#workforcereduction

Is the hiring freeze of external senior talent ever coming to an end? Only hiring happening is college hires, which is fine, but there is also a dire need of senior talent.

Mid-year performance reviews are done with the new stacked rankings structure putting 10% of the workforce below “meets expectations”. So, when do we expect the mass firings to begin?

Biotechnology firm Amgen has recently implemented workforce reductions, impacting approximately 40 employees. These organizational changes are intended to better align operations with the company's strategic goals. The affected staff represent a small fraction of Amgen's global workforce. This move follows a period of challenges for the company, including regulatory scrutiny of its dr-g Tavneos and several pipeline setbacks. Amgen is actively working to address these issues and support its transitioning employees.

Thousand Oaks, California

https://www.fiercebiotech.com/biotech/amgen-sheds-around-40-staffers-struggles-pile-tavneos-pipeline

This is the last weekend until 7/27 when everyone who accepted the VSP finds out their last day. Starting Monday, it's going to be a reckoning for managers and PLs.when they find out how much of the work force is decreasing. I'm getting on that lifeboat before the Titanic sinks.

So people can be ready for it.

Several major healthcare systems have recently announced significant workforce reductions. Dignity Health is laying off 139 employees across two hospitals in California. Adventist Health is also cutting 132 roles as it centralizes certain functions. These actions reflect ongoing financial pressures and strategic realignments within the healthcare industry. Many organizations cite rising costs and the need for operational efficiencies as reasons for these difficult decisions.

California

https://www.fiercehealthcare.com/finance/fierce-healthcare-layoff-tracker-2026-job-cuts-eliminations-health-systems-hospitals

This sounds more like regular surgical cuts that always happen than a major round.

America's existing layoff safety nets, including unemployment insurance and outplacement services, are ill-equipped for AI-driven job displacement. These systems were designed for a different economic era with cyclical, blue-collar layoffs and shorter unemployment periods. Current unemployment insurance trust funds are underfunded, and outplacement services often lack accountability for actual job placement or skill development. Federal reemployment programs also de-prioritize mid-career professionals, leaving them underserved. HR leaders must proactively adapt these systems to support workers through the coming economic shifts.

https://hrexecutive.com/americas-layoff-safety-net-was-built-for-a-different-economy-and-ai-is-about-to-break-it/

For this round, of course.

I'm not sure of the exact timing, but I am sure that there will be several more layoffs before the year is over. It's just a matter of when.

What do the Attrition metrics for IT look like? I know its by design to get rid of Americans, but it seems much worse than anything ive seen.

How can moving to limited pools of employees around centres of excellence, improve a company? I call BS. They are winding OT down.

Walmart recently announced layoffs impacting approximately 1,000 corporate employees as part of a global operational streamlining. These workforce changes are occurring as the retail giant continues to aggressively integrate artificial intelligence across its business. While the company states these are organizational adjustments, employees report increased pressure and concerns over AI-driven initiatives. Despite these layoffs, Walmart remains the world's largest private employer with 2.1 million associates globally. Shareholder proposals addressing AI's impact on worker well-being have been rejected.

https://www.thestreet.com/investing/stocks/walmart-employees

Just let go a lot of small business Specialist and the ones they are keeping are called something else now. That entire role is going virtual in the future...just FYI. For now they are thinning the herd.

“We’re looking for anything they can do or say to
show they’re protecting the bottom line, they’re
protecting earnings, they’re protecting cashflow.”

RAs coming. . .

https://www.barrons.com/articles/ibm-earnings-stock-price-a3df6f77

By: Mackenzie Tatananni | July 22, 2026, 3:00 am EDT

After last week’s earnings warning sent IBM’s stock into a downward spiral, it may seem like the fate of its shares is sealed. Yet that may not be the case.

Investors already have an idea of what the numbers will look like. IBM previewed its second-quarter earnings last week—a rare move for a company that had only pre-announced earnings once before in its history, during the 2008 financial crisis.

IBM cautioned that key metrics, which will be released on Wednesday after the closing bell, would fall short. The company expects to report $17.2 billion in revenue for the quarter—behind Wall Street’s call for $17.9 billion—driven by a 7% year-over-year drop in infrastructure, flat consulting sales, and a 5% uptick in software. Adjusted earnings are forecast to come in at $2.93 a share, behind the $3.01 analysts were expecting.

Last week, CEO Arvind Krishna issued commentary around artificial-intelligence spending, saying that some customers suddenly shifted their budgets toward servers, memory, and other “supply-constrained infrastructure” to get ahead of expected price hikes.

“This dynamic impacted client buying patterns,” Krishna explained in a letter to shareholders. “While we anticipated some supply chain related impact in our expectations, we did not anticipate the magnitude of the capex reprioritization.”

Shares plunged 25% on July 14, marking their worst one-day decline ever and wiping out nearly $70 billion in market value. The stock fell 26% last week—the worst weekly performance in the company’s history.

