#morale

did you make it through? how do your orgs look?

I worked for other large companies in the West and the Midwest prior to joining GN&T in the Northeast. My Western and Midwestern bosses were friendly and would greet me, ask me how things were going, make small talk etc…

My Verizon GN&T were the complete opposite. Hardly ever greeted me, didn’t make conversation about work or anything else. One ED wouldn’t even answer if you said good morning if you happened to be riding in the same elevator on the way to the office. This silent treatment makes for a pretty unpleasant working environment.

I’m curious what other people’s experiences are like. Is this a Northeast thing? A Verizon thing? Or what? I’m an introvert and I’m not seeking to start long conversations but greeting someone back is basic courtesy.

Hundreds of healthcare workers in Vermont gathered to protest upcoming layoffs at UVM Health. They expressed concerns about the impact on patient care and their own livelihoods. The rally highlighted the significant number of employees facing job losses. Organizers emphasized the importance of retaining experienced medical professionals. The demonstration aimed to pressure the health system to reconsider its decision.

Burlington, VT

https://www.wcax.com/video/2026/07/12/hundreds-vt-healthcare-workers-rally-against-uvm-health-layoffs/

Y'all ready? I heard that more changes are coming and should get announced by month's end. This place is in decay. Never have I ever seen such constant chaos. But at least I signed up for the upcoming male empowerment hour led by Hope and Rus. That was allegedly court ordered due to gender discrimination.

Does any one work in this team - wholesale/ MVNO? I am hearing about crazy things going down there since last RIF. Looks like that business is nose diving and the new leadership is completely clueless and apparently their morale is rock bottom. I always thought that was a quiet business living in its own corner and constantly delivering. Sad to hear if this is true.

NA Pre Sales, my Q4 bonus is down over 60% Year over Year. Down well over 100% compared to prior fiscals. they work you to the bone. No raise in 4 years. What are other Q4 like?

Before I quit two years ago, I remember it taking 15 minutes just to log in every morning. To say the place was a mess would be an understatement. Not to mention, the whole Genpact deal destroyed already low morale. I was so happy to leave it all behind. Have things improved at all since then?

AT&T “leadership” needs to wake up and start making hard decisions about where capital is actually creating value and stop wasting it on nonsense.

Starlink and SpaceX are no longer just interesting companies to watch and laugh about. They represent a serious long term existential threat to traditional telecom like AT&T, and Wall Street is clearly paying attention. The recent 30% decline in AT&T’s stock price reflects the growing concerns about the company’s future and its ability to compete in a changing industry.

AT&T employs roughly 100,000 people, and maintaining a large and widespread office footprint comes with enormous ongoing costs like office leases, utilities, HVAC, water, janitorial services, security, parking, maintenance, supplies, and countless other facilities expenses in the neighborhood of $2B-$4B annually.

A reduction in unnecessary office space and a more flexible virtual first approach could free up tens of billions of dollars used for real competitive investment. That’s capital could be redirected toward the things that will actually determine whether AT&T wins the next decade like network investment, technology, spectrum, AI, innovation, and attracting and retaining top talent.

Instead, we’re continuing to wastefully spend billions on office space each year while also building a new multi billion dollar HQ nobody (besides Stink) wants or needs. At a time when the company is facing its biggest competitive threat in history, is that really the best use of capital?

AT&T doesn’t need to waste more billions proving employees can sit in a building like it’s 1960 in 2026. It needs to spend its available billions proving it can compete in the future, and right now morale is so low because of RTO that nobody here is motivated or cares at all.

If leadership is serious about competing against starlink, then capital should follow strategy. Go after the easy low hanging fruit and reduce the unnecessary facilities and associated costs, rethink archaic RTO requirements, and invest those dollars where they’ll actually generate a real competitive return. Ending the RTO nonsense seems like one of the easiest and most obvious places to start.

Too bad this “leadership” team is full of proven losers who can’t admit they got it wrong, again. One man’s ego and stubbornness will be the demise of a once great American company. Sad!

How do any managers in this clown show have a job?. Now, I understand why managers who left had to crawl back. Cyclone of incompetence.
https://www.jdsupra.com/legalnews/veradigm-ruling-highlights-website-4261997/

AT&T “leadership” needs to wake up and start making hard decisions about where capital is actually creating value and stop wasting it on nonsense.

Starlink and SpaceX are no longer just interesting companies to watch and laugh about. They represent a serious long term existential threat to traditional telecom like AT&T, and Wall Street is clearly paying attention. The recent 30% decline in AT&T’s stock price reflects the growing concerns about the company’s future and its ability to compete in a changing industry.

AT&T employs roughly 100,000 people, and maintaining a large and widespread office footprint comes with enormous ongoing costs like office leases, utilities, HVAC, water, janitorial services, security, parking, maintenance, supplies, and countless other facilities expenses in the neighborhood of $2B-$4B annually.

