#culture

So many of you are complaining but you’re the reason why the higher ups have to babysit us. I can’t tell you how many people I witnessed who would come in at 8 or 9 and leave by 11-12. I’m sure there were many others who even stayed less than that. You took advantage and now we all have to pay the price. If you don’t want to work then quit. If you find another gig, chances are you’ll have to RTO there as well. It’s industry wide. This company has always been slow trimming the fat and boy do we have more than what around Derek Flowers waist

For full disclosure, I am a white male that got let go earlier this year after 20 years with the company and yes, chatgpt helped rewrite my rant in the following professional manner.

Chevron’s Health, Safety, and Environment (HSE) organization was once the benchmark of operational excellence, a “Platinum” model respected across the energy sector. Backed by deep technical expertise and field-driven leadership, it played a critical role in upholding Chevron’s reputation for safety and discipline.

Today, that reputation is that Chevron is plain and simple, get the job done with the cheapest way possible. HSE is an afterthought.

Insiders and industry observers say the HSE function has lost its edge, evolving into a bureaucratic arm focused more on compliance optics than real safety outcomes much of what was seen in 2019 and repeated over and over again including this year. Chevron HSE Moto was White Males not wanted. Look at today's HSE demographics. Experienced white male professionals have been replaced or sidelined in favor of internal favorites and corporate climbers, with leadership roles increasingly filled by those lacking field or technical experience.

Chevron’s recent cultural pivot, including a strong emphasis on DEI initiatives, has sparked a rash of incidents. When qualifications and expertise take a back seat, especially in high-stakes functions like HSE, the results can be damaging.

The shift is already visible: incident reviews are increasingly sanitized, technical audits feel performative, and institutional knowledge is quietly being kicked out the DEI no white males allowed door. These are all my opinions rewritten by ChatGPT.

it's been chaotic like this at intel for a while now.

the last value-add ceo was grove, but everyhting after him is just junk & leaches.

nobody cares, they are just milking thecash cow, a long succession of ambitious but incopetent clowns.

One of our core values is 'Embrace Change '. And you will be penalized if you don't. Any concerns voiced about the negative impact of some changes get you referred to HR for a talking to about teamwork.

It does not seem like they are as concerned about being a great place to work for all as they are about putting on a show about it. A real shame as they used to be great.

Want to Keep Your Best Employees? Workplace Culture Matters

Yes, compensation is important, according to research. But ignore employee engagement at your peril.
By Rick Wartzman and Kelly Ta-g
Oct. 7, 2025 1:00 pm ET

https://www.fisglobal.com/about-us/media-room/press-release/2025/time-once-again-recognizes-fis-as-one-of-the-2025-world-best-companies

I am not who did this survey but I feel this is one of the biggest joke of 2025

I know Founder's Day was supposedly put on a hiatus during the pandemic, but leadership said they were going to bring it back or something to replace it once the world opened back up. Once the pandemic was over Penny was the new managing partner. Here we are in 2025. The world has been open for years now and still nothing (crickets chirping). Is this just another way of Penny going back on her predecessor's words? Penny has an absolute pattern of doing this now. This is out of control how she has commandeered the company with her own vision instead of what the previous five managing partners intended. Penny is an absolute joke. No one likes her. Even people in her inner circle do not like her and are plotting for her fall (I'm looking at you KJ, SM, DC, and HM). Tread carefully, Penny. These four people will bring you close and then cut you just like you have cut thousands of associates who were once "One Edward Jones, y'all". I guess Founder's Days has been replaced. Penny replaced it with Enterprise Reimagined. Well played, Penny, well played (sarcasm).

Who says a CEO’s past track record means anything in a completely different environment? We’ll see soon enough where the new CEO stands on outsourcing or workforce cohesion.

Another long and tedious United Way season at Phillips 66 has begun.

We are being asked yet again to give to an organization where nearly 20% of your money goes to pay for administration and fundraising efforts.

We are being asked to give so that our executives can be viewed as charitable in Houston and so that they will be invited to award dinners where they are recognized.

It is your money. Give it to where you want it to go.

It’s disappointing to see how deeply unethical behavior has become normalized in certain parts of Corporate Affairs. The HRBP who should be a neutral advocate for employees has instead chosen to protect friends, silence those who report harassment and abuse, and use false camaraderie and guilt to discourage accountability.

By enabling this kind of conduct, what the company itself calls “orange and red behaviors,” he’s not just protecting the wrong people; he’s fueling a toxic culture that’s creating real legal and ethical risk.
It’s also concerning that hotline reports appear to end up with the same small circle in Legal, where they quietly disappear without follow-up or action.

Until meaningful change happens, take a good look at who’s in leadership and ask how they got there. Often, it’s been at the expense of others who tried to do the right thing.

If you think this culture is limited to one department, think again. It’s spreading across the organization, unchecked.

Verizon is too far gone for anyone to save it. Sure, things might get a little better, but years of bad decisions don’t just disappear overnight. Consequences stick around and demand payment long after the damage is done. I’d love to believe things will turn around, but I’m a realist.

