#management

Another departure from the CSBB audit team. This time a director only there for a year and a half. You have a managing director that is pregnant and will be out on leave. A recently promoted director out on leave. What is going on with management in that team that so many are finding an out?

Get rid of all the tenured Store Managers and have someone replace them with half the pay.

Below is what GMs do, they dont bring any revenue.

Reviewed sales dashboards that an AI could summarize in five seconds.

Answered repetitive customer questions that a chatbot handles 24/7.

Sent follow-up emails whose content could be generated by AI with remarkably similar enthusiasm.

Scheduled employees using software that already suggests the optimal schedule.

Read reports generated by systems that generate reports about other systems.

Approved routine requests that mostly followed predefined policies.

Held meetings to discuss KPIs that AI had already analyzed.

Repeated corporate announcements after they had already been emailed to everyone.

Escalated unusual situations—the one area where humans still tend to outperform automation.

Provided empathy, judgment, and conflict resolution when customers had complex or emotionally charged issues.

I know people don't want to hear that but it's true. Hear it out.

BAIN is running the company now. That's why there is such a stark deviation from the way Dell has always operated in the past. Bain & Company is one of the top global Management Business Consulting firms - emphasis on the term "Business Management" since Dell has exercised very little of that discipline up until now.

Rest assured BAIN is going over the portfolio with a fine-toothed comb. They are looking at delayed and failed projects. They are looking at the number of employees per project. They are looking at burn rates. They are looking at abysmal productivity ratios. They are looking at fixed, variable, and sunk costs associated with underwater ROI for numerous projects that have failed year in and year out.

The truth is Dell operated with little to zero accountability in the past. Now there is accountability and people are surprised?? It should be the other way around. We should all be surprised it took MD this long to clean up the fat, the bloat, the waste, the inneficiencies, the lack of execution, the lack of accountability. And whether you want to believe it or not, he's cleaning it up to get the company ready for sale before he retires.

Granted, Wall Street loves these types of moves because layoffs in particular artificially prop up EPS on the income statement. Investors love that. However, when there's no one else to lay off, and productivity is still floating around 3%, Dell is dead in the water. That's a fact! That's why MD is trying to sell pieces/parts before it caves in on itself. Dell has run its course.

BAIN Is calling the shots now people. Get used to it. The more layoffs we have, the more you can assume long overdue waste and bloat are being discovered in the numbers.

They stage the whole cycle so they can manufacture nonsense feedback. The entire year I kept asking my manager for a real project because I was under‑utilized and stuck doing basic data analysis. I even reached out to others for work, but he blocked everything and insisted that all assignments had to come “directly from him.” Then in the PA meeting he claimed I “didn’t build credibility.” How exactly was I supposed to do that when he deliberately prevented me from taking on meaningful work?

These guys tricked all of us investors for years, and now it is time for them to go and to bring Hock Tan in. He is the only one who can save this sinking ship.

doesn't know how to run an org

Entire empty buildings, with equipment on a single floor, are kept at refrigerator-like temperatures. Why?

The good news is that "Team space" has been decommissioned.
The bad news is that it has been replaced by an upgraded version: performance.

Over the years, Cisco has remained obsessed with these pointless games.
Put simply, there are just too many managers who do nothing but talk big.

V2MOM is now everywhere.

I have previously proposed in this platform that Nike's answer will be split the company in few different segments and run separately with each segments with its own CEOs who reports to one Big CEO.
That idea was shut down by just about anyone in this site (if they are still in here).

So a year has passed since that exquisite moment and we are sinking more in the mud. It was ankle deep but now it is knee deep.

So I want to ask everyone in this site.
Do you think that splitting company and running more independent is the solution?
Because it has been shown that Nike is too big and vast in sports/fashion industry for one guy, specifically EH and his cronies to fix it and turn it around.
And the little CEO that shows most result should be considered for next big CEO.

How many Dell PMs does it take to implement a feature?

Ten minimum

• One PM to ask engineering what features they’re working on given the PM roadmap is just whatever engineering accidentally mentions in Slack.

• One PM to get permission from engineering to talk about the feature followed by a mandatory disclaimer from engineering stating no commitments or guarantees the feature will actually be delivered.

• One PM to break the feature into 13 micro‑features so engineering can ship 1.5 micro stories per quarter and claim iterative customer value even though it doesn't work yet.

• One PM to update the roadmap no one sees, trusts, or uses because it changes so often it’s basically a weather forecast.

• One PM to create a 67‑page PowerPoint deck his manager will present as if he personally invented the feature, the product, and possibly storage itself.

