#management

RB just said he starts and ends his day using Copliot and has 6 agents running at all times. Senior leadership is completely brain dead, which we already knew but now it’s being directly told to us.

Just curious, honestly did anyone get a promo? Not much was disclosed on the process and frontline managers given no info. So did anyone actually get one and what criteria was there? Were they only given to people now in managerial roles?

Apparently you can't just tell someone to do something anymore. You have to wrap it in praise and compliments or they think you're attacking them. I'm not yelling, I'm just asking you to work. When did that become a problem?

From my experience Chevron has NO keepers by the definition shared at the link below.

If you disagree please speak up and advise me on where to find a "keeper " among the cesspool of self serving supervision/ managers we are blessed with.

https://www.linkedin.com/posts/jwmba_when-your-manager-says-this-youve-got-a-share-7428287024773636096-rO6r?utm_source=share&utm_medium=member_android&rcm=ACoAAAn-ZlAB68ih04bqOWRtU6SN072zGx8h3RY

This is more for my CSG folks but holy fu-k I audit csg chats and calls from time to time and global agents/managers need way better training! From the lack of being able to follow simple articles and policies, to telling clients promises that cant be done, and managers just ignoring any escalations, Dell support is just fu--ing terrible! Literally just saw an agent trying to help client fix her canon printer on a live audit. Stupid!

With AI coming, should engineers unionize? I believe upper management is going to continue to squeeze engineers and with knowledge worker tasks being transferred to AI agents... it makes the work of an engineer procedural rather than design. That's very much like factory work.

I don't see any other way to spread the wealth. The alternative feels like "to get squeezed".

It's pretty much certain that RIFs will happen this week. As someone impacted by a recent RIF, here is what I can share. What's done is done already. Regardless of what you colleagues or business partners think of you, your manager has already decided that you are gone. Brush off that resume. Research competitors who may value your skills. Apply to positions where your skills fit and/or where you want to go in your career. If you get an interview, even for a position you don't really want, don't turn it down. Some of the best advice I got was from an old manager who had recently separated from the military who told me how he had been applying to positions he knew he couldn't accept because he still had a year left but he wanted the interview experience and hadn't interviewed anywhere in almost 20 years. When the time came, he was a pro and landed a job in his first interview after his military retirement. Optum isn't the military and you can leave whenever you want. If that amazing offer comes before severance, don't hesitate to take it. Best case, you line up both at the same time and walk away with a nice bonus that you earned for all the stress and BS this place has put you through. Good luck to everyone. It will all be okay.

20 US CALL CENTERS
Each had roughly 23 coaches laid off and two Team managers
If you google their pay, and add up all the numbers, T-Toxic-Mobile saved around 26 million dollars a year. Next year they can pay for N-Sync at the super bowl.

Curious to know if anyone ever got an "exit interview" with Intel HR before they left, either voluntary or involuntary?

In both cases, I never had an "exit interview" but I know others did get an exit interview. Is it a particular case an exit interview happens? Or Managers try to CYA when an employee leaves?

Everyone is realizing that this is a sinking ship, over the last 3 weeks, stores have seen entire departments quit, including management.

I’m going to say what a lot of people are thinking but no one is saying out loud.

Why is “CAP” suddenly being mentioned in almost every group meeting lately?

We’re repeatedly told “it’s not a bad thing,” but historically, CAP has been used as documentation that leads to performance write-ups and eventually layoffs. So let’s be honest—what exactly changed, and why the sudden focus now?

It’s hard not to notice the pattern. The targets keep moving, expectations keep increasing, and the goals feel more and more disconnected from the reality of the actual workload. The people setting these expectations aren’t the ones doing the job every day, under the same pressure, with the same volume, and the same constraints.

At some point, calling it “support” while simultaneously increasing pressure starts to feel less like development and more like positioning.

People deserve honesty, not reassurance that doesn’t align with what they’re experiencing in real time.

So I’ll ask directly:
Is this truly about helping employees improve, or is this the early stage of workforce reduction being framed differently?

