#layoffs

You know what that means folks! Which group will get cut the deepest?

Hi All-

I’m sorry you are going through this. I worked for Walgreens for a long time and then was laid off when my family was going through unimaginable loss and grief. I promise you there are better opportunities and companies out there. Please take care of yourselves and your families.

Hi All-

I wanted to let you know that there are better opportunities out there. I was laid off and found a much better opportunity afterwards. For those that stay I hope things improve, for those that are considering leaving please know that there are better opportunities out there. Take care of yourselves and your families.

What will we be finding out 9/12-9/15? Leadership saying more to come but haven’t said what.

Would love to know if any REAL managers have insight as to how/why employees are let go versus others.

This is MY opinion so take that as you will. It's worked out for me in every job I've had and, Dell being a company that is on a 24/7/365 layoff frenzy, I'm still sitting pretty good.

If you don't want to be laid off then just be a middle ground employee. Try to border the "top performing" employees area but don't go much further than that. Be easy going, easy to get along with everyone and don't start arguments/conflicts; and don't voice any strong opinions or cause controversy. Basically, just stay as neutral as possible because the more you are "known" - for good or bad - the bigger the target is on your back during layoffs.

Managers always say "they had no choice in who to let go" - That is 100% BS unless HR/execs are simply wanting to get rid of high earners to save money. HR and execs have NO idea who you are, what you do and how well you do your job. Your direct manager does, though.

It's more beneficial to get rid of 5 people making 150-200k/year versus letting go 10 people making 50-70k/year. The math doesn't math up but you get my point I hope.

Strategically speaking, you get rid of the highest salaried low performers first, then the bottom performers overall, then if necessary, low performers in between.

Managers/directors have a checklist for layoffs that determine who they have to let go/who stays. It's more of a 1-10 type of check box but to keep it simple... Kinda how Tell Dell surveys work.

Does he perform well in his job? yes/no (1-10)
Is he easy to work with? yes/no (1-10)
Is he liked by his coworkers/others? yes/no (1-10)
Does he go above and beyond? yes/no (1-10)
Does he call in sick often? yes/no (1-10)
Does or has he had complaints against him? yes/no (1-10)
Do they volunteer to take on tasks/projects? yes/no (1-10)
Are they habitually late? yes/no (1-10)
Are they reliable? yes/no (1-10)
Have they had any write ups/coaching plans/PIPS?: yes/no - this will do it right here if you have and many/most of the answers are "no/indifferent" in the above questions.
Any HR tickets filed against them? yes/no (1-10)
Have they willfully broken any company policy? yes/no (1-10)
Have they attempted to steal confidential information? yes/no (1-10)

I made all of this up as I have NO clue but these are my guesses as to what some of the criteria would be. My dad was a sr. manager at Motorolla, Freescale and AMD for 20 years and he told me that when he did have to do layoffs, he had a "matrix" type sheet in which he'd rate employees on based on a bunch of questions; similar to the above. I'm sure Dell does it similarly.

I don't think most people are laid off at random though.

4000 RIFed times average salary of $100,000=$400M include
4000 times vested RSUs which are clawed back on an average $150,000 = $600M
Bottom line Savings of ~ $1B.

Halliburton just laid off several engineers at the Duncan Technology center 8/3/2025. No PSL was safe. The leadership at Halliburton has never and will never care about their employees.

Halliburton’s upper management motto is “faster & cheaper”

Gone in Burlington. Been in the company since last decade. Anyone else here?

Anyone know how many layoffs there were in California? Wondering why they didn’t file a WARN notice in CA.

What will the layoff mean for contractors?

How did Moran not get fired? He is so much worse than those Juan let go. All he knows is to talk and pretend that he runs the bank, truth being his Uncle Brad is running it for him. He does not even know the industry or products or innovation or tech to grow the business, so HOW, is here he here? Sometimes stupidity and Mo--ns also get good times, it seems. He will keep cutting more people as he knows nothing more

Are all the exits done?

Hearing there were layoffs today, an expected outcome with the Everi merger. Marketing, Ops and Product have a lot of redundancy (and some ‘tools).

