#culture

Leadership needs to get their act together.

Shouting, pressure, and creating a climate of fear in engineering won’t fix anything: in fact, it only makes things worse. Right now, people are acting out of fear instead of making rational decisions aligned with actual goals.

That’s how you end up with poor outcomes, short-term thinking, and teams that stop taking ownership.

If the goal is better performance, this approach is doing the opposite.

Share price still falling, revenues down SLT terrible from the top to bottom, especially corporates. Not even in the top 3 legal AI, CoCounsel not had the right vision, stand alone product the trying to link it with everything, clients just not buying it literally. When wil the board step in and purge the lot of them?

in your opinion, do you think that is positive or negative?

The higher ups are such unethical liars. Look at a calendar, if you worked in office Monday-Wednesday, that would give you 9 working days in February. New requirements are 12. You would need to work 4 days for 3 weeks of the month to be compliant.

Even 11 days didn't fit February, but at least it averaged out in other months. But now it's 12 and But other months are 13/14 days required it's even worse.

Hybrid is all but an illusion now. Unethical liars.

INTERNAL COMMUNICATION — CONFIDENTIAL
From: Bill, Chief Executive Officer
To: Our Valued Truist Teammates

Team,

Hope those jet engines are humming! The sound of productivity is truly music to my dividend-loving ears. Every hour you grind away keeps Truist soaring and my bank accounts smiling. You hardworking, salt-of-the-earth folks continue to inspire me, especially those of you in America's deep south, the backbone of our “economic patriotism.”

Let’s face it, your dedication is unmatched. Sure, you might not see those benefits trickle down, but your loyalty and, well, endearing gullibility keep the system running. Honestly, it’s impressive how many of our best-performing teammates still think the reason they’re struggling is immigrants, black and brown people, trans athletes or Democrats rather than, you know, me. But who’s counting?

Remember, keep flying that flag high, keep voting for the guy in the red hat. He’s fighting for you (wink) while I’m reaping the rewards. Together, we’ll Make Truist Great Again! One paycheck, one belief, and one miserable white re----k illusion at a time.

In care,
Bill
Chief Beneficiary Officer

This stupid company is always organic meaning, all the Execs are long timers (CEO, CTO, CFO..), so they have the same narrow minded mentality.
The company needs some people from outside who have vision and know how to do business. The current mo--ns do not fit for their positions and will only get worse...

Working? As soon as that daily Teams call wraps up, I’m already mentally checked out. Got the grill going, burgers and ribs cooking low and slow, just enjoying the smell drifting through the yard. I’m kicking back with a controller.
Fridays are quiet anyway. My manager doesn’t bother anyone so I figure there’s no reason to do anything. Good food, no stress that’s just how a Friday ought to be.

Where is NIke's destination eventurally, that is the question that has been floating around a lot in this platform.

As long as EH and upper management maintains this death march to the Death Valley, it will be in the teens.

Quite frankly, I was extremely disappointed that EH was not able to come out with new, clear direction after 18 months in the throne. Yeah, JD left sh-t load cr-p around but with EH's pay scale that is task that is included.

In most organizations, you will typically find two groups of people. Those that are desperate to lead and those that are not interested in leading. Most times, your best leaders are in the latter group. The question is, how do you convince the latter group to want to lead?

Scientists have published a groundbreaking report where they studied the smoothest brain on the planet, belonging to AT&T CTO Jeremy Legg.

“It’s insane, we’ve never seen zero synaptic activity in a human ever”, one scientist said, “we’re honestly not even sure how he’s alive.”

“We’ve long thought humans evolved from apes, but we thought it was a one way street you know, we never thought humans could DEVOLVE from apes, until we met Jeremy.”

According to the report, Mr. Legg has less neural activity than Kanzi, the world’s smartest ape. The discovery of Mr. Legg has led to the funding of more ground breaking studies, “this opens up the opportunity to study how the Neanderthals actually communicated and thought”.

In response to the report, Jeremy Legg gave a statement to our newsroom intern, “AI is se-y, Azure is se-y, data centers are not se-y. This reporter is REALLY se-y.”

It seems that most of the people in Serbia refused the move to the Zensar because the comtract is much worse than FIS. Managers started to threaten the employees. Whats the situation in other offices?

Well I stayed way too long at exxon. Now I am working at a place where my work is valued and I am not being told I constantly need to improve. I do my engineering work and design work for this new company and get paid well. I keep feeling like the manager is going to berate me and tell me I am not doing a good job. I also keep wondering if my co workers are going to back stab me. None of this is happening at my new company. It could be because the company is small and they need experienced engineers like me. They allow me to do a good job and leave me alone. I can proposed new ideas and they are not shot down, Instead new ideas are welcomed and implemented. There is also no push to work more than 40 hours per week. I do a little extra because it is a nice environment to work at. I feel like I am suffering from PSTD because of the toxic workplace at exxon. It takes a while to get used to a healthy workplace. I have been away from exxon for 2 years and it feels so good to be away from all the horrible people and toxicity.

