#leadership

https://www.sfgate.com/hawaii/article/hawaii-dell-hualalai-land-sale-21055390.php?utm_campaign=CMS%20Sharing%20Tools%20(Premium)&utm_source=share-by-email&utm_medium=email

Can Senior management tell us why you keep individual contributors C15 who are newly transferred to new assignment who ha no background? They are newly transferred starters and less value than C13 but paid too high

It’s been made clear that some of the pending and recent “promotions” have more to do with loyalty than skill, especially in areas like Data Management and Product. RED FLAG with layoffs coming, because people who question the approach often end up on the wrong lists (look at that orgs perimeter list alone). Best advice: DOCUMENT your work, keep your head down, and be ready in case decisions are made to protect someone’s inner circle instead of the SMEs or high performers, sadly in that org it’s clear your work or having any skills don’t matter.
*** Be prepared to prove it, save everything!

I personally felt he demonstrated why our company is ranked # 567 out of 600 Companies for Employee Culture.
He said nothing new but did double down that in spite of reading the survey comments, nothing is going to change.
Let me repeat that… Nothing is going to change.
He symbolizes what is wrong with our once great company.
Bravado yet doesn’t know what he doesn’t know.

Today’s a complete nightmare.

Every one pats each other on the back and then pretends like any of this matters. While the whole world is a sh*t show

How much longer must we wait before Leahy is fired? She has destroyed the company.

It has been a year since DW and George Sloan set in front of us and declared that we are getting out the HW business because it is the right thing to do. George went on to declare that we are turning over any HW development to a company called Ennoconn which he gleefully said is owned by Foxconn who makes cell phones and the transition would be completed by December of 2024.

What they did not say is that at that time Ennoconn had absolutely no presence here in the US when the announcement was made, not a single office except for some guy working out of his apartment in California. That is it…

So fast forward to today, Ennoconn supposedly now has leased a building here in the US and is working to get it set up to begin handling all of the HW business here in the US for NCR. According to sockless Jim, the work was supposed to be done by July, then August, then September, and now it looks more like sometime next year…so much for our wonderful leadership knowing what they are talking about. Of course, they have proven time and time again that they are clueless so this comes as no surprise.

This talk of moving out of hardware has cost NCR $$ Millions in lost revenue due to customers going elsewhere along with higher costs to design, buy, build, test, and sell the HW. It has also cost thousands of jobs too which is still happening.

Forget tariffs, the leadership of this company has redced the revenue and increased the costs of our products themselves which is a huge reason for that layoffs – just as our man Georgieee said it in the last all hands - we spend more than we make!!

Here is an example – the GHQ had a lab constructed in the basement of the building to test the HW we designed. The tests included emissions testing, and other environmental and safety tests. So, the bright idea by our leadership was to dismantle this testing lab and outsource the testing.

So, testing that would have cost thousands of dollars now costs HUNDREDS of thousands of dollars for the same testing. And what of the lab itself, it has been dismantled and is sitting somewhere and, along with the space where it used to be, is not being used at all....great job guys!!

Wonder why there is no money for raises or bonuses – well there is one reason for sure.

So, while we wait for Ennoconn to officially take over the HW role, we lose $$ Millions as our diminutive CFO puts it, because of HW revenue losses - but what he is not admitting is these losses are directly the result of poor decisions made by the past and current NCR leadership.

But hey, instead of $$ we got Pride so let us celebrate with a parade.

Pride - where the men are men and so are the women!!

I thought the usa webcast was pretty useless, except for the revelation that TA was a cr*p purchase. Love the chest thumping by the refinery ladies, empty words and rhetoric. Strange they travel so much to accomplish what exactly?

Any guesses as to the subject(s)

You don't believe HSBC has anything real using quantum computing to do bonds trading do you?...

Must be HSBC from Hong Kong bought IBM shares as they're a financial institution to cash on the hype don't you think?

Hopefully this is the last hype Alvind pulls to cash his shares as he finally steps down, claiming success of course!

Never trust analysts nor IBM Research BS!

