#management

To all the directors whining and trying to make your case for know declared surpluses. GOOD LUCK! You’re not as important as you think you are. Dan will do what Dan wants to do. Change some of your ridiculous metrics and you’ll find you need far less personnel. Smarten up!

It’s a Cisco- worldwide issue. The ONLY people being laid off are ICs, certification push is also for ICs, performance improvements are also for ICs,
while managers, directors, VPs slack their way…..
At executive level, nobody cares about having multiple directors/VPs reporting to
Each other. They are too comfortable not needing to lift a finger, why would they ever leave a comfortable job.
We all know nobody directors/ managers are ever on a chopping block.

Good news M. Light-foot has been retired

We basically work for the mafia.

Our country manager who has only been at Qlik for less than a year is ki-ling morale. It's got to the point where people have got sick and tired of being talked over and not listened to that they are actively looking for an exit ramp. leadership above are ignoring the issue and it festers away and is causing serious culture issues within our office.

I want to start off saying that the TIAA associates and people I've worked with are great but the silos and Management are running the firm and the associates into the ground which only hurts participants.

Having worked here for a long time until being forced to leave due to Denver closing (not offered relocation) I am astonished how far in the Stone Age TIAA is.

Every business being its own silo prevents learning and keep employees held back when they are trying to find a role outside the firm. It’s easy to believe I had several roles in different areas at TIAA. They teach you just enough to keep you here until a point they don’t need you anymore. Which makes sense why I couldn’t get a job offer elsewhere until being let go having to re-learn same practices and new things not taught due to silos and getting rid of bad habits taught at TIAA.

I couldn’t be happier where I am but am sad that this company is an even bigger dumpster fire after leaving than it was my last few years there.

ASML revealed plans to eliminate about 1,700 management positions, representing around 4% of its global staff. The cuts focus largely on technical and IT teams, and weeks after the announcement, employees are still waiting for clarity.

https://www.tomshardware.com/tech-industry/asml-workers-still-in-the-dark-seven-weeks-after-1700-management-cuts-announced

All European companies hire McKinsey to understand how they can run their business better. But McKinsey is not working for the benefit of these companies or Europe. McKinsey is working for the benefit of billionaires in the US.

Recently McKinsey asked Volkswagen to close 8 of their 10 German factories and lay off almost everyone.
https://www.spiegel.de/wirtschaft/unternehmen/volkswagen-mckinsey-soll-angeblich-schliessung-fast-aller-deutschen-werke-empfehlen-a-89c85f97-0964-40b0-ad5f-7163ea7c1925

McKinsey is also the reason why the executive board want to fire SAP employees. This entire narrative that SAP should fire almost everyone and replace them with AI comes from US billionaires through McKinsey.

My hot take is that SAP should fire McKinsey. It will save millions that we give them each year. And SAP should focus on innovation instead of using stupid US marketing and laying off employees and making customers angry. Christian Klein is only doing all this because he plans to join the McKinsey Germany board after he leaves SAP. And that's wrong.

We got a new ME about 18 months ago. Since then, I've spoken to him like once. Meetings are cancelled or he just never shows up. There are no 1 on 1's. My year end scores might as well be a lottery as my ME has no idea what I am up to. We're being deluged with work from all sides (especially from CEME teams who are a fu--ing disaster and think they run the company) and having to manage it ourselves. We're being given no protection. I don't think he's in charge of any other teams, so I'm struggling to see what he actually does on a day to day basis.

Anyone else seeing a complete lack of leadership at the lower levels?

Who is the target next week ? Virtual / managers or everybody

My Boeing manager plays favorites openly, and if you're not in the clique, good luck. And God forbid you push back, suddenly you're on their radar in the worst way as in a guaranteed pip. Toxic doesn't even cover it.

None of them understood the team's actual strengths and weaknesses. All of them resisted using people in the roles that made sense. And every single one was a passive-aggressive micromanager, always interrupting, never actually contributing. At this point I'm convinced it's not them. It's the whole damn place.

My manager plays favorites openly, and if you're not in the clique, good luck. And God forbid you push back, suddenly you're on their radar in the worst way. Toxic doesn't even cover it.

