Below are all the posts — topics as well as replies — that mention the hashtag #culture.
Mention #culture in your post to continue the discussion!
If you wanted less work done in the office, more communicating/chit chat/wasting time. That's what you'll get. Add on the added costs for employees, pets who will now be unattended after spending 6 years with their owners at home...I'm sure that will go great for everyone!
Can't wait for this to backfire like every other decision leadership seems to make lately.
We're #2! We're #2! We're #2!
The first TPG All Hands question was straight up ballsy. Too bad, Shanky gave a non-answer "EQ-IQ-EQ-IQ".
I thought a disgruntled employee was popping things in there. scared the heck out of me...LOL
More frontier people started this week. Some of these people are downright id--ts. Why they’re here and how they have made it this far with titles like “senior director” make no sense. More vest wearing finance bros part of the chain.
Does anyone have insight into the new comp plan that’s rolling out? My leader is excited and says it’s good news but I’m hearing otherwise.
Layoffs are not a strategy. They are a symptom of failed leadership. Layoffs impact millions of people annually, with approximately 19.2 million U.S. workers being laid off per year. Too often, are wrapped in fancy words like “realignment,” “rightsizing,” or “transformation.” But behind these words are real people, employees whose lives are tragically upended. Layoffs don’t just disrupt careers. They fracture trust, morale, and culture. People lose stability, relationships, and sometimes even hope. The real costs? Depression, anxiety, addiction, broken marriages, financial ruin, etc.
Leadership Accountability is missing. Rarely are leaders held accountable for the decisions that led to these outcomes. What about “Layoff Reform” to include mandatory post-layoff principles that prioritize dignity, transparency, and accountability?
1) Treat impacted employees with respect/dignity. Layoffs are personal…if you are laid off
2) Emotional/Psychological severance, like counseling for anxiety, depression, and trauma.
3) Rebuild morale with remaining employees who are survivors, scared, concerned and watching.
4) Public layoff disclosure: number of employees, age, tenure, gender, race, salary, and ethnicity.
5) No promotions during the layoff year. Employee advancement while others are discarded sends the wrong message.
6) Suspend bonuses, salary increases, incentive pay, and stock awards for senior and executive leadership during the layoff year. Leaders should not be rewarded and profit from failure.
7) Companies that conduct layoffs are disqualified/excluded from any “Best Employer” lists for that year. You can’t be the “greatest” while laying off employees.
Had a manager briefing call today, and they were very evasive regarding questions about anonymity in regards the survey. The anonymity questions was raised by multiple managers in fact.
Tread lightly would be best.
Retired old man here. Question= 5 years ( or so) after the integration of esurance into Allstate, can we all agree that their talent pool was like the “kiddie pool” at a local swim club? No depth, no substance and all “look at me” show, with zero value added. Is gramps off base?
Stock has tanked, 10's of thousands of employees on the street, 10's of thousands working off-short for pennies, agile rolled out with aggressive, mandated goals and no asset cap. What's really going on?
I’ve been in a work environment where leadership is often framed as “shared,” with the message that everyone is leading. In reality, it doesn’t feel that way.
There’s a pattern of conversations being guided toward a preferred outcome, where input is less about open collaboration and more about aligning with what’s already been decided. It creates the impression of shared leadership, but often feels like managed agreement.
When someone has the authority to make decisions but avoids clearly owning them, it shifts responsibility onto others and creates confusion around accountability. Over time, it makes it harder to trust the process or feel that input is genuinely valued.
Strong leadership isn’t about telling people what they want to hear or steering them to a specific answer — it’s about transparency, ownership, and honest communication, even when it’s uncomfortable.
Curious if others have experienced similar
Does anyone know if the new headquarters has designated safe spaces for employees to express their emotions? In my role, I frequently interact with the manufacturing team, and they can be quite abrasive. Having a safe space to cry would be incredibly helpful, as I’ve heard that the parking lot is quite far away, making my car an impractical option.
Does anyone know if bosses can essentially block an associate from transferring to another internal job? No known freezes or limits within the department on transfers.
