#management

Worst. ever. Management. Operations.

Harassment, favoritism, nepotism.

Hard to believe some of the latest managers are long term employee and have no clue about the basics of the oil and gas industry. Instead of the old managers from just a few years ago who would be in the field shoulder to shoulder with us, we now have managers that fly in from Houston and go to the field for 30min and brag about it on social media and in the townhalls.

I thought dan was trying to cut costs?

The company is fundamentally obstructing its own progress. It continues to retain individuals in critical roles because of an ineffectual HR department that lacks even a basic command of employment law. Why? Because the organization has placed directors and senior-level personnel whose academic backgrounds are in fields such as exercise management, and “senior HR” leaders whose primary experience consists of processing payroll at Lowe’s—professionals who are profoundly underqualified for the responsibilities they hold.

If leadership wants to understand why revenue continues to decline, it must look directly at the root cause: an HR infrastructure that is too weak, too inexperienced, and too uninformed to stop the organizational hemorrhaging. Meanwhile, employees with decades of rental-car experience remain in sales roles where they contribute little beyond drawing an hourly paycheck, draining the company while offering no measurable value.

And, remarkably, the company even elevates individuals to director-level operational roles despite behaviors as unprofessional as vaping inside fleet vehicles.

ARE YOU OUT OF YOUR MIND??? Whoever decided that scheduling can be automated has not spent a single day in this department.

Everyone in the top leadership is deluded and your subordinates are too scared to speak.

As a lowly technician with 25 years, this is the best time of year to work at this place. Most of the middle management is on vacation, we work on important things that have to be fixed right now, but the everyday micromanaging bullsh-t has disappeared until January 1st. I can come to work, do my job, fix things that are important andhave a stress free day. Thanks to all the managers whose absence makes this place better……

To all the wireline folks ...what year was it, or when was the last time you had a manager that had a background in telecom?

Yo, the whole trusted gang is low-key grindin’ on exit plans outta Cisco. Secret TOIs poppin’ off in back rooms, and some folks gettin’ straight ghosted from the AI knowledge drops. With all this shady energy, fr fr, how’s Cisco even supposed to Arista?”

If you want it even more dramatic, more corporate-snarky, or more street-slang, tell me the vibe and I’ll tune it.

Need leadership change

My manager shows flashes of competence but mostly lives in reaction mode. When things go south he's more likely to add pressure than solutions. I wish leadership training came with the job. Imagine where we would be if we had management that was actually competent.

It feels like money disappears every quarter thanks to sloppy management decisions. A lot of the newer leaders just don’t have the experience to handle these situations, and it shows. Staff end up scrambling to cover mistakes that shouldn’t even be happening. It's exhausting watching the same problems repeat.

Looking at Dan, Sampath and Hans. Interesting read from Forbes.

https://www.forbes.com/sites/victorlipman/2013/04/25/the-disturbing-link-between-psychopathy-and-leadership/?fbclid=IwdGRjcAOVdr9jbGNrA5V18GV4dG4DYWVtAjExAHNydGMGYXBwX2lkDDM1MDY4NTUzMTcyOAABHr8AspRVmyP5k6lgfQ1lGS10G8PArOO9f3lJzBR1PwgJj8CJwKKsmGkJMkbP_aem_u6pZrfuWmrVLbgrPl7N6iw

Jamie Rutledge is on a mission to drive delivery off a cliff. The minions he has hired (Michele Moesman and his direct reports) are the foot soldiers in brute forcing the implementation of “industry pods”. Highly efficient teams being broken into the POD model, manages have no clarity on their roles, such as big org change being done without any due diligence. All in the name of driving productivity. Jamie’s minions think that using “Agentic AI”, we can eliminate manual work. Kyndryl is sadly becoming another Indian IT provider under the current leadership. Kyndryl is driving off a cliff, and I dont see any skid marks.

This management has relied on the same tired playbook for far too long, choosing layoffs as its only real method of improving numbers while pretending that constant cuts somehow count as strategy. They cycle through the same pattern every time, bringing in a handful of low-cost replacements to quiet the workload complaints and then returning to the exact behavior that created the mess, which has become the predictable HP way in every sense.

To those who are competent and actually know how to get things done: are you as sick and tired as I am of cleaning up all the messes and doing all the hard work as I am? Might be bearable if there was some recognition and reward for doing it but management is too clueless to see what is happening. Who is John Galt?

https://www.facebook.com/share/r/1AQdfC7Net/

x.d*ta is currently not generating meaningful results and seems to be consuming resources without clear returns. The executive management appears to be spending heavily on travel( 4-5 times a year), often involving select individuals traveling between the US and Kochi, without any clear agenda just to attend the workshops. So far, the outcomes have been underwhelming, with releases that are difficult to understand from the release notes. subpar level releases where executives just pat each other's back after release.

