#culture

Inclusion Summit.

ATT: High turnover rate. ( Reddit )

It genuinely makes me sad their turnover is high, especially at the authorized retail level. There’s so many things that don’t get taken into consideration when it comes to selling, such as demographics for one thing. Foot traffic alone doesn’t tell the whole story. I know someone who might lose their job bc they can’t meet the sales goals when they are brand new, 3 months in, and when they won’t scam customers, though others in the store will, by adding lines without consent. This person was so excited for this job, and they were also not told up front they would be fired if they didn’t meet goal after three months. They went into this job being told one thing, and it being something else. Now they are disillusioned. What a shame. I wonder how many really good employees have been lost bc of bad scheduling and these hard to reach metrics without scamming people.

https://www.reddit.com/r/ATT/comments/1ugbzh9/high_turnover_rate/

I also know someone in sales that can attest to the scamming CRAMMING and fraudulent sales tactics that ATT pressures and intimidates its sales employees to perpetuate in the unrelenting pursuit of false metrics and sales quotas. The SCAM is out in the open and ATT makes no attempt at hiding it.

How is everyone doing?
Another week done and it feels like we are hamsters on wheels. Same s*** different day. We get a message from
Our Chief Revenue Officer about finishing the Q strong - with 2 days to go that’s kinda late. Where he been hanging out the last few months? Maybe if he checked integration that was supposed to help like move to D365 now even more late than the 7th version of timeline we’ll all get to a more stable position?

What’s the word on that team? Full of ignorant fools who thinks very highly of themselves

People are asking good questions!

Now that Teams is active, does anyone know if they are screen capturing non member employees? Are they targeting specific individuals? What about keyboard and mouse tracking?

https://fortune.com/2026/06/25/return-to-office-ceos-ego-research/

New CEO: "Core is a disaster, Government Programs is underwater, and our Leaders aren't accountable" ELT: "We launched an App! and it's almost WEA!" pretty much sums up life here

Since when does a company have almost every single person in the building make a decision on even the littlest things? The higher ups, like ML and that whole lot, have better things to worry about than half of the stuff they have to “approve” before anyone can actually move forward with their jobs.

Have a little faith in the people you employ, and maybe focus more on idk maybe a cohesive brand????? We’ve lost the plot entirely

I’ve worked at Di-ks for 8 years and in that time the changes have been like a roller coaster !!!!
From firing of quality managers to replacing them with unqualified ones.
The workload is crazy they are not reasonable at all . When you do bring up issues that need to be taken care of , they yes you to death but do nothing .
They post a sign if you see something say something and when I did, nothing was done.
I’ve seen the stock in the midteens and when Covid hit, it was a perfect store for the environment. The stock went through the roof. This company is typical of other big corporations. They only care about the stockholders and their bottom line which on some levels I understand, but I think it has gone to their head. Upper management is just unrealistic..

Back room and the stockrooms are an accident waiting to happen and they do nothing about it. They employ younger people pay them less and go out of there way to not pay Benefits .
The psychological test that they have given the employees that have been working there are all a smoke screen to lower their overhead.
Cut salaries get rid of quality people all for the obvious reason $$$$$ sad really
They don’t Care about the employees at all … God forbid you were a handicap person and had to move your wheelchair in that store. My store was in Florida.
Somehow, they get away with not giving a handicap person enough space I thought it was a law. They just care about stuffing the store with as much merchandise as possible. I’m guessing the state looks the other way. Kind of ridiculous and sad.
The company is all smoking mirrors .
The only care about the customer because they spend money .

Getting back to something I said earlier, it’s a dangerous place to work and no matter what you say nothing‘s ever fixed so in the end I did get hurt. I also witnessed other people getting hurt.
When I was injured, the managers did not know what to do. Didn’t know anything about the paperwork or where to send me. I sat there for two hours and they didn’t know what they were doing in the end. They had to call other stores so with all the training that they give you and it’s a lot I believe all of that is done just to cover themselves for any liability, but they don’t bother to train the managers

