#morale

I work here and I have been watching the same issues cycle over and over again.
morale keeps dropping people keep leaving and leadership keeps acting suprised!!!
so here is some advice from the floor take it or ignore it...

Nothing else matters if frontline managers are bad, you can roll out new programs every quarter and none of it sticks.\

Train managers how to lead people not just how to chase numbers.
Standardize expectations what does good leadership actually look like here how do you evalute people how do promotions work!?

If a manager has constant complaints about favoritism or micromanaging stop protecting them..

Retrain them or move them out!!!

Judge managers on retention engagement and team health not just output...

a lot of frustration comes from not knowing what job we are actually doing day to day.
Define roles clearly what is in scope what is not especially for territory and service roles.
Pay and bonuses need to match the real workload including on call time...

Stop combining two or three jobs into one role without premium pay, that is not efficiency that is explotation!?

Sales and service being mashed together is burning people out fast!!!

career growth right now feels like something people whisper about in meetings.
Publish clear promotion criteria by role and time in seat.
Ki-l relationship based advancement everyone sees it even if leadership pretends they dont...

Address age bias instead of pretending it does not exist.
If you push development programs tie them to actual promotions training that goes nowhere is just busywork..

Corporate training does not match field reality fix that.
Policies should apply the same everywhere unless there is a legal reason they cant.
Working hour rules should be simple clear and enforced not flexible only when it helps the company...

HR should be accesible to frontline employees not just managers!!!

If someone is on call pay them fairly or reduce expectations.
Remote work should be allowed where the job allows it if the work gets done stop micromanaging.
Targets need to reflect actual staffing levels not imaginary ones...

Not everything is an emergency the constant fire drill culture is exhausting!!!

This entire 5 day RTO mandate isn't going to go well at all, and no, it's not JUST about having to go in the office. It's about how this is clearly a blanket solution to solve 1 particular problem within the company. A "solution" which will undo decade(s) of progress seemingly overnight.

Before COVID, we thrived on our 2-3 days in-person. That flexibility is why many of us joined and stayed. During COVID, we continued to thrive on remote work. And again, that flexibility is why many of us stayed. In return, many of us (without additional compensation mind you) gave back to the company by being available virtually 24/7. Fast forward to this day in 2026 and that mutual contract is broken. What does that mean?

Mandating 5 days in the office while continuing to expect 24/7 availability from most employees isn't sustainable. It's a recipe for burnout and resentment. Furthermore, claiming we've always been in-person and have been suffering due to our current arrangements completely contradicts the recent earnings report for 2025.

Look, this isn't another post by someone yelling into the void. This is a post from someone who cares. Believe it or not many of us do, which is why the following needs to be said:

This decision will hurt the company. In more ways than just one. It will damage morale, push out amazing talent, and ki-l the very culture that made this place what it is today. Locals are upset, news channels are reporting, employees feel disrespected, the list goes on.

Just started with State Farm and think I made the worst mistake of my life. We went up to the floor and did some side by side observations with the claim reps and holy sh-t this place is a zoo. The guy I was sitting by smelled like weed and looks like he had not showered in a week. The look on everyone's face was one of desperation and misery. Even my training class is a complete cast of burnouts, rejects, imbeciles and people I would move to the other side of the street to avoid. I guess everyone is also getting their ratings this years and sounds like a total sh-t show. This is not what I was told in the interview, typical companies, all smoke and mirrors. Joke!

How are we supposed to survive this?

They form a new skunkworks that’s secret and isolated from Ford.
They hire alumni from Apple and Tesla.
This is going to be the bright future of Ford.

I mean what does this say about Ford employees? Keep up the good work, and meanwhile we are hiring some smart people to build the next generation tech.

RF Sr Manager here Just had a meeting with my Sr. Director & it looks like most of the folks impacted on my team are H-1B employees, mainly to reduce OPEX costs. That’s really sad. We have some truly great people on the team and they’re top performers. It’s honestly worrying and disappointing.

