Nothing says corporate efficiency quite like scheduling another meeting to discuss how much time everyone is supposedly saving.

One employee has reached their breaking point after their company switched from Microsoft to Google and apparently decided that adopting new software wasn’t enough. Now, everyone must continually demonstrate just how much more efficient their work has become.

There are monthly Google and Gemini huddles, biweekly departmental meetings and weekly team discussions, all dedicated to identifying, demonstrating and documenting improvements.

At first, there were presumably some useful discoveries to share. But according to the employee, the enthusiasm has worn off considerably. The monthly huddles have largely become opportunities for frustrated workers to ask questions, while their own team has already exhausted the practical ways the new tools can improve their existing tasks.

Unfortunately, management still wants more.

Every week brings another request to find efficiencies, record efficiencies and somehow make already-efficient processes even more efficient.

And the employee is beginning to suspect that nobody in charge has noticed the rather obvious irony.

If I hear the word “efficiency” one more time…

Ever since my company switched over from Microsoft to Google they have been pushing us HARD on finding and documenting ways that Google and Gemini have been more “efficient” than Microsoft.

We have monthly Google/Gemini Huddles, which is essentially them bootlicking how good Google and Gemini are, some of the things we can do in them and answering FAQs.

(We’ve had so many of these they’ve basically just become Q&A and trying to quell the angry masses bc nobody is happy with Google and they’ve run out of talking points already).

Sounds…efficient.

On top of that we have biweekly meetings with our entire department to demo ways in which Google or Gemini has made a specific task more “efficient.”

AND we have weekly meetings with our team to discuss and document ways to be more “efficient” with these tools.

Every week I’m hearing and being told “efficiencies!” “add that to the efficiency log!” “use Gemini to make this task more efficient!” “find a way to make this more efficient!”

YOU CAN DO IT. EFFICIENCY!!!

It has already gotten to a point within my team where there is no more ways to be “efficient” with these tools.

We’ve exhausted every task we do with them but yet we were still being demanded to find ways to make it even more efficient.

At what f***ing point will they realize doing that is making it REDUNDANT and LESS EFFICIENT???

Facts.

I understand this is the bullsh*t of corporate America but holy f**k if I hear the word “efficient” one more time I’m gonna kms.

(disclaimer: mods I will not actually do this).

Also f**k AI, f** Gemini, f**k Google.

The employee’s frustration highlights a familiar corporate problem: a potentially useful initiative can become considerably less useful when documenting its success turns into an ongoing obligation.<

There’s nothing inherently wrong with encouraging employees to explore new software or share shortcuts that genuinely improve their work. A company investing in Google Workspace and Gemini would reasonably want to understand whether the transition is delivering measurable benefits.

But requiring people to identify fresh efficiencies every single week, regardless of whether any remain, creates an incentive to manufacture improvements rather than report meaningful results.

The sheer number of meetings is another issue. Monthly huddles, biweekly departmental demonstrations and weekly team discussions all consume time that could otherwise be spent doing the work these tools are supposedly making easier.

If the company genuinely wants useful feedback, it could ask employees to report both improvements and obstacles, then reduce the frequency of meetings once the initial transition period is over. Discovering that a tool doesn’t improve a particular task is valuable information, too.

And if employees have already identified every practical improvement available to them, perhaps the most efficient next step is to let them get back to work.

This person has the lingo down.

If you enjoyed this story, check out this post about an employee who was passed over for a promotion, so got a job with the competition and quit immediately.

This person has jokes (truthful ones).

And this person makes a good point…

At this point, the biggest efficiency improvement might be canceling the meetings about efficiency.