I could go on and on about the things that are wrong with that company. I’ve seen it all, but I don’t think there’s enough space for me to put everything down that’s wrong with them. They bought footlocker because they had so much money supposedly because they wanted a European presence. Just not a place I would recommend to work looks good. They get all the kids to work there 18 to 22-year-olds because it’s a sports store. That’s a funny comment because it’s become a clothing and shoe store with the out of fringes of the store being sports and fishing. They recently because of the psychological test that almost nobody passed got rid of a guy that I believe opened the store originally high-quality individual who did anything. They asked them to left the sweat on the floor and how did they pay him back offer them a deduction and salary stay full-time or take a severance package it’s highly insulting and if they cared at all about the customer, that’s a guy that should still be working there he was very well liked by the customers. He was intelligent articulate and learned everything that he possibly could in that store yet he was just a number very sad. Di-k should be ashamed of themselves.

Has anyone sesent. Read the new company Email = Did you hear? Simplicity is se-y. WTF is wrong with these people and company!!! S-X SELLS??

For anyone who hasn't realised it yet, any external AI used by DXC e.g. Anthropic's Claude Tag, means that everything about DXC's thin layer of "value" will be consumed by the AI.
This quite an irony - The business of DXC taking over IT departments and "leveraging" employees (i.e. shedding) is now being replicated to DXC i.e. DXC's existance is being "leveraged" by Anthropic (as well as all the other SI companies).

When you think about it, whilst this is a disaster for young DXC employees, its a great opportunity for those near retirement. Its no longer about someone leaving DXC for another SI, its about either leaving to work for an end customer or leaving the IT industry all together.

Do you think there is any value in Pulse Survey?

Nothing seems to change.

Things are even getting worse the more we complain.

It used to be a place that valued intelligence and creative thinking—a place that took the time to nurture those ideas and bring them to life. Bottom-up really worked here, once.
And now? Collaboration in name only.

It’s full of political operators who shamelessly claim their subordinates’ achievements as their own, and mere clowns who latch onto those operators like remoras clinging to a shark. It’s a culture that swats down bold, unconventional ideas with the brute force of majority rule.

Talk of short-term results and targets has become deafening. There’s no respect left for building a real argument, no respect for intelligence. The only thing that thrives here is harassment carefully calibrated to stop just short of being called harassment.

I’ve concluded that this company has rotted from its people outward.

Goodbye.

I HAD TO REPOST, NOT MY POST:
6 days ago by Anonymous | 10 reactions (+10/-0) | Reply
Post ID: @pj+1kva8jdvr

I joined this industry a decade ago bright-eyed and excited to write code and implement solutions. Now everything is just AI. AI this, AI that. It's utterly soulless. I'm seriously considering going back to college and switching to a different field or something.

This is optional. But it's optional.

It's anonymous. Almost.

Published by: BofA Executive Director of Sarcasm and Irony

(1) On a scale of 1 to 5, how excited are you to provide feedback that will be carefully reviewed, summarized, ignored, and filed away forever?

(2) How confident are you that leadership already knows the survey results before you submit them?

(3) Which follow-up action do you expect after this survey?
A. A thoughtful action plan
B. A vague email about “listening”
C. A slide deck proving engagement is up
D. Another survey asking why survey participation is down

(4) How valued do you feel when management asks for honest feedback and then explains why your feedback is wrong?

(5) What is the main purpose of this survey?
A. Improving the workplace
B. Measuring employee sentiment
C. Creating the appearance of concern
D. Supporting someone’s promotion packet

(6) How much do you agree with this statement: “My feedback directly contributes to leadership bonuses, even if it contributes to nothing else.”

(7) If this survey leads to action, which action is most likely?
A. More meetings
B. More dashboards
C. More corporate language
D. More reminders to complete the next survey

(8) How safe do you feel being completely honest in an anonymous survey that somehow still knows your department, level, manager, location, and employee group?

(9) Which phrase would you most like to see retired from the survey results email?
A. “We hear you”
B. “Actionable insights”
C. “You spoke, we listened”
D. “We are committed to transparency”

(10) Would you recommend this survey to a coworker?
A. Yes, if they enjoy performance art
B. Yes, if they need a break from real work
C. No, but I’ll forward the reminder anyway
D. Only if leadership completes one too

CDW isn't what it used to be. Worse culture, worse pay, with constant cuts on top of it. So why do you stay? For me, it's health insurance. That's the only reason.

