#management

These upper id--ts will just send in whatever they want and load up our backrooms and pi-s off store management. Mondelez upper management is so clueless.

Source: Dr. Mullen

I once hired someone smarter than me. I hated how it made me feel.

→ They were sharper in meetings.
→ Faster with decisions.
→ More technically capable than I was.

Instead of feeling proud, I felt exposed.

I started wondering:

If they're better than me, what exactly am I bringing to the table?

Then it hit me.

I was competing with talent I was supposed to be leading. So I changed how I led.

1️⃣ I asked more questions than I answered.
↳ My job wasn't to have every answer. It was to get the best thinking into the room.

2️⃣ I gave credit publicly.
↳ If someone was better than me at something, I wanted everyone to know it.

3️⃣ I shared decisions earlier.
↳ People take more ownership when they help shape the answer.

4️⃣ I made disagreement safe.
↳ If your smartest people are afraid to challenge you, you're wasting their talent.

5️⃣ I admitted when I didn't know.
↳ Pretending to know everything wasn't leadership. It was insecurity.

6️⃣ I measured myself differently.
↳ Their growth became a better measure of my leadership than being the smartest person in the room.

That changed how I thought about talented people. I didn't need to outperform them.
I needed to create the conditions for them to outperform me.

https://www.reddit.com/r/IBM_Employees/s/LypsgKSMZg

Let’s continue to hire multiple million salaried leadership people that need to be trained, cut Nike engineering experts and have a fake ITC office where nothing gets done yet we pay millions for.
Surely that will fix our issues. Bravo, brilliant.

My so call manager spend so much time on presents report. Why can't we see their presents report? How about Stankey, pretty sure he works from home at least some of the time.

Early June this year Di-k's sock traded as high as $239.00 and in little over two months, it hit $124.31!!! That makes Nike stock price look pretty good.

Wall Street is opining that sporting goods industry has hit wet patch and two giants hit the ground. In their opinion, the experts are saying that it does not matter what Nike or di-ks does, they will be stuck in the slide for awhile since whole section is under slump.

Perhaps the problem is not just Nike's alone but rather entire sector is in it.

Yet, Nike has to have introspect of their issues.

1- Inept CEO and his cronies.
2- disconnect from young people between 13-23 years. While Nike management was busy seeing their stock price and stock options, they took eyes off from MZ who does not identify as "their" brand.
3- with ample supply of product including Retro Jordans, AF and Dunks, Nike suceeded in commoditize the whole line of shoes. And now it is not giving young people reason to justify paying for $200.00 a pair.
4- inability come out with new design that is New and cool.

this is few of the list and maybe you can add to it as you see

not a good mgmt approach IMO

Any warning shots from managers about MIP or changes in ratings etc?

I may have passed my PIP but I doubt it.

Education was a measurement and I still have a few Stand and Delivers to submit.
Met with manager at 2week interval and never again. We began focusing on the other PIP objectives ie, ensuring good customer interaction, presentations, etc.

I actually helped move project from POC to deployment as I am an AI FDE

Currently onboarded at customer and manager makes statements like “OP will continue to help get this to prod” “OP is getting contractor term extended for this deployment”.

I feel the uncertainty creeping on me and I just don’t know what to expect.
I’ve been PIP’d before and passed. That one was a 45-day PIP that I completed in 30-days. 90-days was a bit different.

What should I really expect come Tuesday?
What are some things I should do before then?

I’m in Texas if that helps.

I’m reading there are supposed to be more layoffs in October for management in retail stores. Does anyone have any details on this?

Less than meets. Received email today that my mid year was updated. There are more notes. Asked manager, they said we'd talk tomorrow. This happen to anyone else?

How astonishingly cheap has Imperial Oil’s management become that they expect employees to bring their own lunch while celebrating one billion barrels produced at Kearl. Fifty billion dollars in potential revenue, and the big reward is… packing your own sandwich. John Whelan, hope things are comfortable up in the penthouse while everyone else is told to brown‑bag it.

