#costcutting

it's time to lower costs and jettison underperforming products and locations. not sure what the delay is

It's frustrating when people claim layoffs are about performance. My whole department, from the VP down, got cut in the last round. We had strong reviews and bonuses to show for it. Sometimes it's just pure cost cutting with zero regard for who actually does good work. Spreading that performance narrative just kicks people when they're already down.

I don't wish job loss on anyone, but it's always the grunts who get sc--wed. Management has been bloated forever, and some roles won't be missed, AI or not. If those of us doing the actual work, for the least pay, can keep our jobs given how tough the market is, I'm okay with it. People with bigger salaries can weather unemployment longer. Most of us can't survive more than a month or two.

That's the only strategy we need. And yes, fire everyone at the top, replace them with a bot that will help people build better and sell more laptops.

That's it, a McKinsey masterpiece in two sentences.

You can thank me later.

WGN TV laid off 8-9 on-air employees on Monday. This follows previous layoffs of behind-the-scenes staff. Parent company Nexstar is currently merging with Tegna. The cuts aim to reduce costs due to anticipated debt from the merger. Nexstar also carries debt from its 2019 Tribune Media acquisition.

https://chicago.suntimes.com/sports-media/2026/02/23/wgn-tv-chicago-layoffs-chicagos-very-own-channel-9-nexstar-tegna

I’m hoping someone in management will read this and wonder why we have Refining PCN doing the majority of IT infrastructure, and IcS staff at sites are pretty much useless and do very little of the core business.
It’s the biggest waste of resources at the sites. If you look at the top 2 incentives they implemented ClarOty and SolarWinds are totally a joke. ClarOty isn’t doing anything and ICS management is projecting the benefits. Ask any PCN Team lead they will laugh!
Please help us at the sites!!!

Leg T surplus is coming but first they are trying to fire you for misuse of company time. They have a usage report for websites and a list of people that are not working. The goal is to fire 20- it will save the company over 2 million dollars.

Some exotic location, while other resources get cut!

To save money/show stock market, Draftkings did a layoff today.
Does anyone knows how many got impacted?

The pharmaceutical giant said in a filing with the New Jersey Department of Labor & Workforce Development, it expects to let go 247 employees between May and December.

BMS did not say which positions it will target or at which locations the reductions will take place.

https://njbiz.com/bristol-myers-squibb-nj-layoffs-cost-cutting/

Oh, well...

• Walgreens is laying off 469 employees across multiple states following its acquisition by Sycamore Partners, adding to prior job cuts and store closures.
• Since the buyout closed last August, Walgreens has reduced its footprint from about 8,500 stores and 220,000 employees to roughly 8,000 stores and 211,000 workers.
• The Private Equity Stakeholder Project warned that earlier cost cutting steps, including holiday pay reductions, signaled deeper workforce reductions under private equity ownership.

Bristol Myers Squibb announced another round of layoffs. The pharmaceutical company will cut 247 jobs in New Jersey. These reductions will occur between May and December. This is part of a strategic $2 billion cost-cutting initiative. The company has already eliminated over 1,200 New Jersey positions.

https://njbiz.com/bristol-myers-squibb-nj-layoffs-cost-cutting/

I've lost my best people consistently over the past two years. I understand that talent comes at a cost, but eliminating it is strategically unsound. We're not just watching institutional knowledge disappear, we're dismantling the very core that holds teams together. Leadership may see short-term savings, but this criterion for cuts will end up costing us far more.

Most of their cases are general inquiries with zero technical complexity and could be easily handled by AI. Every new ticket opened is nothing but a CAPEX/OPEX to Cisco.

Lifted this from another comment on this site. It gets to the heart of the matter bigly. Sad but true that this is happening to this once great company before our eyes.

It's the only AI software that Chevron has. I am guessing that the LT is planning on celebrating this tool as a means of leveraging AI to cut operational costs. The entirety of AI within CVX has been oversold to the board and the executive team. They have been pumping money into the "dream" software for years and the BoD wants to see results. The money saved over cutting headcount from eavesdropping on emails and text messages will never match the promised returns of AI sold to the board. There is a critical OC gap with regards to AI and the datasets are a mess. It will take years to harvest energy production related returns from AI within Chevron. MW is on the $32M hook to show costs cuts has cut critical headcounts and is now recreating a low cost workforce in India and eliminating the costly US workforce in an attempt to realize the savings that AI might have provided. This is a one-to-two-year trick pony because it's not a sustainable YoY strategy. Once the sham starts falls apart in a year or two, MW (who is already cashing out) will depart. In the meantime, Chevron will lose more talented people since it is fairly evident there is no long-term career to be had here. This is a prime example of how short-sighted corporate leadership with a shallow technological understanding can destroy a once great company. The workforce tension and the desperation of management is palpable, and the first cracks are starting to appear.

