Do they not care that morale has hit rock bottom? That nobody can focus on their work for fear of they might lose their job at any moment? How is this considered a good business strategy?
19 replies (most recent on top)
Sad, as the good people leave on their own or in layoffs, while the toxic ones always stay behind.
@fj
Damn it! No wonder I keep seeing them making excuses to “work “ from home lol
I guess they must be super busy on debating between Netflix and Disney+ while the rest of us are working on the materials for their leadership meeting, bravo!
@as lol, I don't even have come to the office to collect that check 😆
@b2 agree. Let’s start by getting rid of fake teams that create their own work and create extra work for others just so that they can exist. Let’s stop promoting without equity aka just giving someone a change in title so that you can elevate yourself.
WTF does morale have to do with it. In GT nobody's ever done more than create data pipelines, bad ones. The leadership su-ks, the cult of employment makes sure no one that's not them make any significant progress even if it hurts the org or we pay more to do less.
In general, Nike has a sh---y engineering org. I barely work, because I'm confined in my little silo. I stopped complaining because it's good money and I have free time. I still do more with my half a-s than entire teams.
It's good people should be nervous, they may lose their jobs. Honestly, I don't think I would pick up a resume where the last job was nike unless it was from a handful of people I know. Plus, no one will ever get another interview as easy as Nike's interview again.
There is no people strategy. We have an incompetent HR team who doesn’t hold their leaders accountable. They hire, hire, hire with no strategy and then fire, fire, fire. The cycle just keeps repeating.
Zooming out for a second, I think it’s fair to ask whether the repeated hire / restructure / layof cycles have had downstream performance effects. Even if each decision made sense at the time, the cumulative impact can be real. Over time, that kind of volatility can make top talent more cautious, slow innovation, reduce discretionary effort, and make it harder to commit to long-term bets. Layoffs are often a response to pressure, not the cause of it, but frequent cycles can make recovery more difficult. If we want sustained performance, we may need to think more intentionally about reducing volatility in workforce planning and protecting core capability through the pressure moments.
'investors' want money now
who cares whether the company can produce only cr-ppy products in the future
Some cuts are needed to keep the company healthy, but they have to be smart. Cut the wrong things and you hurt the business.
Recent re-orgs have made it apparent that leadership can’t always tell between what’s critical and what’s not. Some key teams were thinned out to the point where they can’t keep up with daily operations while other untouched roles are completely unnecessary and misaligned.
Jobs should also go to people who can do them well. Diversity is good, but skills and accountability should come first in those most influential roles.
Funding annual merit increases outpaces profit even at modest projections. The beatings will continue until morale improves.
they want you to quit so they don't have to pay severance out
Nike has the most dense population of high salaried people that don’t know how to do anything other than work at Nike. You signed up for this.
How may people does a company need to sell shoes that were originally manufactured 20+ years ago.
Get over yourselves.
They will continue to cut talent that presents a possible threat. There is no incentive for retaining and developing talent at Nike. They are incentivized to have a less efficient organization.
Need more doers? Great, now we need more managers. Now we need more Directors. Now I can get that SVP slot. Why else do you think we are 20-50% over staffed? They’re not that d-mb. But will feign it to the bank.
The leadership will continue to do everything they can to maintain their $500k+ annual salaries. There is not a care in the world they have for you. The cuts you’re referencing are simply bullet points on an end of year review for them. “Created synergistic strategies to develop organizational alignment across functional verticals resulting in x% net budget reduction; allowing for redeployment into innovative product pipelines, and now my nephew can get that sr. Principle role”
Nike has incentivized inefficiency and nepotism.
Get a side hustle.
@as plus the ones who spread poison and toxicity.
I think laying off people is not a big deal but do that on the wrong people is a BIG deal and that's what I have been seeing in recent reorgs...
I would love to see Nike let go those low performers and managers who come into office just to collect paycheck and contribute nothing but bureaucracy.
Nike over-hired and overpaid from 2020–2023, especially in tech. The company is now trimming the bloat that built up during that period, whether or not people agree with every individual decision.
Nike is in the process of fixing its fundamentals: costs and margins, sales and product focus, and supply chain efficiency. Like any large company, it’s going to make hard calls to get back on track.
You don’t have to like every move, but this isn’t personal, it’s business. Either align with where the company is going, or decide this isn’t the place for you. The company’s mission is bigger than any one person’s ego
Just to be clear Nike is not downsizing. It is competing with FAANG for the largest headquarters in India. You were laid off but the role was moved overseas.
Anyone that actually works can tell you the handoffs are failing spectacularly but we’re going to keep chasing trends over a cliff for another year or two. Eventually the effort (and invested money) will be abandoned just as we did with Russia, blockchain, and China.
They in fact do not care.
They do not care about you.
They do not care about the business.
They care about their compensation. And will do the absolute minimum to receive.
Do the same.
Trying to coax your two week notice out of you so they can backfill with an Indian.
the beatings will continue until morale improves