#leadership

Any Leaders in the know. We only have one more day to accept or decline can you add any insight into why the email was sent today suggesting not to apply unless you were wanting to exit the company (in BOLD). I know many on here could use more clarification. by confused Onecenteamer

I really value this company, my role, and the population I serve. This job has provided me with incredible financial opportunities that I wouldn't have found elsewhere in my field. For those who are constantly negative about the company, I encourage you to seek out a job that better suits you. While the recent uncertainty has certainly been stressful, I am very glad leadership provided clarification on the VSP. I hope for the best for everyone moving forward.

Will JH need 1.21 gigawatts to fuel the flux capacitor for our trip back to the generalist future? Or perhaps it will run on the self congratulatory smugness of our latest carpet bagger C suite dolts?

These senior leaders do not realize or care that they are messing with people mental health. My anxiety is past my threshold. I can not focus and to top it off can’t enjoy my PTO from all this stress!

what a joke, she blames a fast-changing "AI-first world" and the need to "invest in high-return opportunities" for wiping out 700+ jobs, but she forgot to mention who those high returns are actually for.

Just two months ago, CDW’s board authorized a massive $1 BILLION stock buyback expansion and approved yet another heavy cash dividend... all to artificially prop up the stock price for Wall Street (which didn't even work. The company has plenty of capital; they are just choosing to sacrifice the employees who "got them here" to protect corporate profit margins so don't fall for their "aw shucks" Tiny Tim act.

To top it off, while she claims these decisions are "never taken lightly," there isn't a single SEC filing showing that she or any other C-suite executive took a penny of a pay cut (yes, this is all public information). Chris Leahy’s $15 million compensation package (an increase of 20% from the previous year, mind you) remains completely untouched while we get to take 100% of the hit.

These executives are evil.

It’s sad they keep Hans on for a year but won’t even sponsor an event helping domestic violence . His salary this year could sponsor easily the next 20 years of 5k

Many of you may not know Tom, he was the CEO before Chris. He was a brilliant guy who focused on winning and judged you on performance and performance alone. Tom was no BS, and had the unique ability to completely destroy you with just one disapproving look. He didn't have to say a word, just one look and you knew you sc--wed up. To Chris, you know the look I'm talking about and I hope right now, at this moment, all you can see when you close your eyes at night is Tom staring at you with complete disdain for what CDW has become.

I was performing, loyal and zero drama. I kept my head down, did my work and made great money for CDW. You? You are not performing, you are not keeping your head down, and you are bleeding cash for CDW. You are a disaster who ruins lives and an industry laughing-stock. You should fire yourself.

What legacies did TG and other recent retirees leave behind? Better or worst?

In the present leadership era, apparently it’s perfectly acceptable to drop a bo-b right before a holiday, and then make sure all VPs show out of office for the rest of the day so as not to be bothered by the peasants. Meanwhile, I’m sure they are using AI to figure out talking points on how everyone is valued, we’re still a family, blah blah blah…CDW culture, or what it once was, is DEAD.

Can onky imagine rhe Dan direct reports hiding in offices amd DEI Sr Directors using AI to answer " Now what?"

Really miss seeing Directors walking around Basking Ridge HQ parking lot claiming volunteer hours!!!

You work for the oligarchy. You will deliver.

(nothing personal)

The CEO with the worst presenting skills and personality ever is off. Apparently he leaves us in a position of strength…..

Every day, associates at BNY Mellon share raw, unfiltered feedback on TheLayoff.com—concerns about ongoing job cuts, shrinking mobility opportunities, and a workplace culture that feels increasingly uncertain. What’s striking isn’t just the volume of comments, but the silence that follows. People are asking whether Executive Leadership genuinely cares about what employees are experiencing or whether these voices are simply being ignored.

The Executive Committee has chosen not to acknowledge the discussions happening across these forums, and that silence speaks loudly. Associates want transparency. They want accountability. They want leadership to show that they understand the human impact behind restructuring decisions. Instead, the absence of communication creates more anxiety, more speculation, and more distrust.

So here’s the question for Executive Management and the broader community: If thousands of employees are expressing the same concerns, why is leadership staying quiet? Silence may be a strategy, but it’s not stewardship. It’s not engagement. And it’s not what a global workforce deserves.

It’s time for leadership to step forward, listen openly, and respond honestly. Employees aren’t asking for perfection—they’re asking for acknowledgment.

