#toxicleadership

and among those upper/middle managers trying to claw their way up the ranks and leaving a trail of bodies. Too many a$$holes agreeing to whatever they think their higher ups want to hear. Of course, pointing to whatever is convenient to blame when their plan doesn't work.

That's the whole story.

What a tool

I didn’t think it was possible but it seems as though the experience at Nike has only increased in toxicity. I cannot even imagine being there now. I left many years ago after 22 years.

Stankey’s bank account isn’t gonna grow itself. Be sure to work hard today so him and the rest of the C suite can line their pockets.

You’re probably working for some menial reason, like paying for your families healthcare, or being able to afford living.

Never forget, the only reason you exist is to make the rich richer. Once your job no longer makes them richer, you no longer have a purpose

As an Ex-Frontier person I was warned about the culture in Verizon.

Boy were they right - it is deeply, deeply toxic. Battle hardened silos, everyone covering their as--s, no one accountable for decisions, leadership that doesn’t have a clue about leading (or telecoms for that matter), passive aggressive behaviors everywhere and at the top of it all a bunch of leaders who are happy clappy about the future with no real desire to lean in to changing the underlying culture. So no surprise that the awesome team at Frontier has now almost all left. Will be fascinating to see how the financial performance of the old Frontier business develops, or will it become invisible and quietly disappear to be written off, just as with all VZ acquisitions. Remember Blue Jeans, Yahoo, Terramark etc etc. The street should be punishing these guys.

I thought I'd feel better right away but I was so wrong. It took months. Months of not being there to undo what that toxic place did to me. They take everything. Your energy, your optimism, your sense of self. Getting it back takes time. I'm now so happy to be away, I can't even describe it. If you can, leave. You'll feel like a new person.

Keep punishing people. That'll definitely make them happier. Works every time.

Then put some corporate lackey in charge who added endless rules and rewarded toxic people. And now those few of us left are desperately looking for a way out. I'm honestly not sure how is this a net positive for FIS.

This is the worst area to work in. The Directors are incompetent, treat their managers and direct reports with total disrespect under JS. Some of the Directors talk behind their direct reports back to other departments, accuse them falsely and are tanking their business lines. I heard the switch of Directors to other business lines is not going well and team members are aborting as fast as they can. Executives do not listen to team members who have been in PI working in this line of business for many years and are allowing incompetent Directors to mismanage teams and bully them. It’s awful what is happening in CCA(Complex Clinical Audit).

I really hope you read this.

Eff you! We are better off without. Take your money and go hide your face. You are a failure and always have been. You gaslight the rest of these clowns into thinking you were some EV god but the rest of us knew from day one you were a joke. How you bamboozled Ford leadership into thinking we could take a bunch of rejects and failures from Apple and Tesla and build a successful will be a mystery but now if we can only get rid of the rest of the your lackeys and your “20x” skunkworks team.

Go eff yourself with a J1772 connector.

We had some bs under Charlie but never have i ever experienced anything like this now under Robin. It has become so toxic and everyday could be your last with what they have been doing to employees. And yet he goes on the news or does his little interviews and has everyone thinking hes amazing and doing great things

It is alarming when senior people are leaving TRP and they are leaving because the culture is dying. It started when they brought in Kimberly Johnson (COO) and it has gone progressively worse with leaders like Ramon Richards and Chris LePre. The culture has been replaced with what employees in Tech called the FNMA culture (which is where Kimberly and Ramon have come from). These leaders have no regard for associates and have brought in a culture of divisiness and toxicity. Associates are fearful of losing their jobs and so do not bring up concerns. Bringing up any concerns brands and tarnishes you as a naysayer by these leaders with fragile egos. What is concerning is that the most senior leaders at TRP are aware of this toxic culture but have done nothing about it, most likely because everyone is just too worried about negative outflows. What they need to realize is that if they don't fix the culture (and soon) they will continue to lose talent and the ship will continue to sink and by then it will be too late. There needs to be leadership changes in order to fix this issue.

"Do more with less" and "we're all in this together." I don't want to hear any pep talk. None of us are here to clean up leadership's mess, only to be dismissed with a generic email. I'm staying until they show me the door. For now, it's about what I take from this job, not what they squeeze out of me.

It's actually mind boggling. Those who can find another job more easily always leave first. Most attrition drives end up disproportionately shedding talent and skill.

For those remaining that we want to target, let's make it difficult and wrong, until they quit.

I will never stand up for this company again.

Unappreciative ba----ds.

