#culture

Good luck to us all.

New Paramount Skydance Senior Management (DE/JS) made a big stink of saying that they want to be one and done. The next thing we know this has now turned into another round of 1,000 layoffs. Maybe the next cycle is a focus on International, maybe it something else. It would truly be wonderful if the Senior Leadership of this company could enlighten us a bit since they were the ones that put the "one and done" out there. Don't really want to have to be thinking about this 24/7 as we approach the holidays. Maybe someone can tell the new Head of PSKY Human Resources to truly do the "human" thing and provide some guidance here. They set the expectations on this in August, not us. And now here we are again...

The messages on this site are making their way to HR. Apparently the RTO discussion is making some headway and was brought up on their early Monday morning call.

To HR: push back on this mandate, no one likes it and it has no benefit over 4 days.

I heard a lot of fellows retired this year. Any tips on shortcuts to fellowhood? I heard it is a pretty sweet setup, sort of like tenured faculty - free to do you own thing. I'd like to be a fellow before I'm 40 so I can sort of get off the treadmill.

it’s all of our fault for picking up the mistakes, flaws or fundamental errors from the BTC. stop, Stop, Stop before they take all our jobs. If it’s wrong, send it back and ask for the rework. Don’t fix it for them and unless it’s dangerously wrong, go ahead and let the plants feel the pain.

I don't want to dive into revenues or actual layoff numbers here, but curious are you guys actually upset being here? The culture still feels great on my team, I'm happy and my manager keeps me challenged and is focused on growing my role here. Does anyone here not feel the same?

No matter how long you stay or how hard you work, promotions just don’t happen. I don't know if this is just my group or a company-wide issue, but we're losing great people due to that.

So what's with macys Ap following customers into the bathroom opening up all the stall doors as the customer goes to the bathroom then talks on the walkie that everything is clear... i just witness this... is this a new protocol?

So many people cut on this last round and many have been with the company for over 5 years and they are the people who built how we do things today! Rivian sent them all packing! Don't believe all the positive messages you see on LI about those impacted I hear they paid employees extra on their packages if they wrote something positive.

This place is hopeless. To much politics going around. Managers are firing local employees and recruiting people in India. This is such a shame.

I wasn’t laid off but I’m over Target. My 7 year old could run the company better than their current leadership team at the moment. Everything feels messy and too much uncertainty. It doesn’t align with my values and I almost wish I was laid off. How do I continue to work for a company that operates as such?

Over the last year or two, this place has gone way off track. Morale’s at rock bottom. People are grating on each other mercilessly. We’ve got RTO mandates, turf wars over desks, and middle managers acting like it’s a contest to see who can show the least empathy. It feels less like Ford and more like the opening scene of Anyone But You - chaotic, tone-deaf, and completely detached from reality.

Executives talk about “transformation” but can’t seem to manage basic humanity. Families are being disrupted left and right child pickups, elder care, medical needs, nanny arrangements, all brushed off with the corporate equivalent of “we don’t care.” Instead of solving problems, leadership doubles down on punishment, turning “accountability” into cruelty. Somewhere along the line, we turned into a bad sequel to Office Space only this time there’s no stapler to steal, just another RTO badge swipe to prove you exist.

Yet here’s the thing: there’s nothing broken that can’t be fixed if your heart’s still in it. The people who post here, the ones who still speak up even through the noise are the same ones who once believed in this place. We cared. We showed up. We tried to make Ford better for our coworkers, our community, and the future we were building together.

If you’re having a rough time, I’m here for you in spirit. You’re not alone. At least one person at Ford is rooting for you, hoping you find your footing again, hoping you remember what it felt like when this place still had soul. We used to laugh here. We used to smile. There was a time when people genuinely looked out for each other. Now it’s like everyone’s trapped in The X-Files: trust no one.

All of us “perfect” people with the “perfect” lives seem to be locked in this quiet war, trying to survive, trying to look strong, and sometimes tearing each other down in the process. Still perfect-looking, maybe. But far from perfect, me included. I’m anxious, nervous, a little bitter at times. I don’t trust people the way I used to, even the ones I probably would’ve been friends with if the company showed a little heart.

I’ll be honest, there have been moments where I’ve cheered in the face of others struggling, not out of cruelty but from my own exhaustion, my own hurt. When you’re fighting to survive, you start finding light in the grimmest stories, just to remind yourself you’re still standing. And for that, I’m sorry. We’ve all been there. We’re all driven by love of this place, even when it’s buried under layers of anger and frustration. Sometimes we’ve inappropriately found cause for celebration in someone else’s pain because it meant our own survival. But no one truly hates you. No one here wants you to fail. That love is still there, even if it’s quiet.

