#culture

How is it that this NE App group goes untouched. After completions, probably the worst group of people to have around, just saying…

I have heard multiple supervisors in multiple different conversations comment that they want to bring some “low performers” into their teams since teams are no longer being given special distributions and no longer allowed to pass people on PIPs. If you are offered a role in a group you have never worked in and don’t know anyone in turn it down as you are being setup as the sacrificial lamb.

They decided to f us over by mandating RTO. We’ll f them over by switching off on Fridays. I’m unofficially on a 4-day week folks until I return to the office.

Thanks Y’all ✌️

Yet again, Fiserv shows just how much they care about their employees. Guess the people who used it need to figure out how to get to the office for that oh-so-important collaboration on their own come September.

Good luck, BA. Starting October 1, you’ll all be reporting to one of the worst leaders at Honeywell. JP is incredibly toxic, and there’s a reason so many leaders under him have cycled out—they’re desperate to get away from his behavior and constant blowups.

BA has delivered consistent growth. Don’t be surprised if that turns into a revolving door of leadership, with people jumping ship rather than sticking around to be JP’s next tantrum target.

This reads less like a hit piece and more like a victory lap around NKE's virtue-signaling carcass. Many commenters on this forum have posted similar opinions and had them deleted by the mods.

But now it's global news:

https://www.foxnews.com/outkick-sports/colin-kaepernick-dylan-mulvaney-nikes-decade-left-wing-activism-finally-caught-up

The recent post on Culture saw a few positive references to Pat Daniels - reminders of what a great leader he is though sadly someone many current employees would not have experienced.

We are a big company now so it’s great to share with colleagues who the current great leaders are.

Let’s keep this positive shall we? Enbridge HR will have the thread removed if there negative mention of certain VPs.

Do you have a best friend at work?

https://www.charlotteobserver.com/opinion/article316910881.html

Let's the badge wars begin.

Omg these take two with OA videos is so cringey. Wtf are we even doing???

I just Effin love how they delete questions.

Whoever that HR woman is, you give absolutely no warm and fuzzy feelings to everyone who feels unsafe or unsure in this environment.

I am going heads down for the next 12 month until things get worse. We should lose EH in about 6 months.

Well.. you all are fu---d based on what was just said on thebeat..

It's not. Everything has shifted, the economy, the industry, the expectations. We don't have to like the changes, but complaining about them is fruitless. You have two options: adapt or find somewhere that still fits who you are. Which you might find out is not as easy these days.

They hire smart people, put them in roles they're not qualified for, and wonder why nothing works. That's PepsiCo for you.

What is the deal with dress codes at the office? Remember 2019? You'd get that email saying "reminder: business casual, no tennis shoes" like it's a bouncer at a nightclub for accountants. Somebody's checking your shoes before you send your first teams message.

Now? Now it's like the dress code just....left. Didn't even give two weeks' notice. Guys are coming in wearing hoodies, shorts, Birkenstocks. Birkenstocks! You know, the shoe that says "I'm not choosing between comfort and sandals, I'm doing BOTH, and I dare you to say something in the 10am meeting."

And nobody says anything! Where's the email now? Where's HR? I think HR saw the Birkenstocks and just gave up. They're on another floor somewhere, in sweatpants, eating a sandwich, going "you know what, let 'em wear the sandals."

Some interesting chatter is coming out of Florida this week.

Word on the street is that the independent investigation into ousted L3Harris CEO Chris Kubasik isn’t just looking at his recent behavior. Apparently, investigators are digging into old HR complaints from 2021-2022 to see who else knew what was going on.

As most of you know, 3M CEO Bill Brown was the Chairman of L3Harris back then and engineered the merger with Kubasik. The rumor going around internal circles is that some senior executives are worried paper trails or emails might surface showing that Brown was warned about Kubasik's conduct years ago.

Read here in the Wall Street Journal: https://www.wsj.com/business/women-at-l3harris-shared-concerns-about-ceos-behavior-years-before-ouster-966010ab

Not good for 3M if true. I hope it's not true.

What is the purpose of their job? Track token usage and scold us if we use too much or not enough?

This is absolutely horrible and it was allowed to happen. Not somewhere I'll be working for long.

https://www.wsj.com/business/women-at-l3harris-shared-concerns-about-ceos-behavior-years-before-ouster-966010ab

Someone posted awhile back that they did successfully get their end date changed. Yesterday it seems almost everyone I know that was attempting this, received the same statement from HR stating that their end date would not be changed "due to business needs" with no further explanation. Just curious if the person that posted they did get their end date changed actually did, and how they did this, what avenue they took. When I've asked about the business need (our team is slow and having to scramble daily to find work, so I'm not seeing this business need on our team when we are over staffed) but get a generic answer-and not really an answer at all. I love how the company continues to promote the culture of "transparency", "Mission Simplify", etc....

I recently watched a Verizon commercial featuring Trinity Tatum, the winner of the recent season of Love Island. It’s quite surprising how companies like Verizon are laying off people left and right to create commercials with reality TV stars. This highlights the company’s priorities and values.

This was posted on LinkedIn on 8/18/2026 under "O'Reilly Auto Parts India". If you're an O'Reilly IT employee, does this concern you?