I had the opportunity to leave last year and I took it. Not part of a downsizing, no severance. Just a realization that SF was not a mentally heathy company to work for and I began looking for other jobs. So many secrets, so much job insecurity, so much toxic leadership. After a year, I can look back and be thankful I had the courage to leave. My new job pays more, I feel more appreciated, and my leadership is honest and caring. One thing I've learned - trust NO ONE at SF. It's not just a cliche, it's survival advice. And, honestly, if you have the opportunity to leave, do it. I promise that your mental health will thank you.

They need to go warehouse and stop this nonsense! Liars and compromisers! In denial! Good company when working under competent people. My first 10 years were good. Last 2 have been horrendous.

I left Qualcomm back in January. The toxicity was just way too much, and I had to get out. I posted about my experience here a couple of times.

I started a new job two weeks later, and honestly, it’s such a breath of fresh air. People here aren't "warm and fuzzy" or anything, but they get the job done without all the drama. It’s nice to actually feel productive and professional again in a normal work environment.

The pay here is also higher.

The senior leadership in the U.S., particularly the VPs, routinely take credit for the work done by their Indian directors and senior directors. These VPs claim full ownership of projects that their Indian counterparts have actually planned and executed, with no acknowledgment of their efforts.
The VPs have no real understanding of how to effectively execute projects with resources in India and are completely dependent on their Indian directors and senior directors. Despite this reliance, they fail to give the credit where it's due, continuously taking the limelight for work they didn't do. The Indian leaders, who have built strong relationships with their counterparts and teams in India, know how to get the job done efficiently. The VPs, on the other hand, lack the necessary expertise and often sit back while others handle the real work.
Adding insult to injury, the VPs undermine their own directors and senior directors by pretending to be supportive of the India teams. They put on a show, claiming to protect these teams from exploitation, like avoiding late-night meetings, but in reality, they are the ones fostering a toxic environment where credit is stolen, and recognition is denied.
The directors and senior managers are too afraid to speak up, fearing retaliation or career damage. As a result, the VPs continue to bask in the glory of others' hard work, while the real contributors remain unnoticed and unappreciated.
This toxic culture of credit theft and the undermining of competent leadership is a long-standing issue that severely damages morale and fosters an environment of fear. If you’re considering a position here, be aware that your hard work will likely be stolen by those higher up the chain with no recognition for you.
Bottom Line: Look elsewhere if you want a workplace where your contributions are valued and credited, and where real leadership is respected.

Stock went down to 126, and this momentum should continue. QC will keep to be the shithole for the next 10 years.

Thanks to QPOET. Your toxic culture and disgusting leaders were contagious, and put this company into a TRUE shithole! Keep up doing your job!

He’s not equipped to lead.

Athletic trainer for Cowboys, interns at Nike, talks himself into sales role and we are where we deserve.

Crumbling company with investors and even employees running for the hills before this place collapses.

I’m tired of the BS sales pitches aka all hands.

After the merger they got rid of all the leadership that made the company successful, and replaced it with a toxic leadership from a dying company (Sprint), and adopted it’s failing models for annual layoffs.

Fast forward to today, we’re not growing anymore. The stock is tanking, and they’re tightening the grip for in office (will be monitoring/micro managing for at least 8 hours/day for 3 days/week).

Do they really think this will make employees work harder? You would think that they would want to make it more pleasant to work here after decimating the culture, but no, they’re making it worse. Where did they get their leadership training? Any id--t would know that the people are what make the company successful, not a leadership lineup with visions that change every few years with.

Good luck trying to make me work harder or above and beyond. Sure, I’ll be in the office twiddling my thumbs and watching videos on my phone. You took away any incentive for me to go above and beyond.

I’ve never seen a company quite like Staples that LOVES to promote and retain toxic individuals. It seems a requirement now to be an AVP is to be a full blown narcissist. Glad we are bringing in 2026 by sending a message to the hardworking employees that not only are we going to pay you pennies but your leaders will be some of the rudest and hateful people we can find, cheers!

All four of these id--ts need to be fired immediately.

Who is the most prominent bullsh-tter in the history of Walmart at the level of Senior Vice President to date?

There is no doubt that some leaders are driven by ego, and we all know such people. They may seem to be propelled by “legitimate” goals such as building or expanding an organization, but what is foremost in their minds and emotions is making a success for themselves, gaining fame, fortune, influence, and personal power. They are also driven to a great extent by fear and self-protection, which is reflected in the pessimism that many of them exhibit, as well as inflexibility because they feel they have to hold on to positions, ideas, and ways of doing things that have worked in the past. In short: they are afraid of change. They are motivated to try to control change rather than embrace it.

