#culture

When was the last time you told someone, “This is a great place to work, you should try to get in”? I honestly can’t remember the last time I heard anyone I work with say they like their job and consider themselves lucky to have landed here. All I hear is that they’re bothered, exhausted, stressed, unhappy, frustrated, or angry. Great vibes, top to bottom.

This place has been going downhill for so long, its culture eroded so badly, that I truly couldn’t care less about how it all unfolds. I have zero respect for management, and I don’t trust the new leadership either. I don’t even believe they know what real change would require. The way they’ve treated employees speaks volumes. So if they want to cut my job, I’ll walk away happily.

Hey all, I’m a geo looking for my second role and thinking about whether it’s worth applying to Permian Resources if something comes up. I’ve seen a lot of harsh feedback - poor culture, little support, high turnover, and I’m honestly hesitant. Jobs are scarce though, so I’m wondering is it really that bad, or are there any redeeming qualities? Would appreciate any honest insights.

Toxic environment, no promotions, outdated payscale by years,periodic layoffs, fake survey results, barely any a-s grinding work, clown reality show midweek. Life at TU.

Today, I’m feeling profoundly grateful.

Grateful for our firm’s relentless momentum. Grateful for the opportunity we all have to be part of something bigger than ourselves. And grateful—truly—that so many of you still have the privilege of calling Edward Jones your professional home.

As we continue to optimize our operating model and accelerate strategic priorities, we are making some difficult but necessary adjustments to our home-office footprint. Change is hard. But let’s remember: not everyone gets a seat on a rocket ship. If you’re still strapped in, that’s because your work, your attitude, and your resilience have earned it.

To those impacted by this redesign: thank you for your service mindset and the seasons you’ve invested in our purpose. You should leave with your heads high, knowing your contributions enabled this next chapter. I’m confident you’ll land on your feet quickly; after all, talent rises.

To those who remain: this is your moment. Lean in. Do more with less. Embrace the ambiguity that comes with growth. Our clients, communities, and colleagues are counting on your extreme ownership. Let’s turn this into a masterclass in execution—fewer silos, faster decisions, bigger outcomes.

We talk a lot about gratitude here. Let’s practice it. Be grateful for the work on your plate. Be grateful for the challenge in front of you. Be grateful for the chance to build what comes next. Opportunities like this don’t come often.

Onward—driven by purpose, powered by performance.

no matter it was 1 year, 10 years, 20 years, or lifelong.
leave now.

What’s the point of skip-level meetings if only 'yes people' are chosen to speak, offering nothing but watered-down opinions?

Wonder why Ford is in it's present position.

Long story short, I've about had it to my wits end with my offshore manager who I got reassigned to late last year. I am only a small minority on my team that's based in the USA. I get little to no support from my manager, they blatantly ignore slacking coworkers or instances of offshore team members HEAVILY inflating their task estimates or coming up with bs excuses every day when asked about progress on their work. I don't think I've seen them ever meet a single deadline without pushing everything in the backlog onto the USA devs. Manager is too passive and seems content with letting the US workers get walked all over. Why the f*** are they being put into managerial positions over US workers????

This firm sold its soul awhile ago. PP can keep smiling that creepy smile and tell you it's going to be alright but it isn't. Her and her friends will give themselves more bonuses, bigger salary increases until this firm is either bought or goes public. Anyone getting laid off should do the least amount of work as possible. The firm doesn't care about you, why should you care about it.

Morale is so low that most people just do enough to get by. I used to care a lot, but now I wouldn’t even mind if they let me go. I’ve started applying elsewhere because this place doesn’t make you feel valued anymore.

Hi! I worked for Oracle years ago was laid off, seen all of this before. Been there done that.

Oracle does mass culls and purges very regularly, sometimes more frequently or aggressive than others, but it's the way they have always run the business. They also tend to cut aggressively when they do cut.

As for how to deal with it. If you've just been laid off, don't look back. Let go. It's gone. Focus on you and the future and think very broadly about what your skills are. Oracle likely had you fixated on some small things which really narrows your perspective over time. Don't think about going back unless you become desperate for money and just use it as an interim step. Never try to make sense of what they are doing, why they are doing or what just happened to you. You will go crazy.

For the people who are there, unless you're VERY senior, look outside the company. There are a lot of interesting things going on, and certainly better paid.

I was laid off years ago. I didn't want to go. I was "happy" but a better word was complacent bordering on lazy. In reality I was being underpaid, not appreciated and wasn't enjoying it. It's now worked out a LOT better for me, but make no mistake, it was unnerving, uncomfortable and unsettling at the time. I look back and wish I'd left years earlier. Other people had this same advice but I couldn't bring myself to leave.

