#culture

Does anyone remember during smart redesign there was a push to make all supervisors have 6 or more employees? What happened to that? I see so many supervisors with two, three and even one employee.

https://www.reddit.com/r/employeesOfOracle/s/FP1GG1UenZ

Is this True?

Just read this... it's giving "waffle party" energy from severance. They really think going out for coffee is going to make us ok with going in five days per week? Do they think we're stupid?

Managers who encounter resistance to RTO should help their team bond by inviting them "out for a coffee or lunch, or hold a team-building activity," Paramount said in an "RTO People Leader Toolkit" obtained by Business Insider.

Bosses who can't think of a way to unite their team can turn to AI, the document said: "You can also prompt Microsoft Copilot: give me examples of team-building activities."

"Strong relationships build trust, help people feel part of a community, and enhance well-being," the document said.

Former employee here, I drove past the 8th Street HQ the other day, what a sad sight. The tech bar and demo space on the ground floor (along 8th) have been vacated and it looks like most floors in the north tower are empty, too. I guess Atleos employees are not long for this world -- will they move to Brinks? -- and the stock market seems to have given up on Voyix. I'm guessing Fun Thursdays left with Mike and Owen. (And nobody should give those guys a pass on what happened to NCR -- a lot of this could've been avoided if they'd acted sooner.)

Anyway, that's a lovely carcass of an HQ. I hope it finds a worth tenant soon.

The constant fear of layoffs has ruined my weekends. I'm not even happy it's Friday, since I spend the whole time dreading Monday morning. I need to know if we'll ever get back to a normal work environment without this constant stress hanging over us. Enough is enough.

WHEN WILL HE COME OUT NEW STYLE OF SHOES THAT REGISTER WITH PEOPLE!!!

Where is next AF1, AJ1, Cortez? Next Air technology or Air Max technology?

What is upper management doing? Other than figuring out how to cut the company and retreat!!!

If EH cannot provided any significant answer then he should go or PK should let him go

Love seeing this!

YETI now has a track record of annual layoffs around the February timeframe in the hopes of propping up the stock price, along with a revolving door of leadership for those unable to constantly be a "yes" person for a CEO, who has a constant fear of losing control while repeatedly implementing negatively disruptive changes and holding others to account for those decisions.

After riding out the usual industry cycles, one thing that keeps standing out is how the "We Lead" behaviors aren't just words on a slide deck. they actually shape how things get done day to day.

Even during last year's necessary adjustments, you could see it in action: leaders at every level stepping up with clear direction, owning outcomes, and keeping teams focused on what matters most. No panic, no mixed messages .. just steady, confident guidance that helped everyone stay aligned and move forward. It's the kind of strong leadership culture that turns tough moments into proof that the system works.
What's been especially noticeable since then is how things have sharpened and improved. The focus feels even tighter, collaboration is smoother, and there's a renewed energy around delivering results. Teams are moving faster with clearer priorities, and that consistent "We Lead" mindset: taking initiative, holding ourselves accountable, and supporting one another has really taken root in the day-to-day. It creates this quiet confidence and sense of shared purpose that makes the work feel more purposeful than ever.

Definitely one of the biggest reasons the Chevron culture feels special and worth staying for. Curious if others see the "We Lead" principles showing up the same way, especially in how the organization has come through stronger on the other side.

Dan’s story time is great for the stock price. I can’t wait to tell us more about AI and the future. Hopefully he gives out lolly pops.

I KNOW the marketing team sht a brick when the Aven Hospitality rebrand came out weeks before the Sabre rebrand...with the same color scheme, imagery, and style. What's funny, is they used the same agency, so they can't all play d-mb, right? The fact that millions went to an agency that just copied and pasted a different company's project and said "good enough" is insane. Once you add the similar logo from Sabre Industries - nothing is unique about the Sabre rebrand. In fact, just this morning I saw the Sabre Industries logo with a blue background and thought, "I don't remember blue being in the color palette with the burnt orange" cough* excuse me, terracotta.

