#culture

That tells you everything you need to know about this company. The only thing worse would be if they were %600

Go to Glassdoor and sort the reviews by most popular, and voila! Ostriches with their heads in the sand!

This company, like all healthcare companies, DOES NOT CARE ABOUT YOU! Their ONLY concern is how much money they can rake in! They are not here to serve their members, just their shareholders so Gail can make her $20 million +!

How do you fix this?

https://www.forbes.com/lists/employers-culture/

Wow - I came back here to see if there was any real "news" I should be aware of, since there is no transparency at all from management, and I must say, I don't know who is luckier, the people who lost their jobs or those still here. At lease the departed are free from this cesspool of infighting and toxicity. Speechless. No wonder this company is going down the tubes.

When we worked from home, people cared more. We gave work extra attention, checked in after hours, and delivered our best because we had the energy to. With 5-day RTO, that’s gone. Now it’s just “do your 8, get out, forget about work.” The commute wears everyone down, the scramble for unassigned seats is ridiculous, and by the time you settle in, you’re already drained.

This idea that RTO “fosters collaboration” is a complete fantasy. There hasn’t been a single in-person meeting. None. Everyone is still on Teams calls with headphones in, just now doing it in a noisy, call-center style cube farm. The only collaboration happening in the office is people bonding over how much they hate leadership and this pointless RTO policy.

It’s not one-size-fits-all. Forcing everyone into the same miserable setup doesn’t make the company stronger, it just burns people out and lowers the quality of work. Productivity, morale, and loyalty are all tanking. But sure, let’s keep pretending warm chairs equal results.

Didn’t even hear about it anywhere in the office, had to find out about it midway

Rumors were circulating that the layoff rumors were to keep people on their toes and to make them work harder… that will only last for so long, we’re tired now. Productivity in my department is at an all time low. Entry level people are playing politics games, when they shouldn’t even be exposed to that. My whole department is such a sh-t show now and it’s getting to a point where there’s no turning back.

How did you feel when you got that heartfelt message from Jenna? Does it make you feel special to be part of a mass mailing that arrives at 4:09am?

I feel like I become just a little bit more cynical every time one of the c-suite millionaires expresses gratitude en masse for making them a bit richer everyday while we worry if we’ll be able to meet our next mortgage payment if the email ‘tap on the shoulder’ from HR happens.

I never left the office. I don't have that luxury or privilege.

Here are the reasons why many people are upset with a certain group:

1.  One group takes up more than 70% of the entire H-1B program.
2.  As we all know, some consulting companies abuse the H-1B system because one person can apply multiple times, even if they don’t live in this country.
3.  Cultural issues: Some people only hire others from their own community and don’t really assimilate well.
4.  Quality concerns: Many products from this group are considered low quality.
5.  When the majority of people are having issues with one group, then something must be wrong.
6.  Please reflect on yourselves first—why are so many people from different countries(Canada, Australia, the US, New zealand, even Japan)having the same problems with you?

We had the annual employee culture survey last week on working conditions. I looked through it but did not hit send. I have to say there were very few questions if any about how employees felt HR, the HR officer, recruiting, compensation, or leaders in field operations were doing. Lots of questions rating our direct managers. Company will try to tie low responses and blame managers so senior managers are insulated. Many feel the workloads in many field offices and in various areas like operationally like loans, new plans, payroll integration are still bonecrushing and management has no gameplan.Anywho, let hope the results lead to real change and the canning of a few incompetent execs. Our hope the survey results will be released two weeks before XMas so that 50 people can get blindsided a week before the Lord’s birthday

Based on employee reports, a shift in T-Mobile's company culture has occurred following a series of layoffs, particularly after its merger with Sprint. Employees report that the "Un-carrier" culture, once defined by a customer-first focus and strong employee support under former CEO John Legere, has been replaced by a more aggressive, profit-driven environment.
Key changes in T-Mobile's culture cited by employees include:
Reduced morale and increased stress: Following the 2023 layoff of 5,000 employees and additional cuts in 2025, remaining staff were forced to take on the workload of those who were let go. This led to a more stressful work environment and eroded employee trust in management.
Diminished leadership: Employees accuse current leadership, particularly CEO Mike Sievert, of lacking empathy and prioritizing profits over employee well-being. This is seen as a significant departure from the more transparent and boisterous leadership style of Legere.
Heightened sales pressure: The company culture is described as being more sales-driven, with more aggressive targets and a push for add-ons that employees found unethical. Some employees felt pressured to lie to customers to meet these goals.
The Sprint merger: Many employees point to the 2020 merger with Sprint as a turning point, after which compensation and management attitudes changed for the worse.
Outsourcing and automation: The use of AI for customer support and an increase in jobs being outsourced internationally are seen as a cost-cutting measures that threaten jobs.
Elimination of DEI programs: T-Mobile ended its diversity, equity, and inclusion (DEI) programs in July 2025, reportedly to secure federal approval for acquisitions. This move drew criticism and is viewed by some as further evidence of a culture shift.

