#morale

Dell is a sinking turrd of a company. Everybody knows it.

Working for optum is so boring and mundane even being in a role that's supposed to require compentecy HA. Can someone from HR locate me via vpn and put me off the next layoff pleaseeeeeeeeee. I hate my life here ! There's a ton of people stressed about layoffs that NEED their jobs. Lay me offffff you tards

There has a been a interesting string of posts here about how morale is improving at Uniti. If that is true how do you explain the falling employee ratings on glassdoor? It has shrank over the last year to 3.0 out of 5. That's the lowest of any major player in the industry. Only 39% of employees say they would recommend a job there to a friend. That does not sound like a company on the rise.

Wellsfargo is annoying employees and so they are taking money to other banks, I am doing it too, Laid off , retired employees doing it too.
Wells should come up with some plan to retain good employees and keep them happy.

It’s going to be a very long stressful difficult week! Hopefully we all hear the news soon and it’s everything we hope it is whatever it is we want. Good Luck everyone

Don’t know where we’re going, so we won’t know when we get there

Everyone should tune into 2Q earnings on Wednesday and witness “leadership’s” spin on their reality vs ours and our customers. What’s the anticipated playbook? If like other earnings or townhalls it will go something like this:
1) Credit Hoarding and Blame Deflection: Stankey will take personal credit for all successes, but scapegoat realities or market factors for any poor metrics, failures, or missed targets.
2) Spinning Data: He’ll present metrics selectively to inflate achievements while minimizing or altogether hiding negative data/results.
3) Focusing on Optics Over Substance: He’ll prioritize vanity metrics like PR splashes or superficial growth instead of addressing structural issues or the long-term sustainability of the corporation.
4) Gaslighting Employees: He’ll publicly contradict internal realities; he will claim the company is thriving while employees experience understaffing, canceled projects, and record level layoffs and burnout.
5) Silencing Dissent: He’ll negligently ignore bad news, punish employees (no matter their level) who report operational failures or low morale, and exclude critical voices from high-level conversations.
6) Lack of Empathy for Stakeholders: He’ll dismiss the toll that poor organizational performance (e.g., RTO and targeted layoffs, restructuring) takes on the workforce and quarterly results.

They see us as a cost to cut. Do they think they can survive without the people who actually do the work? We're treated like we're disposable.

I'm genuinely curious. If you hate your job so much, shouldn't you be trying to get out? I'm happy where I am, and I come here because I fear losing my job, not because I hate the company. The overwhelming hate I encounter here all the time is always shocking to me.

How much more can they cut before operations suffer? And by the time it stops, nobody will want to be here anyway.

I don't have the same level of hatred for this place that a lot of people do, but I'm also not blind. The constant layoffs aren't a solution, they're just a way to delay the inevitable. You can only cut so many people before there's nobody left. I don't see how this ends well.

New name . Same horrible neglected products. The once proud data protection division is a shell of what it was and is mostly made up of the hangers on being replaced with the ngsa graduates who don't know any better and just want to get out to the field to them half your pay is the dream job and a massive raise. Many of the leaders are protected . Bainenl should go sniffing around there lots of dead wood and useless dead weight that if you fired the Monday hardly anyone one notice. Sad but true.

I look around and it seems like nobody cares about the state of our stores. It's pretty depressing.

You can see it everywhere. People have completely stopped trying. Management doesn't care about us, so we don't care about our jobs anymore.

Our best people are leaving and nobody seems to care. The average tenure is dropping fast. How do they think this will end?

With all the gloom, I'm wondering if there's anyone who actually still enjoys working at this place. Not just tolerates it, but actually likes it.

It's awful seeing coworkers lose their jobs, and I wouldn't wish that on anyone. At the same time, this place has had serious issues for years that leadership never bothered to fix. Looking back, almost everyone who's left has ended up happier somewhere else. I'm starting to think the people who walked out last week may have gotten the better deal.

Morale is in the gutter due to cuts and leadership couldn't care less. They don't seem to realize that stressed employees aren't productive employees. Or they don't care.

IBM has a major gap in its product portfolio. We don’t make and sell devices that have GPUs. This is what enterprises are clamoring for AI training and inferencing at scale, which is way more powerful than the accelerators we have on IBMZ and Power. And IBM Cloud can’t compete against the hyperscalers, which are expensive, however ideal for running AI use cases at scale. We have a strong AI product portfolio, although so do a lot of companies. We’ve acquired a lot of companies that complement our core products and have a massive ecosystem. But most days, I wonder -
What does IBM even stand for? Where do we even belong in this rapidly evolving world?

