#favoritism

NIke really needs to address its hiring and assess talent and performance culture. Business is in the sh*tier and leaders can no longer get by with keeping their friends and inner circle safe. Right now, way too many people are getting by purely on favoritism and nepotism while others carry the actual workload.

Also, trying to reach a younger demographic shouldn't mean handing senior titles to former athletes who lack business experience and corporate work ethic. We need a realistic balance of proven experience and institutional knowledge if we want the company to succeed.

There’s a growing concern about how decisions are being made. On top of everything else, there seems to be a pattern where certain groups receive preferential hiring and protection when their managers share the same background. This creates an uneven culture where opportunities, visibility, and project access aren’t distributed fairly. Many employees feel sidelined while others are consistently shielded, and it’s affecting trust across the team

We promote people who are friends with managers, not people who know the work. It's a disaster every single time and it keeps happening.

My number has come up. Funny thing is our team was completely swamped and overworked on a skeleton crew already. Director made sure her friend circle kept their roles which will fall in her face in two years when half the ones they kept retire and the other half are incompetent.

Best of luck everyone. I’m going to reset my nervous system from this place and try to forget these past few years happened.

Lots of floating discussions on upcoming layoffs.
Regardless few facts to consider even you survive ...

1. You are always on the chopping block just waiting for your time
2. Oracle is always a low-payer and during this transition its going to be worse
3. Promotions are going to be night mare
4. Ratings are also getting bad (Usually in Oracle we don't care ratings much. but now we do)
5. We stick with old technologies (POJO - Plain Old Java Only)
6. AI is driven at each org. but without heads and tails. You prepare an axe to cut yourself.
7. Favoritism and Bureaucracy sits at top.
8. Job hunting takes time even you survive now. So better start now
9. Managers are always not good. They might seem sweet to you now. What happens to your colleague can happen to you tomorrow. You are just a paper cup.
10. People come for signing the confluence papers and running the meetings. But they don't come for sharing your workload and pain.

I'm tired of working hard and never being good enough for some people. It's about favorites, not performance.

I been applying for several internal positions, and today I finally got an interview. E13 to E14. How do I know they are not interviewing me just to show HR that they interviewed enough people before promoting their team member. This job posting looked legit. Posted for 15 days. Hiring manager has 5 direct reports and all of them are already E14

The best employees get blamed and cut while the lazy, gossipy, rude ones get protected. Why does it work this way?

I have seen the exact same behavior labeled as passion and excused resulting in OWD label and then another person with no issue but some backstabbing feedback claiming the person gets upset being put in NSI for much less to nonexistent behavior.

What you do or do not do is meaningless. They will spin it to get the outcome they want.

Look at people are getting promoted, first of all they don't make it public, most of them are not at all competent.

This fu-k a-s company picked two people over me for RTMs that have worse metrics across thee board. Busting my a-s for nothing

Get special dispensation to work from Hawaii.

Don't get me wrong, if I could surf, pick pineapples, and eat breadfruit on my lunch break I'd be all over that sh-t.

But RTO either applies to everyone or it applies to no one.

Once again, left 1/2 day, might even telecommute tomorrow, didn't update MOOSE, but my boss won't know, because they aren't here. I won't get in trouble but still getting paid. People get mad, but it's just because they are jealous that I am one of the boss's favorites

Recently I noticed a lot of guy's spouse are joining fis at lower salary replacing local folks. If the employee is on l1 visa then the spouse must be in l2 visa and per my knowledge the corporate companies including fis generally don't hire l2 but it's not happening recently at fis.

It's a huge SCAM!!

Can anyone guide me what's the official channel of raising this concern?

Some koreans like hajdini are taking over, and HR are falling in line with these director's and managing directors.

I’ve seen high performers get RIFed…if they’ve been on their ADs sh-t list. Does that imply AD had a say in the job loss? Serious feedback please no trolling

A TL just transferred to my store - dude has been with the company for 13 years and has been in 12 different stores. If that's not a red flag, I don't know what is. In his last store he went out on "stress leave" for three months because he said he couldn't "handle the job". If he couldn't handle it there then what makes store leadership think he can handle it here? He's currently on a PIP. He sits in the office on his phone all day. Pals around with his ATL, who also sits in the office with him and they watch Tiktoks together. Why do they keep these kind of people and oust the hard workers by changing their schedules and putting the teams entire work on those people that actually work instead of holding failed leadership accountable?

