#culture

All new hires WW have to be approved Alvind and he wants a genuine business case. He doesn't even trust his direct report to sloths to make a good hire.

CTX is the worst. I don’t know anyone, other than a handful of a$$ kissers that don’t do any real work, that are happy. One of you leaders with some b@lls needs to step up and make some positive changes before all of the good people are gone or too burnt out to care.

How is the mood in the office?

Ignore the 25% loss in market value of the company. Look over here at this shiny bauble.

https://www.wsj.com/cio-journal/ibm-claims-new-era-of-quantum-advantage-92e3d5d4

Big Blue is racing to show that its quantum computing business can be profitable following a historic stock tumble

By: Belle Lin | July 30, 2026 6:00 am ET

International Business Machines said Thursday its research shows “quantum advantage”—a point at which quantum computers perform computations beyond conventional ones—and that these results can be rigorously validated.

The findings, which mark a step toward practical application of the nascent technology, were published in a trio of papers by IBM and its research partners. These include the University of Chicago, Japan’s RIKEN national research institute, and the quantum computing software firms Qedma, BlueQubit and Algorithmiq.

“We’re in the quantum advantage era,” said Jay Gambetta, director of IBM Research. “Scientists can trust it. Now it’s moving from people benchmarking the systems to using these for science to look at applications.”

The news comes as Big Blue races to show that its quantum computing business can be profitable.

Earlier this month, the company suffered its biggest share drop in history after it issued a profit warning citing a shift in customer spending from software to AI hardware and memory chips. IBM said the performance of its software and infrastructure business fell short of expectations in the second quarter.

Since then, IBM Chief Executive Arvind Krishna has offered an optimistic take on the company’s future, arguing quantum computing will begin to power its growth in a matter of years. The company’s first-mover advantage in quantum could boost its fortunes the way being a first mover in GPUs did for Nvidia, he recently told The Wall Street Journal.

IBM is going up against tech giants like Microsoft and Google, but also a host of startups in the quantum space.

While IBM is hardly the first to claim quantum advantage—the quantum computing company D-Wave made the claim last year, and Google said it showed “verifiable quantum advantage” in October—Gambetta said IBM’s latest papers are notable for demonstrating that its results are provable.

“They have methods that make sure that what is running on the quantum computer is giving you correct results,” he said.

In the Qedma and IBM paper, for instance, the companies said they showed how quantum computers can be used to explore the physics of materials, and that the results were confirmed using various methods, including on a Quantinuum quantum computer. “Think of this as a new physics that is being demonstrated on a quantum computer where classical methods fail,” Gambetta said.

Unlike traditional computers, where outputs can be validated by running the same problem on other computers, some quantum computer outputs push beyond the limits of what classical computers can verify.

That’s partly why IBM’s latest announcement is significant: The ability to replicate a quantum computer’s results shows that the systems are becoming more reliable and consistent, according to Heather West, an analyst focused on quantum computing at research firm International Data Corp.

Thursday’s news also helps put IBM further along the path to a fault-tolerant quantum computer, a milestone it has promised to achieve by 2029.

For businesses, though, the most significant takeaway is whether practical applications—from solving optimization problems to making breakthroughs in areas like materials science and medicine—will be possible with quantum computers.

Gambetta says IBM’s latest findings are a step in that direction.

“Having a trusted foundation allows you to start to do the application research, and as we inject more capable machines, it will allow us to scale those applications to ones that matter for business,” he said.

IDC’s West described IBM’s results as “another milestone in the way towards being able to use quantum systems to solve complex problems that are beyond the limits of classical compute,” and help solidify the company’s position as a strong player in the quantum market.

But reaching quantum advantage won’t be a singular moment—and certainly not in the way that the release of ChatGPT set off the artificial-intelligence bo-m, West said.

“We’re going to see future announcements that build on top of these,” she added. “Maybe in a month from now, or six months or a year, these particular findings will be overcome by findings that are a little bit more advanced, and that’s the way it should be.”

