#morale

Oh yes they have sc--wed everyone out of there hard earned PTO. Now salary people can't take there PTO until its accrued, even though store managers want to know when they are taking there PTO ahead of time. How are salary managers going to take there time off if it's not accrued? Cause we have restrictions, can't take time off during certain times of the year. Guess we will be taking vacations back to back. What a joke this place is. Sc--wing there hard working people out of there PTO.

AT&T continues to slash jobs, destroy careers and negatively impact families. All the while, spending $25M on the Pebble Beach sponsorship. There's zero human connection between AT&T Leadership and those doing the real work. None!

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.

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...

~80% of employee count.

To say this ship is sinking would be an understatement.

Sometimes you put weeks into a project, it launches, and your contribution doesn’t get a single mention. It’s frustrating seeing your effort vanish like that, but it’s almost laughable how often it happens around here.

Losing this job doesn't scare me like it used to. The environment has gotten so bad that leaving might be a relief. The benefits are poor and the culture is toxic, so what am I really protecting?

Or is it already too late for that?

Intel management uses the constant threat of layoffs to keep control and again and again demand more output. It forces people into silos, looking out only for their own survival. They assume we'll obey out of fear of losing our jobs, and, sadly, too often they're right about that.

My old boss set the tone. Mistakes were part of learning, and the team thrived because of it. When he retired, it hit everyone hard.

His replacement was hired from the outside and immediately started yelling over small mistakes and micromanaging everything. He’s slowed us down, morale is tanking, and half the team is trying to leave. Promoting from within would’ve made far more sense. At this point, I can’t help wondering if this outcome was by design.

I'm watching coworkers who are just a few years from retirement willingly walk away. That never used to happen. If people that close to the finish line are giving up their secure exit, you know there's something seriously wrong with this place.

Would be curious to see company wide numbers on this. Certain divisions have suffered under the low morale. There is little incentive to perform. It's only a matter of time for the rest. The C Suite does not care at all. When will their customers wake the f up?

And I do mean everyone

You constantly hear about people being let go, a team here, an org there, in numbers just small enough not to draw too much attention. There's endless talk about a reorg with zero details, and barely any communication from leadership. We're left fumbling in the dark, just waiting to see if our job is next. It's no wonder morale is in the gutter and the entire atmosphere feels so heavy.

Ahahaha, the people running this company lied to you and they hate you!

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.

To those who have been RIF'd, I'm sorry. I hope that you find something better.

Does anyone else experience the guilt when you are left when other are cut??

Anyone? Since I have to come in everyday and no one sits in my corner except me (why am I here) at a min having them come by was like ok…. Guess I’m at least here to receive that 😐😂

Go to any of the other banks' board on layoff.com and it's the same as Citi - people complaining about RIF's, forced low rankings, little raise completely out of touch with modern inflation and lowered bonuses...bank of america, JP, Wells, BNY, State Street. All of those boards look identitical to Citi's layoff board. Yet, bank's profits, including Citi, are high and stocks at record highs.

What's the issue for such low employee morale at big banks?

I can only imagine how the people cut this week are feeling. The rest of us will probably spend it consumed with anxiety over next week. About which we still know almost nothing. What a way to treat people.

Nothing enrages me more than those mo-rons wearing the Eliza jacket.
You’d have to be a new level of 1diot

Just sharing an internal perspective for anyone wondering why Proofpoint roles are constantly advertised.

In my time there, I’ve seen multiple small teams (single-digit to low-teens headcount) experience significant churn — in some cases 5–6 people leaving or moving internally within a single year. These aren’t large departments, so the turnover is very noticeable.

Over a few related teams in the same function, the overall headcount might look stable (around 20–25 people), but the individuals filling those seats change frequently. There tends to be a small long-standing core, with the majority rotating in and out.

A few years ago, retention was something teams genuinely took pride in. Today, there are very few people left with long tenure, and entire teams can look unrecognisable after a short period of time.

From what I’ve observed, many new hires decide fairly quickly whether the environment is sustainable for them. Morale issues are noticeable, and employee wellbeing has been a recurring concern internally, without much visible follow-up.