A reduction in unnecessary office space and a more flexible virtual first approach could free up tens of billions of dollars used for real competitive investment. That’s capital could be redirected toward the things that will actually determine whether AT&T wins the next decade like network investment, technology, spectrum, AI, innovation, and attracting and retaining top talent.

Instead, we’re continuing to wastefully spend billions on office space each year while also building a new multi billion dollar HQ nobody (besides Stink) wants or needs. At a time when the company is facing its biggest competitive threat in history, is that really the best use of capital?

AT&T doesn’t need to waste more billions proving employees can sit in a building like it’s 1960 in 2026. It needs to spend its available billions proving it can compete in the future, and right now morale is so low because of RTO that nobody here is motivated or cares at all.

If leadership is serious about competing against starlink, then capital should follow strategy. Go after the easy low hanging fruit and reduce the unnecessary facilities and associated costs, rethink archaic RTO requirements, and invest those dollars where they’ll actually generate a real competitive return. Ending the RTO nonsense seems like one of the easiest and most obvious places to start.

Too bad this “leadership” team is full of proven losers who can’t admit they got it wrong, again. One man’s ego and stubbornness will be the demise of a once great American company. Sad!

We are extremely frustrated with the delays and inefficiencies in processes involving Fiserv. Urgent issues require escalation, yet the communication channels themselves are creating obstacles. We are repeatedly asked to send emails, wait for responses, and then continue follow-ups, often with little progress.

As a result, critical deadlines are being missed, project momentum is being lost, and teams are spending more time managing communication challenges than delivering outcomes. The situation is impacting productivity, focus, and overall team morale. A more responsive and effective engagement model is urgently needed.

• FU*SERV

Workers, they kicked me out three years ago. I got another job with about a 20% raise. The work is super easy and light. The tech debt at TU is oppressive and it's pretty obvious they want as few of you there as possible. Have no loyalty at all if you ever did. I know times are scary, but wages are shooting up for certain things. I don't know why developers are still there.

All my young life we used to move every 3 years. Now I despise doing the same thing again after 10 years of not moving. Though it is progress and might be good for me, but I am unable to be motivated enough to move for T. Don’t have a second job or option but need to move. The place, weather and commute su-ks. It will be great for family but not for me Ugh..

To all my peeps who were treated with disloyalty by Humana and forced out, keep in mind open enrollment for Medicare Advantage plans is just around the corner, beginning October 15th.

So, be sure to give you best sales pitch on social media and to all your elderly friends to why Traditional Medicare is better and why they should switch over this year and drop Medicare Advantage.

Let’s face it, we all really knew Traditional Medicare was better, especially in regards to what health insurance should be most concerned with, which is covering a person in the unfortunate situation where they have a catastrophic health issue. Not about dental or vision appointments.

I think some layoffs next week are anticipated, however, they are the wrong ones. Stop cutting the ones who do the work, the ones who make things happen. Time to cut the Sr. Directors who do nothing, AVPs with 2 direct reports can do their work.

Verizon leaders should feel the same anxiety as the frontline, they say who stays and who goes like they are gods.

They sit on their thrones and hurt families, time for them to feel the same as the rest of the employees. Why do they always get to stay.

In protest of our atrocious leadership and most recent layoffs, I donated all of my CDW apparel to the homeless in my area. Now I feel really terrible about it. Not about giving away company swag. No obviously not. I feel bad that these poor people are now walking around with a logo of a company on their chest that’s straight trash.

I’ve confirmed they really are lowing grades for the exact same position.
What a sh-t company this is.

My Manager told me last night that he had heard from the head of security that some weeks ago all our executives had a lavish meeting in Paris, France. My manager said that he was told that they all had very expensive private area dinners and other expensive perks and activities. My manager listened with a smile but he was pi---d because he has had to submit a lesser budget last year than he wanted and had team investment restrictions only to see the execs galavant to expensive places. He is pi---d because they could gone to customer restaurants here is the U.S.A. and supported our customers who invest in us. We don't have customers in Paris so what were they thinking? When my manager inquired about why they chose Paris, the head told him that he heard they did Barcelona in Spain last year. The good thing is that the head didn't go and sent someone in his place while he kicked back with a bottle of bourbon at home. You have to wonder if he chose to stay as a silent protest.

Things will not improve, they will not learn, there is no greener grass elsewhere.

The best you can do is learn to detach from all this - accept and embrace the sh-t show.

Anyone else fed up? No parameters or structure to our roles so we’ve been worked to the bone for the last few years and dealt with incredibly pushy and unprofessional attitudes and leaders in the name of “candor”. Movement is tough with limited internal and external mobility. Silicon Valley bro expectations like we work for Amazon or Meta on a Target salary and mediocre raises that barely cover the cost of living increases.

