#culture

Gartner TA alum here, to those affected please know that as painful as this is right now, you are better off out of there and the conditioning Gartner has put you through will set you up for success literally anywhere else. Hands down the most talented and human TA team I’ve ever worked in and your hard work will be valued so much more elsewhere.

For years Gartner has attracted talented TA professionals by promising career growth, “work life balance” and a place that people are proud to work for. Once they’ve dangled the carrot they’ll work you to the bone and make you think your work is never good enough.

The writing was on the wall when Obert rocked up with his empty fluoride stare. But then again, we all know he’s just a scape goat.

The post is not mine, I saw it here: @fh+1k6dh96e5

Its quite regrettable and didn't need to happen.

Edward Jones missed their opportunity to name a managing partner that could have led us into the future without all of the Enterprise Reimagined turmoil. Edward Jones' Canadian president, DG, was the correct choice to lead the firm, not Penny. DG actually has a spine and would have stood up for the values that built this firm instead of surrounding himself with people who would tell him only what he wanted to hear. Hopefully, when Penny ages out of the managing partner role (it is going to be a long three years) Edward Jones will come to their senses and choose the right David to bring this mistake to an end and choose DG not DC. However, I feel the writing is already on the wall for the next managing partner.

This company has treated me so badly that watching it sink feels like poetic justice. It’s wild to go from loyal employee to hoping they fail, but here we are.

https://stocks.apple.com/ADy-bG54vRBOoEEIkAWo9ng

Is there a dress code here? I see flip flops , riped jeans, shorts, t-shirts..... I do remember before covid we were to have Polo's dress shirts and nice jeans. Closed tow shoes. Even my supervisor LL6 wears T-shirts..... But hay were all here.

I am considering applying at Infosys. Can you please tell me honestly how this company is? Do they put the employees first? What are the pros and cons? Are employees happy there? I’m located in the US so I would like to know US experiences please. I know they can be different than in India.

Has there ever been a bigger cr@pshow?

The systems, the process, and the endless disconnectedness. Non stop dysfunction. Will it ever stop?

What a huge mess. No one is ever accountable. We experience tons of effort to produce the most valueless work.

Get your 8 hours in, get your badge ins but please don’t add value. Anything but that.

what are you all harping at BH about, mundane work, restrooms full and ppl waiting .

no innovation, keeping lights on, getting the 2 % raises , even then GBS isnt doing great and there will be more Layoffs..

Buckle up and pull those straps tight - Do you have what it takes to hold on?

Looking to apply here. How’s the culture and management at leismere

C'mon ATT. You've sent plenty of good people packing, yet somehow missed a significant number of freeloaders who haven't worked an honest day in years. Those Detractors bring down the performance of everyone around them, always complaining about a policy or a meeting or Visa workers or the current leadership. Profitability would increase by reducing the distraction of employees who clearly don't want to be here. We aren't short on headcount. We are short on employees who are willing to work. Build a better workforce.

💀🧛‍♂️ Working at Lumen sometimes feels like being in a vampire clan.
• We work best in the dark (data centers, anyone?).
• We su-k the life out of bandwidth — in the best way possible.
• We’ve been around for ages and still keep reinventing ourselves (eternal life, corporate edition).
• And of course, we don’t sparkle in the sunlight… but our fiber sure does. ✨

At least the fangs come in handy for chewing through red tape.

Applies to IBM too, so worth reading (Business Insider article):

https://www.msn.com/en-us/money/companies/the-new-rules-of-workplace-loyalty/ar-AA1Nv8Uo

Comments from readers reflect what we have been discussing here.

Didn’t Whelan say in the last forum that he and Rich are friends outside of work. Well Rich was named the Canadian business man of the year by some bullsh-t organization, after he massacred 3k jobs at Suncor.

This is just another Rich inspired move. This guy is just a little puppet to DW and Kruger.

Amidst todays news, just wanted to pass this along. All of us former employees are with you in spirit. There's so much information and news to digest and a massive human element to all this. Just remember, Imperial hires fantastic people, regardless of what specific outcomes are, we all hope things work out for everyone individually. Take care

Like, really? Everything I hear is so vague and general, there are no real details on that. I only associate that with more micromanagement but nothing more specific in terms of processes or so. Is this another fancy way of doing noise for appearances to pump stock price?

