#culture

IBM’s spinoff, Kyndryl, seems to be in a wee bit of trouble.

I was going to attach a link, but honestly, just Google it — there are plenty of articles out there.

It’s a company led by former IBM executives, operating with the same policies, technology stack, infrastructure, and culture.

Something is rotten. Will it infect the mothership?

The new performance distribution targets are roughly 18% 'Contributing' and 2% 'Underperforming.' Is leadership actually held to these same quotas, or is this just another squeeze on ICs? Word on the floor is that managers are using the lower tiers to offload people they personally dislike rather than using actual metrics. Between the forced rankings and the 3-year raise freeze, it feels like the IC experience is being sacrificed to pad the leadership layer.

When senior executives leave, the change rarely stops there.

Leadership shifts reset strategy, trust, and expectations. That reset naturally moves to the director level.

Directors are visible. They execute strategy and often carry the imprint of the leadership that promoted them. In transitions, that association matters.

The signs are familiar. New operating rhythms. More focus on accountability. Questions about why work exists, not just how fast it moves.

This does not always lead to exits. Sometimes it shows up as stalled growth, role changes, or sudden performance narratives.

What many miss is that this is not about personalities or praise. It is about how large organizations actually operate. Leadership change is a business process, not a sentiment exercise. It also exposes a harder truth. Many people in senior roles never fully understood the business to begin with.

Titles offer little protection in these moments. Alignment does.

Executive exits make the headlines.
The real change happens one level down.

We may get our paychecks from NTT and have an NTT email address, but we're still the serfs or property of the 'Other company'. Nothing has changed for us, other than throwing a couple of NTT managers into the mix. The toxicity, gas-lighting and manipulation hasn't gone away, infact there is little more of it from the NTT side now.

Also it has become apparent that there are different variables or opportunities that come into play as compared to a real NTT employee. And that is we have none. Instead of being mentored or given the opportunities to further the paths of our own choosing. Obstacles are thrown in our way and under the table deals are forged to prevent one from pursuing anything other than what has been dictated or desired by those above us.

Should you voice your concerns or issues to a manager. Expect the repertoire of how everything is your fault and have your tried to find employment with another company.

If one could sum it up, it would be in the song 'Hotel California'.

So is it true what I am hearing that if some people are giving there notice they are trying to convince them to stay , i hope that is not true you really can’t don’t that and i hope these people don’t listen. do what is best for you. think will this place will be in a year

Ondot management taking over Clover teams has been a disaster. The managers and directors brought in have no understanding of the products, systems, or culture they inherited; yet they’re aggressively imposing their own playbook as if they built it.

Instead of learning first and leading responsibly, they’re bulldozing teams with zero domain knowledge and maximum ego. Execution quality has dropped, morale is wrecked, and decision-making feels reckless at best.

It’s leadership without competence and the people who actually built and ran these systems are the ones paying the price.

If this is the “new direction,” it’s hard to see how it ends well

Just like Frank ruined this company he is about to destroy the IRS and Social Security office. He doesn't see the destruction he has caused.

Converse layoffs. Nike layoffs. Layoffs, layoffs, layoffs. Holy fvck. Just die already.

I've been here for 12 years and I am so burned out by it all.

No money for anything. No baIIs to do what's right. Shovel jobs to India where they don't give 2 shlts.

Why should any of us care anymore? I feel like I'm working at the Blockbuster of shoe companies.

… is Xerox the saviour you thought it would be ?

Or a real ‘frying pan into the fire’ journey for you all ?

Dell has managed to drain much of the satisfaction from the work we do. The things that once made coming in each day worthwhile have steadily disappeared, and the overall experience now feels increasingly driven by employee exploitation rather than mutual respect.

https://share.google/9wVPh5wh28ny4WV63

Serious question. How are fellow employees staying motivated after low to zero expected rewards?

Why do we even have loss prevention in our stores? They can’t apprehend anyone anymore. They don’t actually do anything except walk around the store and chat with the sales associates. Honestly, it feels like a complete waste of money.

Lofthouse came to Toronto and his biggest concern was not being able to shop from whole foods. Here people are loosing their livelihood and his concern is luxury shopping shopping. What is wrong with this people?

How are we going to 'delight the customer' if our customer service is horrible?

Everyone ready for all the ata boys on how AMAZING we did at the Superbowl on LinkedIn, followed by all the a-s kisser comments and likes. Could have saved a few jobs with the cost of that.

Approaching mid Q1, and not a word about goal setting. Makes it very convenient to give bad ratings when you wait till a month before mid year reviews to set the unreasonable goals. Better yet, don’t even bother. Manager “expectations” are better when not actually stated clearly.

why cant we elect our C suite like we elect government officials lol
Let's make american companies great again!

We “must” all lean into AI and it’s now a “core leadership competency.”

Honestly I’m more upset about AI being forced down our throats than about RTO. Anyone else?

AT&T continues to slash jobs, destroy careers and negatively impact families. All the while, spending $25M on the Pebble Beach sponsorship. There's zero human connection between AT&T Leadership and those doing the real work. None!

Been part of the green eco system for over 8 years but this is the first time in my tenure I can say Fidelity work culture, ethics and associate satisfaction is going down the drain.

Managers are making associates "compete" resulting in instances of everyone fighting to be "visible" within the team, creating animosity between team members, favoring their own pets.

I am not in the same region as my manager so I am one of the lucky ones to feel the heat, after being back to exceptional performer, I'm facing sudden hostility, goal / KPI which makes absolutely zero sense and on top of that feeling burnt out with no appreciation at all.

