#management

Even before this week's annoucement, I could tell this organization was one of the most poorly structured "too many chefs" places I will ever worked at. Now we're in a position where Security Sales doesn't know what to sell or if there will be anyone around to deliver, and you have band 5s in the US still saying "EMEA is BAU" and that we still need to find ways to "continue as normal and building the best case for the value of our PS cyber work". so in other words sell / deliver while you can and when it's time we will RIF you all to purgatory and get hcltech to deliver whats left. how the f--k am I expected to work thinking this?

3 SRO's are gone from the Pacific Northwest as of this morning. I am sure that there are more RIF's happening today.

New productivity metrics for APCs announced this morning.
…here’s comes more emails and performance plans about how we arent doing good enough

In 2024 Canon USA and Canada reduced workforce by roughly 14%. Melville and Boca saw a reduction of almost 150 employees. A North American wide restructuring.

In January 2025 CUSA and CSA merged.

March 2026 Canon USA announces new Americas Wide Production Print

Present Day, two years later. Most jobs eliminated have been restaffed, hiring is on the increase again. Almost a ditto of the COVID layoffs and then restaffing leading up to the 2024 RIF.

Revenue from sales is still below pre covid 2019 levels, staffing has increased, customer service and product reliability are still subpar.

Disparity between OCe management and Japan management still exists, BOCA management and Melville management at all time division.

Americas production print still not offering all the industrial equipment that the rest of world already does, a repeat of 2020 management.

Has nothing changed over the past 6 years. Will 2026 be Groundhog Day all over again?

Is it not obvious how siloed the company continues to become. No, I don't work for Canon, nor do I have any ax to grind, just stating the outward facing facts and observation. Where are the gains from all the restructuring from 2020 to 2024 to 2026?

Geoff transformed a strong healthy Oak into a decaying hollowed-out tree. TIMBER!!!

I was not surprised by this statement on yesterday’s call. This begs the question, then WHY are those people sitting up there collecting checks? Alfonso also said there were too many people involved in the process. Too many people running reports and not enough execution. Again, why are they sitting there. None of them can do what we ask the front line to do today. Great leaders lead from the trenches not from the conference room.

Our manager has recently initiated bi-weekly meetings with all employees. The team already has regular meetings, and it is an open team where the manager is universally liked. I have noticed the team seems to be getting punished for not being able to do all things all the time due to other teams regulatory failings which are universally creating work for everyone adjacent; any ideas what might be going on as a guess? Could the company, wrongly as usual, be targeting our team?

Senior management will remain untouched, as usual. For every executive who keeps their job, dozens of us will have to go. They'll go by the numbers to make their selections, which means the better you are, and therefore the more you're paid, the higher your chances of being cut. This company is slowly cannibalizing itself to pay for grandiose decisions that never made business sense.

She gave word salad on what they want to do without a plan how to achieve it.
Just BS without any weightage..

Really liked D. Gold answer that he wants to focus on “how”.. everyone always talk about what.

I'm fed up of management through fear. You can scare people into doing two or three jobs for the price of one for a while, but not forever. Eventually we just stop giving a damn and go back to doing just our original job. I 'm at the point where I don't give a damn if they fire me or not. I'm just done.

Good article from "The Hill" on remote work, flexibility and why mandates just don't work.

https://thehill.com/opinion/technology/5775420-remote-first-productivity-growth/

"...Leaders sometimes argue that stricter in-office rules are needed to fix collaboration or innovation. The better path is to raise the bar on management, not badge swipes. The Institute for Corporate Productivity report describes organizations that use “magnet, not mandate” logic, pairing remote-first defaults with intentional gatherings, clear policies and outcome-based performance management. The combination produces high trust, defined norms and sustained results.

The risk profile for mandates is asymmetric. If they fail to lift performance, you absorb morale damage and replacement costs while sending a public signal that policy, not management, is your lever. If they “work,” the effect often comes from short-term pressure rather than durable operating improvements. .."

"...Executives face a choice. They can pursue badge-driven control that fails to raise performance and risks losing their best people, or they can treat flexibility as a strategy, design for trust and clarity, and measure what matters. The organizations that choose the latter are building stronger teams and better businesses. The smart move now is not to roll back flexibility — it is to raise the standard for how you lead..."

