HQ employees who’d rather avoid central Philadelphia, were significantly more likely to retain their roles. From Keystone, only one VP was kept, and fewer than a third of directors were retained.

This good…..

Cisco Systems Inc. President Jeetu Patel said artificial intelligence is likely to reshape the global workforce by creating more jobs than it eliminates

"I've been saying this for months, and the early data is beginning to support it. Five years from now, I believe AI will create more jobs than it eliminates,"

Is there one other person saying this? Certainly not CR with all the layoffs.

It's very clear by the town halls that he has been in the forefront of that labor force reduction is his goal. Someone needs to get this guy sensitivity training or put a mouthpiece in front of him. He's making it very clear that the people doing the work are of little long term value.

Any updates on RCM?

Wasn’t there for leadership meeting today and curious what was spoken about

Two by two, three by three, four by four, and there they go. Replaced by Dan's new army. Farewell Jeff C.

So AC is leaving. And VA consolidating power under him and empire building by adding VPs under him.
Honestly though what were ACs accomplishments? Heck what were his R&Rs? I never really understood what he did.

Today is a difficult moment for IBM, its employees, its shareholders, and its leadership. Sharp market reactions are never easy, and there will undoubtedly be tough questions in the days ahead.

That said, I have confidence in Arvind. Leading one of the world's largest technology companies isn't about one trading day or one earnings report—it's about making decisions that position the company for long-term success. Every CEO faces setbacks. What matters most is how they respond.

IBM has overcome major challenges throughout its history because its leaders stayed focused on execution, innovation, and serving customers. I believe Arvind and his executive team will learn from this, adapt where necessary, and continue building for the future.

Setbacks are temporary. Leadership is measured over years, not a single day. I'm confident IBM will continue to innovate, compete, and succeed over the long run.

If you’re a Band 6 people leader in the CXO, you’re impacted. About 90% of Band 5 is impacted and already informed on Monday.

At this rate, I don’t have much hope for individual contributors. I also don’t know what Tanya is going to do with her VP, Digital Channels title.
Good luck everyone

I'm going to hang up this phone, and then I'm going to show these people what you don't want them to see. I'm going to show them a world without you. A world without CEOs,, VPs, politicians, fake markets, fake wars and, A.I, without borders or boundaries. A world where anything is possible.

CEO said

‘If we reduce the number of employees for better short-term financial results, employee morale will decrease, and I sincerely doubt employees who fear that they may be laid off will be able to develop software titles that could impress people around the world.”

Regarding why we have not reduced the number of the personnel, it is true that our business has its ups and downs every few years, and of course, our ideal situation is to make a profit even in the low periods, return these profits to investors and maintain a high share price. I believe we should continue working toward this ideal. If we reduce the number of employees for better short-term financial results, however, employee morale will decrease, and I sincerely doubt employees who fear that they may be laid off will be able to develop software titles that could impress people around the world. I believe we can become profitable with the current business structure in consideration of exchange rate trends and popularization of our platforms in the future. We should of course cut unnecessary costs and pursue efficient business operations. I also know that some employers publicize their restructuring plan to improve their financial performance by letting a number of their employees go, but at Nintendo, employees make valuable contributions in their respective fields, so I believe that laying off a group of employees will not help to strengthen Nintendo’s business in the long run. Our current policy is to achieve favorable results by continuously cutting unnecessary expenses and increasing business efficiency. Thank you for listening

https://www.nintendo.co.jp/ir/en/stock/meeting/130627qa/03.html

Why is the Women Lead session being lead by a Man? He rewords what she says and does most of the talking. Can someone tell him to he is not a woman? Another example of Optum not getting it right. I just want him to shut up.

During my time at FIS, I observed instances where individuals with limited technical knowledge were placed in leadership positions over highly skilled resources. It highlighted the importance of having the right expertise and leadership approach in place.

So why wouldn't we be notified of the people leaving or changes in leadership if we work in PHCO? Also I don't have a town hall marked in my calendar for the 29th either..is this corporate or specific PHCO departments?

These questions are making him a little jittery. Bless it.

All these leaders are jumping ship with a nice financial cushion to fall back on, while the rest of us are left waiting anxiously, wondering what’s next.

What’s going on PW UHG org? New CISO, CDO, ETIPs head …. mostly from financial institutions. Any insight?

McKinsey have been poking around on cost for years why has the T5 layer of managers not been removed. In my experience they largely work from home, demand lots of travel and are blockers to true change viewi g everything through their personal lens.