BTC seems to have been told to aggressively schedule early morning meetings. No respect for working hours marked in Outlook.

SpaceX may need 1.5 million small cells to compete with TMO to bad Crown caved to Elliott management and no one would listen to JB. Now Crowns is a singular business with no growth

I heard that “key” management personnel who interface with the industry in Calgary (i.e. Petroleum Club) will remain in Calgary. I wonder where they will have their office!! 🧐. And, who are these people?? 🥸

There are just too many people between the work and the results. Managers of managers, directors of nothing, and their only real skill is creating more meetings and more politics. They think they're helping, but they're really just slowing everything down. Get rid of them in the next round of cuts and we'll all be better off.

We promote people who are friends with managers, not people who know the work. It's a disaster every single time and it keeps happening.

We want to save money, so we hire people at the lowest possible rate. Then we burn out the good workers managing the bad ones. The good people leave, the bad ones stay, and we hire more cheap people to fill the gap. Then we wonder why nothing gets done. I'd rather have a team of ten people who actually show up and care, paid enough to stay, than fifteen people who are just sitting around, waiting for their next paycheck.

When coding monkeys are given the reign to run the show, the audiences (customers) suffer.

Stupid Enterprise Tech bean counters decided to eliminate the whole technical product manager (TPM) role because they couldn't tell the good ones from the bad ones. Now we're in the same quagmire of mostly bad engineering "leaders" sprinkled with a few good ones.

A place of incompetents.

Are managers in European countries making up excuses to put people on PIPs and then lay them off?

Easy way to remove excess fat.

Oracle has decided to down rank everyone in the reviews, they're pushing aggressive layoffs, demanding free overtime.

At this point what do you have to risk by coordinating a work stoppage? They're going to do layoffs anyway. No point in trying to pretend like they didn't put you on the list.

To HR and management reading this.. You asked for it.

...and it's still hilariously vague and meaningless. Our execs are an absolute clown show. These people just throw buzz words around like r.e.t.a.r.d.s. and expect us to be amazed with their genius. I guess they've been up at night trying to figure out what the he-l they could say in response to us asking "what the fu-k does market based culture" mean you fu--ing mo--ns?

Same sh-t as the AT&T Guarantee...they think if they repeat it enough it'll mean something. They went from pumping that Guarantee all the time and how industry revolutionizing it was (wow, you offer refunds when your service doesn't work...amazing), and now you don't see it anywhere. Must be pretty special!!

The CN org structure is crazy - random look at any org. I looked a Procurement - don't know a single person. VP head - 6 direct: 1 Sr Dir, 1 Dir, 2 Sr Mgr, 2 Mgr. Lets just look at that 1 Sr Dir - under is 1 Sr Mgr (3 under), 1 Mgr (2 under), 1 Dir (1 under), and 1 Sr Mgr (1 under - who is a Manger, who then has 1 under). The entire org has more Mgr's+ than people working under them. Think about this - who runs that org & how do they have a job? And if you think this is isolated -- it's not.

bh um is no different from all the cr-p going on! Since all the policy changes auth requests have dwindled - very litlte work to do! We point this out all the time and were asking how is all this affecting our job security - told with a smile no no….there is always work to do. Nope!!!!! No one can meet their ridiculous productivity requirements and on every 1:1 PL are told to mark us down for not meeting metrics even though there isnt enough work to do!!!!! Then they start tracking our laptops with pega to make sure were are in the applications but there is no work to do!!!!!! Im so glad i got the heck out of UM!!!!!! A nightmare!!!!!!

Bad news for RTO trolls on this site. Joe Russo just confirmed the RTO policy is "not a top down one size fits all" policy. He said he encourages everyone to talk to their managers to see what they need to do to be most effective in delivering business outcomes. He also hinted that more company real estate sales will continue.

