#layoffs

Friday started this round, VPs first? Who went yesterday?

Is ordering higher levels first and ends with peons? Or maybe there is no logic on order?

If you’re a tech support agent, stop fooling yourself , your job’s fu--ing dead. By the end of the year, Dell’s going to bury it. They don’t need you, they don’t need America, they don’t need jack sh-t beyond two godda-n continents, and they’re almost there. The whole “follow-the-sun” cr-p? That was a fu--ing lie from the start. A shiny little carrot they dangled while they gutted the teams behind closed doors. L2s and L3s, congratulations , you’re the ones they’ve decided to sla-ghter first.

And let’s talk timing. These clowns are pulling this sh-t right when the Trump administration is already sick to death of IT companies hoarding H1Bs and farming out jobs overseas. Dell’s dum--ss execs are literally juggling grenades with the pins half-pulled. I hope they get fu--ing shredded in the fallout. They deserve every ounce of backlash, every investigation, every godda-n lawsuit. They’ve bled Americans dry, pocketed billions, demanded loyalty and personal sacrifices — and in return? They sp-t in our faces.

And for the so-called “managers” and “directors” reading this : fu-k you. You don’t deserve your cushy titles or your bloated salaries. You’re lying parasites who fed your teams bullsh-t about “transparency” while sharpening the kn--e behind their backs. Your people gave everything, and you fed them straight into the grinder without a shred of guilt. You don’t fight for your employees, you don’t protect them, you just bend over and let the VPs use you like the pathetic little puppets you are. I hope when your team goes down, you get dragged down with them. Fired. Humiliated. Exposed as the gutless corporate wh--es you’ve always been.

Google AI: Medtronic Org structure is very deep, not flat. Will EM involvement drive middle or senior level of management layoff?

AI answer:

Involving activist investor Elliott Management (EM) at Medtronic is likely to drive layoffs at both the middle and senior management levels. While middle management is most vulnerable, senior management is also at risk due to a culture of long tenure and deep hierarchies.

-- Layoff risk for middle management
Middle management is most likely to be targeted in a push for a flatter, more efficient corporate structure.
Elliott's history: Elliott has a well-documented history of pushing for aggressive cost-cutting and workforce reductions at companies like Southwest Airlines and AT&T.
Operational inefficiencies: Medtronic has a deep, bureaucratic hierarchy with "excessive bureaucracy" noted in employee reviews. The newly formed Operating Committee, influenced by Elliott, is tasked with improving cost discipline and efficiency, which often means streamlining the organizational chart and reducing redundant management layers.
Redundant roles: Restructuring often involves pushing accountability down to the operating units, as CEO Geoff Martha has previously attempted. This makes layers of middle management that are not directly tied to revenue generation more vulnerable to elimination.

-- Layoff risk for senior management
While less common, senior management is not immune to restructurings influenced by activist investors.

Challenging the status quo: Elliott's approach challenges the "entrenchment of long-tenured executives" that can characterize large, stable companies like Medtronic. Elliott can advocate for leadership changes and board reshuffles, including CEO replacements.
Holding leaders accountable: The new board committees will hold senior leaders more accountable for the performance of their portfolios. The potential for divestitures and strategic shifts driven by Elliott puts the leaders of underperforming or non-core business units at a higher risk of being replaced.

Reshuffling and departures: The creation of new board committees and the shifting strategy often cause high-profile executives to depart, as seen in the recent exit of Medtronic CFO Karen Parkhill.

Potential outcomes

• Initial reductions: The process will likely start with cuts to operational and supply chain roles, as has already begun.
  Later-stage management cuts: These will be followed by more strategic trimming of middle and senior management roles to create a leaner, more agile leadership structure.
• Varying impact: As CEO Geoff Martha stated in a past restructuring, the impact will vary across teams, regions, and countries. Some departments, especially those tied to specific functions like manufacturing and supply chain, will see heavier reductions.

In summary, Elliott's involvement and Medtronic's focus on profitability will likely result in layoffs affecting both middle and senior management. While middle management is most at risk from cost-cutting initiatives, senior leaders in underperforming portfolios or those whose roles are deemed redundant will also face significant scrutiny and potential elimination.

Excellence is irrelevant. Loyalty is irrelevant.

In the end, you’re not spared or damned by the quality of your work; you’re erased because a number had to go down on a spreadsheet.

