#poorleadership

How long will the BoD hide, and ignore the fact that Ole Danny Boy and his id--t CFO sidekick are running this company to the ground? We obviously overpaid for spectrum, the stock is tanking, $700M loss being booked in Q2, non-existent CEO who only comes around to cough, drink coffee, and get millions in pay. He’s totaly absent and Alphonso is the one in charge, and he doesn’t know if he’s a badger, a kangaroo, or a lion. The BoD should be charged with negligence!!!

I need you guys to set me straight or confirm what I'm seeing. Is audit currently a hellscape of poor management, training, consistency, and direction? I came from another bank knowing the red flags were visible but I literally cannot figure out what's going on from day to day, audit to audit. No one seems to know what's going on. People are generally nice and super smart but I feel like I'm in the twilight zone from audit to audit. I feel like I'm in the middle of the desert by myself most times. Am I just being overly critical here?

Dont work here, CISO is a complete a-s hat and has no idea how to do his job. Hopefully new CTO will can his a-s. These folks do not want to do anything right and regularly fire their best employees. You are always on the chopping block here.

This organization is riddled with ineffective leadership that is running this place into the ground. It's time to hold people accountable and shine a light on the decisions that have caused so much damage.

I'll start: Rich Tompkins. In my view, he has single-handedly cost this organization billions through poor decisions and failed leadership. He should be removed from his position, and serious questions should be asked about whoever brought him out of retirement and put him back in a position of influence.

Who's next?

That part about David Bowie and life not being fair. Tone deaf.

I'm sorry but how can a company brag on how profitable they are and do nothing for their employees but give them headaches with constant restructures and change indirection including incompetent management.
Tom Wilson touts inventors winning $5,000. What does that mean for the other employees? What a joke! This is not motivating. Been with the company over 15 years so sad to see the decline.

What I hate most about Bill Rogers retiring is he spent years running the company into the ground and due to HIS incompetence, caused mass layoffs of competent teammates, creating a cut-throat environment of incompetent leaders, forcing everyone to return to office, while he rides off into the sunset with his millions in pension and retirement. I hope everyone who suffered under his leadership experience recompense, and everyone who prospered under his leadership begin to reap the very he-l that they sowed.

When a clown moves into a palace, he doesn’t become a king. The palace becomes a circus.

The stock price of this company only goes down and my shares built up over 5+ years are worth a small fraction of what they were. I’ve lost so much time, energy, and money with this broken company that makes moves at a snails pace. You could layoff 20% of this company and you wouldn’t even notice.

From Intel employees who believe that it’s helpful for just be purposely unclear, purposely unresponsive to their peers. Management should fire these fu----s

I've been around long enough to remember when this place was actually decent, when working hard got you somewhere and meant something. The money was never amazing, but you felt valued. Leadership wanted to keep good people. It's now just a sweatshop that feels like it's falling apart at the seams.

Appian has changed over all senior leadership in the past two years. Except for the founders, of course.

In that time Appian has lost 1/3 of its value, while industry peers like PEGA and even the broader enterprise software ETF stocks (IGV) have gained 12-14%.

There’s nobody left to blame but yourselves. You aren’t good at your jobs. You can’t hire well. You can’t run a company well. You’re in over your heads but are too arrogant to see it. You’ve done your best to force alignment under a single old strategy… silencing any challenge to the boss. It’s not working.

Cash out. Let new people run this institution. Or continue to flush value down the drain,

Executive incompetence (or incontinence) is truly the root cause of all of this.

Gross mismanagement of spiking costs for flash ki-led margins, awful roll out of UCPQ, project ocean was a disaster that is still the gift that keeps on giving having to pay a 3rd party to fix it.

Looks like the Ford family just handed out a few more years of free money, proving that "d-mb" is a relative term when you've got $19 billion to burn. Sure, he was an arrogant id--t who took a job he definitely didn't qualify for, but let's be real: that's on the genius who thought hiring him was a good idea. At this point, the only one actually leaving is the rest of us.

The CEO is a maniac and literally fires people without knowing what they do. It's an odd strategy for success.

DXC traded around $59 per share in 2017 and spiked to $96 per share in 2018. But since then, save for a surge during the 2021 tech bo-m, it has been a long, slow decline. On April 30, it closed at an all-time low of $11.32 per share -- that is since it went public as DXC in 2017.