There’s also been a strong push toward AI-driven tooling for productivity and quality measurement — including how case updates and communications are evaluated. Some people may find this helpful, but others experience it as constant monitoring tied closely to performance metrics.

To be clear, this isn’t unique to Proofpoint — much of the tech industry is heading in this direction. That said, it can take a real toll if you value autonomy and long-term stability.

If you’re looking for a stepping-stone role and a strong name on your CV, Proofpoint can serve that purpose. But I’d strongly recommend going in with open eyes and realistic expectations about turnover, pressure, and culture.

I was layed off AFTER thw all clear email went out. Way to break my heart..

This new CEO and his group of clowns just keep getting worse by the day

I usually go home around 2pm to avoid traffic and continue working between 2:30 to 6:30. Now I have to stay until 5pm and feel stressed out due to the heavy traffic. Since I stayed until 5pm, no more work at home.

My working hour is less than before after the 8 hours rule is enforced.

The current leadership style in the testing team is creating a lot of mental pressure. It is pure command and control—forcing people to sit in the office without any focus on output. Forcing people to come to office while other teams have a great culture of motivating them to come. I have worked for 2 organization and never saw this kind of leaders. There are few companies like wipro, tcs which we heard off, but not in any product development companies focusing on the innovation

Innovation is zero; we are following the same old processes from decades ago which is what I heard from my seniors. Worst of all, the Lead’s personal closeness with HR ensures that no one can speak up, Indian have always been shy to compliant on any of the things and we don't care of anything apart from the office things.

This culture of forcing instead of leading is ki-ling the team's morale.

KR’s change program coming full circle

Stock now lower than before she joined

Paid off. She got her bonus.

Will there ever be a return to normal, stable operations? The constant upheaval of layoffs and reorgs is completely draining. I just want to do my job without weekly existential crises.

Can anyone remember the last time a promotion went to the most qualified person, and not just someone's friend or relative? I feel like genuine merit-based advancement doesn't exist at this company anymore. How are we even supposed to stay motivated in such an environment?

Inogen has gone through yet another round of layoffs, and at this point it’s hard to describe how broken the culture feels. Leadership appears reactive rather than strategic, relying on short-term patchwork instead of a clear plan.

From my perspective, employees are not genuinely valued or trusted, and decisions are made with little regard for the long-term impact on people or morale. Confidence in leadership has steadily eroded, and many no longer believe what they are told about the company’s direction.

If you begin seeing overly positive messaging about the company, I would encourage healthy skepticism. Based on lived experience, those messages have not reflected the reality employees face.

In my opinion, this is a deeply unhealthy place to work. If you are considering joining, my advice is simple: proceed with extreme caution or don’t proceed at all.

Inogen has just gone through another round of layoffs, and it’s deeply disheartening to watch. The issue isn’t only the reductions themselves, but the lack of transparency and humanity surrounding them.

Over time, repeated reassurances about stability have been followed by actions that suggest otherwise, leaving employees anxious and disconnected from leadership. Morale has steadily declined, and trust has eroded.

In my opinion, this is not a healthy place to work. I would also caution people against placing too much trust in leadership messaging, as it has often failed to align with what ultimately happens. If you’re considering joining, I’d strongly recommend proceeding with caution or looking elsewhere.

Witnessing layoffs at Verizon has been a masterclass in how to destroy morale. They decided to kick out the very people who bled for the company. Now, they have us all running for the exit. All I want is to get out and find a job where dedication might actually be rewarded, not used against you.

Achieved gets you promoted. Exceeds keeps you at same level. How can VP and SVPs justify it? No relation between rating and promotion at TR? What gives? Disappointed.

Why it's the leadership at the top not held accountable. They created this disastrous outcome, and we the working employees are paying the ultimate price by losing our jobs and dignity. It's a very sad and heartbreaking day for a lot of good people!

Executives, VPs, and Directors should be accountable and shown the door first.

NOV always claims their 'Workforce is Like Family.' Then, when they hit a bump-in-the-road, family is slashed down to the bone, meanwhile, upper management still gets their bonuses.

Anyone notice that some teams are getting cash incentives instead of a trip? Think it's because those groups won't be around long enough to go on a trip