#layoffs

I just don’t have the capacity to worry anymore. I don’t care about the date, I don’t care if I get to keep the job, and I don’t care about the state of the job market. If I work myself up to the point of being a basket case, I won’t be able to handle what’s coming anyway. And it’s not like this has been the best job ever, so losing it wouldn’t exactly be a life-defining tragedy.

If they haven’t been increasing headcount there already to trim here, I speculate they will start backfilling there eventually. I’ve seen it happen at other companies.

Even getting through next week won’t calm me down. We all know there are more cuts coming. And, swear to God, months of job hunting have only made me more depressed. Fingers crossed and good luck to everyone. Whatever happens to each of us, here’s hoping something better waits for us on the other side of this sh-tshow.

https://www.kctv5.com/video/2025/10/24/ford-f-150-line-layoffs-announced-claycomo/

There’s been a lot of snarky posts indicating that the sale of Oxychem to Berkshire Hathaway is going to lead to a lot of people not having any work to do resulting in layoffs. I don’t see this happening. Berkshire Hathaway is well known for not having shared services arrangements inside the conglomerate. Each company operates as a separate unit with its own HR, Treasury, IT, etc. I see the need for a lot of support staff from Greenway to go to OxyChem as a part of the acquisition. Thoughts?

I've seen a lot about Merch being impacted. SPT also already runs really lean in the Specialist/BP/E2E SBP area and a merge with RBX was JUST announced less than a month ago. Seems to me like they would have just done layoffs then with the merge, but I don't know? With already having made most SBP and some BP roles E2E I can't fathom having any capacity for more workload if they merge further....

How will they be notified since people do not sit in a designated spot? If they turn off access, they wouldn't even get an email for a meeting....

I heard a rumor about owned brands and am wondering peoples thoughts. I know everything is rumor so who knows but I heard owned brands design may be very impacted. Has anyone else heard anything?

I understand that layoffs are coming Tuesday. Is it possible that we will all “know” by the end of the day or do we believe cuts will be made throughout the week?

Fake data generated to show productivity gain from AI to justify layoff of old staff and hiring of low cost new staff . Long way to go before AI is proven reliable

Does anyone know if any communication teams are affected with the layoffs?

I’ve seen tooth dates stated- if anyone in here really knows then provide details on what group you’re in and where you got your information. It’s inevitable there will be layoffs - people just want a heads up.

So, it's time to force people to use up vacation again, and for older workers to get asked to retire early again. At least for Rosemount in the Twin Cities, I don't know how many people of VERP age are even left after last year.

Projects are hot-hot-hot, but they'll have to be done with 20% fewer hours and no experienced people. All because they will never sacrifice a penny of stockholder profits to actually support their people

Has anyone noticed how the vast majority of the firings this year have been people over 40? Is anyone still in touch with these people? Wondering if any of them have contacted the EEOC.

Anyone know when’s the next WFR round in the UK? Asking for a friend.

Petrofac a North Sea oil and energy services group, could file for insolvency as early as Monday morning before markets open, it has been reported.
The company’s board is reportedly holding emergency meetings over the weekend to discuss the possible collapse of the firm, putting around 2,000 jobs in Scotland under risk.

They did some shady stuff and they completely went full negligent…does the market reward this behavior or break it up into regional pieces….

Shell and BP are using their services

Does anyone know if L6 TM’s who still have a vacation balance will get paid for it if let go Tuesday?

The original announcement was, Imperial Oil will lay off 900 staff from Calgary to reduce operating cost, and staff at the asset level will remain untouched. But, now I find out that they will layoff from Strathcona refinery too.

What happened? Did I miss understand the original announcement? Or, is it IOL management lying to us again?

Does anyone know if TC (creative) will be impacted? Considering that last Aug they had some lay offs and a recent org update too.

Consider that being laid off by Tgt at this point could be blessing in disguise given the company's sustained decline under Cornell, who isn't going anywhere. Why is that again? No one should have any confidence that Tgt - under Cornell and his protege - will suddenly turn things around and become competitive with the likes of Walmart, TJX, Amazon and Costco, all of which has been hitting on all cylinders. Anyway, sorry to see the distress that many of you are experiencing, particularly while those most responsible for Tgt's long decline sip champagne. It's not right.

The layoff news was supposed to save Target by appeasing our shareholders. Usually there’s a nice big spike when layoffs are announced. This news barely made a blip. Was it worth it?

Employees in France will receive another Voluntary Separation Program, and Germany is likely to have this option as well. Maverick testing for CSG is nearly complete and is expected to wrap up by November or before the holiday season. The new CSG system is scheduled to go live in February.

This transition may lead to significant system instability and a surge in escalations. Concurrently, a substantial portion of the Workforce Reduction will be executed. All in all, the next three months promise to be dynamic and eventful.

How we feeling?

Everyone keeps saying our org will get the deepest hit.

My team specifically was even mentioned on here….

Looks like some people in Global Ops were laid off last week. Can anyone confirm?