We’ve all seen the latest email: a hard push toward a few "preferred suppliers" (mostly the large Indian MNCs) and a mandate to move away from our niche partners.

Reading between the lines, this looks like a forced transition from FTEs to a contractor dominant model. But is there actually a strategy here, or is this just another way to cook the books?

A few things that don't add up:

The "Recycling" Loop: I’m hearing reports that these preferred vendors are just hiring back former colleagues and charging us a markup.

Quality vs. Cost: The feedback on these specific providers has been bottom-tier. Moving from specialized niche experts to "volume" contractors usually results in technical debt that costs more to fix later.

Compliance or Convenience? Is "inappropriate reporting" (or lack of transparency) from these big firms being ignored just because they make the balance sheet look "leaner" by reducing official headcount?

What’s the real "idea" behind this? Is it just about shifting liability and hitting a "variable cost" target for the next earnings call, or is there any long-term plan to maintain the quality of our output?

Curious to hear from others who have transitioned to these providers. Are you seeing a drop in quality, or is this "recycling" of old employees as widespread as it sounds?

Thank you for your service:

John Stankey - $26,410,845
Pascal Desroches: $15,477,119
Lori Lee: $9,889,903
Jeff Mcelfresh: $15,602,605
D. Mcatee: $13,637,271

Page 61:
pdf.secdatabase.com/2460/0001193125-25-073402.pdf

Are we really having a sales kickoff? How much money does this cost? wouldn't it bt better to save? instead of flying everyone out just to "network" and get drunk in las vegas.

At least ten high ranking positions suddenly eliminated from Generac Power Systems in Pewaukee, WI ( www.generac.com ) in a cost saving effort leading to reorganizing of the remote monitoring teams.

Generac CEO Aaron Jagdfelt interview in the news from earlier:
https://www.youtube.com/watch?v=xQ4KugBjyfA

Give high performing employees a severance because they’re paid too much. Hire a Danos contractor to do the same job with much less liability and position cost.

Win/win. Take the severance buddy

The timing is not a coincidence: Verizon is essentially funding the start of that $25 billion buyback program with the savings from those 15,000 employees.
The "Cost Transformation" Math

In late 2025, Dan Schulman launched what he called a "cost transformation." Here is how the numbers connect:

The Layoffs: Verizon cut roughly 13,000 to 15,000 positions (about 15% of their workforce). This was the largest workforce reduction in the company's history.

The Savings: Management told investors these cuts, along with AI automation and switching company-owned stores to franchises, will save the company roughly $5 billion per year in operating expenses.

The Buyback: They then announced a plan to spend at least $3 billion on share buybacks in 2026.

Essentially, they are taking the money saved from 15,000 salaries and handing it directly to Wall Street.
Why this fuels the "Bonus" argument

You mentioned the concern about Dan Schulman’s bonus, and the layoffs add a specific layer to that:

Efficiency Ratios: CEO bonuses are often tied to "Operating Margin" or "Free Cash Flow per Share." By cutting 15,000 people, the "cost to run the business" drops instantly, making Schulman look like an efficiency genius on paper.

EPS Manipulation: As we discussed, buybacks reduce the share count to boost Earnings Per Share (EPS). When you combine massive cost-cutting (which raises the "Earnings" part) with buybacks (which lowers the "Shares" part), the EPS growth looks explosive.

The "New Sheriff" Strategy: Schulman is using the classic "Kitchen Sink" approach—take all the painful hits (layoffs, massive severance charges of $1.8 billion) in his first few months so that 2026 and 2027 look like a massive "recovery" that he can take credit for.

