#management

The response by these dipsh-ts is comedy. Almost seems like they are trying to cover up another massive mistake they made with this Shai-Hulud response. Too bad none of the incompetent workers will be laid off, only those with a brain and those that speak the truth will be laid off.

Ship to home cheating numbers by purposely sending out incorrect merchandise by “subbing.” This not only feels morally wrong to do, but also illegal somehow..? Are any other stores experiencing this? Managers tell us to “sub” out merchandise if we don’t have the right one in store, i.e. send a medium instead of small, but some even more extreme.

Today was the chopping day at NGS. Many managers. Directors. And lower level people riffed in preparation for JG bid. They cut to the bone marrow on this one. All their experience. Knowledge base and loyalty they got rid of. I hope they don’t get it.

one thing i used to enjoy in corporate sales was the little game of keeping managers away from customers.

it was never about being mean, it was about survival. a manager in a meeting could turn a smooth sales call into chaos. they would talk too much, go off topic, or stumble on details that mattered to the client. i knew that keeping them out of the room protected the deal, and honestly, it protected me too.

every month during one-on-one check-ins, the question would come up: why am i not joining your customer appointments? i would put on a serious look, pull up my calendar like i was searching, and act thoughtful. after a pause, i’d say something like, i might have something next week where your help could be useful.

of course, i never followed up. no invites ever went out. by the time the next month rolled around, the same conversation would repeat, and the cycle kept going.

that small trick kept my meetings cleaner, my customers happier, and my sales life a whole lot easier.

We have a few coasters in our team working on same item since idk, 5 sprints

And they have 0 knowledge of what they are building, cannot even write or understand a simple join query

Guess what, they get to demo all my work.

Why do managers encourage such behavior???

So instead of promoting their people internally who have been here for years, they hire people externally who have no knowledge of our systems and contribute barely anything?? And I think we all know they aren’t being hired based on any type of qualifications. If everyone on the team looks the same, makes you think. And I mean everyone. Starting to believe interviewing and hiring here is totally rigged. What are the qualifications to work here anyway?

Ever thought thru an issue, come up with a tangible improvement and presented to your supervisor only to have them dismiss it or say it won’t work?
Then, surprise! Months later the same suggestion comes full circle, now for implementation, from that same boss as THEIR idea. They take the credit and collect the accolades (and financial bump).
I had this happen with 2 Brit bosses in London. Really, almost verbatim of my plans.
How do you guard against this? Talk about demoralizing when you’re trying to be proactive and your ideas are usurped by your superiors.
Sound familiar? How do you derail this behavior?

Get rid of the entire SBG and its management chain. We have people like SS posting on LinkedIn about using AI for Security. stupid org filled with stupid people. The security is bottom tier with bottom tier folks

Based on the last round of layoffs, it seems they want to be a company of directors and managers only with minimal individual contributors. It’s like a manager has one report and reports to another manager who reports to a director… Individual Contributors move the needle and layers of managers slow progress. D-mb. Keep plugging fake numbers in your value delivery.

Our managers love to say that we’re all in this together while handing out more work to already heavily overworked people. It’s like that old joke about the beatings continuing until morale improves. At some point you just have to laugh or you’ll end up losing it.

Chairman Paul Bulcke will step down early and hand over to former Inditex chief Pablo Isla on October 1, accelerating a changing of the guard at the Swiss food giant after an unprecedented period of managerial turmoil.

https://www.reuters.com/business/nestle-ushers-new-leadership-era-chairman-exits-early-2025-09-16/

It has long been known that management wants to trim staff to boost their 2025 bonuses. Expect layoffs in October so they can enjoy their well earned bonuses

Hearing it is 10-15% total in line with other E and P company layoffs.

I have been reading all of the posts and can't believe how much everyone sees what is going on in the same way. After reading your posts and including my experiences, here is my report card for US Foods.

HR- The CHRO gets an F for making his team be unethical. I have gotten to know most of his team members through the years and I give them a B+.

Security- How could you select this man to be a security VP. He confessed to being inappropriate and lying. And he betrayed his company or agency or what ever and confessed to telling the media info he wasn't suppose to. And we hired him? Big F

Ops- Some are unethical but some are too flirty. But most are good. C.

Legal- I only know this group and Food Safety is good and so are the contracts people. B. The ethic & compliance is really poor, always has been.

