#culture

Enjoyed seeing the CEOs of United Healthcare and CVS/Aetna getting scolded by different members of congress last week. How can we make sure Sarah doesn’t miss out on that fun? I need to see her explaining all her little “High Touch Initiatives” put in place in those state plans with high MCR rates. Popcorn ready!

The best employees in the world are trusted to work where they want, when they want, and how they want. Not because no one is watching, but because they’re capable adults with talent, character, and integrity. When you hire people like that and give them autonomy, they consistently deliver more than any mandate ever will.

A five-day RTO policy sends the opposite signal. It tells top performers they aren’t trusted. And they respond the way the market always does, they leave. What’s left is a shrinking, less competitive talent pool made up of people with fewer options, the bottom quartile of talent.

If connectivity and flexibility are truly our product, we should be the company that proves it works, not the one that contradicts its own message.

The teams like QPOET full of snakeoil salesmen have done nothing except for cheating and stealing！

ITC does nothing because there is nothing for them to do. We’re asleep.. No tech skills and no value. Fire all resilience and GT support managers. Let the vendors do the work. Put money into marketing and design. Quit pretending like tech is adding value.
Tech support managers are the worst. Micro managers with low iq. Our teams give zero sh--s due to the embarrassment of working for these clowns.

What the he-l are these jokers on about? What even is "the culture"?

"Bringing back a notion of taking that extra step."
"You need to have a way of thinking about health care that is different from other products."

"It's a different culture than just a commercial culture."
"To be more explicit about that, we were calling that out because we were way too tense and needed to define who we wanted to be."

Could you have used more words to say nothing, sir?

https://x.com/lizziejohnsonnn/status/2019083204133609846

With the release of the E files, ya'll know, I'm not about to type any more details than that...

I have to ask. Has anyone searched through our current BoD? Leadership Chain? Or priors who've left? I think we would all love to know the company is at least clean of that... if not much else.

Serious question: does anyone else feel like we’re past the ‘planning’ phase and already in the ‘waiting for the shoe to drop’ phase?

Big leadership announcements, but no full org charts below first line, no clear direction, and oddly few real comms.

Feels familiar.

Getting rid of sabbaticals? What the expletive are you thinking? F this place and it's "benefits"

Same old? Or will there be some major news? Maybe RTO requirements will be more lax?

Is she just a cheerleader and goes around doing meet and greets since she has failed at all her jobs and others had to take them over. Why is she still around while other real working and accomplished people are being laid off ?

Almost nothing on this website is factual. Stop getting su-ked in. Focus on what you can control: document your work, follow official info, and protect your career and mental health.

Have the best day of your life and don’t let anyone be your bad day.

Got back a mixed review because one of my coworkers is mad that I stopped working nights and weekends. lol. i also need to step up my game in the creation of our team’s decks, because I seemingly can’t read my director’s mind well enough when given no direction. At least I have a good attitude!! F-ck this place all the way to he-l.

I left 2 months ago for a competitor and didn’t even get so much more in salary, but I do not regret it at all.

The culture out there is so much better in many ways. No one is breathing down your neck and expecting you to work every moment. I feel respected and heard here. I hope you guys make it out too!

Paying a non-ceo $15m with the company and stock in this state seems irresponsible, at best.

Belk has now resorted to giving store managers, unattainable and unrealistic PACES and budget as a way to push certain managers out.
How can a smaller door have a more rigorous set of PACES than a larger door?
Well, It’s happening. If you are hitting specific paces, they will be increasing them to something unattainable. This is all a set up!

Kyndryl is a terminally ill patient dying by a thousand cuts awaiting for someone to pull the plug and take it out it’s misery.

The potty training by chief crybaby Turdledge is the last bowel movement before its lights out.

HR posting fluff on layoff.con

With all the news about Paramount and their layoffs, the original Skydance has seemed to be left out in the cold. Are all the employees there being folded into Paramount or are they slowly going to be let go?

Skydance was mismanaged from inception with money infused to make it look successful now with Ellison spending his time ruining Paramount / CBS and whatever he can get his hands on will that leave the original Skydance and the freshly remodeled offices to eventually close and move whomever is left to the Paramount lot.

My ex colleagues I talk to are miserable as there is no direction.

What is wrong with fidelity???

The managers have suddenly become super toxic, their tones have changed as if they "own you"...