Transparency matters. People can handle the truth. What’s hard to handle is feeling managed out while being told everything is fine.

belk corporate wants to make pto as difficult to take as possible
that is their goal.
now managers have spoken up about it.

How many managers are going to lose thier jobs over the shady business they have been doing for years?
It's ashame that when these management A holes finally gets what's coming to them they have already ruined other honest peoples careers.

IYKYK

This past Thursday morning, I got a meeting invite for this upcoming Tuesday at 9am for a check in with my manager.

Is this the call? I haven’t even been here a year… Also strange that I have another check in two weeks, on a Thursday around noon.

Maybe I’m just paranoid? Just how they want me I guess.

The tech middle to upper management were they have an understanding from a technology perceptive of things but no concept on client delivery/product functionality/product use case is so useless. Please hire additional leadership and get leaders that are from the banking space and understand the market we are in.

They don't code so they don't make money, they have no domain knowledge except vaguely what every product does, and their ideas for improving products are not aligned with that clients are asking for.

This company should be focused on client delivery from top to bottom. We will never be one of the worlds greatest software companies, but we can be the worlds best banking company.

I was under the impression we’d agreed to keep Friday afternoons clear. I’d stepped away for an hour, having not had any meaningful work come through all week, only to return to a stream of messages and requests for urgent, cancel everything else 4pm meetings.

This evolves around items that have been outstanding for weeks! If they weren’t time-critical on Monday, it’s hard to see why they’ve become so this late on a Friday.

Stop panic managing everything!!! Or at least say - we don't need you until Friday afternoon, then we want 30hours solid! But no I am not working all weekend to catch up on someone else's bad planning. Another day makes no odds other than your stupid status tracker.

Okay I was never a fan of hans... But

What's up with all these tough guy avp and directors now just out and open sh-----g on hans ..

Big tough guys now, where were you a year ago tough guy...

I understand in the vz world bootlicking is part of the game. But JFC these jokers are so gd obvious.

Where the credo about owning problems and not passing the buck...

Only a day after Harley-Davidson's new CEO Artie Starrs relayed that he has a clear view of what needs to be done to rescue the legendary brand, there's a report that what the future holds are layoffs at the Motor Co.

https://www.rideapart.com/news/787052/harley-davidson-headcount-reductions-layoffs/

did anyone see it? Someone asked about job cuts, and he said we are 74 management employees over right now which is 2%, but our normal churn is 3% (people leaving on their own), so he doesn't expect any cuts this year.

His words not mine. Just curious with everyone posting rumors of huge layoffs coming this month, when is that going to happen because Bill says it isn't. I also asked my VP, and he said he hasn't heard anything about a layoff. He's told me about one every time way in advance when somethings up. According to him they are very pleased with financials, and we expect to be in the black by end of the year with customer acquisition and profits.

Can’t believe it, but expected. IA pulling some T& C out on the sellers Q4. That’s its guys take it way from the people who actually bring in the orders.

Roughly a month ago the UK IT team were laid off without any consideration.
After many of the Hellaby office started to complain we're needed, they back tracked and said there's three positions in Hellaby and the London team is now staying.
The current director - who knows NOTHING about IT- is being made team lead. I repeat, NOTHING about IT and it's issues.
Their name rhymes with Haki Sidey.

Having worked here for a bit on the IT team, I can tell you there's nothing good coming from this.
All laptops are expected to have a 10-20 day dispatch time!
From our current 1-2 day for UK

AI and India have ki-led this company.

It shows the jobs, categorized as “Mgmt Level: UNN” in Workday. If so, does CWA recognize years of service?

SAVE YOUR PTO unless you are in an absolute necessary role that will not be reduced or eliminated.

Based on previous layoffs while at VZ I made it a point to max out and save my vacation and personal time year after year.

I still Took all my vacations I planned throughout the years and just combined it with weekends to minimize pto usage early on in the year so I had enough time to work my way back up to the max. My manager constantly tried to push me to use more towards the end of the year and I knew not to do that.

