#leadership

Otherwise, we're just facing death by a thousand cuts. Too many people have been left jobless by leadership's bad decisions.

What our employer is doing may not be illegal, but it is absolutely intentional.

People who have worked remotely for ten years are suddenly being told to commute hours every day. No individual consideration. No acknowledgement that some people do not even have the means to comply. Dress codes are being tightened after years. Compensation reviews are promised, then quietly abandoned. All of it is happening right in between layoff rounds.

Individually, each change can be defended. Together, they create pressure. Pressure that leadership knows will cause people to quit.

That pattern has a name. Constructive dismissal, also called constructive discharge. It is when working conditions are changed in ways that predictably push people out without formally laying them off.

This approach may help avoid certain legal thresholds, but it does not make it ethical. It places sustained psychological pressure on employees by design. People are left in prolonged uncertainty, forced to make impossible choices between their jobs and their lives, their families, their finances, and their health. The stress is not incidental. It is cumulative and relentless.

For some, this kind of management creates anxiety, sleeplessness, depression, and a constant sense of threat. When policies are used to push people out while leadership remains silent, employees are made to feel trapped and disposable. In extreme cases, this pressure has contributed to serious mental health crises, including people being pushed toward self harm. That is not a side effect. This is the intention.

Legal or not, it is a sh---y thing to do to people who have given years of their lives to a company.

The market is responding positively. Good earnings, leadership shakeups and renewed confidence from analysts. Sure the company will look nothing like it has, and more people will lose their job but I am cautiously optimistic he is going to plow through the BS and make positive headway.

Verizon hired a chief AI officer some time back named “Mano”. He is no longer with Verizon anymore.. what happened? Anyone in his department knows?

Instead of watered down deals and "pipelines"

No matter who is to blame this is the greatest share destruction of a fortune 200 in the last decade. Mike and this leadership team is going to be under pressure to start showing results soon.

I have been around Nike for a bit and it seems when leadership all disappear layoffs happen. I noticed this happened this last few weeks in NXT anyone notice the same thing happening?

What does it say that Blue Origin has announced plans for a satellite internet service (TeraWave) that will compete directly with Amazon Leo (f.k.a. Kuiper)? Jeff is the primary investor in Blue Origin, and according to estimates from Forbes has invested over $10B in Blue Origin since its founding in 2000. Blue Origin requires an additional $2B each year.

Jeff is entitled to manage and invest his money as he wishes. But it is noteworthy that he is selling Amazon stock to fund a competitor to Amazon. Does Jeff no longer find Amazon to have the "Day 1" mentality required to build new businesses?

Here’s our take on potential Walmart layoffs in a different format based on likelihood:

1. 0% chance of layoffs before 2/25.
2. From 2/26 through 3/8 low chance of <10%.
3. Period starting 3/9 through 4/8 elevated to 30%.
4. From 4/9 to 5/5 increases again to 60%.
5. After 5/5 and through 6/28 we see 100% likelihood

Many factors are at play here (not in specific order): Project and budget demands are being shuffled; leadership changes are filtering down; reorganization activities and silos of responsibility are moving; built in stabile time surrounding earnings release and other stockholder and fiduciary dates; reevaluation of AI implementation and prioritization, plus more.

We expect some surprises related to AI development and implementation plus more resource actions at non-Bentonville locations. Efforts to streamline and automate logistics and distribution will be a focus area.

The new CEO might have his own plan on figuring out the tech mess. Practically everything on the horizon needs technical implementation and having a fractured tech area is problematic.

We see 2026 as a pivotal year for Walmart in the area of AI development and implementation.

Our entire executive team should be forced to watch this in a loop for 24h straight. This video should be broadcasted all over the TVs in every qcom office.

https://www.google.com/url?sa=t&source=web&rct=j&opi=89978449&url=https://www.bloomberg.com/news/videos/2026-02-04/things-have-to-change-at-qualcomm-goldberg-says-video&ved=2ahUKEwi_9t_yrMWSAxUUL0QIHf2aKm0QwqsBegQIERAB&usg=AOvVaw1-EcxiKck5FQbTK9zBI6Oy

Why dont we vote to have AI replace the CEO & BOARD

Lets lead the market by example.