Oracle treat employees like abused animals because they can. They know there is no shortage. Their business model allows them to do this financially and the law allows them to. The only way not to be exploited is not to play their game.

Good luck. I hope you all make it through this mentally unscathed or traumatised.

1. America first - Shipment of jobs to the CEO's and CFO's is a conflict of interest.
2. Eliminate the prior regime's dross - The use of consultants at Waters has wreaked havoc.
3. Use qualified ppl. for leader roles - Rewarding the LT's cronies has NOT worked out well.

I'm watching the dumpster fire with me popcorn.

I’m considering leaving a competitor bank for JPMC to work as product manager supporting Access platform in commercial banking. What are the culture and teams like? I support a digital commercial platform as a product owner currently at a competitor bank.

A reporter asked a Marine. "Why are Marines so good at what they do?" The Marine replied, "Officers Eat Last."

Yes, it is a common practice and a widely held belief in the Marine Corps that officers should eat last. This isn't a strict rule, but rather a symbolic gesture and a practical demonstration of putting the needs of their subordinates (enlisted Marines) before their own. It emphasizes the principle of selfless leadership and prioritizing the well-being of the team.

Here's a more detailed explanation:

Symbolic gesture:
The act of eating last in the chow line reinforces the idea that leaders are responsible for the welfare of their Marines and that they prioritize their needs.

Practical application:
In the field, junior Marines are often the ones doing the most physically demanding work and need to be properly fed to maintain their energy and readiness.

Leadership principle:
This practice is deeply rooted in the Marine Corps' leadership philosophy, which emphasizes service, responsibility, and putting the needs of the team first.

Beyond the chow line:
While it's most visible in the chow line, the concept of "leaders eat last" extends to various aspects of Marine life, where leaders are expected to make sacrifices and ensure the well-being of their Marines.

Not just a saying:
While some might consider it a saying, it's a practice that many Marines take seriously and strive to uphold.

I never knew this but subscribed to this philosophy for some time now. Focus on serving other versus self-serving.

https://www.reddit.com/r/TikTokCringe/s/CgL2x1udUc

Well I expect zero useful information at the Townhall tomorrow. Anyone else agree?

I was recently speaking with a friend who asked me about JD who she worked under at Bain. After listening to my rant, she expressed surprise that he was focused on DEI at Nike. She said that certainly wasn't the case at Bain as evidenced by the fact that once she became pregnant she quickly learned the company had no maternity policy. I thought JD was always singularly focused on serving his troops? When I mentioned that JD was now the AD at her alma mater Stanford, she just winced.

• "Quiet cracking" is a new workplace trend where employees silently disengage due to stress, AI fears, and stalled career growth.
• Unlike "quiet quitting," it isn’t deliberate withdrawal but an unintentional decline in mental and emotional health.
• About 54% of employees report unhappiness at work, ranging from occasional to constant.
• Symptoms include lack of motivation, feelings of uselessness, irritability, and worsening burnout-like signs.
• Workers feel stuck, unable to quit due to the tough job market, leaving them unhappy in their roles.
• Global employee engagement dropped from 23% to 21% in 2024, echoing pandemic-era lows.
• This decline cost the global economy $438 billion in lost productivity in the past year.
• Managers often fail to recognize or address quiet cracking early enough.
• Nearly half (47%) of struggling employees say their managers don’t listen to their concerns.
• Training is a strong antidote: 62% of non-cracking employees receive training vs only 44% of those disengaged.
• Prioritizing training signals care, builds motivation, and fosters retention.
• Managers can intervene by scheduling honest conversations, offering new tasks, and providing growth opportunities.
• Good leadership is critical—company culture can make or break employee engagement.
• Employees can fight back by identifying the root cause of unhappiness and discussing development plans.
• If growth opportunities remain limited, staff may need to switch departments, employers, or even careers to stop quiet cracking.

Source:
https://fortune.com/2025/08/18/quiet-cracking-workplace-culture-employees-burnout-disengagement-mental-health-billions-business-loss-managers-ai-promotions/

Quiet cracking describes a progressive decline in employee engagement and overall workplace fulfillment. While team members continue to meet business objectives, they may experience reduced motivation, diminished connection to our culture, and lower levels of energy. Unlike overt burnout or voluntary attrition, quiet cracking often develops beneath the surface, making it harder to identify until it impacts performance, productivity, and overall wellbeing.

https://fortune.com/2025/08/18/quiet-cracking-workplace-culture-employees-burnout-disengagement-mental-health-billions-business-loss-managers-ai-promotions/

Your divisions are dog sh-t. Always below the line of doom. LMAO 🤣

It's like losers arguing who the bigger loser is.

