#backfill

Three team members left months ago with no replacement in sight. Their responsibilities have been distributed among the rest of us, and it seems leadership views this as a permanent solution. Is there anything we can do to force them to hire some people, because we're close to our breaking point?

Any word on back office teams in Consumer Group like Frontline Insights or Systems? East Coast here but no “Org Update” on my calendar yet!

15$ plus an hour no degree needed. Now you know how we are backfilling all the management positions recently Rifed!

How’s it looking on your team lately? On mine, people keep quietly disappearing and backfills aren’t happening, so the rest of us just absorb the work and move on like it’s normal.

We were explicitly told when someone quits they will not be replaced. I’m a hometown store.

I’m exhausted from hearing the same promises over and over again about backfilling positions that never actually get filled. We’re overloaded, the work keeps piling up, and every month we’re told help is coming, but it never does. Add in the empty promotion talk, and it’s getting harder to stay quiet.

I’ve accepted that I may never get my old role back — that’s part of how corporate reorganizations work. But what hurts isn’t losing the job. It’s how it happened.

I was RIF’d despite strong performance and ongoing contributions, while some “eliminated” roles were quietly backfilled almost immediately. Even my own position, is now being filled again. Saving the favourites. That doesn’t feel like a business decision — it feels like a leadership decision.

When merit isn’t the driver, trust breaks. Employees begin to wonder if favoritism or toxic leadership played a bigger role in who stayed and who went. In a company this large, that’s dangerous. Without accountability at the SD level and above, a culture like this can take root at the market level and eventually hurt the entire organization.

This isn’t about wanting my job back — it’s about acknowledging a pattern that shouldn’t be ignored. Unfair layoffs don’t just impact people; they erode the foundation of the company itself.

I am beginning to hear rumblings of some of the front line sales reps who were laid off being backfilled as early Q1. Primarily the VBG client execs, public sector and sled CEs, SAMs, and the SMB reps who were just laid off. It’s sounding like they laid off who they perceive as low performers only to be backfilling their positions for the same or similar territory come Q1.

I was part of the layoff in October, and I noticed today my position along with a couple others laid off on my team have been posted on Target’s career page. They made some slight adjustments but it is almost exactly the job I was laid off from. Has anyone else seen this or have any advice? It’s a little hurtful to be backfilled less than 2 months after being laid off…

the cuts were too deep and haphazard, with not enough precision or thought given to the reality of the situation.
Now the back-peddling and re-hiring will soon begin in order to get things back on track.

I understand tools like Copilot help pick up the pieces. But, That’s insane to say.

6% headcount reduction ask by end of q1 2026 acrossthe board. YE process used to identify along with freeze on any new backfill requests from November 1st and retirements.. Usual stuff combination of all

Someone quits and months go by before they backfill the role, leaving the rest of us to drown in extra work. Do they think people can just do two jobs forever?

Anyone qualify for ERP but did not get the opportunity because your role is too “critical”? Want to talk as backfills are taking place for those that were offered ERP and accepted because THEIR roles are deemed critical.