Thanks to that I received an extra 2+ months worth of pay in addition to severance. I strongly believe that people maxing out on vacation time year after year and having to pay out on so much vacation time was a loss to them with layoffs was the reason why the reduced the amount of hours you could max out on.

Also take your VPL!! don’t let leadership guilt trip you into not taking it they do not care! You only get that time once in your child’s life. Use it or lose it . I knew people who only took 2 weeks of VPL because they were applying for a promotion and not only did they not get the role but their leader pressured them into not taking the rest of their VPL.

We’ve fired some of our strongest sales leaders and replaced them with people who are completely incompetent.

Some indicators: unwilling to take your improvement concepts upchain, intentional attempts to misrepresent reality to upper management.

I’m gone from Xerox, but my manager exhibited these traits and some worse ones. What is your experience?

There are lots of overlap, people doing stuff that could be done by interns, huge fat layers of mgmt that have been useless for decades. I am basically wanting good people to stay and the people who got paid off the backs of people who actually worked hard and had hard skills besides being buddies with someone executive. I hope oracle does the right thing and eliminates a ton of GBU mgmt or overlap. Customers wouldn’t even know the difference if GBU products even bad managers.

Netflix‘s product division has pink-slipped workers across middle management and admin divisions, Deadline has learned.

Sources familiar with the layoffs note they amount to several dozen, or less than 1% of the 6,000-employee division. The cuts are part of a reorganization, and no senior executives in the product division were let go.

https://deadline.com/2026/02/netflix-layoffs-product-division-1236717660/

If sales coaches are training staff and sending stats what do the Managers do?

Just saying. they are at it again.

Now that the January layoffs have taken place I’m curious to know what the directive or guidance was on those and how managers were asked to select who.
Also, what awaits downstream? I think we all know this isn’t over.

I heard upper mgmt had some layoffs today. Anyone know anything

Layoff, RTO, relocations, and rumors are what bring us here. I have a few minutes to share some of my insight moving from individual contributor to tech director and lastly AD. I hear chatter about who gets laid off and who doesn't. A lot of you think that layoffs purge the poor performers, and you're absolutely right. But, what makes a poor performer? Lets say I have 10 people on my team and all of them are great. I am told I have to reduce 2. If I happen to have an approved req for a backfill, I may be able to use that. If not, I have to go into the pool looking for poor performers. Here's a real example. Unfortunately, its one of many. You see, we go through this at least once a year, sometimes more.

10 people, 2 positions. Here were my poor performers.

First was an L2 single mom who was frequently swiping in closer to 9 most days. Great PO but, late. She was a solid performer and had an excellent rapport with her team and stakeholders. Next was an L1 QA analyst. He was a little hard of hearing so sometimes he played his music a little loud through his beats. People complained that they didn't like John's music tastes and that even when he wasn't listening to music, he still ignored them. Poor John's hearing loss and loud music didn't change the fact that he was outstanding at his job, worked 9+ every day and cared about his performance. Last person was an employee whose family lived offshore. He would take long vacations once or twice a year to go back to his homeland. One year, his vacation coincided with an outage that happened a couple weeks after a release. "John #2" was in India and was sleeping when we identified the problem. He did not respond to emails and didn't have cell service. We fixed the problem. No one blamed John 2, much. i was called to the mat and asked why I let him go so soon after the release. I said, A. we release every 2 weeks, and B. I can't control the timing of his religious holidays. He was a good developer though a little full of himself... and he smoked like a fiend. I hated it. Always smelled like cigs. Good performer though. Respected and worked constantly. Except when he was on vacay, that is.

