#management

Managers are independently, checking coworkers addresses so I would not work from home for a month if you are not impacted. That is just my suggestion.

I think some layoffs next week are anticipated, however, they are the wrong ones. Stop cutting the ones who do the work, the ones who make things happen. Time to cut the Sr. Directors who do nothing, AVPs with 2 direct reports can do their work.

Verizon leaders should feel the same anxiety as the frontline, they say who stays and who goes like they are gods.

They sit on their thrones and hurt families, time for them to feel the same as the rest of the employees. Why do they always get to stay.

Anyone has insider information what’s pod going to look like ? What will middle management do in the new pod structure?

HQ white collar. turning 50 in a few months.

recently my manager told me I'm needed for a task force to review internal work process. my monthly report would be done by a junior staff while I have to help/supervise him for first couple of months.

am I being separated?

What do L4 managers (first line) even do? Honestly, most of them just show up to ranking meetings and focus on protecting their own spot. Then they run a few routine chit‑chat check‑ins with their direct reports, maybe take the team out for frozen yogurt once in a while. But seriously, what is it that they actually do?

heard after next week first levels will need to have at least 40 direct reports under them?

I am astonish to discover after some research, how many of those middle management people at Centene have just a high school or just or just a CNA. I cannot reasonable understand how they can provide with real leadership and evaluate people in a real balanced way. What can we expect from people without any education to The Cost-Efficiency Model: Corporations often prioritize the ability to "do more with less." A manager who can reliably enforce corporate mandates and keep the department functioning within budget—regardless of their academic credentials—is often viewed as "effective" by the organization, even if they lack the capacity for the systemic, empathetic leadership. I understand now, why the government is checking and following the health care organizations....

And the rest of us are stuck paying +$200 a month in parking/commuting fees and losing dozens of hours of personal time

The way PNC is handling everything right now is fu--ing absymal. I didn't think it was possible for the morale to get any lower, but here we are.

Has your department/management sent out any official notice yet?

Anyone else all of a sudden being micromanaged by their people leader? I just had the strangest one-to-one with mine. It’s usually been pretty good but this was almost hostile and very uncomfortable. I did put in for the VSP and I’m just counting the minutes until I can get out of there. But this makes me nervous – are they trying to fire people before they can qualify for this? I don’t think she knows that I put in for the VSP – but my people leader and her Supervisor are acting like none of this is happening. We never talk about it in any of our huddles and they’re just tightening everything up putting the sc--ws to everyone and acting like everything is normal. Major gaslighting! Such a dysfunctional place…

Why are they wasting peoples time? Now that the cat is out of the bag and remote employees and Employees not in the same hub as their team are being targeted for future layoffs, why do they torture us and the Manager by having mid year?

Just give us our severance so we can move on with our life. Tired of this so bleed

I'm surprised Dell leadership let PPDM continue for as long as it did. BAIN, on the other hand, appears to have looked at the business objectively and concluded that enough was enough.

PPDM was a loser from the beginning. Engineering consistently failed to deliver on the promises made. Deadlines slipped, key deliverables were continually missed, quality issues persisted, and eventually leadership stopped publishing roadmaps altogether. Instead of making commitments, they lowered expectations.

Meanwhile, the competition was innovating three to five times faster, continually widening the gap while PPDM fell further and further behind.

Much of this traces back to poor leadership. Travis and his Data Management organization made one questionable decision after another, all while operating with no sense of urgency. Customers paid the price. We lost account after account as organizations abandoned PPDM because they couldn't get it to work reliably at enterprise scale. Eventually, we stopped actively pitching it or selling it because confidence—both internally and externally—had eroded. One customer even told us they would show us the door if we ever mentioned PPDM again.

The layoffs under BAIN are difficult, and no one enjoys seeing people lose their jobs. But restructuring is sometimes the inevitable consequence of years of poor execution and weak leadership. At least there now seems to be a willingness to make difficult decisions based on business fundamentals rather than continuing to pour resources into a failed strategy that wasn't delivering results.

I am looking for more information regarding the subsidized retiree medical benefit. The available documentation states that eligibility is generally for "Wireline management employees with sufficient service when the plan was frozen in 2006."

Does anyone have additional details on who qualifies for this benefit? I have contacted Verizon, and they are currently researching the matter as well.