On an average annualized basis, DXC stock has dropped 17.7% per year over the past nine years.

A healthy company hires when it needs to and keeps people when they're doing good work. A failing company cuts over and over, calls it restructuring, and pretends things are fine. We've been through how many rounds in the last few years? Certainly too many. That's not a sign of a strong organization.

Nike - A marketing company - I seriously doubt!
Think about well to do well taken care off employees, across different regions. They should have been the best brand ambassadors of brand. Each well taken employee can easily bring more revenue by sales as people around their community beleive in the brand. But heck no... These thought process can only come from born leaders and visionaries...

DW is laser focused on running the org to failure. So rather than fight him, let’s help him. Next time you see poor quality work or a way to help… don’t do it. Even though you may think you’re the better person… don’t do it. Nothing will change until a true failure. So while contrary, push the activity along to failure. There is no longer honor in preserving this legacy… if DW doesn’t see the risk of becoming a takeover when everything fails (see Macondo) then it’s not our job to convince him.
And if you think that you are saving your pension or any other financial security, don’t worry, there are already plans to ki-l those. At this point, we have nothing to lose.

Here is what I don’t understand. All reps and managers come on here to complain knowing that with this regime nothing is going to change. Look at the East same d-mb VP and same d-mb senior directors. They are a click. They hire people that will not rat them out or people that will not question their poor leadership. None of them have 1 leadership bone in their bodies. Ask any of them about their plan to lead their teams. It’s all calls and pips and write ups. The funny part is she said on the all managers call you need to inspire your reps. Bit.. you can’t inspire your yourself. If there is any real leadership they would all be gone now. I’ll keep this job till I find something else or better yet I hope I get riffed.

No emails, no notable departures, and now most thinking about it into next week. Poorly executed already. At least last year was done the next day. Typical step backwards.

Anyone else dealing with a manager who treats information like it’s classified? Getting even the simplest thing feels like pulling teeth. At this point, I’m losing more time chasing answers than actually doing the work.

It’s hard not to notice the growing stagnation within 3M’s PSD division. For a company long known for innovation, the lack of meaningful new products coming out of this group is concerning. The pipeline feels dry, and the urgency that once defined 3M’s culture of invention seems to be missing. Just chasing lost business now.
Equally troubling is the apparent gap in leadership. Strong leadership should inspire direction, accountability and momentum and there’s a sense of drift. Without clear vision or decisive action, teams are left without the guidance needed to push boundaries or bring new ideas to life.
Employees feel it. When innovation slows and leadership doesn’t step up, morale takes a hit. Talented people want to build, create, and solve problems and not sit in a holding pattern.
3M has the legacy, talent, and resources to do better. But without renewed focus on innovation and stronger leadership within PSD, it risks falling behind where it once led.In addition commercial effectiveness is a total joke.
#3M #Layoffs #Innovation #Leadership #WorkplaceReality

The best people being kicked out again? When I was let go last year, what was left of our team was a joke. Just a few a-s-kissers. I wonder how that worked out for them. I hope things are better and at least they're getting rid of actual low performers this time, but I doubt it.

We get deadlines dropped on us with no warning constantly. I'm so tired of scrambling because nobody plans ahead. This is no way to work. It's no wonder they have to do layoffs to hide the fact things are not going as well as they'd like everybody to believe.

trying to sanity check something.

I’m an engineer at Five9 and honestly I can’t tell if my team is just dysfunctional or if this is how things are across engineering.

In my team:

Communication is basically nonexistent. Half the time you don’t even know why decisions were made.
Priorities make zero sense. Everything is urgent until it suddenly isn’t, then something else becomes urgent. Also, the roadmap is always changing.
Managers don’t really seem to understand the technical side, which makes things worse.
Code quality is rough. No consistency, no standards, a lot of stuff just feels hacked together.
Documentation is almost zero, so you’re constantly guessing or reverse engineering things.
Architecture feels like it just “happened” over time instead of being designed.

It makes it really hard to do good work or build anything properly.

Genuinely curious: is this just my team or is this the general state of engineering here?

Would appreciate honest answers from people in other teams/orgs.

Literally every downfall is directly connected to the CFO. Margins, inventory, discounting and horrible guidance.

