#management

I left support a few years ago, but I heard today that several of their support managers are jumping ship.

Am I alone in thinking that? They are already moving CS which is a big portion of the process. What is keeping them from moving everything back? They are obviously not happy with the work that is done by FIS. I can't even imagine how bad the cooperation between FT CS and FIS Operations/Support will be.

I recently was shopping in the store and heard 2 managers discussing the meeting about layoffs. I didnt hear the entire conversation, but heard something about starting in march of this year. If this is on the store level, I wonder what areas they would target?

Phillips 66 increasingly feels like four different companies trying to share one identity.

Refining behaves like a cyclical market business.

Midstream behaves like long-cycle infrastructure.

Chemicals operates on global petrochemical timelines.

Commercial trading introduces short-term risk and volatility.

Each of these businesses has its own logic. The problem is that they do not share the same operating tempo, capital profile, or investor base.

And yet management continues to insist that integration creates advantage.

The evidence suggests the opposite.

Refining volatility still dominates results. Chemicals absorbs capital just as margins weaken. Midstream demands steady reinvestment as assets age. Trading amplifies swings rather than smoothing them. Instead of offsetting one another, the segments often pull the company in conflicting directions.

This is not an execution issue alone — it is a structural one.

When leadership attention is divided across fundamentally different business models, accountability blurs. Each segment can point to another when performance falls short:
• Refining blames markets.
• Trading points to volatility.
• Midstream cites long-cycle economics.
• Chemicals asks for patience.

The result is a company where no single leader owns the full economic outcome, and shareholders are left holding a portfolio they didn’t explicitly choose.

Investors don’t need Phillips 66 to assemble this mix for them. They can buy refiners, midstream operators, or chemical producers directly. Portfolio theory says diversification only creates value when it reduces risk or increases returns. At Phillips 66, it increasingly looks like diversification is doing neither.

That is why the breakup conversation keeps resurfacing — not as an activist slogan, but as a rational response to structural tension.

Separating refining from infrastructure.

Allowing chemicals to find a more natural owner.

Letting midstream operate without being anchored to refining cycles.

These are not radical ideas. They are acknowledgments that different businesses require different leadership focus and different shareholder bases.

Right now, Phillips 66 feels less like an integrated platform and more like a collection of assets waiting for clarity.

The company doesn’t suffer from a lack of strategy.

It suffers from too many strategies competing at once.

Until leadership chooses focus over breadth, the conglomerate discount will remain — not because investors misunderstand the story, but because they understand it all too well.

Why do we need a team lead when there’s a manager already?! Team leads are not supervisors and they don’t do any work either but being paid way higher than the rest of the team ??

https://finance.yahoo.com/news/cisco-ceo-explains-why-thinks-094401737.html

I mean it sounds good at Chucks level. Has he actually seen the layers upon layers of pointless management?

Working for my whole life and was looking for a long term job to save money and retire but went through 4 layoffs and two company closings.

A couple of years in I see the signs. The rats start leaving the sinking ship. Cubicles being moved around, bodies relocated to owned spaces, rather than rented. Unreasonable targets and although profits are up... They want more. Blowhards in management speaking but nothing of relevance is being done. LifeVests are not being replaced.

This is the death of the middle class in slow motion. God save us all.

Ondot management taking over Clover teams has been a disaster. The managers and directors brought in have no understanding of the products, systems, or culture they inherited; yet they’re aggressively imposing their own playbook as if they built it.

Instead of learning first and leading responsibly, they’re bulldozing teams with zero domain knowledge and maximum ego. Execution quality has dropped, morale is wrecked, and decision-making feels reckless at best.

It’s leadership without competence and the people who actually built and ran these systems are the ones paying the price.

If this is the “new direction,” it’s hard to see how it ends well

SL is mismanaging this team and keeping hb1 as her allies all well pocketing 200k and not deserving a damn cent

Is that true anyone?

Could my dream be coming true.

Finally finally!!!

The macro labor market is weak with lots of retailers going out of business (experienced managers looking for jobs would take half of what I make).

Who else is ready for severance vs just coasting and taking the 25 pto +6 holiday=31 paid days off per year, profit sharing match, and bonus?

Imagine getting the top paid MGRs off the books now before the next fiscal year starts.

Create a new position that changes the store manager title and pay...Forcing this change.

The HR data shows store manager vacancy and turnover is already horrendous, so clearly the current system isn't working.

WOW, private equity would make so much profit!

I'd bet money that remotes are gonna start getting the heat sooner than later in regards to layoffs. Dell has made it abundantly clear that they want EVERYONE to be local to an office and there is no new remote job opportunities anymore.

Remotes have been getting hit during layoffs but I think they are gonna get hit a LOT harder, and frequently in the coming year(s)

New positions are not offered remote anymore. Remotes aren't eligible for promotions because ALL job movement REQUIRES you to be onsite now. For i8's and above, that's likely not an issue as they rarely ever get promoted anyways... but, I'd bet that bonus's and/or raises will either decrease or be non-existent for remotes soon enough, to force them to quit. Essentially forcing those i8s+ to quit as their job became a literal dead-end job (unless they relocate.) And since Dell doesn't assist with relocation...

