#pressure

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.

No matter who is to blame this is the greatest share destruction of a fortune 200 in the last decade. Mike and this leadership team is going to be under pressure to start showing results soon.

It gets harder every day. They’re milking our fear of losing our jobs for all it's worth. Since the last round of layoffs, the workload has far surpassed what’s left of our capacity. I watch people work themselves into the ground every day, even after we all just witnessed that none of it matters when your number is up.

Reddit user posted that T-Mobile consumer side putting a lot pressure on Mobile Expert on pushing the credit card and if you are in the bottom 25% their potential for you to be laid off. Where did the uncarrier go !!

Allegiance recently integrated with Cigna’s HR structure this year. Employees were notified the layoffs would not impact them but the company faces continued pressure on expenses this year. And they are working diligently to avoid workforce reductions. Most likely pressure coming from Cigna

10-15 Employees last day Jan 23 2026. Blaming on poor 4th Qtr and scarce Q1 2026. Extreme pressures Q3 to pull in orders from 2026 and complete as much as possible at all cost for 2025. Worked hard to make that happen, long days and weekends. The reward was Riff. Thanks for NOTHING. Some very vital employees are being impacted. Some that hold the keys to the kingdom. Perhaps something greater happening to spin or absorb.

With BS out, another org shake-up to cut spans and layers is unavoidable. A wave of senior exits is being politely labeled retirement, but it’s really a reset.

And while leadership churns, IDC’s forecast is inflating expectations.. numbers will spike whether execution is ready or not.

Less patience. Less cover. Bigger pressure.
The next phase won’t reward tenure.. it will expose performance.

It’s become rather clear what’s happening. The company is deliberately creating a hostile and miserable environment to pressure people into quitting on their own. Between impossible workloads and a culture of constant fear, people are breaking. If you’re feeling this pressure, know that it’s a tactic, and you’re not alone.

Can we just work harder?

"Three people familiar with the reorganization said the unit's investment committee was reduced to two members: Tan, and Intel's Chief Financial Officer, David Zinsner"

"Two employees familiar with the matter said some within Intel felt pressure to consider portfolio companies where Tan had an interest to align with his strategic priorities."

https://www.techspot.com/news/110576-intel-ceo-also-major-startup-investor-starting-get.html

After years of top performance and multiple company awards, being labeled a ‘low performer’ during a severance call was surprising and discouraging. The lack of appreciation, combined with sudden goal increases and new write-up policies tied to severance eligibility, made the process feel more like pressure than professionalism.

Cut pay plans and increase quotas. What kind of talent do you retain? What kind of environment do you foster? You wind up with reps stuffing sales with undiscussed line items. Risking getting fired so they don’t get fired. Makes sense and sounds sustainable!

hello everyone, any news on the premier banker settlement? How much will the higher end payout be? Also, what kind of pressure are you guys getting for production in the branch’s now?

Am I the only one who's absolutely drained from this whole situation?

Us folks in IT, we’ve been under this pressure for two solid years now. And what they’re doing to us? It’s straight-up inhumane. Imagine watching most of your coworkers walk out the door day after day, and then being told you're ‘safe’ the next. How long are we really safe for, though? The truth? Nobody’s safe ‘til they’ve booted out everyone who doesn’t fit into their ‘perfect’ new structure (aka all the new hires and the so-called ‘Olympus gods’).

It’s obvious the company’s just keeping us around long enough to wrap up some projects, then they’ll drop us like a bad habit once we’re no longer useful.

In the meantime, we’ve had to put everything on hold our career growth, life plans, financial decisions, all frozen for who knows how long. And still counting.

But hey, don’t worry, we’ll get the ‘good news’ soon enough. For now, just keep doing your best (and all the extra work from the people they already canned).

Good job, that’s how you wreck your company culture.

