#management

Spend 30 minutes on AI, but you "have 5 minutes to get through 8 things". You literally just acted like running out of time is a valid excuse to not share the "Dan Plan". What a joke.

NOV always claims their 'Workforce is Like Family.' Then, when they hit a bump-in-the-road, family is slashed down to the bone, meanwhile, upper management still gets their bonuses.

HR and the higher-ups simply don't understand where we are coming from. No more speaking from emotion. We HAVE to speak in buzz words and LEGAL TERMS.

Yes, a 15% drop in stock price following a missed key metric combined with management downplaying the situation is generally cause for serious concern.
While downplaying bad news is a common tactic to prevent panic, it often indicates a potential disconnect between leadership and market reality, or an attempt to mask fundamental issues.
Here is a breakdown of why this scenario warrants concern and how to evaluate it:

1. Reasons for High Concern
   Significant Underperformance: A 15% drop indicates that the market views the missed metric as a major issue, likely a breach of trust or a sign of structural problems rather than a minor blip.
   Disconnection from Reality: When management "plays down" or dismisses significant negative news, it can be a sign that they are not taking the necessary corrective actions, or are trying to protect their own reputations/compensation.
   "Kitchen Sink" Warning: Executives may downplay a miss, but if that miss is accompanied by a downward revision of future guidance (a "kitchen sink" report), it indicates the company expects the pain to continue.
   High-Risk Signal: Stocks that miss earnings expectations often see continued weakness, averaging a further decline of 8.4% over the following four months, suggesting the initial 15% drop might not be the bottom.

2. When to Be Extra Concerned (Red Flags)
   Misleading Communication: If management fails to explain the root cause of the miss, or blames external factors entirely while ignoring internal failures.
   Reduced Transparency: If the company suddenly stops providing guidance or becomes less transparent about future performance.
   Insider Selling: If executives are selling their own shares while telling shareholders everything is fine.
   Loss of Talent: If the performance issues are causing high-value employees to leave.

3. What to Do Next (Investor Actions)
   Re-evaluate the Investment Thesis: Ask: "Did I buy this stock for growth, and is that growth still happening?" If the core reason for owning the stock is broken, you may need to exit.
   Check Cash Flow and Debt: A company can survive a bad quarter, but not if it has high debt and low cash.
   Look for Alternatives: If you sell, is there another company in the same sector with better management that is not experiencing these problems?
   Consider Tax-Loss Harvesting: If you are holding a significant loss, it might be an opportunity to sell and use the loss for tax benefits.

Summary: A 15% drop is a massive signal from the market. While not always a reason to immediately sell, it demands a thorough review of the company's fundamentals and a critical questioning of management's narrative.

ITC does nothing because there is nothing for them to do. We’re asleep.. No tech skills and no value. Fire all resilience and GT support managers. Let the vendors do the work. Put money into marketing and design. Quit pretending like tech is adding value.
Tech support managers are the worst. Micro managers with low iq. Our teams give zero sh--s due to the embarrassment of working for these clowns.

Why does dvn never post manager+ jobs?

Qualcomm seems to have perfected the impossible: beating earnings quarter after quarter while watching its stock drop every single time. Once is bad luck. Repeatedly is a leadership failure. When results are consistently strong and the market reaction is consistently negative, the problem isn’t performance — it’s how the story is being told at the top.

Most of India's leadership does nothing than a people management. Critical resources might be moved under top leadership in USA letting lots of India's leaders to go.
Get ready folks

This micromanager is harassing our team by asking passive aggressive questions regarding which day in the week are we going to be in the office. Funny thing is the he won’t even talk to us in the office much and stays on his useless calls.

Every member of our team has different day preferences and one can’t predict set schedule.

Company policy says that we can pick any day of our choice.

I am on wits end.. as if everything else going on is not enough .: we have this person sniffing on our necks

Where can I report this ?

Despite what Trupanion is an incredibly weak company with upper management that only promotes sycophants while overlooking the actual hard workers and talent. Especially on the marketing side, I saw a disgusting amount of "restructurings" that took place literally every time an exec was promoted or when growth stagnated due to the C-suite repeatedly shutting down ideas that didn't come from themselves. So many excellent workers with incredible ideas just flushed down the drain. Multiple times, I saw them lay off people who were literally doing the work of what would be entire departments at any other job. Trupanion advertises a good culture upfront, but the reality is that they're the exact corporate nightmare that nobody wants to be caught dead in. Don't waste your time with this one. As we all used to joke, if you're actually good enough at your job, you'll either wind up quitting in frustration or getting laid off eventually.

Oh, and very few people ever make it to that five-year sabbatical they promise. It's just a way to lure you in. The executives have a nasty pattern of getting rid of people when they're about a year out from it so they don't have to pay it out.

With more than 20 direct reports per manager, it will be interesting to see how many merit increases are actually awarded this year. I suspect a lot of people won’t be thrilled.

Did you know that the only person who sees your feedback is your supervisor? In the assessment meeting your supervisor can make up anything. There is no fact checking of what they claim your KO feedback was. They can totally make it all up. Same for your PDS write up. Only your supervisor sees it. They could come in and say things totally different from what you wrote on your PDS and your KO feedback said and you would never know.

We have key positions that need to be backfilled that have been open for over a year now. Are we not hiring at all or is this just our manager not giving a damn to fight for it?

Since January, on all of my calls, it's really obvious people are burned out and complaining that there's so much work and not enough people. I am wondering if management just wants everyone to resign to be able to reduce headcount. And then what? It's people in the bottom doing most things. I've been on calls where people were just dependent on this one singular person doing all the stuff. What if he goes? At this point I am doubtful that this is even part of their decision-making process.