Word to work sentence from our vice president in a call this morning with many managers. According to him, employees are a cost and we need to find ways to reduce costs. If we are not laying off, we can probably put more work on them so they're more efficient and have a higher value to cost ratio. And when creating our semester plans or budgets, we are asked to mention resources and not employees.

That is an interesting mindset shift, really.

It makes me so angry as a manager that our management is like this. And it's not just in our area. Every growth area is like this now.

It’s hard not to notice the growing stagnation within 3M’s PSD division. For a company long known for innovation, the lack of meaningful new products coming out of this group is concerning. The pipeline feels dry, and the urgency that once defined 3M’s culture of invention seems to be missing. Just chasing lost business now.
Equally troubling is the apparent gap in leadership. Strong leadership should inspire direction, accountability and momentum and there’s a sense of drift. Without clear vision or decisive action, teams are left without the guidance needed to push boundaries or bring new ideas to life.
Employees feel it. When innovation slows and leadership doesn’t step up, morale takes a hit. Talented people want to build, create, and solve problems and not sit in a holding pattern.
3M has the legacy, talent, and resources to do better. But without renewed focus on innovation and stronger leadership within PSD, it risks falling behind where it once led.In addition commercial effectiveness is a total joke.
#3M #Layoffs #Innovation #Leadership #WorkplaceReality

That's Fiserv's recipe for disaster.

They need to go warehouse and stop this nonsense! Liars and compromisers! In denial! Good company when working under competent people. My first 10 years were good. Last 2 have been horrendous.

Engage Gunjan Kedia to implement a performance metric that requires employees to remain stationary at their desks, focusing solely on monitor interaction. Her approach has been met with derision from peers across various departments, including HR, Legal, Tech, and Payments. Her methodology has been criticized for promoting an outdated cultural perspective within a major U.S. Bank.

In a meeting someone stated something factually incorrect. Not an opinion, a fact. I gently pointed out the error with evidence and you would have thought I insulted their mother. The room went freezing cold, and later I was told I need to work on my social skills. What they meant was, don't correct people. Don't point out problems. Don't be right if being right makes someone uncomfortable. So basically, even if I'm right, even if the error will cost us, I should keep my mouth shut. lesson learned. From now on all I'll do is smile, nod, and let the sh-t hit the fan later on.

Management asks for feedback constantly. Surveys, meetings, suggestion boxes, you name it. And nothing ever happens. The same problems exist year after year and the same complaints get raised again and again. But nobody listens or does anything. It's always business as usual. Which just means nothing gets fixed.

Everything has been bad, from communication to execution to now expectations. If they wanted to get us mad and for morale to plummet, then job well done!

I see a grade 14 in Minneapolis advertised at $98,000 - $115,000. That seems kind of low, especially if they don’t offer $115,000. I know grade 12’s making over $100,000. This company is cheap and a dead end. Thank you Gunjan!

You are all missing the point on NRE. It was never about conferring a benefit on older workers. Precisely the opposite. The purpose of NRE was to put pressure on older workers that the company no longer wants and convince them to voluntarily leave at 55 with gratitude to their management who kindly kept them on for a few years as the bogus performance reviews piled up.

The so-called elimination of NRE is likely the combination of two things: 1) no more protection for those who are clearly abusing the system, and 2) dialing up the pressure on the targeted older workers to leave voluntarily with even more gratitude toward the managers who could have let you go but worked the system to squeak you over finish line .

Stop wasting your energy on this lawyering-up cr-p. Not much has changed except that older workers will now find themselves compelled to plant a big wet one on their boss’s backside as they voluntarily exit. Anyone who has made it this far in their career can surely find the strength to pucker up one last time.

The good ones are either laid off or leaving. Not that I blame them, considering what Schwab turned into in recent years.

Why do people act like working at Truist is their life’s purpose? It’s not. It’s a job. Check the box. Collect the paycheck. That’s the endgame. Your “team” is just a bunch of strangers you’d never know or interact with if survival didn’t force it.

Meanwhile, in places like France, people actually get it: grinding at work is not something to brag about. Hard work is overrated. So stop worshipping Truist like it's holy!

I have heard that a very high up person basically confirmed to some people that they have plans to bring everyone in 5 days a week starting this fall. Has anyone else heard this?

That’s why I watch the Masters on company time.

There is absolutely no reason to go above and beyond.
If you want more money, switch jobs.
If you want more time and freedom, quiet quit.
Cisco seems to be unable to distinguish between overachievers and people who put in 10 hour weeks by clicking the right buttons at the right times.
Whats the point of taking on more than you can get away with ?