For nearly 70 years, O'Reilly Auto Parts has been helping our customers keep their vehicles on the road. Today, we're building our next tech home in Bengaluru, India, the same way we've always built: through people, culture, and the belief that the best way to grow is from within.​

Welcome to O'Reilly Auto Parts India. We're excited for the journey ahead and hope you’ll join us for the adventure. ​

The micromanaging has begun I believe! In the last 2 days we have received emails about a pattern of attendance-related activity like too many call ins when the last 2 months have been so stressful and we are to update teams every time we step away from our desk for some reason. This has not been an issue before but is now?!?

100s of them remote netflix all day for months, 6 fig with bonus

There’s a point where “culture” stops being what a company says on LinkedIn and becomes what people actually experience when they work there.
You can post all the polished messages you want about people-first leadership, growth, transparency, and culture—but saying those things doesn’t make them true. Culture is reflected in who gets listened to, who gets protected, who gets developed, who gets held accountable, and ultimately, who chooses to stay.
If leadership continues asking the same small circle of people whether everything is okay—and those people are the ones benefiting from the current system—of course the answer is going to be yes. But that is an incredibly narrow way to measure the health of an organization, especially one that desperately needs to right the ship.
At some point, leadership has to get uncomfortable enough to actually listen. Not just to the loudest voices, the favorites, the “yes” people, or the people sitting closest to power. Talk to the people who left. Talk to the people who stopped speaking up. Look at retention. Look at engagement. Look at production beyond the surface-level numbers. Look at what happened to the travelers and relationships that were handed off to people celebrated as “top performers.” Did those relationships grow? Did those travelers stay? Were those desks actually nurtured—or were they simply inherited?
And if the same people have been sitting in leadership seats for three years while the same problems continue to surface, it is fair to ask whether the problem is no longer the circumstances—it’s the people in the seats.
Leadership should not be a talking head. It should not be gossip, cliques, politics, favoritism, or protecting the people you personally like. Leadership means fighting for your people, advocating when it is uncomfortable, holding everyone to the same standard, and having the courage to admit when something isn’t working.
Stop fluffing certain desks while demanding everyone else prove themselves over and over again. Stop celebrating numbers without examining how they were achieved or what happens after the handoff. Stop confusing loyalty to a leadership circle with loyalty to the company.
Three years is enough time to make meaningful change.
At some point, continuing to do the same things, empowering the same people, protecting the same behaviors, and expecting a different outcome becomes exactly what we all know it is: insanity.
What makes this particularly sad is that this company once talked so passionately about being different. About putting people first. About creating something better than the corporate environments so many people had experienced elsewhere.
Somewhere along the way, it started becoming the very thing it said it would never become.
Profits matter. Performance matters. Growth matters. But people have to matter too.
And when good people continue walking out the door, leadership shouldn’t be asking how to improve the messaging around culture.
They should be asking what happened to it.

The day after massive layoffs TK posts pics of her family smiling and having fun and taking time to recharge. How nice while the rest of us are struggling and some of us lost our jobs. Want to know why people hate the WF execs? This is why.

This is what leadership and success look like! All bow down to greatness!

Hey man we just want to let you know ELT how we all feel about you. If you are truly like Ted Lasso then you should open your ears and eyes and actually hear what we are saying and how we feel about the company right now. You all are the most hated ELT in the history of the company so from all of us:

🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕

One of Fauci's associates just pled guilty to conspiracy and covering up what they were doing.
None of what is coming to light bothers the covidians or the people who targeted and fired the unjabbed. Or, worse, they made you get jabbed and then laid you off a few months later, anyway. No remorse, no conscience- nothing but silence. Astonishing.

This rests at your feet.
Kept hiring from the Boyz club for CEO and here you are.
Pathetic.
Not surprising.

Well it’s official Lumen has fallen for the contractor vs employee trap. It won’t be long until all CO and Gateways are completely unusable. They leave trash, remove fibers and just otherwise do not care. This is a bad idea.

So the new thing for execs to post on LinkedIn is “…..spent time on the ground with xyz team”. Where do these mo--nic sayings come from? Two leaders this week have used this line on LinkedIn. Do they think anyone is impressed or cares? Not as bad as Iris saying she enjoys stepping away from the boardroom to meet with teams.

Did Macy’s recently change their policy about having personal belongings at the registers? In the store I work we can’t have our clear bags at the registers. The bags have to be put in a locker.

I’m curious what percentage actually took Cara up on the offer to uproot their lives and move to Minneapolis to serve their bullseye overlords

The amount of people in a management position without the slightest idea of what being a manager means is incredible. Directors that continue to belittle and undermine their managers and direct reports, creates a toxic environment that manager then replicate on thier own teams. I have never seen so many people paid to literally do nothing. Managers spend more time in their cars running errands while attending calls that actual doing the jobs they are paid to

More and more people that I work with have such an accent that it is difficult to understand them, even though they are supposedly speaking English.

Absolutely horrid accents that need to be improved just to communicate successfully.

EM needs an entire team of Speech Therapists, or possibly make communication ability a key screening topic in hiring. Unfortunately the interviewers also have unintelligible accents.

I am exhausted spending nights and weekends to meet leadership’s expectations! Then they pile on more work! AI trainings? Spend 3 hours to learn something we’ve all been using for the past year. Quarterly Connects? Waste 6 hours every quarter writing BS that goes nowhere. Meetings? Spend multiple hours every day, get nothing done, and still have questions afterwards. The buck stops here! Management is a failure at every level. If you work here and still think this company will be around in 5 years, you are mistaken. If you own stock, sell immediately. Get out while you can