We can all be cruel at times. That’s what makes us human. What matters is that we move forward, making the best of bad situations while still offering support to the people who need it most.

There’s still a chance to fix the vibe in this palce. But it starts with empathy, not metrics. Maybe we all need a little more Ferris Bueller and a little less Fight Club. Remember when we built things instead of tearing each other apart? Yeah. Let’s get back to that.

It is concerning how the company is handling remote work and RTO rules. In the same team, some people are working 100% remote while others with the same job have RTO. This is not fair or consistent. If people in the same roles are treated differently, isn't this discrimination, especially if any protected group is affected.

No problem with RTO, but the rule should be the same for everyone, including those hired remote. If not, everyone should have the same choice to work remote or RTO.

It is also unfair that remote employees get same pay while avoiding commute time and costs that RTO employees have to deal with. If this difference continues, pay should be adjusted to reflect it. Remote employees are tone-deaf in setting meetings when RTO employees are commuting.

This setup feels unfair and is causing frustration among many. The company should apply RTO fairly and equally to all employees.

Back in those days…
It was rare to get called over weekends..
We all had a fixed lunch time, time to start day and end day..
We rarely carried work home…
Work never felt stressful..

Whereas now..
Day starts very early, ends way late.. even sometimes have to work on weekends.
With offshore have to accommodate their time, their holidays and the then manage work.. stressful..
Have to communicate with offshore over crying children, noise of television, or honking noise.
With mobile and laptop we carry work with us all the time.
I feel this is due to the cultural differences between the massive foreigners in the workforce who do not follow the same holidays and are willing to work anywhere anytime and however much.

Nothing against foreigners and I am a liberal but still, there are several red flags here with corporate greed and SHE making 25 millions every year. Work life has changed drastically, my work life is almost over but I fear for what kind of America do my kids get to live in.

This site seems to be a colorful mix of teammates. With that, what do you dislike most about this bank? On the other side of the coin what keeps you coming back each day? Will RTO push you to leave?

How is morale at the office? My team has lost so many people this year it feels strange to go into the office and have basically no one around. How is everyone doing?

For those of you that are holding out to be displaced. You got to look at what the cost to yourself and your family is of staying there. The money even at the end of your long career is not going to be worth the time that you lose away from your loved ones. The leadership doesn't care if you were single parents they don't care if you have children they don't care if you have a loved one you're caring for they don't care if you have parents that you are monitoring. This is all stuff that can be done with you working at home and every now and then just checking on your kids your spouse your parents. But management has decided that is not important prioritize your life based on the most important things which is not your career.

The Seven Species of LinkedIn

A field guide for the modern professional jungle. Bring your coffee and your sense of irony.

⸻

1. The Drum Beater

“Achievement unlocked: updated my email signature.”
Celebrates everything — from finishing a webinar to surviving Monday. If self-promotion were cardio, this one would be marathon-ready.

⸻

1. The “Humbled” Achiever

“So humbled to announce that I’m basically amazing.”
Masters the ancient art of bragging while pretending not to. Their posts start with false modesty and end with 1,200 likes.

⸻

1. The Thought Leader

“Innovation is just passion wearing a tie.”
Part philosopher, part buzzword generator. Communicates exclusively in abstract nouns — synergy, authenticity, disruption — as if they’re paid by the syllable.

⸻

1. The Motivational Evangelist

“I spilled coffee on myself — and learned a valuable lesson about leadership.”
Turns every life event into an inspirational parable. A broken laptop? A metaphor for resilience. A delayed flight? Proof that patience is a skill set.

⸻

1. The Corporate Citizen

“Proud to be part of a company that’s making the world slightly better — at least in our press release.”
Their posts are indistinguishable from the HR department’s. They clap for every culture initiative like it’s the Super Bowl halftime show.

⸻

1. The Sycophant

“Brilliant insight, boss! (Please notice me.)”
The algorithm’s most loyal servant. Likes, comments, and reposts with the precision of a political campaign. Never misses a chance to congratulate management for “inspiring leadership.”

⸻

1. The Silent Lurker

“Just here for the sociology experiment.”
Never posts. Never likes. Knows everyone’s promotion history and engagement stats by heart. The digital equivalent of the person at a party who stands by the snack table quietly judging everyone.

… during this time? Weird looks from HR, snarky comment from your boss, IT folks wandering around counting docking stations and monitors?