Quiz time! Which one got the pink slip? It was only 1. I had one get out of jail free card to play. I had me a scapegoat that i pulled from another team to fill a backfill. We 'met' at a HH. He was an L2 who had been elevated. Lower salary. UOP bizzness degree. Nice enough but a bit too conversational after a couple beers. Very active social life. Work was a clear second, maybe third priority. He met all the criteria for a good worker who'd be easy to boot in a 10% rif. There's a poor performer. That was 1. Who do you suppose number 2 was? Answer. None of them. I didn't want to have HR probing my selections. Instead, I said that "Tom" was a great developer but he was abrasive at times and didn't like the Agile game. Tom was smart, experienced, and expensive. He exceeded expectations at every turn despite hating to have to attend the agile ceremonies.

Now, we are in 2026. RTO has happened. You can't use that any more. Countless layoffs have whittled down the poor performers. So, look around at your teams tomorrow. You are the pool. One or 2 of you are poor performers and you don't even know it. Its not the person you want it to be. It rarely is. Its the person who believes in AT&T or at least believes in the product. Its the person who wants to hang out or who enjoys HHs with coworkers. Its the guy who busted his hump to get a degree while supporting a family and its the new grad with a CS degree but no actual development experience. Its the PM who sits in the conference room capturing notes for a few minutes too long after the meeting ends. Yes, every one of you could get your walking papers due to the very things that you think make you indispensable. Sorry to be the one to inform you.

As for me, I out in my notice 1 month and a few days after the August "Memo". I refused to have to label an exceptional employee a poor performer. If you are concerned, just remember that your value is not reflected by the salary you earn but how you treat the people you work with.

Is there any news on Layoffs in Ohio feel like no one listen not HR or Managers here all are just useless I rather wish an have layoffs here!!

https://www.fortuneindia.com/technology/meet-the-pearson-boss-who-punctures-ceo-bravado/130226

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Is this some kind of joke? I've never seen more bravado from a group of leaders and their CEO in my career.

He may have less bravado than Elon, or Jensen, but he has less to no products people care about either.

World gone mad.

Rumors have been going around for months that layoffs we’re happening in February and sure enough, got the email after hours from my manager’s manager of a meeting first thing tomorrow morning.

I see the quality of work dropped drastically even from those who used to give excellent work. Morale is low! This is what happens when the management is incompetent. Morale goes to -ve in the teams as soon as there is an intervention from neustar.

Saw a post on LinkedIn and found it interesting; Coffee Badging: When nearly half of a workforce develops a workaround to formally comply with a rule while simultaneously circumventing it, the workforce isn't the problem. The rule is the problem. Coffee badging is the silent proof that mandatory office attendance produces presence – but not value creation.

At the same time, 49% of managers themselves admit that their teams work more productively in hybrid or remote setups. Another 31% say location makes no difference. (Source: Owl Labs, 2024) That means: 80% of decision-makers know that mandatory office attendance doesn't deliver results. And enforce it anyway. Why? Because leading through results is harder than leading through visibility. Anyone who doesn't define clear goals, doesn't have processes that make performance measurable, and lacks trust in their own organization – needs attendance as a substitute metric. Mandatory office presence is not a productivity tool. It's a leadership deficit disguised as policy.

A study by the University of Pittsburgh analyzed the reintroduction of mandatory office attendance across 137 S&P 500 companies. Result: No measurable performance improvement. But declining employee satisfaction. Stanford professor Nicholas Bloom shows in his long-term study that hybrid models reduce resignation rates by a third – without any loss in productivity. The companies tightening the rules now – Amazon with 5 days, SAP with 3 mandatory days, Deutsche Bank banning home office on Fridays – aren't solving a performance problem. They're solving a trust problem. With the wrong tool.

Spotify does it differently. "Work is something you do, not a place you go." Lower turnover than its competitors with mandatory office attendance. Coffee badging doesn't disappear through stricter rules. It disappears through better leadership: clear goals, measurable results, genuine trust. Everything else is waste – of time, commutes, and motivation.

Sources: Owl Labs – State of Hybrid Work Report 2024 University of Pittsburgh – Ding/Ma, RTO Study S&P 500 Stanford – Nicholas Bloom, Hybrid Work Study

Anyone else here feel like their manager is constantly throwing work your way just to seem busy so the manager can appear like they had accomplished a lot of goals for the quarter??