ConocoPhillips is implementing a reorganization, reducing its workforce by 20-25% to cut costs amid declining oil prices and rising expenses, with most layoffs occurring before yearend.
by Conglin Xu

Key Highlights
(1) ConocoPhillips plans to cut 2,600-3,250 jobs due to cost pressures, primarily before end-2025.

(2) The energy company aims to complete its reorganization and announce new leadership by mid-September, with full implementation by 2026.

(3) Similar layoffs are occurring industry-wide, with Chevron, BP, and SLB also reducing headcounts.

US oil and gas producer ConocoPhillips will cut between 20% and 25% of its workforce as part of a sweeping reorganization aimed at cutting costs and improving competitiveness, the company confirmed on Sep.3.

The Houston-based energy firm employs about 13,000 people worldwide, meaning between 2,600 and 3,250 jobs will be affected. Most of the reductions will occur before yearend, with the new corporate structure and leadership team to be announced in mid-September. The broader reorganization is expected to be completed by 2026.

The move comes amid weaker oil prices and rising costs that have squeezed profits across the industry. ConocoPhillips’ second-quarter net income fell to $2 billion, the lowest since early 2021 during the COVID-19 downturn. Chief executive officer Ryan Lance said costs have climbed by about $2/bbl in recent years, with controllable expenses rising to $13/bbl in 2024 from $11/bbl in 2021, eroding competitiveness.

In an internal video, Lance noted that as the company optimizes its organization and take work out of the system, fewer roles will be needed.

Oil, gas company layoffs
Other oil majors have also announced significant layoffs this year. Chevronsaid in February it would cut up to 20% of its staff, bp plc plans to reduce its workforce by more than 7,000 positions, and oilfield services giant SLB is trimming jobs as well.

In August, ConocoPhillips announced it expects to achieve more than $1 billion in cost cuts and margin improvements by the end of 2026, in addition to $1 billion in synergies it plans to achieve from its acquisition of Marathon Oil in 2024.

https://www.ogj.com/general-interest/personnel-moves-promotions/news/

In previous layoffs, did it usually affect the more experienced, long-tenured employees, or were the newer joiners typically the first to let go? Curious to hear what others have seen in the past.

Any credible news about GBU layoffs in JAPAC today? P6,Unifier and Aconex?

I just heard about the terrible accident in Portugal, and this line from the article struck me:

“there's a lack of people with a good memory and who learned from their elders.' 'All of those people have left'

I think this is very applicable to what we are doing in Chevron, and I hope and pray we will not have any incidents caused by inexperience and loss of seasoned professionals.

Heard 50 people got sacked. 50% from Customer Success. Prayers with everyone impacted. Anyone know if it was both London and Dublin?

Is it true BlueXP is being ki-led? Does that mean the team will be laid off?

At ConocoPhillips. 20-25% of their staff. This is happening to a real oil and gas company, not like you…. The ride is coming to an end. Don’t forget to take your belongings.

Heard from a reliable source that mid level leadership and directors are being let go at value added services in droves. No direction for reports as to where the chips will fall.

I’ve noticed a few people suggest they were laid off just before an employment anniversary or milestone. Curious is any of these people are in the same boat as me, where you were terminated with a couple days of RSUs vesting?

Yesterday I think it was over 172k then drooped to 169K. So what iat now?

A similar sized company with a Portland footprint just conducted layoffs and a reorg. It was completed in 1 day. Why does it take Nike 5 months to cut a few hundred jobs and role out a new org structure and strategy that’s been known at the VP level since the beginning of the year?

In a shock announcement, Essendant has said it is pulling out of the independent office products dealer channel.

This is literally my first job after graduation, not sure what to expect or do? Will these cuts hit the university program?

Can anyone confirm rumors? Shifting to partner led technical resources from HPE?

https://esd.wa.gov/employer-requirements/layoffs-and-employee-notifications/worker-adjustment-and-retraining-notification-warn-layoff-and-closure-database

if you search for oracle in the lower search bar you'll see that there's a new one notice that came out today for 2 months from now

I created a virtual environment test bench for our local office at first, to test Xstore Office in order to replace our bug testing on real hardware. It got so popular that it is now used in a global environment. Never once did I get a raise or promotion, and now they axed me entirely. Thanks Oracle.

