#morale

Do you think they can ever bring back to me once great family sport of State Farm?

I am really going to miss those town halls with Charlie ‘Sharp as a Marble’. He was so inspirational when he took the canned questions from the Indians in the audience and answered them with utmost poise and professionalism. He and his big boys club will surely get a big bonus this year because of all the people they let down. Way to go Charlie, give yourself a pat on the back.

How can a company genuinely expect employees to be happy, productive, or incintivised to do a good job when nobody feels safe from having their job taken away at a moments notice? Or when promotions are MIA and raises are comical?

Regarding the current leadership structure and task delegation within CRT.

At present, many (though not all) Team Leads appear to spend the majority of their time performing minimal administrative tasks, such as returning scorecards, while routinely delegating their more complex and time-consuming responsibilities to senior reviewers. These senior reviewers are expected to take on duties that align more closely with Team Lead responsibilities, yet they receive no increase in compensation, for this additional workload.

This practice has created an imbalance where experienced reviewers are effectively performing leadership-level tasks while being paid significantly less. It has also contributed to frustration and decreased morale among those who are consistently relied upon to carry the workload without support or acknowledgment.

Additionally, CRT appears to be significantly overstaffed with both Team Leads and reviewers. As a result, meaningful work has diminished, and employees are increasingly being assigned tasks that offer little value to production goals. This inefficiency not only wastes company resources but also undermines productivity and engagement.

These issues suggest a need to reevaluate staffing levels, role expectations, and compensation alignment within CRT. Addressing these concerns would help restore fairness, accountability, and operational effectiveness.

The company seems willing to bring back older employees, but only at a pay cut. A former coworker applied and was basically offered his old role from about a year ago (he was laid off), just with much lower pay. Unfortunately, he’s thinking about taking it since his current job is even worse and pays less. It’s hard not to feel humiliated by how this all plays out, and it makes me hate this place even more.

If ever. I’m not looking forward to my severely crippled team scrambling to cover the roles that are now gone, along with all the overtime and stress that will come with it. Our manager is likely to put even less effort into organizing the workload in a way that actually considers our limited time, how our skills are distributed, and the real weight of the tasks.

My hopes and dreams of waking up to the news that GM has been fired are dwindling.

I’m starting to realize that GM most likely made a deal with Elliott Management to be a “bendover, yes sir can I have another, puppet stringed sellout”. If this is the most likely scenario then we are in for long, long dismal time at MDT.

Everything at my location has slowed down so much that tasks which took an hour now take two. To make it worse, the new hires we're getting don't seem to want to learn how things are done. I'm not trying to blame anyone, but I'm curious if this is a general problem across the company or if my store was just unlucky. Is this what it's like everywhere?

I'm part of this middle-aged surplus they've created. I'm too young to retire and too old to feel like I can start over. The future I planned for my family (the security, the college funds, the stability) is gone. I feel like I've completely failed them. I'm honestly feeling like I'm at my lowest right now.

They can only close so many stores before there’s nothing left to cut. At the pace they’re going, having ten stores left in five years would feel like a miracle. This really looks like a slow death by a thousand cuts for Macy’s.

You’re not going insane — you just spent years in a system that promotes the ones who break people, not the ones who build teams. Time to rate the “survivors.”

Toxic Manager Rating Scale — pick all that apply:

1. Credit Thief – Devoured your work, slapped their name on it, and got praised for “thought leadership.”
2. Ghost Boss – Vanished when real leadership was needed, magically appeared when there was credit to grab or heads to roll.
3. Micromanager Supreme – Controlled every detail of your day, yet somehow had no clue what your job actually was.
4. Backstabber Pro – “You’re doing great” to your face, “they’re not a team player” the second you leave the call.
5. Blame Shifter – Their mistake, your “development opportunity.” Somehow you were always the common denominator.
6. Teflon Titan – Nothing ever sticks. Reorg after reorg, layoff after layoff, and they’re still there, failing upward.
7. Mood Roulette – You never knew if you were getting fake-friendly or full meltdown. Outlook calendar by day, unstable by nature.
8. Gaslighter-in-Chief – Made you question your memory, your performance, and eventually your sanity.
9. Loyalty Leech – Demanded 110% loyalty and availability, but ghosted you the second you needed support.
10. Corporate Chameleon – Perfectly adapted to a toxic culture. Thrives in politics, allergic to accountability or empathy.

