#management

If you are smart and you want to build a career, leave T. The managers don't know what they are doing, you aren't allowed to take any initiative, and the only path to success is making your boss and their boss happy regardless of whether you actually do good work. If that's your jam, so be it. But if not, just do yourself a favor and leave.

• Meta to transfer 7,000 staff to AI initiatives, eliminate managers
• Layoffs and transfers affect about 20% of staff, Meta says
• Employee backlash includes petition against mouse-tracking tech, now over 1,000 signatures

https://www.reuters.com/world/meta-lays-out-plans-may-20-layoffs-restructuring-internal-document-says-2026-05-18/

Management and supervisors have been given their marching orders. By July 1st they are to determine which employees will become business analysts with a 2% raise, which employees will remain in their current position with a 2-3% pay decrease and up to a 20% reduction in staff overall. Higher earners are expected to be fired first with a compensation package.

The Covid hired managers (not talking about race, just those who can’t keep up and were obnoxious while they had the Covid protections) have been so stressed in the office.

It’s been too long for them to still be stressed from the RTO announcement. Anyone know what management has going on?

Nike only lays people off when changing the organization structure, not when someone is doing a really cr-p job or royally sc--ws up a business.

Why doesn’t Nike fire people more often for poor performance?

How does a risk and compliance manager who has no background in risk or compliance get hired in the 1st place?

Secondly, that very manager had to move from the BL she was hired to support due to complaints and has zero respect from anyone she interacts with because she lacks the very respect necessary to build relationships.

SHE HAS DRIVEN OUT 6 EMPLOYEES IN 2 YEARS!!!! YOU KEEP GIVING HER VICTIMS! How does she continue to be approved to harm another employee!?! When is enough enough? She is a liability to the company you are here to protect!

FIS is making fool of US based employees by providing Cloud Academy or Skill Builder etc.

The management has made clear that all the hiring will be done in India/ Philippines.

US based employees can spend time in learning, but they will never get chance to apply the gained knowledge.

FIS is providing this benefit, in case employees start class action that they were not provided growth opportunities. FIS will provide SkillBuilder / cloud Academy as cover to say that opportunities were provided

This treatment of depression staff has happened under Ryan's watch, and Rajat Taneja is complicit. It was never like this with Al... remember the lockdown tears and family-vibe he instilled? Now a climate of fear.

Question is, is it purely down to Ryan (being a salesman, not CEO material), the shareholders, Rajat... or would this have happened under Al but he saw it coming?

Not sure if morning or during call

I saw a thread that said that the most dangerous person in a toxic workplace isn’t the bully - it’s the leader who watches the bully and calls it a personality conflict.

Back in 2017 - 2020 or so, there was a bully in the Law Dept. She stabbed everyone in the back and the front and told bald faced lies about everyone.
Leadership did nothing about her reign of te---r - in fact they chalked all of her shenanigans up to “personality conflicts” and “misunderstandings” when the evidence - emails, calendar invitations, personal interviews - all clearly showed that she was a liar and actively working to undercut colleagues and direct and indirect reports with her Machiavellian ways.

Sadly Aflac didn’t address the bully - only supported her and drove out many excellent lawyers in a mass exodus once they all realized that their concerns were being swept under the rug, with full cooperation and support from senior legal dept leadership and Hr.

Once they realized the full extent of her decimation - everyone leaving - this person was eventually promoted to a new role in the business to get her out of the Law Dept and then eventually was moved out of the company once a business area with guts had the nerve to address her.

It’s disappointing that the Law Dept couldn’t address a blight upon their department and instead had to have many high performing attorneys leave for other roles before the awful lady was addressed.

I dare say that those in the public should know how the law dept leadership runs - saving their own skins and sacrificing their top performers to save face and not taking responsibility or accountability for how they run things. It’s sad.

