#poorleadership

Anyone else dealing with a manager who treats information like it’s classified? Getting even the simplest thing feels like pulling teeth. At this point, I’m losing more time chasing answers than actually doing the work.

It’s hard not to notice the growing stagnation within 3M’s PSD division. For a company long known for innovation, the lack of meaningful new products coming out of this group is concerning. The pipeline feels dry, and the urgency that once defined 3M’s culture of invention seems to be missing. Just chasing lost business now.
Equally troubling is the apparent gap in leadership. Strong leadership should inspire direction, accountability and momentum and there’s a sense of drift. Without clear vision or decisive action, teams are left without the guidance needed to push boundaries or bring new ideas to life.
Employees feel it. When innovation slows and leadership doesn’t step up, morale takes a hit. Talented people want to build, create, and solve problems and not sit in a holding pattern.
3M has the legacy, talent, and resources to do better. But without renewed focus on innovation and stronger leadership within PSD, it risks falling behind where it once led.In addition commercial effectiveness is a total joke.
#3M #Layoffs #Innovation #Leadership #WorkplaceReality

The best people being kicked out again? When I was let go last year, what was left of our team was a joke. Just a few a-s-kissers. I wonder how that worked out for them. I hope things are better and at least they're getting rid of actual low performers this time, but I doubt it.

We get deadlines dropped on us with no warning constantly. I'm so tired of scrambling because nobody plans ahead. This is no way to work. It's no wonder they have to do layoffs to hide the fact things are not going as well as they'd like everybody to believe.

trying to sanity check something.

I’m an engineer at Five9 and honestly I can’t tell if my team is just dysfunctional or if this is how things are across engineering.

In my team:

Communication is basically nonexistent. Half the time you don’t even know why decisions were made.
Priorities make zero sense. Everything is urgent until it suddenly isn’t, then something else becomes urgent. Also, the roadmap is always changing.
Managers don’t really seem to understand the technical side, which makes things worse.
Code quality is rough. No consistency, no standards, a lot of stuff just feels hacked together.
Documentation is almost zero, so you’re constantly guessing or reverse engineering things.
Architecture feels like it just “happened” over time instead of being designed.

It makes it really hard to do good work or build anything properly.

Genuinely curious: is this just my team or is this the general state of engineering here?

Would appreciate honest answers from people in other teams/orgs.

Literally every downfall is directly connected to the CFO. Margins, inventory, discounting and horrible guidance.

How does this guy have a job?!

If layoffs were executed according to the following playbook Nike would almost certainly be better off.

Let go of employees at the Director level or above who:

1. Started at Nike post 2010
2. Have only worked for Nike
3. Were ‘promoted in place’ to receive their current title

While I’m sure there are a few good leaders that meet the above criteria, as a general rule this cadre of leaders are near useless in our current predicament.

Much like every stock investor is a genius in a bull market, leading when things are going well is easy. These folks have no experience managing through adversity - and it shows.

Nor do they have career experience outside of Nike to draw upon for other ideas. This means they will stick with the status quo: things that worked in the past at Nike that are no longer working now.

Lastly, because they received their titles without undergoing a competitive interviewing process, the scenario surrounding their original promotion bears little resemblance to the environment that they were re-orged into. Despite this, they retain the inflated title.

There must be a few hundred candidates that meet the above criteria, maybe more?

He's a bald meatball with no spaghetti, ziti, or cavatelli.

DXC promotes a poor performance culture.
If you do a great job there is no benefit to you. That then encourages the person to either leave or wind down their performance.
The poor performer only has to avoid a poor 3 rating. Just do enough... They will never leave.
You are left with a pool of poor performers..

Our new store manager has skipped the sale set for the last two weeks. The prices are just totally wrong throughout the whole building, and we are told to do overrides for the customers. Anyone else experiencing anything insane like that?

Heard they were busy moving the deck chairs around on the ship just as it sank into the ocean, does this sound familiar?