Add up your score and drop it below.
The higher the number, the more you earned your severance, your sanity, and your exit.

I’ve been here for six years, moved laterally once, and my impression is that there are not many opportunities left to move upward. Even the people who try hard to stay visible with upper management do not seem to be getting anywhere. Why is this happening? You would think a company would want at least some percentage of skilled employees to progress, if only to keep them motivated and to ensure strong voices at the top. I know I may sound naive, but rationally this should be one of any company’s priorities.

Not sure how anyone else's location is, but South Jersey is ridiculous.. Considering people are packing up for our location renovations, aimlessly walking around because everyone's work is DONE.. instead of saying "Hey everyone, you can all leave an hour hourly, even 30 min to get home etc.. But nooooo let's have you all sit here, doing nothing while you just keep getting aggravated because hey HR has been gone but we need you ALL to stay and collaborate... SMDH

I really thought that I would have gotten the ax by now, but nope, I'm still here. Guess I have to up my game in 2026 and do even less if that's possible.

I'm getting so tired of this. People are on edge because nobody knows what’s coming next, and that uncertainty is starting to show everywhere. Teams feel disconnected, communication keeps breaking down, and everyone’s spending more time speculating than actually getting work done. Is this our new normal?

About 49% of HR leaders reporting significant drops in employee morale after serial layoffs, while 47% said they saw a drop in connectivity. About 41% said they saw an increase in resignations.

https://www.msn.com/en-us/money/careersandeducation/serial-layoffs-are-becoming-the-norm-heading-into-2026/ar-AA1TkeXB

It almost feels intentional, as if my team is being set up to fail. It seems more like attrition by design than anything else. People are so demoralized that no one has the energy to push back. Being laid off with severance is beginning to feel like a win, given Nike's trajectory and compared to being worn down by tactics meant to make you quit or give a reason to fire you.

Anyone look at their upcoming paystub yet? The way they calculated their fuzzy math on 27 pay periods is they reduced the wage Rate. Is this legal? It’s like we all got a demotion. Unless you survive to 2027 to get the catch up payment. I’ve never seen a company handle things like this before. Usually, they catch you up in the same year and do it in a month that has five Fridays. I’m sorry there is zero way you could make it make sense except that this is a way to leverage our money for their pockets. Completely demotivated to ever go that extra mile again at this company,

How’s it feel seeing in print our median employee pay went up 1% while Geoff jumped 16% and is the highest paid ceo in med tech?

Over a quarter if a million of personal use of the corporate jet while we get turned down for legitimate business travel between facilities.

Not to mention seeing greg smith get almost $9m to leave ops in total shambles…..

Happy new year, I guess, to us.

Everyone’s miserable at Dell. They come here looking for meaning, but all they find is confirmation of how trapped they are.

Is anybody else so fu--ing tired of having this as an expectation? Every time we ask for resources or support, it’s like talking to a wall. They just pile on more work and expect miracles without giving a damn about the people actually doing it.

Many who were competent and delivering got shown the door while useless people who do nothing survived and failed up. Majority of Directors/VPs don't know the ABCs of engineering of managing people - they are just good su-k ups, liars and back stabbers. Bad behavior and failure gets you promoted - IDK. Note I did not say everyone, there are brilliant, kind, great leaders who are worth every dollar they get paid, but they are the few angels around.

An on point post by @f8+1kc1fdxvs.