IBM said it encourages debate over quantum advantage, and Gambetta said he anticipates scientists will come up with newer classical methods and compare them against IBM’s findings. “I’m not going to say they’re bulletproof,” he said.

“What has changed is that we’re in a point where we can get trusted outcomes so that scientific debate can happen,” he added. “Over the next couple years, it will predominantly be a scientific debate, exactly like AI was debated in the universities using GPUs to look at neural networks.”

My only question is: why do we need so many stakeholders to get anything done?

Many companies today are looking for technically strong product leaders who own both the customer experience and the underlying technology. At Verizon, however, it often feels like too many non-technical stakeholders control the UI and experience decisions, which creates bottlenecks and slows down execution by the engineering and product teams.

If we’re not going to build experiences that fully leverage the technology we’re investing in, then what’s the value of building those technical capabilities in the first place?

I went from being a confident, successful professional to having to seek therapy and medication after working at US Bank. Worst experience of my life. The company is chock full of good people who have turned mean for survival. Thank god I’m no longer there, but the ptsd is real and is taking much longer than I thought it would to heal from. I hate how hard I was on myself when I worked there. The company is culture is messed up. Everyone there needs to be kinder to eachother.

The school is firing faculty and staff but opened a campus in India? They’re broke and will be closing, it’s obvious. They have treated their students, staff, and faculty like garbage.

How many Dell software engineers does it take to change a lightbulb?

Five: one to write the ticket, one to reproduce the issue, one to say "works on my machine," one to schedule a meeting about it, and one to close the ticket as "won't fix."

how many dei employees did aap originally hire? and how many do we still have calling the shots?

I am curious about was the LR and pressure is in this sub org on sbg

Remove all parasite "leadership team" elements.

What value do they add to the operation of the company?

All some of these people do is go to meetings, spam worthless information on "YAMMER", and re-post the rubbish that their friends have published on LinkedIn .

Some of these people are job stage 8 and 9 . . . . How are these positions justified?

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.

Just awful!

I’m seriously at my breaking point with this company. While i know it’s my choice to stay and deal with it, it still doesn’t take away that the way we are treated here is so gross. The administration, the higher-ups, whatever you want to call them, are once again not filling in roles for people who leave the company. I’m so tired of the corporate culture. They work us to death, they consolidate positions adding more workload and stress without compensating us fairly or not even at all and in return, we get an email that basically says “we hear your gripes so in return, here are 5 more refrigerators for your pantries. Are they effin for real? The people are doing all the heavy lifting, get crapped on while Tony and people 3-4 tiers below him are making a nice salary and bonus. It’s absolutely ridiculous and disgusting. A company that used to pride themselves on work and life balance has back pedaled on that significantly.

Is this real? In what universe does Medtronic think that coremap will take share from carto. the ceo of that company is a walking scam artist. this company is truly made up of some id--ts

Noticed some quiet promos in streaming on the P+ side. Anyone else see these?

There are now rumors stating that one of the SVP's that was covering for the outgoing CIO has either been fired or quit unexpectedly.

Yay!!! More fun times ahead. Yes, I'm being sarcastic with the "fun times" comment.

This entire argument reads like it was written by someone who still thinks the internet is a fad. It’s not 1997 anymore. Knowledge workers don’t collaborate by walking over to a cubicle. They collaborate across states, countries, and time zones every single day.

It’s fascinating how some leaders still talk about remote work like we’re trying to connect through dial-up and fax machines. We’ve spent years proving that distributed teams can deliver complex work, and somehow we’re still pretending physical proximity is the secret ingredient.

Apparently we’re expected to believe that sitting 20 feet apart magically produces innovation, while sitting 200 miles apart somehow destroys it. Funny…the technology industry seems to have missed that memo.

By this logic, Microsoft Teams has apparently been a very expensive mistake. Someone should probably let Microsoft know their entire business model only works if everyone sits in the same building. 🙃

Anyone hear of anything lately? Been too quiet around the campus.

