#culture

Pretty please? Aren't they supposed to make our jobs easier instead of harder? Why is NS determined to just promote or hire completely incompetent people? Why?

I wonder if Dell will have its ethics and compliance training this year?

Coming from an unethical and corrupt group of people would be pretty ridiculous.

When I say I'm drowning in work, everyone tells me to work smarter instead of harder, but how can I do that when nobody here actually removes the obstacles that make work harder than it needs to be? Until leadership starts fixing the broken processes, smarter isn't really an option.

Is the fact there's not much chatter a positive sign or just the calm before the storm?

It takes two or three years to really learn a job here because everything's held together with tape and nobody wants to fix anything.

Along with pretty much all of the company's institutional knowledge - both gone with all the key employees who either left or (most often) were forced out.

There is no such thing as a team here. You work in isolation and only hear from management when you messed up. Climbing past a certain point is impossible and they offer zero support for learning anything new. Do not put yourself through this. Your home life will suffer, your relationships will feel the strain, and you will need a break just to recover. Work somewhere that actually cares.

Oracle co-founder Larry Ellison: "Citizens will be on their best behavior, because we’re constantly recording and reporting everything that is going on". It seems SAP is going in the same direction.

Our uptime on MS Teams and meeting time is already tracked. Management has also started to track browsing behavior using WalkMe which is now installed on all SAP computers. An HR colleague told me that they also tracking how often we come to office and work from home. And HR is discussing with the Betriebsrat how to connect these with Performance Management. And they are planning to trial AI cameras at some offices that will show how much time different colleagues spend in meetings and on their computer and lunch. All of this "surveillance" was included in new SAP policy updates.

Truth be told, I don't like this at all. The idea that I might get less appraisal and bonus because I had more wfh days or less Teams meetings than colleagues is appalling. A lot of work and meetings we still do are offline and that cannot be captured by these AI cameras so well. All of this seems so dystopian but several tech companies are copying Oracle and want this now.

Heard they are no longer publishing the eNPS Score - so it must be really bad and i love it for them, but sadly no one will care.

I gave up hoping it would ever get better, or that my role would see any meaningful improvement or progression. I just hope the job market improves in the foreseeable future so we can all find better options. One thing I'm sure of - I will never work for a big corporation again, if I can help it.

The damage caused by the Stinky 8/1/25 email can never be undone.

For most employees, the message was loud and clear: your concerns don’t matter. Your feedback doesn’t matter. Your time, family, commute, and quality of life don’t matter.

Whether Stink intended that message or not, that’s exactly how it was received. Totally thoughtless, inconsiderate, unstable, emotionally charged, and power drunk.

The result of Stinks decisions and policies has been years of declining morale, disengagement, frustration, and a workforce that feels increasingly disconnected from the people making the decisions.

Now another survey is coming up.

Don’t forget how Stink responded the last time employees spoke honestly. The reaction said more than the survey results ever could. We now know he’s totally unstable and a loose cannon.

If you believe trust has been damaged, say it.

If you believe the culture has deteriorated, say it.

If you believe rigid policies are driving away good people and hurting engagement, say it.

This is one of the few chances employees have to be heard. Use it.

BP will need to remove existing detrimental management and simplify its operations.

Pretty impressive reduction in leadership recently. Who is next? Will our favorite Bette Noir be shown the door? KD is a survivor and worthy player

HC discussions ongoing. Don’t get too comfortable … stay safe.

I see jobs posted online yet the CEO wants to do more with less. Who knows which way this will go.

We’ve become a joke. A punchline. At this point, I wouldn’t even be sorry to turn my back on this place.

Take your books and go small / independent while you can. HO will say the AI tools are to help you but they are studying you and will automate you. They watch your habits and clients closely and are making FA agents now. They will squeeze the ranks, push you into team offices, make you use AI, build client relationship with the team generally over you personally, and push you out gradually. They think a new hire with AI can do your job for much less pay. That’s the plan.

If you have time, this is a great interview on the issue.

https://www.youtube.com/watch?v=TXiOO-nKqpw&t=1s

so have they officially eliminated opps for contribution statements and feedback from peers (things that supposedly used to mean a lot). any office notice of the change in performance management or is this a big steamroll?

Not sure how to do something? Fu-k you. Got a question? Fu-k you. Need some help to understand something? Fu-k you.

Spend 2 hours researching or start a ticket and wait 5 days for a response. What a waste of my time.

Psychobabble email from the "dealers" i mean...leaders this morning.

Blah blah blah, we have no money. Please dont quit.

F*cking deadbeats.

What’s your aggregate score vs. firm avg?

