#leadership

Is this what Mike and the Board were expecting?
And what is with moving back to the NASDAQ - feels like Mike is listening to Jeff Yabuki - "low single digit revenue grower and a durable company".

As a whole, T is a cluster, but there’s bound to be some good leaders out there that actually care for their people. What are the worst orgs?

when all of the A players are gone and you're left with the C players

I love my job and the people I work with. Even the ones who are a pain are still tolerable. However, for the last year or so, I hate coming into work the Tuesday after payday wondering if I’m next…and also seeing so many of my coworkers across multiple locations being laid off for no reason other than just coming to work and doing their job.

I also work in SA and constantly worry about losing my job knowing they just opened a new campus up in Dallas.

The CEO and COO needs to get off their a-s and come clean with employees setting the expectation for how many more layoffs can we expect before they cool it.

You will find some areas that may be better managed and functional. If you are being brought in at a higher level with a specialized job, for example, if you are an AI expert and are part of the chosen, inner circle it is probably still a good option. But I would read through these posts carefully as there is a lot of factual info that should be given careful consideration. There is no real innovation, profits are being made shifting jobs off shore, via premature implementation of AI and via RIFs; that is not sustainable as a long term strategy. The senior leadership team for the most part is incompetent in my opinion. The CFO has no healthcare knowledge, the CIO has crashed and burned at several companies. Look at public records and you will see that the SLT is not buying Elevance stock, with the exception of one 2.3 mil purchase by Gail to shore up quarterly earnings, they have spent 400k total in stock purchases over the last year and are ditching their shares whenever that can. The chief security officer left, supposedly due to questionable behavior re in house self monitoring. The culture is very much a caste system where the SLT and their minions pass down impossible to meet goals and then also I believe misrepresent up the chain that goals are being met. RIFs are constant and are not communicated; it is like a horror movie where people are disappeared in the night. This results in the people who are left having unreasonable workloads and overall makes for a miserable culture. Many people who were hired fully remote and never went into an office were required to go in 3 days and wouldn’t be shocked if it goes to 5. Expect raises that don’t keep pace with inflation and cr-p bonuses. Advancement opportunities are also limited. If the job has anything to do with provider data, that is a mess. I would never do a call center job at this company. If you go in with your eyes open and limit yourself to 40 hour weeks from the outset and are able to manage your stress and understand from the outset that it is not you it is them; then perhaps it will be workable for you. I would strongly caution anyone who has underlying anxiety or an inability to compartmentalize against this company. You don’t mention percentage wise what the difference in potential salary is, I would perhaps see if you can negotiate with the other organization for a future increase.

Posted by @bg+1k8g1dfer, well said.

As someone that is impacted, Layoffs are a result of a failure of management to achieve their designed business plan/goals. Mine had more to do with my compensation than performance. Going forward I will understand the business plan and strategy before committing my labor to another organization.

1. Rehaul of management, not just top level, but middle management as well. There are so many dept with a high turn over rate and that's not just a legal liability but also affects our products, ethics and the workers motivation. The best indicator of a problem are not surveys it turn over.

2. Get better tech. You cannot expect efficiency and better quality in our products when we have terrible tech. Idk which genius thought it was a good idea to buy surface or Microsoft products for a fintech company that handles large data. We don't need Apple products but Microsoft is barely a top

   5.FIG/MS should have more collaborations since both deal with clients and may need similar softwares.

3. Better inner mobility. Some people have amazing talents that are being wasted in certain depts and may do better in another. This goes back to point 1, but I have seen amazing talent leave because their managers blocked them from moving depts.

The best indicator of a company's future is the company's inner work culture.

“Today is a moment to move forward”
“Lean on one another for support” “Let’s move forward” “as we step ahead together” “remove complexity” “Thank you for all you will bring to Target’s next chapter” “remove barriers” “move forward with purpose”

We f’n get it.

He’s still our CEO, is he not? If he’s not still acting as CEO until February then what are we paying him for?