So hearing from multiple sources inside and outside of the company that our management is pushing hard for a sale to Thoma Bravo. They own multiple companies in complimentary spaces.

This is what the industry has to say about them:
Employees at the companies it acquires,experience can be negative, often involving layoffs and a focus on cost-cutting after the acquisition.

I never thought I’d see the day where Edward Jones turned into just another corporate machine. The same firm that preaches about “purpose” and “caring for people” just tossed hundreds of loyal employees aside like they were nothing.

Penny stands on stage talking about culture, humanity, and doing what’s right, but where was that when real people lost their jobs? Where was the compassion when the folks who gave everything to this firm got a calendar invite and a script?

They say “we’re one Edward Jones family.” Really? Because families don’t abandon their own while the top leaders keep cashing seven-figure checks. Penny took home close to $30 million last year. That’s not leadership. That’s greed dressed up as vision.

People here used to believe in something. We believed that this place was different, that we treated clients and coworkers with respect. But now it’s just buzzwords and hypocrisy.

The worst part? So many good people still inside feel stuck, scared to speak up, and scared to lose the job they’ve given years to. Even GPs… The silence says it all.

To everyone who got cut: you deserved better. You carried this firm. Don’t let this break you. The problem isn’t you, it’s a leadership team that forgot what it means to lead.

Edward Jones can say whatever it wants in the press. But inside these walls, people know the truth.

After project 25 we were told that that was it by the board.

Then why are there more layoffs? I don‘t get it.

Why does every layoff post on LinkedIn sound like: "Oh, I am devastated to be impacted… but eternally grateful for this opportunity to realign my professional synergy?"...

Bro, you got laid off, not inducted into the Hall of Transformational Growth Fame.

It’s okay to just say it phaking ssu-ks...

Out of work for over 8 months, and it’s hard out there.

I had a number of interviews where I lost out to an internal candidate…

when I really thought I was going to be hired. I came back, managed to secure a substantial pay increase in the process.

I took the job without hesitation, after being out in a very tough job market. > 50, > 20 years in…. I have a radically different view now of this place.

I’m going to just try to hang on until retirement, I will move afterwards 2 years into a different position, no more loyalty to the area I work in.

There’s talk of more layoffs coming, although the last round didn’t address the real issues and was just a quick fix to cover overspending. Cutting experienced employees with deep knowledge of the systems has created gaps that are hard to fill. The company is losing people who understood how things worked, and new hires don’t have the same level of expertise. Until leaders make real changes, it’s unclear how things will improve.

How do support roles usually do in these situations? Thinking L2-L4. It’s my first corporate layoff, so curious if anyone has previous knowledge from past experiences.

Indian Media house paid huge sums by Nasscome affilites to cover up layoff news and fake fresher hiring propoganda started

Will managers or directors will also get the prorated bonus or it's only VP and above?

“Making employees stew over the weekend is an unforced error by incoming CEO Michael Fiddelke. Forcing employees to spend five days in agonizing uncertainty is inexcusably cruel. This first major decision by Fiddelke is a case study in corporate tone-deafness.

Under current CEO Brian ‘Brand Ki-ler’ Cornell, Target's inexplicable pandering to the Trump regime—including the rollback of Target's exemplary diversity, equity, and inclusion (DEI) initiatives last January—has already sent TGT stock plummeting 33%, wiping out over $20 billion in shareholder value by mid-September.

Fiddelke, Cornell's hand-picked successor, has immediately embraced the same cluelessness that further damages the Target brand. The effort to secure $600 million by eliminating 1,800 jobs is cutting off your nose to spite your face.

Executing these cuts in such an unnecessarily cruel manner does absolutely nothing to dig the Target Brand out of the hole Brian Cornell put it in. It also does nothing to revitalize and cultivate the cultural and creative energy that is essential for long-term growth.”

Bob M. via LinkedIn

The Q3 call will be a disaster as most quarterly calls have been since i left. Capt Clown will then go on about re-invention and how 'the street' is believing in the re-invention. LOL
Friend who is still there told me that Xerox isn't paying any bills until the new year. Probably won't have cash for payroll. Rest assured the SLT will get their bonuses and probably a raise. Congratulations to Steve, Louie, Miranda and all involved, you can celebrate running an ICON into the ground.

