#leadership

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?

While forcing employees to return to the office and laying off office workers, the director of security response and his direct report have been working from home in their sweatpants from Texas for years.

We are never getting free of him. That SETH answer was pretty much “I don’t want to retire, the board is happy with me, your happiness doesn’t matter, take your extra money and shut up”

You heard it here first

I want to know if direct PLs were given any say in exactly who they let go from their teams. I’m also just curious about the criteria for who stays and who goes in general. Were you told a number or a job title you had to RIF, were you given exact names, was it based on past performance, etc?

My team lost its newest hire (who was honestly great, so I’m bummed for them) plus someone who’d been around for 5-10 years and was admittedly unexpected — unless PLs got to choose.

Been here for six years, top performer, got zero promotions. "Promotion coming" has been a chorus I've been hearing almost weekly for the past three years. And yet here I am, still waiting. If you want to grow your career, make sure to stay away as far as you can from Cigna.

So Cameron is interviewed by “Business Roundtable” who in-turn post on their LinkedIn page , QUOTE- “ The American Dream is all about opportunity, the belief that with hard work, determination and the right support, you can really accomplish anything in this country “ -Cameron Brady

Are you kidding me ? What kind of lies from the straight pits of he-l is this non sense and did McKinsey write that for him . Tell that to the countless bodies, families and lives shattered over the last years since his tyrannical leadership and 1000’s of folks ( many really good folks ) laid off after their “hard work and determination” got them a big fat RIF.

Nobody that has any sense and knows Global Payments believes this cr-p and is drinking this kool aid juice are they ?

I've had years of promises, and zero results. I'm tired of all the lies and watching incompetent people get ahead.

Can we get rid of fake teams and fake jobs? We failed when we started allowing leaders to hire their friends, their cousins and their sons girlfriend. Interviews are just a check the box now. They know who they are gonna hire before they even post the job and we are posting jobs that are fake!

Then you have teams that are comprised of a bunch of project managers that have no clue what they are doing other than creating more work for those of us that have real sh** to do. If EH actually stuck his head in as an impromptu and started to look hard he could get rid entire teams that are worthless.

Rifd PL here - do not stay. The plan is to remove as many paychecks as possible in the upcoming months. I see several posts stating management told them they’re safe. There is a reason they are using specific wording. They will not backfill all positions needed. They will utilize temps and continue bringing in outsourcing/ai.

Sarah wants profits so she doesn’t lose her seat and upcoming changes won't save her so she will continue to cut cut cut on top of the already projected plan to continue to reduce the workforce. I’m sorry “simplify” the workforce.

Only thing simple is that she is simply failing this once highly rated company.

Other leaders don’t say it to you all enough so I will, thank you. The workforce is what made centene great. It will never be the same once she’s done. I’m happy to be starting fresh.

Goodbye Centene and good luck to the people who made it great. Save yourself and get out before they pull your number. It’s not if, it’s when.

Sarah needs to step down. That’s it, that’s the post.

What were the main mistakes they made? I’m curious to hear others’ experiences. Not “everything” is an answer because it’s too obvious. At least last year, they provided reasoning for the new formations and changes. It felt more coordinated and thoughtful. This year, no one still has any idea what’s happening.

It is poor leadership from people who lack real leadership experience.

Any word on the employees and leadership of this department?

So my boss left last Friday, and not gonna lie, I think a lot of people are wondering what happens to the team now. He was basically the person driving most of the strategy and a lot of the ideas, and he was always pushing us to question the process or just find a way around it if it was getting in the way. Which honestly was sometimes really helpful, but I also think it rubbed a lot of people the wrong way and he probably burned a decent number of bridges. I’m still pretty early in my career, but it’s hard not to look at all of this and feel like the bigger issue is that there just isn’t a super clear strategy from the org. I’ve heard way more people frustrated about the lack of collaboration and alignment than I would expect, and now that the person who was basically setting the direction is gone, I think everyone is kind of sitting here wondering who’s actually going to drive things now. Feels like the writing is kind of on the wall....

I was told the ISP is done for my department so I'm safe. But makes me wonder for how long. I just started at Centene in April after being laid off from another company. I'm so burnt out. I'm acting happy and taking on extra work but my morale is gone. I don't know how much I can handle the lack of ceos caring about their employees.