Dell is losing the PC market not because of the market, but because of leadership missteps. Poor brand unification, a half-hearted approach to channels and e-tail, and failure to compete with Lenovo on pricing are leaving customers and revenue on the table. Cutting costs can’t fix a lack of strategy. If Dell wants to stop the slide, it needs bold decisions, not just headcount reductions.

Gary Cohn doing more "whisper number" interviews on Jim Cramer etc just prior to Q3 results showing IBM hitting consensus estimates BUT lucky to grow top line revenue more than 2%?

Heard that on Cisco beat. Just gross

I swear if one more ex-CVS Health exec starts working here, we should start doing flu shots in the course materials area.

Tell us you're filling the company with c-suite buddies instead of investing in the stores without telling us.

Who is voting for this cr-p?

In underwriting, the burnout is very real. Pay even came up in the recent town hall, which says a lot. Every time someone leaves, their work just gets redistributed to the rest of us: same pay, more responsibility. Meanwhile, competitors are paying more and we’re cutting benefits, so people are openly talking about leaving.

We’re also losing clients and not hitting our goals, and it’s hard not to connect that to the fact that so many experienced people have left. Their knowledge and expertise can’t just be replaced overnight, but instead we’re backfilling with new college grads who don’t yet know how things work. That gap is putting even more pressure on the people still here. Now we are expected to do our work, cover the work of those who have left, and train the new hires.

Curious if others across the PBM side are seeing the same. Do you think leadership really understands how widespread this is?

Play politics, leveraging US government to stamp on competitors, use Trump to pressure other company to donate, tell lies while its own chips are not made by itself but TSMC.

Just high talk and play politics can bump up stock 30%.

Contact your local senate office for the district you live in. Bring as much light to this as you can because if he has his way all americans will be out of a job soon. All he cares about is India and now Manchester his homeland.

Big sells by Prem and Talik in september

4 Business Days till new UM centralization. Everyone is not trained or prepared. Everyone is confused and anxious. This leadership team has failed. Wednesday, October 1 will be a chaotic circus.

I feel bullied by my leadership to take this survey. I don’t want to take it and risk being on the outs due to all the hard truths I’d give, but now our sr leadership is asking us to post an indication if we took it or not on a group team chat clearly so they can see if we have or not. Damned if I do, damned if I don’t. Anonymous is a joke! What would you do? I’m sadly tempted to lie and put middle of the road answers and call it a day.

PSA for oracle emps needing motivation prior to bootstrapping their way out
‐--------------
The "Oracle Doormat Principle" is a term used by former employees of Oracle Corporation to describe a psychological state where individuals, despite experiencing mistreatment, low self-esteem, or a toxic work environment, remain loyal to the company. This phenomenon is likened to "Stockholm Syndrome," where employees become emotionally attached to an organization that has abused them, often due to prolonged exposure and the internalization of the company's culture as a "family".
The principle suggests that the longer one stays at Oracle, the harder it becomes to consider leaving, regardless of the negative conditions, because of the deep-seated emotional investment and fear of change.

Critics argue that this behavior stems from low self-worth and a paralysis to act in one's own best interest, leading employees to accept pay cuts, benefit reductions, lies, and abusive management without protest, often responding with passive acceptance like "Thank you sir, may I have another!".
This behavior is seen as detrimental to personal career growth and well-being, with some advising that if a work environment is bad, it never gets better and one should leave as soon as possible.

Light up your social burner social accounts with this information to destroy their plan.

A company going public is entirely under the SEC's control. An early leak triggers serious regulatory risks related to "g-n-jumping" and the quiet period, potentially leading to costly delays, increased legal liability, and even the derailment of the entire IPO.

Hi, everyone.

I will preface this post with a disclaimer:
I have been struggling while working on this post off and on all day because I believe the people who came here looking for answers should get them. I have to be cautious of what I say and how I say it to not tip off my role within the company. If this seems overly vague, I apologize, but please understand that I need to try to protect my own well-being (or what’s left of it, anyway).