Fxking toxic

MN is such a great guy who cares so much about us all! His genuine concern for us all is absolutely heartwarming. I just want to say to MN that we all care for him as much as he cares for us and we want to send the same message to him that he send to us every day:

🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕🖕

at our next quarterly update from senior Leadership, many of us are very concerned and we would like updates for these areeas:
~$50-$100M underfunding of our db plan. What is the strategy for paying this off
~how much is the health care premiums going up & will the 401k match be cut. Any layoffs planned before X-Mas ?

• status on lawsuits and employees leaving company will be forced to sign non competes non disclosureas
  ------culture survay results
  ~company revenue-profits ytd
  ----what is the company Net Promotor Score and stack rank it compared with our competitors
  ~~when are we gonna improve our website. Very few changes in calculaotrs tools and educstion for yrs. Mobile app still lags

Mr Rich and Ms Favors, along with Kristine Janofskey, we'd like updates with all of this.

This is long but details how AT&T used to be a leader in taking care of employees and now it is a leader in treating them as disposable “assets”.

Worth a read

https://www.businessinsider.com/workplace-loyalty-corporate-america-dysfunction-employers-employees-att-jobs-2025-9

As the dust settles on this cluster fu-k of a reorg, I can’t help but think back to Agile. Remember when that was going to save everything? And how performative people proclaimed its benefits, even if it was just a “mindset”? And yet - when was the last time anyone even mentioned it.

And now, the same LT that forced that down our throat with the delusional thinking of how it would save us, are trying proclaiming ENGINE as the next savior. The emperor has no clothes kids. Time to let them know.

It's become so clear from this forum that we all hate each other and cannot agree to collectively take action on anything.

This place has become so miserable over the last few years I'm actively rooting for Juan to announce the end of remote at this point so we all suffer.

Lately I have been seeing ads talking about Edward Jones' midwestern values and St. Louis roots. This may have been true for a century. Since Penny took over as managing partner she has laid off St. Louisans in the home office and sent their positions overseas to India. Why does Penny not publicly advertise this? Instead the narrative is about Americana and American values. I guess when Penny promotes Edward Jones' midwestern values she is talking about our home based associates in Bhopal, India (you read that right, India, not Indiana, midwestern India). I wonder our American clients would feel if they knew their financial and personal information was being accessed by people in a third world country. Penny, just tell the truth. The whole truth. Penny, you took over a sleek yacht and in a few short years have turned it into the SS Minnow.

Who else is “glad to be here”? Has it came to your refinery yet?

Speaking from my experience: Ansys is an old giant with employees that have been around since the beginning with no desire to leave. What do these employees do? Not much. These 'experts' have enjoyed a really comfortable job for decades, while blocking the careers of younger talent. A decent paycheck with health insurance keeps a lot of these boomers secure. They are not current with new tech and tools, but still hold power in decisions. If there is anything positive that can come from these layoffs would be a purge of these folk.

If you’re young and ambitious, take this as a warning: don’t spend your energy here. This place will grind you down until you’re too tired to care. Go build your skills somewhere that actually sees your worth.

Legal Risks That Arise From Allstate’s Corporate Culture

A Review Based on Employee Reports from TheLayoff.com

Overview of Allstate’s reputation and employee concerns

Toxic Workplace Allegations
Reports of fear-based management and favoritism

Potential legal exposure: hostile work environment claims, preferential treatment based on race

Retaliation Culture
Employees fear speaking out due to retaliation

Legal risk: whistleblower protection violations

Harassment Incidents
Allegations of s-xual harassment by senior staff

Legal risk: Title VII violations and liability for negligent supervision
Discriminatory Layoffs
Claims of targeting older or higher-paid employees

Legal risk: age discrimination under ADEA

AI-Driven Terminations
Pressure to adopt AI or face termination

Legal risk: wrongful termination and ADA violations if accommodations are ignored

