#management

I've been here long enough to see this play out multiple times. A mediocre person gets promoted. I don't know if they interviewed well or they're friends with someone important. Then they get put in charge of a team of talented people and within six months, the best people on that team are gone. They quit, transfer, find something else. The mediocre manager is the one who stays as the work gets worse and the team gets weaker. And the company acts surprised. Promote the wrong people and you lose the right ones. It's not that complicated. It's just cause and effect. But they never seem to learn.

If not, how sc--wed am I?

Your employees flaunt business travel and photos and activites in other countries clocking their miles and airline statuses, on LinkedIn.

All good, do you ever question the vakue of these business tourism trips? These are your leeches attending conferences foing to BTC and Munich and whatever to just ‘meet’ and ‘advise’

are you just id--ts to let it happen while others who work hard and dont travel and dont post on LinkedIn dont get noticed?

Management asks for feedback constantly. Surveys, meetings, suggestion boxes, you name it. And nothing ever happens. The same problems exist year after year and the same complaints get raised again and again. But nobody listens or does anything. It's always business as usual. Which just means nothing gets fixed.

Things are so messed up at Xerox right now that I’m constantly running into situations where no one can give me a clear answer to ANY question. You ask one person and they point you somewhere else, and it just keeps going in circles. I know decisions are being made somewhere, but no one knows where or how. So everything gets brought to a crawl as I have to guess who can give me a straight answer. Like I said, a mess.

Everything has been bad, from communication to execution to now expectations. If they wanted to get us mad and for morale to plummet, then job well done!

You are all missing the point on NRE. It was never about conferring a benefit on older workers. Precisely the opposite. The purpose of NRE was to put pressure on older workers that the company no longer wants and convince them to voluntarily leave at 55 with gratitude to their management who kindly kept them on for a few years as the bogus performance reviews piled up.

The so-called elimination of NRE is likely the combination of two things: 1) no more protection for those who are clearly abusing the system, and 2) dialing up the pressure on the targeted older workers to leave voluntarily with even more gratitude toward the managers who could have let you go but worked the system to squeak you over finish line .

Stop wasting your energy on this lawyering-up cr-p. Not much has changed except that older workers will now find themselves compelled to plant a big wet one on their boss’s backside as they voluntarily exit. Anyone who has made it this far in their career can surely find the strength to pucker up one last time.

Layoffs have been making their way into the department, and there keeps being talk that Platinum Service Leads are next amongst coworkers. Management is also really pushing for us to prove we are busy. Just wanted to put it out there and see what people have been hearing.

What happened to the highly anticipated external hire from a consulting company who was appointed to head DMC strategy? She disappeared after just a few months. Was she that bad?

I received an automated email recently that said, in part:

"License Management
Because M365 licenses are limited and high demand,the company expects all licensed employees are expected to demonstrate consistent usage by engaging with licensed M365 Copilot on an average of at least 3 days a week.

Usage is monitored, and unused licenses may be reassigned. Learn more: M365 Copilot usage expectations and license reallocation. Thank you for helping ensure M365 licenses are used effectively and deliver value across the organization."

I suspect this automated email was triggered because I am below the 3-day usage threshhold. Does anyone know how much attention managers are paying to this metric and if it really matters/if I should be trying to get this number up.

I'm not reflexively anti-AI, I've just found it personally not very useful for doing the things I'm tasked with. I get zero value from asking copilot to reword emails (which is how mycoworkers mainly seem to use it). At most I use it here and there to get a reminder on how to structure an excel formula, or to summarize a document. Which is not a 3-days a week thing.

I personally dont care if they yank my m365 copilot subscription but I also dont want to unnecessarily end up on management's radar as not an Ai adopter. I can fake it and start using copilot for bullsh-t but wondering how much it actually matters

Looks like report cards for the role play are rolling out... would be interesting to see what the aftermath would look like.

Meanwhile, management keeps sinking deeper... repeating the same rhetoric, the same threats towards employees and further ignoring customers and their feedback.

The newly hired "managers" keep managing using the same script, only to continue failing at the end because we all know, when you practice the same method the outcome remains the same. They ignore and gaslight employee concerns with an iron fist and keep repeating the same slogan which on the surface may sound the same but has the same meaning "such it up"

For those of us who have been here long, we pause and remember the folks who were the back bone of this organization, the ones who helped us become who we are, the real talent that are now gone... moved on or let go.

Do you all remember Brian Madden's post on LinkedIn a few years back when VMware sold to Broadcom? That moment when you get a glimpse of what is to come? and you realize its not good. How many of your team mates are confident in the team's direction or the overall performance and outcome of the company? It appears that everyone is just floating, hanging to see what comes next. This is what happens when there is no direction. This is what happens when you take confidence out of someone's believe in their career. You take their sense of purpose out of their routine, this is by nature and design, reinforced by society and programming.