Safety- What safety? D

Sales- We need more tools and we have some lazy people here. C

Workplace Violence - D-

Communications: A

Facilities- Things work and they fix it when there is a maintenance problem in the office. I don't go in much but things are always good and kept working. A

Travel and Events- No clue

Marketing: You all got it right. D-

Finance and Procurement: B

IT: Nothing ever works for a long time and it sc--ws us in sales: D-

Business & Crisis Continuity- They are new but very good and they help us and our customers during crazy times. A

Chefs- A

Transportation- If these are our delivery drivers A

Payroll and Benefits: The benefits and out of pocket are too expensive but they do a god job on our pay. C

Executives: I don't fault Mr. Flitman for hiring his son. He is trying to be a good father and there are many relatives here. I have a problem with our CHRO after some of the things I read here and what he made his team do. Despicable. And now he is leading the most despicable man in the company instead of firing him. So I will take the A- I was going to give and make it a C-.

Two or three months ago, I was pulled into a conversation with my manager about my badge scans. A report had just come out and they were holding everyone accountable if their average weekly scans didn't meet a certain threshold.

I was put on a documented coaching. I didn't question it because I admittedly was not making up in office days if I took PTO on those days and my manager was very relaxed about not coming into the office when we were sick. It came back to bite me, and I didn't feel like he had my back, but whatever, it's just a warning, I moved on. It's important to note that I wasn't given any details, I was just told "you aren't meeting the expected minimum" and was told what the minimum was.

Two weeks ago, I was called into his office again. This time, I was told I still had not been adhering to the in office expectation, so I was placed on a written corrective action, and I was told I wouldn't get a raise or a bonus at performance review time because I'd be a 2. No details given, just that I was still under the minimum.

BUT, I had started meticulously tracking my in office days since my documented coaching to make sure I met the 3 day in office expectation. In fact, I worked 5 days in the office on the weeks I was able to, just to make sure I wasn't at risk. By my calculation, I was averaging 4.125 days in the office over the last 2 months.

I did not sign the written CA and emailed my manager with my proof, to which he sent me a screenshot of the "report". The report was not even close to matching my time in the office. There were some weeks it was showing 0 badge scans, others showed 2, and never over 3. What's frustrating is I sit 3 desks away from my manager's office, and he has commented on the fact that "I am always in the office" yet he did not question the accuracy of this report he was given.

I literally had to argue with my manager and his manager to get them to request a new report directly from HR. It took 2 weeks and I finally was called back into his office recently and the written corrective action was rescinded. My report was 100% accurate.

I have 5 other peers, some in my department, some in others, in similar situations, but they did not track their in office days like I did, so they have no "proof" to push back on the report that their leadership was given. Some were put on a coaching, some on a CA, and one was placed on a final, but is adamant that she was meeting the expectations since the last conversation she had with her direct leader.

This is a ticking time bo-b. If HCSC is putting people on corrective action because of inaccurate badge scan reports, then there's surely some legal recourse if it has material consequences (like not getting a raise or being limited to promotions for a year), or, god forbid someone was terminated because of this.

My point - if you have been pulled into a conversation about your badge scan report, regardless of if you are being put on a warning or a written, don't trust the data. Question it, push back, request a secondary review by HR. I really don't think leadership cares enough to validate these reports before escalating to some sort of corrective action, and, at least my leadership, didn't seem to think it was a big enough issue to look into it outside of my specific case, probably because I had the receipts to back up my claim.

Not sure if anything more can come of this from a legal standpoint, but please question the accuracy of these things. My guess is they are using this as a way to prune the workforce to either avoid or reduce a widespread layoff, but don't let them do it easily.

Does anyone who's in PDC feel like we just got messed over with yesterday's announcement? Looking at the pictures we become a parking lot? No trust in management. Do as I say, not as I do.

Management keeps hammering “do more with less” like it’s a pep talk, but all it does is make people tired, frustrated, and resentful. I’ve stopped pretending I can keep up with it and I feel bad for those who're still trying. It's not as if it'll do them any good in the long run or save them from layoffs.

We’ve got more tasks than people, and somehow the management expects miracles. Nobody complains out loud anymore because we all know full well it doesn’t matter. We just get our heads down, grind through it, and hope we don’t get fired in the meantime. It's depressing, to say the least.

Stress is everywhere, causing good people to leave in droves. The management is offering zero support through it all, and only makes things worse in the majority of cases. Some days it feels like just surviving the day is all you can do - and that's really not what a job should feel like.

Anyone else receive “Belk of Belk” for only 3 months while management still has the 30% discount? The only explanation I’ve heard is it’s a “new program” this year. So, let me get this straight. The associates work their @sses off for a year then only get the 30% discount for 3 months?! Make it make sense.

PIP here is more about intimidation or saving money than actually helping anyone improve. Most of the people put on one are not even low performers. I’ve seen good people stressed to the point of burnout just because management wants to assert control. It's all bullcr-p.

Used to be a great company, like a family - they took care of people. Now things turned south, they had three layoffs over last couple of years. The last cut was about six months ago and almost 200 people were got cut from FSOP. I would not trust the management any more, this is different times now and they tell you one thing just to turn around and do something completely different.