The Human vs. Financial Cost
The Wall Street View The Real World View
"Leaner and Scrappier": Analysts cheer the $5 billion in savings as a way to protect the 6% dividend. Morale & Service: Cutting 15% of the staff (mostly middle management) often leads to worse customer service and slower technical fixes.
"Capital Discipline": Returning cash shows they aren't wasting money on "ego projects." The Human Toll: 15,000 families lost income while the company "found" $25 billion for its own stock.

NO GROWTH NO STRATEGY JUST BIG FAT CATS

Sabre’s operational trajectory reveals a profound leadership failure to translate a $323 million five-year investment in software development into genuine innovation, as these funds have served primarily as defensive "keep-the-lights-on" expenditure rather than a catalyst for non-linear revenue or structural cost efficiency. This stagnation is starkly evidenced by an efficiency paradox where the company shed 38% of its workforce—collapsing from approximately 7,500 employees in 2022 to 4,650 in 2025—while simultaneously handling 21% higher booking volumes, exposing a staggering level of historical dead weight and persistent resource mismanagement. The reality is that Sabre’s "transformation" is fueled not by software-driven productivity, but by an aggressive cycle of layoffs; nearly 100% of the $70 million in technology expense reductions in 2025 came from labor and professional service cuts, while cloud migration contributed a mere $18 million in hosting savings. With leadership planning to sink another $65 million into restructuring and further layoffs for 2026, it is clear the primary strategy remains shrinking for survival, confirming that half a decade of massive capital outlays has yielded no meaningful innovation-driven value or digital scale for the enterprise.

UK unemployment reached 5.2%, a five-year high. The retail sector lost 74,000 jobs year-on-year. Businesses attribute these job losses to higher labor costs. Increased National Insurance contributions and minimum wage hikes impacted hiring. Younger workers and consumer-facing businesses are most affected.

https://internetretailing.net/retail-layoffs-mount-as-uk-unemployment-climbs-to-five-year-peak/

UK

4Q24 Report
As of December 31, 2024, we employed approximately 70,000 full-time and part-time employees, including network, retail, administrative and customer support functions.
4Q25 Report
As of December 31, 2025, we employed approximately 75,000 full-time and part-time employees, including network, retail, administrative and customer support functions.

So an increase of 5K employees YOY, even though they spent $390 million in 4Q25 to "...streamline operations by centralizing leaders and teams, reducing organizational layers, and eliminating duplicative roles..." and plan on "...remaining costs of approximately $150 million expected to be substantially incurred by the end of the first quarter of 2026. "

So I guess we have to wait until 4Q2026 report to understand how many employees are affected by a net cost $540 Million?

I’m so glad T has an extra $25M to sponsor the Pebble Beach golf tournament. After all, the majority of the people watching golf have NO idea who AT&T is, or what the company sells!! I’m sure people are flooding to the stores for millions of new net adds…

The T & Stinky way…whine about cash and then drive up costs on stupid sh-t! Followed by subsequently hacking away at the labor force…

On February 9, 2026, interim CEO Than Powell resigned from his temporary role at Longeveron but remained with the company in business development, as the board appointed veteran biotech executive Stephen H. Willard as permanent CEO effective February 11, 2026. Longeveron tied Willard’s compensation to a mix of cash and equity, including substantial stock and option grants, while simultaneously imposing a temporary 50% pay cut on its CEO and executive chairman and rolling out broader cost-cutting measures such as employee furloughs and reduced board fees to conserve cash ahead of pivotal clinical trial milestones.

https://www.theglobeandmail.com/investing/markets/stocks/LGVN-Q/pressreleases/227165/longeveron-appoints-new-ceo-amid-cost-cutting-initiatives/

Outsourcing sounds good on paper until you have to redo everything because it was done wrong. The cost of poor quality is way higher than the payroll savings. When will they learn this lesson?

Can’t imagine that this whole company won’t be in TX in 3-5 years. Stop backfilling OKC jobs in OKC and let normal attrition handle 15% of the lift while targeting back office jobs for rolling relocation (IT, HR, Accounting, Legal). Geologists and Engineers will hang on longest as the “center of excellence” but eventually bye bye.