Things wont change for the better any time soon and in my opinion any time at all... even after Omnissa is sold off. From here, there is only sinking further into the abyss. The question is, what will you do about it. Sure, many of us have been here long and we have invested plenty and now are being short changed because management is incompetent but the reality is, how much stress can you endure?

I’m legitimately curious why the pendulum has swung so far to one side. Pre-covid we had balance and trust, and now we have neither. Instead of going back to balance they’ve swung to micromanagement and rigidity. What actually is fueling the need for such strict expectations and absurd tracking measures? They say they care about morale but then micromanage us like we are children.

And as an aside, we all know the timing of the latest TTUS survey just before this announcement was strategic in every way. Get those numbers up before they plummet again!

I’ve heard that managers don't have input in layoff decisions. Does anyone know who actually decides who gets cut? Is it a Director, VP or is it HR, Finance, or someone else? If manager input isn’t used, what specific criteria do they rely on? Please share if you have firsthand experience.

Who is going to take the heat and lose their job for such a shortsighted decision, Short-term savings, long-term losses, penny wise, dollar foolish or buying cheap leads to losing money (Yasumono-gai no zeni-ushinai) learn that phrase!

Manager warned us in a team meeting that execs are taking RTO extremely seriously, and implied they’re looking for people to layoff because of it

Anyone else had their manager ask if they were interested in possibly taking a buyout. This is happening in some out of region nts/abfs. Offices ?

https://www.marketwatch.com/story/exxon-says-iran-war-will-curb-1q-production-by-6-4aa8c83e

What kind of id--t loses revenue with $100 oil price? As a shareholder, I demand DW get NSI ranking, and if he ever does this again in the next five years, be fire!

iHeartMedia has initiated a new round of layoffs. These reductions impact both management and sales departments. Several key executives have already departed the company. Affected roles include regional presidents and sales vice presidents. These changes span multiple markets across the United States.

https://barrettmedia.com/2026/04/08/iheartmedia-begins-round-of-layoffs-affecting-management-sales-staffs/

The upper management class has finally lost it. They want the employees to snap. We should get together and give them just that. Don’t fight amongst each other. The real enemy is all of them.

A lot of office workers in India and the U.S. have been laid off recently.

But somehow there are still plenty of remote workers sitting in Dublin, Ireland. Why is ESG management holding onto them? What kind of justification is being made for keeping these roles?

From what I can see, most of them don’t bring anything special to the table. I’m not seeing strong skills in areas like reverse engineering or development. Honestly, it feels like teams in India or the U.S. could take over that work and do it better.

So what’s really going on here? Is ESG management going against company policy? Or do these people have connections with upper management? A lot of them seem to be legacy folks from the old Symantec days.

None—they delegate it to a Lead, take credit for the brighter future, and bonus themselves for “illuminating” the department.

Put yourself in LE's shoes and enlighten us as to how yoh would go about doing things for the business to survive

You've heard it every year, "if you don't give a perfect 10 then it might as well as be a 0", so take them up on this!

I have given Dell a 0 for the past several years, in hopes it will bring change. Instead they continue with rolling layoffs, pay cuts, mandatory RTO, rotating and incompetent executive leadership, and micromanaging direct management. A far cry from what it was like a couple years back.

The past 2 years have been back-to-back double digit declines in overall eNPS. They say they listen so make your voices heard! I will be giving Dell a 0 and will be my first year also giving my manager a 0.

Context: 6 years in sales, RR

Disclaimer: Responses are anynomus but managers can and will read responses. Consider typing out your feedback then having ChatGPT reword it so it's harder to trace back

He barely reads at a 5th grade level.

The worst corporate manipulation tactic I’ve seen is this…

Mgmt pushes u to your breaking point,
then shame you for breaking…

High performers are the easiest targets.

You absorb more,you try harder, you start blaming yourself.

When someone disrespects u, provokes u,or keeps pushing your limits, pay attention.

You adjust.You work harder.You overthink.

Until one day, you snap, and suddenly you’re “emotional” or “overreacting.”

But the breaking point isn’t the problem.
The situation was never sustainable.

So don’t internalize it.

It didn’t start with you.

supporting engineers with out degrees(BTC) or sponsoring hippos without skillsets?

Being employed is still better than job hunting while unemployed, so that's what I've been doing. The office has been chaotic for months, which means I can focus on what actually matters to me. Management's inability to manage through layoffs? Not my problem.

How can there be this many slackers still taking advantage of wfh? I hope the next series of cuts is purely for those that are not following policy. If management is serious about RTO, they should use their data to cleanly broom the folks that are not doing their part at this point and send a message. These cuts are long overdue. All of you real estate agents, photographers, off the books carpenters, and slackers in general could go and Ford would not miss a beat.