Was told by a designer tech 4 that all DT4’s were told they would no longer get double time for working Sundays, can anyone confirm?
Whomever decided to migrate fully to Facets needs to be fired. I’ve never experienced such issues in my life. For a platform that is web based and updated, I feel like I’ve moved to the Middle Ages. It’s slow and dreadful and goes down often. Automation is severely lacking. How can LG possibly meet 1st pass? I feel like we’ve been set up to fail. Does anyone else feel this way?
The newest CHRO’s Post-it wisdom says:
When we stop trying to be everywhere, we finally give our leaders the space to be innovative and quick. Speed doesn't come from more eyes on a project; it comes from fewer, more decisive ones.
Yet - we are drowning amidst all the things that have to get done - with a crippled team who does not know anything because the experts are gone. And she comes up with JOMO.
In what world she is living?
SMH
CEOs and corporations don’t care if you’re sick or bedridden. Step away from work and spend that time with your family.
No more rigged best of belk awards for managers favorites?
What do you think guys, did we deserve that?
Utter incompetence. I've worked on projects for months that go so long only because management is entirely incapable of making good decisions. Iterate, iterate, iterate, iterate.
The place has become a complete mess, with outrageous demands as they assume everyone is now a superhuman with these AI shortcuts (they've done nothing but make things worse for everyone but devs.) And dev wants nothing to do with UX, as they just see it as a bottleneck as they "vibe code" unplanned, unconsidered garbage.
Anyone with original ideas will have them stolen as management desperately tries to justify their employment, despite outright incompetence.
What a complete waste. It was a great place to work while it lasted, but now it's just absurd demands with absurd timeframes with absurd people.
And good luck if your manager decides (to alleviate his own guilt for throwing out a LONG-time performer) that he has to be entirely unreasonable and make absurd demands of you suddenly . Su-ks when the manager was already entirely incompetent at design - now he's going to demand your work gets far worse as he forces terrible decisions that don't make any sense. Just making a paper trail of "insubordination" for not heeding "just make the logo bigger"-type of feedback an amateur wouldn't make.
What a joke. Stay far away. They are going to be desperate for good employees soon. I've seen many companies make the same terrible mistakes, and it just gets worse and worse.
I was bored and curious so thought I’d see how active other company employees are on this site. I managed to get through about 95% of the other company boards and I can tell you that Nike is far and away the most active company on the LayOffs. Not sure what that says about us, but at least we are winning in something! Win as a Team!
The Almighty JD Power has blessed the firm today with the top spot. Jonesnet spouts confetti when you open it. Penny raves in an 8+ minute video. But my favorite part of the day was an email from KJ - our great ELT leader.
“To help us amplify and extend the reach of this important milestone, consider adding a comment that celebrates the moment and shows your pride on EJ’s LinkedIn, Facebook and/or Instagram posts. USE WARM, POSITIVE LANGUAGE THAT HIGHLIGHTS OUR COLLEAGUES, CULTURE, AND COMMUNITY IMPACT.”
Got that, Team?
Not once in eight years has it reflected my actual performance. I'm not complaining because any were negative. I'm complaining because I don't understand why they even bother. So much in this company is just performative cr-p for mgmt to cover their as--s.
Can some explain wha the heck this even is without all the ridiculous jargin on the website and launch announcements?
This headline is incomprehensible:
“Avaya Nexus: Announcing The Security-First Voice Platform For Mission Critical Teams”
Another example: “ Avaya Nexus™, a companion product for Avaya Infinity, is specifically designed for no-fail, highly-regulated environments including emergency services, defense, government, healthcare, financial services, and public utilities.”
A companion product that does what? And fixes what problem? The marketing is awful
Advertised as having great culture, decent pay, work-life balance. Then you get on board and it's everything but. To make it all worse, frequent layoffs keep you on your toes constantly. I fell for the cr-p hook, line and sinker three years ago. I've been trying to wiggle out for a year now, except opportunities are fewer every day. Now I wish I'd gone with any other company.