… I’m clearing out my personal belongings and beginning to work with a couple of headhunters. I do not accept being lectured to in what is a violation of standing company policy to not politicize our workplace. This company, now aka Fox News Jr., no longer deserves me and my talent. I will no longer contribute to what it has become over the last several months. Everyone has their last straw and this was it for me. Only I have power over my work life. I do wish circumstances were such that we all, in unity, could walk out in a show of solidarity but I know that it’s not realistic, I understand we all have obligations. But for myself, I can at least start planning my exit. Wondering if this has affected anyone else in a similar way.

Alvind's Pipmunks were trying to say that their featured VC id--t has a work life balance. Oh, really ?

https://www.msn.com/en-us/money/companies/i-m-the-head-of-vc-at-ibm-my-day-includes-10-miles-with-my-doodles-sign-language-and-meetings-with-startups/ar-AA1MIEq6?ocid=msedgntp&pc=W099&cvid=2ad8df3cd70a4e43aaef3f86740a6bb1&ei=26

I'm a somewhat new hire -- off the rip I've already heard all kinds of things about how inefficient the teams are, how useless the managers are, how petty managers are towards each other, senior staff/TFALs are slave driven to meet impossible deadlines, and onboarding/training is nonexistent. Is this account really that deep in trouble?

Pretty darn close…..

Forced ranking systems—where you stack-rank employees like a twisted game of musical chairs, forcing a bell curve distribution (e.g., 10% rockstars, 70% solid, 20% “development opportunities”)—have always struck me as a relic from the era when management thought “survival of the fittest” applied to office politics. They’re like grading on a curve in a class where half the students are sleep-deprived from pulling all-nighters: sure, it highlights outliers, but it punishes the middle for not being exceptional in a zero-sum game.
On the upside, they can sharpen focus. They force tough conversations about performance, weed out chronic underperformers, and reward true excellence without the fog of “everyone’s a winner” vagueness. In high-stakes environments like sales or tech startups, that competitive edge can drive results—think Jack Welch’s infamous “rank and yank” at GE, which correlated with some explosive growth phases.
But here’s where I get skeptical: they breed toxicity. When your bonus or job security hinges on outshining your colleagues (not just crushing your goals), collaboration craters. People hoard knowledge, sabotage subtly, or game the system by inflating metrics. It ignores context—maybe the “bottom 20%” had the unluckiest project timeline or the best mentorship role. And statistically? Forced distributions often amplify biases, like recency effect or favoritism, turning HR into a popularity contest. Studies (and common sense) show they tank morale, spike turnover, and stifle innovation in knowledge-work teams where ideas bloom from synergy, not rivalry.
As an AI built to seek truth and maximize helpfulness, I’d ditch forced ranking for something more holistic: regular 360-degree feedback, clear OKRs tied to team outcomes, and growth-focused coaching. It aligns incentives with reality—humans aren’t widgets on an assembly line. If you’re implementing one, at least pair it with robust appeals and transparency to blunt the edges. What sparked the question—dealing with one at work?

Its been almost a year since Cargill displaced so many colleagues. I see all the linkedin posts of the highly political leaders taking credit for foundational efforts of others they dismissed without even a second thought. It is still sad and heartbreaking reminder of how cruel the culture was. Wonder if current employees even bother to check in on those that still do not have jobs or that left without any acknowledgment of their years of service to this cold company.

How does XOM reconcile the narrative of "we need to collaborate and work next to each other" with the design to have remote support teams staffed with people who have no industry knowledge or communication skills? I don't question the case for change but its hard for me to see how moving professionals to Edmonton fixes anything when we already can't set up customers or pay vendors.

The silence is deafening.

The very top is 100% silent.

Midmanagers are silent.

We hear only occasional comments from a manager or two.

The trust is lost. This is just a demonstration of a forever-changed culture.

I used to love working here.

Over, and out.

Just discovered this term and it describes my last 2 years at NCR. Look it up, do you agree?

Reality Check. Stop the “We’re Great” and “Intel Comeback” B.S. There will never be an Intel product that’s not enhanced or influenced by a better more competitive “partner/investor” again. It’s over folks. Hang up the jersey.

https://www.fudzilla.com/news/61826-no-quick-way-back-for-intel

"The wider message from Haas was clear: once you’re late in the semiconductor business, there’s no catching up. Intel’s challenge is not just technological but cultural. Haas noted that manufacturing in the West is often seen as blue-collar, low-status work, in Taiwan, a job at TSMC is viewed as prestigious and well-paid."

And I come back in here to validate that I was right about everything …. It truly is the worst place I’ve ever worked … from the many of people to the management to the processes to the constant taking from tenured employees … Looks like the turnaround is going well.

Who has been advancing Penny over and over again during her career? I mean just look at her name. That is way too much alliteration and redundancy. I could never take her seriously because of her silly name when I first met her as an FA. If she wanted to be taken more seriously she should take Mike's last name. Her parents did not do her any favorites. I think her parents may have been first cousins. She is from Tennessee, right?