Additionally, has anyone transitioned to COBRA after their company-paid severance ended? It currently appears to be a better option than the Marketplace, and I would appreciate any insights from those who have taken this route.

Across the company? How are you guys managing?

I’ve probably done at least 10 VOE’s and they always said it was anonymous and I truly believe it is because the last five I have absolutely trashed management with the lowest possible score 🤣🤣🤣. And I’ve asked to be laid off for the last three years and I’m still here doing one hour of work every day. Anyone else think this place is completely clueless?

Mid-Year evaluation is ridiculous this year - add to that ratings in mid-year reviews and you have a horrible situation. The exec management is so desperate to do something and they cannot do anything useful on the business side so they are focusing to overmanaging the workforce. this will not gain any wins and will further aleniate our already disgruntled and unengaged teams

...bobbin'n weavin'...shufflin' and scufflin', contemplatin'n rearrangin', jugglin' chainsaws'n spinnin' plates, crunchin' numbers'n playin' Tetris with org. charts, tryna make sense of their self-created nonsense...LOL!

They're really got THEIR work cut out for them now.
Besides the money involved, here's probably the next most crucial piece of the puzzle and why leadership is so concerned with "retaining employees due to this mess" during the whole VSP thing:

• "Since ACA, Medicaid, and MA are Federal/state regulated and implemented plans, cuts in staff can lead to CMS and state department of banking/insurance scrutiny on coverage and service."

They've got to deal with BIG LAW ENFORCEMENT breathing down their necks, which has the potential to cru$h them via a$tronomical fine$ and penaltie$, depending on the #s of soon-to-be-vacated job slots, due to so many people now wanting to head for the hills, ever since this VSP was offered. And that's not even factoring in the layoffs they're anticipating to follow soon thereafter. Looks like they cooked their own goose. LMAO!!!

Leadership is surely scrambling and in a collective panic, over how to deal with all of the moving parts. "We need MORE TIME!...This is TOO MUCH!"
Oh well "leadership", guess you should've planned better.
Why don't you have better time management skills? Should we put you all on a PIP?
That's what they pay you the big bucks for, right? Thought you were so smart, what happened? Why is this such a struggle for you now? Feeling pressure? Sorry, not sorry.
Lots of late nights now, where they're actually having to WORK for their big@zz $$$!

Hey "leadership":
Have fun untangling the rat king you all created with this VSP thing!
What are you even doing reading this board now, anyway?
Get back to WORK!
Earn your Keep, "BIG-WIGS"!

HAHAHAHAAAAAAA!!

Several teams across several Managers got laid off mostly at core sites (Chandler/TX), too). While it wasn’t totally unexpected, us hourly employees usually just got moved to a new team and all was good, but not this time. There were appx 15 on our team who got let go. Not sure if the Managers were displaced as well.

Let’s call it out the directors of the UR Department are world class actresses but little to no experience actually doing the front line work
They attempt to put on world class performances but the workers know
It could be so much better

As the title states, how are the other departments doing in fab 8? Have any positions been backfilled since last year? Management is acting so despondent. AI this, pick up the slack, no work. What the heck is going on?

The culture here is literally disgusting. I work in a matrix environment where my manager knows nothing of what I do. All my work is distributed by a ‘product owner’ who is the most incompetent person ever and always throwing the team under the bus for her own gain and could not make decision or do anything for the team to save her life. All she knows how to do is kiss a-s and play games. Constantly I am dealing with nasty politics from people like her. People make things so needlessly difficult here. No one wants to do their job they’re rather play petty games that it’s like pulling teeth getting anything done and makes every day miserable. It’s so exhausting and sometimes it makes me disgusted by the corporate rot. Yes every company has politics and can be nasty but this is pretty bad

21 employees, 3 managers = 1:7 ratio. Cutting to 1 manager still covers all 21. Removing 2 managers saves ~2x manager pay, no output loss.

Could these two things be related?

https://www.thetimes.com/business/companies-markets/article/albert-manifold-bp-cut-board-ousting-tdz9m6ps0

After 6 months of no word, or strategy from the top level: 70% of my team just got RIFd.

The company is calling these "redundancies" however there is no way there is another team capable of carrying our projects forward.

fire vps and directors of all levels. get serious about earning your bonus Dan!

