#culture

I hate what's being done to it. I used to be proud working here. Not anymore.

One day I think we've got what it takes to climb back up. We've still got plenty of smart people and good products. But then I look at how far we've fallen and I wonder if we'll ever get that back. So I'm asking all of you. Do you think we'll find our way up again, or are those days behind us for good?

The only FAST thing that is happening is that as a result of their direction they are wasting company resources on initiatives with no return. In fact not only do they cost us money the things and processes they building attempting to build are making things worse.

As a fresh grad. when I joined CDC design Verification (DV) , team used to have a great, merit based culture where technical decision were driven by logic and data.
Recently, a leadership change at the top for DV ruined this dynamic. The top lead lacks a technical verif. background, makes unilateral decisions, and pushes aggressive deadlines just for his upper visibility and no techincal contribution for him.
We went from a collaborative team to a strict "no questions asked" environment.
Feeling highly demotivated and could sense the same with my peers and leads.
need advise - is it worth speaking about this to the lead? is this kind of one man pushing his view normal across Qualcomm or is it a major red flag and i should start looking outside QCOM?

We finally got approval for a role on the team. How am I going to pick when I sit in on interviews? The worst candidate. With the mandate that someone has to get does not meet I’m not going to help select the best candidate that might knock me into that category for future layoffs. So for people trying to transfer to a new role internally be aware that people are actively hiring fall guys.wouldn’t it be great if we could actually hire the best person so we could do good work?

https://presentofcoding.substack.com/p/please-switch-to-python

Stata can’t. SAS can’t. SPSS can’t. MATLAB’s answer is “call Python from MATLAB.”

even where these tools have some capability, it requires calling Python, or expensive licenses, or both.

I’ve rarely met anyone who learned Python or R after switching from Stata or SAS and said, “I wish I were still working in those.”

Probably the only way out of this mess is to make FOSS illegal or legally cripple its usage within the country and, if possible, around the globe. There are movements afoot…

This used to be a place people wanted to work. Good projects, good reputation, and good future. But now it has turned into a dead end for so many people. Nobody expects to grow or learn or advance here anymore. When did we turn into that kind of place?

Anyone have any thoughts? The guy that "was" in charge of all the cores and is now a segment head is always missing in action. How are we supposed to fix the leakage problems if SVPs are not held accountable? We all have our head buried in the sand thinking problems will go away. Such a mess.

this is so interesting

https://briefglance.com/articles/wells-fargo-exec-told-to-be-less-visible-discrimination-suit-alleges

EH built a huge ticker out front counting down the World Cup and you couldn’t manage to make your shoes different colors than the competitors? It’s literally a sea of pink cleats, impossible to set apart the brands. Nike in a nutshell, who is to blame? Should the color team be accountable? The head of global football? Where is the ticker to determine how many more days we have to watch this embarrassment?

What’s the deal with this new practice of screening candidates with an AI cultural fit exam? What do they even ask on that thing?

I've watched at least five people leave my team over the last few months. I don't blame them, but the company makes no effort to hire new people, so those of us who stay end up doing the work of two or three people. Which means that deadlines that used to be reasonable are now impossible. If this keeps going, I'll be the next one out.

My LinkedIn feed has been filled with pictures and comments about how great the Oracle kickoff was in Vegas this week. Followed by posts and repost of great economic news of a record year of sales.

Am I the only one who finds it offensive that in the face of tens of thousands of people laid off since August of 2025 that our former coworkers and executives celebrated what appears to have been an excellent year while those impacted by the layoff, got to watch both big spending in Vegas and outstanding numbers.

I understand they made a big deal out of the fact that partners footed the bill for the most part for SKO, but the optics are terrible and probably not 100% true.

My last comment would be that for rank-and-file employees that do not benefit the same way that say the new CFO , the C-Suite or other senior executives do reposting that material is hilarious. Don’t think you’re anything more than a name on a spreadsheet.