Did we really bring in a CMO who thinks her sh*t doesn't stink to look like an amalgamation of other companies? It's time for her and her high and mighty constituents she brought over from TP to get going.

To get an idea for how far behind Intel is in AI, they still employ hundreds of secretaries. These are status symbols. They are so old fashioned on the inside. The leaders don't know how to schedule Outlook or create ai agent.

Is it anonymous?
Manager levels up referenced my global survey response to me but did not mention my name, he complaint about that person who wrote the bad review and saying that person should resign.

Weekly calls are always the same, managers focused on whatever bullsh-t "metric" has been identified as needing improvement. When "Improvement" is made, it isn't based on any actual changes in the way buisness is done, only how the field is instructed to report thier time. Middle management lives and cultivates this fantasy world, and feeds this "data" to upper management who makes decisions based on phony metrics. What a clown show.

There are legitimate, known concerns about how the company is being run—especially with investors focused on squeezing profitability. That part is real, and employees feel it every day.

I’ve been at Belk a long time. I’ve seen it at its best—and now I’m seeing it at its worst.

I want the company to survive, but I’m not going to pretend the current decisions aren’t damaging its reputation.

But turning every conversation into “the sky is falling” doesn’t make it more true. It just makes it harder to have a real, useful conversation. You can even see it in the voting—neutral or positive comments get buried, while the most negative ones get pushed to the top.

And let’s be honest—there’s a good chance people on the corporate side, and even investors, read sites like this to get a sense of what’s happening at store level. Some comments probably get attention and spark real conversations. Others get ignored because they read like venting instead of something worth acting on.

At a certain point, it becomes predictable. You can walk into a store and spot that same negativity within minutes—the groups standing around, the constant complaining, the lack of focus. And it wouldn’t be surprising if that same tone carries over into conversations with customers.

At the same time, Belk is putting millions into revamping the Rewards+ program. That alone should tell you this isn’t some “Belk is about to close any day now” situation.

Where it falls apart is everything happening alongside that—cutting hours during peak times, pushing associates to chase perfect NPS scores, things like that. It makes it a lot harder for any of these investments to actually work.

The bigger issue is who’s really in control. When investors are driving everything, the focus turns into short-term results at all costs. And right now, it’s hard to see how that shifts enough to stop it from hurting the business long term.

Oracle employees always seem to conveniently forget that Oracle is run by a malignant narcisist. Narcisists enjoy the chaos created by pitting their underlings against one another. This is a behavioural fact.

So stop with all the questions of why management does this or that. The answer is that this is Oracle's company culture; derived directly from the sick individual at the top.

Furthermore, it isn't just the hand-wringing of the poor ICs that he enjoys, but the same reaction is taking place through all ranks of management, with almost no exception.

Feels like forever since we had to fill out that useless piece of tripe. If Dan ki-led it, then he’s accomplished one win, at least

Many big, successful companies take feedback from employees regarding their leaders.

Verizon has only a one-way survey—from manager to employee—and never from employees to managers or leadership.

Like Amazon runs frequent surveys to get:
• Team health
• Leadership effectiveness
• Workplace satisfaction

They make sure that if someone is polluting the culture, they weed them out. Verizon needs this urgently if Dan is dreaming of any transformation.

Been very quiet lately.

Is ELT paying attention? Too much id--ts at leadership. Politics and favor is all their game torturing technically IC.

There is a fundamental disconnect between Dan’s stated ambition around AI-led transformation and the behavior being driven by current leadership.

Leaders are not just failing to prioritize upskilling—they are actively deprioritizing and, in many cases, dismissing learning initiatives as non-essential.
Immediate operational demands are consistently positioned above capability building, effectively preventing employees from investing in AI and future-ready skills.

I want to provide this feedback. Where can I provide that?

There is a pattern of behavior where the individual keeps project teams siloed and separated, while expecting everyone to remain aware of all activities. At the same time, information is selectively hidden within teams, creating confusion and lack of transparency.