I would just like to give the middle finger to where it’s deserved. Fu-k you GK + her following a-s kissers. I will not be joining any town halls or taking the survey.

I hope all the talent leaves them. I hope all these large companies lose their customer base. I hope employee-led start ups or smaller private companies take over where shareholders and the stock market are not the only things that matter.

To my dear, hardworking US Associates,

I am reaching out today with a heart full of "purpose" and a strategy full of "synergy." As your Managing Partner, I’ve been reflecting on our commitment to being a "human-centered" firm. And what is more human than wanting to keep more money for ourselves?

That is why David Chubak and I are absolutely thrilled to announce the opening of our newest Home Office location in India!

The "Proficiency-ish" Pivot
Now, I know what you’re thinking: "Penny, how can someone across the ocean do my job?" Well, the data is in! We’ve determined that our new international colleagues can perform your daily tasks with a solid 70% proficiency.

Sure, that leaves a 30% gap of "technical errors" and "client confusion," but when you look at the much reduced cost of labor, that 30% is just a rounding error in our quest for efficiency. We aren't just cutting corners; we’re "reimagining the circle."

Out With the Old, In With the Bold
To facilitate this exciting transition, we will be implementing a slow, methodical replacement of US headcount with Indian headcount. Think of it as a baton pass—except instead of passing a baton, we’re passing your desks and responsibilities to a time zone that’s thirteen hours ahead.

Why We’re Doing This (The Honest Part)
At Edward Jones, we often talk about the "Rule of 70." Usually, it’s about retirement, but today, it’s about the 70% increase David and I are eyeing for our own Executive Compensation.

By offloading your roles to a lower-cost market, we are finally able to unlock levels of personal wealth previously unseen in the history of the firm. It takes real leadership to look thousands of dedicated employees in the eye and say, "Your sacrifice is the fuel for my next vacation home."

Looking Ahead
As you badge in for your next Return to Office shift, please do so with a smile, knowing that every spreadsheet you finish helps David and me get one step closer to our "Golden Parachutes."

We are so grateful for everything you’ve done to build this firm. Now, if you could just spend the next few months documenting your processes in extreme detail for your replacements, that would be just "super."

With deep (financial) gratitude,

Penny Pennington
Managing Partner & Chief Compensation Optimizer

Now I’ve seen it all! Clown show

What are ways to in all technicality adhere to RTO rules to the letter, without breaking rules, but still fighting the micromanagement mandates?

Some Ideas
Boycott TTUS

Log into office early (in office IP tracking) and run errands in the morning. Long lunch breaks while logged in.

Requiring your manager to attend all meetings in conference rooms (in person collaboration is important!)

Being in office only the exact minimum required. Tbd - maybe 6.5 hours?

Switching seats every day with reservations in Reserve me and kicking people out of their seat they forgot to reserve

It would be a shame if someone brought one of those fa-t sprays and it accidentally went off or if someone accidentally left fresh fish they had planned for lunch in a drawer over a weekend.

Looks like report cards for the role play are rolling out... would be interesting to see what the aftermath would look like.

Meanwhile, management keeps sinking deeper... repeating the same rhetoric, the same threats towards employees and further ignoring customers and their feedback.

The newly hired "managers" keep managing using the same script, only to continue failing at the end because we all know, when you practice the same method the outcome remains the same. They ignore and gaslight employee concerns with an iron fist and keep repeating the same slogan which on the surface may sound the same but has the same meaning "such it up"

For those of us who have been here long, we pause and remember the folks who were the back bone of this organization, the ones who helped us become who we are, the real talent that are now gone... moved on or let go.

Do you all remember Brian Madden's post on LinkedIn a few years back when VMware sold to Broadcom? That moment when you get a glimpse of what is to come? and you realize its not good. How many of your team mates are confident in the team's direction or the overall performance and outcome of the company? It appears that everyone is just floating, hanging to see what comes next. This is what happens when there is no direction. This is what happens when you take confidence out of someone's believe in their career. You take their sense of purpose out of their routine, this is by nature and design, reinforced by society and programming.

Things wont change for the better any time soon and in my opinion any time at all... even after Omnissa is sold off. From here, there is only sinking further into the abyss. The question is, what will you do about it. Sure, many of us have been here long and we have invested plenty and now are being short changed because management is incompetent but the reality is, how much stress can you endure?

I’m legitimately curious why the pendulum has swung so far to one side. Pre-covid we had balance and trust, and now we have neither. Instead of going back to balance they’ve swung to micromanagement and rigidity. What actually is fueling the need for such strict expectations and absurd tracking measures? They say they care about morale but then micromanage us like we are children.

And as an aside, we all know the timing of the latest TTUS survey just before this announcement was strategic in every way. Get those numbers up before they plummet again!