Detroit Employment Solutions Corp. is grappling with a significant budget deficit and has laid off a third of its staff. The agency's financial troubles stem from expired COVID-19 recovery funds and accounting missteps. Key leadership positions, including CEO and CFO, are vacant or have recently changed. Despite these challenges, interim leadership asserts that direct services to Detroiters remain unaffected. The agency is now focused on cost-cutting, fundraising, and filling critical leadership roles.

https://outliermedia.org/detroit-at-work-job-training-unemployment/

LC is absolutely the worst CIO imaginable. A sack of trash would do a better job. Who ever hired him should be fired as they are terrible leaders for getting such a bad leader. We all know its MW and he's terrible himself.

https://www.linkedin.com/pulse/human-side-disruption-kate-johnson-ecgic?utm_source=share&utm_medium=member_ios&utm_campaign=share_via

The new ecomm chief means Yael is replaced or demoted right?

Remember when Srini gave you that line of bullsh-t, when in reality he’s just here to try to complete a merger.

How can an “analytics” company have negative stock price performance and consistently declining revenue for over a decade? This is a high growth market. The leadership is poor and the board is apathetic. This is embarrassing.

After some reorg and layoff rounds, we have changed many managers into technical lead role at DPD even though they know nothing on technical. Is that why VSO/Optimus/X400/Santorini/Hydra fail? Are we having layoff again in September or October?

Cybersecurity company Rapid7 has announced significant staff reductions. The company is eliminating 12% of its workforce. These cuts follow the recent appointment of Wael Mohamed as CEO. Mohamed assumed leadership shortly after a settlement with activist investor Jana Partners. The article does not provide further details on the reasons for the layoffs.

Boston, Massachusetts

https://www.bizjournals.com/boston/news/2026/08/10/rapid7-layoffs-new-ceo.html

Just found out the upcoming Sept 15 layoff list for our team is being decided by the part-time, remote people manager after the recent reorg.

It just proves how toxic and out-of-touch leadership has become. This company has completely deteriorated and lost its way. Honestly, getting laid off might be a blessing in disguise at this point. It’s time to say goodbye to this place. Good luck to everyone on the 15th.

The company is clearly broken. Nothing is working together, and the strategy isn’t driving growth. That starts at the top. So, how much longer does EH have before being replaced?

This deserves its own main thread not buried in comments on various ones. It’s no coincidence why things have been a fu--ing sh-t show circus since he came. I’ve lost trust and respect for this company, it’s truly sad how much damage has been done to moral for everyone in technology.

Employment at Apache ended within the last year

This week at my new company I mentioned how we did something back there. A new coworker who never worked there asked me "I don't mean to judge because I'm sure they have good people, but how the HE-L does (CEO) still have a job?"

I truly want to thank the leadership team for finally ending the nightmare of a productive, comfortable home environment. I’ve desperately missed the thrill of the morning commute and the illusion of "cross-team collaboration." Since my ultimate goal is to never leave the building, please let me know if I can volunteer my weekends to help the janitorial staff empty the recycling bins. I’d hate to miss out on even a single second of this vibrant workplace culture

The NJ market is such a mess. The lack of effective leadership is evident, and there is very little transparency. The culture can be incredibly cliquey, and some teams are unnecessarily difficult to work with. There seems to be very little consistency or logical direction, and overall the environment has become extremely frustrating.

Ever since I have been here there have been constant re-orgs, executives either shifting around or departing the company, budget cuts, unreasonable financial objectives, and (seemingly) high turnover. Everything kinda seems backwards and counterintuitive.

Is this normal at every company within every industry? Is this just typical corporate maneuvering? I have only ever known LHX.

Thanks current leadership! Nice job!

I gave Nike 25 years. In the end, I had to leave a job I loved because the systems built to protect employees chose to protect the company instead.

The culture has become toxic, and Nike wants employees to just accept it as the norm.I wasn’t willing to. And I don’t think you should be either.

Speaking up was the hardest thing I’ve ever done. I knew there was a real chance I’d be retaliated against and discriminated against in the very environment I was reporting on. I did it anyway. I filed three formal complaints. Each one can be more than substantiated. Each one was overlooked and ignored — because my boss believes she’s untouchable, protected by the VP she reports to.

