Legacy

Ongoing rolling layoffs are being executed without a clear audit of role impact or transition planning. The result is predictable: critical responsibilities are disappearing, remaining teams are absorbing gaps, and service quality is starting to degrade to the point of tipping. All company stakeholders should be paying close attention.

This pattern of cost cutting is undermining operational continuity and institutional knowledge.

For leadership—especially at the CEO level—this should be a visibility issue. If the intent is long-term efficiency, the current execution is creating the opposite: higher risk, lower resilience, and avoidable disruption for both employees and customers.

When directly questioned... certain executive leadership directly contradicts the CEOs 's thoughts and concerns on the matter and openly states they don't care. This to me says the CEO is not the one in charge anymore.

Employees who have brought in millions in revenue with decades of tenure are tossed to the side all so one executive in charge of cost cutting can get his bonus and show how many people he got rid of.

I personally remember a time when the CEO of this company looked at us as people. He once saw that we could be their very own family...thier daughters, sons, sisters, and brothers but at some point he handed over the reigns and decided to let his legacy be the destruction and upending of so many lives.

#Layoffs #BadLeadership #Morale #CostCutting

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Only caring about the bottom line is accurate. This is not only executive leadership at this point. Everyone is feeling the push to deliver.

@Silence Dogood I completely agree with you on all three points. Let me say, however, that actually implementing these ideas would be next to impossible. First, the US has very weak employment laws. It's much harder to fire or furlough workers in the EU for example. Second, executive leadership answers to the Board who only care about the bottom line at the end of the day. The Board is usually composed of majority shareholders who could just sell their shares and move on if they're not happy with the profit margins. We need more robust worker protections in the US, make it harder to offshore jobs, ban stock manipulation tactics (share buybacks), and then hopefully layoffs won't be the go to fix all for struggling businesses.

This is a Leadership ad culture issue. Culture where people are valued is gone. Employees as expendable as the main focus is only the dollar. Integrity , Loyalty, and Trust no longer exist here and never will come back.
1 - If you are laying off people , I say you are not leading the company well. Make consequences for senior and executive leadership, since it is their actions of poor management that have cause the lack of financial power and profits.
2- If you are entrusted as a senior/executive leader then lead, Don't pull in an external consultant to tell you how to do your job (insert McKinsey here)
3- If you want to change this, hold leadership accountable - no pay raises, promotions, stock options or bonuses in the year of a layoff. If you can run the company by your self without a layoff then you might be eligible for these based on profits.

Thread regarding Global Payments Inc. layoffs

Legacy

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