#management

My entire team lives in hub areas where the standard of living is very high. We are forced to come in 5x8 while enduring crazy traffic situations to and from work. Some of them were even asked to move to hub locations and subsequently fired.

My direct manager reports to some sort of ghetto CO where he’s surrounded by gamblers and prost---tion. He brags about paying “0” state tax. How is this fair?

Store manager plays favorite amongst managers. Promoting inexperienced managers to run departments such as beauty. Seems like the beauty department in our store is being run by the store manager herself. The pressure is on as regional and district are starting to notice the beauty manager isn't even fit to run Backstage. It's only a matter of time.

What band is an AD? Director? Sr Director?

I heard from a very reliable source 15% of the VEC MDU team is being impacted(Fios or Fixed Wireless) leaders have already had meetings with the HR Team and senior executives at the end of October to go over which employees will be impacted in the roles includes Client Executives,Associate Directors, Directors, and Senior Directors, basically each team will now have 4 client executives and covering more areas, 1 Associate director for the entire state, No more director roles, Q1-Q2 employees last day on payroll not December…if you dont believe me ask your leader what there “all day meeting was end of October” and see if everyone is giving vague answers, this layoff is starting from the top and trickling down to the bottom. calender invites will be sent out Nov 19th end of business day and your leaders will have two meeting Nov 20th, one is with the impacted employees and the other will be with the remaining team to notify them of what is happening. If your received a Leading you are technically safe, if you have any correction action disciplinary/attendance action, or your area is not performing or has decline in performance that might be an opportunity. There will also be a meeting being held with the new business module this week everyone should have a calender invite, I cant confirm any other areas of the business being impacted just this one!

Got a heads up from my Director new store formats are in the works. Won’t hit immediately but will be part of our next phase. The SM role as we know it is gone. It will transform into more of a AM type role on paper. Reduce stores down to 2 Managers. And Directors will be more like Indirect store managers where they oversee multiple stores and spend more time in stores more like a SM but not as hands on. No more cushy jobs. Basically a lot of the same responsibility without the pay and title for both Directors and SMs. It’s going to be a rough transition and the idea is hopefully some of the top high paid talent will leave or su-k it up and take the pay cut very similar to the one team strategy. The goal is reduce all retail stores and push more traffic to indirect and online. Verizon is willing to take some hits to reduce cost. Verizon has already lost just compare stock prices to T-Mo. This is the liquidation fire sale waive the white flag show them your belly and tuck your tail type strategy. We’re done, the fight is over. Store closures will not be based on volume more based on location and surrounding Verizon doors. If your store does 300 PGAs but lifetime all in have 250 deacts your phone net adds are only 50. Compared to a store that does 200 but will net say 150. Verizon would rather have the indirect take on the cost. The definition of under performing stores has changed to focus on total net phone adds. If you were around during COVID think Covid era type staffing and support. It will be very similar. It will be up to the remaining few employees to user customers to online or AI supported customer service. With little transactions in store so why keep larger stores around you can accomplish that with a kiosk basically why pay the overhead to tell customers to go online or call customer service.

Good Luck to the slope workers today. It’s sad to watch really. High $$$ consultants were given the reigns. Reminds me of the RLG days. Conoco used to be the common sense operator on the slope. Only hired good people. Those days are gone. We’ve hired some real winners over the last few years (folks that didn’t make the cut at BP and Hilcorp). To top it off, management thought it best to lay people off right before the holidays, and expect a wildly successful winter season with minimal remaining field experience. Good luck to all. Those that are asked to move on, it’s probably for the better.

I've heard that bids are open to outsource the entire department, management included. Any word? Will we all be hired by the outsourcing company?

being at the bottom of the totem pole, They need to get rid of:

R2b
5g client managers/executives that don't do a thing
Who ever manages useless door 2 door reps
B2b managing partners
Directors that WFH 4 days a week
Whoever manages indirect

You have seen over the past 2 years thousands of employees being laid off. Multiple locations/sites have been shut down. Low salary increase. Management has no plan or vision to grow. If I were in your shoes as a current employee, I would stick to the minimum rule. Rule of working zero weekends, OT, or going above and beyond at my job. It is a matter of time before you will be next on the list that will save some money for the company.

I used to like working here. Dell's new approach is to squeeze everyone until they break, then act (emphases on act) surprised when people leave. They crack the whip, throw fear around, shorten deadlines, and generally do all they can to make everybody's lives miserable. Watching it day after day is exhausting and depressing.

My manager keeps giving my ideas to someone else, ignores my requests, and subtly pushes me aside. I could stew about it, but I decided a good old "fu-k it” is better for my health. After years of hard work, I’m finally done letting this toxic nonsense eat me alive.