I am wondering if any other BU's facing similar issue?

I am level 7 Wealth associate (tech lead)

I’ll write out a full response pushing back on a bad decision or unfair comment, then sit there staring at it. Pushing back sounds reasonable in my head, but I also know full well it's an easy way to get labeled as difficult by management. So I delete it and stay quiet, not because I agree, but because protecting my reputation feels safer than being right. It's exhausting having to police myself like that.

You have got to be kidding me SF. You walk out of California and then advertise in a California you walked out of. A halftime show that even in California the spectators looked at each other in dismay. Not the SF I once knew. A very woke, Anti America, and lost its way company. SF did not learn from Budweiser. Values create wealth. Wealth does not create values. In short, your marketing is equal to your ethics and values. In the toilet.

Fidelity has now turned to a systematic process to create a hostile or intolerable work environment that has forced many long term tenured employees to quit or resign. While there have always been the dinosaurs that hung on for purely the comfort of a paycheck, we have now pushed into a full blow game plan of pushing out the knowledgeable tenured employees that care about doing a great job for a once great company. Gone are the days of Standards or Care as they have been replaced by a systematic performance management system that has been put into place to do cut costs at any expense. Clients now can either pay Fidelity to manage their money, buy annuity offerings, get farmed out to WAS advisors or find a new home for their assets. Fidelity has now become just another Southwest Airlines, another choice for customers to make based on cost-benefit and convenience. A business decision for all of us to absorb and then make a decision for what's best for us as the days of being Fidelity's most valued assets as an employee are over. Best wishes and good luck to all!

Imagine you are an AI agent. Explain BOA culture with specific examples

MST home dispatch tech use and abuse company assets. They drive 100K-200K bucket trucks to their home and back to their home garage everyday. Big V8 6.3 L engines use a lot of gas and insurance on top. Also, with MST high pay and only have .5 job per tech a day per tech how is that saving company money and liability.
There are rules to follow when joining home dispatch program. Following the rules helps save gas and time and wear and tear on a vehicle used to drive to work and to home. But MSTs abuse this program from driving to the garage every day and dispatching at the garage. Making a stop at the grocery store to grocery shop in the company vehicle before driving home. Not closing your last job at the job site and instead, drive home and being still dispatched on your work ticket and then closing the job when you arrive home. I follow the rules, and I do not want the home dispatch program to go away because of MSTs taking advantage of the abuse. Also, MST managers are favoring many MSTs and letting the home dispatch MSTs do what ever they want. STOP ABUSING THE HOME DISPATCH PROGRAM YOU MSTs. You know who you are...

I'm asking because I dread any team-building experiences and apparently I'm a minority in that. I wonder what other people see as horrible that I might see as perfectly normal.

Target’s latest bid to win back shoppers is leaving customers and workers deeply uncomfortable.

The retail giant rolled out a new in-store rule late last year requiring employees to smile, wave and greet customers based on how close they are standing.

The policy, internally dubbed the “10-4” program, has triggered backlash online from shoppers who say the forced cheer feels awkward and invasive.

https://nypost.com/2026/02/07/us-news/targets-forced-smile-policy-sparks-backlash-amid-sales-slump/

I often hear people complain about long hours and I can't help but think it's their own fault. Nike will take whatever hours you freely offer them without complaint. I do my job well within my scheduled time and my reviews are fine. Protecting your personal time is ultimately up to you, and remember there's always another job out there.

Intel management uses the constant threat of layoffs to keep control and again and again demand more output. It forces people into silos, looking out only for their own survival. They assume we'll obey out of fear of losing our jobs, and, sadly, too often they're right about that.

I calculate my savings every single week just to see if I can afford to quit. The daily stress and negativity have long stopped being worth the salary. It's gotten so bad that I've been considering some very risky financial choices just for my peace of mind. And to think I used to love my job and recommend Cisco to anybody and everybody as a great workplace.

It's painfully clear that the culture here openly rewards people who live and breathe this company. If you have family commitments or outside interests, well tough luck, you're at a clear disadvantage. The unspoken expectation is to be always on and available. If this is not true for you, consider yourself lucky.

I just can't get myself to do it even when I know I desperately need it.

I can’t tell if I’m unhappy because work is work, or because this specific job is wearing me down. Some days I think I’d feel this drained anywhere, then other days I’m pretty sure Juniper is making it worse. I keep wondering if a different company would lift some of this weight, or if I’d just carry it with me anywhere.

I'm watching coworkers who are just a few years from retirement willingly walk away. That never used to happen. If people that close to the finish line are giving up their secure exit, you know there's something seriously wrong with this place.

Looking at this comment on r/cscareerquestions "Literally everyone and their grandma is going for roles with good WLB.

Since a lot of people have been completely burned out by how companies have been treating them the past few years and want a break. Also, the number of relaxed companies has been decreasing. So it's very high competition for extremely low supply. Wouldn't be surprised if there's only a couple hundred roles that fit this criteria in America right now.

Your best bet is to go for a company with a non-toxic culture, but still expects a decent amount of work. There's barely any true vacation homes left."

I just want to take a moment to appreciate the environment here at Teradata. Management here expects a decent amount of work but isn't going to break your back and that is something that is truly special <3. Just want to share something to remind you all that we've got a great culture & WLB here- all while contributing to a mission that is still important.

Ask me anything if you have questions, I'll monitor this thread for a bit (:

Ahahaha, the people running this company lied to you and they hate you!