Is anyone else dealing with tone deaf leadership? Everyone has an opinion, but trying to gaslight people into thinking this is good for all is absolute bullsh-t. Taking the VSP isn't best for everyone. Even those of us dealing with burn out who feel ready to move on can’t just jump ship if our financial footing is unstable. Some of these so called leaders need to stop telling us how to feel about our livelihoods. I guess it's easy for someone pulling in mid to high six figures to believe that taking the VSP is an easy win.

A group of prominent British actors, including Benedict Cumberbatch, Alan Cu----g, and Benedict Wong, have penned an op-ed urging the UK government to oppose the Paramount-Warner Bros. merger. They express concerns that the consolidation of power could negatively impact independent film financing, news publishing, and the livelihoods of British film and television workers. The actors have formally requested that the UK Culture Minister investigate the potential consequences of the deal. While the European Commission has approved the merger with restrictions, it faces ongoing scrutiny in the United States. The UK minister has indicated a willingness to engage with the matter.

London, United Kingdom

https://www.netflixjunkie.com/hollywood-news-benedict-cumberbatch-alan-cu----g-and-benedict-wong-lead-opposition-to-paramount-warner-bros-merger

One of the biggest surprises here has been how disconnected everything feels. There's very little collaboration, almost no coaching, and it's easy to go long stretches without hearing from leadership unless there's a problem. Is this just me? Did I get really unlucky?

The workload keeps growing, and the support keeps shrinking. I haven't seen a single meaningful change that would improve things in years. How are we supposed to keep working when we're all literally burning the candle at both ends?

I'm so tired of the "we're family" speech when they need me to work late or take on extra projects. The moment I ask for a fair raise, it's "business decisions" and "budget constraints." If we're family, treat us like it. If it's business, stop pretending otherwise.

The team is great, but the culture is completely broken. To everyone still there, I know it's a rough job market, but there are better places out there if you are patient and take your time to find them.

Dishwasher. Call center rep. Fast food cashier. Literally anything sounds better than another day here.

I've been here long enough to see no strategy, no vision, just random decisions. Prove me wrong.

I've seen great employees kept in place because their managers didn't want to lose them. They make their department looks good, manager looks good, but they end up stuck because their manager sabotages their advancement for their own gain. If you've been stuck in the same position for a while and don't know why, this might be it.

Looks like it’s open season again.

Just my personal opinion, but leaving Teradata sooner rather than later was a blessing. It gave me back my peace of mind. I felt mentally liberated, physically relaxed, regained my confidence without having to mechanically follow AI-prescribed steps, no longer needed to constantly exchange AI-generated feedback with coworkers, and could finally sleep well, enjoy the sunshine, and appreciate the simple things in life.

“YoU wILL hAVE GOaLs by ThE sALEs mEeTInG”

All of you not looking for a job think about the fact that they could not give you a goal and then face you in person at the meeting. Cowards. That’s who you’re bending over backwards for working ridiculous hours with cr-ppy products - maybe making 25k in bonus after taxes. Salary commission and most importantly culture- are MUCH better other places.

Charles Schwab sits on a mountain of cash and still can’t be bothered to pay its frontline people a living wage. CEO Rick Wurster talked about raising salaries because the cost of living keeps climbing… then quietly didn’t follow through this year. Meanwhile the company rolled out a fresh $20 billion stock buyback in July 2025 so shareholders and executives can keep getting richer.
CS&S workers and the rest of the frontline grind every single day under that pressure. But leadership still loves the corporate Kumbaya about “seeing through the customer’s eyes.” Funny how nobody ever has to see through the employee’s eyes while they’re drowning.

