That was a load of cr-p. Enrique avoided as much as possible the WFR topic, his answer being so ambiguous. These 2000 extra people to be fired are on top of the original number from 3 years ago, but he tried to hide behind it. And the cr-p with "it's gross not net, as we hire someplace else"...and skipped quickly to another question. BTW, last year he lost only 98k USD, he did get a very fat bonus.
"HP CEO Enrique Lores saw his total compensation shrink by a little more than $98,000 in the corporation's fiscal 2024. To mere mortals that would induce tears, but as for the executive himself, it likely just meant he had to opt for a slightly less shiny new suit. The boss at HP Inc, who joined the organization in 1989 as an engineering intern and climbed the ranks to chief exec in 2019, received a financial package of $19.36 million for last year, down from $19.458 million in the prior 12 months."
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HP’s share prices are sliding—is the company truly future-ready? Layoffs won’t help, especially when they continue extravagant spending on overpriced partner trips, Amplify events, and other expenses that almost feel like bribery. Meanwhile, US executives are flying to Romania for lavish parties—just an observation from LinkedIn posts. Priorities seem questionable
Enrique also hires family members to work at HP. There is one working at the spring site. Everyone is always kissing his behind. It’s funny because he’s so young and you have all these olds trying to impress him.
In my opinion, some people have been here far too long. There’s a difference between celebrating years served and assuming that longevity equals innovation. Just because someone has been in the company for X number of years doesn’t mean they’re the best fit for the future. In fact, they should be the first to go—or at least, that should be the first filter.
Loyalty alone cannot be the foundation of job security. Fresh ideas and new talent should be actively brought in—not just straight-out-of-college hires (nothing wrong with them), but a real mix of skills, experience, and perspectives. The future of a company isn’t built on tenure; it’s built on adaptability, creativity, and the ability to evolve.
Poly people, brain-insufficient HP people should be included as well, those who stay in a company for 20-plus years and only know one thing—the HP way—to kiss b-m and do some useless, meaningless PPP. Anyway all these are just numbers and can be replaced easily.
Lay off poly people - too many and all vote senior director lol …hybrid systems
Even with a “kiIIer-app”, users will be quick to uninstall it. I remember when I was still at HP, product management always complained at the marketing insights that users always deleted any OEM bloatware that HP installs during OOBE, and rightfully so. HP computers are always loaded with SureView, SureClick, SureBullshıt, etc. There was never any marketing to incentivize keeping that. Even our current IT department deletes all of that stuff because it’s unnecessary and presents a security hazard.
There will be a big burst of business when support for Windows 10 ends. Then back to being a low-margin, no-growth commodity business.
Unless a ki-ler app is found, the market for "AI PCs" will be very small.
Truthfully, HP knows to avoid the topic of layoff. Any reason to make their employees panic will further damage any morale and productivity that is already suffering.
As someone who got laid from HP a few years ago, I can tell you that you don’t need executives to tell you who exactly is getting laid off. They’ll never answer questions relating to that unless it will affect their bottom line. It’s a gut feeling that accumulates when you recognize when your organization, and particularly you yourself, aren’t working on anything that is considered important. And that may not necessarily be your fault. It’s just poor leadership that is slacking on the organization’s strategy.
People who get laid off are extremely unimportant to HP. They’ll let you go, rehire someone who is a long younger, train them, get them up to speed, repeat. I don’t know if you’ve noticed but the vast majority of engineering hiring happens at the intern level. They don’t hire interns at the senior level or higher. It’s like they’re so confident that the level of real expertise to do a particular function doesn’t require someone with said expertise to do. What does that say about the company and the nature of the work? Again, it’s not the individual contributor’s fault. It’s poor leadership. All of the harder work is done in TDC… and don’t even get me started on the fragile line that HP is walking on with that sort of offshoring.
Last point in my rant: I think HP isn’t going to change too much. They’re going to make printer and PC equipment until the end of time. They’re going to continue “innovating” based on what their suppliers tell them. This industry is going to be hit so hard if a recession occurs. I really don’t understand how or if there’s a strategy to scale the business.
Okay I’m done.