#culturerot

The one topic that gets everyone nodding along is how much we'd all rather be somewhere else. We don't bond over the mission or the culture or the work. We bond over wanting to escape it. There's something deeply ironic about that. A whole workforce united by the shared goal of not being part of the workforce. Great job, BofA.

Google it of you don't know the story. Make a person a manager and tell them they have to stack rank people. Suddenly they feel totally justified making up problems and documenting made up deficiencies in case they need to cut you later. It creates an atmosphere where every interaction becomes an excuse to gaslight or present things using the worst interpretation possible. It's crazy how easily people can move from "we're all one team" to "I'm documenting this conversation to make it seem like you did something wrong". And of course the employee is also documenting everything in case they need to backstab their boss. The team goes from people who work together to people who collect dirt on each other and run to the hr. Don't you wish you could just spend your time focused on work instead of trying to sabotage other people so you don't get cut instead?

Watching Elevance Health slowly sink like the Titanic. It’s hard to imagine they will ever recover from this mess.

Do our execs nurture innovation in any meaningful way? Do they know how to do it? All I see is folks tweaking KPIs and bragging about success. We lost our core values and we struggle to innovate. I am not even sure if we can recover from this, the board is asleep at the wheel. So, we have no innovation and we do have a rock solid layer of useless grifters at the top.

I’d like to know the logic upper mgmt and the executive committee has about letting go of good tenured staff for bullsh-t reasons such as wfh status they caused while thinking the company will benefit greatly from staff and mgrs who cant do sh-t and dont know sh-t? The level of stupidity up top is embarrassing. The company has gone down jill drastically since Robin stepped in. No way people outside this company dont know this

I escaped Nike and reading these posts confirms it was the right move. I can't imagine being inside that mess right now. Good luck to everyone still there, I truly hope you find your way out.

Nobody with any talent wants to work here anymore, not that I can blame any of them. The reputation is shot to he-l. So instead, we're left hiring whoever can't find anything better. The bottom of the barrel. And people wonder why things keep getting worse.

I remember when I couldn't imagine working anywhere else. Now I can't imagine staying. They took something great and broke it. Makes me sad every day.

Rick Wurster and team, you have all chosen to LOSE that trust, and respect by your BS activities and sc--wing people over with merits, bonuses, cozying up to trump. And I can guarantee that as long as you and your cronies stay in power, you, and the company, will NEVER earn that trust and respect back. You made your bed, now sleep in it, knowing that it is YOU that caused such poor morale and the loss of company reds while on YOUR WATCH!

Citi has shallow, performative culture that makes you feel small for wanting to do actual meaningful work. No wonder things have ben getting worse all the time when our values are completely broken.

Toxicity, bad management, questionable practices, all of it remains. The only thing that actually moves is the downward spiral.

I might be out of a job right now, but being let go from that toxic dump was honestly a gift. The culture was so fake and draining. I'd rather struggle financially than ever go back to that atmosphere.

It's over for this place.

There’s definitely plenty of fat around here. The problem is that when cuts come, the fat somehow stays and the actual muscle that does the work gets cut. Sad but true. We’ve got so many useless managers who could be removed, but they’ll continue to stick around and siphon off resources. What a crock.

Just wondering what the goal is of McKinsey and co to destroy employee good will as much as they can.

Every person who takes pride in their work learns to not only stop giving a sh-t, but extract as much as they can from the company out of pure spite. Every department has people deliberately making mistakes and slowing procedures down out of PURE SPITE because they hate this company.

When you first start, you wonder at the incompetence of literally every team around you, but then you are adopted into the culture. The culture is: Smile while doing everything possible to make the company worse and the people around you’s jobs harder. This a joint effort, and eventually you fall in line.

Senior leadership is involved in this joint effort, they pass down initiatives that they know will fail with a smile and a song, and everyone nods enthusiastically, with the same smile, and the grunt employees smile a painful grimace as they purposefully make the process even worse than it would have been initially out of pure spite. But they are still smiling, that’s the important part. Their middle managers get their bonus, the senior leaders get their bonus, everyone smiles and money flows, wasted on infinite vanity projects and processes that don’t work.