Getting cut isn’t failure, it’s statistical noise. Like a wreck on the highway, survival at Cisco has nothing to do with skill; just chance, and sooner or later, chance runs out.

Try looking on https://www.jobs.now/ for a new role.

Creeping closer to the Holiday Layoffs brought to you by Mr. Pajamas. The gift that keeps on giving Clark!

Exxon Mobil Corp XOM recently reported in its 10-K filing that its global workforce decreased by 1,000 to 62,000 personnel in 2022. This was due to cost-cutting measures intended to increase shareholder returns. It was Exxon's third consecutive year of staff reduction, down from 75,000.

The company also forewarned of potential risks for its operations in Kazakhstan, a nation in central Asia that borders Russia by a distance of 7,644 kilometers (4,750 miles). ExxonMobil’s combined oil and gas output in Kazakhstan was 246,000 barrels last year, which were exported via the Caspian Pipeline Consortium (CPC). According to the filing, Exxon may face an undeterminable loss in cash flow from its businesses in Kazakhstan if Russia interferes with the pipeline's functioning.

The U.S. oil giant, ExxonMobil, holds a 25% stake in the Tengizchevroil (TCO) oil production joint venture that manages the Tengiz and Korolev oil fields in Kazakhstan. The company also holds a 16.8% working interest in the Kashagan field. Per the filing, ExxonMobil's assets in Kazakhstan generated after-tax earnings of $2.5 billion in 2022.

Does citi pay the vacation time you are owed if you quit? Or if you are laid off?

See title

Usually I can't wait for an extra day off. Right now, I don't care. I'm so stressed I know I won't be able to enjoy it. Oracle has taken all the joy out of the few extra days off we have and replaced it with dread. All I can think about is, am I next? I hate this place so, so much.

Nike needs significant restructuring. HR should be reduced by 70%, administrative staff by 80%, and E-Band positions by 90%. Wipro and other IT consulting contracts should be cut by 80%, with no additional contractors from India. Marketing and sales should be reduced by 60%. These changes alone would put Nike back on track.

The company suffers from weak leadership and excessive bloat. Elon Musk could likely run Nike more efficiently by eliminating 90% of its staff. My recommendations only target a few departments, but the problem is clear: Nike has hired far too many MBAs and degree-holders in business, marketing, and HR who add little to no real value. If you’re not building, you’re fired. The MBA culture has become a drain, filled with grifters who contribute nothing meaningful.

Over the past two years, Dell has fired more than 30,000 employees, with waves of layoffs continuing to hit the workforce. At the same time, top executives are frequently selling off their stock, raising concerns about confidence in the company’s direction.

Inside Dell, sweeping process changes are underway, but few employees know what the endgame looks like. The lack of transparency has created an atmosphere of fear and speculation, leaving morale at an all-time low.

Some employees are even speculating about the possibility of a voluntary separation program as an alternative to ongoing layoffs. While many doubt Dell will ever offer such an option, the fact that it’s widely hoped for underscores just how deep the uncertainty and anxiety run within the workforce.

Michael Dell himself has a reputation as a cut-throat businessman who prioritizes profits above all else. While that approach may appeal to investors in the short term, it raises questions about the company’s long-term stability and its commitment to its people.

As Dell continues to navigate this turbulent period, one thing is clear: uncertainty reigns, and the human cost is mounting.

I thought this was funny. All I did was ask is Stephanie Farris liked?

— here’s the unfiltered version of why a lot of people dislike Stephanie Ferris at FIS:
• Worldpay Disaster – People feel she was part of leadership that massively overpaid ($35B) and then sold it at a huge loss, destroying shareholder value. Many see this as one of the biggest fintech blunders ever.
• Wall Street First, Employees Last – She’s viewed as prioritizing appeasing investors (stock buybacks, dividends, “cost savings”) while cutting thousands of jobs and gutting teams, leaving employees demoralized.
• The “Future Forward” Spin – Her transformation program is seen by critics as corporate jargon masking layoffs and cost-slashing, without a real growth strategy.
• Reactive, Not Visionary – Instead of leading with innovation in a fast-changing fintech/payments space, she’s seen as patching leaks, restructuring, and spinning failures as successes.
• Trust Issues – After major service outages and technology failures, people blame her for not modernizing systems fast enough. Customers and partners feel burned.
• Culture Ki-ler – Former and current employees complain on forums like Glassdoor and Reddit that under her leadership, morale has cratered, communication is poor, and talented people are leaving.
• Poor Communication & Accountability – Investors and staff alike feel she dodges responsibility, blames “market conditions,” and leans on vague optimism without real transparency.