I'm not sure what's driving this behavior but this is certainly not the company I recall working for ..I have been part of this firm for over 7 years but the last two years, and more importantly last 6 months have been terrible...

This manager has suddenly started yelling, being toxic, making associates compete, all while taking care of their pets who IMHO not sure how they first got the job and after being so awful still working for this company...

No surprises , I work for wealth

Before Coterra there was Cabot and Cimarex. Cabot had a very different work culture from Cimarex similar to other Houston companies. It was laid back and less formal.

Did those fu--ing dorks actually come out wearing medals?

Not sure how you guys think

This “All Colleagues Call” is a joke. GK’s tone alone was offensive, her words were so contrived and calculated. They are laying off in small groups to avoid having to report the true numbers due to Warn act! They think we are d-mb and we are not. This bank is no longer loyal to anyone.

Worth reading:
https://www.inc.com/leila-sheridan/kevin-oleary-loves-why-his-companies-will-never-force-a-return-to-the-office/91291726

Kevin O’Leary, a real investor with actual companies laid out why forcing people into offices is a losing strategy:

“If you’re trying to say to people, ‘Oh, you got to work in an office,’ you’ll just get the bottom quartile of people who have no choice.”

One of the worst 2FA softwares ever.

I'm part of the filtration group that Thermo purchased from Solventum. It's unclear what exactly their plans are for us, but they seem to be moving real slow to spend any capex on the things we need. I think they really underestimated how intertwined we were with both 3M and Solventum. It also seems like we spend significantly more on R&D than Thermo as a whole. Are we all sc--wed? What has thermo's timeline been in the past for cutting people after an acquisition? Thanks.

And here we have the Nuvia boss leaving...nobody likes gladiator and Su-k.ash....for the good of the company they must be fired

For all non union people it’s called an Eisp and I doubt they are gonna offer anything more then they usually do yearly to a few .Our numbers are small our salaries even when claimed to be the so high are minor when compared to the management.Even if it were slow where we only did few jobs a week we paid our salary we have a value .The real question is will they go after the high earning c suite management or is it just all smoke and mirrors

PTO now changed to unlimited— to hide low staffing levels?

No good news anywhere, messages do not bring any clarity nor calm and employees continue to be pushed and punished... Past and current changes and transformations are not working, we continue to move as a low-cost (cheap) company and these are the results we'll maintain (low cost/cheap). I really think this company deserves more than this

Outstanding Impact = 1
Exceeds Expectations = 2+
Valuable Contribution = 2
Needs Improvement = 2-
Not Meeting Expectations = 3

Change my mind

Sorry you had to miss that summer Olympics game tickets you had.

Here’s a want. I want leaders who aren't total mo--ns. I want leaders who don't cut their employees 401k match before their over inflated salary. I want a less toxic culture that doesn't promote snake oil salesman over actual innovators. Or are those needs???

I don't know how I could dislike this person more. Maybe if he disparaged his brother or something to a live work audience… oh wait…

Focus on everything but solving real problems.

They havent been reading The Layoff much.

Extra guards now showing up. Next round is here. Directors and Senior Directors will have options to step down to managers of ICs not even senior managers. Treated like store managers in the retail industry that is all they are good for anyway. Your only hope is to move to a completed team like marketing or care.

It's a sh-t product with a sh-t interface and the legacy knowledge was shitcanned before the KT could be completed. Nobody in OT really knows how it works or how to support it.

Enrique Lores proved to be a deeply flawed leader in my view, prioritizing Latin American executives and DEI-driven hires over proven merit and technical expertise.
The multiple restructurings under his watch stripped the company of critical talent and institutional knowledge, leaving HP severely weakened.
With his departure, it's a genuinely positive day for HP—hopefully it's not too late for the company to recover, rebuild its core strengths, and return to prioritizing performance and innovation

I am incredulous that 50% of Glassdoor respondents would recommend US Bank to a friend and 30% approve of GK. These figures seem way too high. Do you think HR tracks these and comments to raise the numbers?

This board seems to be 90% open racism. Yes the CEO is Indian, but there are Indian CEOs everywhere in tech. Whats more troubling though is that the vitriol seems to extend to average Indian workers at T-Mobile as well. Having had worked for the company for 25 years, and having to deal with what was then EIT a lot, I always thought they were nice capable workers, usually with young families they brought. When did this vitriol and racism start?