Had you asked employees who do these processed day in day out if they might work, they could have told you from the beginning. But these employees likely did express concern at one point, years ago, and learned that that is NOT the Schwab way. The Schwab way is to keep your mouth shut and smile. Everybody knows they don’t work, but that is not important. What is important is that you smile some that whichever C-Suite gets applauded for fudged numbers from their vanity project.

I don’t know how clients think our customer service is wonderful. Everyone I talk to hates their job and is confidently incorrect. It takes me, on average, 10 hours of extra work a week to fix simply mistakes made by other department. I can call five different departments and receive 5 different answers. I don’t blame them, Schwab provides no training (too expensive) and no motivation. Hurting the customer and internal business partners seems to be the only way to lash out at the company that clearly hates you.

M@rk, please wake up and see who is running this company:

Your head of HR is an emperor with no clothes.

Your CFO is a washed up hack that does not develop people and is coasting. He also does not live our values.

Your head of IT is in WAY over her head and was a salesperson before she arrived here.

You need change. Why can’t you see it? The entire organization and Elliott does. And, yes, we all discuss it.

You have lost the confidence of your people. When you came in you gave us hope, but your leadership selections are ruining this company.

I'm barely present. I've run out of caring. We've bled talent, and management spins it as a win. Following that logic, the company will peak the moment the last person walks out. Beyond that, nothing adds up. So many things could be done better and smarter. But no one's interested. So why the he-l should I be?

I have overheard the supervisors and managers talking about the posts and disgruntled employees posting on this site. It truly scares them and they don't want the new hires knowing about all the dysfunction and toxicity. Some covered up safety violations and firings have been exposed and posted. I loved in a town hall the then CEO of exxon mentioned that employees were posting they were year to year contractors and that this was eroding morale. Some exxon sites operate on intimidation and fear tactics. I attended a meeting where my stupidvisor threatened everyone with insubordination and retaliation for complaining. The stupidvisor said I don t want to have to fire anyone as they had the power to do it. They took pleasure in firing several contractors in the section. It talked so bad about the terminated employees and said they just were not excon material. One employee was fired to cover up the mistake of an employee friend of the supervisor. The supervisor would go out to lunch with this protected employee. There are some real evil snakes in exxon management. Several of the safety incidents should have been reported to OSHA but the employees are to scared and intimidated to do so.

it hurts to watch what's goin on right now. a few terrible hires slowly ruined everything. once a place of pride + a standard of excellence.... unless BD ends favoritism, nepotism and stops the kickback culture, it will keep rotinng inside. period... there is no real revival and for me the damage feels intentional. we are all silent, and that makes us complicit. Too many so called leaders are useless.... they would fail as any type of a contributor... now BD calls that leadership!!!!!! what a circus...

Fifteen-plus years here, and things have been sliding downhill for so long that I now doubt even those first couple of years. How did we hit such lows so fast? Workers have never been treated as more disposable and worthless than they are now. It feels like we're approaching the moment when the whole thing spectacularly collapses. And what a disappointing, sad career arc - a steady decline, likely ending in a layoff where your years of contribution are never even acknowledged.

They are easy to identify. Don’t trust those who immediately jump to liking and commenting on a LinkedIn PR / propaganda post by a powerful someone. Keep your distance. They are the backstabbers, guaranteed.