Communication is often done in Hindi, which can exclude some team members from fully understanding discussions. The individual also appears to influence people to report directly to him, positioning himself as a central point of control. When status updates are requested, he tends to protect those who report to him, which encourages more people to align with him for safety.

Conversely, those who do not report to him are often put in a negative light—either blamed, overlooked, or set up in ways that impact their performance or perception. There are instances where opinions are shaped against certain individuals, affecting their growth, ratings, and opportunities. Senior leadership responsibilities such as supporting, mentoring, and enabling team success are not being fulfilled consistently.

This environment has led to decreased trust, lack of collaboration, and has been a contributing factor in multiple team members choosing to leave.

What if the board had chosen a qualified ceo instead of BDB?

How is the morale? It feels like rock bottom here in Denver. All the leaders in TX and completely disconnected from the business and staff.

Is there any org thats even half decent?
It used to feel the infrastructure, CTO architecture are the main incompetent organization. Now its all over in every LOB.

Are you being harassed on day off ?

Store manager texts getting out of hand. Phone going off every five minutes

I am going to enjoy life till June 30th.
Not going to train my replacement. All my skills will go with me.

The atmosphere at Oracle right now is honestly exhausting. It feels like everyone’s on edge all the time—you can’t even go grab coffee or step into the bathroom without overhearing someone talking about layoffs. It’s nonstop.

I kind of regret bringing it up to my manager. I thought I’d get some clarity, but it was just the usual vague “our org might be impacted” answer. Now I’m overthinking it, like did I just make myself look anxious or put a target on my back? I hate that I even opened that door.

And honestly, we’ve all seen how this goes. They’ll use this as a reason to freeze raises, skip promos, no stock refreshes, and then expect the same people to pick up all the extra work afterward. It’s hard not to feel cynical about it at this point.

Even if I make it through, I don’t know how much longer I want to stay. I’ve been a top performer for six years and it’s been… fine, I guess? But not in a way that makes me feel secure or valued. And now with all this going on, it just makes everything feel kind of pointless.

Also, the whole AI push here feels so surface-level. I’ve been working on my own stuff outside of work, so I’m actually interested in it, but internally it just feels like teams are scrambling to throw together basic agents so they can say they’re “doing AI.” We don’t even have the data to do anything meaningful. It’s frustrating to watch.

I can imagine how everyone feels, especially the veterans. I'm still here, but it doesn't really matter, does it? They can drop more of this on us anytime. We're being betrayed by a company so many of us have given years to. I'm saying this knowing I might get ridiculed. And I know, on an intellectual level, that this is how things work. But as a human being and a professional, I feel we are being betrayed.

Just saying.

I started my career at a startup, then joined EM, and after a few years I moved to Amazon. I see a lot of comments claiming that big tech companies are just as toxic as XOM, but that hasn’t been my experience. Amazon is competitive, sure, but it’s a much healthier kind of competition. At XOM, people would take credit for your work or try to humiliate you if you weren’t part of their internal “cult.” My experience at Amazon has been nothing like that. I’m not saying everything is perfect, but the benefits, pay, and overall environment are significantly better, and the competition feels more professional rather than personal. For me XOM culture was way too toxic.

Outing myself as a NJ resident; I participated for many years at the Verizon Corporate Classic 5K in Morristown that benefits the JBWS organization (supporting DV victims in the area). It was always a fun event to participate in with coworkers and family members. As far as I know, Verizon was always the premier corporate sponsor for this thousands-large event every July, organizing everything down to the (talented, classically trained!) singer for the National Anthem.

I got laid off this past November; I was happy to see an email come through my personal account letting me know the race is still on for this summer. But the branding looked totally different. I went to verizoncorporateclassic dot com, and it redirects to morristowncorporateclassic dot com with no indication whatsoever that Verizon is sponsoring it. At least it still benefits JBWS.

I guess Dan really is cutting all the fat, huh? even some of the lean?

