#corporateculture

A bunch of buddies who were politically selected walking around campus pretending they own the company in Belgrade and laughing and walking around all day protecting each other and posting pictures on LinkedIn where each sends a like to one another within 5 minutes. Typical drzavna frima behavior, where the general manager has yet to speak with his employees on the floor .. and not to mention the HR Director that has no clue what she is doing, because basically she is doing what she is told lol, but as everyone can see they cant raise food allowance for employees for 10 dollars in 10 years, but what they can do is post pictures how they are going out to diner with very important people ...

From Payments Dive:

Fiserv is seeking to dismiss the lawsuit filed last year for the shareholder class action lawsuit.

In other news:

I did not know that John Gibbons was not only added as a defendant in the revised filing but he is now Chief of Staff a the IRS. FU--ING FIGURES.

Extracts from an article originally published in Australian newspaper "The Age" on 13/08/2026:

Link to the original article:
https://www.theage.com.au/technology/telstra-boss-lands-11pc-pay-rise-in-year-of-1200-job-cuts-20260813-p60nvy.html

Telstra chief executive Vicki Brady says “ultimate accountability” for July’s national Triple Zero outage rests with her, after the company’s board stripped $607,000 from her short-term bonus.

Brady was speaking as the company delivered its annual results on Thursday, with Telstra’s net profit rising 2.7 per cent to $2.4 billion. Brady’s total pay rose 11 per cent, to $6.8 million, and the telco says the failure that cut off Triple Zero calls has cost it almost no customers.

“There were things within our control that triggered the outage,” Brady said on Thursday, describing the board’s reasoning.

“As CEO, ultimate accountability rests with me for the outage.”

Telstra directors cut her individual performance multiplier by 20 percentage points, leaving her a short-term bonus of $2.762 million. Then-group executive of global networks and technology Shailin Sehgal took the same reduction, and the rest of the senior executive team, including chief financial officer Michael Ackland, lost 10 points each, taking a further $1.29 million out of the bonus pool.

Brady said the external investigation was still running and the board could impose further consequences through FY27 pay once it reports

This masthead (The Age + other publications), first revealed the outage was caused by a server that had reached the end of its supported life almost a decade ago and was never replaced, despite newer devices costing less than $30,000.

In its full-year results on Thursday, Telstra revealed its direct workforce is now 4 per cent smaller, at 29,334, and the telco has signalled it will keep cutting as it simplifies the business. The job losses lifted its redundancy bill by $92 million to $206 million.

That cost-cutting helped drive a full-year result that has delivered shareholders a bigger dividend and a fresh $1 billion share buyback.

Nothing else. Just good old greed. When will they figure out that if you put profit above everything, you destroy the company? Then there's no profit for anybody.

They've known about it for a while. And they still set up layoffs. We're living at an age where record earnings don't provide any job security for employees. How messed up is that?

Managers are wary of not having any humans left to control and exploit their hard work to generate wealth for the globalist rich 1%. Nerds can now exploit bots and managers’ jobs are becoming redundant.

https://www.linkedin.com/posts/cruzcorral_pip-corporatehumor-work-activity-7434656145543409664-9dID?utm_medium=ios_app&rcm=ACoAACDWavgB0LGL5W2TtBE3pepi5Q5gBI1-dF8&utm_source=social_share_video_v2&utm_campaign=copy_link

Its official!! Infosys is coming to take over the projects in CSO org. God only knows how secure ATT data will be after that. So, employees are supposed to train them only to be told bye bye in 4-6 months!! These id--ts at the top never learn from the past and what is happening in India right now... India just bashed up Meta top leadership citing a small technical glitch only to suppress freedom of speech and forcing them to block insta accoutns of a number of people who are protesting against the government!! Yet Stinky wants to send work to India and Indian companies...stinky will eventually realize how d-mb it was to move work to offshore and foreign companies but not before making a costly mistake just all other billion dollars mistakes he did in the past.

What surprises lie in store? What choices are being made to manage the end of quarter numbers? Not for employee benefit certainly, but to make the board think that real work is being done.

Shudder.

From Gemini:

Prompt: Rank the top 20 layoffs by number of employees laid off in the last 12 months by company

Feedback:
Over the last 12 months (August 2025 to August 2026), corporate workforce reductions have been heavily concentrated in tech, telecom, automotive, and financial services. The primary drivers remain corporate restructuring to fund massive AI infrastructure expansions, automation of legacy processes, supply-chain shifts, and cost realignment.