Phillips 66 offers good pay and good benefits. And before the Go Go regime took over it was a relatively satisfying place to work.
Now with the failure of BT. WEP, and never ending layoffs it’s sad place to work.
Morale is at rock bottom. Employee engagement is practically nonexistent. Most employees that I know of are just going through the motions of doing their jobs until they find other employment.
I spend time almost every day talking to recruiters and spiffing up my LinkedIn profile on the company dime.

Can anyone share any credible info about who's been impacted? Which teams are changing, etc.? Things are too quiet right now.

• Effective October 28, Children’s Hospital Los Angeles (CHLA) will lay off 5.8% of its staff, affecting 439 positions.
• The cuts are part of a strategic plan to address financial strain and support long-term sustainability.
• CHLA leadership says the decision was driven by external pressures, including reduced Medi-Cal reimbursement rates.

https://nurse.org/news/childrens-hospital-los-angeles-layoffs-2025/

It was made very clear in today’s town hall meeting

I'm curious why folks were laid off this time? Is it tenure (expensive), performance (low ratings), or simply political (did not kiss a-s)?

For those that were let go, I’m sincerely sorry. If you feel so inclined, would you be willing to share what your level, tenure and severance package were?

I’m so sorry this is happening to us. I hope everyone will be able to find something else, and soon.

Right-sizing is not about cutting back. It’s not about loss. It’s about clarity, focus, and positioning ourselves for the future. Think of it as shaping a high-performance team where every role, every resource, every process is aligned with where we want to go.

We are at a point in our journey where the opportunities ahead are huge, but so are the challenges. The market is evolving, customer expectations are shifting, and innovation is relentless. To rise to this, we cannot afford to be carrying structures, systems, or habits that hold us back. Right-sizing is how we unlock agility, speed, and strength.

This is about creating an organisation that is fit for tomorrow, not just comfortable with yesterday. It’s about ensuring that every person here is in the right place, with the right tools, doing the right work that adds the most value. When we do this, we don’t just survive change—we drive it.

And here’s the inspiring part: right-sizing is not about reducing what we are; it’s about amplifying who we can be. It’s about freeing up energy, capital, and creativity to invest in growth, innovation, and the things that really matter to our customers and our future.

Together, we will become leaner, sharper, and more resilient. Together, we will build an organisation that is not only successful but significant.

So let us embrace right-sizing as a catalyst—not for less, but for more. More clarity. More opportunity. More impact. More future.

Because this is not the end of something—it is the beginning of our next level. And we are going there together.

Thank you.

Friends, Our CFO " AKA the Iceman" sees layoffs like brushing the teeth - it's a regular activity ??

OK, not sure I get the similarity, but good for him that he does.

As all of you knows our stock price has been falling. In the last 3 months the stock drop (about 12%) has erased more than 37 BILLION Dollars of value. This equates to more than an entire year of Gross Revenue.

I'd say this is a problem. actually a "big problem"

So what does everyone think the Iceman will do to attempt to bolster such a loss ( and of course to protect the Ex Board jobs). Yes. you got it. Layoffs will be coming to SAP - especially all of those high cost areas. The rest of the way they will try and "buy" their way out of the downward spiral and buy some acquisition with the hope it will divert investor focus on SAP performance.

Q4/Q1 will not be happy times here.

I know today and the next few days have and will be hard. The way this company is behaving is irrational; the colleague experience is not at the forefront of their minds nor the client experience that is preached about. Although they are preaching it is not cost savings it obviously is, they are chasing a number. This will not improve the stock price nor the client satisfaction levels. The actions taken today will have a huge impact of confidence levels from the board and analysts.

Today I have seen people in shock, hurt, and worried about their future. Whatever emotion you are feeling know it’s not a reflection of your talent or value. This thread is to offer support to those impacted.