#layoffs

Meanwhile, on the T-Mob layoff site, they are talking about the 10k layoffs they had today

Found out recently that the people writing the code behind PlantPAx have been laid off.

https://www.thebanner.com/community/public-health/pride-center-of-maryland-layoffs-substance-abuse-federal-grants-cut-3EK25N4L3ZBRVDMU47Y6JGHR44/

Weird timing of the month. It appears that this layoff largely depends on VRP acceptance. They want to start the year by offloading a huge burden.

I've also heard that this is going to be a quarterly event for 2026. Has anybody seen any WARN report for their states? Just wondering if this is small or a huge one

Big report announced today by Emma Lewis for the Commercial team. Looks like a 46% headcount reduction. This is the first of a long and painful journey—to what? No one knows as they are not part of the natural family. Tired of this!!

Here is a video that outlines her layoff plan during this skit. You can even see her picture on the wall at the beginning of the vid. If you listen really close you can even hear her voice. “Hey, that’s me….that’s me at the top.”
.
https://youtu.be/K7ISnXf6Geo

We received an email today that said that 70 legacy Ansys employees would be laid off in France. Apparently everyone would be informed in April. Is it how it’s also going on in other countries?

Zayo is laying off about 15% today. Another successful period by the inept people in leadership positions.

Was just told at 3pm today 1/15 access is getting cut off for 10,000 people at T-Mobile who are all part of a mass layoff. Not sure how accurate 10,000 is but I know for a fact my ex-wife is part of this.

Anyone know anything about layoffs happening in the marketing team under Katz now?

Many Treasury colleagues were laid off yesterday. Does anyone know the next wave? specifically in treasury?

Head on over to AppreciationZone and cash out whatever points you have left. I'm guessing they won't let you take those with you if you get the Org Update call

If so, which team within the EDO?

I mentioned in another topic how CEOs and the big stakeholders (the owners) are getting more and more ruthless. Nothing will ever make them happy.

Let's look at Citigroup's CEO and her recent internal memo. https://finance.yahoo.com/news/citigroup-ceo-jane-fraser-warns-181918727.html Just look at her tone and cold attitude.

Even though her company's stock is up year over year by a good amount, she is setting the tone for extreme goals, hard accountability, and another 10% cuts in jobs. BUT THEY WERE ALREADY PRODUCING RESULTS!!! But it wasn't enough. It's never enough. I guarantee you they skimped on their compensation numbers. I haven't checked out the citi page on this thelayoff website. I can only imagine.

Sound familiar. CEOs are going the opposite direction of leading with a carrot. It's ruthless, cold, harsh, sociopathic leadership. The owners are never happy. They need more and more growth on top of more and more growth. They own the federal govt, state govts, both parties including maga, and corporate boards and C-suites. The only politicians who are not part of this are called extreme by the billionaires. I suggest you look up how awesome Lena Kahn was. She went after companies during Biden years and boy of boy did they come after her. Look at the names of people who attacked her. At the end of the day, the owners are the enemy here.

You can bet that GK is going to follow her lead. And so will other banks.

I was just told to give my people who got meaningful or meets expectations who were at midpoint a 0% merit increase including hub people, not just remote. A zero. For meeting expectations.

This is the new normal. Slowly getting worse and worse like a frog in a large pot of water getting hotter and hotter. Fu-k this version of corporatism. Other than unions (you all got programmed to hate those), antitrust (break apart monopolies) and regulation (more and more of you are getting programmed to hate that too because it "hurts innovation"), what else can we do? We need a sustainable, healthy form of capitalism where the shareholders do not always get top priority.

The beatings will continue until morale improves.

And even behind Citi. Of the big 4, it's a junk bottom of the barrel stock. Literally. Charlie Scharf can't seem to grow the bank, so he's relentlessly cutting, because it's all he knows how to do.

Helps explain the never ending layoffs.

My role was eliminated in Cybersecurity. Put in 9 years of hardwork to keep Pearson safe. I have 7 different managers in 9 years because managers kept leaving. Saved the company from so many disasters. Sigh!