I am submitting my VSP today. Nobody is doing anything...leadership out constantly... its joe over. I might be on a generational run right now though... I was lucky and have a final interview for role outside of healthcare... I wont get into the specifics, but I do feel very confident based on all available information, and conversations with the hiring manager. No, its not iron clad, but its enough for me to take the leap and leave. Since I haven't had a bonus the entire time I have worked here.... the VSP would be nice. However, they really don't want anyone to actually be able to take it though. It takes a very particular situation to benefit from the VSP based on all of the restrictions. There is nothing HUMAN about executive's behavior. The lies. The condescending rhetoric. The "transformations." Its bogus and I am over it. I wish everyone the best of luck, truly.

Paychex President and CEO John Gibson discussed the current labor market. He shared his insights with 'Mad Money' host Jim Cramer. Gibson stated he currently sees no signs of widespread layoffs. He also indicated no signs of an impending recession. His comments reflect a positive outlook on the economic situation.

https://www.cnbc.com/video/2026/06/30/i-see-no-signs-of-layoffs-or-recession-says-paychex-ceo.html

Out as President of the Cigna group.

GOOD RIDDANCE!!!!

The continued restructuring appears likely to result in significant layoffs. My concern is that experienced leaders with valuable institutional knowledge are being replaced, increasing the risk of poor decision-making and execution. I hope leadership carefully considers the long-term impact on employees, customers, and the business.

McKinsey is the devil and Jonathan Riguad is their Dutch plug. They are the epitome of if GPS told them to turn right into a lake they are surely drowning. Abysmal

Our Free Cash Flow is heavily bleeding at negative $23.7 Billion because management is dumping $55.7 Billion straight into AI data centers. To balance headcount will drop 13% from 162,000 down to 145,000 and slowly reduce near 130K+.
You have few direct reports with VP, Dir, Snr. Dir, Mgr titles (or) in legacy divisions you might be the high target. QA's, Release engineering teams, Release managers pack your stuffs.
If your org is in re-skill zone, the leadership team can expect a heavy restructuring here.
I doubt Oracle has better pay or hike plans in near future till it resolves its debt.

My manager seemed very stressed out today while dumping work on me. He said that a big wave is coming on July 16 and that he does not know his or anyone’s future at this point.
I do not even feel like working for next two weeks. Problem is that he is still expecting us to work on full 100% throttle.

Leadership is creating very toxic work environment.

Congrats to T Leadership for tanking AT&T Stock to new 52 week low — looks like all the layoffs, corporate real estate selloffs and cost cutting is paying off. Only T executives could get paid millions for running the company into the ground.

Does anyone have any insight on what is going on in Midstream! The uncertainty of where leadership is going to land and how that will affect the way that things are currently operating

why does dan and the board allow special advisor hans vestberg to post his vacation pictures golfing in sweden and attending the world cup?

Has anyone else noticed the growing toxicity of offshore leadership toward onshore FTEs, especially Americans?Or is everyone just too afraid to say it out loud?
Today, I had an encounter with my offshore director that was so profoundly disrespectful it finally pushed me to write this. It makes me wonder: does HR even care about what’s happening on the ground, or are they deliberately looking the other way while the culture burns?
What we are dealing with right now is a leadership vacuum that has been filled by toxic office politics. With offshore Indian teams, there is a pervasive lack of transparency, a culture of deceit, and managers who think it’s perfectly normal to lie and backstab to protect their own metrics. It’s a completely corrupt way of operating, and the onshore employees who actually care about the product are the ones paying the price.
Let me be clear: I understand the business case for outsourcing specific, targeted positions. That’s just the reality of the modern tech industry. But outsourcing pretty much entire scrum teams? That is a massive, fundamental mistake.
The drop in quality isn't just noticeable; it’s alarming. The code is suffering, the communication is fragmented, and things are getting visibly worse with every new offshore hire we onboard to replace an onshore FTE.
Leadership needs to wake up. They are treating this aggressive offshore push like a brilliant cost-saving measure, but in the long run, it is going to be the most costly mistake this company has ever made. If they keep letting this toxic management style run unchecked while sacrificing quality for cheaper labor, they are going to sink this ship straight to the ocean floor.
You can't outsource a bad strategy, and right now, the strategy is broken. Of you expect people from a broken system and from one of the most corrupt countries in the world to save this company you are TOTALLY wrong. Everything they ever touch turns to dust. The ONLY thing these people are interested in is their wallet and will do anything to make sure it's fat.

July 16 has been confirmed as a notification day. GN&T is expected to see significant reductions, with the WNO Operations Support team anticipated to be among the hardest hit. The anticipated changes follow longstanding project management challenges and leadership issues that have been building over time.