We had some kind musical chairs mini-reorg in my area of Aero engineering four weeks ago. It seems like a level of management that was eliminated 5 or so years ago was added back in. Is this happening in other areas? And will they pay for the new layer by cutting heads?

Is this curtains for RS? Will it change anything

Who did Dan fire? He now has 142 directs.

Sounds like management is going to start up dr-g testing everyone again to find out who’s using, since all their sellers EOI’d

1. They hate their wives
2. Work is their identity
3. They hate their families
4. They love to gossip
5. Control

Found this on Twitter, and it looks really appropriate. Those are truly the only reasons I can think of why somebody would be so staunchly against WFH, and it's incredibly sad.

Are going to be treated as voluntary quitting. Resignation, without severance.

New rule effective July 1st.

Management perception is some employees are gaming the severance system. managers are not pushing deadwood out the door fast enough.

Not excited about Zayo. Its really a mismanaged company overall. At least Crown had somewhat of an idea. But Zayo has no clue. We have good people from Fibertech still on board. Zayo just needs to let us take charge. But who knows, knowing Zayo, they will lay us all off.

Offering renewals discounts on an early PO from customers that gets booked in the current FY but not invoiced till it’s actually due next FY is wiping revenue out for the sake of a couple of months.

It’s done so renewals managers get their bonuses whilst flushing money out of the wider company.

Raised it got told to crack on and follow the management line.

No wonder OT is sinking, nothing is joined up, the rats steal the cheese whilst it’s there.

They have zero power and are useless in deciding tasks and project direction.
They simply pass down what the director says.
They can't even hire and fire unless the director says so.
LL4s and LL5s should be eliminated as they're completely useless yes men in my opinion.

Just be honest, do we really need senior advanced scrum masters? Can’t an intern do scrum master roles, hon? Or do we really need non technical senior advanced or advanced managers?

Both the last CEO and the current one are below par. They then swamp the company with poor Execs like Drum, Rusl Jokes and Grey who just re invent different plans used before.

The next layers are full of Brocklehurst who are just yes men who processes and paperwork to stop real progress.

The managers below are just tickboxes for the Brocklehurst level.

All focus remains on cost cutting and wind down which they are good at.

This has been the strategy for the last 10 years.

Until they get someone who has done growth and investment in Employees the company will not change.

I know several employees that have been given date of June 30.
They are doing zero work.
In short FIS Management has given them paid vacation.

The intent was to save money, instead management is doling out free money

with most of the layers doing nothing but making reports celebrating that the chocolate rations have been increased from 2.4% to 2.7% this quarter. Meanwhile back in the garages and CO's it's now BYOTP (toilet paper) time.

Time to clean the rot and remove these parasites now. bp deserves new people (internal and external) to ascend and take bp to a new level. Meg will not have the luxury of time…similar to Woodside there are cracks in the edifice and challenges midterm…cheerleading because trading got a massive gain while the average gains by trading the last 20 years is a paltry 4% ROC

because they dont know whats going on... and not feeling the heat because they are more engaged in retiring than managing.

Begone!

Please let the next round of layoffs happen to all the useless MDs

How did my HGO OD not get impacted. He does not live in the operation. He is out of touch. He states everyone that does not agree with him or do what he says should be fired. Maybe he is should be fired. It is his way or the highway. He does not play well with others. My RM says he needs to go. My SE gets little support from SEM and SSEM. JA, look at the HGO numbers. New leadership is needed in HGO.

Like AI, Crypto, or whatever fad tech is in style to talk about.

Mine is the ultimate micromanager, always hovering, always clueless. They prove every day they don't understand our work. But promote someone from the team? Heaven forbid.

I guess that confirms a higher paycheck puts a target on your back. Fine. But why never any follow-up? There's a reason those people were paid more than the rest of us. It boggles the mind that management expects us to pick up work none of us actually knows how to do. I'm not acquiring a whole new skill set just to work more for the same pay.