Wells Fargo Technology was once a good place to work, but recent leadership changes have brought a cultural shift that has significantly altered the environment. The new mindset, especially the pressure placed on managers to deliver “inconsistently meets” ratings, has made the organization far less attractive to current and prospective employees.

I dont know where Dell is trying to go or what their "plan" is but, I feel like at this point people are just doing the best/minimum they can simply to keep their job - considering the consistent, constant, and year round layoffs they've had for the last 5 years.

There literally is no incentive to do more than the minimum anymore and to literally do what is expected of you, and no more than that. Insperity points are fine but like, I think people would far prefer actual MONEY than points you still get taxed on... and yes, you DO get taxed on those points. Go look at your paycheck stub things on Fidelity or whatever the site is and you'll see. Last year (2025) we couldn't even give out points for half the year because of the minimal budget lol.

Promotions seem to be a thing of the past at Dell so, why do extra work or try being a "star" when there is nothing in it for you at this point? If not for my insanely good raises the last 6 years, and constant promises of promotion, I'd have been long gone by now. My first year at Dell (2020) I got a 9.7% raise which was insane. Then last year I got a 12% raise which was mind boggling lol. The other raises were between 4-6% so pretty normal I suppose. That's all great but I want my promotion that I'm owed now.

Then, since they flattened the mid level management and basically put everybody under a director, which ours wants nothing to do with my little team and has NO idea what we do, chances for promotion are slim to none along with solid raises.

Then with the RTO bs, I'm now also driving 64 miles round trip every day + spending $30/week on tolls alone, and another $40/week on a tank of gas, only to go into an office in which nobody on my team works at/goes to. An unnecessary $70-80 a week and wear and tare on my car. I wouldn't mind if at least SOME of my team was there but I just go sit in a comfy booth for an hour, then go home. IF I even go into the building, anyways lol...

You know what makes employees work harder and better? INCENTIVES! aka promotions, better raises, more money. Let's be honest, nobody works for Dell because they love the company. People work there for a paycheck and that is IT. I personally do love my job but I'm at the point where I am looking to get out since I'm not seeing growth opportunities anytime soon.

Let's hope the next one brings some positive changes, even if it means finding a new job somewhere else. Actually, now that I think about it, that's the only thing that will bring positive changes. So good luck in finding something new, everybody!

I’m not going to say I can be bought by a Harry and David gift box, but it’s awfully nice to be remembered by my employer with a gift box at the holidays. And it’s a lot more thoughtful than what fiserv gave me this year, ie nothing.

I've been an employee for a very long time, and when I first started, this was literally the best place I had ever worked in ALL of my endeavors. Even throughout covid they took care of us and our customers - It was brutal, but tolerable.

Now, they've demoted some of their best performers, only to replace them with off-shore id--ts that have not one clue what they are doing. They tell the customers the wrong thing, or they tell them they ordered a replacement or issued a discount, but they did not - leaving MC to clean up all of their messes. MC has been a catch all for the last 6 months. We are large parcel, we are managers (without the title), we are frontline, finance; but yet we don't have the tools to take care of the customer. For a company that wants us to practice the CARES transcript to better assist our customers; I'm not sure they know what that word means. I give everything I got with our customers; to make sure they have a good experience or to better the issues they had, but when tools are constantly taken away from us to deliver that customer experience - That shows that this company does not care - About our customers or us. And before those of you get on here and say. "if you don't like it, find something else." - you think it's that easy? You're still here aren't you? And you can't be having a good time unless you're getting paid an above normal salary or in upper management, where you're making up these ridiculous margins, that are somewhat impossible to achieve or maintain. I'm old school when it comes to customer service and again, I put my all into it - that's what the retail business is about... Retaining customers and building relationships with them. Wayfair, you're losing more customers than your gaining and retaining. That's not on your employees, that's on you and upper management who quite frankly doesn't know how to manage squat. I'd get your act together or there won't be a Wayfair. It might hang by a thread for a while; but the more offshore takes control, the thinner that thread becomes.

