#culture

Who is voting for this cr-p?

Layoffs have begun here. Good luck everyone. The culture at TI is going to ki-l the company.

I feel bullied by my leadership to take this survey. I don’t want to take it and risk being on the outs due to all the hard truths I’d give, but now our sr leadership is asking us to post an indication if we took it or not on a group team chat clearly so they can see if we have or not. Damned if I do, damned if I don’t. Anonymous is a joke! What would you do? I’m sadly tempted to lie and put middle of the road answers and call it a day.

PSA for oracle emps needing motivation prior to bootstrapping their way out
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The "Oracle Doormat Principle" is a term used by former employees of Oracle Corporation to describe a psychological state where individuals, despite experiencing mistreatment, low self-esteem, or a toxic work environment, remain loyal to the company. This phenomenon is likened to "Stockholm Syndrome," where employees become emotionally attached to an organization that has abused them, often due to prolonged exposure and the internalization of the company's culture as a "family".
The principle suggests that the longer one stays at Oracle, the harder it becomes to consider leaving, regardless of the negative conditions, because of the deep-seated emotional investment and fear of change.

Critics argue that this behavior stems from low self-worth and a paralysis to act in one's own best interest, leading employees to accept pay cuts, benefit reductions, lies, and abusive management without protest, often responding with passive acceptance like "Thank you sir, may I have another!".
This behavior is seen as detrimental to personal career growth and well-being, with some advising that if a work environment is bad, it never gets better and one should leave as soon as possible.

Worth a repost: may help Cerner, noobs, etc

https://www.thelayoff.com/t/1jgIF8AJ

Nothing drives me up the wall like the phrase “Ask your supervisor”.

LITERALLY every senior manager, every email from exec, HR, colleagues, company intranet just tells you to Ask your supervisor if you have career ambitions, have family problems, have questions about the company strategy, company CO2 and NOx emissions, oh and while ur at it you can also ask your supervisor what next quarters dividends are gonna be right ???

That’s all.

Post it everywhere..

https://www.rte.ie/brainstorm/2025/0923/1534732-return-to-the-office-mandates-emoployer-employee-control-power-productivity-innovation/

Narcissistic behavior? Surely not

When I worked in ECMO, I noticed that every single manager and team lead had a photo of their family for their computer wallpaper. Isn't that weird? What's that all about? Do they get a memo saying something along the lines of, "Now that you're a manager...", or do they just tribalistically recognize the "family values" hokum? Seriously makes Wells Fargo seem like a cult. Is it this way at all large corporations?

As an early career professional, this layoff showed me something new. Where I normally get treated like dirt by my seniors and most M’s, I’m noticing alot of ego deaths. M’s who thought they were on top or top ICs, tenured employees - they are all coming down off of their high horses because of fear that they are next.

What has this taught me? No matter how high I climb in my career, I will ALWAYS treat people with respect. Care. Appreciation for what they do. I will not act my title or my degree, but like a decent human being.

I wish this same reality check on those who need to internalize it.

#499!
https://www.forbes.com/lists/employers-culture/

So much for the "employer of choice" part of the Drive to '25.

Who's getting fired for this disgraceful showing?

That tells you everything you need to know about this company. The only thing worse would be if they were %600

Go to Glassdoor and sort the reviews by most popular, and voila! Ostriches with their heads in the sand!

This company, like all healthcare companies, DOES NOT CARE ABOUT YOU! Their ONLY concern is how much money they can rake in! They are not here to serve their members, just their shareholders so Gail can make her $20 million +!

How do you fix this?

https://www.forbes.com/lists/employers-culture/

Wow - I came back here to see if there was any real "news" I should be aware of, since there is no transparency at all from management, and I must say, I don't know who is luckier, the people who lost their jobs or those still here. At lease the departed are free from this cesspool of infighting and toxicity. Speechless. No wonder this company is going down the tubes.

When we worked from home, people cared more. We gave work extra attention, checked in after hours, and delivered our best because we had the energy to. With 5-day RTO, that’s gone. Now it’s just “do your 8, get out, forget about work.” The commute wears everyone down, the scramble for unassigned seats is ridiculous, and by the time you settle in, you’re already drained.