Each new CEO takes 4-5 years to destroy and mess up, then get fired. Same for LBT, making fake news and hiring relational friends will not last long. The company is getting more rotten than before, more corrupted than before.

Do not fool yourself, the whole Intel is a rotten and a scream-house, a dead haunting house with some new paint.

Disclaimer: I took this from @be+1k8zgntvp

How many of these CN deadbeats will Vena hire?

Just a counter all the Brown nose posts that are now occurring on LinkedIn saying how beautiful and wonderful Mikey is. He's not. He's run the company into the ground and made the stupid decision to hand over all the executive positions to legacy sprint people who couldn't find their back side with a radar set.

the only way to start this turnaround is to start by removing everyone at VP and above. they were complicit is creating this culture and never stood up against these practices

Growing up I would always hear colleagues in college and my first few jobs talk about their aspirations and dreams. I would always hear something along the lines of: I want to one day move to LA, New York, Seattle, Austin, or Miami. If international, I would hear London, Paris, Dubai. Never once had I ever heard someone mention: I want to one day aspire to move to Dallas.

Younger folks are often more ambitious as they are in the earlier part of their career. I have never once heard one of them mention Dallas being a part of their dream or ambition. Dallas is the place where people who fall short of their aspirations end up and their dreams die.

Our terrible RE management strikes again! We had 2 Directors: one everyone loved and respected who was onsite, the other we all complain about in our Pulse surveys who is in a completely different office and is horrible to work with. A reasonable person would think if they had to cut one of them it would be the ineffective Director. However, LG is personal friends with the AVP. She and her husband go to dinner with AP and her husband, so when a choice needed to be made, AP decided to save her friend rather than the most suitable candidate. Now our team is stuck with the horrible Director and her nastiness. Typical of our terrible leadership at USAA Real Estate.

After 28 years, Dec 31 2024 was it for me. Cannot tell you how relieved I do not have to deal with the ups and downs of VZ. The constant every year layoffs, and BS of the senior managers, directors who protect their buddies, and their "click", ridiculous high school games. Learn what you can on their dime, and move on. You may make less money, but in the end you'll be much happier. In the Bell Atlantic days, things were pretty good, but when the suits came in they f'ed it all up. Who remembers when VZ Wireless moved into BR and we had separate floors, badges, what a sh-t show. Fridays VZ W would wear jeans, and the VZ suits would look at you like an alien. Just because you wear a suit does not mean your smarter, or better. Get off the hamster wheel, find something gives you something....in the end.

VZ is NOT the best anymore, face it

My team is in LTD. We are hiring but only for college grads in India. The hiring process is also very different from how we conducted our previous hiring. Previously we would rarely ever get to hire and when we did we were only able to get 1-2 recs at a time. For each interview we had a rigorous process with multiple rounds and multiple sessions. The scheduling and criteria for the hiring were determined entirely by our team. This would take months to years for us to find someone to hire. And we only hired candidates that were physically in the U.S.

This time around they are using an expedited process where multiple teams are involved. Each teams has a hiring panel and we get 5 candidates per open position. The interviewing is scheduled by some staffing team and the interview is only one 30-45 minute session per candidate. The interviews are also conducted at times that align with Indian timezones. The whole hiring process is to be conducted in less than a month (Nov - Dec) with new hires to be onboarded in June 2026.

This whole process is completely different from our previous hiring process and seems very rushed. We were approached with this “opportunity” for additional resources and it was presented as a way to “meet demand for target groups”. When we asked why this whole process is expedited we were told we get the “opportunity” to pick these college grads before the regular window of hiring is open to other companies and teams. We were also told to be discrete about this entire thing.

With layoffs still going on this just leaves a bad taste in my mouth. It feels strange that it’s being rushed, that the whole process was not determined by our team, and that we were told to be secretive about it. We were also given more recs than people who were laid off from our group. It feels like we are being pushed to hire our replacements. Considering how all of the groups involved in this targeted hiring seem like software-centric teams, it feels like some corporate push to replace software engineers. Like they believe these new college grads could easily replace us especially now with the help of AI.

I’ve heard of other groups hiring overseas only to get let go the next year. Has this happened to anyone or is anyone else currently experiencing this in their teams?

I get so frustrated when I hear LBT say that one of his goals is to attract and retain top technical talent. At the same time, he runs on a hiring spree for his old friends for the top buck EVP positions, people who make no impact or difference whatsoever. Meanwhile, the actual engineers, architects and technical leaders from grades 7-10 are fleeing the company with no meaningful effort made to keep them. It's such a hypocrisy and a complete waste of money.