C'mon people, share credible info if you have it. Everything I've seen is all over the place. Zero communication from upstairs, which is inconsiderate and sh---y in and of itself. Many of us may not like this job, but we all need that damn paycheck. Have you seen the job market lately?
Being told to implement IA to do your job, so we don't need you anymore, or we will let you go, makes no sense. Especially when no tools or assistance are provided.
It's like telling the bus driver to implement a self-driving system so we don't need you any more, or we let you go and we will implement one ourselves, while the bus and it's customers sit at the curb. We need someone to write the book, "how to ki-l a company with two letters".
Healthcare org is in chronic structural decline with demoralized staff, opaque leadership, and a broken implementation pipeline. I'm getting the he-l out before layoffs hit.
Sound like they haven't hit puberty yet?
Check this out......looks like BP's path of destruction continues on.
https://www.thelayoff.com/post/@OP+1kcs10tc6
Has anyone else noticed a growing pattern / trend with Dell layoffs where "someone" will "leak" information about a particular group or org's upcoming layoffs, but layoffs are not for months out. Then, the company will do everything in its power to make their lives a living he-l so they quit on their own before their slated layoff time.
I've seen this pattern over and over now. Pretty slimy way to run a business. The forced attrition has gotten out of control.
Serious question: What advice would you give to a very capable employee who isn’t one of the anointed ones (not in a leadership development program and not part of a good old boy network and who spends their time getting work done and has no patience for schmoozing) but who decides they want to tough it out at Verizon. Is it a hopeless situation?
Can anyone share signs I should be seeing if I’m being targeted by my leader for a push out? I’ve been feeling like I’m receiving disparate treatment and I don’t know if it’s real or perceived because of the chaos in the company right now.
Crown Castle was something once beautiful and admired, now placed on a shelf with a price tag that no one bothers to read. The brightest jewels that once gave it life and purpose have long since been taken away and discarded, leaving only a dull, hollow relic behind of non-functional leadership. What remains is a picked over company run by desperate figures who claw at whatever crumbs they can find and cling to their pathetic power, each fighting not out of ambition, but out of fear of having nothing left.
The old guard still lingers, the good old boys those who once basked in power and comfort, now wandering the dim corridors in search of someone weaker to blame, someone to sacrifice so they can feel important for just a little longer. Each decision they make feels like another boot pressing down on another neck, another story ending before it ever had a chance.
Inside this fading Castle, the air is thick with disappointment and decay. Whispers of dishonesty echo through the halls, and trust is a forgotten language. It’s a place where hope packs its bags quietly, slipping out the side door while the last embers of dignity flicker and go dark.
I've heard several stories about AVP/VP level terminating L2s for petty items. Are they getting a bonus for doing so? (Cohen org, for reference)
Can we discuss the peculiar behavior of people in the office? What’s the deal with this numb, personalityless, smart-a-s, arrogant new type of behavior? I find many people in the office absolutely cringe-worthy. While some are quite normal, a significant number are simply bizarre. It’s like observing a child with Asperger’s syndrome in the office. Have people lost their personalities? If you can sit at a desk and make snarky comments while appearing completely serious about them, yet make no effort to connect with your coworkers, what exactly are you doing in the office? It seems like these individuals could be outsourced in a heartbeat, as we clearly don’t require their interpersonal, softer skills or collaboration. Is everyone so risk-averse that they can’t exhibit a bit of common sense? I may not be an outgoing personality and I tend to keep to myself most of the time, but for the love of all that’s holy, there’s something seriously wrong with you if you can go to a place with a thousand other people, say nothing to anyone, sit at your desk for eight hours, only getting up to use the restroom or have lunch. No one even smiles in the hallway anymore.
He is the absolute worst CTO of all time.
Two of our executives have recently announced they are departing PNC. One is our Corporate Responsibility Officer and the other is our Chief Information Security Officer. Though we may never know the real reason they are leaving, I find it very ironic that they have both put in their notice shortly before the mandatory five day return to office takes affect.
They are two very highly respected Individuals and it’s sad to see them both leaving. Great talent write out the door.
Thoughts or opinions??