This idea that RTO “fosters collaboration” is a complete fantasy. There hasn’t been a single in-person meeting. None. Everyone is still on Teams calls with headphones in, just now doing it in a noisy, call-center style cube farm. The only collaboration happening in the office is people bonding over how much they hate leadership and this pointless RTO policy.

It’s not one-size-fits-all. Forcing everyone into the same miserable setup doesn’t make the company stronger, it just burns people out and lowers the quality of work. Productivity, morale, and loyalty are all tanking. But sure, let’s keep pretending warm chairs equal results.

Didn’t even hear about it anywhere in the office, had to find out about it midway

Rumors were circulating that the layoff rumors were to keep people on their toes and to make them work harder… that will only last for so long, we’re tired now. Productivity in my department is at an all time low. Entry level people are playing politics games, when they shouldn’t even be exposed to that. My whole department is such a sh-t show now and it’s getting to a point where there’s no turning back.

How did you feel when you got that heartfelt message from Jenna? Does it make you feel special to be part of a mass mailing that arrives at 4:09am?

I feel like I become just a little bit more cynical every time one of the c-suite millionaires expresses gratitude en masse for making them a bit richer everyday while we worry if we’ll be able to meet our next mortgage payment if the email ‘tap on the shoulder’ from HR happens.

I never left the office. I don't have that luxury or privilege.

Here are the reasons why many people are upset with a certain group:

1.  One group takes up more than 70% of the entire H-1B program.
2.  As we all know, some consulting companies abuse the H-1B system because one person can apply multiple times, even if they don’t live in this country.
3.  Cultural issues: Some people only hire others from their own community and don’t really assimilate well.
4.  Quality concerns: Many products from this group are considered low quality.
5.  When the majority of people are having issues with one group, then something must be wrong.
6.  Please reflect on yourselves first—why are so many people from different countries(Canada, Australia, the US, New zealand, even Japan)having the same problems with you?

We had the annual employee culture survey last week on working conditions. I looked through it but did not hit send. I have to say there were very few questions if any about how employees felt HR, the HR officer, recruiting, compensation, or leaders in field operations were doing. Lots of questions rating our direct managers. Company will try to tie low responses and blame managers so senior managers are insulated. Many feel the workloads in many field offices and in various areas like operationally like loans, new plans, payroll integration are still bonecrushing and management has no gameplan.Anywho, let hope the results lead to real change and the canning of a few incompetent execs. Our hope the survey results will be released two weeks before XMas so that 50 people can get blindsided a week before the Lord’s birthday

Based on employee reports, a shift in T-Mobile's company culture has occurred following a series of layoffs, particularly after its merger with Sprint. Employees report that the "Un-carrier" culture, once defined by a customer-first focus and strong employee support under former CEO John Legere, has been replaced by a more aggressive, profit-driven environment.
Key changes in T-Mobile's culture cited by employees include:
Reduced morale and increased stress: Following the 2023 layoff of 5,000 employees and additional cuts in 2025, remaining staff were forced to take on the workload of those who were let go. This led to a more stressful work environment and eroded employee trust in management.
Diminished leadership: Employees accuse current leadership, particularly CEO Mike Sievert, of lacking empathy and prioritizing profits over employee well-being. This is seen as a significant departure from the more transparent and boisterous leadership style of Legere.
Heightened sales pressure: The company culture is described as being more sales-driven, with more aggressive targets and a push for add-ons that employees found unethical. Some employees felt pressured to lie to customers to meet these goals.
The Sprint merger: Many employees point to the 2020 merger with Sprint as a turning point, after which compensation and management attitudes changed for the worse.
Outsourcing and automation: The use of AI for customer support and an increase in jobs being outsourced internationally are seen as a cost-cutting measures that threaten jobs.
Elimination of DEI programs: T-Mobile ended its diversity, equity, and inclusion (DEI) programs in July 2025, reportedly to secure federal approval for acquisitions. This move drew criticism and is viewed by some as further evidence of a culture shift.