Smoke and mirrors to implement the old wing it by Windstream way is back. Uniti either loves losing customers or we are prepping to sell the whole company

Manager added 7 performance goals to MyGPS without my consent yesterday.

5 are AI related. Stuff like "develop your AI Persona", "demonstrate AI to the organization", and "Deploy AI to Production."

None of this stuff is related to any of our day to day work at all. We use AI as an assistant, it helps sometimes and we are mandated to. Thats it. There is no AI in production anywhere, and customers dont want it.

WTF are we doing here? Its year 4 of this song and dance. Shouldnt there be returns on investment and real products to point to at this point?

im sorry for the vague post. i dont have a lot of info and im wondering if anyone has heard anything similar.

i have a great relationship with my manager. they told me in our last meeting that they were told to brace for a disruptive announcement. i didnt think much of it but now i cant get it off my mind. thats all i know and i cant say where i am in sap or i risk me and my manager.

i dont want to start drama. i am just wondering if anyone heard anything similar and can help me understand whats happening. i am afraid to ask at the office.

Performance based restricted stock units (PBRSUs) for Wilkinson, Kelly, Schoch, et al, if the share price hit... $24!

https://investor.ncrvoyix.com/node/33601/html

November 2024, not even 18 months ago.

$24, what were they smoking?

24 cents is looking a lot more likely. Couldn't have happened to a more deserving group of people. I can only hope Mike Hayford and that whole clown show held onto their shares.

Anyone else noticing how many contractors in Brand are acting like leaders or even hiring managers? Some seem to be leading parts of the business and directing creative work within the agency structure. It’s confusing when contractors appear to be overseeing other contractors, and it’s often unclear who is actually working for who. The dynamic can feel pretty toxic.

When a contractor in the agency positions themselves as a department or team lead, or even a creative lead over others, it raises questions about who actually has a seat at the table and how those decisions are being made.

Curious how this became the model.

We've replaced a human being with a capitalist cutthroat.
Culture going down the pan
Ranks of useless middle management
Gorman would be saddened by what is happening

Noelle never led IT and Katya/Gina did not lead digital?

Really nostalgic for what the company once was before these two/three

lots of eye rolling w/the promotions. Some real weak people getting the nod. Real headscratchers. Many who most definitely deserved a bump did not get one. Time to focus on lower level staff. Many in call center, wpc, ops derserve nods but were passed over. No rhyme. No reasons. More cap management get disproportional amount of the big ones. Time to get nix a bunch of executives and rob Peter to pay Paul to give the little man a raise. I'm stuck at $67,000 for now. 2% bump. Suc#ks.

Too much bloat with no added value and big checks

Do you really think the AD/D/SD having only 2 to 3 direct reports should be gone? There are tons of them.

Anyone have the total number for today?

The legacy EMC group is the only group making any money in ISG.

The Dell side couldn't put two spoons together in a drawer. Anything they develop has more bugs in it than an outhouse.

Heard Director's, Managers and Senior Managers will be affected greatly. Specially management positions in India will be removed drastically.

Siemens Industry faces a massive downsizing eliminating multiple layers of management while consolidating forces with vendor channels to eliminate branch and regional office structures. Siemens longtime US reputation in Building Technologies continues to struggle through tariff negotiations and industry competition forcing leadership to implement significant cost reductions mobilizing Siemens toward a new sustainable model for 2026

How serious are they about this return to office? I’ve been coming in one or two days a week and my manager has never said anything to me about it.

I received a 2.5 performance rating that my manager told me “had to round down to a 2 due to a new policy”. Has anyone else been told about this “round down” policy? And then I was told I will not receive anything for a bonus payout because of my rating. I’ve been here for years and this is my first time ever getting a 2, so want to see if any of this sounds normal or if I should be taking to HR

There were so many ways to do this so much better. Instead, we got this mess. No wonder we're not doing better.

My manager took away some of my duties and reassigned them to himself. Is this a sign that middle management knows their time is up? I think they are padding their duties so they can appear to have work to do and avoid layoffs, but it's time to pay the piper! Sneaky little rascals!