Middle Aged white male. No tech skills. No leadership skills. Incompetent and ill advised. Lap dog of VP.
Middle Aged middle eastern woman. No tech skills. She lasted 3 mos in our unit after some type of lying to senior management.
Middle Aged middle eastern man. He had skills. He was competent. He was complimentary. He used my work, commended me on it and than stiffed me for a raise when I got promoted. Not even 1%. Said “talk to HR”.
Middle Aged black woman. No tech skills. Really no computer skills at all. Very much delegated. Loud talker. Tried to be a people person, but that was hard when you’re discriminated against other races.
Middle Aged asian woman. Zero tech skills. Got her job cause she was friends with VP. Had no idea what the role entailed. Literally just stole a check. Did nothing but give friends roles and get friends promoted. Left Oracle to work for start-up.
Middle Aged white male. Came from acquisition. No real tech skills. Only knew the one app that we bought his company for. Totally arrogant. Thought he was more important than everyone and everything. I was light years ahead of him, but our GBU promoted new acquired people over people who had been there. Put him in his place several times and finally was able to get away from him. He actually got promoted. Totally incompetent.
Middle Aged white male. Got promoted to his team. He was on my old team and actually came to Oracle about 11 years after I did. Like many other managers, towed the company line. Absolutely no tech skills. No real skills other than being a yes man and not being healthy. Got promoted to his team, about to accept offer and then ask about the raise and he said there was no raise. “VP wouldn’t approve it….” Sorry, I can’t help you.

On my last day at Oracle, I scheduled an email to go to the VP, my manager and the stiff director of our department. Telling them all what I thought. For the VP, I broke her off a huge piece. She was a lousy VP for many years, stealing money, overbilled the federal govt, stole, and was an even lousier human being. I said, “how pathetic of a person are you to not even give me a 1% raise after I have put in 15 years at this company for you?...you are truly pathetic….you don’t care about anyone but yourself and your little circle.

That woman will leave a company she worked at for like 40 years with no friends and no one who will be sorry she is gone. In fact, many have a number of interesting stories on how she “climbed” her way to the top.

It’s sad. It really is never about the product or the processes…it’s solely about the people and those that are morally and mentally corrupt and should not be around other human beings as they are a direct threat to their well-being.

The way it works is that Execs get a 1 rating by default, that entitles them to rises every year even if turnover and profits fall (no deliverable or goals for them) . The others that get 1 are managers friends, anyone else can do a excellent but will never get a 1. Such a "pre" fixed pointless system. Repeat and rinse every year.

All this talk about improving culture and recognition and then after three years in a group when I transfer out my supervisor can’t even be bothered to circulate a thank you card. Don’t let the door hit you on the way out is our culture. Oh but you know the chosen ones had nice good mate lunches with management thanking them and gushing over them with a nice going away present.

They completely sc--wed up the decisions on the Customer Experience team. Many hardworking, genuine, and talented people were let go, while many boot-licking, useless, and incompetent people were left behind. I can’t wrap my head around it.

At the very least, leadership should have checked how many launches each team actually delivered during the calendar year before making these decisions.

The rest of us are now stuck working with these incompetent Digital Experience team who works on egos and not for Verizon.

Today, announcements were made to directors regarding who will be assigned to the newly formed Tri-State region. Not a surprise at all—leaders who report to Trevose, a popular site in the Freedom Region for HQ employees who’d rather avoid central Philadelphia, were significantly more likely to retain their roles. From Keystone, only one VP was kept, and fewer than a third of directors were retained.

MST home dispatch tech use and abuse company assets. They drive 100K-200K bucket trucks to their home and back to their home garage everyday. Big V8 6.3 L engines use a lot of gas and insurance on top. Also, with MST high pay and only have .5 job per tech a day per tech how is that saving company money and liability.
There are rules to follow when joining home dispatch program. Following the rules helps save gas and time and wear and tear on a vehicle used to drive to work and to home. But MSTs abuse this program from driving to the garage every day and dispatching at the garage. Making a stop at the grocery store to grocery shop in the company vehicle before driving home. Not closing your last job at the job site and instead, drive home and being still dispatched on your work ticket and then closing the job when you arrive home. I follow the rules, and I do not want the home dispatch program to go away because of MSTs taking advantage of the abuse. Also, MST managers are favoring many MSTs and letting the home dispatch MSTs do what ever they want. STOP ABUSING THE HOME DISPATCH PROGRAM YOU MSTs. You know who you are...

I’m stupid and I still live in my parent's basement. How about you?