I have never met more people in my life who are ashamed to work at a company.

Everyone I know is looking for another job

Send a message. Do not attend. We have made clear what has to change and they have no intention of doing it. Do not give them any more of your valuable time to gaslight you into thinking everything is great. The only healthy way to handle an abusive partner is to go no-contact. Expressing your misery only makes them feel powerful.

what culture changes have you noticed over the last 5 years?

This is mostly for non-Oracle people reading this mess. I've summarized last 100 posts here on layoffs.com:

Based on the provided text, Oracle is in the process of a major, multi-phase reduction in its workforce. The layoffs are described by employees as part of a strategic shift to cut costs and reinvest in artificial intelligence (AI).

The layoffs are impacting a broad range of employees across different departments, levels, and regions.

• Geographic Locations: The cuts are confirmed to have impacted the US, specifically in California and Arizona, with 161 layoffs in Seattle alone and 143 in the Bay Area. Layoffs have also been reported in Canada and India, with "hundreds of roles affected."
• Business Units & Teams: The primary focus of the layoffs appears to be the Oracle Cloud Infrastructure (OCI) division. Specific teams and products mentioned as being affected include:
  • Fusion Applications (FA)
  • Database (DB)
  • NetSuite, with the entire support team in Canada (60 people) and teams in Kitchener being laid off.
  • JET, VB, and ADF product teams.
  • Legacy applications like EBS, Siebel, and PeopleSoft.
  • Industries such as Utilities and Construction.
  • The OCI AI team and AI/ML project management roles.
• Employee Profile: The layoffs are not targeting a single demographic. The text notes that cuts are being made to "H1Bs and US citizens," "Employees based in India and in the US," and "Employees at all levels up to SVP." It is also mentioned that "High performers" and those with "Exceeds Expectations" ratings were let go, along with long-time employees with over 20 years of tenure. One post claims a "senior VP" with "25yrs poof" was laid off.

The layoffs are not a single event but a phased process occurring over several months.

• Mid-August: The initial wave began with meetings and notifications in mid-August, with some employees' access being cut off immediately after a short call.
• September: Multiple sources point to a major wave in September, with one post stating, "EMEA will be hit in September. The list of people is in the system already." Another says, "September 2nd is what I heard for another unit in Europe."
• October: Public WARN filings in California and Washington confirm layoffs taking effect around mid-October. A post mentions, "Next round is Oct 13-15 based upon USA WARN filings in WA and CA."

The provided text suggests that more layoffs are to come and offers various reasons for the cuts.

• Total Number of Layoffs: There is no official number, but rumors and estimates range from 8,000 to "10% across entier company," which would be approximately 18,000 people.
• Strategic Direction: The main reason cited is a strategic shift to cut costs and reinvest in AI. The text explicitly states, "The supposed GDP boosts from hiring workers failed to materialize in reality due to the fact that all wages paid are getting saved instead of circulating throughout the economy." The company is reportedly shifting from a "cash cow" model to "reinvest it in AI."
• Managerial Structure: The text suggests that the company is "bloated with middle tier manager's" and that a "Mid mgmt reduction" is necessary.
• Severance and Benefits: Severance packages are reported to be "4 weeks for first year of employment. One more week for each additional year of employment. Maximum is 26 weeks." Employees have concerns about what happens to their unvested Restricted Stock Units (RSUs), with some noting that they "lost the other 3" years of stock. One employee mentions, "Our group lost a few who were close to retiring anyway but also a few who had no plans. The job market is never as good as you would like but it can always be worse."
• Morale and Culture: The layoffs have had a significant negative impact on morale, with employees expressing feelings of shock, disbelief, and survivor's guilt. The text quotes a post that reads, "You are cattle." and another stating, "I'm getting the fu--k out of here ASAP...I've never seen this before."

Do you dread going into work every Sunday night?
Do you hate every single 1x1 and huddle?
Do you panic everyday you wake up?
Do you think about SF too much?
Is it affecting your health, personal life, marriage, kids and mental well being?
Do you feel empty every day you wake up and when you finish work?
Do you know this is not right but keep doing it everyday?
Do you feel helpless? Lost?
Does State Farm make you feel ashamed? I do!

