#leadership

are employees seeing any improvements in the work environment with the new leadership?

In my experience, sales leadership at Dell has become heavily weighted toward internal compliance, forecasting, quota enforcement, and protecting the company’s financial objectives, rather than developing and advocating for the people responsible for generating revenue. There is limited understanding of the individual seller’s business, customers, pipeline dynamics, or long-term career goals.

Effective sales leadership should add value by coaching, removing obstacles, advocating for appropriate compensation and advancement, challenging unrealistic quotas, helping resolve compensation issues, and developing talent. Too often, those responsibilities are secondary to simply managing the number and enforcing corporate direction.

The result is a management structure that can feel more administrative than leadership oriented. When managers are unable or unwilling to advocate for their people whether around promotions, compensation, quota fairness, career development, or legitimate business challenges it raises a fundamental question about what incremental value that layer of management is providing to experienced sellers.

Strong sales organizations need leaders who develop people, understand the business, advocate upward, remove barriers, and lead by example not simply communicate decisions downward and hold sellers accountable for the outcome.

Although I generally agree with the sentiment towards Sarah London, this would not have happened if our elected officials had crossed party lines to solve the issues with the cost of health insurance. Thanks to our friends in DC, people lost health coverage because it is unaffordable resulting in businesses losing business, resulting in the workers long jobs.

After reading so many posts about toxicity, internal politics, work culture, terminating good employees and demotivation. I am curious as to what is the leadership mindset? Have the good leader beed fired too?

Sentara Health is laying off approximately 220 employees due to operational needs. This reduction is part of a larger elimination of 400 positions, with many already vacant. The company is discontinuing certain Medicare Advantage Prescription Dr-g plans at the end of the year. A third of the affected workforce held leadership roles. Impacted employees were notified and will receive at least 60 days' notice.

Virginia Beach, Virginia

https://www.wtkr.com/news/in-the-community/virginia-beach/sentara-health-announces-plan-to-lay-off-200-employees

When the Storm Hits, Stand Tall

I know there is anger. I know there is confusion. I know there are people walking into this week carrying disappointment, fear, and a whole lot of unanswered questions.

Layoffs hurt. Watching positions disappear and seeing people you respect suddenly face uncertainty is hard. And honestly, it is hard not to want to lash out.

But as we walk through this storm, remember something: you are bigger than this moment.

Take the knowledge you gained. Take the experience. Take every challenge you overcame and every lesson you learned, and use it to build what comes next.

It is okay to be angry. It is okay to be hurt. Acknowledge those feelings, but don’t let bitterness become the thing that carries you forward.

Because bitterness doesn’t hurt the company. It doesn’t change the decisions that were made. It only weighs down you.

So show the world what you are made of.

Be the leader. Be the supervisor. Be the mentor. Be the coworker who reaches back and helps someone else stand up. Be the strength that so many of us have already seen in you.

Hold onto something during this difficult time. Your experience. Your character. Your family. Your faith. Your dreams. Your next opportunity. Whatever gives you a reason to keep moving forward.

And remember: sometimes a company’s loss becomes the beginning of your greatest opportunity.

They may have made a decision about a position, but they do not get to decide your worth, your future, or what you are capable of becoming.

We are stronger than the anger.
We are stronger than the disappointment.
We are stronger than this storm.

Let them have the corporate game. We’ll take the lessons, keep our integrity, and build something better.

Hold your head high. Keep moving forward. And when you come out on the other side of this, make sure you recognize the person who refused to let a difficult chapter define the rest of the story. ❤️

Fear tactics, low morale, revolving door, broken trust... All of which BNY leadership has hit, and then some. We need a completely new leadership if things are ever going to improve.

They could have added a zero to the six and nobody would have batted an eye. We have so many completely useless VPs who are somehow always safe. Not hard to figure out why. (hint: nepotism/cronyism)

When I first joined, there was a real sense that people cared about the work and about each other. That's mostly disappeared now. Years of changes have completely stripped away whatever it was that made the place special, and we're now at the point where loyalty and experience don't count for much. It's depressing watching a company lose the culture that made people want to stay.

I've seen people move to positions with more money and more prestige, and most regretted it because in the end, it cost them their families. Fiserv is not kind to anybody, and the higher you are (outside of the C-suite, of course) the more you're expected to do. I'd rather have my time than their paycheck.