I actually like the work I do, but the conditions are wearing me down fast. We're constantly short-staffed, people leave every month, people get laid off all the time, and the pay just doesn't make up for the stress. It's making me seriously question if I should stick with this entire field. Does it ever get better, or is this just how it is everywhere?

Its a sad state of where the company is today, when most people I talk with now are no longer scared of being laid off, they are actually hoping for it. Most people now are hoping their number is called like we are waiting for the lottery numbers to be published. Hand me my check and I'll be on my way! Staying behind and taking on more work for the same pay is actually the negative part of this, not getting laid off. The lucky ones get their papers and get a chance to breath and find what's next!

The cowards in management are doing everything they can to avoid a severance to those who have put years into this company to get it to a position to be acquired for $4B. Shankar and Norlin are absolute cowards with no morals or appreciation for the people who do the work.

Thing is, they lay off all your closest colleagues (various departments) until they ki-l off the business, leaving the few remaining staff overworked, disengaged and depressed. Then they say we can only recruit more people when we grow the business. And so the downward spiral continues (a bit like the share price).

I mentioned in another topic how CEOs and the big stakeholders (the owners) are getting more and more ruthless. Nothing will ever make them happy.

Let's look at Citigroup's CEO and her recent internal memo. https://finance.yahoo.com/news/citigroup-ceo-jane-fraser-warns-181918727.html Just look at her tone and cold attitude.

Even though her company's stock is up year over year by a good amount, she is setting the tone for extreme goals, hard accountability, and another 10% cuts in jobs. BUT THEY WERE ALREADY PRODUCING RESULTS!!! But it wasn't enough. It's never enough. I guarantee you they skimped on their compensation numbers. I haven't checked out the citi page on this thelayoff website. I can only imagine.

Sound familiar. CEOs are going the opposite direction of leading with a carrot. It's ruthless, cold, harsh, sociopathic leadership. The owners are never happy. They need more and more growth on top of more and more growth. They own the federal govt, state govts, both parties including maga, and corporate boards and C-suites. The only politicians who are not part of this are called extreme by the billionaires. I suggest you look up how awesome Lena Kahn was. She went after companies during Biden years and boy of boy did they come after her. Look at the names of people who attacked her. At the end of the day, the owners are the enemy here.

You can bet that GK is going to follow her lead. And so will other banks.

I was just told to give my people who got meaningful or meets expectations who were at midpoint a 0% merit increase including hub people, not just remote. A zero. For meeting expectations.

This is the new normal. Slowly getting worse and worse like a frog in a large pot of water getting hotter and hotter. Fu-k this version of corporatism. Other than unions (you all got programmed to hate those), antitrust (break apart monopolies) and regulation (more and more of you are getting programmed to hate that too because it "hurts innovation"), what else can we do? We need a sustainable, healthy form of capitalism where the shareholders do not always get top priority.

The beatings will continue until morale improves.

What is this bs where they lowered our cash bonus but gave a few shares of stock I can’t sell for three years? What a joke.

20 percent of team gone, not even being offshored. The positions are gone. The irony is the directors/managers who found out who’s impacted on their team do not know if they themselves are impacted (only their boss will be told at this time ). So the final number could be higher in department. Just a terrible way to do things. So if you are a leader and get a random call today from boss, hr, or a vp you barely ever interact with you will know someone on team is impacted.

And no fmla will not save you.

Best of luck to everyone, on one hand it su-ks but on other hand at least everyone can move forward (for one month before the survivors are pulled into the ringer again)

I can’t wait for this week to be over.

Sh*t is happening today.

Was just told by my coach in Maitland it’s official. Just waiting for the emails to go out now! Godspeed everyone! And fu-k T-Mobile and what they did to us! We won’t stop! We just Did!

We've all been working our behinds off, so what this latest "warning" sounds like is more "now you'll do even more hours and skip holidays and work weekends and you'll be happy about it or we'll fire you for poor performance." They want more free labor, as simple as that.