One of my colleague and I was terminated on March and 30th June was the last date. I left fis today and my other colleague got in to some other team inside fis even the skills are not matching and the work isn't related at all. I am wondering how the hiring manager and the leadership approve such things to happen!! This is just terrible place.

The stock is completely fu---d, which is his only job. How is this guy still employed? It’s absurd that he thinks he has any respect from any employees.

EH is the right leader to turn this ship around. Very proud of him!

PM gone. LSS is the largest part of PA. Hard to figure out why.

..price increases, a new 52 week low stock price every day, sowing distrust among the employees, lack of leadership in the top 3 tiers, running the CFO off, sc--wing up the Firstnet. Did I miss anything? Is it even possible to perform more poorly?

What happened ?

Not that I'm surprised and it isn't shocking that earnings were dismal and the stock is falling fast. What's next? The Dow replaces Nike? This is a sad time for Nike. I pray for a recovery.

heard aggressive targets have been given on headcounts to svps...

The Vz Board needs a complete overhaul based on performance.

Today in WSJ you can read how JP Morgan Board and CEO Jamie Dimon named actual candidates under evaluation for next CEO when Jamie retires.

Meanwhile Verizon Board removes Hans and allows for a hostage video from a broom closet to announce immediate removal from CEO roll.. but not before $24M payment.

The fact the Board had zero transition plan and actual promoted from current Board further highlights the Boards failure.

The stock trend to $30 further validates firing Board.... we need Shareholders and PE investors to take over.

Why the F do we have a Chief Growth and success officer?

We're so top heavy its laughable now

What an embarassing situation for them.

At DXC, "synergy" isn't just a buzzword—it's a religion practiced by middle managers who haven't approved a single decision since 2019 without first escalating it to a steering committee, which then escalates it to a governance board, which schedules a follow-up to discuss whether a meeting is needed.

The performance bell curve is so aggressively steep it's basically a cliff face. Somewhere around the 99.9th percentile, perfectly balanced on the summit, sit exactly two people: the CEO and whichever golden-boy lieutenant he's decided is "strategically essential," each pocketing a multi-million-pound pay bump for vision and leadership the rest of the org has never personally witnessed. Everyone else is distributed along the rest of the curve like sediment, fighting over a 1.8% pool increase and a "thank you for your resilience" email.

The org chart resembles a conspiracy theory corkboard: red string everywhere, nobody quite sure who owns anything, and at least three VPs with "Transformation" in their title who have personally transformed nothing except the breakroom coffee machine, replaced with a worse one to save 4% on facilities spend — savings presumably redirected straight into the summit-dwellers' bonus pool.

Project deadlines run on a unique temporal model where "Q3 delivery" means "Q3 of an unspecified future year," and the only thing that ships on time is the all-hands email reminding everyone "we are one team," sent forty-five minutes after a quiet round of layoffs nobody mentions out loud.

Ask anyone what DXC actually does and you'll get a 20-minute answer involving "digital" and "transformation" that explains nothing, followed by a sigh, followed by them asking if you know of any open roles elsewhere — preferably ones with a flatter curve.

Recent LinkedIn slop post by Mike Whitaker that perfectly explains why the Citi MDs that have no clue get the seats that they have:

“Nobody is going to manage your career for you.

I wish someone had told me that in 1980 when I walked into NatWest as a junior office worker.

Instead, I spent the first few years of my career believing that if I worked hard and kept my head down, the right people would notice. That the system would reward me. That someone, somewhere, was keeping track.

Nobody was keeping track.

Here's what I've learned across 45 years and thousands of careers watched, and developed:

The people who progress are not always the most talented...

They're the ones who:

→ Know exactly where they're heading and why
→ Build relationships before they need them
→ Move towards discomfort instead of away from it
→ Think two jobs ahead, not just one
→ Refuse to let their current expertise become their ceiling

The people who plateau are often the most capable people in the building. They're just waiting for someone to tap them on the shoulder.

That tap isn't coming.

I've sat in boardrooms where promotion decisions were made. I can tell you — the conversation is "who's ready?" And readiness is something you build deliberately. Nobody builds it for you.”

I’m curious what conversations are happening across the company. Have your leaders:

• Told you they expect your department to be relatively stable?
• Suggested your area could be significantly impacted?
• Discussed how workload, business need, or performance may factor into future decisions?
• Or are you getting little to no information?

It seems like communication varies dramatically depending on the department, and I’m interested in hearing others’ experiences.