Trump announced today a plan to reduce healthcare costs (great!). He seemed to take aim at taking money out of the hands of insurance companies. Do you think this will mean more layoff at UHG/Optum?

The crashes of two Boeing 737 MAX planes which claimed the lives of 346 people on board and how Boeing may have been more concerned with financial gain over the safety of their passengers. Guess what they didn't listen to their Engineers and the same thing is happening at Verizon. Obviously losing cell service for a day isn't as catastrophic as a plane falling out of the sky, but the same principals are applied. Watch the documentary on Netflix Downfall: The Case Against Boeing

Hello India my old friend
I’ve come to offshore once again
Cause the layoffs softly creeping
And the US teams just keep shrinking
And the H-1bs, they’re already in the queue
Nothing new…..
Welcome to the cycle of layoffs

No wonder there are so many layoffs! 30000 employees laid off to recover $10B.
Increase the price of Prime!

Anyone hear any more about the communications reorganization? Heard there will be more layoffs right after BXT said he was done.

My apologies if this already been posted....

How does Optum decide who gets laid off? I've heard most people say it's random but I've also gotten the idea that it's based on your QA.

Entire SDR segment including management in Louisville eliminated as of today. 1/15/26 10:30AM
Hearing several IOT/HSI/ANS teams gone nationwide as well.

20 percent of team gone, not even being offshored. The positions are gone. The irony is the directors/managers who found out who’s impacted on their team do not know if they themselves are impacted (only their boss will be told at this time ). So the final number could be higher in department. Just a terrible way to do things. So if you are a leader and get a random call today from boss, hr, or a vp you barely ever interact with you will know someone on team is impacted.

And no fmla will not save you.

Best of luck to everyone, on one hand it su-ks but on other hand at least everyone can move forward (for one month before the survivors are pulled into the ringer again)

Announced at 10:30am EST on 1/15/2025 the SDR organization including Small business and Government teams have all been let go, effective immediately. Not just 30% of the workforce as was being reported. The entire Org has been eliminated.

They are chopping bodies today folks!!!

Lots of layoffs going on @ Irving, got hit myself.
Wish everyone the best of luck, sure we’ll be back again in a couple months.

You guys got it all wrong. It’s all about saving the youth from isolation. Fighting traffic, fighting for office space and waiting for the next round of layoffs is needed to save humanity! See and hear for yourselves. :-(

https://www.wsj.com/video/series/wsj-leadership-institute-leaders/why-atts-25-billion-plan-demands-a-new-corporate-culture/91BB8221-DDDA-49CB-B565-5356447B351F?mod=WSJvidctr__pos0

Ericsson has submitted a notice to the Swedish Public Employment Service and initiated negotiations with relevant trade unions, it said in the statement. “Approximately 1.600 positions could be impacted in Sweden. The Company has initiated negotiations with the relevant Swedish trade unions.”

https://www.msn.com/en-in/money/news/ericsson-layoffs-telecom-equipment-giant-to-cut-1-600-jobs-in-sweden-in-push-to-cut-costs/ar-AA1UfYQp

We were told that there's a major announcement coming up next week and a bigger cuts to be announced at the end of January.

Focus will be on colocation again,
if you were an Exceptional performer last year you're on the chopping block if you're not in the same location as the rest of your team.

Sh*t is happening today.

All tech shares saw a drop today. But SAP's is a small drop in the bucket. Wait for the 29th when the quarterly financial results are out and you'll see how much faith investors actually have at SAP.

Investors are realizing two important things: (i) that SAP is abandoning its core revenue generating businesses for stupid AI features that do not work and no one wants to pay for, and (ii) that SAP has no real strategy to grow the company revenue. They're only focused on saving some operating costs using layoffs and by cutting down on employee salary budgets and benefits. But there is no real plan to make the company more profitable. There are better companies to invest in and that's where shareholders are focusing their wealth.

Also there has been a talk between SAP executives to restart share buybacks. Maybe that's why some of the millionaire executives are dumping their shares.

An on point post from @a9+1keyr10dv.