The district manager told my boss (area manager) that he is going to have to cut 1/4 of the 1st level managers. Does anyone know if this is true? I recently switched from a local manager in construction because I thought contractor services would be safer and I wouldn't have to deal with OPT's. Now I am worried because at least before I had people that reported directly to me. Has anyone heard anything concrete? I'm seriously considering volunteering because I cannot handle the stress. My new job is so much better than when I had to babysit union OPT's but I'm afraid I made the wrong move going to "supervising" contractors.

This centralization will eventually fail. The centralized teams aren’t built from the BUs, and most of the people there lack the capability and experience to understand how things actually get executed in a business unit — let alone run a business. Many of them have stayed in the center since they were university hires and have never worked in a BU. They have no idea how to deal with real business realities or how to actually drive a project.

In the past, they could claim that they contributed significant impacts to multiple projects and BUs to justify their PSG levels. However, their actual contributions within the BUs were largely unverified — many BU results could have been delivered even without their involvement. As a result, their impact has been largely inflated.

Do ADs and SDs really know the names of people on their teams?

Rumors floating around that 24% already said NO on survey to Edmonton. Lot of others (including me) are playing for time and decided to wait until final decision time of Jan'26. Anyone has insights how the MC is reacting to much steeper than expected rate? I suspect they dont care ... perhaps they will bring in more expats from Houston to fill Senior Management roles.

So the new gimmick for the UR nurses is to hire bedside nurses with no experience in casemanagememt or utilization review, skim over what is required for the job and lie to the individual about what is required. So 16 to 22 reviews, no lunches , a hurried break, stay overtime , listen to a psychotic manager who is only interested in the metrics so she can get a big bonus, hide your head under a rock and pretend you don’t see all the what could be considered frau:;(, work overtime and listen to everyone tell you your burned out in 6 months cause you don’t know how to be productive and organize your time and work for a fraction of what you make at other companies and hospitals.

Shareholders care about capital gains. Is XOM going up? No. Hardly keeping up with inflation. Then what the f is the management doing?

Honest question, why do you like working at TIAA? There seems to be so much contention about poor management, legacy technology, in office requirements, and vast pay differences.

What is it that keeps you here? Especially those of you that have been here for so long. Are you hoping for things to go back to the good old days?

The ones you fire and hire back is a joke. Such a game you play with your financials so the owners get paid on the backs of the Staples slaves. And you wonder why the ones come back in the first place, it’s not for the great culture.

ISG Engineering leadership, the SVPs and above are abject failures. They have absolutely no clue what’s going on are talentless and got to where they are either because the talented people left or they got a package. Going to meetings with them and listening to the philosophize about S@S is ridiculous or hearing them bicker about the d-mbest thing is just embarrassing. You are embarrassing yourselves and your too stupid to know it.

They’re in capable of changing and being any better than who and what they are today. You try to raise the bar, get them to improve and they absolutely cannot. The engineers can but their leadership just can’t get their mind out of their myopic way of working. They think they’re top notch engineering leaders but when you try to challenge them they just fall apart and complain.

They’re incapable of creating anything innovative, and getting them to actually invest in anything is a chore. They’re 100% manufacturing and operations leaders and that’s about it.

The culture these leaders have built in the short time they’ve been in place is horrible. They’ve put in place a micromanagement structure masked by “S@S” which is just a control mechanism because they have no talent. When you have talent you need much less process. By putting impediment processes in place they’re putting a culture of blame in place.

They’re too arrogant and ignorant to even know they’ve taken the organization backwards at least 5 years. At the end of the day, you didn’t earn your role. People left and had nobody else. You play politics instead of having talent, people with talent intimidate you so you sideline them. You polish your rock, thinking you’re a varsity team, while in reality you’re still in a freshman league.

Our manager just raised our quota again, like we’ve got unlimited hours in the day. I’m pretty sure he thinks he’s boosting performance, but all he’s really doing is making it impossible to provide decent service. Can he even do that? I know for a fact this isn’t a company-wide change, and it’s not the first time he’s pulled this stunt.

Anybody have experience working with them?

Layoffs are coming because that’s what a short sided company does when the stock is down so Ed can’t retire. All the needless marketing VPs won’t be impacted. It will be those that management considers expendable, those that give up their nights and weekends, those that actually do the work.

Extreme will never rise above mediocrity with its bottom of the barrel management team. No one wants to hire the CTO who has been looking for a new gig on the sly. The CMO was fired after 9 months at her previous gig. Ed. Extreme peaked a long time ago and just rides the industry tide and picks up the scraps.

No we don’t play in AI data center because we laid off that team the last go around. That’s not just missing the boat - that’s bad management.