Exxon is a dysfunctional hellhole that is like bizarro world. Everything is run absurdly at exxon. Employees that are connected and favorites are given promotions. Supervisors are the types that would ki-l their own mother to get ahead. Think about your true performance compared to others in the company and is it true? Are you truly as worthless as exxon deems you to be? The answer is most cases is no. Exxon tries to motivate and scare its employees by fear tactics and intimidation. Employees are encouraged to outdo and tell on other employees. Gossip is rampant and perception is paramount. The friends and families are all connected and well protected at exxon. Exxon will try to break you down and destroy your self-esteem and dignity. Once you escape and leave this horrible place you can finally see the truth. It is like being trapped in prison or a bad relationship because it is all you know. If you can find a normal company to work for where you can excel and be your best you can see the difference. What kind of crazy company would hold an employee back and not use them to their fullest potential just because they were not a favorite or chosen? Would it not make sense for exxon to use the talents of its employees to their fullest potential? This is the true evil of exxon and the dysfunction. The ranking system is fixed and hardworking talented employees are destroyed and piped every year. Exxon is not a good place to work and is detrimental to your health. Escape if you can before you are in to deep and ruined.

My colleague and I are working on a project that has resulted in required overtime. He obviously gets into the office three hours after me so I have to stay on later/longer to make sure we’re on the same page.

If I take a couple hours off for a dental appointment, I don’t get paid overtime that week; however, if he takes an entire vacation day and gets 4 hours of overtime the rest of the days, he gets paid time and a half.

I get that it’s due to the California laws, but I really think if the company claims everything has to be equal when it comes to engagement, the same rules should apply when it comes to our compensation because that’s where it really matters and where we really feel frustration and exclusion. It certainly puts a damper on the culture and team dynamics.

I know the obvious solution and I intend to log off at the end of my shift. If my peer needs to connect with me, he can get online early since they’re paying him overtime either way. It just su-ks. The company can’t be like other companies (and countries) and not take advantage of overtime loopholes that sc--w employees.

So when is the experiment going to be over? So much expected for every level of employee except the big wigs, when does it all end? It has to be close, if not months until the end of dsd. Don't let the company fool you, everyone knows the latest rtm experiment is intentional. All the intentional order padding.

Arizona is led by a VP of Network and Contracting who seemed completely disconnected from what it actually takes to build successful departments. Every decision bottlenecked at the top, progress stalled, and problems lingered until they became the norm. Yet somehow the answer was never better leadership—it was always another initiative, another slogan, another “Mission Simplify.”

Mission Simplify wasn’t a solution. It felt like an admission that the executives couldn’t solve the problems they were paid to solve, so the burden was pushed onto the very employees who had been carrying the organization all along. Workers were expected to innovate, fix broken processes, absorb impossible workloads, and still somehow drag leadership across the finish line.

That’s the real tragedy: executives collecting major salaries while frontline employees did the heavy lifting. Then, when the consequences arrived, the people who built the company were the ones shown the door.

Leadership isn’t measured by titles or résumés. It’s measured by results. And when departments crumble under poor direction, accountability shouldn’t stop at the people doing the work.

There’s a certain poetic justice in discovering that a title alone doesn’t create value. Eventually every leader has to face the same reality as everyone else: your paycheck should reflect the impact you make, not the position you hold.

I’m part of the first group and my PL seemed very stressed out about that. said they wished I was staying longer.

my thing is I am done. my PL has piled on more work for me while allowing pi-s poor performance from others (and I have been doing their jobs for the last three years).

I have listened to my PL give every excuse under the sun as to why others can’t do better, including the fact that I can do the work faster and with high accuracy… so?

I know this is not a unique circumstance and high performers are usually given more work while others continue to coast. I’m beyond burnt out and exhausted.

I’m so anxious about them prolonging my departure instead of putting responsibilities where they belong, back to the people whose job it is. my actual responsibilities can easily be distributed, the work I do is not that complex.

the difference with my colleagues covering my work is I won’t be here. I covered theirs while they whined and complained about every. little. thing. they sat and got paid. I did it all. I’m done.

Used to be Dell employees who left Dell would come back at some point to work at Dell, this is no longer true not sure why

So is CIBT personnel going to HY?
I know damn well most crusty as fu-k managers that have McMansions in CT will not go to Jersey so wtf is happening this NOV?