• Customer loss over 500,000 for the year
• Blame Apple on phone availability hindering sales.
• Cite the RIF as an OPEX cut and indicate there will be more change
• Gloss over the outage and blame it on something rather than take ownership.
• Somehow buying Frontier and laying off more employees will set us up for success.
• Latest JDP network report shows Verizon as #2 or worse in all but 5 regions.
• Word salad around being customer centric, setting the foundation and other nonsense that will be meaningless.

What else can they say? VZ is hurting big time right now. Employees won't even know "the plan" until Feb 5 according to our java drinking cowboy.

On Wednesday, Jan. 14, Noridian Healthcare Solutions announced a reduction in force that affected about 7% of Noridian's employees.

That's according to Cailin Shovkoplyas, communications manager for Noridian, who added that the change is connected to an organizational restructuring that "aligns staffing with current federal funding levels" and positions the company for long-term competitiveness.

https://www.inforum.com/business/noridian

Here's one guy's take on this move vs. don't move.

ACCEPT:

If you are a L2 or L3 with little or no experience outside of AT&T. As in, you joined out of high school, military service, incomplete college, or an online degree
If you are in a role/job title in which you do not meet the minimum qualifications. As in, AT&T calls you a PM but you have never actually managed a project or if they call you an engineer but lack the qualifications to work on a L1 NOC.
If your role recommends an advanced degree but you never completed the undergrad.
If your 'industry experience' means that you are familiar with most of AT&T's products.
If you feel that your job at AT&T challenges your mental abilities.
Or, the inverse - If you feel that AT&T is a cake job and you feel like you get paid for doing nothing.
If you accidentally/purposefully took credit for work or ideas that weren't actually yours.
Finally, if you believe that losing your job at AT&T would make you unemployable at the salary that AT&T has shackled you with.
If you answer yes to any of those, you should consider relo. You are the kind of person AT&T wants.

REJECT:

If you have at least 1 prior position working in your chosen field with 3+ years of experience prior to AT&T.
If your supervisor has ever disparaged formal education or prior experience.
If you do not feel challenged by your role and consider that to be a 'bad thing'.
If the idea of fighting for office space reminds you of being back in kindergarten.
If you're tired of having to explain technology basics to your coworkers and managers.
If you feel that AT&T puts dividend checks before employees or customers.
If you're tired of hearing the story about that time your id--t director almost played a significant role in that billion dollar startup.
If you're tired of inept leaders who frequently remind you that Bill Gates, Michael Dell, and Steve Jobs didn't have college degrees all while they rely on chatgpt to make up for their 8th grade writing skills.
If you are competent, confident, and employable.
If you answer Yes to most of these, you should hit the REJECT button. Take the package, brush up on soft skills. Practice interviews without using "AT&T" in every answer. Don't talk to your leadership any more than you have to. You aren't under any obligation to train your replacement. "I support my team and my customers" is a perfectly reasonable answer. If your director or VP can't explain what you're working on, tough luck, buddy. Guess that's another thing you don't have in common with Dell or Zuck.

Just remember, if you are willing to let your employer dictate your very life, you are EXACTLY the person THEY are looking for. Make no mistake, you aren't valuable to them. Just the opposite, you are a peg to fill a hole. You are table stakes. And yes, you can be L3, L4, or higher and still be table stakes. Need I remind you of our engineering SVPs who clearly weren't technical but they fit a particular hole for a period of time.

I've made my decision. I hope this helps you make yours.

Today was rumoured to be a large RIF day. No news thus far.

Verizon’s Recent Outage Exposes a Deeper Problem: Treating Operations as a Cost Instead of an Asset

Verizon has long positioned itself as a leader in network reliability and resilience. However, the company’s most recent network outage has raised serious questions about internal priorities—particularly following Verizon’s decision to lay off approximately 13,000 employees last month, many of whom came from operations and technical organizations.

While Verizon has not officially attributed the outage to workforce reductions, the connection cannot be ignored by those familiar with large-scale telecommunications operations. Network outages are rarely caused by a single failure; they are the result of systemic conditions that develop over time. Staffing decisions—especially within operations—are one of those conditions.

