#leadership

Our team has been short by at least three people for months, and our manager keeps acting like it’s normal. The few of us left are juggling way too much, and it's only a matter of time before things start falling through the cracks. If they're hoping this is going to work long term, they're in for a rude awakening.

If you are full of ideas and energy, this might not be the place for you. The system here slows everything down with endless layers of approval. Unless you have friends in high spots, your voice will never reach the right people. You are better off taking that drive somewhere that lets you actually build something. Exxon is not it.

Spent an evening with some five9 team members tonight and someone that joined from the product team told me really alarming details about the senior layers of management still left. I knew this company was badly managed, but that team is in another zone. If you work with a PDM team, please try to give them your support.

Just seeing how fast MN and his admins jump to downvote this!

What is your best guess on when Geoff and his BOD get bounced? Rumors are flying (again)

Mike laid down a massive log on the employees. Is he done or is he going back for seconds?

Understanding remote workers are part of Phase II (according to DEs email), but anyone know if managers in NY or LA who have direct reports that are remote were given a chance to justify their roles? Even if they were hired as remote OR do we think the decision lies with Senior Leadership and they will be let go this next big round which is rumored to be 10/28?

Terrible…
Less benefits…
Less PTOs…
Sweat shoppish management …
Job cuts…
No diversity and that means not a single American in any layer above me or even around me…

Ohh wait that was the similar in ELV IT too.

IT had layers and layers are Indians. Several of them totally not competent by far. Speak English in a weird way with disregard and disrespect to grammar, pronunciation and several times etiquettes. And worst they keep hiring Indians ONLY. How? They bring cheap -ss Indians as contractors and then convert them. Companies like UST are partners in that crime.

They don’t even want to engage with white Americans nor do they want you around. They keep talking to each other in their mambo jambo local language and keep warming smelly food in the kitchen.

yeah damn it, this happening in USA.. not in Bangaladore.

Incoming CEO says effective immediately, I’m taking over, current CEO is no longer ceo, current CEO will also not be chairman of board and 10% layoffs across L7+.

If the company needs immediate restructuring, it has to come from very top.

Michael, be bold and take charge.

https://www.macrotrends.net/stocks/charts/TDC/teradata/revenue

The person or people who think SM and the board are doing well and continue to drive excellence, have a look at the last 5 years of revenue, profit, and operating income. We’re in a similar position now than before SM joined. 5 years; the exact same outcome. Who’s at fault? Sales? Support? Engineering? Or is it the direction leadership is taking us?

He thanks everyone for an incredible year and all the hard work.

He also says not everyone will receive their full, earned bonus. Some will; others will receive less.

Let me put this plainly, Mr Chief Executive: if employees receive anything under 100% of their earned bonuses, we will lose critical talent with irreplaceable institutional knowledge—losses compounded by past redundancies. They’ll vote with their feet.

Others may stay on, but if they’re paid only 60% of their bonus, expect about 60% effort going forward. Think very carefully about the next move, PD. Can Avaya really afford to lose more legacy talent? Won’t that hobble the plans you and the Board have—plans that reward specific leaders with bonuses tied to a single target?

Think. Very. Carefully.

It’s clear that Fidelity cannot and will not develop managers to be leaders.

Is there a strength that the firm has that could reshape my opinion of the firm? Things were better before the pandemic, but it doesn’t seem like work will ever go back to being a great place to work.

I’ve been kicked down so many times that even the bare minimum is more effort than the company deserves. It’s not just me, it’s my whole department and probably just a leadership style.

There needs to be a process to demote or fire the managers who were hired during the pandemic, with no experience or qualifications.

Are there any technical people leaders anymore? Seems like they are focused on bringing in leaders that have no skill, but claim to be great coaches. We are in a death spiral and need technical leaders who can help solution, not leaders who want to focus on asking if you are done yet. And the new PLs who want to help you with career coaching? GTFO. I don't need career advice from someone who has just arrived on the scene when I've been here for years. I need a leader that can remove roadblocks. We are so lost.

Name the role that encompasses this toxic behavior!

(The biggest red flag at work is when no one ever disagrees with the boss to their face. Unless you want to be a target).

Here’s why:

1. People are scared, not respectful, because speaking up feels like a career ending move.

2. The boss is insulated from reality. If leaders only hear what they want, not what they need, they become dangerously out of touch. That’s how companies rot from the top down.

3. It breeds a culture of fake smiles and resentment. Everyone plays nice in meetings, then tears the whole thing apart in private.