More bad news for worker bees- new head of enterprise strategy. He is from chase & McKinsey. Nothing good will come out if this addition plus our current cohort of d-grade leaders.

https://www.cnbc.com/2026/02/04/corporate-dei-index-hrc.html

When is Shell going to end its involvement with the HRC racket?

Last year leaders were told to remove DEI targets from their GPAs but were told to keep it under wraps. They're trying to play both sides of the fence on this stuff.

This new CEO and his group of clowns just keep getting worse by the day

Unfortunately, it’s Toyota, not Ford.
But let us pray…

I hope some one from HR or Dan’y boy can read this, what does exactly AVP role is. Its a useless and pointless position. A Sr.Dir/Dir can report directly to a VP and and AD can go back to Sr.Manager.
Sr. Manager ——- Director——-VP
Simple and leaner, all those extra layers cause delays, friction and stress!!!!

Leadership seems to need a decoder to comprehend the results, so here it is. The negative survey results are not about healthcare perks or wellness programs no one uses, they are only about RTO and the lack of flexibility.

“I am proud to work at AT&T”
Once true. No longer. Public perception has deteriorated, and when people outside the company hear about the five-day RTO policy, the lack of any real collaboration, and the absence of assigned seating or co-located teams, the reaction is disbelief. Pride erodes when policies feel performative instead of purposeful.

“I would recommend AT&T as a great place to work”
That answer is now clearly no. A mandatory five-day RTO policy for roles that historically had been remote before COVID and can be done more effectively remotely is an immediate dealbreaker for modern workers. The policy alone makes the company undesirable and uncompetitive as an employer.

“We trust the leadership decisions”
Trust is broken. Employees do not support the financial decisions that destroyed value, nor the RTO mandate that ignored clear employee feedback. Trust cannot survive when leadership consistently doubles down instead of course-correcting.

“The company provides opportunities to support career growth”
Opportunities are narrowly concentrated in Dallas, with limited mobility elsewhere. For a national company, that is a self-inflicted constraint that unnecessarily caps growth and retention.

“Our policies and systems support me doing my best work”
They do the opposite. The five-day RTO policy actively reduces productivity, and many internal systems remain outdated and inefficient. Physical presence does not compensate for structural friction.

“The company cares about my health and well-being”
Employees feel burned out, mentally and physically, largely due to excessive commuting and rigid mandates that add stress without any benefit to the company or the employees. Well-being is not addressed by pushing unused benefits or wellness messaging while ignoring the root cause repeatedly identified in feedback.

“Do you feel changes have been made as a result of prior surveys”
No. In fact, the opposite. Employees explicitly opposed three-day RTO in the last survey, and leadership responded by increasing it to five. Feedback was not just ignored, it was contradicted. The disappearance of the prior third-party McKinsey survey results only reinforces that perception.

Did I miss anything else?

The pattern is now set and clear. Instead of addressing the core RTO issue employees are raising, leadership deflects with ancillary benefits and BS messaging. That approach feels like gaslighting, and not listening. So why should I even bother taking the next one?

If leadership truly wants different survey results, the solution is not another email, benefit rollout, or talking point. It is addressing the one issue employees are consistently, overwhelmingly, and clearly raising.

Flexibility. Trust. Results over “presence”.

That is the message of the survey, whether leadership wants to hear it or not.

If Qualcomm’s leadership is unable to anticipate the future direction of technology and guide the company early—rather than constantly playing catch-up once competitors are already at an advanced stage—then it is fair to question why they are being compensated at such high levels. Not a single annual strategic roadmap shared up through 2022 or 2023 even meaningfully mentions AI, despite it being an obvious, industry-defining shift. That failure reflects a serious lapse in vision, accountability, and leadership.

What do people think about CE1 lately all Doug can talk about is CE1 and though we know it’s a ev small pickup they act like it’s a model T moment I don’t think that vehicle will amount to even 1% sales.
But the leadership in model E act like this is the next biggest thing and I don’t really see them caring about programs that actually make money

KR’s change program coming full circle

Stock now lower than before she joined

Paid off. She got her bonus.

Geoffroy is beginning to trim the bloat.