At many large enterprises like SAP, having a highly concentrated, top-heavy layer of senior executives (like the T5 band) can become a major drag on agility. While senior leadership is necessary for governance, an over-reliance on a massive executive tier often does more harm than good.
Here are some other reasons why a heavy executive management layer can be a bad idea, a waste of resources, and a massive blocker to organizational change:

1. The "Telephone Game" of Communication
   When strategic goals have to travel down from the board through T5 executives, T4 directors, and T3 managers before reaching the people doing the actual work, the original message gets distorted. Key details are lost in translation, and the boots on the ground often end up executing something entirely different from what was intended.
2. Decision Paralysis and Over-Analysis
   With too many high-level leaders wanting to leave their mark, decisions require endless rounds of reviews, steering committees, and alignments. Simple choices that should take days get dragged out for months because too many executives need to "sign off" or feel included.
3. High Compensation, Low Direct Output
   Executive-level talent commands premium salaries, stock options, and bonuses. When a company carries a bloated executive tier, a massive portion of the budget is spent on individuals who manage and coordinate, rather than those who build, sell, or support the actual product. This is a highly inefficient allocation of capital.
4. Preservation of the Status Quo
   Executives at this level have often spent decades navigating the corporate political landscape to achieve their status. Because their success is tied to the existing system, they are naturally incentivized to protect it. Truly disruptive change threatens their established domains, making them quiet saboteurs of radical innovation.
5. Silo Creation and Empire Building
   To justify their premium titles and budgets, senior managers often focus on expanding their "empires"—hiring more people under them and fiercely guarding their departmental boundaries. This breeds internal competition and political infighting rather than cross-functional collaboration.
6. Detachment from the Customer and Technology
   The higher up a leader goes, the further they get from the actual product and the day-to-day frustrations of the customer. Decisions are often made based on polished PowerPoint decks and sanitized reports rather than the raw, messy reality of the market.
7. Death by PowerPoint (The "Tax" on Middle Management)
   To keep senior executives informed, middle managers and individual contributors must spend countless hours preparing status updates, dashboards, and presentations. This "reporting tax" drains valuable time and energy that should be spent on actual execution.
8. Dilution of Accountability
   When a project involves multiple senior stakeholders, responsibility becomes diffused. If a major initiative fails, the layered structure makes it incredibly easy to point fingers, meaning no single executive is held accountable, and the organization fails to learn from its mistakes.
9. Suffocation of Grassroots Innovation
   Great ideas in tech usually bubble up from the engineers, designers, and customer-facing staff. When there is a thick layer of top-down management, these ideas struggle to get noticed. If an idea doesn't align with an executive's personal roadmap, it is often ki-led before it can even be trialed.
10. Heavy Friction for Agile Pivots
    In a fast-moving market, companies need to pivot quickly. A massive executive layer acts like a heavy anchor. Reorganizing, shifting budgets, or changing product direction requires untangling a complex web of executive egos, personal OKRs, and political alliances, making rapid adaptation nearly impossible.

Change the reitrement and offer full earlier retirement. That will lower wfh employees, reduce salary expenses, and get the older employees just hanging around till 62 on out. Paying the half or less of their salaries for a couple of years is way cheaper than them hanging around till 62. An exit package won't even be necessary.

Make sure to wear those knee pads tomorrow and plenty of lipstick… who knows, you might do such an excellent job that your title might be saved!

KD the longstanding HR legend has put a curse on bp for the way she was dispatched.

Predict how and where KD’s curse will manifest itself. It sounds silly but, we’ve seen lots of things this last year…and a little Hogwarts magic is all ways fun times.

Why does IBM hire and retain so many leaders & mgrs who are clearly unqualified for the technical areas they oversee?

Many have no relevant experience, and their lack of competence is evident in their decisions...

I just do not get it.

No wander we have problems.

Imagine if he was CEO of VZ, would he emphasize writing AI love poems to his wife?

https://finance.yahoo.com/technology/ai/articles/zayo-announces-planned-ceo-transition-120000446.html

Did he have another one of his ok boomer rants?

Why does bill get to leave when he sc--wed everything up? He should have to sit with his poor decisions until death. What a clown.

In addition to the rolling layoffs we've seen in marketing and sales I can confirm that additional layoffs have hit roles in project management and engineering. Naturally this will never be addressed, but it would be nice to know when this can be expected to subside. Extremely disappointing approach from leadership and such a departure from the transparency of the founders and subsequent leaders.

What’s keeping GB gainfully employed? Is he special or actually a great leader?

Hey Leadership!!

Check it out… laid off employees typically want nothing to do with the company that laid them off after they leave.

Guess what else? When their families and friends hear about it, they often don't want anything to do with that company either!!

What a concept! I know if I leave. I am taking my many, many lines and going straight to TMO.

Word of mouth is coming back to haunt these id--ts. Investors take note!

This is 100% happening. Put your house up for sell if you are in Lake Mary. Leadership knows that what’s been happening in Lake Mary has helped lead to Verizon’s downfall.

Sounds like Evanko wants to start his tenure off with a layoff this Thursday. Good luck!

https://finance.yahoo.com/markets/stocks/articles/jim-cramer-ibm-inexpensive-arvind-152555444.html