Top 20 Mass Layoffs by Headcount (Last 12 Months)

Rank Company Headcount Cut Primary Industry Primary Stated Driver / Context
1 Oracle ~30,000 Tech / Software Enterprise-wide cuts (approx. 18% of workforce) to redirect capital toward AI data center expansion.
2 UPS ~30,000 Logistics & Shipping Operations downsizing driven by reduced Amazon volume and network automation.
3 Citigroup ~20,000 Financial Services Multi-year corporate overhaul streamlining management layers and back-office functions.
4 Volkswagen ~19,000 Automotive Early retirement, voluntary departures, and cost reduction during EV transition in Europe.
5 Amazon ~16,000+ Tech / E-Commerce Management layer reduction, fulfillment automation, and shifts in AWS/retail teams.
6 Nestlé ~16,000 Consumer Goods Global multi-year operational efficiency and supply-chain automation program.
7 Cognizant 12,000–15,000 IT Services "Project Leap" initiative shifting delivery models toward AI-assisted IT operations.
8 Verizon ~13,000 Telecommunications Workforce optimization, debt mitigation, and expanded automated customer operations.
9 Dell ~11,000 Tech / Hardware Restructuring legacy PC/hardware divisions to pivot resources into AI server infrastructure.
10 Microsoft ~8,800 Tech / Software Targeted cuts and voluntary buyout programs (Rule of 70) across cloud and gaming divisions.
11 Meta ~8,000 Tech / Social Media Trimming Reality Labs and corporate operations to fund AI super-talent and compute clusters.
12 Procter & Gamble ~7,000 Consumer Goods Supply chain adjustments and organizational restructuring to counter tariff cost pressures.
13 HP 4,000–6,000 Tech / Hardware Multi-year workforce transformation targeting AI-driven operational efficiency.
14 Takeda Pharmaceutical ~4,500 Pharmaceuticals Centralizing corporate functions and reducing R&D pipeline redundancies.
15 Block ~4,000 Fintech Restructuring to cap headcount and pivot toward an "AI-native" operational model.
16 Cisco ~4,000 Tech / Networking Reallocating enterprise capital into AI networking, security, and optical hardware.
17 Intuit ~3,000 Tech / Software Replacing underperforming roles with investments in AI product development.
18 Morgan Stanley ~2,500 Financial Services Wealth management and investment banking cost-realignment.
19 Nike ~1,600+ Retail / Apparel Corporate overhead reduction and technology group restructuring.
20 Autodesk ~1,350 Software Sales organization restructuring amid shifts to automated self-service and cloud platforms.
Structural Trends
Capital Re-allocation to AI: Over half of the technology and IT service companies on this list explicitly framed workforce reductions not as simple distress cuts, but as cash re-allocation to acquire high-demand AI compute clusters and specialized AI talent.
Shift to Attrition & Voluntary Buyouts: Enterprise giants like Volkswagen and Microsoft favored structured voluntary buyout packages, early retirement programs, and hiring freezes over abrupt mass-termination events.

"Anthropic is hiring an “Insider Risk Investigator” to investigate employees, conduct sensitive interviews, analyze internal logs, and look for insider threats." the CEO is worried the younger generation works for money instead of the company’s ‘mission.’ He’s right I always use ExxonMobil’s corporate buzzwords and statements to pay bills. The mission is for employees; the paycheck is for executives.

This isn’t a layoff post, but it’s a precursor. Word is finally leaking out that Senior Managers are getting individual reports on employees… how active they are, and they’re also able to select platforms by seal ID how much time every employee is spending in each program. What they promised wouldn’t happen is here. Word is leaking out all over corporate sectors and mid managers are warning ppl.

Get a hobby and put from under the boot.

Some leaders are remarkably skilled at standing near innovation and taking credit for the temperature.

They wander through the work, ask carefully rehearsed questions, nod with executive concern, repeat whatever language is currently fashionable, and then disappear before anything difficult requires courage, judgment, or accountability.

Their greatest innovation is turning self-promotion into a full-time position.

While talented people build, test, fail, solve, and push through resistance, these leaders focus on the truly important work: remaining visible, politically protected, and conveniently adjacent to every success.

No meaningful decisions. No barriers removed. No risks taken. Just endless positioning dressed up as leadership.

It is an impressive performance, really.

To contribute so little while appearing so important requires a very specific kind of talent. Real innovators leave behind better products, stronger teams, and meaningful progress.

Performers leave behind meeting invites, talking points, and the lingering question of what exactly they do all day.

No one has seen corporate officers out in public or at work centers. Are they hiding in their corporate refugees and private equity firm gated enclaves? They obviously recognize outside their fawning and servile sycophants they are loathed and despised by employees and customers. It is obvious they are going to extreme measures to conceal their whereabouts. We have to face our coworkers and customers everyday. Why do we continue to tolerate cowardly leaders, who have no skin in the game and steal all our profits?

It's such a simple concept that's been proven true over and over again: treat employees like they matter, and they'll make a difference. But when you treat people like cr-p, even if it's just some, everyone notices. The respect you lose isn't just from that one person, it's from everyone watching. This place used to understand that. Now it's just another lesson they'll learn too late.