I’ve been through many, many layoffs in my time in retail (20 years) and just sharing what I’ve learned having been in various roles at various levels including IC and leadership (dir+). I have also had really good friends and partners in HR and ops finance over my career who have been at various levels of need to know (and they share with me of course 😏).
THIS IS NOT INTEL - I do not have any information about TGT. This is more so sharing facts rather than feelings.
Simply put, the fiscal calendar is important when making layoff decisions. Layoffs are planned for the immediate expenses (the severance packages, outplacement programs, health insurance premiums etc) and forecasted long term savings.
You may be asking why Q4, well it’s because this is when most retail companies make their season or year. And because most of the prep work for the season is done and everything is execute mode so it doesn’t have as much impact on the immediate business.
You budget for these layoffs (yes, budget. So a layoff this big has been coming for a while). Once they are reviewed and approved by the board, goal is to get them in before Q4 so you can chip away at the expense drag that the layoff causes through revenue generation. You also want to hit the expenses in the current quarter, especially if quarterly earnings report is going to be rough. You want to minimize the impact to the next quarter.
Then long term the savings reflect in the new fiscal year and helps at a time when sales are generally slower.
In the simplest form you spend now to hopefully recoup some, protect the next quarter, and then save later in the new year.
In terms of WHO is impacted, it’s not an easy exercise and certainly not one taken lightly. I know that’s not easy to hear because it’s much easier to blame the proverbial big bad wolf, but I assure you no one in the general sense wants to be in this position. no one wants mass layoffs. Everyone would love to hire and build out their teams and be offering promotions and bonuses all the time.
Unfortunately, in addition to the sh---y macro financial environment, some poor decision making, some external factors, and some decisions made when the company was thriving (over hiring, overspending or over indexing into certain teams and initiatives) leads to this.
I’m grossly oversimplifying how the company got here but just keeping it simple.
So back to WHO. Well at the highest level (think SVP+) you would receive notice of expense reduction efforts (either a dollar amount or %) and they would look at where to cut and save (travel, discretionary spend etc) and then when there’s no more to save there, you move on to the teams. You look at where the work is currently, where it’s needed, where teams are doing similar work, or maybe work that is no longer value added, and decide where it would make sense to cut folks, where it would make sense to consolidate teams (for example if you have 3 directors with one direct report each, would it make sense to combine a team and create a team of 6 with only one director) or where it makes sense to have both a dir and a sr dir based on complexity, leadership necessity, size of team or where it might make sense to only have one over the other. At the end of the day you just have to do what’s best with the hand you’re dealt while trying to minimize the impact to operations, workload and yes, culture.
Because at the end of the day, there is a day after layoffs and morale of the teams is crucial to how you move forward (it’s kind of ironic but I digress).
I would venture to say with all of this in mind, many leaders have been quietly not backfilling roles, losing jobs through attrition (people quit and role is not rehired) or asking their leaders if there’s any work that could be stopped, moving resources from other teams where support is needed more and away from teams where there is maybe fat to trim in order to prevent or at least mitigate big cuts. But alas, sometimes the only way out is through.
Alright so who knows what, now? VPs probably knew changes were coming, and maybe could influence who and what in a general sense. Based on the posts on here, they just found out officially this week and they probably had to sign strict NDAs.
It’s also possible they walk into Monday or Tuesday and get handed a list of who and what so as to not have anything leak beforehand.
As for the people impacted…
The goal is to do this as fairly as possible.
Is it possible favorites are played when deciding who to keep? Sure.
Is it possible top performers were never at risk of losing their jobs? Sure.
Is it possible bottom performers were an easy first decision? Sure.
Is it possible a leader sees a name on a list and says “absolutely not” and a role is miraculously found for them? Sure.
Is it possible a leader sees someone moving elsewhere and says “hey actually it makes sense for this other person to go over there based on their skill and for this person to stay here”? Sure.
Will someone say “hey I actually want to retire so take me out and save someone else”? Sure.
Is it possible some people know where the bodies are hidden and so they must be protected? Sure. (I’m mostly kidding, but I’ve definitely experienced layoffs where people are asking “how are they still here” and we joke they must have compelling enough black mail to stay lol)
Will some people be promoted if it makes sense to the new org? Sure.
Will some people be demoted if it means that’s the only way they can have a role? Sure.
Is this an opportunity to finally separate someone who is so toxic and has managed to dodge every bullet until now? Sure.
Will people and leaders be moved, lose work or inherit work? Sure.
Is it possible they cut too deep and ask someone to come back? Sure.
Is it possible they didn’t cut deep enough and need to do it again? Sure.
All of this or none of this could happen (in my experience, it’s usually the latter).
At the end of the day it’s going to come down to the work, what makes sense long term for the company, how much it’s going to cost to keep or separate someone and how everyone fits into the larger strategy.
“Good” and “bad” people will go. Just as well as “good” and “bad” people will stay.
We will know eventually what happened in the “post mortem” (aka because we piece it together in here lol).
Anyways, the point of all of this is information however relevant it may be to this situation. Knowledge is power and although it might not give pause to your anxiety, at least you’ll go into the week with some understanding.

What are the odds we get an announcement upping your org’s RTO requirement to go along with layoffs? Double whammy slap in the face per say?

I've been monitoring this site for the last month or so. I'd like to ask whomever knew the actual details (dates, we'll get email to WFH next week, etc) to come back & post what we can expect on Tuesday. Will everyone getting a meeting invite - one group who are laid off & other who are not (at least not this round)? Will it be by pyramid? And why Tuesday? Why not just do it yesterday? Did MF send the email on Thursday because the rumor was growing or was that the plan all along? We didn't get a heads up in 2015, so while I guess it's nice to know it's coming, 5 days notice is just too long.