Some of you may already know that there has been a clash in ideology for some time between the Board of Directors and the C-Suite Leadership team. The tumultuous acquisition of the CareAllies (HealthSpring) business has only intensified the situation. Maurice has been the mediator between the two for some time, or has at least attempted to be. He has proven unsuccessful in this effort, however.

The board independently sought out an external consultative analysis of roles and organizational structure within HCSC post-acquisition close back in March. The suggested outcome of that activity is what all of us are experiencing today and/or throughout the rest of this week.

It’s being communicated that the decisions of who has been released is based on “span of control”. In reality, it seems purely financial, but incredibly random. Some divisions were asked to eliminate 5% of their total headcount, others were given specific targeted individuals who were high in their respective pay scales (which also coincided with longer tenures in most instances).

This began today (Wednesday) with various roles across various Strategic teams, Finance, Customer Experience, Digital, IT, EPMO, various Product teams, Pharmacy, and some Customer Service Operations verticals. This impacted both HCSC and Cigna conveyed employees, but the logic behind the selections on both sides is confusing, at best. Many leaders were not clued in on these decisions until after the process was well underway.

This RIF will continue into the lower levels of both exempt and non-exempt staff throughout the rest of this week, although I cannot disclose what areas are next to be impacted. I hope you can understand.

The Org Chart will be down for some time, and you can expect to see some significant shake up at the Executive Leadership level.

If you haven’t been able to tell already, the company’s morale is about to be the lowest it’s ever been. Tensions will be high in the coming weeks and months and it’s very likely that this may not be the only round of releases before end of year.

There’s also some discussion taking place right now of a full 5 day RTO to provide expected additional attrition as a means of budgetary relief, but it was settled that this round of RIF was to happen regardless. VSPs for eligible employees is considered a potential contingency plan at this point if attrition goals are not met effectively.

Stay strong and if I can come back with more insight, I will do so.

Why are SVPs and VPs demanding for bigger and bolder targets for 2026? So that they can get their bigger bonus and LTI options?

Does anyone know the numbers? When will the useless VPs be let go? Totally directionless with no vision.

Anyone excited about the"coffee with J" session next week. Considering the continued beat downs, I'm sure he's excited about it. He'll get all the awkward silence he loves so much as no one will speak up for fear of retaliation.

Personally feeling, it seems like the execs talked a lot but in the meantime it means nothing to me in the end.

Any news on departures from the Leadership Forum; has anything been announced?

I’m personal friends with some of the longstanding analyst community and today we are hosting our analyst briefings in Mexico. Ajay absolutely embarrassed himself from what they told me and now they question our long term product strategy. This guy is ki-ling us! He even threw up a slide that pretty much said that we had zero talent to begin with and are only beginning our next generation development after hiring a few of his handpicked people. I was told he was blubbering over and over and not making any sense. Can he be removed already!!!

https://www.rte.ie/brainstorm/2025/0923/1534732-return-to-the-office-mandates-emoployer-employee-control-power-productivity-innovation/

Narcissistic behavior? Surely not

No longer with APA but hear they sent out an employee survey. Won’t be surprised if minions just lie and APA named a top 2025 workplace. Be honest or don’t fill it out at all, but please don’t lie. Also, why does this cr-ppy company need a CEO and a President? Fire the CEO and save $10m easy. Sitting back on the side and watching this company crash, I feel bad for all the employees that have been there for years. Worthless board, hasn’t done it job and now it’s too late and won’t make a difference. Only hope these fools at the top have is to try and sell the company.

Anyone going to actually listen to or go to MW's town hall? What will his messaging be? Will he address the terrible state the company is in? We he finally leave and hopefully finish the Chevron Dark Ages?

So I had called it earlier in the year, first Junior was going to leave, then Hand, by the end of the year. I said it. The year hasnt ended yet, we shall see whos next, maybe Soler. If the company is in such great "comeback story" why are folks jumping ship? This inverted pyramid is baloney. Store teams are pi---d, running skeleton crews, and executives dont want to see the reality, or they see it, but dont care. Its a sinking ship.

I almost want to start a betting pool. My first guess is CIO DH.