New CEO said on the earnings webcast we need to be leaner as a company and reduce in areas that no longer make sense. As I’ve been hearing 20% reduction in employees over the next 2 years

Really! J become chairwoman.. so many laid off (some were so good resources),so many are still suffering under some id*t thanks to the reorg

“
“We are going to take bold and fiscally responsible action to redefine Verizon’s trajectory at this critical inflection point for our company. We will rapidly shift to a customer-first culture, one that thrives on delighting our customers,” said Dan Schulman, Verizon CEO. “These will not be incremental changes. We will aggressively transform our culture, our cost structure, and the financial profile of Verizon in order to put our customers first, compete effectively, and deliver sustainable returns for our shareholders.””

That is why it's going to he-l in a hand basket.

If you hear someone say, "im detail orienited" mentally translate that to "I probably focus on superficial details and don't have much in the way of abstract thinking ability and pattern recognition."

Squad lead roles in particular have been run over by these types. Always working. Always looking busy. Just not on the things that matter. And all this would be forgiven if they didn't have a nasty attitude about things.

Angry because things don't go their way, but too d-mb to figure out the problem or understand someone trying to give them advice.

thats it. thats the post

Feel sorry for you Amazon Bezos Bozo's who bought into all of the Amazonian bull cr-p over the years.

The Group Chapter Leads (GCL) role is proving to be counterproductive in our tech structure. Many GCLs, often promoted from non-engineering backgrounds like production support or testing, lack the essential experience in software architecture and delivery needed to lead technical teams effectively.

Instead of providing value, the role primarily adds bureaucracy. We should consider eliminating this redundant layer and consolidating its responsibilities under the Group Squad Leads (GSLs), who are better positioned to manage teams. Even Scrum Masters currently contribute more to team velocity and project success than GCLs do

Ths asian followed Titsford under his guidance and wrote the business model for the new farm then it all went south. A few months later he took a very early retirement (asked to step down). 34 billion dollar underwriting loss for 2002-2024……..omg…..

How is Stankey always consistently wrong?
He’s the one guy in the world who would flip a coin 20 times, call heads, and have it land on tails 20 times.

What a re--rd.

I mean the guy just saved Paramount and took on this immense task of building the studio back to its former glory. He has this massive weight on his shoulders being the new CEO, and now on top of it he’s forced to do lay offs? I just can’t imagine what’s going through his mind. I know layoffs are a guarantee with mergers, but still, it can’t be easy for the guy. I hope he’s doing all right and I hope we can show him some sympathy.

Why are there Lead Directors and Senior Managers that have no one under them in their org chart? If you’re neither “directing” someone or “managing” someone, it actually makes no sense—per the definition of those words—to have that title.

Remember the time powerful globalists were posting videos and blocking comments aka free speech. A true inspiration. This honorable leader was responsible for tens of thousands of Verizon jobs lost after this post too. Thank you for your service! https://youtu.be/apWnNV4eGik

Michael is the visionary we need to take TGT to the next level 10x.

Trust that I put all my eggs in him taking Target to the next level of our growth.

If you don’t think this please resign now as mediocrity is not acceptable.

There are a few Target VPs already posting on LinkedIn that they have new roles at other companies. They knew before us. Not only that, they knew like 60 days ago because they are already working at the new company. Probably got professional placement assistance. That's disgusting.
If you are at a lower level and are just being informed today, now you know how much Target values you.

A group of around 100 remote employees working in fraud and claims was told in January of 2024 that they would be laid off in the last quarter of 2025. Today they were told the layoff has been postponed through next year due to poor planning by the executive leaders. Basically they have been holding this over everyone’s head for two years waiting for them to quit so they wouldn’t have to pay severance, but they lost that game of chicken and are now backtracking (Average tenure in the group is 15 years). They hinted at hoping people would quit now multiple times in the meeting, saying “we understand if this doesn’t work for you and you need to quit, but you wouldn’t get your severance.” Just a stunning show of terrible leadership all around, bravo to the senior leaders.

Myself in multiple colleagues across the organization have had their performance review numbers brought down from 3.5s to 2.9. We have been advised that these decisions are being made from upper management.

I’d like to also advise none of us in our history with wag have ever received anything other than a 3.5 or above.