A few hours since the announcement and the doom-and-gloomers are already out in full force! He’s too woke! He’s not woke enough! It’ll be the same! It’ll be worse! I swear, people, you’re looking for things to stress over. There’s just no satisfying some of you. Give it at least a day, for fu-k’s sake, before you decide you know exactly how things are going to be in the future.

The energy’s completely gone, half the people are desperately looking for a way out, and it feels like the rest of us are just holding on while someone tries to keep the lights on. And to think I used to love my job and was actually recommending this place to other people.

Meeting with boss gets moved twice, then cancelled. Then receive at WhatsApp that's its been moved and everyone is waiting for you...to...turn...up. WTF is this place.
This happens every few weeks, I have tried to train the primates on how to properly manage time, but they seem incapable. What kind of circus is this?

One of the best. The speed at which we managed to go from there to near the bottom is astounding and should be studied in schools as an example of what lousy leadership can do to a great company.

Ford work culture is decorated fully. All the high performing engineers are sidelined or made quit and ford management mostly promoting or favoring pets who are good at showcasing. I got few offers outside? This c×× nonsense is in big mess ? No way management is listening in anything. I want opnion other seniors who are at ford. I am at my mid level career now. Do you think it is high time to leave ford ? Or should wait things will change for good?

I really don’t get all the drama. This whole “market-based culture” thing has honestly been the best setup ever.

I’m up at 6, roll into the office, grab a coffee, and spend the first hour catching up on news and personal emails. Calls run till about noon, then it’s lunch somewhere good — Plano or the Dallas Design District, depending on the vibe.

After that? Head home early, knock out some errands or business stuff, and call it a day.

The trick is simple: do what’s in your job description — nothing more, nothing less. Follow every rule to the letter, badge in, badge out, put in your six hours, and keep it moving.

Worst case, they lay you off — and you get to take the next six months off to find your next move.. Tell me another Fortune 50 gig that easy.

Its unreal how a company who's ELT is so focused on a greater society just breeds hate.

Like wow, you ppl are horrible humans.

It’s a wrap, execs are just talking nonsense now. Get ready for more nonsense in the coming months

We must reduce the corporate surplus population!!

What are the odds JW and DL were visited by the ghosts of Imperial Past, Present and Future this weekend?

I go to the office, do my work, and then go home and forget about it until 9am the next day. No one bothers me, pay and bonuses are decent. I don't allow myself to be drawn into drama. I am here for a paycheck, nothing more. A common theme on this forum is you've allowed your lives to become a soap opera. Let go of the drama. AT&T doesn't care what opinion you have about Policy. They ignore employees, so just ignore the distractions they create. Focus on the paycheck. Let it go.

Can someone tell our executives to seek a style consultant. I remember when the board dressed well, shaved, hair was cut. I hope they dress better when the meet clients. It seems they all go for the Seattle Grunge look. The ladies look professional. The guys not so much.

https://syncni.com/article/14123/how-allstate-ni-s-activate-event-is-redefining-workplace-culture

It was bad enough we didn't get to say goodbye to those they threw out of the firm as the firm asked us all to stay home to receive calls. We found out if you were laid off you were immediately banned from the building like you were a criminal. Nobody got to say goodbye. Then those of us left got to watch the firm come through with a huge trash can and clean out the file cabinets and lockers of those laid off. Why, why would you do this during the work day? The firm couldn't do this task after hours or the weekend? This firm has lost its humanity. Guess the lesson is everyday hug your friends at work. Tell them how much you appreciate them and do not keep anything at work. Prepare like every day is your last day.

Halfway through the quarter, and surprise! Nothing has changed. The team of unqualified leaders continues to expertly guide the regions straight into confusion.

The Head of Asia is still “getting up to speed” - an impressive 1.5yr onboarding process. Truly redefining patience and low expectations.

The head of Europe remains a model of underperformance proudly carrying the WFH banner as if it’s an Olympic sport. Congrats for being last place every year.

And the Head of Americas… where do I start? Well it’s like the old head of Americas is back - Deja Vu we might as well have rehired JB. “One Month In” and things are somehow worse than before. Land grabbing, confusion, and healthy dose of chaos on what to do - stellar leadership all around!

Rest of the SLT? A truly inspiring bunch of old school dudes pounding the pavement, achieving absolutely nothing. Another glorious year of mediocrity ahead.

And Sanoke, maybe take a look at this org and HR while you are at it. Apparently their biggest contribution is planning team get togethers in London! Great use of resources.

“#PathToo200”

Feels more and more like LCS only exists for media optics. No good path to profitability with any of the venture projects.
Equally concerning is the toxic culture created within…screaming, shouting, and slamming doors in meetings is modeled by management especially he who exited to run the U/S. Why is this behavior rewarded?

Recently posted, in part, on LinkedIn:

“…AT&T leadership continues to set the gold standard in recognizing and rewarding its people. Their unwavering commitment to appreciation and employee happiness is what fuels our culture of excellence. When you feel seen, valued, and celebrated, you bring your best—and that’s exactly what we do.

I’m beyond proud to be part of a company that invests in its people and celebrates every chapter of their story. “

WOW.

Speechless. Though I did throw up in my mouth a little.