Producing 10x what we did even two years ago is the expectation with no recognition or belief in you from your leader to show for it. Just “feed it into AI”, constantly.

The bar for success is constantly moving so you can never, ever keep up. Exhibiting behaviors well above your level and still not being seen or heard for them. And don’t get me started on the steamrolling.

I’m not one to be so negative. I loved this company coming into it years and years ago. And I know many of us work our a**es off. I critique it because I know it can be better. But in its current state, our output will never enough in many areas where expectations rapidly shift and the loudest dominating, borderline bullying voices are rewarded. Such a shame because I know incredible people and leaders here.

Oracle has eliminated 21,000 jobs in fiscal year 2026, attributing the reductions to AI investments. This move has significantly impacted employee morale and trust across the tech industry. The company's annual filing explicitly stated that AI adoption may continue to lead to workforce reductions. These layoffs are part of a larger trend where companies are citing AI as a justification for significant job cuts. The financial cost of these layoffs, including severance packages, has also been substantial.

https://www.thehrdigest.com/oracle-layoffs-2026-why-tying-job-cuts-to-ai-is-fueling-fear-of-endless-reductions/

Why are they sending emails about mission simplify like it's some fun thing!? And mentioning AI training. I'm disgusted at how tone deaf these communications are. People are stressed out!!!! It's hard enough to keep working without getting these emails so if they arent going to tell us useful information, they need to shut the f up about it and let people attempt to work in peace.

We was told the annual employee survey was supposed to happen in June. Still nothing.

I have to wonder why… Are they worried the results will look like they did last time?

Because the feedback has been pretty clear… Employees have been saying the same things over and over, five-day RTO is hurting morale, the presence report is damaging trust, and people feel like leadership isn’t listening.

The action plans that come out afterward have become a joke. They check the box, put out some talking points, and nothing changes. They never actually address the issue employees are raising.

The answer isn’t another mental health program or another communication campaign. The feedback has been loud and consistent about what the biggest problem is.

At some point, leadership has to decide if they actually want honest feedback or just feedback that confirms what they already believe.

If the strategy is working, release the survey, get the results, and prove it. Or are you too scared to get your ego bruised again, Jon?

And the rest of us are stuck paying +$200 a month in parking/commuting fees and losing dozens of hours of personal time

The way PNC is handling everything right now is fu--ing absymal. I didn't think it was possible for the morale to get any lower, but here we are.

Has your department/management sent out any official notice yet?

So said a senior leader when the numerous questions from the front line staff about any further layoffs were brought up. Those doing the work are so down and depressed about the circumstances that the managers approached senior leaders to inquire. The answer was "we can't tell you." That really perked the crowd up and inspired them to produce better work (not really).

How this company is so backwards. We got another ”people team” leadership. How many have we had in the last 6 years?? The out of touch CEO have no clue how bad it is here and no career trajectory for anyone unless you are a former GS executive or best pal with the EC.

Time to take summer vacation!

Good riddance SH

sorry to all the nocs and everyone who just got let go. that is horrible. everyone did not deserve this.

For years we’ve been told the next initiative was going to turn this company around. First it was five-day RTO. Then it was AI. Then workforce reductions. Then another reorganization. Then a new headquarters campus. The strategy keeps changing, but the underlying problems don’t.

Meanwhile, employees have been saying the same thing the entire time - morale is declining, trust has been destroyed, experienced people are leaving, and the company is becoming a harder sell to younger talent. Instead of asking why so many people are saying the same thing, leadership keeps doubling down and acting like the employees are the problem.

At some point you have to stop blaming the workforce and start questioning the strategy. Success isn’t measured by how many people badge into an office or how many presence reports get generated. It’s measured by whether people want to work here, whether great candidates want to join, and whether the business is actually moving in the right direction.

The market eventually exposes every bad strategy. Employees vote with their feet. Candidates vote by accepting offers somewhere else. Investors vote every day the market is open. Those are the scorecards that ultimately matter… not another memo telling everyone the strategy is working.

Six years is enough time to judge a strategy and its results. Nothing has improved.

Leadership shouldn’t be evaluated by speeches, memos, or slogans. It should be evaluated by results.

Has the company become a more attractive place to work? Has it become easier to recruit top talent? Has morale improved? Has the culture become stronger? Has the strategy delivered the long-term results shareholders and employees were promised?

Those are the questions the board should be asking and the answer to every single one is NO.

I think it’s fair to ask whether the current strategy and the leadership behind it is the right one for the company’s future.

No leader should be immune from accountability. A truly market-based culture should hold leadership to the same standard it expects of everyone else. Nobody else with this poor performance would still be around. Get this loser out while there’s still something to save.

If you want to raise employee morale, it's quite simple. Reinstate real paid time off, FTO is evil. Remove the thrive together requirements, people want ultimate flexibility. Stop off-shoring business critical roles to India, it's horrible. Nothing makes me want to go above and beyond quite like not having PTO having to attend an office to make big real estate happy all while having to train my excellent eastern replacements.