I don’t believe IBM will fail. However we all, especially our Senior Leaders, need to really think about what we actually stand for. Not this BS hybrid cloud leader statement. It’s about crafting a real vision that inspires the world. It’s about culture change to invigorate low morale at the ranks. It’s about picking up this company and giving it a really good shake. If we don’t do something drastic, then the free fall will continue.

I wrote my resignation letter in 15 minutes.

The real version took 2 years
to write inside my head:

The one I submitted said "pursuing a new opportunity."

Professional. Clean. Polite.

The one I actually meant said something very different.

It said I brought you solutions for two years and you treated every one of them like an inconvenience.

It said I worked weekends you never knew about on projects you never acknowledged.

It said I walked into your office looking for a leader and walked out feeling like I was bothering you.

But resignation letters do not say those things.

They never do.

And that is the problem.

Companies never hear the real reason. So they never fix it.

And the next good person walks out the same door for the same reasons six months later.

79% of employees who quit say the reason was a lack of appreciation.

Not money.
Not a better title somewhere else.

They just wanted someone to notice.

30% of workers say they have felt invisible at their own job.

Nearly a third of the workforce is showing up every day wondering if anyone would notice if they stopped trying.

I was one of those people.

And I can tell you the moment I stopped being one.

It was not when I found a better boss.

It was when I stopped looking for one.

I started building something where my effort was the product.

Where every hour I put in went directly into something I owned.

Where I did not need anyone's permission to matter.

And here is the part nobody talks about.

The same traits that made me a great employee, the initiative, the problem-solving, the willingness to go above and beyond, those are the exact traits that make someone a great builder.

You were never the problem.

You were just giving your best skills to someone who did not know what to do with them.

If you have been writing your own resignation letter in your head for months, that is not burnout.

That is clarity.

Something in you knows that your energy deserves a place that actually values it.

And if you are ready to start building that place yourself, I put together a free toolkit to help you take the first step.

It walks you through how to take what you already know and turn it into something that actually belongs to you.

Ghoulishly giddy, whistling past the graveyard of loyal,longsuffering salaryman careers, sacrificed to the quarterly EPS projections.

Too much to do and never enough time now. Once all these changes happen I can’t even imagine this scenario.

And the quarterly bonus… I’m not getting one… So much work done… So disappointing!!!
I’m sure I’m not the only one not getting one..
So disappointing when you’re looking forward to it and it’s not there!!!

Look around. We see the same story repeated daily: broken lives, shattered families, and a machine fueled by corporate greed that crushes anyone in its way.

And yet—people still believe a heartfelt post will fix it. "Dan, look into this." "Board, address that." As if they haven't already made their decision. As if they're waiting for our input.

Let's be honest: that hope is delusional.

You don't reason with a system that profits from your pain. You don't negotiate with people who got to the top by ignoring empathy. They wear human faces, but they operate like machines—cold, calculating, and utterly indifferent to your suffering.

They monitor these forums? Yes. They have teams reading every word. But not to help. To laugh. Or worse—to ignore you completely. To them, you are background noise. Ants on a highway. Insignificant.

So stop wasting your breath. Stop begging for mercy from people who have none.

The only thing they respect is pressure. Visibility. Disruption. Organize. Build a movement that makes them uncomfortable. Make noise they can't ignore. Get media attention. Force the conversation into the open.

Wake up. Not tomorrow—today.

Because while you're typing another plea, they're counting their money. And time is running out.

So I completely understand the need to serve members, the huge queues, the need to work work work. But we are losing the human touch that case management is supposed to represent. Based on the current direction it is - treat them like cattle - find small things and peace out at 90 days. Something comes up, member has real needs welp too bad we don’t care cause other people waiting too. A case needs to stay open longer - bring it to rounds so they can tell you to keep up the good work. Plus we will ask for you input about what is working, what is not but no one cares at all in reality. Just sit there, shut up and get it done…. How we don’t care…. Mental health yeah we don’t care….
As someone who loved this job and this workplace when she started, the cracks in the wall are showing and frankly there isn’t enough stucco in the world. The rot in this place start with mismanagement and lack of direction at the top and goes down to mid and lower tier management for the most part. There are exceptions and I am grateful for having experienced the other side. Honestly if you think you can hold this place together with duct tape, baling wire and AI go for it. Just approve the VSP and let us go now. So we have the same luxury to leave you with sorry bout your luck get it done.
All I know is between anxiety and extra meeting’s to micromanage further servicing the members I am here for gets harder by the day. I can only assume this tactic is to attempt to not pay severance because it’s definitely not helping morale!
Oh but Thank freaking goodness it’s Friday!

