#culture

Who is next to get ousted?

It’s crazy how Dan Schulman fits every stereotype of his culture. It su-ks that the chosen people have chosen to sc--w over families for short term stockholder satisfaction and personal gains. The tiny hats strike again!

Predict what happens when the most over promoted players face a new reality that requires accountability for its success?

Will being EA for BL be redeeming or excluding? We need to move forward!

I come into work every day wondering if something is about to change and nobody says a word. The lack of communication about job security is becoming exhausting.

The head of the Writers Guild of America East union blasted Paramount-owned CBS News for recent “cruel and needless layoffs,” its firing of “60 Minutes” correspondent Scott Pelley and the shutdown of CBS News Radio.

https://variety.com/2026/tv/news/wga-slams-scott-pelley-firing-cbs-news-cruel-needless-layoffs-1236766676/

What the he-l is wrong with you kiss-a-s corporate boot-lickers?

Beth doesn't support families, women, disabled people, and those with extenuating circumstances with the RTO requirements that make FTO impossible. And to add insult to injury, the recent layoffs despite record stock prices and revenue...

Have some god-damn self respect for yourselves.

So few doing something about it. Start looking. Move on. You'll be so much happier.

The people who get the most done always seem to end up with even more work. It's gone from recognition to punishment at this point.

Uber is cutting 23% of jobs in its People and Places division, which covers human resources, recruitment, workplace facilities, and culture, according to Bloomberg.

A company spokesperson confirmed the affected headcount falls well below 1% of Uber's global workforce of 34,000, though the company declined to provide a specific figure. Senior-level positions account for a large share of the roles being eliminated.

https://qz.com/uber-layoffs-hr-people-division-restructuring-060326

I have worked here for over two decades and this is one of the more frustrating periods I have seen. The actual workload is manageable, but the constant politics between departments and leadership make the day feel heavier than it needs to be. We're spending more time avoiding conflict than solving problems. Most of the conversations are tense and few are comfortable speaking openly anymore. A few coworkers who used to be very engaged now barely participate unless they have to. It's exhausting, and for all the wrong reasons.

They expect you to eat, sleep, and breathe work. If you're willing to give up your evenings, your weekends, and any semblance of a personal life, you'll probably do fine. If you want to see your family or have hobbies, good luck. Is this a Cisco-wide issue? I was thinking of applying internally, but I don't want to end up in a same environment.

Except when it comes to bonuses, which mostly go to those on top. And layoffs, which mostly affected those of us not on top. And raises. And so on. But we're all in this together! /s

What a load of sh!t this all is. You don’t care about any of us. If you did you would have respected our survey feedback last year. People want flexibility, none of the other BS does anything for anyone.

How can you mess up a company so badly and never answer for any of it? Are we in a TV show and they have plot armor? What is it that's keeping them untouchable despite so many failures?

Big changes in merrill banking. Word on the street is no more banking quotas monthly for 2026. The new scorecard is radically different suggesting concern over the pressure to open more and more and more accounts. Now the bankers are judged solely on risk and accuracy.
Looks like some freedom fighter took the charge to the Bull, and a RIGHT hook from the disgruntled base connected

Besides broken systems, unqualified leadership and performative culture?

Finance SD is openly vying for a SVP job two levels above his. he frequently mentions it in team meetings and its all over LinkedIn. he uses my annual performance meetings to talk about his desire for a promotion. SVP and AVP show favoritism to him. he acts inappropriately around employees and encourages us all to slack off. he constantly pressures people with opposing opinions in an abusive way and lies to protect himself. toxicity at its finest.

Q&A at Global Town Hall, Geoffisms

• We’re closing sites where people don’t want to live or travel to.
• We don’t have a retention issue.

He needs to make a career change to doing comedy.

So glad Aetna is doing so well...how about sharing that financial success with the rest of us for once!

What’s up with these events today like they have been a long time tradition? What’s the point of hyping these irrelevant events? What the he-l is a swoosh cup? Is there anything more irrelevant than a Nike Mile? Perhaps they trying to cover up the fact how fun JDI days used to be?

Are people actually going to JDI day or do some people use it as a day off? I really don’t have that much interest in going, and I think my team is kinda doing whatever. Wondering if it’s abnormal to not partake or how people approach JDI day especially considering where the company is at. I’d rather have saved the money of JDI day and split the cost up as a bonus between everyone lol

Does anyone know why all of a sudden there is a huge divide between Gainwell and HMS? The messaging at first it was we are one company. These past couple of months it’s been shown we are NOT one and was verbally told to separate from them. You see it in their actions. W are treated like the red headed stepchild! We bring in so much money but we’re treated like we don’t even exist. They never wanted us and that’s okay. Does anyone know if we will be sold soon or the sudden direct change of heart? Is it time to move on?

I work in the quad, and it seems like everyone is extremely unhappy. Empty eyes as people walk through the skyways. Blank expressions as we struggle to keep our heads above water while doing "more with less."

Everyone is overworked, underappreciated, frustrated to be sitting in a cubicle on Teams meetings because we've offshored so much of our workforce, bitter that raises and promotions are a thing of the past, stressed out because our leaders change direction every few months and want everything immediately but don't give us the time, tools, or people to do it correctly.

I've had friends get laid off who then tell me they're just glad it's finally over, like ripping off a band-aid (or its inferior counterpart, the Nexcare brand adhesive bandage strip).