Verizon better lower our quotas or pay me extra bc I am not wasting my time on nonsense and spending hours on fixing account issues, billing, resets, etc on the phone since now we are mandated to take calls

It's not my problem you incompetent folks at BR chose to eliminate competent CS reps and send everything to India

I get paid to sell. Watch if this happens all the top sellers will bolt just like when Verizon went to team commission.

You reap what you sow.

Still can't believe how useless 60% of the LL5, LL6, Supervisors are at Ford.

Received a farewell email from a band 6 employee this morning. She is with corporate finance - enterprise risk management based in Lake Mary, Florida.

It’s not entirely surprising to see these results when a company that’s neither growing nor shrinking decides to place relatively inexperienced people into senior roles across different parts of the organization, all at once. From one group to another. The decline in EBITDA and EPS speaks to something deeper — a lack of true leadership, professionalism, and understanding of how to steer a business forward.

What’s more concerning is the culture that seems to celebrate losses — where layoffs are treated as a sign of “efficiency,” masking deeper issues and compensating for poor financial performance. It’s an organization that appears more focused on politics than outcomes.

At this point, the “P” might as well stand for Party — because for some at the top, the rewards keep flowing regardless of results. The irony is that leadership likely recognizes these systemic flaws but continues to indulge in a system that benefits them. In the end, it’s the long-term everything is eroded including their own proposed values.

Honest question, why do you like working at Schwab? There seems to be so much contention about poor management, legacy technology and vast pay differences. What is it that keeps you here? Especially those of you that have been here for so long. Are you hoping for things to go back to the good old days?

From 6 to 8th largest bank. Management reshuffled. Worker bees fired. Morale in the toilet.

#ChampionMindset

When is Wayfair going to learn that you get why you pay for. We need to stop with all these oversea agents. They either don’t have enough training, don’t care, etc. The majority don’t help the callers and just make matters worse.

The situation in the GIST department has become absolutely horrible. Everyone is completely burned out and depressed. There are always tons of calls waiting in the queue. We’re the third shift, only about 7 to 12 people working for the entire world — the US, the Americas, Europe, everywhere.

We’re not allowed to have more than two minutes of after-call, and we can’t stay “away” on Teams for even a second. It’s just nonstop calls, one after another, for eight hours straight, with no breathing room. We barely have time to write proper notes on the cases because two minutes simply isn’t enough.

Each of us handles more than 30 technical calls a day, and these are not short calls. I’ve worked in other call centers before, but I’ve never seen anything like this — this one is pure madness. We’re treated like machines, not people.

We’ve been complaining to management for months, and they know exactly what’s going on, but they still refuse to hire more staff. On top of that, we’re taking calls in all languages — English, French, German, — and it makes no sense. Half of the team is depressed, and people are so desperate that they keep calling in sick. It’s absolutely impossible to move to another department.

This place has become unbearable.

Heard from 5 people in different departments that that 25% number being floated around is basically accurate.

Has anyone gotten in trouble for using too much in office exemption time - Whether that is weather related, or for the adhoc flexibility option.

Specifically referring to upper management less direct management.

Why is every leader managing a team they have no experience in? Lots of fail-up leaders, PH being led by a president with a BA in Journalism, KW, the list goes on. Feels like we’re all on a sinking ship.

Hi All,

Does anyone have experience with a medical exception that can change their working arrangement? Are they lenient on the conditions that may qualify for this? What is the process? What was the end result? Was documentation needed? Did you experience discrimination from management after?

I personally have a condition, that although is not life shattering or major, would greatly benefit from a relaxed work arrangement.

Nothing else to explain.

I know folks in tech, HR, and management who were impacted.

Anyone else catch that 7% of our Q2 “adjusted” EBIT 8% margin is non-operational fluff? Strip that out and we’re running on fumes. Once management wraps up their usual end-of-quarter buyback of 10 to 12 million shares, the stock’s going to dip right back down. DXC engine’s smoking, all gauges are red and management’s still smiling for the cameras on LinkedIn. This place is toast.

Man, Control Management was banged on.

I didn't believe it, but this site actually had legit info. I see approximately 270 were severanced this week. I say approximately because the total count of severees went up by that number compared to a week ago, but every 60 days names drop off the list so some could be excluded from the count. I didn't do a full name comparison.

Of course the "proof!!!!" posts will come. Look up D Jank and his tree. Looks like he alone lost 8. 270 is not a huge number by any means, but they keep carving away.

Why fire individual contributors- layers of managers is what needs trimming in finance, it’s seems a a lot of one sr manager has 4 managers reporting to them who have 1-2 employees each. A lot of “management” of the few doing work -