Whenever we get a few weeks of peace, I still can't breathe properly. The anxiety is constant these days since I know what's coming eventually. This is not a healthy way to live.

Too many managers got promoted for being good workers, not for knowing how to lead. At least teach them some people skills before putting them in charge of actual people.

If they try to say this is about performance, it's bullsh-t. We lost two of our best, highest performing people. I don't know why and who made the decision, but it's more than obvious by what's been happening that we're being led by complete and utter id--ts.

I’ve been in the workforce over 30 years ( including 16 of them at US Bank) and I’ve never encountered this level of micromanagement where salaried professionals are treated like they’re hourly employees. This is not meant to disparage anyone hourly at all but being on salary has typically meant you aren’t tracked on an hourly basis. You are trusted to be mature and professional enough to manage your time and perform your job and if you aren’t getting your job done, you get fired. You are evaluated based on your overall performance not based on where you’re sitting and for how long. Simple.

This just boggles my mind because it’s so draconian.

Bumping from @aq+1kt7a1e2m.

I've learned that when you go above and beyond for a company that sees you as a number, you're only hurting yourself. They won't reward you or remember the extra hours, the extra effort, and the extra stress you put yourself through. None of it changes anything. So stop doing it. Do what you're paid for. Nothing more, nothing less.

Nobody's hearing the top performers gripe about how bad things are, and that's not because they're fine with it. They're just quietly working their networks, sending out applications, and planning their escape without making a scene. By the time leadership realizes they're gone, it'll be too late because all the people who actually carried the weight will have already found their way out.

I haven't heard any rumors in a while, which should be good but it's just making me nervous. Are we safe currently or is this just the calm before all he-l breaks loose?

I will be 3 steps removed from her? Is she a beligerent bulldog or sharp and savy?

It's wild how disconnected senior leadership is from the actual day to day. They sit in their meetings looking at spreadsheets and making decisions that have nothing to do with how things operate on the floor. Meanwhile, the people who actually know what's going on are put on ignore, and then they wonder why their grand plans never work out.

Let's do it, you've got to do it. but it's optional. It's anonymous, I promise, for real.

Exxon Quarterly Employee Survey by VP of Sarcasm and Irony

1. On a scale of 1 to 5, how excited are you to provide feedback that will be carefully reviewed, summarized, ignored, and filed away forever?

1. How confident are you that leadership already knows the survey results before you submit them?

1. Which follow-up action do you expect after this survey?

• A. A thoughtful action plan
• B. A vague email about “listening”
• C. A slide deck proving engagement is up
• D. Another survey asking why survey participation is down

1. How valued do you feel when management asks for honest feedback and then explains why your feedback is wrong?

1. What is the main purpose of this survey?

• A. Improving the workplace
• B. Measuring employee sentiment
• C. Creating the appearance of concern
• D. Supporting someone’s promotion packet

1. How much do you agree with this statement: “My feedback directly contributes to leadership bonuses, even if it contributes to nothing else.”

1. If this survey leads to action, which action is most likely?

• A. More meetings
• B. More dashboards
• C. More corporate language
• D. More reminders to complete the next survey

1. How safe do you feel being completely honest in an anonymous survey that somehow still knows your department, level, manager, location, and employee group?

1. Which phrase would you most like to see retired from the survey results email?

• A. “We hear you”
• B. “Actionable insights”
• C. “You spoke, we listened”
• D. “We are committed to transparency”

1. Would you recommend this survey to a coworker?

• A. Yes, if they enjoy performance art
• B. Yes, if they need a break from real work
• C. No, but I’ll forward the reminder anyway
• D. Only if leadership completes one too

We're constantly running around putting out fires that'd stop happening if someone just fixed the source. But nobody wants to invest the time, because...I can't even figure out why. It'd make everybody look good if it was done. What am I missing here, people???

I cannot believe the direction our company has been going in. It is like the people in charge have lost their minds ! First the horrible change with our forklifts.. now we had to take all of our back end caps down . All this wasted space .. where do they think all the extra stuff they buy is going to go.. especially with the holidays coming soon. They over buy clothing … ugly clothing .. then we have to give it all away to a liquidator.. we have special events with mattresses .. which they over buy and we had to pull those to give to the backroom for the liquidator .. seems like we are in business to make them money instead of us

...for longest period of time that a public company has posted consistent YOY headcount declines.