What a joke. These EC member elitists are getting millions in stock options and salaries and then are giving us merit increases less than what inflation is. Then they expect us to be happy with an extra 10 percent bonus? The RTO answer was a joke as well. Rick needs to open his eyes if he hasn't seen top talent leave. I can't wait until we get younger leadership and not anyone from McKinsey

I used to feel like I belonged here. Over time, I noticed a shift. As a woman of color who consistently delivers results and drives impact, I have seen differences in how respect and recognition are given. I have watched white peers with lighter performance receive more support and praise, while my contributions were often minimized. I also noticed cultural dynamics where questioning decisions—especially when coming from women of color—was not welcomed.

These experiences do not erase the good people and positive moments, but they do make me reflect on how far we still have to go in equity and inclusion. I hope leadership listens, because talent and value exist across all backgrounds, and organizations thrive when every voice can be seen and respected.

I still remember when Hans was first announced as CEO. I did some research and saw that his tenure at Ericsson ended in turmoil, which immediately raised red flags for me. My instincts told me he might bring similar issues to Verizon—and after eight years, it’s clear that concern wasn’t unfounded. His leadership left the company in disarray, and it’s no surprise he was ultimately let go. It always seemed like his appointment had more to do with his connection to Lowell McAdam than with merit.

Now that he’s gone, I’m genuinely hopeful that Dan will take this opportunity to clean house—especially at the top. There are far too many EVPs, SVPs, VPs, and AVPs who’ve climbed the ladder without delivering real value. It’s time to move on from the talkers and empire-builders—those who lack the domain expertise and technical insight needed to truly drive the business forward.

If you want to feel sick read the linkedin posts of any marketing or merchandising leader. They congratulate each other for doing their jobs and agencies bootlick using only Target-approved words like "joy!" "More Joy!". The products and stores look like Kmart 2000. Remember when leaders in marketing had creative taste and style? And merchants delivered 'unexpected' in a good way? Not "wow Target is selling Champion for more than TJ Maxx ?" unexpected.

It was a simpler time.
I was just sitting here wondering if that actually happened.
And wondering if it will happen again.
I joined in, added “I didn’t even know we had a reply all button” to the melee.
It was a career highlight for me.

2026 CDGP - Continuous Delay of Growth and Prosperity 😊

Hopefully to lighten the mood for some this evening while they enjoy an IPA or wine (or even scotch, Peter since we know you come back here often).

The record Halloween blizzard hit Minnesota inundating Twin Cities and Duluth both over 2 feet of snow.

Desi's 1st day of work as CEO was Friday Nov 1st. Somehow he showed up but people at 3M Center were given Friday off. Not sure about Cottage grove. I don't even remember how people were told but THAT 3M is a faded image of what is today. Sounds like SOLV is being ruined by Hanson.

Any fun times feel free to share as I head in after Halloween on the porch and get the 1st IPA of the night poured. Cheers!

Section Manager here. I hate this place, cried twice today and I never cry, ever. I know a lot of people make different posts on here and much of it is pure cr-p. Please take this post to heart and make your own decisions. They are realigning leadership at all levels and looking for any excuse to fire people. This includes SMs, TMs, CSs, Underwriters, CA, USAs. They just changed the accountability cycle to the performance cycle. I'm being asked my CM/VP and Executive leadership weekly, that I basically need to find people to fire. They are basically saying make it up or dig until you can find something. They are hiding behind people not providing "World Class" leadership or service. It borderlines on illegal behavior. I can't stomach it anymore and trying my best to protect who I can, when I can, but any attempts put a huge target on my back. Everyone please and I mean please please watch yourself. These people are self-deluded sociopaths running this company and it is only going to get worse. I'm going to find a way out of here. I cannot live in this kind of environment, work for these type of people or be a part of it any longer. Get out. I know how hard it is especially when you have a family and obligations but go out on your turns. This purely evil place is not worth it. God bless everyone, just want you to know the deck you are playing with. This truly is an evil place, it does not stand for the right things anymore and your soul is not worth it.

Since I’m one of them, can we do an informal poll here and ask people what they appreciate and value most in a manager-employee relationship? What management traits make someone a good manager?

They will tell you in Townhalls that other places "like" the Open Plan, unassigned hoteling.

The truth is that if you actually speak to any of those "other places" (San Ramon, Perth, etc.); none of them have a good thing to say about it.

HMP is a slow motion disaster, designed to get you to quite without severance.