Just sitting here and waiting, not knowing anything and just praying I'm not on the list...I can't wait for it to be over, one way or another.

I’ve spent 25 years at this company, mostly in the same role, believing that loyalty, consistency, and hard work would eventually be rewarded. Instead, I’ve watched good people, smart and committed people, get pushed out after giving decades of their lives to Dell. People who built relationships, hit numbers, raised families on the promise of stability, and were still treated as expendable when it became convenient.

Right now, it’s a deeply discouraging place to be. There is no real upward mobility anymore, no clear path forward, and no sense that experience or institutional knowledge matters. Employees are discarded quietly and almost casually, like yesterday’s problem. Leadership feels distant and disengaged, operating on autopilot, focused on protecting themselves and the balance sheet rather than the people doing the actual work.

Many roles now pay just enough to keep the lights on, but not enough to build a future. The work is heavier, the pressure is constant, and the rewards keep shrinking. Over time, it wears you down. You stop feeling proud of where you work. You stop believing things will improve. You watch your motivation fade, not because you stopped caring, but because the company stopped caring first.

It’s the kind of place that slowly drains the life out of you, not all at once, but quietly, year after year, until one day you realize how much time you’ve given and how little you’ve gotten back.

She is laughing her @ss off every time she thinks about her 20 million $ raise last year and the 20 million $ the year before that, knowing that YOU are not getting a dime.
All wrapped up in “the bar is raised, you guys need to step it up”. Rest assured she’s got the biggest smile on her face every night she lays down to go to sleep.

Don’t forget, you’re measured on results not attempts. If you don’t execute and complete successfully an already bad idea or direction given by management, lacking resources\headcount or not and that was doomed to fail to begin with, then you fail, not management.

I want to stay one more year but I don’t think I can do it. I can’t stand this place anymore where it’s ki-ling my soul slowly.

People here are acting like something like this never happened before, to anybody. People will talk about it for a few days and it'll be forgotten. Move on, everybody.

How many customers will defect??

Dont work for this place. The anxiety of losing your job is real. Constant layoffs happening at this place. Terrible employer, no raises, no bonus, nothing.. Employer is terrible.

Listen up, every spineless Senior Director at this sinking ship: either pack your bags and bail now, or admit you’ve got no guts left in you. You’ve all morphed into soulless automatons, spewing scripted nonsense like you’re programmed by some greedy algorithm. For once, drop the corporate facade and talk to your teams like actual humans—with empathy, honesty, and a shred of respect—instead of hiding behind buzzwords and empty promises.
The SLT? They’re force-feeding us a steady stream of pure bullsh-t, letting corporate greed hit stratospheric levels while pretending it’s “strategic evolution.” How about you finally grow a conscience and do the right damn thing? My TFB managers are being shoved into executing half-baked schemes they know are doomed to fail—wasting time, burning out talent, and ki-ling morale just to pad some executive bonuses. If this company’s employees are as top-tier as you keep bragging, then prove it: rally the he-l up, unite as one unbreakable force, and push back against this toxic tide before it drowns us all.
Mark my words, everyone’s about to feel like absolute garbage once this hits full force—it’ll cascade like a rotten avalanche, crushing every level from the C-suite down to the front lines. By the close of Q1, you’ll be begging for a layoff with severance just to escape the misery, because this “restructuring” is a slow-motion disaster in disguise. We all know this place ain’t the innovative powerhouse it was under better days, but etch this quarter in stone as the official nosedive into the abyss. You id--ts pushed every wrong button by sc--wing with TFB.
To any Directors clinging on after this bloodbath: time to sprout some real ba--s and stand for something, or slink away in shame. And managers? Cut the gaslighting cr-p—I’ve spotted too many of you already twisting truths to “keep the peace.” Own up, be transparent, and tell your teams the unvarnished reality: the ship’s taking on water, the captains are clueless, and it’s time we all grab oars or jump ship together. Let’s turn this outrage into action—unionize, speak out, demand accountability—because if we don’t fight now, we’ll all regret it when the pink slips start flying. Who’s with me? Let’s reclaim what made this company great before the greed monsters devour it whole!