The current AI push from senior management and the directors will bring this company to its knees. These people are too old and out of touch to understand what this technology actually is. It can be utilized in productive ways by individuals that have experience using LLMS and have a solid grasp of what LLMS are and what they are not. You cannot vibe code our systems. You need to hire and train journeymen so when the seasoned experts retire you have competent people to take the reigns that actually comprehend what they're looking at. Script-kiddies used to be a bad thing, now we're building on the backs of something much worse. For any manager reading this, when has copilot ever told you an idea you have is bad? Or even offered a different suggestion? It hasn't, because these models are trained to retain users. And the best way it does that is through sycophantic praise. I thought we had intelligent people at least making decisions for us. After seeing that AI ignite training I now understand that we are in for a very tumultuous time ahead. For any coder on here, keep learning and cutting your teeth on the stack. You will be needed once our leaders destroy this company. And for the process and maintenance techs, don't let them make you feel inferior or easily replaceable. These systems are powerful but we need the creativity and problem solving of you to make this company succeed. My heart weeps for any young person getting into what used to be a very presitigious career path. Please do better for the sake of the families that GF keeps fed.

How do they keep getting away with things that would get anyone else in trouble?

… is what the chairman of the board likely said when it was assumed that Mark B. brought OpenText to the lowest depths possible. Jenkins is doing a great job of flirting with stock prices in the teens, which he will soon reach, and destroying what little morale was left.

I was let go today after receiving a great review and a hefty merit increase. I worked hard and produced great results. And as the case with many others before me and today, Mr. Jenkins and his ilk said sc--w you. Meanwhile, the two-legged snakes, family members and ever-shrinking legion of sycophants blissfully flop around in the increasingly pot of boiling water.

This ship has already hit the iceberg and is sinking at a faster rate than it was during the disastrous regime of Mark B.

The 3-book series on AI will not save this company, nor will the line-up of summits in Canada will not save this company. It is too late for that.

To all you good people still stuck on this garbage scow, find a life-raft now. Because if you thought marketing campaigns featuring scary muppets, goats and bland superheroes were bad, the upcoming Canada-is-a-trusted-player-in-AI campaign will “elevate” your opinion of those disasters.

$15! Different Nepo circles in leadership ruined the company

They eliminated my position and moved me into something completely different with zero training or support. No one ever explained what success looked like, no one checked in to see if I was managing. It feels less like a reassignment and more like they were setting me up to fail from day one. Six months later, I'm exhausted just trying to keep my head above water.

How can Steve B still be here when you look at the results (internal) and the stock price (external result) and the trend over last 4 years (consistently down so it is something systematic). I am genuinely asking as to how the dynamics and politics of being a CEO work. I don’t get it

This furniture is very cheaply made and will not last long

Mass exodus by choice and some forced out. All locations are trimming fat so they can find a viable suitor for each non performing business unit. Glad I left before more cuts. Poorly ran from the top down, and frankly the union that exists in many locations is the downfall of any company with potential. Less than 7% of companies have unions and they all struggle, all layoff and eventually sell various business units to divest that waste and added expenses that union employees present to companies.

Who's to blame? Ten years ago, the idea of something like this happening to Saks would be laughed at. It takes especially incompetent leadership to bring us to this point. We're losing our jobs because of them. This makes me both so sad and angry. This could and should have been avoided.

Worse place to work this bank treats their employees like trash.

Shout out to all the brave folks in FCRM for speaking the truth about the simmering disastrous situation that has been ongoing for few years in FCRM that upper management has been confronted with it and had no chance of getting away from accountability and passing the blame onto middle management, playing dead and tone deaf like they had for so long. John will tell Derek and let’s see what they come back with. Power to the people, if they think meetings will be cheerleading and butt kissing like What happens with Charlie they need to think twice. The bucket is full and has been full for so long, they need to admit to the injustice, corruption and failures has happening that only their full selves and delusional minds can portray as success! We all saw it! Today FCRM folks fought back against injustice and corruption and deserve to be recognized for their bravery for speaking up and not fearing retaliation.

We've replaced a human being with a capitalist cutthroat.
Culture going down the pan
Ranks of useless middle management
Gorman would be saddened by what is happening

Noelle never led IT and Katya/Gina did not lead digital?

Really nostalgic for what the company once was before these two/three

This company is begging to be sold, but these Execs have ruined any and all value. The weird old CEO is way over his head. All he knows how to do is lay people off. Should go to Georgia State and take an Econ 101 class. Could only help. He couldn't get into tech.