Now, investors are questioning whether the company is facing execution issues in the face of unexpected changes, or if there are signs of a broader shift in customer behavior that IBM must adapt to. Krishna wrote that “numerous large deals” failed to close on the timelines IBM had expected, “driving the majority of our shortfall.”

The real proof won’t be in the numbers—investors already have an idea of what those will be. Rather, they’re looking for signs of future execution and commentary regarding the steps IBM is taking to recover from the quarter’s missteps.

“IBM has to show customers are still spending, the AI and software opportunity remains intact, and that management has a credible plan to get growth back on track,” Mizuho’s Dan O’Regan told Barron’s ahead of the report.

Given that IBM had been trading earlier this year near all-time highs, the selloff was partly warranted, O’Regan said. Even so, he believes the market was overlooking momentum in “several of IBM’s strategic businesses,” particularly software and AI-related offerings.

“If those trends remain intact, investors may ultimately view this as an execution reset rather than a deterioration of the long-term story,” O’Regan explained.

Although the earnings warning triggered a wave of price-target cuts, most firms aren’t changing their tune on IBM stock. The consensus rating on FactSet remains Overweight. On Tuesday, Jefferies analysts reaffirmed their Buy rating on the shares, even as they lowered their price target to $260 from $320.

For Wall Street bears, the earnings warning validated long-held doubts rather than offering a fresh perspective. BNP Paribas analyst Stefan Slowinski has long argued that the stock was trading at an unwarranted premium to the broader market.

“We’ve been concerned about valuation,” Slowinski told Barron’s. “Investors are overpaying for very low organic growth.” To counter that drag, he noted, IBM has relied on buying faster-growing software firms to artificially lift its overall profile.

“Cashflow is always important for IBM,” Slowinski continued. “It’s never good if you miss on the top line and you’re not growing, but you should protect the bottom line. Even if they do take down their full-year revenue guidance, can they keep their full-year cashflow guidance?”

From his perspective, second-quarter earnings will be a crucial test for IBM. “If they can pull some levers, that gives investors confidence that, even if the market changes and they miss on revenue, they typically now know how to adapt their business,” Slowinski said. “We’re looking for anything they can do or say to show they’re protecting the bottom line, they’re protecting earnings, they’re protecting cashflow.”

Monday.com is implementing significant workforce reductions, impacting approximately 20% of its global employees. This decision stems from a strategic shift to adapt to the evolving AI landscape. The company is moving from a work management platform to one designed for AI agents and human collaboration. This restructuring aims to streamline operations and capture new market opportunities presented by AI. Monday.com emphasizes that this is not a cost-cutting measure but a necessary organizational change for future competitiveness.

https://www.calcalistech.com/ctechnews/article/udx1nmbdq

Gotta love the fact they are so worried about reducing costs other than top executives pay and advertising. They are main advertisers on the World Cup .. the Super Bowl … ALL THE BIG EVENTS .
It’s just an attack on the workforce to fatten that axxhats pockets

Disney has announced significant job reductions impacting several hundred employees across various divisions. Pixar Animation Studios experienced a substantial number of these layoffs, despite recent box office success. Cuts also affected ESPN, Disney Entertainment Television, and National Geographic. This move follows earlier workforce reductions in April aimed at streamlining operations. The company is adapting its workforce to meet evolving industry demands.

Burbank, California

https://variety.com/2026/film/news/pixar-layoffs-disney-studios-several-hundred-employees-1236817241/

That means a huge LR

Any news on more layoffs and RIFs?

Shortly to be followed with a meeting from higher ups or JF of “well we had some tough decisions to make but we are on track.”

It’ll happen cross regions, cross groups. Good luck.

Staples will close two stores in August 2026. The stores are in Goleta, California, and Levittown, New York. The closures are part of the long-term plan to reduce its retail store network. Staples reduced its U.S. store count from 929 in October 2025 to 916 in January 2026.

https://www.msn.com/en-us/news/insight/staples-and-amazon-announce-closures-affecting-hundreds-of-jobs/gm-GMB7DD9547

The company is responding to lower demand for traditional office products. More customers now buy online and use digital tools instead of paper-based products. Staples is increasing its focus on business-to-business services. The company still operates more than 100 stores in California and 64 stores in New York. Additional selective store closures are possible.

Does anyone know the % of # of employees they wanted to reduce for the VSP Phase? Or altogether goal?

Break down the remaining $2.6+ billion required to hit the full $5 billion operational goal

To bridge the $2.6 billion to $3.0 billion gap remaining to hit CEO Dan Schulman's full $5 billion OpEx reduction target by year-end 2026, Verizon and CFO Tony Skiadas have mapped out specific operational targets. These steps shift the strategy from immediate "people cuts" to long-term systemic and structural efficiencies.