My god its nothing but incompetence. Take your wanna be fancy degrees and shove them where the sun doesn't shine because holy moly the amount of common sense added up together doesnt say much. Just give them back because none of you deserve them. Completely sabotaging staff and the whole damn place

I'm a middle aged employee, having some financial commitments, was a high performer, have been given 4 last year. The work I am doing I'm not needed for it. Told multiple times,build another resource who may replace but I believe they are keeping me as scapegoat that any wave comes it's going to be me..I am trying outside but not getting anything suitable..still trying..but I want to understand from you all what you would have done if in my place. Everyday going to workplace is stressful and core irritating. I know everyone around me knows my rating and understand that I am the next scapegoat still I need to do my job quietly this fact is eating me. I can't stop working as my micromanager ask status everyday .. I am tired not working but mentally

You can’t “create culture” in a building no one wants to be in. You can’t force innovation with badge scans. You can’t build the future of work by dragging people backward into an office they explicitly said they don’t want.

The survey feedback was not complicated. It wasn’t “please give us a shinier office.” It wasn’t “add more collaboration pods.” It wasn’t “install more cold brew taps.” The message was simple, we want flexibility. We don’t want five days in an office. We don’t want forced presence. We don’t want performative collaboration.

Instead of listening, leadership built a monument to denial. A new office filled with aesthetic distractions and useless junk doesn’t solve the actual problem. It just proves the feedback was either ignored or rewritten to fit a predetermined decision.

You can’t gaslight thousands of employees into believing they asked for this. Culture isn’t furniture. It isn’t square footage. It isn’t proximity. It’s trust. And when you ignore the one thing people clearly said they wanted, you don’t build culture — you burn it down.

You can’t build the future in an office your workforce is actively trying to escape.

Fvck this company, milk it as much as you can. Do the bare minimum you’ll still get 1% merit increase and they’ll tell you that your blessed you did …

2026 Goals:
Don’t go above and beyond
Play the game
Milk the system
Act like you don’t know
Low scores on the annual survey
Use your PTO as much as you can

This company operates with an outdated mindset, and as a former Pershing Advisor Solutions employee, I saw firsthand how deeply the issues run. Strong performers were often pushed out or left on their own, while promotions frequently went to individuals who simply filled gaps rather than elevated the organization.

Middle management was routinely pressured to give artificially low performance ratings so directors could meet layoff quotas—often without offering appropriate severance. The result is a culture where talented people feel undervalued and unsupported.

It’s disappointing to watch, and I genuinely encourage high‑performing employees to explore opportunities elsewhere where their contributions will be recognized and rewarded.

At Dow, we believe in putting people first and we’re passionate about delivering integrity, respect and safety to our customers, our employees and the planet.

Our people are at the heart of our solutions. They reflect the communities we live in and the world where we do business. Their diversity is our strength. We’re a community of relentless problem solvers that offers the daily opportunity to contribute with your perspective, transform industries and shape the future. Our purpose is simple - to deliver a sustainable future for the world through science and collaboration. If you’re looking for a challenge and meaningful role, you’re in the right place

Nothing I have seen in my time at Dow backs this statement up. With the scheduling roles being outsourced, who in their right mind would apply for this.

After decades in the workforce, I thought I’d seen it all, until my time at Citi. I stayed way longer than I should’ve, missing the signs while the culture kept getting worse. The amount of spin and dishonesty up the chain was unreal. Looking back, leaving sooner would’ve saved a lot of damage.

If the goal was to make us all stop caring, they nailed it. Nobody gives a damn anymore about the company or its problems. The response to everything is just "whatever." And then they'll wonder why nothing gets done.

I find it ironic (in the recent update message) that PP set the clear expectation that EDJ would lead the industry in understanding and improving client well-being. Sounds like when she set that expectation, the fine print was omitted that should have read "while systematically destroying 100 years of culture, overseeing the first round of layoffs this firm has ever seen, and on the backs of people that have dedicated entire careers to this firm before we kick them out the door and replace them with foreign contractors."

Does anyone take what she writes seriously anymore?

Can't spell "Citi" without those words (and numerous others). The place is a joke.

Badge swipes, the president of SMS going desk to desk to make sure we are here, constant questions about where we are.

So glad I've given 10 years of my life to a company who thinks we deserve to be treated this way.