• One PM to plan the release date four years from now, which will later be delayed because engineering discovered “unexpected feature creep."

• One PM to schedule a customer advisory call to validate the feature, then ignore all feedback because engineering thinks the customer is wrong.

• One PM to rename the feature three times so marketing can claim it’s AI‑enhanced.

• One PM to write the requirement and five more PMs to argue whether the requirement should exist at all or be replaced with a vision statement.

• One PM to present the feature in an exec review where leadership will ask why it isn’t already shipping, why it isn’t generating $400M ARR, and why it doesn’t run on ARM.

Just notice two people manager will leave USB on the same day. Seems upper manager gave a hard deadline for them to make a decision.

So many folks at Nike don't complain, don't cause trouble, just do their work consistently and on time, and they get rewarded by being buried in even more work. Management sees your quiet competence as capacity for more. I speak from experience. Since I started complaining and saying no to more work, my life has improved significantly.

He needs to go.
If you're running with 50M plus quotas, being micromanaged is just stupid.

Everyone is debating GCC and pointing fingers at India or coining terms usb India.
Surprised no one is talking about what could be the real governance question.
For example, Masud Amd, Head of AI under WCIB reporting to Qasim Khan(Chicago hub) and S Sheikh, Head of AI under Digital reporting to PM (Chicago hub) are reportedly husband and wife and both work in the Doc Intelligence space leading AI.
The real question isn’t where anyone is from—it’s whether appropriate conflict-of-interest disclosures, governance, and ethical safeguards are in place. How does the Ethics Office ensure that situations like this are reviewed and managed transparently? Are the same standards applied consistently across all employees, regardless of role or seniority?
The management of WCIB Technology under QM Khan was consistently perceived as biased inclusive Gender, Race, and Ethnicity
https://www.hcamag.com/us/specialization/employment-law/employee-sues-us-bank-for-firing-her-months-after-hr-complaint/567107

What do I do

How can a company be financially viable when every level of management, which I looked up from a lowly tech to the ceo is 7 levels, which even my 1st level has only 8 employees. Industry standard is 18-25 (even at other industries) it’s the same, and above that 2-7 have 1-3 employees under them! The company cannot be financially responsible with so few reports under each layer, it is irresponsible to allow such a financial travesty to continue! Each layer should have 8-10 reports as a minimum! Go look at other industries including ATT or Frito Lay! Look it up it’s insane, this good ole boy days of butt kissing to get a made up position to check off one box are over, they expect the techs in the field to be super universal techs, then also should all levels of management. Let me clean house and pretend I am Elon Musk!

I hear that Jira Boards are being heavily scrutinized to see whos' doing what

OK, so I have sympathy for everyone who's impacted, and nobody deserves this. They don't need to get rid of all the directors and VPs because some of them actually know what they're doing. But seriously, and objectively, they should get rid of the ones who have no understanding of the ins and outs of the team. Their biggest contributions are taking credit for their managers' and ICs' work, creating unnecessary bureaucracy, and dragging everyone into endless, pointless meetings. The team/org would honestly run much better without them.

All new hires WW have to be approved Alvind and he wants a genuine business case. He doesn't even trust his direct report to sloths to make a good hire.

Visa achieved a historic milestone by surpassing $4 trillion in quarterly payments volume, demonstrating robust growth in both consumer and commercial transactions. This strong performance was further bolstered by a significant 34% year-over-year increase in value-added services revenue, largely driven by FIFA World Cup marketing initiatives. Despite this financial strength, the company announced a workforce reduction, primarily impacting technology and product roles. Management has raised its full-year earnings and revenue growth forecasts, signaling confidence in continued business momentum. The savings from these layoffs are intended to be reinvested into future growth areas like stablecoin and agentic commerce.

https://www.tikr.com/blog/visas-q3-earnings-crossed-4-trillion-in-volume-then-came-the-layoffs

Only Americans will be laid off. H1B and other visa types are a legal obligation, and are expensive to hire, rehire and layoff. So, it is better to be as a H1B employee. You will not be touched and if you have a same caste manager, you have super powers.

I've seen like 10 IAM cyber manager job postings...what is the build up going on there?

Recruiters and hiring managers - is it looked down upon of someone internal reaches out to you about a job posting they are interested in or ones where they want to refer someone?

Come on man, can you at least pretend to do some work?

