#values

Now that the shale plays are end of life (cheap easy oil), COP will have to look elsewhere for the next value play. Where? Venezuelea, Alaska(NPR), Nuclear?, Solar? Where?

Not going to lie, I was looking forward to it. I really don’t wanna go to work tomorrow for this company that has no direction or values.

And until the two march in lockstep, layoffs and bottom-basement morale will continue. Each person needs to decide for themselves whether to continue to work for this set of values or not. While I wish the best of outcomes for everyone, I left in late 2023 because I realized that fear and bullying were evergreen in the leadership teams here. Happy to report there’s great opportunity beyond this organization.

Right?!

How is HR or someone at the top think this is a good idea. Several highly tenured employees are being put on 30 plans who have never received warnings or prior poor ratings. If this is the plan to move out employees without paying severance, this should be illegal. #concern #ageism #unethicalHRpractice #values #ethics

Companies to work for? Are you f$&king kidding me? What a fraud - Jill Larsen via LinkedIn “puts people first and lives our values every day” what values might that be? Demoralizing and ridiculing employees. “Learn more about our “award winning” culture and current openings?

Openings? Perhaps a clean up crew from the mass casualties.

Fraud

Is The Chevron Way just a slogan for you? Or do you think it actually has some substance.

Citi has shallow, performative culture that makes you feel small for wanting to do actual meaningful work. No wonder things have ben getting worse all the time when our values are completely broken.

I'm going to tell IT I want them to uninstall Outlook from my laptop because for some reason I can't uninstall Outlook myself. I stopped reading or responding to emails last fall. There is no value in the emails I receive, and it's a waste of my time to move all the unread emails to my delete folder every day.

You have got to be kidding me SF. You walk out of California and then advertise in a California you walked out of. A halftime show that even in California the spectators looked at each other in dismay. Not the SF I once knew. A very woke, Anti America, and lost its way company. SF did not learn from Budweiser. Values create wealth. Wealth does not create values. In short, your marketing is equal to your ethics and values. In the toilet.

When employees join a company, they are welcomed warmly and encouraged to believe in its mission and values. That same dignity should exist when employees leave. Instead, being escorted out through the very workplace where we contributed, in front of colleagues we worked alongside every day, is humiliating, traumatic, and deeply dehumanizing—especially when no ethical or professional wrongdoing has occurred.

If employees are trusted to work with integrity, they should not be treated like a risk or a spectacle at exit. Publicly escorting people out sends a clear message: respect ends the moment employment does. If an organization cannot offer a humane and respectful goodbye, it should reconsider how it defines “values” and “culture.”

This experience makes it difficult to believe that employees are truly respected as people. Perhaps the mission needs reflection—because how employees are treated in their most vulnerable moments reveals the real values of a company.

Would a boycott of Apple actually happen, or are folks too enamored with their gadgets to care? Is Apple a progressive company, or just a capitalist company? I was planning on upgrading a number of devices this year, but this made me think.

https://www.al.com/politics/2026/01/apple-faces-boycott-call-tim-cook-slammed-for-partying-with-trumps-hours-after-ice-shooting.html?outputType=amp

I laughed when I read the company's core values. The word hypocrisy immediately came into my mind. Changing your name doesn't dismiss all of your wrongs of the past. And your existing "leadership" was never held accountable for sinful deeds.

YL repeatedly promotes the ‘This is Shell’ moto, yet his messaging focuses almost entirely on LNG, Trading, and short-term shareholder value. If this is truly Shell’s identity now, what does that mean for the rest of the company? What should the logo or tagline really be?

SJ is the biggest liabilty for Pearson. Future of Pearson revolves around her being replaced by a leader who respects and values staff.

We’re going to win together so much, that you’ll be so sick and tired of winning.

Seriously though, can anyone take these stupid values seriously? Basically asking us to push harder while they take away any incentives to do so.

Dishonesty and corporate greed?

Let’s just be honest and forget about the P.

That is ok too.

Kelly is imploding quickly- layoffs continue and those who aren’t being let go are jumping ship. The historical values Kelly was known for no longer exist. Thankful Peter is out - now if Chris and the board take their blinders off and Tammy follows quickly AND Chris can find it in him to execute fundamental leadership skills, maybe there’s a chance to recover what was once a noble company.

The first value listed on the vaunted Solventum mission slide is Put People First. I don't get it. How can senior leadership say with a straight face that they "put people first" when they so obviously do not? They could change it to "Put People at the VP Level or Above First and Everyone Else Second" and that would more accurately capture it. But why lie about it? Why not be honest and say, "Put Stock Price First"? (Bryan Hanson couldn't figure out stock price gains at Zimmer, but we'll set that aside for a second.) Why say you're "transparent" when you're not? Why send a company-wide email announcing a 4-year "Transform for the Future Initiative" six minutes before announcing that initiative on a quarterly earnings call? So many questions. Here's an idea, which I know no CEO will ever implement. What if, instead of creating Transform for the Future Initiatives, hiring more SVPs, and laying off more peons to cut costs and "reallocate resources," what if a CEO did something real and radical? What if a CEO said something like this: "I was going to lay off 2,000 more employees this year, but then I said no. We put people first here, so I'm putting my money where my mouth is. I'm cutting my salary, bonus, and stock incentive compensation package this year down to the average Solventum employee levels, and all my direct reports will do the same. Any new hires at the VP level or above in the next two years will NOT get signing bonuses. For example, we won't give singing bonuses like the one we gave to Tammy Gomez that is approximately equivalent to 30 years of the average worker's salary. Also, no more guaranteed severance packages that exceed one year of salary. In other words, we will actually implement the value we hold most dear, and we will PUT PEOPLE FIRST!" Okay, I know this will never happen. I live on the planet earth. But imagine if it did. Imagine how loyal of a following a CEO would get from his or her tens of thousands of employees. Imagine how little it would matter financially to that CEO and his direct reports, all of whom are already rich. He could even ratchet their salaries right back up again after "the year of impoverishment" and no one would care. And in the meantime, he would have gained a cultlike following of people ready to take a bullet for him. I'd argue he would get even richer over time. And most importantly, for one tiny flash of an instant of his career, he would be putting people first. I dare you, Bryan.