At Boeing let’s name all the shitHole department to avoid!

I spoke to two very high-level leaders. Very high level. VP and above. Great people. Smart people. They both told me the exact same thing: “Jump ship while you still can.” Nobody told them to say it. They both said it. Think about that.

Morale? It’s gone. Absolutely gone. I’ve never heard it this bad. The best people—the really talented people—they’re going to leave first. They always do because they have options. They’ll get another job in a heartbeat. No problem.

And then who’s left? Not the A-team. You’re left with the people who couldn’t leave. That’s what happens. And once that starts, it goes very fast. Much faster than people think. The decline accelerates. People are going to look back and say, “How did it fall apart so quickly?” Believe me, it won’t be pretty.

Layoffs may boost stock short-term, but hidden costs (morale, attrition, lost talent) can outweigh gains long-term. Data may vary by case.

Now down trend start of stock

Execs doing a great job, motivating and inspiring our employees. Winning in the marketplace.

Cream always rises to the top.

The market reacting accordingly.

This is my view of where we are in '26. Take allof this with a grain of salt as I've been wrong many times before. This is reflecting my views and I am not sharing any internal information. And, yes, I am angry:

1. The culture has changd and not for the better.
2. Bottom-up ideas no longer seem to matter. Period.
3. Politics + self-preservation are in, real leadership is out
4. WAY TOO MANY managers, way too little accountability.
5. Collaboration is talked about. it is NOT practiced.
6. Quality people are leaving. Some are waiting for the right time to jump.
7. AI just an excuse to cut roles. OK, maybe has some bus use too.
8. Some teams are way too bloated - some teams have already been cut way too deep.
9. Offshore turns companies to sh-t, it's happening to us to. Poor quality, poor oversight.
10. Value standards have slipped, enshitification is in progress.
11. Come in and work/collaboration in office, but it's OK to ship work offshore. Sick.
12. Morale is low, trust is weak, and it's gettin worse.
13. The old T. Rowe Price is gone.

Mid-Year evaluation is ridiculous this year - add to that ratings in mid-year reviews and you have a horrible situation. The exec management is so desperate to do something and they cannot do anything useful on the business side so they are focusing to overmanaging the workforce. this will not gain any wins and will further aleniate our already disgruntled and unengaged teams

...bobbin'n weavin'...shufflin' and scufflin', contemplatin'n rearrangin', jugglin' chainsaws'n spinnin' plates, crunchin' numbers'n playin' Tetris with org. charts, tryna make sense of their self-created nonsense...LOL!

They're really got THEIR work cut out for them now.
Besides the money involved, here's probably the next most crucial piece of the puzzle and why leadership is so concerned with "retaining employees due to this mess" during the whole VSP thing:

• "Since ACA, Medicaid, and MA are Federal/state regulated and implemented plans, cuts in staff can lead to CMS and state department of banking/insurance scrutiny on coverage and service."

They've got to deal with BIG LAW ENFORCEMENT breathing down their necks, which has the potential to cru$h them via a$tronomical fine$ and penaltie$, depending on the #s of soon-to-be-vacated job slots, due to so many people now wanting to head for the hills, ever since this VSP was offered. And that's not even factoring in the layoffs they're anticipating to follow soon thereafter. Looks like they cooked their own goose. LMAO!!!

Leadership is surely scrambling and in a collective panic, over how to deal with all of the moving parts. "We need MORE TIME!...This is TOO MUCH!"
Oh well "leadership", guess you should've planned better.
Why don't you have better time management skills? Should we put you all on a PIP?
That's what they pay you the big bucks for, right? Thought you were so smart, what happened? Why is this such a struggle for you now? Feeling pressure? Sorry, not sorry.
Lots of late nights now, where they're actually having to WORK for their big@zz $$$!

Hey "leadership":
Have fun untangling the rat king you all created with this VSP thing!
What are you even doing reading this board now, anyway?
Get back to WORK!
Earn your Keep, "BIG-WIGS"!

HAHAHAHAAAAAAA!!

Another skilled person gave 2 weeks notice today...another skilled top level Engineering manager gone and multiples of teams left in limbo and at the whim of id--ts. No plan, no resolution, nothing from these clowns. I wish they'd lay me off already. 2 years of this has been enough.

Today I witnessed all that is wrong with the human race. All people really care about is themselves, they asked the questions, but all they really wanted to know or hear was not me, not me(this time). However, what I found most disgusting was the thanking and emoji sending of hi---rs henchmen who were send out in force, it made me sick to my stomach tbh, to all the good people who left today I genuinely will miss you guys and I wish you well over the next few months.

It’s been pretty quiet at P66 lately. Is this the calm before the storm?