Work just does not happen anymore. Every morning brings a new set of priorities and by afternoon they have changed again. Projects get announced and then abandoned before anyone finishes the first task. People vanish from the org chart overnight with no explanation. Managers are drowning. I have stopped trying to achieve anything meaningful. Now I just float and hope nothing sinks me. Most of my coworkers seem to be doing the same.

It's been so helpful when managers explain processes in this debacle. It's a risk for them to do so, but it is much appreciated. The struggle here is real, your perspective is invaluable.

With so many people leaving the luxoft fin services brand how much longer can it be for the manager to actually star being cut? Am thinking of trading and risk and the muex practise and the big acconts that must be losing money

This site is a potential gold mine for management, assuming they genuinely care about understanding what employees are thinking. Reading this board gives a pretty clear view of what is happening inside the organization, though I could be wrong.

Management should identify the main themes being discussed on Layoff.com and measure engagement around them, then do the same on LinkedIn. Combining those two data points would likely provide a much more accurate picture of what is happening on the ground.

The board should require executives to do this instead of relying on sanitized surveys that get massaged beyond recognition.

Food for thought.

How is it that the largest US nat gas company missed the boat on the ai/data center bo-m? Sounds like there’s lots of high level people working to get something moving who don’t have a clue, go figure, all the while, their E&P operations are struggling, planning is awful, lack of high level leadership and planning, get your act together, your PM stock has been worthless since the previous bankruptcy which is most likely happe i g again, smh…

For the Devon side - this one should sound familiar. “Many managers actively avoid confrontation or honest feedback because it requires emotional maturity. Rather than doing the job they are paid for, these individuals let problems fester until they become so disruptive that higher-ups mandate cuts to clear out the bloat”

Thanks for sitting down with the Houston Business Journal, M@rk. Another example of time away from the office to manage your image while the CEOs at MPC and VLO are in the office leading.

And “responding to what the world needs” is an example of M@rk overestimating the company he is supposed to be leading. Phillips contributes, sure, but the tone shows arrogance and lack of awareness of the real scope of this domestic mid con business. At the moment, all supplying the world has done is ki-l earnings and increase volatility and led to MASSIVE underperformance vs peers

Long ago MDT was all about patients and customers and everyone lined up to support that. Then they started to get functional leaders who thought their functions were more important than the mission.

HR used to be a support function with a generalist per dept or function that knew people, helped hire, fire, promote, set pay..... then HR decided they were too important to work that way and needed to specialize to be more efficient., so they pulled all the features apart and created leaders for each.

Now you have, maybe, a generalist who might know you but they are spread across many teams.

You also have recruiters, who are called "talent acquisition" with all their own rules.

You have job leveling experts who review individuals against the job family rubrics to decide if they agree someone can be promoted.

You have compensation experts who decided what people can be paid.

You have "human capital insights" who run the global voices survey.

You have the Org design experts who know how you should be structured, spans and layers and such.

You have data teams, HR systems teams, who hold all the info.

You have pay disparity teams that go through your organization and send you a mandate to change someones pay to make things more fair (though never with any incremental funding to implement, you need to find it in your own cost center)

And you of course have D&I considerations.

As a manager, this has made work so much more complicated and difficult, but its done in the name of excellence in HR?

Now you see it repeating in Operations, etc...... All at the expense of the mission, patients and customers.

It’s very evident that ConocoPhillips has created a real niche and is running on automatic. The companies top leadership and enforcement arm…HR has manufactured a false reality with pretty impressive results. What happens when timelines and realities converge and expose or challenge this fragile ecosystem? Is COP a quarterly darling or do real reality and fragility intersect?

Business Insider announced new employee cuts. Jamie Heller announced the company's staff cuts. The Insider Union reported 10 staff members were impacted. Management aims to sharpen coverage and invest in key areas. This marks the fourth staff cut for Business Insider.

https://www.thewrap.com/media-platforms/journalism/business-insider-layoffs-fourth-year-in-a-row/