Thank you for laying me off. No, I do not want to learn about your earnings while I struggle to find a new job. WTH?

I don't think it's possible. I've never seen a company treat its employees so poorly in my career. Dell is a despicable company.

My thoughts...
Collins Aerospace experienced a significant workforce reduction on June 11, and there is ongoing speculation that additional layoffs may occur between September and November. Concerns have been raised regarding the effectiveness of the current leadership team, as uncertainty about future organizational changes appears to be affecting decision-making and overall confidence within the company.

Employees have also expressed concerns about operational and product-related challenges, including reported issues affecting certain brake programs. There is a perception among some that senior leaders are not being sufficiently transparent with customers and are shifting accountability to lower levels of the organization. While the company emphasizes its commitment to ethics and values, many employees feel these principles are not consistently reflected in business decisions.

Continued workforce reductions and restructuring activities may provide short-term financial benefits, but they have also had a notable impact on employee morale. Additionally, the loss of experienced personnel risks creating a significant drain of institutional knowledge, which could affect long-term operational effectiveness and sustainability.

While many recognize that organizational change may be necessary, there is a growing belief that meaningful improvement will require renewed leadership and a clearer strategic direction from the executive team.

"Managing 100 calls a day—as required for care managers at Centene’s Sunshine Health—is an unsustainable expectation. One has to question the quality of both those interactions and the resulting documentation. Requiring such a high volume of calls, effectively placing quantity over quality and metrics over genuine member care, is fundamentally abusive to both staff and patients. Does CEO Sarah London truly understand the impact of the mediocre leadership culture that thrives on bullying those on the front lines? It seems unlikely, as she appears primarily concerned with her own $20 million annual compensation, regardless of the operational reality on the ground."

Does he have any responsibility as a special advisor? Specially it was hard day yesterday

The comments are very pukey too.

"TIME's America's best companies list which recognizes organizations that stand out for employee satisfaction, financial performance, and sustainability transparency."

What a joke. Employees are not satisfied. Financial performance is terrible. Must be a pretty low bar to make the list.

https://www.linkedin.com/posts/jennifer-manchester-5255aa1_proud-to-share-that-fiserv-has-been-named-share-7480998924154073088-VYTt/?highlightedUpdateUrn=urn%3Ali%3Aactivity%3A7480998925391552513&highlightedUpdateType=SOCIAL_SHARE&origin=SOCIAL_SHARE&utm_source=share&utm_medium=member_android&rcm=ACoAACYMkNIBD-GWPZlWEfpOLTBnZ-SXV-1K9WQ

Dell was at record highs in the markets, nothing from this performance was ever shared w the employees. Dell is about to be cut in half can you imagine what this company is going to do to you now

Every time I bring forward a good idea some senior SME or Advisor either steals it and takes credit or tries to ki-l it or minimize the impact. What gives? 15 years of this bullsh-t. I am done bringing ideas forward and am going to quiet quit in place.

anyone else just feel constantly discouraged and unmotivated from these layoffs? been here for a year and have survived 3 layoffs. it is definitely not making me feel great as an employee

Those on my team always manage to survive.

Please tell me I'm not the only one who finds this phrasing offensive? They're plastering this phrase on every corporate email like a proud child showing off their finger painting. I think it smacks of condescension from the higher ups. Like we're not taking our jobs seriously enough or working hard enough. Also, we don't "own" anything here as evidenced by the fact that they're cutting us loose at every available opportunity. You want buy-in from the employees? Give us job security and fair compensation and benefits, not patronizing emails.

I am wondering if we will have yet another year of zero raises.

Total spam communications that always makes me mad.

The email about record profits, all the while NOT paying for performance angered me.

Its more like your position is not impacted it’s who you will be impacted. Happened to me