My guess is they will start with the remotes who are below an i8 first, get rid of a lot of them, then will move up to i9 - i10s, then go after the Sr. Managers - whom most got knocked down to i10's last year anyways... Then move up to the director level. Or maybe it'll be the other way around; but if you are full remote, I'd be very cautious because you are slowly having a big red target painted on your back..

Point is that remotes are IMPO going to feel the brunt of layoffs going forward. I mean if Dell wants everyone to be in office then they have to start axing remotes eventually... I'm sure there will be exceptions but those will be few and far between and only reserved for those whom are VITAL to their org - execs, sr directors, VP's, and that's likely about it.

It's an hour commute for me to go to the office daily and it SU-KS! But I'm kinda glad I was forced to because I just have a feeling that remotes are going to start getting hit far more. Maybe not this year but it's coming 100%...

Let’s take control back and call out groups that continue to be poorly managed.

Highlighting one of the reasons among many in Molina causing this huge Margin issues. CIO "A D" hires from his pet IT vendor Infinite and lay offs us full time IT and business operation employees. Many of us in IT & Operation management know CIOs connection with Infinite and what’s their benefits from them but remained to keep mum fearing backlash. He indirectly forced us (management) to take contractors of Infinite and favored Infinite to get many useless projects (some were necessary but many were just there to give them business). He has milked Molina a lot causing this huge margin issues for Molina now as he gave tons of useless projects to Infinite and indirectly gets benefitted. COO to whom CIO reports, probably knows about it and possibly is friends with Infinite too obviously for mutual gains. They are firing employees now after doing a bad job of not managing the margins correctly and causing excessive spending in IT and overall company operations. They should be the first one to be fired as they caused excessive spending as someone said in comments in another post about the spend in Azure, useless Upgrades in pretext of modernization, New Products, AI spending to name a few. Just imagine, we are serving the poorest of poor folks in USA by doing R&D in AI, building them shiny apps etc. using companies like Infinite, offshoring the Jobs and paying company like Infinite with USA government $$ which is meant for the poorest of poor Medicaid beneficiaries.

https://share.google/9wVPh5wh28ny4WV63

Why do we even have loss prevention in our stores? They can’t apprehend anyone anymore. They don’t actually do anything except walk around the store and chat with the sales associates. Honestly, it feels like a complete waste of money.

Lofthouse came to Toronto and his biggest concern was not being able to shop from whole foods. Here people are loosing their livelihood and his concern is luxury shopping shopping. What is wrong with this people?

Approaching mid Q1, and not a word about goal setting. Makes it very convenient to give bad ratings when you wait till a month before mid year reviews to set the unreasonable goals. Better yet, don’t even bother. Manager “expectations” are better when not actually stated clearly.

I’ll write out a full response pushing back on a bad decision or unfair comment, then sit there staring at it. Pushing back sounds reasonable in my head, but I also know full well it's an easy way to get labeled as difficult by management. So I delete it and stay quiet, not because I agree, but because protecting my reputation feels safer than being right. It's exhausting having to police myself like that.

Has anyone heard when Phase 2 of RTO will take place? Assuming outer offices will return 5 days and remote employees given a chance to move closer to an office. Do we think management has already been fighting for remote works to be given an exception ( I’m referring to those in Sales)

Anyone else suffering in the Heartland and damn near wanting to quit from these managers being a--holes over the tiniest things..... you best walk exactly 90 degrees across track, you had better pause before getting off in the same spot you just got on at.... better wear your fogging up eye wear. Don't get caught on camera not wearing ear pro with the window open when the bell isn't that loud..... also stay off the ties they'd rather you roll an ankle.....

Any other service unit going through the su-k as well?????

So lots of managers laid off last week.. and the team members were moved to various new managers... How much time do we have ? 1 week? 6 months? Decades? And BAU?

I’ve noticed OKC management are going to different roles. Is the OKC office closing? What is going on?

In DMOS6, all engineers need to send weeklies for the fab manager, which is very time consuming. All the TI started doing it or just DMOS6?

MST home dispatch tech use and abuse company assets. They drive 100K-200K bucket trucks to their home and back to their home garage everyday. Big V8 6.3 L engines use a lot of gas and insurance on top. Also, with MST high pay and only have .5 job per tech a day per tech how is that saving company money and liability.
There are rules to follow when joining home dispatch program. Following the rules helps save gas and time and wear and tear on a vehicle used to drive to work and to home. But MSTs abuse this program from driving to the garage every day and dispatching at the garage. Making a stop at the grocery store to grocery shop in the company vehicle before driving home. Not closing your last job at the job site and instead, drive home and being still dispatched on your work ticket and then closing the job when you arrive home. I follow the rules, and I do not want the home dispatch program to go away because of MSTs taking advantage of the abuse. Also, MST managers are favoring many MSTs and letting the home dispatch MSTs do what ever they want. STOP ABUSING THE HOME DISPATCH PROGRAM YOU MSTs. You know who you are...

