Not with town halls, but real conversations about things getting better? It seems like they're hoping the issue will fix itself.
11 replies (most recent on top)
You can get hold of your manager???
@j8 from the readout of a recent Town Hall, it seems like Stephanie's direct reports are anxious too. One of them mentioned a meeting that she called on short notice last week with no agenda that freaked them all out. It's not much glow to bask in, but let's take what we can get.
What exactly does a manager do to boost morale these days? Promotions? Nope can't do that there's no money. Empower and challenge? Sure, I can double your work load but you'll still get the same 3% that your lazy coworker gets. Make ya feel like your job is secure? Of course, if that's what you want to hear. Wish I could do better but it's WAY above my head. We just hanging on like the rest of you.
I’m an SD and came into this firm from a company that actually valued culture. I’ve been trying since day 1 to invest in a culture of transparency, career development, networking, and overall innovation and high performance. I think I’ve done an okay job, but it’s been incredibly difficult when you’re trying to navigate impacts from other poor leaders, constant enterprise change, and an unwavering/unrealistic pressure to deliver revenue that simply isn’t there, cost reductions, and an endless list of things from the past that need remediation.
I know there are a lot of really poor leaders at this company, but there’s also a lot of us out here trying to make it better. It would help if other leaders picked their heads out of the sand and made attempts to do things correctly, with the long term health of the company in mind.
@ab there is no improvement to be had when a company is run so capriciously. There is no plan, only staving off one disaster after another. Admitting this by senior leadership would be akin to staring their failure in the face. No can do.
@ae - My director has been on a full‑blown image‑makeover tour lately — hyping himself up at all platforms just faking things, acting like he’s some transformational leader, and bragging about all the “amazing things” he does. Anyone actually working under him knows it’s all smoke and mirrors. He’s built this fake little ecosystem where a handful of his favorites get protected, rewarded, and treated like royalty, while everyone else gets their integrity questioned for simply doing their job.
If you’re one of his bootlickers, congratulations — you get promotions, special treatment, work‑from‑home flexibility, and a free pass on everything. If you’re not in his good books, you get sidelined, labeled, and thrown under the bus. He’s got the mic to the SVP, and he uses it to build up the people he likes and quietly destroy the reputation of anyone he doesn’t.
He goes absolutely gaga over a few folks who haven’t earned a damn thing, pushing them up like they’re the future of the company. Meanwhile, the people actually carrying the load get ignored or painted negatively. Transparency? None. Fairness? Forget it. Compliance? Policies? He bends those whenever it suits him.
At the end of the day, he’s an insecure, power‑hungry operator who’s created a discouraging, toxic culture where talent doesn’t matter and politics runs the show. It’s honestly wild watching someone with this level of insecurity and favoritism pretend to be a leader.
@ae thank you for showing up with some perspective. Recently, someone posted here that nothing important ever got shared. Your post has real value here. It's honest which is more than anyone gets elsewhere. Any questions about the future get stonewalled to avoid as much liability as possible. Although now, no one would believe anything that they said. Have witnessed a director carefully preserving their own position while laying off others. It's depressing, so no faith there either.
I’m a director level manager at FIS. Morale is in the tank for sure but I think it’s important to acknowledge the sh-tshow and at least let your team know you’re a) not drinking the kool aide, b) you share their fears and concerns, c) you will do your best to communicate and protect.
I have a fiduciary responsibility to the company that I will maintain but I’m not going to let them ki-l me or my team and if I can help someone escape and land on their feet I will. Hope I’m not being preachy. That’s not my intention. Good luck everyone.
No, they are so beaten down themselves with low morale. God forbid they actually come together and try to improve things though. Most are just buying their time like the rest of the passives waiting for some sort of change, direction or severance. There is no real direction, and when their smartest talent start questioning them they get even more cranky because they have no real answers. The VP's are just as clueless as the managers. They've been pressured also and it's nothing. They play the bootlicking game but can't answer any real questions with any articulation of what's actually going on, nor do they do anything to boost morale of their teams who they are supposed to hold the objectives for. It's quite pathetic.
“The beatings will continue until morale improves.”
Honestly, most managers are too low on the totem pole to do much about the pervasive issues we face.