Anyone else having their numbers brought down? Or believe this is a just a tactic by Sycamore to prevent employees from getting any merit raise at all?

State Farm is really not even a legitimate business anymore. Scam! Insurance companies from P&C carriers to Health Care are run with no consequences because they have so much money and too much influence. I'm in U/W and I'm done in November as I was lucky enough to get the severance. My heart goes out to those that didn't. I can absolutely guarantee you that I try to destroy SFs reputation and brand at every single opportunity. It's bad in U/W but what they have been doing to claims folks over the last decade is down right criminal and it is getting worse. JF keeps talking about the past and rolling out Ed for nostalgia but he was right there with MT destroying State Farm. He started the fire and burned down the house now he is blaming everyone and trying to act like he didn't help do it. This place is a soul ki-ling machine and its "woke" completely incompetent workforce will be the end of SF. If you can, get out, cancel your policies and spread the word to anyone you can. They try to bring down and destroy good people working hard so don't feel bad about sending back the same energy they put out! Sc--w that place!

Can I just start by saying, what a complete sh-t show these last few days have been? They made us employees wait for days, ruin our mental health, and provide no information at all at how this would unfold.

Then hearing of this absolutely disgusting way of telling affected people by inviting them to a webinar, they disabled the chat, and the meeting audio not working? Wtf!

The icing on the cake is my manager just chatted our whole team and asked if we were safe from the layoffs…like, hello? Our management doesn’t even know if their teams are affected?

Whoever is in charge of this better be fired for their complete incompetence. What a damn embarrassment for the company. The new ceo, the board, and the executive team should be ASHAMED!

Just got an invite this afternoon to meet with my one other coworker (We’re L5), the SVP of our area and then our boss’ boss. No agenda, no details. Meeting is private. Seems really strange and now I’m stressed out again.

Looks like they are targeting sales channels now for late trimming after squeezing what they could. They eliminated customer service teams which effectively made customers lose their mind, the new guy Shah doesn’t care about his people or the customer and looks at them as a number. Lots of support lost and they are now not even letting customers cancel to fluff numbers. If you have to fake numbers and fire people to

Is Jeff’s past at Arthur Anderson bringing forth ideas about artificial inflation of earnings? Only time will tell.

Everything else has been a mess, from the announcement and the buildup, to the awful communication from leadership right up to the last minute. I dread whatever comes next. I really feel for those affected today, especially anyone in a tougher spot than the rest. Wishing them all the luck.

Just wanted to chime in as one of your corporate neighbors in Minneapolis. This is awful and we are thinking of all of you.

Curious if the comp package of your ceo and executive team will change—this is their mismanagement.

Hang in there, our team is disgusted enough to avoid lunch break target runs for awhile. I don’t think that I will ever spend as freely there again- thought they were good employers and corporate citizens.

Lets make TGT great again and bring back Mark Triton as COO to support CEO Fidelke and Chairman Cornelly

As if this approach to layoffs wasn’t bad enough, anyone else reflecting on all the attempted “feel good” moments at this year’s fall National and feeling even more betrayed? BC getting emotional about stepping down, humanizing Fiddelke interviewing his children and pushing the family man that he is, the constant preaching of bringing joy to all families, holiday magic, smiles, excitement, team target etc etc etc meanwhile, some of them knew this was around the corner?! I realize working in corporate America you have to have to be cold and manipulative to some extent because at the end of the day it truly is about the bottom line, but I can’t help but question how some of the leaders of this company could stand in front of us all with such happy & cheery faces knowing they were going to kick off the holiday season with mass layoffs.

Don’t need people commenting about their salaries and bonuses as to how they were able to do that. Obviously. Sometimes I just like to think they’re more human than they clearly are.