How does this guy have a job?!

If layoffs were executed according to the following playbook Nike would almost certainly be better off.

Let go of employees at the Director level or above who:

1. Started at Nike post 2010
2. Have only worked for Nike
3. Were ‘promoted in place’ to receive their current title

While I’m sure there are a few good leaders that meet the above criteria, as a general rule this cadre of leaders are near useless in our current predicament.

Much like every stock investor is a genius in a bull market, leading when things are going well is easy. These folks have no experience managing through adversity - and it shows.

Nor do they have career experience outside of Nike to draw upon for other ideas. This means they will stick with the status quo: things that worked in the past at Nike that are no longer working now.

Lastly, because they received their titles without undergoing a competitive interviewing process, the scenario surrounding their original promotion bears little resemblance to the environment that they were re-orged into. Despite this, they retain the inflated title.

There must be a few hundred candidates that meet the above criteria, maybe more?

He's a bald meatball with no spaghetti, ziti, or cavatelli.

DXC promotes a poor performance culture.
If you do a great job there is no benefit to you. That then encourages the person to either leave or wind down their performance.
The poor performer only has to avoid a poor 3 rating. Just do enough... They will never leave.
You are left with a pool of poor performers..

Our new store manager has skipped the sale set for the last two weeks. The prices are just totally wrong throughout the whole building, and we are told to do overrides for the customers. Anyone else experiencing anything insane like that?

Heard they were busy moving the deck chairs around on the ship just as it sank into the ocean, does this sound familiar?

The current AI push from senior management and the directors will bring this company to its knees. These people are too old and out of touch to understand what this technology actually is. It can be utilized in productive ways by individuals that have experience using LLMS and have a solid grasp of what LLMS are and what they are not. You cannot vibe code our systems. You need to hire and train journeymen so when the seasoned experts retire you have competent people to take the reigns that actually comprehend what they're looking at. Script-kiddies used to be a bad thing, now we're building on the backs of something much worse. For any manager reading this, when has copilot ever told you an idea you have is bad? Or even offered a different suggestion? It hasn't, because these models are trained to retain users. And the best way it does that is through sycophantic praise. I thought we had intelligent people at least making decisions for us. After seeing that AI ignite training I now understand that we are in for a very tumultuous time ahead. For any coder on here, keep learning and cutting your teeth on the stack. You will be needed once our leaders destroy this company. And for the process and maintenance techs, don't let them make you feel inferior or easily replaceable. These systems are powerful but we need the creativity and problem solving of you to make this company succeed. My heart weeps for any young person getting into what used to be a very presitigious career path. Please do better for the sake of the families that GF keeps fed.

How do they keep getting away with things that would get anyone else in trouble?

… is what the chairman of the board likely said when it was assumed that Mark B. brought OpenText to the lowest depths possible. Jenkins is doing a great job of flirting with stock prices in the teens, which he will soon reach, and destroying what little morale was left.

I was let go today after receiving a great review and a hefty merit increase. I worked hard and produced great results. And as the case with many others before me and today, Mr. Jenkins and his ilk said sc--w you. Meanwhile, the two-legged snakes, family members and ever-shrinking legion of sycophants blissfully flop around in the increasingly pot of boiling water.

This ship has already hit the iceberg and is sinking at a faster rate than it was during the disastrous regime of Mark B.

The 3-book series on AI will not save this company, nor will the line-up of summits in Canada will not save this company. It is too late for that.

To all you good people still stuck on this garbage scow, find a life-raft now. Because if you thought marketing campaigns featuring scary muppets, goats and bland superheroes were bad, the upcoming Canada-is-a-trusted-player-in-AI campaign will “elevate” your opinion of those disasters.

$15! Different Nepo circles in leadership ruined the company

They eliminated my position and moved me into something completely different with zero training or support. No one ever explained what success looked like, no one checked in to see if I was managing. It feels less like a reassignment and more like they were setting me up to fail from day one. Six months later, I'm exhausted just trying to keep my head above water.

How can Steve B still be here when you look at the results (internal) and the stock price (external result) and the trend over last 4 years (consistently down so it is something systematic). I am genuinely asking as to how the dynamics and politics of being a CEO work. I don’t get it

This furniture is very cheaply made and will not last long