I got curious this morning about just how unusual the situation at Wells is, and decided to do some digging. Based on the information I can find, here's some of the existing records for longest consecutive streaks of corporate downsizing:

IBM went through 8 years of downsizing from 1985 to 1993 as the tech market moved from mainframes to personal computers, shrinking from a high of 405k employees to 219k by 1993.

General Motors went through 7 years of YOY headcount reductions from 2002 to 2009 as a result of foreign competition and shrinking market share, up until their bankruptcy in the wake of the global financial crisis and bailout by the US government.

Blackberry/RIM posted 5 straight years of headcount cuts from 2011 to 2016 as a result of competition from iPhone and Android, finishing in 2016 with 25% of the employees they started with.

Wells is currently running a streak from 2019 to today, blowing past Blackberries record and in line with GM. Given the CEO's public statements, we're also on track to beat IBM as well. Don't you feel proud to work here?

(My point was this post was just to let folks know, if this feels like an overwhelmingly toxic place to work, you are not alone. The situation at Wells is extraordinarily, historically bad. This is not normal)

Does anyone know the trick to keep teams status green, even if you are curled up in the fetal position on the floor?

We've undermined the trust you have that your specific expertise and contribution will be valued, that you will grow and advance your career, and that this will be a place where you can actually have an impact. -- Andrew Bosworth of Meta

I am so beyond fed up with all the pins and different threads or channels whatever they’re called on teams. We have a chat for a weekly call but now we have to use a completely different thread to put everything so now we have two probably even three different threads with basically the same group on the same topic.. they’re telling us you can use the chat during the call but use the channel for everything else so all our details are consolidated in one place… how does this make sense?!? I’m so tired of having 50 different places to look for what I need and having my pin go off every 15 seconds throughout the day.. it’s beyond distracting and unproductive at this point.

And I don’t even see the notifications, despite the fact that I followed all the instructions to request that I’m notified about these channels. SO FED UP WITH THIS STUPIDITY. Obnoxious!

Here we go again! You love to hear it, let's celebrate y'all. Even contractors are not safe, it's like they haven't learned from Chevron, P66 on MSP's. You gotta love these leaders who be flying on PJ's drinking champagne while the common folk get shagged.

I keep hearing WellCare legacy what does that mean? Who is being considered as a WellCare legacy? I keep hearing this but not sure what that means

I read this forum and it seems like everyone hates this place. But I don't. I'm not thrilled with the uncertainty, but I genuinely enjoy the work. I hope I can keep doing it. Is there anyone else out there who feels the same?

We’re all adults here with careers, families, mortgages, and kids.

Yet we’re being treated like toddlers who need constant supervision, or maybe Stink just thinks we’re his prisoners.

Presence reports. Badge tracking. Attendance monitoring. Endless RTO enforcement. Isn’t it a bit much?.. All of it sends the same message, leadership doesn’t trust its employees, and once trust is gone, disengagement follows.

Seriously, why would anyone want to work in an environment like this?

The company talks endlessly about “culture” while implementing policies that actively destroy it.

The result is exactly what you’d expect, lower morale, higher turnover, and employees spending more time worrying about presence reports, FTW letters, and layoffs than innovation or growth.

When professionals are treated like they’re one badge swipe away from detention, it’s hard to feel respected or motivated. Especially when they’re blaming the masses for the faults of 1% who are no longer here.

You can mandate attendance, but you can’t mandate trust, engagement, or hard work & dedication. Loyalty and trust go hand in hand, and this CEO said “loyalty is dead”.

I keep hearing news that the useless "SVPs" are now getting hit. Let's keep up that momentum until they are all ou of there!

I haven't seen any true metrics shared from the CES. Just high level messages from leaders saying "we are good at safety" or "there is no trust for senior leaders". Anyone in the know, what were the true results? I have to imagine they were awful!

Don’t make us f’king do it again next year if results are not going to be shared or glazed over and manipulated. Shady af.