We grind, we sacrifice, we build just to have them step on us and move on like nothing happened. Cisco has lost whatever soul it once had.

The upstream has been gutted. We are staffed for copy and past Guyana and copy and paste Permian. With the Horizon challenge nothing is copy and paste now. Executives baffled why everything isn’t like Guyana and Permian. Endless effort being expended to hold their hands and explain to them why everything isn’t not as easy as Permian and Guyana. Sadly they aren’t smart enough to understand so just keep yelling at the teams to find a way.

The lifting of consent order on Citibank by the OCC and the Federal Reserve this year is not quite a sure thing.

That "90%" complete line from the C suite is more about checking the boxes and implementing controls, not actually achieving clean data.

Rogers Sports & Media recently laid off 230 news media workers across six radio stations nationwide. This action followed the company's significant investment in Maple Leaf Sports & Entertainment. Union representatives criticized these decisions as prioritizing corporate interests over employee welfare. Negotiations for collective agreements had been protracted, with allegations of stalling tactics by the company. The layoffs highlight concerns about the future of local news coverage in Canada.

Vancouver, BC

https://pressprogress.ca/rogers-layoffs-stemmed-from-corporate-decisions-taking-precedent-over-workers-union-says/

Has anyon else who retired from Mobility Management get a letter sating that Life Insurance was canceled and not eliegible for even the $15K of insurance? Just more of AT&T cutting promised benefits then daring you to challenge them when they/Fidelity Benefits center have all documents which they never share

How does it make sense that private companies receive billions in American taxpayer dollars to run government funded programs (like Medicare and Medicaid), but are then allowed to lay off American workers and offshore those exact jobs overseas?

1. How does this build our economy?
   When public funds pay for these contracts, shouldn't a primary goal be keeping those tax dollars circulating within the U.S. economy? Offshoring eliminates middle-class administrative jobs, taking wage tax revenues and local spending power completely out of our communities.

2. How does this benefit the average citizen?
   The standard corporate argument is "cost savings," but rarely do those savings translate into lower healthcare costs or better services for the public. Instead, taxpayers fund the contracts, domestic workers lose their livelihoods, and profits go to corporate margins. (Sarah)

3. Why are foreign entities allowed to manage our sensitive data?
   This is the most concerning part. Millions of members' Social Security numbers, home addresses, financial details, and medical/disability records are being accessed, processed, and stored in databases overseas. Even with Business Associate Agreements and basic CMS/HIPAA compliance, sending sensitive American data outside U.S. legal jurisdiction creates obvious security and privacy risks? Were we not just trying to ban TikTok for data reasons but sending our most private information is okay to send overseas?

Most of these are rhetorical as I know the main answer is that this is for millionaires/billionaires to gain more money and that they don’t actually care about the American people.

And Sarah if you’re wanting to reinvest into the company, why don’t you use some of your massive salary?

They are using reviews to set us up for termination with no severance. It’s happening to well-respected employees who have propped this company up for years through all their corporate governance issues, consumer abuses and scandals. (I like to believe there are still some good managers here, but they are reporting to people who have made it to the top at Wells Fargo. People don’t make it to the top at Wells Fargo without being ruthless and narcissistic.)

Don’t assume your review is a meaningless routine HR checking of boxes.

• If you disagree with something written in your review, politely and factually correct false claims in writing. Ask for specific examples of where you failed, and submit your written rebuttal to add to your personnel file.
• Do not lightly sign a review you disagree with, or a disciplinary write-up on the spot. Add a brief note next to your signature stating that you receipt-only sign and disagree with the assessment.
• Maintain a file on a personal device of past positive reviews, emails, chat logs, and project data (however you can do so within company policy) to prove your performance. Assume you may need it.

There is a unique kind of professional dread that comes with sitting in a mandatory weekly roundtable for a company with no remaining backlog. Being asked what are you working on when the answer is effectively nothing, because we are sitting ducks turns corporate communication into pure performance art. It highlights a painful gap in leadership when routine replaces reality, forcing employees to invent micro-tasks just to fill the silence.

We all good with this? Crazy.

I’ve never seen this many heartless creatures concentrated in one workplace. Compassion? Don’t make me laugh. They recite corporate buzzwords like malfunctioning robots ,repeating “values” and “culture” they clearly don’t understand. And the managers… delivering the same recycled ice‑breaker lines like they’re reading from a script written in 1998. “It’s nice seeing your smiling face again.” Really? Try actually looking at people’s faces before you sp-t out that nonsense.
And for the love of basic honesty, stop putting words like culture, team, or mentorship anywhere near the name ExxonMobil. Those words don’t belong in the same galaxy.