Proposed reorg to save Meg some time: Step 1. Merge P&O, G&LC and Technology into one business (2 EVPs can walk with all the entourage), merge C&P and T&S, get rid of EVP level positions for the rest of the org. Saves min £20m pa on the headcount with improved efficiency and accountability. Get rid of strategy function completely - it has been a failure. Strategy should be driven by BUL leadership and segment EVPs not central function..same for RC&S teams - its a testament to the weakness of the EVP that they still exist. Same for Ventures - no new businesses came out of it in 20 years of its existence so its an ego satisfying project for the execs but no real value generated and a distraction for the businesses.
Step 2. Get rid of functional organisation and organise by Business Unit structure, with clear P&L accountability. No central functions that do not feed directly into a specific P&L. Desperate measures for desperate times but company needs to put profits into the cornerstone of performance and current structure is way too broad to enable such focus. BULs will start cutting costs when they have full control over it.. Step 3. Very light exploration and central subsurface team which will enable new growth (outside of existing basins, otherwise driven from BUs). Any other ideas?

So I was RA’d as a Band 10 because I was too expensive

https://www.indexbox.io/blog/ibm-to-triple-entry-level-hiring-in-2026-redefining-roles-around-ai/

There are lots of overlap, people doing stuff that could be done by interns, huge fat layers of mgmt that have been useless for decades. I am basically wanting good people to stay and the people who got paid off the backs of people who actually worked hard and had hard skills besides being buddies with someone executive. I hope oracle does the right thing and eliminates a ton of GBU mgmt or overlap. Customers wouldn’t even know the difference if GBU products even bad managers.

There is 150 million left in the plan for right sizing the company, that's roughly 1500 jobs

Will this happen before end of financial year ?

E.W. Scripps Co. is expecting to make layoffs in the near future as the company, which operates more than 60 local TV stations in the U.S., has embarked on a plan aimed at boosting adjusted earnings by up to $150 million over the next three years.

https://finance.yahoo.com/news/scripps-layoffs-loom-company-sets-161754967.html

Scripps is preparing for potential layoffs as part of a significant cost-cutting and revenue growth plan. The company intends to implement new strategies, including the use of artificial intelligence and automation. These measures are designed to enhance operational efficiency and reduce expenditures. While layoffs are anticipated, the specific number of affected roles has not been disclosed. The headline indicates a strategic shift for Scripps to adapt to the evolving media landscape.

https://www.imdb.com/de/news/ni65702916/?ref_=nwc_art_perm

Anyone else been forced to attend this rushed mess?

Its like Dev Days but with external sales people mixed in, and its been a complete sh-t show. I dont think Ive learned a single thing that I couldnt have gathered from a basic google search. We are blocking off thousands of peoples time for multiple for this, hired a hype man, and are paying consultants to come pitch AI generated slide decks to IT people.

What on earth is going on? Hard to take any of the cost savings talk seriously when we pi-s away money like this

Updated - T, 2/10/26.

AI Innovation -

1) Software Firms.

2) Private Credit Firms.

3) Insurance Brokerage Firms.

4) Wealth-Management Firms.

While AI contributes many useful innovations towards society, and will create (some) related jobs.

The stocks of those respective industries are (currently) being sold-off within the Global markets.

The unemployment rate will increase (along with layoffs) the U.S. National debt (currently) at $38.7 Trillion (and rising) per usdebtclock will have (less) contributions from U.S. taxpayers (in general) unless Corporations, and the wealthy; pay more.

This list is going (not if) expand over time, if the job is computer dependent; AI can (and will) take its' place.

according to the 2025 nydfs supplemental filing, company spent $7M in out of pocket leg.al fees in 2024+$2M for l.aw division staff. $9m total not including insurance payouts\need to cut these excessive expenditures to save jobs.

They cost too much. It's that simple. Companies prioritize immediate savings over quality and short-term gains over long-term health. That’s the core reason we’re in a downward spiral, and it will almost certainly get worse. There's no vision. No grand plan. Just a relentless scramble to cut costs and funnel money to the top for as long as possible.

It looks like HP is laying off employees only to quietly rehire for nearly identical roles at significantly lower pay.

Blaming it on AI advancements or the so-called chip crisis feels like a convenient excuse

Firearms manufacturer Sturm, Ruger & Co. confirmed recent layoffs. The company reduced its New Hampshire workforce by less than 5%. This adjustment affected 90 of its 1,800 employees. The moves address cost misalignments and balance production with consumer demand. Sturm, Ruger faces financial challenges and a declining firearms market.

https://vnews.com/2026/02/09/newport-g-n-maker-layoffs/