The egotistic leader is self-centered, self-righteous and self-congratulatory. This leads to criticism of others’ ideas, actions, and abilities in order to prove one’s superiority.

Genuine, justified confidence inspires and builds followership; egotism drives followers away. For egotistic leaders, the game is about themselves, protecting their image, winning every argument, feeling entitled and defending and justifying their decisions. Egotists don’t learn from their mistakes, they defend them. They are afraid to be wrong, to show vulnerability, to listen to other’ views, and they resent having to do work they consider beneath them. They focus on personal ambition, power, status, and inflating and promoting an image. As T.S. Eliot put it, “Half the harm that is done in the world is due to people who want to feel important. “

Their Narcissism

They believe they’re the smartest people in the room. They assume they are always right, don’t listen to others’ opinions and ideas, don’t trust others, and end up trying to do everything themselves.

Narcissism is an extreme form of over-confidence that is actually quite common in leaders. Narcissistic leaders use their self-confidence and charisma to draw others and initially inspire them to follow. Dr. Berit Brogaard is both a physician and professor of philosophy at the University of Miami. She has spelled out some of the main characteristics of people who have a narcissistic, exaggerated sense of their own worthiness.

They have a grandiose sense of self-importance, tend to exaggerate their achievements and talents, and expect to be recognized by others as superior — even if their achievements don’t warrant it.

They are preoccupied with fantasies of unlimited success, power, brilliance.

They believe they are “special” and unique, and can only be understood by other special, high-status individuals. Thus they require excessive admiration and have a sense of entitlement.

They are interpersonally exploitative, and tend to take advantage of others to achieve their own ends.

They lack empathy, and are unable to recognize or identify with the feelings and needs of others.

They are often envious of others or believe that others are envious of them.

They are arrogant and haughty, these are all signs of an ego that has run amok.

They talk but don’t listen. Or if they appear to listen, they don’t actually act on the advice or information given.

They don’t acknowledge the contributions of others. Many great leaders find a way to praise team members and give them all the credit for success. Ego-driven people seek out the praise and gladly take all the credit.

They don’t train others, and won’t give up control and their teams never live up to their full potential.

They have excessive confidence in their own judgment and contempt for the advice or criticisms of others, as well as exaggerated belief, bordering on a sense of omnipotence, in what they personally can achieve. Sunflower bias, confirmation bias, over-confidence bias can lead to not considering what might go wrong, or that one’s own judgment might be flawed. A big ego and arrogance lead to bad decisions.

They are prone to recklessness and impulsiveness. Daniel Kahneman, who won the Nobel Prize winner for his research on decision-making, has cautioned that, “The brain is a machine for jumping to conclusions.” If you think you are the smartest person in the room and possess unique abilities and intuitive judgment, you probably won’t consider what might go wrong, what you may have overlooked, what information is missing, what assumptions need to be questioned or what might be the consequences of taking a risk.

They feel entitled and have a distorted sense of their own omnipotence. Thus they don’t plan and don’t handle the things that need to be done. They just assume things will work out for them and don’t think about the details or the difficulties of implementation.

Oracle employees always seem to conveniently forget that Oracle is run by a malignant narcisist. Narcisists enjoy the chaos created by pitting their underlings against one another. This is a behavioural fact.

So stop with all the questions of why management does this or that. The answer is that this is Oracle's company culture; derived directly from the sick individual at the top.

Furthermore, it isn't just the hand-wringing of the poor ICs that he enjoys, but the same reaction is taking place through all ranks of management, with almost no exception.

From time to time I feel disgusted reporting to the current management structure. Unmotivated, blame shifting, self-important, lacking basic manners in communication and the list goes on and on. Three layers of unmotivated and uninspiring management chain, they just come in to cash checks. Wish I could put my name to it and call out these mo--ns on LinkedIn.

A fond memory from corporate Aramco. A few years back, right after COVID, we were overworked and understaffed and had unrealistic goals assigned to our team. When trying to discuss this situation with my Team Lead and finding a proactive solution, he lost his cool and threatened me by saying "we can take this outside if you want?" I was shocked and didn't respond. Just another day in the sand pit.

talking to friends in several departments and noticing a trend of some managers and directors using the current uncertainty and fear and they are taking advantage of having a longer leash than usual. i.e. the difficult ahole you try to avoid has somehow become an even bigger ahole and its going unchecked.

Accountability feels like it's going one direction lately when it comes to professionalism and borderline workplace abuse. to make things worse, some "leaders" are aware that it's hard for staff to even flag these management behavior issues when the company is already in crisis mode and we are all just trying to keep our heads down so we can keep paying rent and put food on the table.