Pulse is optional but we are pressured to take it or else my store looks like a store with lots of concerns. Upper management with non stop pressure. The survey is good but the top top big wigs forcing it is BAD. So if you ask me it’s mandatory. If yall got low participation be ready all the visits

stafff member dying of heart stroke in office due to exploitation by manager means.... a family ruined....high profits at any cost.....

https://finance.yahoo.com/news/t-mobiles-incoming-ceo-att-is-taking-potshots-because-its-under-pressure-152258495.html

So much for that new campaign those smooth-brains on the Q3 Earnings Call were so excited about.

Wish we had a CEO like TMUS

Nobody deserves to feel miserable every day. Go find somewhere that treats you like a person, not a robot.

They keep pushing to replace us with cheaper, outside teams who clearly don't know our systems. Now it takes three of them to do one job, and everything is still falling behind. I am so frustrated that management thinks this is a real solution. All it does is create more mess for us to fix later.

It's disrespectful to both the remote workers and those of us who need the desk space. Remote is remote, we allocate and budget the space for a reason ffs.

Why centene managers are doing more micromanagement and have very high expectations. Is there too much pressure coming from top management. I have never worked with any company with this kind of work pressure

And my manager is trying to intimidate me using the presence report. What can I do or say to get them off my back?

Quarterly converstations seem very pressuring to step up more or your out. Putting alot of pressure on you. Seems like they are preparing for who they want to push out the door.
Is any other store "salary" employee feel the same?

Are the people under less pressure?
Layoffs seem over.

Heads are on the line if departments do not meet their "volunteering" hours. Every other day senior leadership in my department is sending emails telling us of opportunities to "volunteer" to meet our quota. On every video conference call it is the lead in and closing point. I wonder who would lose their job if that line of business wouldn't meet the goal? Imagine being laid off because you didn't "volunteer" enough.

Remember Michael told his leaders beginning of last year to get the stock to $200 by end of fiscal year 2026 or executive heads will roll.

Little Johnny and the Magical Quota Machine

Once upon a time, in the fluorescent-lit cubicles of Round Rock, there lived a loyal salesman named Little Johnny. Johnny believed in Dell. He believed in hard work, relationship building, and that if he hit his number, his family would be rewarded. He thought he was building a career.

But Dell had other plans.

Every year, the Magical Quota Machine cranked out a new set of “goals.” Not just any goals, impossible ones. They were cooked up in secret back rooms using storage-heavy quotas that were impossible to hit, and a pinch of Wall Street pixie dust. The numbers weren’t real, but they looked great in PowerPoints for investors.

Johnny’s quota would climb higher than the beanstalk Jack sold his cow for. “Hit this and you’ll be rich!” they promised. But no matter how many laptops and servers Johnny sold, no matter how many multi-million-dollar deals he dragged across the finish line, the Quota Machine always reset to just out of reach. The storage number was 50% of Johnny’s number and that anchor always kept him down.

And the paychecks? Well, those got smaller.

Instead of raises, Dell handed out stock buybacks for shareholders. Johnny’s commission plan was sliced thinner than a Costco sample, while Wall Street gobbled up billions. Michael Dell made headlines. Little Johnny got lunch at his desk.

“Do More with Less,” management said cheerfully, while stuffing Johnny’s unearned commissions into the investor piñata.

Years passed. Johnny missed birthdays, skipped vacations, and answered emails at midnight, all while chasing the carrot at the end of the stick. But every time he thought he had it, the stick got longer.

At review time, HR would smile and say, “Johnny, you did great! Unfortunately, your ‘performance rating’ doesn’t qualify you for a raise this year.” It never did. Raises were extinct. Promotions were rarer than unicorn sightings. But somehow Dell always had enough money to hand executives retention bonuses the size of Johnny’s lifetime earnings.

In the end, Johnny was left holding the empty bag. Years of “unearned” income siphoned from his pocket went straight to investors’. His loyalty and sweat equity traded for nothing more than a laminated badge and some gift cards.

Dell got richer.
Shareholders got richer.
Johnny got… inspire points and a $25 Starbucks Gift card.