4. Bad ideas go unchallenged. Without pushback, people make poor decisions.

5. High performers leave. Fast. Talented people don’t stick around in echo chambers. They want to contribute, challenge, and grow, not tiptoe around egos.

I met a new SD at lunch this week who recently joined. The guy pulls no punches. Super smart I hope he won’t lose patience with this place. He isn’t afraid to say what all the engineers in the room are thinking that most SDs and VPs are too stupid to understand.

Twenty-four years in the same system — and what we celebrate is endurance, not progress. HR calls it loyalty. Most of us call it survival.

Look at that photo parade of executives. They’re not symbols of a healthy company — they’re evidence of what went wrong. These people are responsible for Verizon’s decline, not because of who they are, but because of what they failed to do. They traded competence for branding, strategy for slogans, and accountability for optics.

Upper management turned visibility into the goal. Titles grew; real responsibility shrank. While they polished personal brands and ran PR campaigns, the work that keeps the company running — the network, the customers, the finances — quietly eroded.

This isn’t a comment on gender or diversity. It’s about a leadership culture that values appearance over results. They didn’t inherit a broken company — they perfected how to hide failure. And now, as another round of layoffs nears, they’ll post about “resilience” while others pack boxes.

Smiles don’t fix towers, routing, or cash flow. The pictures tell the story better than any press release.

Your attention, please! Very important. Tremendous discipline ahead.

Prepared for: Compensation & HR Committee
Date: October 2025
Subject: Proposal to Adjust Executive Benefits to Support 2026 Cost-Discipline Goals

Executive Summary

As the company advances toward its 2026 cost-reduction and efficiency targets, aligning executive compensation practices with these objectives will reinforce fiscal discipline, improve shareholder perception, and strengthen internal morale.
By modestly reducing discretionary executive benefits and tightening incentive structures, the organization can achieve both direct cost savings and stronger credibility in cost-management communications.

Implementation Path

1.  Amend the 2025–2026 LTIP design to weight free cash flow per BOE and cash return on capital employed (CROCE) more heavily than TSR.
2.  Revisit perquisite policies for NEOs (aircraft use, club dues, financial counseling).
3.  Announce executive pay moderation internally concurrent with cost-optimization updates to reinforce shared responsibility.
4.  Frame public disclosures to highlight “leadership alignment with shareholder discipline.”

Proposed Adjustments to Executive Compensation (2025–2026)
• Reduce “All Other Compensation” by 50% (≈ $0.26 million)
→ Symbolic alignment with workforce austerity.
• Cap annual incentive payouts at 80% of target for 2025–2026
→ Estimated savings of $3–4 million.
→ Reinforces a direct tie between cost efficiency and reward.
• Suspend deferred compensation match and non-core perquisites
→ Estimated savings of $1 million.
→ Immediate cost savings; signals fiscal discipline.
• Freeze CEO and NEO base salaries for 24 months
→ Estimated savings of $0.2 million.
→ Visible commitment to cost control and leadership accountability.
• Replace 25% of RSU grants with performance shares linked to Free Cash Flow per BOE (FCF/BOE)
→ Cost neutral over time.
→ Strengthens long-term shareholder alignment without increasing expense.

Total projected direct savings: approximately $5–6 million annually, with significant reputational and cultural benefits.

The people "leading" this company are some of the worst people I have ever worked with in my entire career.

When I started here, I thought I was joining a serious tech team. Turns out it is more like a finance group pretending to understand tech. The culture feels empty and the talent that used to make things run is mostly gone. It is strange to watch a once solid place lose its identity bit by bit.

I know the usual peeps on here will say it is your fault for staying, but it does make me angry and sad how the EC and senior leaders show no humanity to employees. They may have tough business decisions (yeah, yeah, I know as a result of their stupidity) to make but they can’t be decent or kind at all. Basic stuff like asking how people are, 1-1 sessions, managers remembering your kids name, at the start of a conversation or meeting asking what people have been doing (before launching into their script) bla bla bla ….. it just normal human behavour. You do this with your neighbours at home so why can’t they manage it at work ??? Very sad 😞

Have you ever checked our hard-working leader’s Teams status. Check it right now. It’s 2:30 PM CT in Dallas yet it shows he has been away for 3 hours.

He is the CEO of a Fortune 50 company. I understand he may have business travel, but you can always login to the WiFi at the airport, plane, hotel, or pretty much wherever you are.

Also, if you ever check his status in the evening around 5 or 6, he always shows last seen 30 min ago, 1 hr ago, or 2 hrs ago.