What it really is is just a stark reminder that these types of companies just keep moving. Meanwhile terrible severance packages versus Meta and longtime employees trying to figure out what happened and why they’re on the outside.

The fact that they went forward after all that restructuring with the week that they did says it all!!!

Is this a new position? And is “Rajiv” H-1B or legit?

While belk is hanging on by a thread, your trusty CEO Don Hendricks is scooping up and selling multi-million dollar luxury real estate in the exclusive enclave of Martha’s Vineyard. Light years away from his dilapidated stores and underpaid, overworked employees.

Senior management have absolutely no idea how to run a tech company.
They repeatedly try the only playbook they have, which is to cut costs by laying people off whilst paying consultants millions to do their jobs, which seems to be simply latching on to the latest hot topic and hoping that fixes everything.
Here's an idea, why not try actually investing in the businesses you own rather than trying to bleed them dry.
Anyone else notice the number of good senior people jumping ship recently?
How's future forward working for you Stephanie?

Just the bottom line. We're treated as items and the company as a carcass.

Are there more clinics closing in California? I called my local clinic and they said they were not taking new patients.

Optum Care? More like Optum Don't Care.

Personally, Cameron bringing in McKinsey will be his legacy and what he will be remembered for.

Someone got into his ear and he took some bad decisions.

Things feel different. Way more now since the WP closure.

Something feels very odd with WP folks. The upper management level seems fake and really trying to cover up something.

It’s just bad times right now.

Maybe someone with ba--s that reads this site can walk into Cameron’s office and bring him to reality of how things are. Well, I can at least pray!

The Oracle Doormat Principle is a term coined by former employees to describe a psychological state where individuals remain loyal to Oracle Corporation despite experiencing mistreatment, toxic work environments, or career stagnation.

Definition: It is likened to Stockholm Syndrome, where employees become emotionally attached to an organization that has abused them, often internalizing the company culture as a "family."
Causes: The principle suggests that prolonged exposure leads to low self-esteem, fear of change, and a paralysis to act in one's best interest, causing workers to accept pay cuts, benefit reductions, and abusive management without protest.
Criticism: Critics argue this behavior stems from low self-worth and prevents personal career growth, with some advising that if a work environment is bad, it rarely improves and employees should leave as soon as possible.
Context: The term gained traction on layoff discussion forums, often appearing alongside complaints about dry promotions (more workload for no financial upgrade) and perceived corporate cultures of fear.

People ask me where they should go to work, and I always tell them to go to work for whom they admire the most. It’s crazy to take little in-between jobs just because they look good on your resume. That’s like saving s-x for old age. Do what you love and work for whom you admire the most, and you’ve given yourself the best chance in life you can.

This year so far was really hard. The workload, the uncertainty, the layoffs, and all the other changes made sure of that. I keep wondering if the second half of the year could actually be worse. Is that possible? Or have we hit the bottom and things will get better? I truly don't know.

I left eight months ago. The top brass don't know what they're doing. If you're not near retirement, staying at T doesn't make any sense.

I see a ton of new positions being posted.

Is this for real?

They keep telling me we are not hiring.

M@rk, Kev, and Sean,

You can go to all the conferences and spin the story how you want, but it is not working. Results speak louder than spin. Investors are not buying it.

The Wall Street Journal evaluates how leading US corps stack up in 6 areas: AI readiness, innovation, talent readiness, financial fitness, resilience and agility.

Wells Fargo ranks #187 overall with an Overall Score of 52.3, putting it above the bank-sector average of 48.7 but outside the top quartile of the full 500-company universe. The positive surprise is AI Rank #16 and Innovation Rank #66, both strong for a traditional bank. That is not a trivial finding: among large banks, Wells Fargo screens as more forward-positioned on digital and AI-related readiness than its overall rank implies.