Management keep shuffling people around, employees and contractors were let go but it looks like once the Y28 administration comes in, the cycle will start again everyone brought back, teams bloated, and the same loop repeating.

Another day of no communication coming up. I seriously wonder what this guy does every day.

If you’ve been watching Centene’s Special Investigation Unit fall apart over the past few months, you already know we are staring at a textbook operational breakdown. What should be Centene’s strongest defense against Fraud, Waste, and Abuse has been systematically dismantled by executive mismanagement, nepotism, and a culture of fear.

It all started when Ashlee hired Christa Marshall Jewsbury and Sabrina Vera. Almost overnight, executive leadership shifted away from operational integrity to favoritism. Director positions were filled with personal friends and "minions" rather than qualified internal and external talent who actually understand the business.

Since then, middle management has been getting crushed under uncompensated scope creep. Managers are now forced to absorb duties traditionally handled by senior investigators and leads, including reviewing preliminary reports, drafting education letters, and handling complex case reviews, with zero adjustments to job descriptions, zero extra resources, and zero bump in pay.

Meanwhile, the environment under Christa and Sabrina has devolved into micromanagement and intimidation. Staff are dealing with:

--Arbitrary restrictions on earned PTO and medical leave

--Inconsistent, we-ponized performance ratings and bonus distributions

--Direct threats that anyone who questions decisions can leave or risk losing their job

Now, the situation is reaching a tipping point. Christa is actively preparing to pitch Chris on a total department restructuring. This proposed "reorg" isn't about efficiency, it is a calculated push to eliminate legacy positions, purge seasoned SIU veterans, wipe out institutional knowledge, and replace experienced staff with Humana hires who won't question executive overreach.

When you fire experienced investigators and systematically gut an oversight unit, the work fails. This isn't just an internal morale issue, it is a massive regulatory, contractual, and legal liability for Centene.

Sarah London and Chris, how can you sit back and watch this happen?

As CEO, Sarah London cannot ignore the toxic leadership destroying this unit. An immediate executive pause must be placed on any proposed SIU reorg. An independent, external third-party audit must be launched immediately to investigate Christa Marshall Jewsbury, Sabrina Vera, and review the hiring and management practices of the SIU before Centene’s regulatory compliance is completely compromised. DO THE RIGHT THING!!

If you’ve been watching Centene’s Special Investigation Unit fall apart over the past few months, you already know we are staring at a textbook operational breakdown. What should be Centene’s strongest defense against Fraud, Waste, and Abuse has been systematically dismantled by executive mismanagement, nepotism, and a culture of fear.

It all started when Ashlee hired Christa Marshall Jewsbury and Sabrina Vera. Almost overnight, executive leadership shifted away from operational integrity to favoritism. Director positions were filled with personal friends and "minions" rather than qualified internal and external talent who actually understand the business.

Since then, middle management has been getting crushed under uncompensated scope creep. Managers are now forced to absorb duties traditionally handled by senior investigators and leads, including reviewing preliminary reports, drafting education letters, and handling complex case reviews, with zero adjustments to job descriptions, zero extra resources, and zero bump in pay.

Meanwhile, the environment under Christa and Sabrina has devolved into micromanagement and intimidation. Staff are dealing with:

--Arbitrary restrictions on earned PTO and medical leave

--Inconsistent, we-ponized performance ratings and bonus distributions

--Direct threats that anyone who questions decisions can leave or risk losing their job

Now, the situation is reaching a tipping point. Christa is actively preparing to pitch Chris on a total department restructuring. This proposed "reorg" isn't about efficiency, it is a calculated push to eliminate legacy positions, purge seasoned SIU veterans, wipe out institutional knowledge, and replace experienced staff with Humana hires who won't question executive overreach.

When you fire experienced investigators and systematically gut an oversight unit, the work fails. This isn't just an internal morale issue, it is a massive regulatory, contractual, and legal liability for Centene.