So he takes long breaks during the day. And doesn’t work a minute past 4 PM. Yet myself and my colleagues are hard pushed clocking in 60+ hours to meet our bullsh-t convergence goal.

Guys, this guy only cares about himself. Only the best lifestyle that is possible for himself, nothing but the worse for his employees.

Well it’s about time they cut some wages up top! Should have gone deeper and just let some people go that aren’t doing their jobs or making any kind of difference! There are a few that need to go!

Rat has a history and quite a wild history.. look what is going on with ELV SLT

https://x.com/realmattforney/status/1976735339843580370?s=46

This whole thing’s being handled so badly it’d almost be funny if it wasn’t so sad. Too bad these are the ones deciding all our fates. We all know we’re sc--wed.

Does anyone NOT have concerns about our beloved gladiator-style performance ranking system? You know, the one where 25% of the workforce—excluding fresh recruits still learning where the bathroom is—must be ceremonially tossed into the “Below Expectations” pit, regardless of actual performance.

Let’s pause and admire the sheer elegance of this approach:

• Step 1: Hire smart, capable people.
• Step 2: Force them into a Hunger Games-style cage match.
• Step 3: Declare 1 in 4 unworthy, because spreadsheets demand blood.

What’s the rationale, you ask? Simple. It’s not about ethics, fairness, or logic—it’s about visionary leadership. The kind that reads Shakespeare's Macbeth for bedtime stories and thinks empathy is a performance liability.

And while we’re redefining “culture” as “competitive trauma bonding,” let’s give a standing ovation to the Executive Committee for their bold commitment to sociopathic excellence. Speaking of which, here’s a helpful link for anyone curious about symptom #1: Choosing Therapy: Signs of a Sociopath.

https://www.choosingtherapy.com/signs-of-a-sociopath/

In closing, we should humbly suggest the Committee reflect deeply on this practice. Perhaps even consider a retreat with Spring Hill —ideally one with mirrors, therapists, and a copy of Leadership for Humans.

Hi Y'all, I know I am the worst thing that has ever happened to this once great firm. I know I am bringing the worst leaders the business world has to offer in and giving them GP payouts from day one instead of rewarding the long-tenured associates who have helped build this firm to what it once was before I took over the reigns. I know I personally brought in DC, the most cringeworthy leader in the history of the world. I know I am not qualified to lead a group of first graders on a school field trip. I know I have lost the trust and respect of everyone at the firm, including those closest to me even if they smile at me while I am in the room. But, please grant me grace. I only have a few more years until I age out of my position. That means I only have a few short years of attaining my vision of cashing annual checks in excess of $29 million while cutting people making $50,000 per year and deciding which utility bill to pay this month. You people do not understand how tough of a position I am in. This is about me and how you can serve me, oh and the firm, don't forget about the firm, oh and the clients, can't forget about the clients, I guess (McKinsey, am I saying that right?). Remember, this is not about you and your lives. You are just cogs in the bigger picture of allowing me and my husband to fulfill our dream of running a Fortune 500 company that has excelled for over a century into the ground and then taking a golden parachute as I leave a trash heap for those who remain. Please grant me grace. It is tough when I see someone knowing they secretly hate me. The rest of the associates at the firm have it so easy. You guys show up everyday, do a great job, treat people with respect, and have integrity. You guys are respected. You do not know what I have to deal with being not only not respected, but despised. So, please grant me grace as you sit in your unheated house because you cannot pay the power bill this month. My life is tough. You little people will never understand how tough my life is. Ok, I have to go now. I have another summit to attend while wearing an airbrushed blazer speaking to branch associates because I am afraid to address home office associates now. I have to practice pulling the wool over people's eyes who are not in the home office and may not know what is going on. Remember, "We are all One Edward Jones (well, until I lay you off and give your job to someone in India)!

I have been here long enough to see how much things have changed, and it is hard not to miss what Oracle used to be. I still try to find reasons to stay, but each year it gets tougher to feel proud of the work. I keep hoping leadership will turn things around, yet the same issues keep showing up. Maybe it is me holding on to what was, but I am not ready to give up just yet.

When does Sanoke make first moves/changes specifically at ELT level

A month after the CDAI head got layered, nearly all of his directs were let go or moved elsewhere this week. We all saw it coming as this was a poorly run org that SVP never cared for.

Imagine how bad the Q3 results are. I was pi---d and I'm not happy to be in these cuts and scrambling for work, but I am happy to be out of that toxic mess. Please let us know who were cut what a mess the next town hall or the earnings call is.
Soulless pricks in this leadership team that has buried a 120 year old company. What a bunch of complete losers.