In short, the harshest critics say: she’s a cost-cutter, not a builder. Instead of driving innovation in payments and banking tech (where FIS desperately needs it), she’s focused on financial engineering and PR spin.

Oh man, folks, have you heard about the big shake-up at Kroger? Yeah, the grocery giant just laid off 1,000 people from their Technology & Digital team at that fancy 84.51° spot in Cincinnati. That’s right, 1,000 souls sent packing—enough to fill an entire aisle of unemployed techies staring at expired coupons. I mean, Kroger’s all about “fresh for everyone,” but apparently not fresh jobs for everyone!
And get this: The big bosses, Yael the CIO and Rana the Senior HR Director, couldn’t even bother to show up live for the announcement. Nope, they dropped a pre-recorded video on everyone like it was a bad Zoom prank. “Hey team, you’re fired—cut! That’s a wrap!” Professional courtesy? More like professional ghosting. If you’re gonna can 1,000 people, at least have the guts to do it face-to-face. Otherwise, it’s just a low-budget horror film: “The Layoff Tape—coming soon to a unemployment line near you!”
Speaking of executives dodging the spotlight, let’s talk about Rodney McMullen, the CEO who’s apparently got his eyes on bigger things. I heard he’s been making advances on Jewel the singer. Yeah, you know, the one with hits like “Who Will Save Your Soul?” Well, Rodney’s over here whispering sweet nothings like, “Baby, let’s merge our assets—I’ll stock your shelves if you stock mine.” But Jewel’s like, “Foolish Games? Nah, I’m not playing with a guy whose idea of romance is a buy-one-get-one-free on heartbreak!” Come on, Rodney, stick to scanning barcodes, not scanning for dates.
Anyway, to all those laid-off Kroger folks: Hang in there. Remember, in the grocery game, when one door closes, another one opens… probably to the clearance section. But hey, at least now you can shop at Kroger without the awkward eye contact from your ex-bosses!

5 year note is down to 3.7%. YTD Aggregate Bond Index up 4.97%. 3 YR Return up to 3.15%. Life is Good. Dancing in the streets. Back in the Black. 90% chance Fed will cut in Sept. No Lisa Cook ?!?!?!? Layoffs ?

Being laid off would save me from doing three jobs for the pay of one while some of the people I work with spend their days kissing up to management and not giving a damn. Why should I fear losing a job like that?

“We consistently analyze our business functions to ensure we are aligned and operate according to industry best practices. After a thorough review of our accounts payable function, we identified an opportunity to improve and modernize our current approach. This decision fundamentally changes the roles of the current team, leading to a tough but necessary decision to restructure the department,” Kettering Health said in a statement to News Center 7.

https://www.whio.com/news/local/kettering-health-announces-layoffs-department-restructure/MRMLYNQ2RVDMZMXH4HPSOMRJVY/

virtual pop scheduled? what is this about?

Some folks still act like this place offers a real career path. The truth is, most of us are just hoping to stay employed another week. Thinking long term here is setting yourself up for disappointment.

Imagine what things would look like if we were not doing well financially. Just imagine for a second, when we're laying off people right now, when things are going great.

San Leandro, California-based Web to Door, an Amazon delivery service provider, is laying off 192 workers and ceasing operations at three locations: 67 in Richmond, 63 in Milpitas, and 62 in Oakland.

https://finance.yahoo.com/news/layoffs-hit-international-paper-j-180311226.html

I thought saying yes to everything would keep me safe from layoffs, and now I’m drowning in twice the workload. Cutting back feels impossible without risking everything, and I’m just exhausted. Not sure any of this even helped, so take it from me, know your limits before it’s too late.

Is it just me, or have layoffs become much more common than before? I'm always hearing about cuts, and that's not something that was true before.