I wasn’t laid off but I’m over Target. My 7 year old could run the company better than their current leadership team at the moment. Everything feels messy and too much uncertainty. It doesn’t align with my values and I almost wish I was laid off. How do I continue to work for a company that operates as such?

“This will be a new way of life for us.” CEO
To those who pay the price for this new model, I am truly sorry. Don’t give more to this God forsaken company than it is going to give back to you.

Sometimes you have to stop at ask, is what you are selling your heart and soul for really worth it?

I recently joined Viridien thinking that this was a progressive company making progress on social issues like equity and moving away from oil and gas towards the energy transition and renewables. Lately it feels like these goals have been completely abandoned with a real lack of direction and no ambition. Don’t be fooled by the values that the company promotes externally as there is no conviction behind any of it.

Existing operating model was developed after covid when they acquired a company. ConocoPhillips was a great company before but that 4 to 1 ratio in the Permian, compromised the core.

The need to liquidate the artesia New Mexico office and part of Midland office has been conversation for 4 years. That shift will align with SPIRIT values.

Corporate finally confirmed that vendors have to pay to play. Hang on to your cowboy hats, it's going to get bumpy!

Everyone is saying upskill - can we share specific skills that are valuable? AI certification? Agents? What is valuable

All that matters in corporate America is shareholder value.

Love to hear your thoughts.

FIS has developed a structure where the ratio of management roles far outweighs the size of the actual technical teams. Over time, this has led to many highly skilled technical contributors leaving the organization, while a significant number of non-technical leaders have been added at the SVP, VP, Sr. Director, Director, and Sr. Development Manager levels. Much of this work could be more effectively coordinated under a strong, technically proficient project manager. In its current state, even senior leaders such as Stephanie may not have full visibility into which teams are truly driving delivery and creating measurable value for the company.

no matter it was 1 year, 10 years, 20 years, or lifelong.
leave now.

A reporter asked a Marine. "Why are Marines so good at what they do?" The Marine replied, "Officers Eat Last."

Yes, it is a common practice and a widely held belief in the Marine Corps that officers should eat last. This isn't a strict rule, but rather a symbolic gesture and a practical demonstration of putting the needs of their subordinates (enlisted Marines) before their own. It emphasizes the principle of selfless leadership and prioritizing the well-being of the team.

Here's a more detailed explanation:

Symbolic gesture:
The act of eating last in the chow line reinforces the idea that leaders are responsible for the welfare of their Marines and that they prioritize their needs.

Practical application:
In the field, junior Marines are often the ones doing the most physically demanding work and need to be properly fed to maintain their energy and readiness.

Leadership principle:
This practice is deeply rooted in the Marine Corps' leadership philosophy, which emphasizes service, responsibility, and putting the needs of the team first.

Beyond the chow line:
While it's most visible in the chow line, the concept of "leaders eat last" extends to various aspects of Marine life, where leaders are expected to make sacrifices and ensure the well-being of their Marines.

Not just a saying:
While some might consider it a saying, it's a practice that many Marines take seriously and strive to uphold.

I never knew this but subscribed to this philosophy for some time now. Focus on serving other versus self-serving.

I was recently speaking with a friend who asked me about JD who she worked under at Bain. After listening to my rant, she expressed surprise that he was focused on DEI at Nike. She said that certainly wasn't the case at Bain as evidenced by the fact that once she became pregnant she quickly learned the company had no maternity policy. I thought JD was always singularly focused on serving his troops? When I mentioned that JD was now the AD at her alma mater Stanford, she just winced.

It doesn't matter how good your metrics are. They'd rather have a True Believer with sh---y metrics than a competent performer who occasionally utters a critical sentence.

If you were part of the layoff, you received 8 weeks of severance, unless you worked at F5 for 13 years or more. Eight weeks. For up to twelve years service. For a company that has had multiple back-to-back record setting quarters.

You're welcome, I guess, for creating product, over the years, that generated those revenues. For a company that claims to care for its employees (and in the past, actually did), this is more aligned with the Jelly of the Month Club.

Is this really the best they could do?

"At Cargill, everyone matters and everyone counts. Cargill is committed to creating and sustaining an inclusive and diverse work environment where all employees are treated with dignity and respect"

There was NO dignity and certainly ZERO respect when I was laid off. I was ghosted by my manager and treated by the company, colleagues like I'd been fired for cause.