The working environment within the MBP QA team was disappointing, with unprofessional behaviour and attitudes affecting team morale and collaboration.

My experience with the MBP QA team was disappointing. Favouritism seemed to outweigh performance, and quality work wasn't properly valued. Despite my commitment and contributions, I was made redundant while others with limited output remained.

It often feels like employees with strong connections or managerial support receive more flexibility, while regular, hardworking employees are the ones most affected during layoffs. Performance should matter more than favoritism.

MST home dispatch tech use and abuse company assets. They drive 100K-200K bucket trucks to their home and back to their home garage everyday. Big V8 6.3 L engines use a lot of gas and insurance on top. Also, with MST high pay and only have .5 job per tech a day per tech how is that saving company money and liability.
There are rules to follow when joining home dispatch program. Following the rules helps save gas and time and wear and tear on a vehicle used to drive to work and to home. But MSTs abuse this program from driving to the garage every day and dispatching at the garage. Making a stop at the grocery store to grocery shop in the company vehicle before driving home. Not closing your last job at the job site and instead, drive home and being still dispatched on your work ticket and then closing the job when you arrive home. I follow the rules, and I do not want the home dispatch program to go away because of MSTs taking advantage of the abuse. Also, MST managers are favoring many MSTs and letting the home dispatch MSTs do what ever they want. STOP ABUSING THE HOME DISPATCH PROGRAM YOU MSTs. You know who you are...

When an H-1B worker is hired, they bring their spouse on an H-4 EAD, followed by their children, and their friends. This process introduce a toxic work culture characterized by outsourcing, nepotism, favoritism, and corruption. It fosters micromanagement, backstabbing, and exploitative conditions akin to sweatshops, ultimately resulting in the replacement of American workers with their own compatriots.

Any one seen the trend ?

To those people who somehow benefited from this broken system and still call it totally fair: of course, it looks fair when you manipulate the system to get the outcome you want. Sitting in that room and assigning a rank to individuals is the very last step of the show management directed. Let’s break it down: you purposely put certain people on specific projects or tasks, you protect some individuals no matter what, and you advocate for the golden ones while someone with no membership in the cult works their a-s off and still gets nothing. God forbid not protected ones have had a tough year; does management apply the same compassion they apply to the golden ones? I doubt it.

476 sm. Was fired for favoritism
Time cards didn’t match schedule.
Some didn’t clock out for lunches and were paid

Very inconsistent when it came to time and attendance, some warnings deleted others were reprimanded for being late.

Anyway, 476 got the boot after several excel line complaints

One year ago today I was laid off. It still stings especially when remote team members are still employed while I was going into the office as required. Favoritism continues to be alive and well at Fannie.

Anyone else attending these BS development days? They seem to offer nothing of value. On one hand they tell us to up skill and to shoot fly the stars, even though you need to have a buddy up top to climb the ladder. On the other hand the are low key hinting at replacing everyone with AI in the long run.

After an invasion of people from MS during last 5 years, it is now ZSCLR time. Story continues ... after getting a position of power, they bring their favorites. Latest is no less - an SVP. Go figure.

that if you’re handsome and halfway articulate you will get many opportunities to fail upwards.

Only way to explain it for how incompetent he was here

I used to think that if I kept my head down and did solid work, that’d be enough to move forward. After a few years here, I’m not so sure. The people getting promoted aren’t always the most capable, but they’re usually the ones who know exactly who to compliment and when to be visible.

I’ve never been comfortable pretending to admire every decision from leadership or joining every little workplace circle. I’m polite, I help my team, and I meet my goals, but that doesn’t seem to stand out much.

It’s made me rethink how success works in some orgs. Skill matters, but being liked by the right people can matter even more. I don’t want to become fake just to get ahead, but I’m starting to see why some people do.

Shankar was the oxygen that all GTS mafia was breathing. I am wondering how’s the situation there now.. Is the promotion and hiring still based on favoritism?
How about layoffs? Probably still saving friends and family over talent.

After two decades of dedication, I just got laid off. Not because of performance. Not because of skills. But because someone who’s better at playing politics and st-----g the manager’s ego than actually doing the work got to stay.

This is what favoritism looks like in real time — managers protecting their inner circle while people with real experience and real contributions get shown the door. And somehow, upper management never sees it. The moment you try to point it out, they go conveniently deaf.

Twenty years. Reduced to nothing because I wasn’t part of someone’s “yes-man” club.

To anyone going through something similar — you’re not imagining it. This is real, and it’s happening more than companies want to admit.