They will never Lead with Greed!

I've seen so many posts on here that seem to rally against the DE&I efforts at the firm. Diversity, Equity & Inclusion should be a good thing! The issue which I think is often misconstrued on here (and yes there are quite a few bigots on this platform as well) is that there are so many people at the firm that appear to be FAKE when it comes to DE&I.

Hopefully those that have been instrumental in the decline of Teradata through derelict of duty to those at TD and their customers have run out of runway. They have been living a cat’s life for the duration of the decline at the company. Let’s face it..the barking will be more muted as there is no more or should I say no one left to hide behind or push forward as the sacrificial lamb. No more runway left, no more layers of gullibly management to hide behind. The layers have been removed and the spotlight is firmly on one specific service sales person to deliver. If you create a persona that you are the best, there comes a time when your bark will be seen through and you can no longer hide. The time has come..the end is near.

What’s going on with Buenos Aires support center? Will Chevron be able to sublease entire floors by contracting staff in support centers…how will the face to face and relationship between teams work out if your in different timezones, different languages, different cultures..

Morale and Culture
The continuous layoffs have taken a toll on remaining employees:

"T has developed a very toxic culture, and morale is understandably low."

7 min read · Aug 25, 2025 .
AT&T, one of America’s largest telecommunications companies, has been undergoing significant workforce reductions in recent years as it navigates industry transformation, technological changes, and financial pressures. This analysis examines the scope, causes, and implications of these layoffs for employees, the company, and the broader telecommunications sector.

https://medium.com/@averageguymedianow/at-t-layoffs-understanding-the-telecommunications-giants-workforce-reductions-52b66b8c9bdc

Yes, a high percentage of mergers fail, with many studies indicating failure rates between 50% and 90%, with 70% to 75% being a commonly cited range. Key reasons for this failure include ineffective integration strategies, poor target identification, delays, a lack of speed, and cultural clashes between the two merging entities. Overpriced aquisition.

I am so tired of the bully culture.

After a layoff event people used to take breather and relax, not with this latest one. Feels like hunger games have already started. It must be about the hiring in ENGINE and Buenos Aires.

Say what you want about the guy but he was an effective leader and his team operates at the highest level. Why let him go? Makes no sense.

Here so long as teammates complete their jobs consistently, repeatedly, and transparently, accuracy doesn’t matter

So as long as everyone repeatedly gets it wrong, it’s okay. That’s why there have been a million teammate replacements, a million department restructures, and a million reasons why the stock can’t grow during market rallies.

If you’re reading this or coming to this blog. You care, but why care more than leadership?

So what’s everyone doing this weekend to soften the tension?

I drove 4 hours for a car show and really tested the abilities of my 72 Triumph TR6 on the highway. Guess what? We aren’t dead yet.

Maybe some warhammering Sunday night after I get back.

What about yall? Don’t drink too heavily.

Been going around that she is very upset that her saying that we should ignore the presence reports got out on the interwebs. I guess her freeeloader remark didn’t land well.

Funny, none of these people were all that upset when the company scr_wed with the lives and livelihoods of thousands of people with the RTO layoffs and relocations. Just business. Now they’re aghast when dirty laundry is aired in public.

If you don’t want leaks just treat people with decency and respect. It’s not all that hard

We had planned some diversity-related activities for our group this coming week, but I was informed that we won’t be moving forward, at least not in any official capacity. If we do proceed, it will not be sponsored, and we’ve been explicitly asked not to post about it on social media, as it could be perceived as potentially harmful.

I had understood that while we were scaling back the public promotion of our diversity initiatives, the activities themselves would continue internally. However, it now appears that funding is being pulled and we’re being discouraged from sharing anything externally.

It’s disappointing, to say the least. It feels like we’re stepping back from something that mattered, perhaps out of caution given the current political climate.

Indians occupied most of top management positions. Root cause of Intel’s failure.

Good luck to Nvidia, to be converted to India. It is not far from corruption.

It took me a while to find a decent alternative. It’s not better than Dell when it comes to pay and benefits, but the relief is incredible. My manager is actually competent, communicates like a normal human, and most importantly, runs the team efficiently. I haven’t had to stay late once, and there’s no layoff drama hanging over us (yet). Look for something new for the sake of your sanity. The job market is tough, but there are always options.

Fidelity is really piling on the workload for people in advisory services. In the IMC space the workload is doubling & of course without any substantial pay upgrades to match.