Hoping we have the same level of coordination this year. JSOC does a great job and the team travels to assist our staff in need.

Theres a hunt out for him, if anyone has seen him possibly at his sports franchise or any other place please let DXC know as his currently lost.

"I wrote The Dilbert Principle around the concept that in many cases the least competent, least smart people are promoted, simply because they’re the ones you don't want doing actual work. You want them ordering the doughnuts and yelling at people for not doing their assignments—you know, the easy work. Your heart surgeons and your computer programmers—your smart people—aren't in management. That principle was literally happening everywhere."

I have a colleague who is very happy at SAP right now.

He has a job he likes, and a good manager and team.

He does not care about the rest of the world at SAP.

He knows CK, but could not name any other board member.

He never listens to all-hands calls or reads management mails from above his boss. Never. His reasoning: if anything important comes up, his manager will inform him anyway.

He manages his team and PO so that he has all the freedoms he needs to be happy.

Boy do I envy this guy! But I will follow him regarding all-hands calls and ignoring the management cr*p. Time to build a form of resilience.

Did your managers already start assigning work from your laid off coworkers to you? Mine tried, but I said I was so swamped there was no way to fit it in. So, so incredibly busy. Which, honestly, isn’t even a lie. I plan on staying “too busy” for it, whatever the consequences.

Is it typically your direct supervisor, one level above them or two levels above them? How does it work?

I think the interviewer enjoyed throwing management some curveballs.

https://www.youtube.com/watch?v=qZSsfTnQPIE

The description says “Tri-state area” but at least some of these employees are out of Blue Bell, PA.

If you have any option to get out, do it. The stress and mismanagement here aren’t worth sticking around for.

I left a place where everything ran like clockwork and the perks were real for a 10 percent bump in pay. Now I have to deal with pure chaos and leadership that seems to have no clue what’s happening. Some days I feel like I’m just part of a sideshow and we’re all waiting for someone to figure out the plan. It’s exhausting and frustrating, and I miss having structure.

Every time a new manager shows up, they seem to invent a new layer of bureaucracy to prove they’re adding value. What it means in reality is endless forms, meetings, and progress reports that make the actual work harder to do. Simplicity is a foreign word to all of them.

I know our direct managers are not the ones making the decision on who's going to be laid off, but is there a chance they know already? My manager is a good guy, but he's been acting a bit weird lately, standoffish, and with this announcement, I'm now getting paranoid.

I used to feel like there was at least some sort of plan behind the chaos, but lately it’s obvious no one at the top knows what they’re doing. We're stuck with incompetent management and until that changes, things will only continue to get worse. I miss the old FIS.

As CCA (Complex Clinical Audit) is very young in its programs so let’s change up leadership by moving around Directors that have never worked in other line of business…this makes zero sense. JS the Staff VP this is her grand idea. Let’s cause more division and turnover. It’s going to take 6 months to year to train these Directors in their new positions and who’s going to have to do it…the teams the managers and staff who are currently drowning!! Don’t ever work in CCA. It’s horrible everyday and the blame rests on the managers to fix the survey results!

Are you still required to coach employees on the presence report by HR? Or things have slowly fallen off the radar?

So many posts about managers stealing credit.

But what no one talks about these days is why managers are ONLY giving opportunities to individuals who are in the same region as themselves to show off while pushing high performing associates into oblivion??

Is this some some toxic tactic to frustrate associates into quitting?

You are a top performer who genuinely cares about your job and your customers. You strive to improve yourself each year, yet you can still be let go without any warning!

I’m relieved that I haven’t invested more years in this place; it feels like a blessing. I realize now that I was foolish to dedicate so much of my time and weekends to work. It still hurt but I would never go back to this environment. One of the worst place I have worked at. Management is a total joke. Only my coworkers were wonderful. Always have a backup plan and upskill if you are still there. I'm glad I have not wasted 10 years at this place….

LE quote from the results call today

“ Well, I think we have substantial advantages because we are an infrastructure company and we are an application company. There are 2 things that happen. As an application company, we needed -- we knew we had to start generating our applications. We just couldn't do it with armies of people anymore. We still need people, don't get me wrong. But the number of people we need is substantially less. And we can build/generate much better applications than we can hand build. And we've been working on these AI application generators for some time, and we're actually using them.”

Might explain the rif. But has anyone seen these magical application generators that will replace the Fusion devs at scale and with security and zero bugs while not breaking anything on a deploy?

Anyone want to comment how we won’t miss the dearly departed staff?

Long story short, there is going to be significant changes, at least the mail suggested that, anyone's got any clue??

Does anyone have any info on all the field upper management being at Houston this week?