It always amazes me how cr-ppy I fiserv treats their clients. Bad pricing, strong arming negotiations because they are fortune 500 company and it’s hard deconvert , and allowing people with little regard to how they impact that client and even the economy, the slightest increase are passed down to its card holders, but sometimes the increase that Fiserv gives are really high and then question why people make drastic decisions to choose other vendors leave like if they’re the only ones that offer this service… maybe yes it’s hard to leave but once they get to leave, they are leaving. Like stop putting your profits over clients - stop putting your profits over employees and maybe and just maybe your stock will make it over $70. Should be ashamed of themselves. This is what happens when you merge with a sh-t company, place the same sh-t company leaders in high positions after the merger and wonder why it’s going to sh-t. Change your leadership.. change your culture.

How does everyone feel about their manager at Cisco? I have never had worse. The engagement pulse, the 1:1 meetings are so fake. The lack of even trying to help with a question is staggering. On the recorded team meetings you hear from managemnt “if you need help with anything, reach out”, but when you reach out you get sent to someone else or you just get a “no, not possible”. There is noone else to go to, because everyone is on the same page.

So many layers, so much waste.

We have, by far, the worst recursive management hierarchy in the entire industry.

And they know it.

Dan’s goal isn’t to usher in a workplace utopia so let’s stop philosophizing about how AI should be used in theory. It’s just not going to happen!

Remember it’s the good old cut throat Verizon company culture we’re talking about here.

How much is Carelon/Elevance paying these offshore employees to positively comment on their carelon expeirence on their last day? It’s non stop and it makes me want to gag.

How can 7 out of 10 people quit a group because it was impossible to work with their (New) manager and that manager is still employed.

3 doing the work of 10. What obviously followed was tons of issues, project deadlines constantly missed, lots of P1 tickets.
The remaining 3 are desperately looking for a new job.

How can management ignore that he is obviously the problem?

Anyone still doing summer hours? Unofficially, of course. Send that last email about 12:17 and then get a head start on the weekend?

Of course I would NEVER do that!

Execs act like business is booming and Stankey is a genius, but T is worth the least of all telecom companies. These clowns act like their “AT&T guarantee” and aimless attack ads make a meaningful difference, but T has fumbled one of the biggest industry leads of all time under this incompetent leadership. We are the bottom of the industry, and no amount of executive circlej--king will change that.

who decides on the date?

Announcing thousands of layoffs and then dragging it out as long as possible is just disgusting and completely demoralising. They really don't give a damn about anybody.

On a scale of 1–10, how much do you actively hate DXC as your employer?

1 = "I wake up weeping but I still log into MS Teams out of sheer muscle memory."

2 = "Every internal email banner triggers a violent somatic response. I have thrown up twice during global town halls."

3 = "I don’t even care about getting another job anymore. I have transitioned into pure, unadulterated spite. My only career goal is to remain on payroll long enough to watch this company default on its office leases."

4 = "I have accepted that this is purgatory. I no longer look at my bank account or the calendar. Time has lost all meaning."

5 = "I am using DXC paid compute landscape to mine crypto as a side hustle."

6 = "I actively feed wrong information to the project managers just to watch the client panic on the weekly sync."

7 = "I am deliberately missing high-severity SLAs, letting tickets rot in the queue to trigger financial penalties big enough to default the company."

8 = "I am actively injecting ransomware and destructive malware into the core delivery pipeline, ensuring our entire environment is completely unrecoverable by morning."

9 = "I am actively feeding my client counterparts the exact internal audit trails, contractual loop-holes and falsified billing logs they need to legally terminate their contracts with DXC for material breach so that I can burn DXC to the ground from the inside out."

10 = "I am actively dropping production databases and deleting backups during peak hours, purposefully disrupting client infrastructure so this entire entity finally collapses into bankruptcy."

Give the keys to the people who know exactly where the useless management is. Most management is just getting in the way; completely useless. When my Dir or Sr Dir are on vaca, productivity soars! They have zero self awareness when they hold 3 hour meetings delegating pointless tasks while the ADs are trying to keep their teams functioning.

How is it going heritage Pioneer peeps?

People have stopped holding the handrails. Walking while starting at cellphones. Driving across parking spaces in the parking garage to get to the exit quicker. What is going on?
Leading indicator of lost safety focus?

What have you seen in company plan that is insightful? What insight can be shared on plans for employees?

Executives feel Permian CLs are inflated and have a plan to reduce them. If you are in Permian Operations and lower CL prepare for no CL promotions. If you are high CL already prepare for being told you are over your salary curve even if assessed high and no more raises for many years.

BASF managers will decide who to lay off based on complex factors like personal disputes, retaliation, maintaining dominance and status, rivalries, and internal power struggles, often stemming from cycles of stupidity , lack of opportunity, trauma, and loyalty, with layoffs often escalating through social contagion and misidentification in social networks.