I'm constantly asked to train new hires, but I have way too much on my own plate to be doing that. It's not part of my job and I can't keep up with my own work when I'm spending time explaining things to people who should have been better trained before they started. And the new hires are just as frustrated because they're not really being trained properly. They're just expected to pick things up as they go. This is entirely management's fault and they need to do something about it.

Management only seems to know how to cut costs. They can't grow the business, so they just keep trimming people. But that approach is making the innovation problem even worse, which brings us back to square one. They're stuck in a pattern they can't seem to escape.

Get out while u can! It’s becoming a sheet show. Top heavy on manegment side.
Longtimers? They will cut u & replace you for half your $pay. No remorse on the Ikon side. Sheep.

The Genentech Research and Early Development are among the affected groups. This is not a great time to be laid off, so I wish all the best to all the affected folks. I think management has become too trigger-happy when it comes to layoffs and we'll be seeing much more of this before the end of the year.

They're the source of all our problems. How much major damage do they have to cause before someone acts? They're the ones who need to lose their jobs.

When a company keeps cutting people instead of fixing problems, it's a crystal clear sign they're failing. That's where this place is headed.

I mean, since getting as many applications seems to be the only goal these days why not branch out and ask all over the place? Who cares about actually selling stuff, right? Let's get those applications and who gives a damn about our actual jobs. Who cares about selling. /s This place is a fu--ing mess.

So Travis was shown the door this week - and rightly so - but when are we ever going to clean up the rest of his management downline? They are every bit as incompetent and inexperienced as he was. You all know the names.

We continue to fall further and further behind in PowerFlex, PowerMax, PowerScale, and PowerStore. There's just little to no innovation or development velocity with any of these groups.

What there is, however, is a lot of excuses, missed deadlines, missed deliverables, and quality control issues. That's a management problem (lack thereof) that needs to be addressed immediately. How long you going to sit on your thumb JC?

For those who have gone through the Branch Manager Trainee program or had experience seeing someone else go through it, I’d love to hear your thoughts. It seems like a much more structured approach than the old model of hiring Branch Managers and essentially throwing them into the role. Has the trainee program been worth the extra time, or did you feel it delayed getting into your own branch? Was there a job placement as a branch manager after 6 months or longer?

I have been working in a mildly successful IBM product for the last 12 years. Some years ago my boss at the time warned me about something I am now experiencing first hand: Well connected higher ups work on the flashy IBM fad that almost always fail (block chain, cp4d, Watson health, Watsonx….) then a layoff happens, the base workers and the first line take most of the blow, and these professional bosses are parachuted into a more established product. It’s been 8 months since a big layoff impacted my team, the layoff came with new bosses, all of them from failed products. They know nothing about my product (and are not willing to learn), but keep making decisions that they are not (remotely) capable of understanding their consequences , they all came with big attitude and egos; always ready to hoard the travel opportunities and post in LinkedIn at every turn. They will surely sink the product and jump to the next one. Have you seen this as well?

I am curious to know how many store managers who don’t work a full schedule. Ours does not work a weekend, any big sale days, or any holidays. They take more PTO than they’re supposed to.How are they getting away with this? Where is the store manager schedule posted so the DVP can see what they are supposed to be working?

Why do some companies let their middle management( specifically not C Level ) drag on their positions for a decade when there is no credible metric to prove that their decision making over that period has not created a zilch of solid impact on the bottom line.

When will PDS feedback start / end?

Are supervisors/ managers having a rough time giving feedback?

For those of you left behind, narcissist Leahy is going to hang on (at least) until the end of the Games of the XXXIV Olympiad. Good luck keeping the lights on while ducking the ever lowering deck of the CDW tractor!

Remember how the company lifecycle works:

1. Founder/Engineer – Builds a great product (Krasny)
2. Salesperson – Figures out how to sell it and grows revenue.
3. Professional Manager (MBA) – Scales the organization and optimizes operations (Edwardson)
4. Accountant/CFO – Focuses on efficiency, margins, and cost control (Richards)
5. Lawyer – Tries to manage the lawsuits, regulations, and decline (Leahy) <== You are here

I've been thinking about who I was when I started here versus who I am now. I used to speak up when something was wrong and I always used to advocate for people. Now I just keep my head down and stay quiet, even when I see something clearly unfair happening. And I realize that's exactly what management wanted. They've created a culture of fear that's made me lose my voice. Knowing that has only made me more determined to leave as soon as I get the chance.