The problem is execution culture and adaptability. Wells ranks #386 in Talent Readiness and #453 in Agility, which are severe offsets. The data reads Wells Fargo as a bank with meaningful technology potential but weak organizational velocity. Strategically, that creates a familiar incumbent-bank problem: digital investment is necessary, but not sufficient, if employee systems, operating model, and institutional agility remain behind the curve.

Source:
https://www.wsj.com/rankings/best-companies-for-the-future/full-rankings-2026

It’s sad to say, but we’re back to where we started when JD was here. The environment is toxic, the directors are promoted by their friends who are at the top. The vibe around campus is depressing and we have no new innovations. Marketing is just throwing celebrities in Ads - with slogans written by 12 year olds. What happened to ‘getting back to sport’? Step foot out of Oregon and you’ll see people don’t give an f about Nike.

What’s everyone’s take on the demotions that are coming? We did have a bit of title inflation, but this project seems drastic. Some people are taking a huge hit to their title and external resume value.

I really think leadership is massively underestimating the morale impact of this project. Bain is demonstrating that they don’t understand our industry in doing this.

Because that always worked out for others, right? Id--ts. We're being "led" by id--ts.

Hello
How is the RTO policy now ? Asking for a friend. I heard like a month back the the new CEO don't care much about coming to office and many ppl stopped coming to office as less as once a month?

Do they collaborate well or do they have pointy elbows?

Anyone seen this on Workday under your Overview section? Did they send out any emails that I may have missed?

Says it’s not mandatory but “encouraged.” Translation: do it anyway

Good bye! technical roles, all Sales needs is CircuIT to review the designs! No more pesky conversations with that architect. It's not like the solution needs to work anyway, that's the customers problem after purchase.

Disgraceful!!! Please do the dignified thing and RESIGN as soon as possible!!! Get your severance package and leave the premises...........

Well we can hate Dan but one thing he did good is to get rid of the Mafia like Russo, Cox and VPs under them. It needs to be cleaned up and ofcourse Sampath who literally destroyed VZ causing all the churn. I hope now he get rid of useless GN&T VPs and AVPs that keep posting on linked that are all lies.
Dan may not be the greatest guy but him breaking the mafia culture is something we all should appreciate!!! Hans failed at that

What a waste. Millions and millions of dollars. Same issues, thousands of incidents. Thanks tech leaders. Your message of automation for the issues vs root cause is ridiculous.
Also - what again is sre embedded doing vs asking for status of incidents?
From what I hear their leaders have told them to wait as they have no idea what to do either.
This reorganization is yet to make sense. Fast but no clear direction for teams.
Also, AB seems like a real di-k.

Synopsys has become increasingly disorganized and demotivating, and I've made a decision: I'm doing what I need to do to get through the day while actively job searching.

The culture, growth opportunities, and meaningful work that drew me here have slowly faded. I used to be so proud to work there — now I can barely recognize that version of myself. The constant lack of direction and poor leadership has completely drained me, and I know I'm not alone in feeling this way.

This is against my work ethic, but I have nothing left to give. So I'm shifting focus — targeting my search, prepping for interviews, and slowly disconnecting. Anyone else taking this approach?

Lately I’m seeing H1B visa holders are pulling their unqualified spouses via H4 visas and also pulling OPT visas.
Where they are layoffs locals and our children’s are stressed with unknown future.
GM offices looks like Indian call centers.
How can we stop this ?
Looks like a serious issue everywhere!!

Does anyone know how much John Stankey’s new Range Rover costs? While people are getting cut you can be sure this guy won’t be on the layoff list and will indulge himself in the best luxuries available in Highland Park.

Must say...so many layoffs came and went....there are cosmetic layoff's in his empire but nothing significant. All his directs are still there. It can't be his or his directs' performance..none of them have any kind of pedigree in real data work. The whole thing is a house built on cards that will collapse when there is a proper regulatory exam under a proper administration.
Tim Ryan must be one helluva godfather