Allstate keeps talking about efficiency, but the biggest inefficiency is the never-ending redundant management. Getting rid of some of those layers would help by cutting costs and reducing the bureaucratic nonsense we deal with daily. It's a win whichever way you look at it.

Oracle management (VP's, Directors) has this bad habit of keeping another proxy or wife at office.
Projects are being treated like arranged marriages between a VP and their preferred proxy. The 'spouse' in this scenario often lacks the technical acumen to lead, yet they are given total control over the 'business.' The spouse does all meetings and discussions. This wife will run the project as if he/she knows everything. But no brains, he is the d-mbest person in the team.

To break this domesticated hierarchy, we need to introduce 'cross-cultural friction.' By ensuring that reporting lines are diverse. Pair American, Indian, and Chinese professionals in a matrix. Rather than Indian VP - Indian director (or) Chinese Director - Chinese CMTS, Oracle should force the organization to operate on merit and logic rather than the 'unspoken language' of a private circle."

Oracle can be easily sued on this basis for biased hiring and bad management practices.

I hope by now the company sees the value in having a count team! Shrink is out the roof in most clubs or hidden! THERE IS NO ONE TO FOCUS ON IT! PAYING 3 GUYS $170,000 A YEAR VS. SHRINKING OUT TRIPLE THAT! MAKE IT MAKE SENSE! Team leads are stretched to thin for all that responsibility

It looks like cheerleader DEI hires all the way down?

Is this really a sales job or do they actually manage things?

AI tools like those from Anthropic are increasing automation and reducing the need for manpower in many roles. While operational work may require fewer people, human oversight and management decisions are still essential. The focus should be on adapting skills, not just replacing jobs.

About 90,000 layoffs over the last 4 years -- both regular and silent irregular layoffs (Focus/PIP, RTT/RTH/RTO, voluntary buyouts, immediate termination w/o cause, etc.). And regretted attrition (around 40,000-50,000).

Is that going to reduce bureaucracy or does it simply increase the chance of outages? Why not just prune "management" layers instead of junior employees?

So basically they want sales reps working for salary only (no commission) up to the first 60% of your quota. Then you only get paid on the portion above 60%. Does MD personally just ignore the first 60% of revenue that comes in to the company? Ridiculous. Got one of the 10 richest men in the world trying to squeeze people who helped him get there. His company; he started it. He can do what he wants. But not sure how he sleeps at night knowing he's sc--wing the people who continue to pad his pockets. And management is spewing the executive BS line saying that none of us are in sales to underachieve and how we should be motivated by the upside. More BS. There will be a lot of people leaving, which is their goal with this plan. Well done MD and schmedium-size t-shirt wearing JC.

At the current scale, one manager can effectively oversee a team of about 50 employees. Additional management layers add unnecessary cost and overhead without delivering meaningful value.

Plans are going to be unattainable, pressure I’ll be immense and management will turn a blind eye and expect the field to make up for their ineptitude without offering any solution. No new offerings, no new messaging, and no field support from leadership as they will just sit back and look at dashboards while complaining things aren’t working without any accountability themselves. Nightmare work environment.

Looking at this comment on r/cscareerquestions "Literally everyone and their grandma is going for roles with good WLB.

Since a lot of people have been completely burned out by how companies have been treating them the past few years and want a break. Also, the number of relaxed companies has been decreasing. So it's very high competition for extremely low supply. Wouldn't be surprised if there's only a couple hundred roles that fit this criteria in America right now.

Your best bet is to go for a company with a non-toxic culture, but still expects a decent amount of work. There's barely any true vacation homes left."

I just want to take a moment to appreciate the environment here at Teradata. Management here expects a decent amount of work but isn't going to break your back and that is something that is truly special <3. Just want to share something to remind you all that we've got a great culture & WLB here- all while contributing to a mission that is still important.

Ask me anything if you have questions, I'll monitor this thread for a bit (:

It would be better to layoff people who don’t want to be there. The people who are cheering for layoff because they don’t like being there. These are people they should pick for layoffs. They are going to leave anyway. They are not motivated. Have low morale because they don’t like the changes. The people remote also qualify for layoff. People who have average of 2days or less RTO should also be qualified for a layoff. People who have been at walgreens for years and have a high salary should also qualify for layoff. People close to retirement should also qualify for a layoff. Managers that don’t manage and don’t contribute should also qualify for layoffs. Overall, I think we may have 1500 people like that. Then what you have left is people who wanted to stay and like to work.

Do as I say and not as I do and you'll go far at Gainwell. That should be the motto and on all the employee literature.

We'll change the rules all of a sudden and tell you it's always been that way. And you're supposed to believe it. <- Sounds like a cult, right...

Regular employee makes a mistake and it's the end of the world. A manager makes a mistake 20 times worse and it was simply a forgivable human error.

Multiple managers want you to put together a statement, each with their own sl--t to the story. <- It's all the same truth, right.....

Make a promise to gain what you want, then pull the promise with the worst reason ever.

All this in one day, living the dream folks.

Is it true that director and higher level executives get paid on demand but front line and managers get paid by shipped?