While many employees in the US are facing job losses, some individuals who may not be contributing effectively appear to be receiving promotions or salary increases in India.
This should end, seriously !! few heads should roll now instead of RAing innocent engineers and managers ...entire focus is to make "kingdom" in kochi by this executive.. hope new VP takes notice of that and do long pending "purge"

Thanks for the entertainment in your LinkedIn post.
Boohoo people talked about your accent and then you spent all the time talking about your skirt no one cares about
How about mentioning your incompetence at not knowing employee counts and lost all credibility with the whole company or that you are now calling out internal comments on a public forum and inferring intel is discriminatory. Posting internal company photos.
Disappointed that you didn’t mention your personal issues to get more likes on social media. Wha about ….
Time to admit you are not up for the job and resign
Board now started formal investigation into code conduct violations.

In the 1970s, deep inside a research center in Palo Alto, a group of young Xerox engineers quietly built the future. They created a machine unlike anything the world had seen. A screen you could point at. A small device that let you move a cursor with your hand. Windows that opened and closed. Icons that behaved like real objects. Even the ethernet cables that would later connect the modern internet. It was called the Alto, and it was decades ahead of its time.
But inside Xerox headquarters, the company still viewed itself as a copier business. The innovations coming out of the research lab felt strange and experimental, far removed from office equipment and paper. Management could not see the commercial value of a graphical interface or a computer mouse. The Alto never reached the mass market, even though it held the blueprint of the personal computer revolution.
In December 1979, Steve Jobs visited Xerox PARC through a technology exchange agreement. Engineers showed him the graphical interface and the mouse. Jobs later said it was like seeing the future unfold in real time. He returned to Apple energized and committed to transforming these concepts into a consumer machine. The result was the Macintosh, launched in 1984, the first widely accessible computer with a graphical interface.
People often say Apple stole from Xerox. The truth is more complicated. Xerox had built extraordinary tools but did not move to commercialize them. Apple recognized their potential and reshaped them into products that could reach millions. The modern computer industry grew from that moment when one company overlooked its own inventions and another saw the opportunity clearly.
The story of Xerox PARC remains a reminder that innovation alone is not enough. Vision requires the ability to recognize value, invest wisely, and understand how transformative ideas can reshape the world.
Story based on historical records.

DST was a sweatshop that stole the lives of many hoping to build a nice career there. Few employees were rewarded for their hard work. Most were ignored and strung along with a carrot dangling well in front of them. Although a public traded company, only the management made out well. Scammers1

Pay for performance, not even close. The worst management I have ever seen. The worst methods and procedures I’ve ever seen. Horrible, horrible management from top to bottom.

Got riffed back before 2010. Never looked back. Looks like management continues to absorb the brunt of these cutbacks

Its more than likely not your fault, its a cr-ppy tactic of using the bell curve and even if you have 15 members on a team all of which are good performers, management is forced by leadership to pick a handful to give 2's to. Then you are placed on a PIP, and put under even more scrutiny and stress. In the past a PIP mean you if you showed improvement you would be taken off PIP and put back to a 3 next review, now its a death sentence and only a tactic to RIF you, its despicable. If you are not a favorite of management you will be given a 2. I know the job market su-ks but I would seriously start looking elsewhere, layoffs wont stop.

How is bonus distributed? Do managers get a lump sum and asked to share amongst his team?

Title says it all.

Back in the day Lowell ran the company with integrity. Back in the day Lowell said you could not be promoted to management within your market. The purpose of this was to evade the markets from becoming a good ole boys club. Since Lowell's retirement, Verizon has, in fact, become a good ole boys club. Maybe this reorg will fix that. Or maybe, we are in the death throws of a dying company.........

what is going on with ATT prepaid/cricket. A lot of upper management in corporate have been leaving in the last few months. Top positions…. Why and are we expecting to see layoffs on the ATT prepaid/cricket channel

Any management in here that can explain what was told to them about next steps with contractors?

Does anyone know when your upline knows who will be RA'd? I hear there is another layoff supposedly end of December and was curious when management will know.