Surveillance and Monitoring
Reports of excessive employee monitoring

Legal risk: invasion of privacy and potential labor law violations

Inconsistent Leadership
Frequent strategic pivots and unclear direction

Legal risk: constructive dismissal claims due to unstable work conditions

Morale and Mental Health
Culture described as demoralizing and chaotic

Legal risk: failure to provide a psychologically safe workplace

Lack of Transparency
Employees report being misled about job security

Legal risk: breach of implied contract or promissory estoppel

Unfair Performance Metrics
Unrealistic expectations and punitive evaluations

Legal risk: discrimination if metrics disproportionately affect protected groups

Agency Closures
Threats to close agencies for missing quotas

Legal risk: breach of franchise or employment agreements

Nepotism and Favoritism
Reports of promotions based on favoritism

Legal risk: discrimination and unfair labor practices

Misuse of Funds
Lavish spending on events amid layoffs

Legal risk: shareholder lawsuits for mismanagement

Slide 16: Lack of Due Process
Sudden terminations with little explanation

Legal risk: wrongful termination and lack of procedural fairness

Reskilling Deception
Employees retrained for roles that don’t exist

Legal risk: fraud or misrepresentation claims

CHRO Cost-Cutting Strategy
$4B savings plan linked to aggressive layoffs

Legal risk: class action suits for discriminatory downsizing

Cultural Breakdown
Engaged employees leaving first; apathy remains

Legal risk: systemic failure to retain talent and meet fiduciary duties

Conclusion and Recommendations
Summary of risks

Recommendations: culture audit, legal review, ethics training, and leadership accountability

I suggest if you stumble across this site, you avoid this company like the plague.

They have proven themselves by their track record as being unAmerican and non patriotic to this country’s American citizen workforce.

Spread the word and tell your friends and family.

For years Nike has been in the habit of re-orging to a new formation, then clamping down on hiring so the vision is never fully resourced or executed. When the results don’t meet expectations, they respond with another re-org, leaving teams in a constant spin cycle of change. It’s hard to bring your best innovative thinking when you’re just trying to figure out WTF is going on.

Credit: @e8+1k66ft7cz

I gave it a chance and tried going to the office in Bratislava 5 days a week. My assessment is that it is a total waste of time and money, since most of my colleagues are in the USA, I just sit among strangers. Zero collaboration, zero added value for the company. As a person from the IT environment, I receive offers for remote or hybrid, it is probably time to reflect on them and leave. Life is too short to fulfill the wet dreams of outdated management.

In regards to return to office, if TIAA truly valued their employees, they would be willing to work with them to come up with solutions for remote/flex/return to office profiles rather than sticking everyone in the same box and saying one way works for everyone. About 25 years ago Google pretty much invented the unique office model with free snacks, flex work spaces like pods with bean bag chairs, phone booths, and foosball and billiard tables and for some reason TIAA thinks this is some cool unique idea that will draw people back to the office. As usual, TIAA is about 30 years behind the rest of the world and they will continue to bleed good talent as a result

Employees on the private Facebook groups are talking about doing it in rememberance.

To whom it concerns.. You know who you are.

Please stop making this about remote work. It really makes me want to swear when I hear some little smug punk say "ten toes down" as if to imply that people who have concerns over the new RTO mandate are simply unmotivated or, dare I say, LAZY. It is such an insult to people who aren't career employees, who aren't interested in being in the club, or who aren't in our vendor's pockets.

Remember that famous, yet misquoted statement from Marie Antoinette? "Let them eat cake".. Now, she didn't actually say that but the spirit is there. If you don't have any water, stop complaining and just drink wine. If you want to work at AT&T, stop complaining and come into the office 5x9. So, some people complained about RTO. Instead of asking why, leadership has made resistance a terminatable offense. But, do you ask why we are resisting? While you sit on the executive floors, many have to fight for spaces. We have to fight for parking. We have to endure inane conversations, i mean 'collaboration' about how bad Dallas is playing or how terrible/great presence tracking and RTO are. What have you done to make RTO something we can get behind?