Sarah London and Chris, how can you sit back and watch this happen?

As CEO, Sarah London cannot ignore the toxic leadership destroying this unit. An immediate executive pause must be placed on any proposed SIU reorg. An independent, external third-party audit must be launched immediately to investigate Christa Marshall Jewsbury, Sabrina Vera, and review the hiring and management practices of the SIU before Centene’s regulatory compliance is completely compromised. DO THE RIGHT THING!!

Total clown show. 3 stooges of which many could not compose a coherent sentence. One person asked a valid RTO question and was shot down. So much for management caring for employees. If you have any sense time to get out. I am already on my way.

31st August is the day , looks like and no email like last round , 1x1 with skip or manager

or still hanging on for life, knowing he would be useless outside of Citi?

Intel is such a trash company. The management is allowed to make decisions that ruin the company for it's employees. Management does not care about anyone below them and will sc--w you over at any cost. Intel HR likes to drive around the parking lot recording people with their dash cams in an attempt to fire them for time clock fraud. Intel isn't what is once was. Horrible decisions made my management has ruined what could be a good thing.

Is anyone’s office Management not enforcing RTO 5 days a week? My office, people come and go, no one ever works a full day, and bosses still let people work from home whenever they need to. Meanwhile I am in there everyday working a full day, full time schedule. WTF is going on with this company??? Total joke of a place. I heard some managers definitely not enforcing this new policy.

Not sure why SLT cannot see their sh---y politics and zero value add to the organization.

Shannon bell wake up.

Management’s obsession with hitting a rigid, daily efficiency percentage has created a completely broken, circular game of finger-pointing. What’s worse is that these impossible metrics are actively creating an unsafe working environment.
Here is the daily reality: local foreman gives the crew a specific job assignment. The crew completes the assignment exactly as directed, but because the work assigned doesn't automatically equal management's "magic number" for the day, the foreman gets chewed out by their boss.
Instead of pushing back up the chain and explaining that the crew did exactly what they were told to do, middle management tries to point the blame directly on the craft to save their own skin.
The absurdity is off the charts. We are talking about the exact same foremen who assigned the work in the first place, and the exact same foremen who are sitting behind multiple high-def cameras running ops tests and watching our every single move. They see exactly what we are doing every minute of the shift, yet they still look us in the eye and ask why the numbers are low.
What the system completely ignores is reality. Nowhere in these calculations are we allowed to add to our time for things that are completely out of our control.
Our guess? Higher management is trying to figure out how to navigate away from traditional, publicized layoffs. By making up completely unrealistic performance metrics, they can stress people out or manufacture failures.
When the only logical answer we can give a foreman is, "You gave us the job, you tell us," it shows just how detached the metric system is from actual field operations. If you're going to manage by a spreadsheet to squeeze the craft, at least look out the window to see the unsafe environment you are building on the ground.

I started with Centene about 3 years ago. I came from a leadership background of 18years and wanted a break for management. In my short time here with Centene I can’t get over how horrible the leaders are. It seems as though not one of them truly knows how to be a manager or they are so insecure as a manager they have to micromanage people on their team. Some of the leaders I have had in my roles were absolutely clueless on how to manage. They never could communicate to the whole team at the same time. They would forget things all the time. Can’t even explain how to do their job or talk in circles. It’s embarrassing. Does anyone in a leadership role actually have management experience or are they just hiring people off the street to run a department. There are also leaders without anyone underneath them LOL. How can you be a manager when you don’t manage a department or anyone?

Any office middle management from Gulf of America teams laid off? There’s significant amount of middle management in need of being discarded to face the real world.

Surely this is when we get serious, this is the double down! We stand here at the peak of inflated expectations on agentic fueled enterprises, looking out across our glorious data moat. Lipps is the man that is going to make this happen, with Salva in his high tops and Navi hoodie at his side! We just need a few more MCP skills, then we will be cooking with gas! Bravo Thoma! Bravo indeed!