How long until Bill succeeds in running this place into the ground?

Bravo Waters. Bravo. Impressive.

When did CVS start using HireVue for prescreening?
For anyone lucky enough not to know, it’s where you record yourself answering interview questions while an AI quietly judges you. Essentially a corporate Tinder.
This is a director level posting, not a role getting hundreds of entry-level applicants. I’ve been here over 20 years, and I only apply to things I actually care about—not panic-clicking “apply” at midnight. My skills were a great match for the role. I’m also not eager to risk awkwardness with my current manager just to get rejected because I didn’t maintain “optimal eye contact with my webcam.” Its a lateral move so I really need a two-way conversation with HR first to assess compatibility.
I was told it’s mandatory, so I withdrew.
Am I overreacting? Is this just the times? I get it AI is everything now but I feel certain circumstances should not be using this route to weed out candidates. Id love to hear from those who think this is a great idea because I must be missing something and some day I may very well HAVE to use it..

DXC is too morally bankrupt to actually do a layoff where they would have to pay severance packages. Instead HR goes around trying to find low performers on the sales team ( which is basically the whole company) and they put them on PIPs. Even if you make the PIP. They then put you on a new one. Constantly moving the goal post. They also lie on the documentation. These people are bottom of the barrel sc-mbags

Why does management say presence reports aren’t really scrutinized anymore? Bull, if anything they are used even more.
Why do you claim we have flexibility? Bull, we need approval in advance for Caregiver & WFH if we’re sick- that’s babysitting, not flexibility.
We care about employee well-being? Bull, why do you go into hiding every month to create next surplus list. Just cut what you need and let the rest of us exhale.

So now, instead of mid years, we can all expect two required check-in meetings both to occur in june and july.

No feedback is solicited from the employee for this, and your manager can only rate you as 'meets' or 'does not meet.' There will be a dashboard about how you are trending based on no metrics available for the general population to see.

In the stacked ranking world that we all still live in they have removed exceeds and consistently exceeds because those don't exist anymore. As for consistently does not meet, you're just sh--e out of luck and fired. Instead you either fail, or you're acceptable.

No path to improvement, no mention of coaching or development. Just a very easy way to get rid of people not liked. It does not help. The article is written like sh--e and probably using m dash prompts because its incoherent, just like me. Fu-k you, WF.

Bilton&Weiss have just sealed their fate ! They have indeed dismantled an American Insitution. Ratings will drop further. Ad dollars even more. Look what happened when clowns like these came in over the past few years at NBC, CNN, and ABC. Their take a bat to the system failed and now CBS is under the same repeat errors. Good riddence to Weiss&Bilton.

Signed,

Good Night & Good Luck.
The Ghost of ERM.

This place hates you. Why would you break your own back for them? You're certainly not the one benefiting from your extra work.

Anybody else about to say fu-k it all and quit without a backup plan because their manager is nothing but a bully who has to compensate for his own many insecurities by putting his subordinates down every chance he gets? Welcome to the new Oracle, I guess.

First, I wasn't surprised by my LR nor am I bitter. We all know Cisco is a cost-manager first and foremost, and there is still so much that can (and will) be cut from Cisco (and every other large tech co).

I actually applied to some internal roles, mostly for yucks. One HR screen for an SRE position but it was clear they really just wanted someone cheap and low-skill. Hard to get excited about anything internal when you know how Cisco is run.

Otherwise it is quite brutal out there. The traditional job search (resume, apply, interview, offer) is completely over-saturated and time-consuming. I don't think Cisco on my resume is seen as good or bad...it is a name people have heard of but doesn't impress like a FAANG. So you can't expect to get a pass based on your experience.

Interview prep and tech screens are much more absurdly difficult than anytime I can remember. I feel like I am cramming for the SAT. Problem is, every day I spend prepping is another day lost to other things I could be doing. The opportunity cost feels high.

On top of all of this, I have noticed an undeniable trend - declining published salaries ranges.

Companies know this is a buyer's market and are flipping the table on candidates.

I feel really bad for candidates who need $$$ to pay bills ASAP. I wonder how many will just drop out of tech.

As for me, I am going to be an entrepreneur out of necessity. I feel like I am in a su---r's game and I am just wasting week after week chasing what shouldn't be an impossible dream - a moderately decent job in my field - but it is what it is.

The executives at this company are almost cartoonishly evil. I've never seen more people who are deluded into believing they are kind. Yes, I know and I've heard that leadership everywhere are snakes (that's how they end up where they are), but to see it up close is hard to digest.

Stank tried to spin the metric that 79% of the employees that did respond felt committed and engaged and used that number as support for his policies. He did not share the next metric that if only 79% of those who responded felt engaged/committed, then it is a easy assumption to make that really only about 60% of the total work force felt committed and engaged.
Remember, the C-Suite will ignore the responses that do not support their ideology and strategy, and outright lie about what the employees really feel is important.
499/600 and 875/900 are the real survey numbers.

Silence

PHK or ITC, the same culture. We'll see where this takes the company.

is there anything they're actually capable of?

They can replace every single person in leadership, but there's no way anyone competent or with an actual vision is ever walking through that door. The culture is too far gone. There's no coming back from this.

Biggest bully manager at DSG?!!!
...and gets away with it...bc we all know the rules do not apply to everyone here like they want folks to think.