Next week is Culture Week, everyone! Get ready for the toxic leaders of one of the world's most contemptible, companies to gaslight their employees into thinking we have a culture that goes beyond mistreating people, devaluing them and underpaying them. You really can't make this sh-t up.

Whose idea was it and what was the true purpose? Photo Op for LI?

Anyone else notice it’s no longer ever mentioned?

Innovation doesn’t die because people run out of ideas.

It dies when meetings replace making.

When every experiment needs five approvals.

When PowerPoint or Keynote become more valuable than prototypes.

When politics outrank curiosity.

When protecting careers matters more than questioning assumptions.

When “alignment” becomes code for “don’t rock the boat.”

The irony is that the companies famous for disrupting industries often become experts at preserving the status quo.

You can hire the world’s best designers, engineers, and creatives, but if they’re rewarded for managing risk instead of creating value, don’t be surprised when innovation turns into theater.

Real innovation is messy. It creates tension. It challenges leaders. It makes some people uncomfortable.

If everyone in the room agrees, you’re probably not innovating—you’re just documenting consensus.

The biggest threat to innovation isn’t a lack of talent.

It’s bureaucracy wearing an innovation badge.

#Innovation #Leadership #ProductDevelopment #DesignThinking #CorporateCulture #Engineering #Creativity

We have too many in-house counsels and law function leaders. I have seen 2-3 in house counsels in some internal meetings. They are tripping over themselves!

The function overall and within business lines has put in place “zipper model” org charts to align with similar hierarchy positions in other functions. This includes 1:1 law-to-business leader relationships. THAT IS NOT NEEDED post 2025!!!!! Other functions have rationalized cost, often serving multiple businesses (what we saw pre-2025). The zipper model is seen not just with the Law org chart, but also on how Law leaders expect to be advised by their senior counsels within a business. They want to be spoon fed, often to participate on an equal footing with other function colleagues.

Also, have you seen how Law function internal approval is sought? Tons of leaders are copied or addressed on emails. These are ornate emails that cut and paste from emails used in the business. It’s a who’s who of the function on these emails.

Law function work appears MOSTLY administrative and coordination in its nature. They are experts in keeping their function leadership aware of issues and managing the real work performed by others, including external counsel.

Can we make real and lasting change here?

The latest questionnaire was due end of Feb.
I was let go in April.
Did corporate ever roll out the results or was it too impossible to apply the lipstick?

CDW used to be an A+ company. It valued its people and understood that its success came from experienced employess w/strong ties to customers... Now, the focus has shifted from people to $$$s. Employees feel replaceable, like #s, no longer valued. Old culture made us great but now is gone. If you've been around long enough you understand what I am saying.

You are just a drone that exists to serve the Corporate Elites. Will the last bot out please code an AI agent to fraudulently open some accounts.

I wonder what kind of malarkey the CFO & CEO are putting together to make Humana look so good. Wonder if they will say anything about all the qualified and experienced workers they are displacing.

Humana, and all of these large for-profit health insurance corporations, need to have their Medicare & Medicaid contracts taken away by the government. These corporations have milked and taken advantage of a system that has propped up these corporations that are not only fulfilling their end of the bargain.

The whole reason for these cooperations administering Medicare Advantage, in lieu of Traditional Medicare was to help keep costs from getting out of hand by guarding against fraud, waste, and abuse. But instead of fulfilling THAT mandate, these corporations are lining c-suite executives and shareholder’s pockets with millions of dollars, all the while in denying catastrophic health claims to the elderly, poor, and disabled AND displacing its own American citizen workforce with cheaper temporary H-1B Visas. And these corporations are not even dealing with the fraud, waste, and abuse. But they are denying legitimate claims.

These for-profit corporations would not even exist if not propped up by American tax payer monies. And yet they continue to layoff their very own country’s (Americans) workers, some of which even served their country during wars. This is a slap in the face to this country!

Instagram posts showing happy employees look like they're from a parallel-universe Dell.

Long article on FB in terms of his past at JPM and FD/Fiserv
I tend to believe the accusations and love the fact he’s the lead story that brings up his past selfish and unprofessional activities. Spying, clawing his way up the ladder, seems like a real tool

I'm not an "Alumni".

• You FIRED me after 2 decades of stellar reviews & documented accomplishments.
  *"WFR" is a nice way of saying "we can replace you for pennies on the dollar by offshoring your role". ONLY the execs are allowed to maintain a good quality of life. Back to the streets with you Peon!
• I was "told" I was safe...lying corksoakers.
• Corporations are fully vested in the two layers of societal ranks. Either you are rich or you are poor & on government assistance. Dell USED to seem like they cared for "their" workforce. Nothing could be further from the truth today.

We are NOT Alumni. If you are kicked out of College, you dont get to claim to be an "Alumni".

Whos having a corporate visit soon?