Got the boot today, best thing every happened to me. Thank you Citi! They plan on canning everyone on Transformation projects. They said lay off are due to AI. What AI? All data exists in excel sheets and not even applications.

Citi doesn't care to truly transform anything. Only so little of consent order was done, I highly doubt they ever had intentions of completing anything. It's a show horse.

Still baffles me how complete id--ts who know nothing are always retained with zero critical thinking. No smart or good employee will ever work at citi in right circumstances. Retention is 100% for a certain type of employees

Clearly little to no thought is placed into next roles for those of us who aren’t hipos. Tried to have a discussion on my interests with D&S and it was clear they didn’t care. Looking at job boards now.

Don’t forget to spend your measly little paycheck that doesn’t keep up with inflation on the all NEW BNY (no mellon) Swag vending machine located on floor 3 of Ross Street in PGH. Branded merchandise, whenever you need it :) I hope whoever came up with the idea loses their job, significant other, big toes and cat in the foreseeable future

After seeing it happen to so many dedicated people around me, I'm really questioning the whole point. You watch colleagues who got top reviews and decent raises one year get let go the next. It makes you wonder if going above and beyond actually protects you, or if it just makes you a more expensive line item. I’m starting to think the smart move is to do good work, but keep your energy and best ideas for your own life outside of here.

Raise and bonus disappointing again. It is a morale ki-ler considering that just yesterday the bank reported such strong earnings and the stock price. The kicker is that we now have less experienced staff and more work heaped upon us. Welcome to 2026.

whats next after the stock dropping? 100's of them in the office with no work?

GoDaddy is undergoing significant layoffs that cut across multiple functions — sales, engineering, and leadership. This isn’t just a small adjustment; it’s part of a larger restructuring that reflects the company’s current instability and shifting priorities.

Employees across different levels are being impacted, from quota‑carrying sales reps to technical engineers and even senior leaders. The breadth of these cuts suggests that GoDaddy is not simply trimming excess headcount, but rather redefining its operating model in ways that will reshape the culture and future direction of the company.

For those inside, the environment feels uncertain. Compensation plans have been changing, transparency has been questioned, and now entire teams are being reduced or reorganized. These layoffs are hitting both revenue‑generating roles and product‑building functions, which raises concerns about how GoDaddy plans to sustain growth and innovation moving forward.

Externally, GoDaddy continues to present itself as a global brand with strong market presence, but internally, the reality is different: morale is low, trust is eroding, and employees are left wondering what comes next. The fact that leadership roles are also being eliminated underscores that this is not just about performance management, but about a deeper strategic reset.

If you’re considering opportunities at GoDaddy, be aware of the current climate. The company is in transition, and while it may still offer brand recognition and scale, the risk of instability is high. For current employees, the message is clear: prepare for change, advocate for transparency, and recognize that the company’s priorities are shifting rapidly.

Let me guess, let's promote the heckler and layoff more of the hard working smart people.

Congratulations to the CEO for just destroying the work life/balance at PNC. Work/life balance no longer exists at PNC. Good bye to all the talent and hard working people at this business. He has no idea what he just did to his employees.

bP writing down Billions in foolish investments and then will try to save money on bog rolls or changing the thermostat in offices

Thoughts on the townhall with Pete?

I’ve been at Honeywell 10 years(multiple SBGs). This is BY FAR the craziest and most chaotic time I’ve had a HON. By far. Really trying to see the light at the end of the tunnel for IA, but the light is dim. Leaders present the pretty slides and visions but nothing ever trickles down. The climb has to be so massive to really turn the IA ship. Every function has a different priority. No one has resources.(and more RIFs are coming) No one has funding. Light at the end of the tunnel is dim.

Trying to stay positive but it’s tough.

Ehealth chopped workers with higher salaries and kept the new people. Looks like the teams trained their own replacements without knowing. Low morality company.