"Posting here on behalf of an employee who is working at Fid India (as this website only allows posts from within the USA)."
I am an L6 Principal Engineer in India and have spent the last 12 years at Fidelity, working across three different BUs. Over time, I’ve noticed a steep decline in the caliber of senior leadership at levels L7-8 and above. Their primary concern seems to be hosting “visitors” from the U.S.; the moment such a visit is announced, they go into “alert mode,” preparing PowerPoint slides, arranging floor walks and roundtable sessions, and coaching employees on exactly what they should or shouldn’t say. Most of this preparatory work is pushed onto individual contributors like me (L6 and below), but when these visits are deemed “successful,” managers usually receive all the credit—often in the form of a single congratulatory email or LinkedIn post from the visiting executive.
In prioritizing these presentations and visitor-focused activities, actual project work suffers. Those who create slides, manage schedules, or organize events are favored for promotions, while employees handling core technical tasks remain overlooked. Compounding this issue is that most senior leaders sit in Bangalore, leaving those of us in Chennai perpetually at a disadvantage.
Many of the managers in these tech teams either lack technical expertise or have allowed their skills to lapse, preventing them from contributing meaningfully to real project needs. Instead, they rely on strong presentation and communication abilities to secure positive performance reviews. This system rewards non-technical individuals, resulting in a leadership structure that is often incompetent and self-perpetuating. As a result, genuine technical contributions lose value, and the focus remains on “partner visits” and superficial, India-specific initiatives instead of substantive, technology-driven goals. This pattern holds across all BUs, with some business units experiencing even worse conditions.
I respectfully urge visiting executives to encourage senior leaders to focus on more meaningful work instead of devoting excessive effort to superficial presentations. Many of these orchestrated events offer minimal benefit and consume significant time that could be better spent on genuine product or project deliverables

There is a big employee meeting this week. Will the CEO be fully transparent and answer a lot of the tough and fair questions many of you posted on here. The CEO seems to be doubling down on keeping the BOD intact with no changes, keeping field sales leadership who have not lead and are reactionary and don't provide inspiring forward looking leadership and employee support, and head of Boca operations who is focused on the wrong priorities and on their pet side projects instead. The CEO is doubling down on all of this and net outflows are on pace to match last year. Leadership said the bleeding was done last year. Well that hasn't happened. That is why this meeting is so important. For the CFO, it is no laughing matter.

Penny spent some more of her displaced associates money today. Penny brought former St. Louis Blues player Chris Pronger in to the home office today to preach about the importance of what we do. Pronger said he needed financial guidance when he received a $7 million four year contract with a $4 million signing bonus at the age of eighteen. Penny and team are either tone deaf and/or just do not care. Penny has laid off people making five figures and trying to figure out which bill to pay this month by sending jobs to India. Penny has demoted some of her Enterprise Reimagined survivors who are now scraping by. Penny brings in a 51 year old ex jock who was a multimillionaire at the age of eighteen. This saga just keeps getting worse at the home office. Penny is just rubbing salt in the wounds of everyone affected by her Enterprise Reimagined project. How can Pronger give a speech about his financial life? Who did he think he was speaking to? Did he think he was speaking to a room full of Edward Jones ELT members who make eight figures annually? The most amazing part of Pronger's speech was when he said he too had navigate retirement woes. The man is 51. He could have retired at the age of 18 with his signing bonus if he wanted to. The home office has people literally making $40,000 per year and he is lecturing us about his retirement woes. Some of the people at the home office have been working there for decades and have no idea when they will be able to retire. They may have to work until the day the die thanks to Penny. Now, because of Penny, these people also have to look over their shoulders at the fear of losing their five figure job to someone in India. The change in culture from JW to Penny is absolutely stunning. Let's run down the cavalcade of rich people Penny has brought in to lecture the firm, Magic Johnson, Simone Biles, Hoda Kotb, and Chris Pronger. Penny said her biggest mistake was spending too much money when she first became managing partner. Penny is now slashing expenses (labor), but still wasting money which has nothing to do with serving clients better by bringing these people in who never say anything worthwhile or practical to their audience. Chris Pronger now runs a luxury travel agency in Chesterfield, MO. Maybe our displaced and demoted associates can put an application in with his company. I fear though only Penny and the rest of the ELT will actually be able to be one of Pronger's clients.

Optum's getting yet another CFO as the leadership revolving door keeps spinning. What can you all tell us about old Benny Boy?