How are we still hiring people? What are they telling candidates to make the job sound good, now that the word has gotten out about all the cr-p we go through on a daily basis? I can't see why anyone would accept an offer here right now.

2025 was meant to be my exit year from Wells Fargo. I applied, interviewed, networked, and pushed as hard as I could. Now 2026 is basically here and nothing changed. To say it’s demoralizing would be an understatement.

Almost all the strong performers are gone, and the useless su-k-ups are still here. Our old manager still reigns supreme and remains the worst I’ve ever had the misfortune to work under. They couldn’t have messed this up more if they had tried.

After so many rounds of cuts, good people leaving on their own, and a hiring freeze for ages, who is even left to lay off? The teams are already skeletal, and morale is nonexistent, to put it mildly. The next logical step shouldn't be just more layoffs, but questioning if the company can even function with the people who remain.

With nonstop stress from layoffs and constant overwork, I’ve been making more mistakes than I ever used to. I know I’m not alone in this. So far, my mistakes have been minor, but it’s hard not to wonder what happens when enough of us start slipping on things that should be straightforward. At what point do small errors turn into major ones?

It has been over six months since I left Honeywell. And in that time that time looking back retrospectively, failed managers at Honeywell are constantly trying to keep their talent cheap and over worked.
Seeing people leave for more money was always a sign of hope that people are capable of more. Often managers are forced to offer, less than ideal candidates for rather serious roles. Seeing work flows occurred by people doing the minimum, or even just resume building for the presumed manager role in the future was scary.
If, and that is a big if, you find another role. Jump. It will be only be the best decision of your life. At least for me it was a less of a gamble, but rather, a healthy environment where you are treated like an adult and have actual opportunities to learn, grow and yes advance.

Corporations Viewpoint -

Of any employee.

The Bottom Line.

Remember this, always.

Employees are considered an (Expendable) line item due to Cost of Salary, and Benefits.

Corporations Viewpoint -

Of any employee.

The Bottom Line.

Remember this, always.

Employees are considered an (Expendable) line item due to Cost of Salary, and Benefits.

I don't understand what anyone will achieve by reducing work from anywhere days from 10 to 8. Like wtf company will benefit from extra 2 days a year in office work. Like it's not even vacation just wfa.

It's just feels like RV personal hate for all BNY employees showing up. It's bitter and vindictive and servers no real purpose. What even is the point of this.

What a nonsense.

I can vaguely remember when we used to work toward something, had real team cohesion, and felt a sense of accomplishment after solving complex problems or delivering exceptional results. These days, it feels like we’re just getting ground down, and everyone around me seems completely and utterly demoralized. It’s as if our misery is the point. Creating an environment where people perform well and don’t hate their jobs clearly isn’t a priority anymore.

Can’t wait to be worked to the bone some more, especially since my team is barely holding together under an incompetent manager and roles that were cut and never backfilled. More overtime, exhaustion, and stress, only to be rewarded by getting laid off yourself. And yet, here I am still hoping to hold on to this job.

I am curious how many others at Dell are experiencing a growing sense of disconnection from leadership, from managers, and from the company as a whole.

In many areas, there appears to be little meaningful work, limited direction, and minimal communication. One on ones have largely disappeared. Staff calls and meetings often feel performative rather than purposeful, and there is a pervasive sense of waiting, collecting a paycheck while quietly wondering whether our roles will still exist tomorrow.

The result is an environment that feels increasingly unhealthy. On site, people are physically present but disengaged, mentally and emotionally checked out. Culture feels absent, replaced by silence, uncertainty, and fatigue. The lack of transparency and human connection has a real impact not only on morale and productivity, but also on overall well being.

The world of work has changed dramatically, and many employees are adapting in real time. It feels, however, as though that reality is not being meaningfully acknowledged or addressed. I am interested to know whether others are experiencing the same disconnect, uncertainty, and erosion of culture, or if this is isolated to certain teams and organizations.