Left VZ after 21 years, during last years 5K Fall VSP. Like many of you, I gave it my all. Slept with work phone by my side. Worked nights, weekends, relocated 3k miles for new job assignment. I thought Verizon was everything, I was irreplaceable and that customers who worked with me would raise a stink when I left. Here’s the skinny…VZ is a big ship. It sails on with our without any of us. If customer service suffers no one cares. As long as we equally su-k like T-MOBILE or ATT it doesn’t matter. My position wasn’t replaced, but others picked up the work and life went on. Three months latter I found a new job with less pay and benefits, but interesting work. If you’re headed out the door just know your lump sum severance benefits will be taxed and almost 40%. If you’re securing private insurance post benefits extension, know that costs can run upwards of $900 per month (private market) outside ACA and if you’re transitioning to Medicare know the severance will crush IRMA in 2028 causing Medicare costs to equal private open market premiums. Two months out leaving VZ su-ked. 14 months out super happy to be gone. 21 years of watching, or listening to self entitled middle managers, AD’s, Directors tell me the ways of the world, or tell me the sky’s blue while raining outside, or having them be dismissive of every suggestion because they know best, - yeah happy to be out. Verizon’s managerial bench is mostly comprised of 30 and 40 something managers who possess little more than the ability to execute an executive order without consideration for how the action impacts revenue or profitability. Most of these managers hold BA’s from marginal schools and advanced not because of what they accomplished or said, but due mainly by an innate ability to navigate the politics. If you’re one of the 13k being “decruited” the transition may prove uncomfortable, but the payoff will hopefully prove remarkable. Good luck.

I thought managers were supposed to manage, and that all our bloated procedures supposedly served a purpose. Out of all the meetings we had lately, maybe one or two were actually useful, the rest were a complete waste of time. Most of us actually know how to do our jobs. But I guess some managers still need to justify their existence somehow.

it has been more than one year since EH got CEO job.

I know Nike production is made and delivered in 6 to 9 months to consumers through Futures program to their store.

Now he has no excuse to use JD's incompetence as excuse for having top of the line classic Nike product in Nike store's HASH WALLS by tons with deep discount.
EH was one who OKd Air Jordans to be relegated to Hash Wall in Nike store!!!
And he launched Skims line after looong delays
And I have seen CNBC interview which he seemed to come out with typical corporate BS during entire interview!!

One might say that one year is too short to judge a CEO performance but when you don't see anything positive then it is better to do it early rather than later

He has not come out with any new significant new trent or styles and at the same time he has relegated Nike classics to trash status.

Is there any winner in Beaverton?

I wish I’d recorded our faces while he went on about “dedication” and “hard work.” Even he couldn’t hide that he didn’t believe a single word coming out of his mouth. I honestly don’t get how these corpos still think this kind of theatrics works. Are they really that out of touch? Incredible. And on top of it all, he wasted half an hour of our time.

Leaders at that company were clueless and ran it into the ground before Windstream bought them in a fire sale. The end started when we kept those clueless leaders and put them in key roles. EO being the ring leader of the id10ts. Rumor is she was supposed to get walking papers after the Uniti deal closed. I'm guessing she produced pictures of someone at a goat rodeo and was saved at the last minute. Prove me wrong.

RIF-Giving
RIF-pocolypse
RIF-Day

Whatever you want to call it is not over.

For certain, all Retail Senior Managers are actively being stack-ranked and your fate will be determined in the near future. So for you lazy store managers, you've already made your bed, and they know.

Hello relatively new to Citi,worked hard last year.. from last 3 months my manager is unnecessary escalating things (earlier he was ok) now another peer (gave multiple prod issues,bring the system down in production once) is getting promoted it seems. I definitely did more than him..and in 1-2 scenario my manager asked me to help. Looks like I took one of the wrong decision 4 years ago.. what you guys do in this situation? Start looking for the next one?

After SA operations shutdown more EU subsidiaries (Cyprus, Greece, Ireland) will shutdown their operations as company management cares about their bonuses and their own interests.
Any thoughts on this?

If the AI hype has already peaked, does that mean Dell backed the wrong horse?

Does this mean MD might finally show JC the door for failing?

And what does all of this mean for the rest of Dell?”

So on a local level in field can only go by what we see and know.What we saw was low level low pay first line bosses getting riffed .While not very useful they might actually have some use!Yet we saw no upper management like 2nd or 3rd liners who actually do nothing but make misery along with Tons of money!!So what we see is this is all a joke .Dan just needed a bit more cash flow from the bottom of the pile.This just means our next contract is gonna be really fun with Dan since he really loves to Rob the lower paid working groups .While moving in all his over paid paypal buddies!!!

It slowly became more and more of a drag on morale as we cycled through one after another managers, directors and VPs.

The last of which were only focused on themselves and the choir of supplicants that sang the same tune. Alas I got tired of hearing it all. I was rather surprised when my director and an HR person scheduled a meeting to let me know my services were no longer needed.

No warning whatsoever just a thank you and a well wishes to not let the door hit me on the way out.

I guess that’s why they don’t have as people with more than 3 years tenure.

For everyone who was not affected from this RIF, I suggest you do not pick up any extra slack that puts you over 40 hours. Let jobs fail due to lack of resources. This is the only way for management to truly feel the pain or understand that we will need those people back where we were already spread thin to begin with. If you truly can’t get it all done in your time allotted then it will be on your manager and their manager to figure it out. That is literally their job.