Everybody knows the abusers in their area - I personally like the analyst in our area that lives in a multi-million dollar house on the lake and comes into the office 2 days a week - Hey, she has a successful photography business to run!

What the he-l is the purpose of a golf ambassador? How much did this sponsorship cost and how many employees didn’t get raises or had their VC cut short because of this?

Has any else heard those skip-managers saying that they pretended that they aren't aware of names before the RIF event. How can someone in HR completely segmented from the department in a large company make decisions about the individuals in their reporting structure without consulting that skip-manager for a list. They already have been made the list individuals that they can let go and still function in the months before these RIF events. In today's world, no decision is made on the roll of a dice or in a vacuum.

Why cannot managers or directors own up the their decisions and state you're too expensive to move forward and we have to let you go instead of making up this silly story about "they didn't make this list"???? Letting experienced employees go that have attempted to build a career with the company for loyalty ( or good team ) reasons instead of job hoping to build your salary requirements is a sad culture to be in for sure!

They still have a well paying job, getting a raise and RSUs moving forward for trimming the fat so own it.

Am I the only one that thinks this way?

Let me tell you about the incompetent manager. They schedule meetings about meetings, give feedback like "make it pop," and haven't made a real decision in years yet somehow keep getting promoted. And the frustrating part? They're not stupid. That's the whole thing. They're just not applying their intelligence to actual work. They've figured out how to look like a leader from above: talk confidently, claim the wins, and let the team quietly eat every failure. It's a survival strategy dressed up as management, and the worst part is it works perfectly.

Are they tracking network logins? People are saying their manager is harassing them about being in the office at least hours a day all five days of the week.

The portal just opened and every manager I've talked to has no people changing. What a tu-d of a disappointment.

I was one of the grunts that was let go last week. From stories I'm hearing, directors with 2-4 directs remain, all the management in remote locations like CT and DE and those massive salaries are intact. Would have been the opportunity for real change, but nothing will change, but for hundreds of less of us grunts doing the actual work. Yes, I'm a bit bitter.

https://l.facebook.com/l.php?u=https%3A%2F%2Fhtv-prod-media.s3.amazonaws.com%2Ffiles%2Foracle-warn-kansas-city-69cd4b2e5582b.pdf%3Ffbclid%3DIwZXh0bgNhZW0CMTAAYnJpZBExTVBSU1c3MDVNMUp5RVZ5b3NydGMGYXBwX2lkEDIyMjAzOTE3ODgyMDA4OTIAAR4bFUAOGpOS5uZ4V3m4-MODvttg68T_Lc5h9nr-TmmYE7tLUMapEykX8I5vAQ_aem_ML1hYoOnP0b1b-2orRFoIA&h=AT4N2PUgrF0n5I8_6gMTTcM76L32IMvItqOanDIE9zG95RZvu3apWGUTdi9Ihan54cW2rtu7cgjuQ00nnEga7OCKQPK_nsblbVB8Ncv9zqDDBHH80KKyBlBB7iKXJId-J_e-VpkjW6YPMpen23B1uAWRtWhbbg&__tn__=-UK-R&c[0]=AT6gHLhORcv-Dq_76Y_Yl-nxRMKH4EhXiV65FCQI5gQlaQz1o3jhwFt0LB9GjyPsX4f3Id6EtJgk4hUvXxusxLgEP6hhaNp9IodonyF8-HQofwWqnKkP8-7ULBH0v_bfn0aGDc02H5Q8uq91ur-08wQkJxsKh6FmhI-qCfhgLuXgnEz7vzc

I can see there will be the usual suspects Eisp offered to union field soon .But all the rumors of some huge enhanced one and a blanket everyone can leave one do not seem to be materialized.It seems it’s same usual yearly Eisp offered to limited numbers.I am very shocked I really though Dan wanted to get as many people off the pay roll as possible.I am starting to think he is more concerned about the management .I am going to assume it’s because they make a much higher salary then associates.Or I just honestly have no idea what plan is ,But going to be a lot of disappointment for field techs tht were hoping to go

It used to be “bandwidth” and “let’s circle back.” Now managers are saying “what is the ask” like crazy. Are they instructed from above to do this? Very stupid.

New manager came in months ago. Still doesn't know who works for him or what anyone does. Doesn't try to learn. Doesn't talk to his people. Just exists. And we're supposed to be okay with that.

There’s an unspoken expectation to always appear busy, even when work is under control. You always need to show activity. Like they want us to be constantly stressed. Sadly, these days, productivity is all about perception rather than actual results. How low this place has fallen.