We are a company drowning in debt. We are in negative growth. Our employees hate the company. Our culture is dead, and, oh yeah, we have to come into an office in an environment where we are forced to fend for ourselves like a bunch of lemurs looking for a little patch of grass only so we can pop up our collective heads every time someone new enters the jungle. You call that progress and you label these jungles, "collaboration zones". They are not. You are the bosses living in the penthouse, completely blind to the struggles of the people in steerage. Did it ever occur to you that this is the part of RTO that makes us uneasy? Give me a cube with a docking station, a couple monitors, my own keyboard and mouse, a phone, maybe pictures of my family and some cute little desk tchotchkes that make me feel like I'm a person with freedom and the respect of my leaders instead of being in a prison cafeteria. You think you get it but you don't. I don't mind driving an hour to get to work but it would sure be nice to know that my company gave a darn about my experience once I get there.

If you're still reading, here's a thought. There's this huge building with AT&T plastered all over the place. Its got a ton of space that's mostly used on weekends so it probably sits empty m-f. I think there may be people who work their but I think its fairly well understood that they are pretty terrible at their jobs. Clearly RTO doesn't equate to job performance. Anyway, maybe y'all can think about selling that eyesore to someone else and maybe we can use that money to, oh, I don't know, improve the working conditions for your people who are actually trying to be successful?

Just something to think about..

heard this same story a few times now. A buddy in Digital said they told mgrs about hospital stuff, got promised support, but when cuts came the scoring didn’t take anything in to account. And in BRG, some chatter sounded the same. Then there was a yammer post too, almost word for word. feels like ADA is just surface decoration here, looks good on paper but doesn’t change how people get treated. anyone else seen it. wouldn’t be first time bp gave support in name only?

Yes, last week su-ked. And like you, I’m nervous about what’s to come. But let’s not kid ourselves or rewrite history. When the pandemic hit, this company didn’t toss us aside while the economy melted down. We kept our jobs. Some of us even got cash bonuses for basically existing. The same leadership you’re busy demonizing today signed off on that. Funny how that part gets left out.

Now it’s fashionable to cry about the CEO’s salary. Really? You likely knew this was a multi-billion-dollar health insurer with a millionaire CEO at the helm when you accepted your job offer - or when you CHOSE to keep working here week after week. Just like it doesn’t stop you from filling your cart with garbage on Amazon, or ordering overpriced coffee from Starbucks - who, by the way, laid off 900 people last week. Yet, I doubt anyone is forfeiting their Starbucks Rewards in protest. Outrage when it’s convenient isn’t principle, it’s hypocrisy. If empty outrage paid the bills, many in this forum would also be millionaires by now.

And here’s the part nobody likes to admit: nobody is chained to a desk here. The front doors aren’t locked. The exit signs glow for a reason. If this company or corporate America offends your conscience so badly, go build your own empire. Put your brilliance to work. But don’t pretend that bi--hing and moaning are unique skillsets. They aren’t. Babies are born crying. Sadly, some toddlers never grow out of it – then get jobs at this company.

The reality is simple. This company has tens of thousands of employees. Only a handful were let go, it seems. If every single chronic complainer in this forum quit tomorrow, the company would replace them and keep moving. No strategy would collapse. No customer would notice. The machine doesn’t need you (or me) - or anything you have to offer - to keep turning. You are not special. Whining here for validation from other whiny anonymous nonspecials is just sad. And if that feels harsh, it’s because deep down, you already know it’s true.

My heart goes out to anyone whose job was impacted and anyone still worrying - especially those who looked here for answers only to wade through the rantings of people who shouldn’t be part of this workforce, or any other. Good luck!

I took a look at the layoff boards for other banks. They've been complaining about the same things we do about RTO. It's not just us.

Does anyone else find hobbies and interests freeing? Almost like an escape from the weight of work? I’ve noticed how important it is to have something that feels like yours outside of all this. What are your favorites — the things that give you a break from the noise?

If we all band together and collectively don’t follow the 8 hours in office, it’ll create so much extra work for mangers, hr, etc. The documented discussions, write ups, pips, involving HR.

They are already extremely tired of hearing and talking about RTO.

I’m not saying don’t go in at all or coffee badge. Get your 3/4 days in and stay 4-6 hours. But don’t do anymore. Show them that we are willing to go in and put our time in but not for 8 hours.