Mehta couldn’t even be bothered to attend the Town Hall in Camden today. Left Nino swinging in the wind…

No president's club this year!

Apparently everything is going great blah blah blah. Not one mention of the stock imploding in July and $70B of IBM market value evaporating. My take away is that these "leaders" are professional liars and con-men/women.

Why so many executives and team members from Network moved under Vivek?
What’s the end goal ? There is Network SVP reporting to Vivek. They used to be peers.

Any leaders willing to share info from the town hall later today???

For those of you who were asking for her departure your wish has come true. D. Fleming is “retiring” another EVP bites the dust. So when will Tom bite the dust?

I work as a nobody sitting on the SLT floor everyday. They don’t even like using your bathrooms and call people that don’t work on the SLT floor “the people down there”. Do you think they care about anything you write here? They are too busy group texting each other d-mb selfies from sports game suites.

If the buzz is true, a lot of SLs are facing a demotion to G7 or getting cut, but the group squad leads will probably keep their G8 status.

Thanks for attention to this matter!!!

I keep reading these posts about Verizon having once been a utopian workplace and a pure meritocracy. I joined in 2010 and it was anything but. It was more profitable and had a better network than its competitors but it was no meritocracy. There were lots of incompetent "leaders" and DEI had nothing to do with it because they were not minorities. It was also very cliquey.

So when was this mythical golden age that I missed out on?

Overworked teams, siloed decision making, two inept VPs. When will things change? These changes post re-org have made everyone feel miserable and the work has suffered.

Where to begin? Are you looking for a masterclass in how to turn a talented team into a dysfunctional organization? Congratulations, you found it in the L3Harris talent acquisition organization!

Talent Acquisition should be strategic and proactive arm of a successful company. Instead, this feels like a live demonstration of what happens when leadership has big ideas but no strategy, opinions but no expertise, and meetings (so many meetings) but somehow still doesn't understand basic communication.

There is a remarkable disconnect between what leadership thinks is happening and what is actually happening. Decisions are made without input from the people doing the work, priorities change without explanation, and initiatives appear with little strategy, ownership, or understanding of execution. Don't even get me started on the metrics they make up on a whim with 0 insight or strategy.

The most impressive part is the confidence these "leaders" have. They repeatedly demonstrate a fundamental misunderstanding of the problems they're responsible for solving and somehow remain completely convinced they're solving them.

Strategic planning seems to mean reacting to the latest fire or "urgent request from senior leaders" and then wondering why everyone isn't following a plan nobody actually understood.

Accountability? Apparently still in beta testing.

Communication isn't much better. Important information is unclear, inconsistent, delayed, or shared after decisions have already been made. Teams operate in silos, employees fill in the blanks, and knowledge sharing seems to depend on whether you happened to be invited to the right conversation.

For a TA organization, the lack of knowledge sharing is almost impressive and leadership is still at the helm, proudly steering a ship that has been sitting at the dock for years.

The frustrating part? There are genuinely talented people here. People who care about recruiting, candidates, the business, and doing great work.

Good luck

Doesn’t bode well for J2 when he wasn’t even invited to the call. Clear ego-rift forming.

Hans special advisor contract extended another year. I guess management feels it would be cruel to lay him off during a tough job market

Any managers care to share what gets communicated to them on cutting employees? Any of that happening in the near future?

https://www.stocktitan.net/sec-filings/VYX/form-4-ncr-voyix-corp-insider-trading-activity-3ddd2f96fcb7.html

The SVP in charge of BH, Product and Dental was just let go. This follows multiple senior leaders in Product and Dental being pushed out earlier this year. Is E.B.’s departure a sign of the next big wave of bloodshed? (Not that I think she was a big loss.)

This garbage company and its garbage M&A under existing leadership have destroyed it. If this company... and its incompetent corporate development team under even more incompetent leadership and a clueless board... could evaluate opportunities half as well as its peers, maybe it wouldn’t be in this situation. Instead, they have a bunch of unqualified people running business development under GM and Skippy, who themselves apparently can’t add, subtract, multiply, or divide.

Will re-join the sandpaper lab this fall (worked there 8 years ago). seen lots changed in 8 years. All managers, from VP to supervisors, are new faces from CRPL, and all senor technical folks are new faces. Talked with some folks in the lab and they are not much friendly. Met few old friends who are still working there but seems not very happy either. not sure it is a right move.