If we’re talking honestly to our younger selves, the conversation might include warnings about corporate messaging that talks about empowerment while employees feel undervalued, overworked, and unheard. It might include advice about spotting organizations that talk about people-first values while quietly prioritizing executive egos.

Ba----g on about courage and “seeing yourself bigger,” but anyone who’s actually worked there knows the reality is burnout, bureaucracy, and Accenture-rejects that couldn’t manage their way out of a paper bag.

It’s the usual corporate fantasy written by out-of-touch suits who love the sound of their own inspirational waffle while the people doing the real work get ground down. There's not a single member of M&C SLT that wouldn't gladly stamp on their own mother if it made them look good on LinkedIn

Maybe instead of publishing this smug nonsense, the prickgoblins running the place should try fixing the toxic culture they’ve created. Until then, spare everyone the sanctimonious wa-k.

They trade experience for cheap labor and then they're surprised the results aren't the same.

People who communicated clearly and made you believe in the direction. Those people are gone. The ones running things now, I can't even follow their sentences half the time. Don't even get me started on the strategy. No idea what it is. They promote people who sound good in meetings but can't actually lead. And then they wonder why the good ones keep walking.

that senior leadership has "carried a bag" at some point in their career and been successful. Leadership like that came from other roles like ops (ww) etc have no idea of what it takes to be successful in outside sales. They pat themselves on thr back because they can read a spreadsheet. Meanwhile the rest of us that grind it out month after month have to listen to their bs.

I've worked here five years (it feels much longer, though) and I'm still surprised by the decisions leadership makes. It's like common sense goes out the window once you reach a certain level. They roll out policies that actively make our jobs harder. They invest in technology that doesn't work. They promote people who have no idea how to manage. I don't know if it's always been this way or if it's getting worse, but the overall stupidity is hard to ignore.

Do our execs nurture innovation in any meaningful way? Do they know how to do it? All I see is folks tweaking KPIs and bragging about success. We lost our core values and we struggle to innovate. I am not even sure if we can recover from this, the board is asleep at the wheel. So, we have no innovation and we do have a rock solid layer of useless grifters at the top.

https://www.charlotteobserver.com/news/business/article314733473.html

Suspicious, someone is terminated 4 months later over their Halloween costume.
Just goes to show you , cannot trust HR dept or Leadership team.
HR dept. needs to worry about getting employees paid correctly. Numerous payroll mistakes every pay period.

But go up the ladder, and the incompetence and arrogance just skyrocket. I've never seen anyone truly skilled or deserving get promoted. This team could do amazing things with the right management. But nope. Not a chance in he-l we'd ever get a decent one.

I live in overland park. All I hear is how poorly managed the company is. Is this true?

Can we hope to finally see those MDs who made the poor decisions to expose the company to the risk around Russia (a country on the US-sanction list since 2014 and its illegal invasion so hardly a case of "how could we have known?") finally held accountable for their poor decision-making?
There are Ds and MDs in my area who recruited 100s in Russia and completely messed up our org in the process. Despite showing shockingly poor judgement and poor management skills they are still at Citi.

Nothing about how EJ is run makes sense anymore. It's all reactive panic moves and politics. If you're not buddies with someone in charge, good luck getting anywhere. Meanwhile the actual work gets ignored and benefits keep shrinking. It's exhausting.

This is hands down the worst place I’ve ever worked for, and it’s not because of the job itself. The work is fine, but the way employees are treated is brutal and intentional. Management acts like paying people is some kind of personal insult. Everything here is designed to grind you down while pretending that’s just business as usual.

That’s all I need to say. No direction. Constant changes, flailing changes. No ability to execute or even plan. Talking about things like RTO but not really enforcing it. Schedules constantly missed. Huge investments in contractors. Hiring but constantly laying off for no reason. Not a single technologist at an SVP or executive level. No results just talk.

It’s just a bunch of clowns. The notion of running a business is gone. It’s just about how much can I stuff in my pocket before the thing goes defunct. Pathetic and sad.

With poor middle management from the branch levels and issues not making it to the top people are fed up. Union talks in play. Drivers not able to take time off, routes sitting, customers not getting deliveries and no help. Warehouse runs way too short and people in place who aren’t fit for the job. Sales is getting fed up!