AK made clear on feb office hours that 15-70-15 here to stay. Also said 20-60-20 next year. Clear mission to shrink the company. Get out on your is if you can. Only people ready to retire and waiting on a package should be complacent.

So.. Verizon's head of its consumer division, Sowmyanarayan Sampath, is stepping down?? Or was he asked to leave??
When ole Danny Schulman stepped into his role in October he helped approved a $4 million payment for Sampath to retain him in his consumer CEO role. While he ordered Verizon's biggest-ever round of job cuts in November of 13000+

So… who’s the next head to roll? Which former PayPal person is coming along the Danny ride??

Need em back.

Why it's the leadership at the top not held accountable. They created this disastrous outcome, and we the working employees are paying the ultimate price by losing our jobs and dignity. It's a very sad and heartbreaking day for a lot of good people!

Executives, VPs, and Directors should be accountable and shown the door first.

Stock is down almost every single day. No purchase by our preeminent CEO. He sunk the ship, torpedoed the stock, sent us to Infinity, the company is suffering under him. I think an activist should get involved to save us. Mike should go.

I thought Dan talking about global and national madness before getting to VZ was quite clever. Puts things in context. VZ madness didn’t feel too bad and kinda expected after hearing all that.

Little manipulative but I guess visionaries have to be little manipulative too

About a year ago I was talking about MU and the eminent shortage in memory to a Director level dude, his response, 'they're still around?'. That right there tells you all you need to know about the direction of this company. There are a lot of people in high places making important decisions that don't actually care or even understand technology. Middle management has a severe lack of vision and probably accountability.

Spend 30 minutes on AI, but you "have 5 minutes to get through 8 things". You literally just acted like running out of time is a valid excuse to not share the "Dan Plan". What a joke.

You won’t believe the tea DV was always spilling! He kept going on and on about how everyone who came over from USAA got that sweet LTIP I mean, literally down to the assistants who transferred in. Like, he made it sound like the ultimate selling point, the big perk that sealed the deal.
And don’t get me started on KS /DV she was all about bringing in her people to push out the NM crew, basically stirring up all this fear to clear house. It’s been two whole years of them making up their own rules and just lining their pockets. I heard only one is left now… what a total joke!

HR and the higher-ups simply don't understand where we are coming from. No more speaking from emotion. We HAVE to speak in buzz words and LEGAL TERMS.

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

Why does dvn never post manager+ jobs?

Qualcomm seems to have perfected the impossible: beating earnings quarter after quarter while watching its stock drop every single time. Once is bad luck. Repeatedly is a leadership failure. When results are consistently strong and the market reaction is consistently negative, the problem isn’t performance — it’s how the story is being told at the top.

Its beyond time for the baby boomer generation and people like MW, MN, DJT, Bezos and so many to retire and leave the country alone!

To the Boards of Yesterday:
​Your era of "efficiency at any cost" has reached its limit. For decades, heartless management tactics—prioritizing quarterly dividends over worker safety and "grind culture" over human health—have hollowed out our industries and our communities.

​We have lived through the fallout: industrial disasters, environmental neglect, and a workforce pushed to the brink of burnout. "Toughness" was your mask for toxicity, and "loyalty" was a one-way street that ended in layoffs.
​It is time to step aside. The country is ready for leadership that values empathy, sustainability, and the life of the worker as much as the bottom line. We are moving forward; please stop standing in the way of a future that actually has a heart.

Most of India's leadership does nothing than a people management. Critical resources might be moved under top leadership in USA letting lots of India's leaders to go.
Get ready folks

Everything is now in deep flux. The staff knows that he knows that Wael is a not the future and just a figure head awaiting a Payola. He has kneecapped all competition and has not created a company for the future

Its obvious Mike is tired and stressed after everything hes been through. He's made tough decisions all while making almost nothing. I mean this man blew out his knees for us. Is there anyway any of us could return the favor? If I had been in Covington I would have un-zipped it right on stage. He's earned it!

T Mobile never had a terrible CTO like John Saw. He has destroyed our organization to a shell of what it was under the previous CTOs. We have lost serious talent and expertise under his leadership.
When he was CTO of Sprint, he almost drove that company to bankruptcy with poor decisions and leadership. After that fiasco, why is he still CTO at T Mobile?
Fire John Saw and save T Mobile.