Not entertaining sh-t anymore and not doing anythjng extra. As someone forced wfh, im not reaping the benefits of any hard work and have watched peers who have no competent cell in their brain get promoted. Now idgaf and will do bare minimum. Staff wants to fu-k off. Oh well i’ll mark them meets regardless. Doesnt matter anyone when hi---r and his hr crew falsify performance anyway so why not let them fu-k off more than they do

How can someone like Tracy K sc--ws up big time and stay? Doesn’t make any sense.

More bad news for worker bees- new head of enterprise strategy. He is from chase & McKinsey. Nothing good will come out if this addition plus our current cohort of d-grade leaders.

Does anyone know what these people actually do? They ask the people underneath them what they’re doing every week and they report it up the chain – but I have no idea what their actual job is other than passing information like a bad game of telephone. And they all backstab and talk about each other. We are talking about 50 to 60-year-old men and women who do nothing but spread gossip and back step. It’s the weirdest situation in any corporation I’ve ever been in.

of a company

For every one part time hire belk is loosing five part time associates

For every one full time hire belk is loosing three full time associate/key holder/lead

For every one manager hire belk is loosing two managers

Jones has a proud legacy…100+ years of being a truly client and associate oriented firm. As an associate of this firm who has also had extensive experience outside of the firm, I can confidently say THESE DAYS ARE OVER, and I highly recommend reconsidering your affiliation with this firm.

What happened? It’s not a unique story to EJ, but the downfall has been swift and it’s rooted in one phrase: Failed Leadership.

Back when Penny was appointed Managing Partner in ‘19, the MP talent bench was already weak to begin with - she and Ken C were the only viable choices the firm had internally and there was no appetite to go outside. If I had to chose from that lineup, I would have taken Penny any day and twice on Sunday - as Ken C has no business leading a function, let alone the entire firm.

On its face, the choice of Penny wasn’t entirely terrible - she is intellectual, well spoken, been an advisor, broad based in the firm’s business - and the first female MP. And she dresses to impress, of course!

But Penny’s weakness was on full display in her track record - picking talent around her. This would be a knockout gap for a CEO candidate in any company, let alone one leading a business transformation.

Over the next 5 years, this gap became amplified in a massive way:

She kept inept legacy leaders in key roles - Ken C, Lisa D and KJ among them - allowing them pull her into their own ineptitude. She promoted truly horrible talent like Andy M, Suzan M who are small time at best. And she hired some outside talent like Hasan and David C that while intellectually strong, were “scratch and dent” leaders in their prior companies - deemed not promotable because of narcissistic or egotistical behavior. And that says a LOT at places like Citi or Goldman.

Bad leadership ki-ls companies. If you are a client, consider the decisions being made affecting you and your money:

• Raising fees you are paying to line the pockets of greedy executives
• Sending your personal information overseas as part of outsourcing projects to drive higher profits
• Treating employees and branch teams who handle your money and services like they are second class citizens - including not paying market wages.
• Technology that doesn’t work half the time and that your branch teams are helpless to fix

If you’re an associate, you feel the impact of this leadership everyday - the visceral disdain ELT members demonstrate for you as associates. You’ve heard it directly from David C’s mouth in town halls - but it’s even more evident in action: Pathetic wages/benefits; targeting firings of anyone who dares to challenge; promotions for toxic but loyal leaders; poor quality front line managers. The disdain is so strong that some say it feels like ELT places the blame for their own failures on the backs of associates. The paradigm is that associates are entitled, overpaid and underworked.

The company is not bankrupt financially, but I can assure you that it is from a leadership perspective. Rest assured one will blend with another over time.

I sincerely hope if you are a client or an employee that you reconsider your affiliation with Edward Jones - for your own good.

I really want to get done some right things for the customers but I get so frustrated when all these middle managers are too incompetent to take a decision and too power to block your progress.

I am mentally quitting unless Dan present some radical ideas tomorrow to weed out these middle management employees ( Directors and above) .. even AD are not good but they are not that powerful and willing to hear.