A TV has been installed on each floor of my garage that shows me a lot of squiggly lines that are meant to convey something or other. We're either the best garage ever, the worst, or we're somewhere in the middle - I'm not sure.
More well-spent money to keep these bean counters, who can't even convert data into an understandable format, on our payroll while gutting essentials. [insert-eye-roll-emoji-here] But, it is a great apple-to-oranges comparison of dissimilar areas that pose their own unique, incomparable challenges.

We have VPs who can't manage and directors who can't direct. No wonder everything is so messed up.

You used to be able to stand up to your boss at Ford and know it wouldn't cost you your job. Not anymore. I drafted a long reply to my boss on Friday. Pointed out why his decision was flawed. Sat there for ten minutes. Then deleted it. These days, staying quiet is safer. Hate that I have to do that.

The next round is upper management. As craft I have witnessed a lot of very incompetent, lazy, self serving behavior from management that has been directly responsible for all of the layoffs. Craft employees have marketable skills and will find work much quicker than the online degree MBA holding managers who are about to be replaced by AI. Karma is coming for you! It’s all your own doing!

Joining everyone else sending resumes into the void. Really hoping something breaks in the next month or so. This place has a terrible name now and for good reason. The way they handle people, the way they make you feel like nothing, it's disgusting. And don't get me started on how they measure success. All made up numbers that mean nothing. Half my team does nothing useful all day.

This forum helped me make that decision.

That's the only move Oracle management knows, apparently.

Downgrading again of credit rating. Poor results. Low employee morale. Late implementation of integration activities (all sales were supposed to be on new CRM by April now it is only the US). Moving people to low-cost location but they can’t or won’t recruit in time. CFO who presided over millions of loss in LEX. Confusion over new organisation. No clear communication of who is doing what and new process. Unethical practices with suppliers and no paying them. CMO flying all over the world for no reason and yet no inflation raises for anyone. Inconsistent AI strategy. Unclear compensation plans. Stock declining. There may be other things ….

What areas are going to be impacted with this change?

doubt LT or HR is reading posts from this site, but they probably should

regardless, maybe they'll stumble here and read this 4 sentence summary from the last 14 days of posts here.
yes, they should be getting a rolling 14 day feed to their inbox daily, but probably can't figure out how to do that, or if they even care, tbh

well, here it is anyway:

The Nike employee community is currently defined by a profound sense of anxiety and a breakdown in trust, as workers brace for rumored "March-April" layoffs.
Morale has plummeted due to a perceived lack of clear communication from leadership and a declining stock price that employees feel reflects mismanagement.
Many staffers report extreme burnout and a toxic environment, leading some to openly wish for voluntary severance packages just to escape the company.
Ultimately, the consensus reveals a workforce that feels undervalued and deeply pessimistic about Nike's future identity and stability.

We make air, openclaw to be new CEO at next coffe talk. Line of doom still dooming. Coffee badge cleared , just get your a-hole to the office.

Hock has spoken, I obey and thank your sir, may I have another?

I had a performance improvement plan forced on me in February. It ended at the start of last week and I passed it. Last Friday my Boeing manager stopped me as I was getting off work, saying he had to talk to me. Manager told me the performance improvement plan he slapped on me in February was too easily defined because I was able to pass it. Manager told me he's going to slap a second performance improvement plan on me next week as soon as he's finished defining it. I believe this is abuse and want to know if my manager needs HR's approval to force multiple performance improvement plans on me?
Is there anyone I can contact at Boeing to complain about my managers treatment of me?

So, EM became a major shareholder of MDT and I would have bet the farm that GM had initially had discussions to come in to help with his agenda. Everything GM is doing now is exactly what EM would want anyways. But, the MDT position will be the worst investment decision EM will have made in its history.

The bigger mo--n then GM is Brett Whals

Ship it all to ITC but…..