Chipmaker Marvell Technology forecast quarterly revenue below market estimates on Thursday, disappointing investors who are accustomed to strong results from artificial intelligence-facing firms and sending its shares down 12% after hours.

https://www.reuters.com/technology/chipmaker-marvells-weak-data-center-forecast-prompts-ai-investors-dump-its-stock-2025-08-28/

Why is Worldpay hiring so many roles? I mean we will be RIFing a huge part of their legacy org with moving a substantial amount of our combined company's work to Mexico, India, and Manila within the next 12 to 18 months, beginning with before year end, then Q1 and a substantial one in May 2026.

I can’t stop wondering what’s really going on behind the scenes when it comes to layoffs. Who decides which teams are safe and which ones get cut? Is it performance, politics, or just random numbers on a spreadsheet? It's like no one knows what logic is being applied.

Exxon seems to have a grudge against every employee equally. No one is safe, no matter how hard you work. There’s this pervasive sense that management actually enjoys playing games with people’s livelihoods. Whether you’ve been here a year or twenty, it’s all the same. I swear there’s just a bunch of sadists at the top.

Layoffs are something that happens everywhere, we're not special in that regard. And I still think this is a decent job if you're lucky to have a good team and a good manager. Just my 2 cents.

Over the past few days, we have been hearing about quite a few people who had dedicated their lives to Juniper. These people spent upwards of 80hrs a week in supporting the organization grow and deliver.

As this acquisition is taking shape, we are being informed that these folks do not have a place in the new organization. This is beyond comprehension. How can our SVP's EVP's make such decisions and completely ignore these individuals in favor of the new team. Some of these people let go have a resume that's longer than the age of these new members.

I'm beyond stunned today as I hear about a specific individual who worked tirelessly in delivering the results, appreciated repeatedly and making our SVP/EVP successful in the eyes of our CEO. If this isn't betrayal I don't know what is..

Today, I can say that I no longer have any respect left for this person's previous supervisor.

I'm happy that the latest layoffs are in South Africa and not here. It's good to hear somebody else is getting hit for a change.

Teams were running on fumes when I was there, and I walked away two years ago. Who are they planning to get rid of now?

Being laid off right now, when everybody is letting people go and nobody is hiring is scary as fu--ing he-l. I've been trying to find something for the past few months assuming something like this might happen and I had no luck. I truly hope they have better luck and land something right away.

Demoralized by your peers feeling forced into accepting VSPs? Shocked by the ISPs? Me, too.

Now the additional layer as been revealed - the quiet demotions. Make no mistake, this is quiet firing. They want to make people miserable so they leave on their own accord and they don't have to pay severance. It also helps with their PR so they don't have to make it look like they laid more people off. This way, they can bring in younger, cheaper talent (and offshore and outsource more and more) and stay out of the headlines. This is "Consultant 101."

It's not just BCG, though. In case you hadn't noticed, they hired a bunch of partners from McKinsey & Company to run the show - David Chubak, Ryan Littlemore, Hasan Malik - all from McKinsey. I'm sure there's more I'm missing.

Then you have Nancy Killefer, Luis Ubinas, Byron Auguste - all on the Advisory Board and from McKinsey.

Don't know who McKinsey and Company is? Go look them up. They're the sc-m that both helped big pharma market opi--ds while simultaneously advising the government on how to combat the opi--d epidemic - using the same team of people. They are predators. They have no conscience. This is who is running the firm now.

I am so disappointed in the partner group as a whole. They should never have allowed this to happen. I hope they are ashamed.

That’s a good start. Any details on what those architects covered?

I relocated to the hub based on assurances of job security and professional growth. Despite these commitments, I have now been laid off. It is deeply concerning to see management decisions that appear to disregard the well-being and stability of employees’ lives.

When the acquisition of Albertsons fell through, I celebrated, because I thought we were saved from layoffs. We all knew it would be bad if the merger went through, but since it didn't, we were good. It's not so good to wake up one day and realize how stupid you've been.

I just found this forum, and I tried search but it's not really helping. I haven't been here long so I'm not sure how layoffs work. How do they let us know? Is it 1:1 or in a meeting? Are people done right away or is an end date provided? Basically, I'd appreciate any info that'd help me prepare for this. Thanks in advance!

Next round: April 2026

Years of dedication and results don’t seem to matter anymore. It’s demoralizing for those of us left behind, to say the least. Knowing that hard work means nothing is certainly not a morale booster.

And why? Layoffs happening this often shouldn’t feel so acceptable. We hear about them, stress through them, move on for a month (or two if we’re lucky), and then rinse and repeat. How did we let things get so very, very wrong?