#managedout

Do I have gripes about Dell? Absolutely. No company is perfect and no company will ever fulfill ALL of your wants and needs.

I've been here for almost 7 years now and in all honesty, can't say I have any major complaints. My manager is fkn AWESOME. I have more flexibility in my job than I've had anywhere else. I have 5 weeks of PTO, good benefits, and love the $500/year fitness program bc I just buy random cr-p, then get reimbursed and return it all lol.

My orgs exec. leadership is pretty awesome and are as transparent as legal will allow them to be. We aren't required to be in office 5 days/week but rather 30% of each quarter.

I enjoy working with EVERY person on my team along with almost everyone I indirectly work with.

I've gotten about 25 THOUSAND dollars worth of training out of Dell. idk, I guess I'm not seeing why there is so much hate towards dell? Most of it seems to come from the sales org, which I mean... I feel like that's about standard at any large company.

My complaints is that Dell is still acting as if they are in "covid time."

• Restricted travel and/or going to conferences - unless you have a VP as a title, for the most part!
• Promotions have been MIA since 2020, at least for those in the US..
• My raises have never been below 7% for the last 6 years, my last one was only 4%
• My org NEVER seems to have any budget and my org happens to be one that, while not on the frontline/customer facing, kind of protects the money and information from hackers.. Not my problem though. idgaf as long as I'm getting paid.
• Dell has ALWAYS been a hybrid company... 3 days in/2 at home. Why the sudden change in policy for 5 days in office after you forced us to go remote for 6 years, forcing us to change our lives around, then telling us that they don't forsee in office work in the future? Only to do a 180 6 months later...
• Dell has no identity. They follow and do what the BIG companies do - MS, Google, FB, Tesla, etc... rather than do what they think is best for their own employees. Hence the 5 days in office policy.
• They think AI is going to be their savior but, Dell's AI is literally HORRIBLE. 99% of Dell couldn't give two logs about AI and they keep shoving it down our throat. Which speaking of, Dell is SO far behind in the AI world it's hilarious.
• I don't think dell gives a single cr-p about the employees (IC's anyways) and it's obvious the Tell Dell results don't matter to them.
• They pay to have their company listed as a "Top company to work for."

For me, those are my gripes but in all honesty only a few of them affect me as an employee. The rest, idgaf.

Why centene managers are doing more micromanagement and have very high expectations. Is there too much pressure coming from top management. I have never worked with any company with this kind of work pressure

One person says one thing, another says the opposite, and somehow the work still has to get done. I thought that the guy who told me when I first joined that 1% of the people do 99% of the work was joking. It took me a year, but I finally realize he was very serious and was warning me.

People leave managers due to their behavior politics and secret meetings with trusted people

I want to thank all the managers who made it so miserable that I found employment elsewhere. My group manager told me that I would eventually be laid off, said “if there is anything I can do for you, let me know.” I asked for a letter or recommendation, which he said he couldn’t because of company policy. Since I have left, not only have I been 10x happier with my new job, a majority of those managers who thought “I’m too important for them to let me go” were let go. I’m now full remote. There is hope outside the stagecoach.

Any managers here who can answer how management views PIP?
For the employee, PIP is a trap, you are asked to do more, more, and more, once you are out of PIP, they will ask to increase velocity to the death, once you are exhausted you are done anyway.
But how does management stay sane through the BS pretending?

Management keeps hammering “do more with less” like it’s a pep talk, but all it does is make people tired, frustrated, and resentful. I’ve stopped pretending I can keep up with it and I feel bad for those who're still trying. It's not as if it'll do them any good in the long run or save them from layoffs.

We’ve got more tasks than people, and somehow the management expects miracles. Nobody complains out loud anymore because we all know full well it doesn’t matter. We just get our heads down, grind through it, and hope we don’t get fired in the meantime. It's depressing, to say the least.

Did your managers already start assigning work from your laid off coworkers to you? Mine tried, but I said I was so swamped there was no way to fit it in. So, so incredibly busy. Which, honestly, isn’t even a lie. I plan on staying “too busy” for it, whatever the consequences.

I used to feel like there was at least some sort of plan behind the chaos, but lately it’s obvious no one at the top knows what they’re doing. We're stuck with incompetent management and until that changes, things will only continue to get worse. I miss the old FIS.

I did not believe it before but I do now. In years past exxon would pip a variety of employees. I saw the old,young,men ,women,minorities and whites equally piped. Exxon took care to have a diversity in the piping. This year I at 54,another at 56,one at 63, another at 61 and last one at 64 years of age were nsied. We were all male one minority and the balance white. No women were nsied in our division. All of our performance issues were due to age,CL and high pay. I can say everyone of us out performed the younger employees in our groups. Well it is working because all the retirement eligible employees are leaving and I have to stay a year till 55. It has never been this apparent that exxon was targeting the old. One thing good about this is at least they did not nsi the vulnerable employees in their 40's. We oldies can afford to leave and will take one for the team. Remember youngsters you will be old one day too. What ever happens to us will someday happen to you so prepare for it. You have been warned.

For a skilled senior manager within BofA, firing someone is a pretty straightforward exercise. It just takes a bit of patience and an ability to game the system of documenting alleged shortcomings by the chosen employee. I witnessed a well-orchestrated hit on a Band 3 work to perfection starting with a coordinated assault using the 360 review process followed up by interim reviews with negative business partner input (pre-arranged) that led to a DNM on the How. Follow that up with an impossible to meet Corrective Action Plan, and your decision to fire can be bullet proof. In an environment like we have today where managers have every incentive to cut staff, the task gets easier. You just need to force rank someone as a weak "Meets/Meets" and when the next round of layoffs arrives you have his/her head on a platter. This is not and never has been about fairness or doing the right thing. It is realpolitik BofAML style.