Each Ford Motor Company employee’s job is to make Bill Ford and the Ford family rich.

That'd be it. That's the post.

Nothing else matters, not you, not the customer.

All that remains to be seen is how many of her flying monkeys will remain and if there is anything left to be salvaged at Paradigm after the last disaster of a year.

I feel like I've drank some poisoned coolaid at the FY27 kickoff. Ever since the last round of restructuring, layoffs, optimisation or whatever the fu-k else you wanna call it the company processes have ground to a screeching maniacal halt. Sales? Unexistant. Licensing? Can't provide you with a license, can't tell a license for two completely different products apart, need to involve 50 people to provide a client with anything. Developers? Now part of Support?! Support? Can't hear a squeal out of them unless you invoke an ancient Latin spell - oh wait thats just all of their senior management's names im writing in the CC of this email, not Ancient Latin. Do they have the clients locked up with a g-n pointed to their head to keep signing up for these dorky a-s shifty products or something??? Every day in this company is like a Benadryl trip where any issue I have needs to be solved by the hat man I keep seeing with the corner of my eye that apparently doesnt fu--ing exist. Absolute misery.

At what point do we employees just stop playing along with this ridiculous RTO policy?

Seriously, what happens if we collectively decide that enough is enough and stop treating 5x RTO like it’s some sacred commandment?

They can’t fire everybody. And if they tried, they’d have an even bigger problem on their hands - like a massive talent and productivity disaster worse than we are already seeing.

The irony of this whole thing is “leadership” has created a policy so unpopular that the only thing keeping it functioning may be the assumption that everyone has to comply individually.

Maybe it’s time to start asking what happens when employees realize they have leverage too.

Five-day RTO isn’t inevitable. It’s a BS policy no others in the industry follow. A policy we didn’t even follow ourselves for decades before Covid, and policies can be changed. Maybe that’s what it takes.

The vast majority of people who remain here are just waiting for MR75 or to see what happens with leadership.

There are a lot of employees hoping that when Stankey is gone and a new CEO comes in, one of the first things they do is take a hard look at this completely overextended RTO policy.

Because if the new leadership comes in and decides to keep five-day RTO, I don’t think we’ve seen anything yet.

There are a lot of people who are tolerating this right now because they’re hoping the policy changes. Take that hope away, and you’re going to see a lot of people make their exit at the same time.

And that’s when we’ll find out just how much talent this policy has actually pushed toward the door.

AT&T can change course or keep doubling down. But I genuinely believe the consequences of this decision will become impossible to ignore by 2028.

This company may sink or swim based on what happens with RTO. You ain’t seen nothing yet!

My dept is losing high quality high performing employees. In my personal experience, my PL is an airhead that has absolutely no idea what they are doing. Has earned his title by faking it up the corporate ladder and with our losses they are not capable of picking up the extra work around. Is Centene reviewing the anon employee surveys. This would shed light on a trend that PLs are aweful when it comes to helping us get our work done. I wish these people would be let go of first. Thoughts? State your dept/state

anyone have experience working with an attorney to negotiate your severance package? trying to see if this is worth my while. also leadership is threatening not to allow me to use my vacation time during the last two weeks, even though the language in the severance paperwork is vague and says vacation/sick cannot "typically" be used during your last 2 wks..work with your PL if "unique" situation. Thanks all. I am so ready to be done with this mindf*ck of a place.

Arizona employees — we see what’s happening.

Arizonans, we want to hear from you.

Leadership keeps telling us they “don’t know” what’s happening, but then how do they explain all the background changes?

You don’t make major structural changes unless you’re preparing for something.

And it’s starting to feel like leadership genuinely believes employees are too stupid to notice.

Someone crucial to the daily and long-term operations of our team was let go today in a RIF. Our work will slow down and become more difficult because of it. Those we support will feel the consequences, too.

Don’t let anyone tell you that those let go are only the bad employees. This was someone with years of dedicated service who performed at a high level. Leadership at this company is only interested in a short term gains. There is no longterm strategy.

Are you feeling connected? Energized? Valued?

Do you feel as though your L21 efforts are improving things for our customers?

What do we think Earnings and Forcasts will show and will the baton pass to G2?