1. They don’t care about the brand.
2. They don’t care or know how to serve the athlete.
3. They’re not awake when their customer (the biz) is.
4. They work bare minimum and are not proactive.
5. Laying off long time Fte sec folks who gave their all but had horrible leadership and a lousy product and vendor to work with is cold. Accenture su-ks….
6. Sales and innovation su-ks so definitely cut, but creating jobs in ITC for folks who will not be held accountable for anything is a money su-k.

This Award is given to the members of the management team or any projects with the intent of a) keeping the staff continuously underpaid because of their bloated salaries and b) any project that is directly related to attributing to further layoffs.

Here are the nominees:

Robin Vince (President & CEO): Earned ~ $29.4 million in 2024.
Jose Minaya (Global Head of BNY Investments and Wealth): ~ $19.2 million.
Dermot McDonogh (Senior EVP and CFO): ~ $11 million.
Kevin McCarthy (General Counsel): ~ $7.7 million.
Catherine Keating (Global Head of BNY Wealth): ~ $6.8 million - $7.3 million.
Senthil Kumar (Senior EVP and Chief Risk Officer): ~ $7.6
ELIZA - In 2025, BNY spent roughly $3.8 billion on technology, representing about 19% of its revenue. This includes funding for its AI hub and the development of Eliza.

The winner will be announced Sunday evening!

If you have not heard, webex is going away! No we are using Google meets and management said, "you must have your camera on, no exceptions". One person was driving in and dialed into the meeting and the director demanded the person pull over and turn his phone camera on. Another person did not respond to a slack message within 15 min.. (they were on a break) and the manger and and director said it was not acceptable because they had slack on their phone and should have responded, ON THEIR BREAK.... but yet customers are ignored! This is getting out of hand! Dan, OH DAN... where are you DAN...? Where is your delight the customer focus DAN? We don't see it, all we see is show your face on Google Meets and slack is your life!

I often wonder what a Branch Manager does as part of their daily routine and I’ve finally figured it out. Sit in a chair all day and pretend to work. As an MDS Rep they are absolutely useless to me.

Fellow employees, how are you all getting along in the new org? How is the work load? My personal experience is pure he-l to be honest. Triple workload and chaos from management. This may be just my own experience, so I’m hoping to get an idea of what you all are experiencing.

It looks like it came early this year.

So I was officially RIF ( in EMEA) about 2 weeks ago.
My direct manager; who I used to speak to maybe Three times a week has not even called or messaged. I did speak to him the day before I was RIF, he talked about plans and work related travel 3 months out.. wtf…

Apparently Centene is outsourcing Fidelis Retention responsibilities to a third party called “Fortuna” as some kind of pilot, claiming it’s to “offer additional options” to members for enrollment/renewal. This is while Retention reps have been begging management to hire more staff, lighten the load, etc. I have a bad feeling about this.

Hey…US Management…hopefully some of you will read this and realize that you’ve so misunderstood and mismanaged the international business that 80% of the workforce couldn’t care less anymore and are begging to be laid off…I’m sure you can get AI to cover it all off

OPW & New England Management consolidation is coming. Things are going to get interesting.

So I believe firmly the unions contract will be ratified.I believe not too long after there will be some sort of Eisp offered to the associates.Not too long after I see there being quite a few more Management Layoffs with plenty of reorganization efforts.The real unknown is wether any of this will right the Verizon ship.Only time will tell if the Company can change in positive way.But one thing that is sure good contracts or bad .No matter how much has been eroding.I am very appreciative for being Union.Never really getting rich but being able to be comfortable and secure .Almost 30 years of hearing the union will be eliminated!!Well still here.In reference to the retiree’s premed insurance situation no doubt stinks but unfortunately it’s more of a country wide issue that has been building for everyone non union and union alike.It is not a mandatory company negotiation item.A impasse cannot be declared over retiree issues under 1971 NLRB ruling of what’s determined as an active employer.yes the door never should have been opened but closing it now just isn’t feasible

Pointed out something that saved my boss from major embarrassment, but instead of being grateful he's upset at me for correcting him? Should've just let him walk into it. Lesson learned.

I do my job and I do it well, just not on nights and weekends. My manager clearly wishes I'd give more of my personal time but here I am, still employed. Guess setting boundaries isn't the career ki-ler they want you to believe.