I have been severely overwhelmed at work the last 2 years. Drowning in legal issues and compliance stuff and roughly 2 x the workload of next coworker...I got an inconsistently meets this year after pushing back on workload and other things...I don't think they would fire me as who would deal with it but anyone else having that issue? How can I continue to do it and not get paid enough or have any trust with management?

May is going to be brutal. Especially for long tenured employees. George has hitched the wagon to the AI bubble which is in the process of deflating. If only we had invested in innovation instead of claiming NFS is a foundational technology for AI. Management only cares about the stock price.

Belk has now resorted to giving store managers, unattainable and unrealistic PACES and budget as a way to push certain managers out.
How can a smaller door have a more rigorous set of PACES than a larger door?
Well, It’s happening. If you are hitting specific paces, they will be increasing them to something unattainable. This is all a set up!

With all the news about Paramount and their layoffs, the original Skydance has seemed to be left out in the cold. Are all the employees there being folded into Paramount or are they slowly going to be let go?

Skydance was mismanaged from inception with money infused to make it look successful now with Ellison spending his time ruining Paramount / CBS and whatever he can get his hands on will that leave the original Skydance and the freshly remodeled offices to eventually close and move whomever is left to the Paramount lot.

My ex colleagues I talk to are miserable as there is no direction.

Instead of laying off employees, organizations should evaluate management layers more carefully. Many manager-level roles come with high salaries but limited hands-on AI or technical expertise. As companies shift toward AI-driven work, it makes sense to prioritize retaining employees who actively learn, adapt, and contribute directly to delivery. Reducing unnecessary management layers can control costs while empowering skilled teams to move faster and innovate.

We manage our employees. We’re supposed to push them for higher goals. But we don’t get to compensate the employees we want to.

For all non union people it’s called an Eisp and I doubt they are gonna offer anything more then they usually do yearly to a few .Our numbers are small our salaries even when claimed to be the so high are minor when compared to the management.Even if it were slow where we only did few jobs a week we paid our salary we have a value .The real question is will they go after the high earning c suite management or is it just all smoke and mirrors

Focus on everything but solving real problems.

With AI, employees can upskill within a month, while some managerial roles struggle to adapt. From a business standpoint, restructuring management layers can be more effective than laying off employees who are quickly learning and delivering value.

Extra guards now showing up. Next round is here. Directors and Senior Directors will have options to step down to managers of ICs not even senior managers. Treated like store managers in the retail industry that is all they are good for anyway. Your only hope is to move to a completed team like marketing or care.

It's a sh-t product with a sh-t interface and the legacy knowledge was shitcanned before the KT could be completed. Nobody in OT really knows how it works or how to support it.

I am incredulous that 50% of Glassdoor respondents would recommend US Bank to a friend and 30% approve of GK. These figures seem way too high. Do you think HR tracks these and comments to raise the numbers?

Entire Workspace Team GONE along with 50% of the Apigee team globally (now reporting into regions hence various mgt roles gone) adds up given the new hire HC in AI roles!

Management: Most of us joined Chevron because we don't want to work for Exxon. Plagiarizing their PMP structure to force 15% of us on PIPs, won't make us beat anyone

Does anyone actually make it to retirement here? Everyone I have known left on their own because of their managers, laid off or given a VERP option. The only people who made it to retirement are admins and Senior Execs.

Can someone clarify whether there are formal guidelines or norms around reporting structures, specifically, whether Senior Directors can have only Band 4 roles reporting to them and no Band 5 (Principal/Director) roles?

The title says it all.

To the AIG team responsible for monitoring social media. Report back there should be layoffs. Focus on the toxic/useless managers. Leave the people doing the ground work of 2-3 people on one paycheck alone. There is no one left to cut on the ground. Maybe then you would actually have enough money in the budget to have employees and pay a proper salary.

9Wood, based in Springfield, dismissed 19 employees in mid-January. This represents the third job reduction for the company since early 2025. Approximately 60 employees have been let go across these three events. Management stated a need to reduce expenses and merge positions. This strategy adapts to market changes and declining construction industry demand.

https://www.registerguard.com/story/business/2026/01/30/springfield-manufacturer-continues-shedding-jobs-in-january/88416689007/

So i told my manager I went home because there was no place to sit. The answer is to look at different days where not as many people are there. So we are supposed to go in to the office to collaborate with people but we are supposed to pick days when people aren’t there. Make it make sense.

Heard from my manager at least in Atlanta office that the manager above are not getting any increments this year - it will only for manager and below it will be capped at 3%

Building Tech Sector is getting chopped up. Zones and Area restructuring. Reapplication for jobs at Manager Levels combined with multiple RIFS. At or over the age of 60 you're out of a job! Senior sales executives leaving in droves. Sinking ship!!!!!!!!!

Howz ATLS VP OPS doing

What am I missing? I’ve always heard that a major integrated oil company needs chemicals as a hedge for low oil prices as that spread drives higher chemicals margins. I get that the European sites won’t benefit from this because of the cultural and policy insanity there destroying the framework for industrial profitability, but in the US Geismar is proving this point. Pennsylvania polymers has had the delays, cost overruns, flare issues, furnace blow up, emissions fines, community hatred but besides that it’s gone great. Deer Park has the most expensive ethylene on the gulf coast but at least they also had a major fire. Ok maybe I’ve answered my own question. I mean what lucky company wouldn’t want to buy up all this lol.

The people running Exxon have no clue what they're doing. They're making terrible calls that are going to sink the company and take all our jobs with it. Does anyone have faith they can actually steer us to safety?

Let's be real: we're livestock to management. We're here to be worked, monitored, and eventually culled when we're too expensive. Our "value" is fixing old mistakes to avoid penalties. The goal is shareholder value, not employee well-being or customer service. This is the game, and we're losing.