What I am witnessing is a major culture shift where Fidelity is embracing the Wells Fargo culture of sales at the cost of employee burnout and turnover which I would not be surprised to start seeing more unethical behaviors while the standards of care is being preached. I personally feel there should be those that go out and gather the assets and there are those that maintain and retain the assets. When companies start forcing everyone to be in a high pressure sales role then you can kiss standards of care & company loyalty out the window.

they use big words for anything, but when it comes to actually do something which would help like using right tools for the job -- nope, not northstar or you have to fill 10 different forms each with 5+ folks to approve and 10+ questions with links more links and ... you just give up.

Seriously it feels like its some sitcom about state owned company where you have to "know" somebody or pay someone to actually be able to work.

My daily work is constant fight with people who bring 0 value and just create problems causing anyone with good will to quit ASAP..

Sadly 90% of devs does not have clue how real tools look like, 9% probably know, but they give up and sooner or later they quit.

1% is stupid enough like me are trying to work normally, but its just too frustrating... so I either turn into 9% zombies or quit when I can get same money elsewhere.

So many dissatisfied employees comment here.
Why don’t they leave F5?
Can’t find another job? Hmm.

So many former employees comment here.
Why are they wasting their time?
Can’t find another job? Hmm.

Seems like the answers are obvious.

Dose of reality for those newer to working.
No job or company is perfect. Many are far from it.
F5 isn’t perfect. But it’s a paycheck. It’s decent benefits.
Bad mouth leadership until you are blue in the face, it won’t change anything.
So take a deep breath.
Take another deep breath.
Stop wasting your time on things outside your control.
The commenting isn’t burning calories, or teaching you a new skill, or fixing anything. So why are you continuing to do it?

Get back some free time! Don’t give it to F5!

Quote below not mine. Elevating from another poster. MW, your money can never make you sleep soundly. Know that you garner zero respect from us. And you don’t have the guts to accept any criticism.

“For me, the turning point was when the CEO openly stated, “stop being nice.” That should have been a PR and cultural disaster, no matter how it was framed. In my experience at Chevron, "being nice" meant mentoring juniors, collaborating as a team, and going the extra mile to achieve collective success. It was never an excuse or a way to dodge accountability for KPIs—it was about fostering a supportive, high-performing culture.”

This place would lay off a man on life support if it meant another dime for the shareholders. That’s the culture. Maybe I’ll be gone soon enough myself, but I sure as he-l hope the suits upstairs get a taste of the same when their time comes. No one escapes forever. Not even them.

Is this a version of He-l ?

I work today but who knows about tomorrow

Trust? They destroyed that. They don’t care.

Remember to keep your soul, give them 8 hours, but not your soul.

They don’t care.

Why is every software project at this company a pile of custom spaghetti that some opinionated developer threw together without ever bothering to google other similar things people have built for reference? If it not that , it’s a wrapper of some kind with 1% of the features and they pretend they built it. Why does IT keep adding to the misery by imposing more nonstop migrations and more tickets to submit and more things breaking constantly imposing more worthless refactors? Why does no one seem to have heard of a software standard?

Is it just me? I mean I don’t blame people for quiet quitting around here. But can y'all do it a little quieter?

Having worked for multiple operators and vendors during my career I found T-mobile the place where management favorite dogs are promoted the most and intelligence is generally disregarded. Is this prevalent across organization?

I’m a boomerang and I’m proud of it. I left Nielsen thinking that there were greener pastures elsewhere but learned that corporate life everywhere is just a mess. I had gone to a competitor of Nielsen and the turmoil there is significantly worse.

Yes, Nielsen has some issues but honestly, it’s the best place I worked prior to leaving and I’m thrilled to be back. The grass is definitely not greener on the other side. I’m glad I left on my own terms when I did so I could come back with a different perspective.

At Chevron, the HSE department is less of a safety net and more of a loosely tied hammock made of red tape and bad decisions. If common sense were PPE, they'd be working barefoot on a rig made of matches. Their idea of a safety meeting is a coffee break where they discuss near-misses like ghost stories, fun to hear, but no one learns a damn thing. Policies are either outdated, ignored, or written in a language only ancient bureaucrats understand. Honestly, the only thing they excel at is creating PowerPoints that could lull a fire into extinguishing itself.

…. Or more positively I thought it was a new partnership? But no. Everything I have heard and seen is Lexmark people saying “ we will do it the Lexmark way now from now on” and “what xerox did that was value-added and respected by them for years and years will be replaced by administrative type roles in our repetitive factories off-shore”. Jeez. Do they not realise that every client is different and so there does need to be non-repetitive, thoughtful, insightful work as well? I was positive but I have never come across a bunch of guys who behave in this mid-American bully-boy way. HELP !!