Here’s what I’ve learned: addressing problems at Nike isn’t actually possible from the inside. HR, ER, People Solutions, Legal — they exist to protect Nike. Not the employees who trust them enough to come forward. All of these teams report into EH. And when they ignore and disregard Speak Up complaints, they aren’t addressing the real problem — they’re protecting it. The real issue was never me. It was leadership.
People shouldn’t have to leave the job they built a career on.

I had no choice but to leave. And now I’m working with the EEOC to fight for my rights. The rights that Nike didn’t protect. Nike is paying outside lawyers to do damage control — a cost to their bottom line, and a cost to what they claim to stand for. That’s the price of ignoring the truth instead of addressing it.

What ever happened to “do the right thing”? Instead, it’s “know the right people.”
I documented everything. I stood up for myself. And the truth doesn’t lie — even if it takes a judge, jury and a courtroom to prove it. I won’t back down. That’s what Nike wants all of you to do. Don’t be weak!

To anyone inside this culture reading this: not speaking up is also part of the problem. I know it’s scary. I know the odds can feel stacked against you. Do it scared. Report it anonymously if you have to. Go to the EEOC when the internal channels fail you — because they will.

One complaint is easy to bury (mine is not buried) But if enough of you are willing to be vulnerable and speak up, the EEOC will see the trend. Patterns are harder to dismiss than individuals. That’s how systemic problems get proven — not by one voice, but by many pointing at the same thing.

And stop expecting Nike to do the right thing on its own. They’ve already shown you they won’t. That’s not an expectation you should be holding onto anymore. This isn’t about fairness — life isn’t fair, and I’ve stopped waiting for it to be. It’s about something more basic: the right to work in an environment free of hostility, where you aren’t being discriminated against or retaliated against for telling the truth. That’s not too much to ask for. It’s the bare minimum. How low can Nike go?

EH knows this is systemic. TH knows. LT knows. RL knows.

I’m one person. But this toxic culture has become the norm, and it is not okay. I’ll keep fighting until justice is served — because I did the right thing and I don’t have to stay silent about it anymore.

Just do it. Speak up. I see you!

Then it's only because you couldn't ever get a similar type of role at another company, right? I'm genuinely trying to think if there is any other reason. Seems like if you were able you would be long gone by now...

Under HK’s “leadership”, U.S. Bank has gotten so desperate as to schedule unsolicited client appointments on bankers’ schedules.
Unbeknownst to the banker, the client has not requested any appointment. The banker calls the client, thinking that he or she is an interested client seeking U.S. Banks services, and instead gets an earful, informing them that, in fact, they requested no such appointment and in some cases haven’t solicited U.S. Banks services in years.
Sometimes up to 4-5 appointments getting added to banker’s schedules, all of them undesired and unsolicited.
So the bank’s new approach is essentially spray and prey.
How much further a step is another account opening scandal from this type of conduct? GK must be so proud.

But it's certainly working hard to take that title. I give it another year or two of this direction and we'll have it.

In reading all of the forum posts on Centene lay-offs, the one common denominator is how the lack of information, misinformation and blatant lies has systematically destroyed the morale of almost every employee who has/or currently worked there! The level of stress the employees have had to endure seems unnecessary and borderline cruel. So much for a CEO that preaches transparency and doing the right thing.

Managers are aware of what’s happening but they pretend they don’t. For certain leadership got to choose who stays and who goes. It doesn’t seem to amaze me coming from this toxic environment. I knew I was going to get this call today and was on top of the list. Leadership is intimidated by people who speak up and don’t brown nose. I know that I will definitely find a place where I will be appreciated and valued!

Visa recently conducted a significant workforce reduction, impacting approximately 7% of its employees. This restructuring effort involved the elimination of around 2,600 positions across various levels of the company. The cuts included a notable number of senior roles, such as six vice presidents and 37 senior directors. Company leadership cited evolving work methods and the influence of artificial intelligence as key drivers for this organizational change. These layoffs occurred alongside the company's fiscal third-quarter earnings report and a substantial acquisition.

Foster City, California

https://hrexecutive.com/visa-layoffs-reach-senior-ranks-including-six-vps-and-37-senior-directors/