Referring to claims but may be other departments too. I really didn’t think it could be worse than rock bottom but here comes big blue with the excavator. My manager used to be ok but he is becoming militant and aggressive, due to those above him. A low performer on the team got fired. Threats of performance management for missing a single metric. More and more being dumped on the plate. This job has always been a toxic cesspool, but somehow it’s getting worse

Results are out and they look positive? high 80s for the engagement score. Not what I expected what do you all think? Didn’t give a good rating to my immediate manager , hope it won’t come back to bite me in end of year reviews. Fell for the ‘fully confidential’ lie

I feel like the company is just committing psychological warfare at this point. I called HR this morning, and they said the HR department is not informed at all about involuntary layoffs. This whole process from upper "management" goes beyond unprofessional. Sarah London stated that there would be layoffs in the first week of August. I am now hearing that the date is changing or that most people, including PLs don't even know what is going on. I get having to wait for VSP results, but if the fu--ing ceo says layoffs are a certain date, I would hope they would honor that statement. I'm just so stressed and over all of this bullsh-t.

Hey bootlickers! Please stop monitoring where everyone sits. Someone reported me that I'm working from the cafeteria. Hey MF you obviously have ZERO work to do to care that much. Joke is in you, my manager don't even care where I sit. And yes I'm gonna sit by the snacks, the sun, away from you. WTF this place is he-l.

Even managers have been kept out of the loop as to how these targets were calculated, so I thought it would be helpful to try to crowdsource some info and come up with a model. If you don’t mind, post your target here and some info about your role. Dont be too specific as we want to maintain our anonymity. I’ll start: 12%. Front line manager in global engineering.

I'm so tired of the "we're family" speech when they need me to work late or take on extra projects. The moment I ask for a fair raise, it's "business decisions" and "budget constraints." If we're family, treat us like it. If it's business, stop pretending otherwise.

I've been here long enough to see no strategy, no vision, just random decisions. Prove me wrong.

Let me tell you a couple of three things: forget the excuses, forget the value Lyons managed to erase, and forget the corporate incompetence that put Fiserv in this position.

Takis took that stock—weak, embarrassed, wandering around like it had no leadership—and brought it all the way back to where it was before Lyons left. Frankly, it’s an honor to be surrounded by shareholders who still believe in execution, discipline, and making money—and not incompetent executives like Lyons, who should’ve stayed in whatever management-development program he crawled out of.

The future? I’m optimistic. Takis has restored respect, restored confidence, and most importantly, restored the stock price.

As far as Lyons is concerned, my estimation of him as an executive just plummeted.

The audacity for management to tell us we are going to be training a vendor to do our jobs and in August they’ll decide if they want to keep us or not.

I WAS FIRED AFTER 15+ YEARS OF SERVICE- HAD A CALL IN MAY THEN IN EARLY JULY WAS FIRED WITH OTHER IN THE STORE - MANAGER? STILL HAS A JOB - THEN NOT EVEN A WEEK LATER THEY TURNED OUR STORE ALONG WITH MANY INTO A RESELLER... THIS WAS DONE ON PURPOSE/PLANNED TO GET RID OF OLDER EMPLOYEES ACROSS THE BOARD INCLUDING SOME DM's - I'M SEEING A LAWYER BECAUSE I WAS WRONGFULLY TERMINATED ALONG WITH MANY - THIS WAS JUST ANOTHER LAY OFF METHOD FOR MANY - VERIZON SAYS 7 CUSTOMERS DETERMIND MY FATE OF BEING FIRE BECAUSE THEY DIDN'T UNDERTSAND THE BYOD+ OUT OF THE MANY YEARS OF HELPING CUSTOMERS - TRUST ME WHEN I SAY IN A ROOM THERE WAS A CONVO ABOUT CUTTING EMPLOYEES AND THIS WAS JUST A EASY WAY FOR VERIZON TO PROTECT THEMSELVES FROM A WELLS FARGO LIKE LAWSUIT - FOR TWO YEARS WE COULD DO BYOD+ ON DPP AND SAME DEVICES BUT AFTER JAN 2026 THEY CHANGED THAT...AND OUR MANAGEMENT TEAM DIDNT EVEN TELL US!!!

So is CIBT personnel going to HY?
I know damn well most crusty as fu-k managers that have McMansions in CT will not go to Jersey so wtf is happening this NOV?

I just refreshed the executive leadership page and Pete C is missing. Also one of the guys with the Turbans is gone. Man people are dropping like crazy off that page. I wonder when Guy will finally drop off.

I'd appreciate it if Dan could review one of talk products. The app has terrible reviews, which is hurting Verizon's reputation. The people involved seem overly confident and rude, Boston manager acting like they're untouchable. It's the worst management I've ever seen.