Verizon’s Network Runs on People, Not Just Infrastructure

Telecom networks do not exist as static systems. They are living environments that require constant monitoring, tuning, and intervention. At Verizon, this responsibility falls primarily on operations teams—network operations engineers, field technicians, escalation specialists, and incident managers.

These teams are not peripheral to Verizon’s business. They are the business.

When experienced operations staff are reduced, remaining teams inherit:
• Larger spans of responsibility
• Slower response windows
• Reduced redundancy in expertise

Over time, this weakens the network’s ability to absorb and recover from disruptions.

The Overlooked Consequence of Verizon’s Layoffs: Talent Disengagement

The impact of Verizon’s layoffs did not end with the employees who were let go. Among those who remained—many of them high performers and subject-matter experts—a different effect emerged.

Fear.

Highly skilled operations professionals began reassessing their future:
• Some actively started searching for new roles
• Others secured positions elsewhere and left quietly
• Many stayed, but with divided attention and growing uncertainty

These are often the individuals who carry critical institutional knowledge—people who know how Verizon’s network behaves under stress, how legacy systems interact with newer platforms, and how to prevent minor issues from escalating into outages.

When these individuals become distracted or disengaged, network reliability suffers, even if headcount numbers appear sufficient on paper.

Operations at Verizon: Viewed as a Burden Instead of a Strategic Advantage

A broader issue underlies this situation. Like many large corporations, Verizon has increasingly treated operations as a financial burden rather than a strategic asset. Operations are often categorized as “non-revenue generating,” making them frequent targets during cost-cutting initiatives.

This mindset is fundamentally flawed.

At Verizon:
• Operations prevent revenue loss
• Operations protect brand trust
• Operations ensure service continuity for millions of customers

Without strong operations, every other investment—5G, fiber expansion, edge computing—rests on unstable ground.

Why Outages Become More Likely After Cuts

Network failures are rarely instantaneous consequences of layoffs. Instead, they emerge after:
• Knowledge gaps widen
• Response teams become understaffed
• Early warning signs go unnoticed
• Decision-making slows under pressure

By the time an outage occurs, the root cause is often months old.

For Verizon, the recent outage should not be viewed as an isolated technical event. It should be understood as a predictable outcome of deprioritizing operations.

A Critical Moment for Verizon

Verizon remains one of the most capable telecom companies in the world. But long-term reliability depends not just on technology investments—it depends on the people who design, operate, and protect the network every day.

If Verizon wants to uphold its reputation for reliability, it must reassess how it values operations—not as a cost to be minimized, but as a core asset to be strengthened.

Because in telecommunications, operations are not overhead.

They are the backbone

Group meeting followed by a touch base meeting informing role will be eliminated. HR executive stated that the company is moving to "A Global HR Model" and that outsourcing of Admin and "transactional" tasks will be taking place by Genpact an overseas outsourcing company. Introducing a new HR System 'Workday" to replace UKG and Cornerstone.

Claim is that it's due to a "Significant operating expenses at national and international functions". Company moving to a "globally standardized system". Something about based off the new operating model group in Austria. Leadership does not have enough information to tell when cuts will begin but will take place in phases with at least a 60 day notice. Jobs being cut from Aug 2026 though March 2027. Estimated 130 HR roles cut (half the dept) all teams affected except internal communications and HR project.

A separation support package will be provided (if they stay on till the end of employment) must be agreed to within 45 days:

• Separation pay calculated on tenure as last day. Those who work a minimum of 12 weeks after the announcement are eligible for an additional 12 weeks.
• If elect COBRA ALDI will pay COBRA fee for 6 months.
• Unused sick time and vacation time will be paid out.
• Career transition services offered for up to 6 months starting 30 days prior to separation date.
• All affected are eligible for rehire.

Decision on who was cut is based on tenure.

Was just told by my coach in Maitland it’s official. Just waiting for the emails to go out now! Godspeed everyone! And fu-k T-Mobile and what they did to us! We won’t stop! We just Did!