Did anyone notice a difference in the Q4 pulse survey? It looks like the question are geared toward leadership. The last comment box directly asks what action has been taken since the last survey. Maybe the new CEO is looking to make some changes for all levels of leadership? I’ve been with Verizon 10 years and every rif they only target below ADs. Everyone AD and above are always safe. It’s time to start snipping from the top and not the people who actually do the work.

We are hearing inside whispers that some on the board, executive committee, and rank and file are starting to lose confidence in "T" Brown Duckett. She came in 2021 on a DEI high with lots of fanfare to replace Roger Ferguson who was snake bit at the end by mounting scandals and lawsuits. Now, with outflows at record highs, massive over spend by the Frisco experiment, and mounting legal and PR challenges, some are contending that Duckett step aside so that a turnaround artist can take charge of the helmless sinking ship to right it's course. We are hearing decisions will be made in the next 18 months on a possible sea change of direction.

Another linkedin post where the poster and the former employee is sharing his opinion based on what he has experienced and have someone others go through with fake PIPs. And guess what the two XOM lifers and kool-aid drinkers do? Defend DW and mgmt. committee. One drinker defends PIPs by saying those all who got PIP deserved it and even before Covid. Another snake, brown noser, and kool-aid drinker defends Dareen, MC. Both of these DWs peons are calling the poster sour grapes. Especially when neither these two have been on the other side and neither experienced what it feels like being on the other side. These two id--ts also know how exactly XOM people who were laid off in 2020. They were treated with all but dignity and respect. There's a whole WhatsApp group of these people and if you hear their individual stories on how they were treated and lack of support, it is horrendous. But these two snakes dont want to know nor acknowledge any of these but rather act and defend their soul owner DW and MC. Such a pity souls. The unfortunate really and state at XOM? These two snakes lifted their heads to protect their masters and there are many more like them. Look around your desks and start identifying these snakes who will strike and bite you in during your vulnerable time. Shame on you guys. Those of your friends who know how Xom operates has now seen your true colors.

https://www.linkedin.com/posts/brock-derbes-300807128_exxon-to-lay-off-thousands-in-office-strategy-activity-7378981066897838080-lEVt?utm_source=share&utm_medium=member_android&rcm=ACoAAALU6LkBTm8tBGObLkpIxe7I62dcL9DN5cI

Just saw a key refining leader move into an AEST role?

Difficult day today for us old P&I staffers....seems like our entire MGT team has been wiped out. Tammy's reign of fire is upon us. I'm gonna believe her heart is in the right place but I'm in the minority. The mess that Deb Thorpe created (why was she feted so much when she left???) has finally come to bite us in the a-s. I don't feel good about where we're heading, gang.

Folks who've worked at WF for years know what I'm talking about. Take a great idea in theory, use the WF way, and F it all up!!!!

WF 1ndia is a classic case. They took lower cost staff as the reason to outsource. Yet, WF built huge campuses over there. They hired a TON of staff over there. As most know, 3 of them do the work of 1 of us. And guess what, over there being in MGMT is sorta like being an emperor. (OK, sultan for them). So, if you take a look WF 1ndia is top heavy now with tons and tons of top and middle MGMT. And, don't forget all the junket flights WF execs take every few months to go there and "meet".

If you think they are flying coach, think again!! Any flight that is over 5 hours puts the flyer in business or first class, every time.

All this adds up to tremendous overhead and costs. Ask me, and I'd opine that these costs have made the 1ndia bloat super big at WF. To the point, its actually cheaper to hire USA staff. Yep. You heard it here first. Let's not even get into the political things like BRICS and how 1ndia is hanging with our adversaries. Nope, no one thought of that.....LMAO

Iger has no creativity!

He buys other IPs and cuts jobs to make up the deficit he causes!

As long as he is in charge, no job is safe-except for his of course!!!

We have one? What exactly is our mission statement?...

It's like his private property. He was lucky and had some talent, but his returns are sooooo oversized and he did nothing to deserve the whole thing for him self and the pack of wolves that follow him. The game is rigged.

I would love to see Employees results by line item starting with Director up, AD’s we already know kiss the ring. Folks should propose that since it is (ha ha) Anonymous. Then I bet 100% not one has the kahuna’s to say the truth and be all butter cuz they live to the standards of my house is bigger than yours, my new Benz is better than your Bentley. My kids college costs me 250k a year.God forbid they told how they really feel because then their kids in college about to get hired by ATT would not. No different than the obvious ethnic pulling in, even married in the same org.