Workplace Benefits has just launched an Adobe project management called Worfront. It is a s@/!t sandwich. No one has a clue to use it and management knows it but won’t admit. Ah, only the best and brightest team here at the Bank

It's too much expecting things to improve when it's not just one thing, it's everything. Change the leadership, but if we still have the outdated systems, the processes that require I jump through fifteen hoops to get something done, and the nonexistent morale among the employees, thing will hardly improve. This place needs a major overhaul, top to bottom.

Be honest... how many real hours are you working per week?

Not meetings or being online… actual focused work. 10? 15?

I think most people spend their time in meetings instead of actually working.

Did anyone else notice RV gave himself a $50mm bonus on top of salary and stock options in March 2026? A 258% increase in Y/Y not too bad. But, I am sure the remaining staff will get a pizza party. The greed coming out of leadership is truely next level

Reading the flurry of posts here is tough for me as I'm sure it is for many others with survivor's guilt. Can't help but want to leave ASAP from this sinking ship. FWIW, here's what I learnt about the situation today (some of it repetitive of what's already been shared).

This is a pilot initiative affecting CIO, Dev and PS.

Affected capital markets solution groups for pilot = IAM (InvestTran, InvestOne) and Data (DIM, PIM, CAM).

Cap markets pilot is just for these solution groups in 2026, with full rollout planned in 2027 across others. Obviously these timelines are subject to change.

LoB (line of business) was kept in the dark until this week.

Effective immediately: people being RIF'd (backfilled in Zensar) and rebadged (moved under Zensar). RIF announcements were made today.

RIF vs rebadge is based on employee grade and where Zensar has offices to take on ex-FIS staff.

But hey, glad that didn't stop the company taking its top brass and the 2025 leading sales performers (and their +1s) to a fancy resort in Switzerland via business class for a week.

For shame, FIS leaders. It's not that we don't understand shareholder primacy, it's just that this all feels like it was so avoidable.

has anyone else heard anything about hih not being called HIH anymore? why is that? because the perception was so negative?

Can you guys stop complaining? It’s making the directors, VP, and the CEOs friends uncomfortable!

Anyone who applied for a position, but then didn’t get it-yet there is evidence of a friend, family remember, or just “someone I know” who got the job-you can file with the EOC. Chronyism is illegal in this circumstance. Easy to prove-just look up their profile on linked-in, true people, or do an internet search. Screen shot the evidence. This applies to internal and external applicants.

Just su-k it up already! You can’t get paid your incentive checks on time so that the money can go to the top dawgs.

If you make them a ton of revenue, they will fly to your location and cook you a piece of chicken. Congrats! Smile! Get back in your food line! They might even splurge and buy you a $20 trophy or print a piece of paper that says you did good.

Definition:
Cronyism—favoring friends or associates for jobs or contracts regardless of merit—is often not inherently illegal in the private sector, but it is prohibited in government and high-stakes sectors to prevent corruption, conflict of interest, and discrimination. It is deemed illegal when it violates fair hiring laws, creates hostile work environments, or involves unlawful government quid pro quo.
The Law Dictionary
The Law Dictionary
+4
Here is why cronyism is illegal or heavily restricted:
Public Trust and Corruption: In government, appointing cronies violates public trust, breaks transparency, and often leads to illegal corruption where contracts are awarded to unqualified allies.
Discrimination Laws: While hiring a friend isn't illegal, it becomes unlawful if that favoritism is based on protected characteristics like race, religion, gender, or age, creating a discriminatory hiring process.
Contract and Liability Risks: In business, cronyism can lead to illegal "hostile work environment" claims or breach of contract if established hiring procedures were bypassed to hire a friend.
Economic Inefficiency: It restricts economic growth by prioritizing political connections over innovation and skill, often violating anti-trust or fair competition laws (crony capitalism).
Instagram
Instagram
+7
In short, while "playing favorites" is generally legal, it becomes illegal when it crosses into discrimination, public corruption, or violates employment law.