They will never Lead with Greed!

I've seen so many posts on here that seem to rally against the DE&I efforts at the firm. Diversity, Equity & Inclusion should be a good thing! The issue which I think is often misconstrued on here (and yes there are quite a few bigots on this platform as well) is that there are so many people at the firm that appear to be FAKE when it comes to DE&I.

Hopefully those that have been instrumental in the decline of Teradata through derelict of duty to those at TD and their customers have run out of runway. They have been living a cat’s life for the duration of the decline at the company. Let’s face it..the barking will be more muted as there is no more or should I say no one left to hide behind or push forward as the sacrificial lamb. No more runway left, no more layers of gullibly management to hide behind. The layers have been removed and the spotlight is firmly on one specific service sales person to deliver. If you create a persona that you are the best, there comes a time when your bark will be seen through and you can no longer hide. The time has come..the end is near.

What’s going on with Buenos Aires support center? Will Chevron be able to sublease entire floors by contracting staff in support centers…how will the face to face and relationship between teams work out if your in different timezones, different languages, different cultures..

Morale and Culture
The continuous layoffs have taken a toll on remaining employees:

"T has developed a very toxic culture, and morale is understandably low."

7 min read · Aug 25, 2025 .
AT&T, one of America’s largest telecommunications companies, has been undergoing significant workforce reductions in recent years as it navigates industry transformation, technological changes, and financial pressures. This analysis examines the scope, causes, and implications of these layoffs for employees, the company, and the broader telecommunications sector.

https://medium.com/@averageguymedianow/at-t-layoffs-understanding-the-telecommunications-giants-workforce-reductions-52b66b8c9bdc

Yes, a high percentage of mergers fail, with many studies indicating failure rates between 50% and 90%, with 70% to 75% being a commonly cited range. Key reasons for this failure include ineffective integration strategies, poor target identification, delays, a lack of speed, and cultural clashes between the two merging entities. Overpriced aquisition.

I am so tired of the bully culture.

After a layoff event people used to take breather and relax, not with this latest one. Feels like hunger games have already started. It must be about the hiring in ENGINE and Buenos Aires.

Say what you want about the guy but he was an effective leader and his team operates at the highest level. Why let him go? Makes no sense.

Here so long as teammates complete their jobs consistently, repeatedly, and transparently, accuracy doesn’t matter

So as long as everyone repeatedly gets it wrong, it’s okay. That’s why there have been a million teammate replacements, a million department restructures, and a million reasons why the stock can’t grow during market rallies.

If you’re reading this or coming to this blog. You care, but why care more than leadership?

So what’s everyone doing this weekend to soften the tension?

I drove 4 hours for a car show and really tested the abilities of my 72 Triumph TR6 on the highway. Guess what? We aren’t dead yet.

Maybe some warhammering Sunday night after I get back.

What about yall? Don’t drink too heavily.

Been going around that she is very upset that her saying that we should ignore the presence reports got out on the interwebs. I guess her freeeloader remark didn’t land well.

Funny, none of these people were all that upset when the company scr_wed with the lives and livelihoods of thousands of people with the RTO layoffs and relocations. Just business. Now they’re aghast when dirty laundry is aired in public.

If you don’t want leaks just treat people with decency and respect. It’s not all that hard

We had planned some diversity-related activities for our group this coming week, but I was informed that we won’t be moving forward, at least not in any official capacity. If we do proceed, it will not be sponsored, and we’ve been explicitly asked not to post about it on social media, as it could be perceived as potentially harmful.

I had understood that while we were scaling back the public promotion of our diversity initiatives, the activities themselves would continue internally. However, it now appears that funding is being pulled and we’re being discouraged from sharing anything externally.

It’s disappointing, to say the least. It feels like we’re stepping back from something that mattered, perhaps out of caution given the current political climate.

Indians occupied most of top management positions. Root cause of Intel’s failure.

Good luck to Nvidia, to be converted to India. It is not far from corruption.