I saw something that never would fly in any other workplace setting and people are either too concerned to cause issues or they are so beaten down they dont bother.

Hard to stay focused as it is. Some of these people in leadership roles are past professional training and need to be held accountable. if you're in a role where you can report things without getting into trouble, do it. that problematic and unbalanced dipsh-t becomes weakened when people come forward together.

Will it be below 14$ by the end of the week? It’s a sinking ship while Executive’s are being fed grapes.

After 15 years of time at State Farm, 3 CEOs, COVID, work from home, hybrid, and whatever comes next - I can safely say that this company is absolutely sc--wed. I dunno who in the chain: Farney, some random VP, or that consulting firm they hired last year thought it was a good idea to push us back to office more frequently - but at least be honest when you give us the reason. It’s micromanagement. Pure and simple. Don’t tell us it’s ‘collaboration’ because if that was truly the case they’d open operation centers again and push the former ops center employees into office.

I thought when Tipsord retired, we could go back to what we had under Ed Rust Jr. A State Farm where you were treated well, trained better, and could build a future towards a good retirement. Boy - did that not happen.

Farney has made it clear he portrays one heck of a down to earth boss but the truth is closer to a Hallmark movie villain. June 1 (in the middle of summer) parents and grandparents have to find people to watch their kids. And the company’s response ‘we got you a totally sweet discount - go check out this page in the intranet’. On top of that let’s talk about the costs of coming into the office. Virtual employees don’t pay for gas, don’t have to pay to go to work, don’t have to waste time commuting - but sc--w the rest of us. Worst career decision I ever made was leaving the ops center for a HUB for opportunity that never happened.

I genuinely hope Progressive pulls away, Geico passes us, and honestly Allstate (because they do 100% virtual). Maybe Bloomington will pull their head from the advertising backside and listen to employees again. Knowing this regime they’d pay a consulting firm who hires Arnold Schwarzenegger (at our expense) to tell them to be a good NAY-BUH to tell them we don’t like it - only to make us come in more.

Company is one of the worst on the street. I’ve been talking to numerous recruiters and had interviews and they all mentioned how toxic the environment at WF is from others. The stock is also taken a beating which is what I want to do to DF, that DB.

There is one KY manager that is incredibly toxic. They bully their employees by grill them about their decisions, one ups them, and makes them second guess themselves. If I wanted the college studying and "exam" 1:1 life, I'd go back to college. This person is just plain mean and seems to get their jollies off of making employees flustered during 1:1s. I want to report them but am afraid that I would be found out and fired instead. So as of now, we are all just waiting for the hub strategy to mitigate "the problem". I'm tempted by "fight or flight" response to either "lay into them about their bad behavior on their last day" or conveniently "call in sick". That person is a human piece of trash and the second choice may be my best choice.

In addition, I'm very sorry that you all got laid off. You didn't deserve it and I hope you all get better jobs than your previous ones.

Managers here have one talent. Protecting themselves by destroying other people's careers. You'd be better off doing construction than working here.

Something changed. Managers used to be fine. Now they're toxic, yelling, pitting us against each other. Six years here and the last two have been awful. No idea how some of these people still have jobs.

It has never been this clear. The constant stress, the worrying, the intentional withholding of information, all of it feels designed to push people to the edge until they finally say fu-k it and quit. If they can get enough people to simply walk away, it saves them a lot of money. At this point, it is hard not to think that this is part of the plan.

I am so sick of the absolutely toxic disgusting leaders that work here. I just spoke with my manager and I got 0 for my yearly raise, and only a minor stock bump. I am working harder than I ever have, and yet all they ask for is more. Is anyone else planning on quiet quitting? Why should I strive for excellent when my pay is mediocre?

If we’re talking honestly to our younger selves, the conversation might include warnings about corporate messaging that talks about empowerment while employees feel undervalued, overworked, and unheard. It might include advice about spotting organizations that talk about people-first values while quietly prioritizing executive egos.

Ba----g on about courage and “seeing yourself bigger,” but anyone who’s actually worked there knows the reality is burnout, bureaucracy, and Accenture-rejects that couldn’t manage their way out of a paper bag.

It’s the usual corporate fantasy written by out-of-touch suits who love the sound of their own inspirational waffle while the people doing the real work get ground down. There's not a single member of M&C SLT that wouldn't gladly stamp on their own mother if it made them look good on LinkedIn

Maybe instead of publishing this smug nonsense, the prickgoblins running the place should try fixing the toxic culture they’ve created. Until then, spare everyone the sanctimonious wa-k.