The remaining cost-saving pipeline is split into four core operational areas:

1. The Next Waves of Workforce Reductions (~$1.0 Billion to $1.2 Billion)

Wall Street analysts estimate that between 8,000 and 10,000 additional positions must still be eliminated or outsourced by the end of 2026 to hit the targeted headcount savings.

Target Areas: Mid-level corporate management, overlapping regional operational staff, and back-office administrative departments.

Severance Impact: Verizon expects to clear an additional $350 million to $450 million in short-term severance charges during the back half of the year to structurally lower future payroll.

1. Full AI Scale Deployment (~$600 Million to $700 Million)Verizon is transitioning to an "AI-first company," utilizing its newly finalized AI automation stack to replace human tasks.

Customer Service Trimming: Transitioning basic billing inquiries, account plan upgrades, and routing calls directly to AI. AI customer interactions are scaling rapidly, yielding high customer satisfaction marks.

Contractor Spending Cuts: Drastically minimizing reliance on high-cost third-party customer service vendors and outsourced technical support agencies by automating workflows.

1. Network Modernization & Copper Sunset (~$500 Million to $600 Million)Maintaining parallel networks is highly inefficient. Verizon is rapidly accelerating the decommissioning of its legacy copper infrastructure.

Copper Decommissioning: Sunsetting old copper lines slashes power usage, expensive physical maintenance, and field-technician dispatch costs.

IT Stack Consolidation: Migrating older, fragmented software networks into unified cloud platforms, eliminating redundant software license fees and data silo upkeep.

1. Supply Chain, Real Estate, & Vendor Optimization (~$400 Million to $500 Million)

The final pillar targets overhead and procurement contracts across corporate and retail operations.

Real Estate Rationalization: Closing down corporate offices and shrinking administrative facilities to match hybrid-work realities.

Contract Renegotiations: Forcing major hardware, equipment, and network software vendors to lower pricing terms under the threat of supplier consolidation.

Total Remaining 2026 OpEx
Workforce Downsizing - Corporate & back-office cuts (8k–10k roles) $1.1B
AI Stack & Automation - Automating routine customer workflows & vendor cuts $650M
Network & IT Evolution - Copper network decom & software consolidation $550M Vendor & Real Estate - Lease terminations & procurement contract revisions $450M

Total Remaining Target~$2.75 Billion(Note: These figures exclude the separate $1 billion in annual cost synergies Verizon expects by 2028 from its ongoing Frontier Communications acquisition integration).

In the last several rounds, most of the people let go were in their 50s and 60s. The most experienced people. How is this allowed?

What do you think the odds are of another round of layoffs in the next couple of months?

I spent two decades here. I showed up every day, I gave it my all, I went above and beyond, I never once had a complaint about my work. And what did that get me? Nothing. I'm out of a job and looking back, I realize I was just a number to them. All that loyalty and effort didn't count for anything in the end.

When will the layoffs pick back up again?

Anytime this year?

I can't shake the feeling that it just means another disaster is waiting around the corner.

I've been here eight months and everyone keeps talking about layoffs but I haven't seen any major ones. Did I just get lucky or am I missing something?

Layoffs are happening, but so is hiring. Doesn't that completely defeat the purpose? And it's a slap in the face to the people who were let go.

Anybody knows any details?

Profits down? Lay off the workers. Profits up? Lay off the workers anyway to show even better numbers. There's no scenario where we come out ahead. No matter what happens, we're the ones who get sacrificed. It makes you wonder if there's any situation where the rank and file aren't the first to go.

Do tell.

The company has been using AI buzzwords and based on what we have seen internally, nothing has changed. RL uses pre scripted sentences and Sydney, HealthOS, data / information / insights (stop it), make it easy for members but all of the upside has been by cutting workforce or moving work at cheaper contract rates to vendors (nothing to do with AI), and all this has forced rest of the team to pick the load. I am sure there was waste - but attributing anything to AI or technological transformation is BIG overkill. There is nothing new, no real tech or AI strategy that has been shown since RL and gang came in. He just manages up at cost of real frontline workers. We see it every day.

There is nothing new, people are frustrated, new tech leaders are clueless and trying to figure out how to stay relevant by deliberately telling all things are broken, no respect for anyone with prior knowledge. I am sure in another 6 months to a year questions will be asked and leaders will blame each other. Front line managers and engineers / workforce is feeling the pressure and looking for leadership which does not exist. It’s a shame how the company is being run into ground.

Which areas being affected?

Electrolux is transitioning its Anderson plant from refrigerator production to laundry equipment manufacturing. This significant change follows a North American partnership with Midea, a Chinese appliance giant. Over 1,200 workers were laid off as part of this operational overhaul. The company plans to retool the facility, with production expected to resume in early 2027. Many displaced workers are finding new employment opportunities in the local manufacturing sector.

Anderson, South Carolina

https://www.andersonobserver.com/news/electrolux-layoffs-near-complete-overhaul-for-new-products-set-to-begin