Leave! Get out, trust me there is life after State Farm. That place is a very toxic cult and do not let it destroy who you are. If you have to stay until you find something else, f-ck them at every turn. Pay that questionable claim, don't put in any extra effort, f-ck their surveys and put it in the comments. Satan runs that place! It's not you, it's them! See you on the other side!

T-Mobile has always been known as the company that shook the industry, the brand that turned customers into fans and broke the mold of what wireless could be. But when a company begins to fall, it doesn’t happen all at once—it’s in the small cracks that grow when vision loses its edge, when culture begins to drift, and when leadership forgets the heart of what made people believe in the first place.

T-Mobile’s strength was never just about towers, phones, or plans—it was about people. It was about empowering employees to think differently, to fight for customers, and to believe they were part of something bold. If that spirit fades, so does the brand’s ability to rise above the rest.

Falling is not failure, but it is a warning. It’s a reminder that momentum is not permanent, and that every great movement can lose its way if it forgets its core. The fall is not about lost sales or missed targets—it’s about losing the trust and passion that once made T-Mobile unstoppable.

The question isn’t whether T-Mobile can fall. The real question is whether it will remember why it rose in the first place. ITS BECAUSE OF ITS EMPLOYEES

I retired almost 5 years ago after 25 yrs of service in several IT departments. I retired because of how incredibly toxic the work environment had become. I come here and look at several posts, and yes, it's still a toxic toilet of despair. I bugged out at the end of 2020, right when we kicked RS out in July '20, and then here came the Stank. He is why I left. Boy am I glad I cut and ran when I did, I love being retired. I really feel for you guys out there trying to keep your heads above all of Stankeys sewage sloshing about.

Team culture is not good whatsoever and leadership is not involved at all, they say they are but they are not, and at the same time opportunities are hard to come by which is hurting everybody. This has been going on for a long time and nothing is changing which people keep pointing out but it just keeps getting worse. Leadership says they care but they don’t and the whole place is going nowhere because of it.

Just got LR’d yesterday, G10 RTP Collab. The team environment was politically charged and pathetic. Only bootlickers are safe. Not sure how I made this far in the group.

Leadership here is a mess. They talk like they know the work but they really don’t. Cliques run everything and block anyone who’s not in the circle. Some leaders lie straight to your face and HR backs them while they push people out. Employees are treated like tools, not people, and anyone who doesn’t fit in gets picked at until they give up. No wonder so many are quitting.

I can’t believe the whole ops leadership is from Roger’s communications and they are the worst leaders possible trying to be top dog creating duplication and headaches as if they know what the heck we all do. Better yet some have been here 5 months and already getting promotions to SR roles, yet the people that have been here for years working their butts off can’t get a raise. Idk how HR doesn’t see that

It’s the new right of passage for our Indian friends: the ubiquitous post on LinkedIn “Just can’t believe that it’s already been five years!”. This is how we signal that we are now ready and willing to jump into the job market to cash in on ExxonMobil’s training investment. Well done Exxon.

As I recall the survey results from two years ago were kept from us. Now they want to discuss why the results are worse than the 2023 results we never got to see??

How do we know they are worse than?
We are just supposed to blindly believe a company that has no loyalty to us and lies to us everyday?

Tell us again how Director and above are supposed to be in Dallas or Atlanta?

Tell us how many “hubs” we have?

Stankey can’t even motivate his “yes men” to follow policy, what makes him think he has any real power?
Sounds like AT&T is ask us to show our loyalty to the company, by asking us to improve the culture they destroyed.

The way it’s going now the status quo will be the demise of the company before the next survey.

I came here from Accenture after a long career with Tata and Deloitte. Perficient's culture is surprising poor compared to these firms and this has a lot to do with absent leadership. I only hear about things when something is wrong, but never hear when things are done right. Is it just me or does this place struggle to support it's staff? I've never felt more like a cog in a machine as I do here.

Hi All,
I was impacted by Layoff recently and got offer from Micron Folsom (HBM) and another competing memory company (WD/SD) in Bay Area recently for mid engineer level role. I am looking for views on how the Micron work culture/yearly performance refresher talks is as I heard about the extremely competitive bell curve based performance review few years ago (is it still present?).
Also, how do you feel is the stability right now for atleast next 2-4 years as I have been recently impacted and wouldn’t want to go through same again, need some stability from personal life perspective.
Thank you!

I started gaslighting myself by thinking about the good ole day at fidelity… then I remember being on multiple teams where women had extra children just for some time off. No, it’s always been this bad.

This place is fun and no longer used for its intended purpose. Just a cr-p talk area for us to hide in. I like to come say something nice about f5 then turn around and post something salty. Y’all so serious!