We have so many useless managers, and levels of managers at that. Let's clean that up and see what happens.

Companies keep sinking money into people who spend their entire day bouncing between Teams calls, producing nothing but politics and noise. Meanwhile, the product decays, and sales has to compensate for problems that shouldn’t exist.

The real drain isn’t the technical staff—it’s the layers of middle management whose output is meetings, decks, and vague directives. They enable the steady flow of outsourced slop by approving it, defending it, and pushing it onto engineers to salvage.

It’s no surprise that products decline the moment they enter certain corporate ecosystems. When decision‑making is dominated by people who don’t build anything, quality becomes optional.

If companies want better outcomes, they should stop funding the Teams‑call industrial complex and redirect those resources to the people actually delivering value.

It’s disheartening to witness the transformation of this company over the years. Perhaps it reflects the current management generation. I don’t mean to criticize, but I recall a time when Store Managers actively engaged with the team on the floor, and department managers were hands-on with markdowns and sales alongside the associates. We even wrote clearance prices in red pen and diligently marked them on sheets to document our work. Inventory was a collective effort, where we counted items ourselves and recorded everything on paper.

While I appreciate the advancements in technology that streamline inventory and markdown processes, the management style has shifted significantly. It’s unfortunate to see long-time Store Managers and their Assistants, some with over 25 or 30 years of service, leaving the company. Now, it often takes ten people to handle the workload that one person used to manage effectively.

Today, the focus seems more on avoiding night shifts rather than ensuring the safety of staff during closing hours, especially when there’s a key holder who isn’t proactive, along with just two other employees. There’s little concern for the store’s appearance, and management often remains in the office until the regional visits. After many years of dedication to a company I once loved, I’m relieved to be retiring.

Finance is now a complete joke. Management does not know the inefficiency of these endless forecasts, scorecards, and endless requests on a daily basis. This new op model is half baked at best. They know not, nor care about the chaos they created and how much work it will take us to unravel and produce these on a regular basis. F it. F them. F this new op model. Whether or not this sh-t show is by design to make us quit is irrelevant. It is completely unsustainable and we will be forced to quit for our own sanity. Most of our time is spent trying to get clarity and not on value added work. What a waste of time. People at the top should be held accountable.

Most of the posts here are from people who were let go or did not like the company policies like RTO. Would like to hear from folks who left the firm as you couldn't deal with your immediate manager or one above them - basically management who knows who you are and what you do. What was the red line for your decision? Have you found another job? Which part of the firm you were in - Ops, TSG, Engineering, etc.

Supported you? Managed thoughtfully? Tried to understand people's strengths and assign work accordingly? Do they even fully understand what your team does?

Mine might as well be from another planet. Great at office politics, useless at the actual work, and convinced that passive-aggressive behavior equals authority. I don't think anyone would notice, or work would suffer, if they were gone tomorrow.

I've worked here five years (it feels much longer, though) and I'm still surprised by the decisions leadership makes. It's like common sense goes out the window once you reach a certain level. They roll out policies that actively make our jobs harder. They invest in technology that doesn't work. They promote people who have no idea how to manage. I don't know if it's always been this way or if it's getting worse, but the overall stupidity is hard to ignore.

Cisco is sending panic to its partners. Every few days, the company's management sends out an email to partners with new policies regarding prices, deals, and price protections. There is great frustration among Cisco partners regarding the company's policies, panic, and indecision. Decisions are made on the spur of the moment without giving enough time to evaluate the new situation.

At first I thought the posts here about BTC were exaggerated or just people being salty. But after working with a few of their devs, I get it now. And I’ve been hearing the same thing from multiple other teams.

A lot of them just don’t seem to know how to code. Things that should take a week end up taking months. Constant blockers, missed messages, excuses, and everything needs tons of guidance. But they’re good at talking in meetings and making it sound like progress is happening...

I noticed they started using chatgpt. It would be great if that actually sped things up, but they don’t really understand the code they generated. It just helps them pretend they are working. It's really a scam.

crazy thing to me is that managers don’t want to acknowledge it. Is it even worth bringing it up?