#exit

If DXC gets sold or has to declare chapter 11. You will get close to nothing. We just had a colleague laid off after 25 plus years and only got 15 weeks (based in US) For the love of whatever you believe in, read the terms for YOUR contract and location. I'm all for sitting around and doing nothing (it's quite nice) but look for an exit while you can so you are not blindsided. Leaving on your own terms is much nicer.

https://geoexpro.com/escaping-the-relentless-cycle-of-re-orgs/

This is yet another scary action against longtime customers.

https://cloudinfra.blog/broadcom-vs-allstate-how-vmware-customers-became-legal-targets-and-why-delaying-an-exit-is-risky/

I'd love to see some of our GPs, the OGs that are too young to truly retire but are leaving because they can't stand PP, break off and form something new. I'm thinking like the original owner from Scottrade did. Those OG GPs are the only ones with enough capital to do this.

Associates will follow you. FAs and their clients will, too. Edward Jones is dying. It's time to build something better from its ashes as the ultimate sc--w you to PP and her sh---y ELT cronies.

I was on a meeting earlier where open revolt over the performance review process broke out due to the Director on the Spectrum's inability to not irritate nearly everyone on his team due to his inability to think big picture versus dot I's and cross t's just so he can say it's done while trying to claim that TB reviews 1500 performance reviews personally and that's why we all needed to rush. Way to try to pass blame for his own control freak issues A lot of people are suggesting they are looking to exit or switch roles internally, resulting in a likely derailment of the initiatives underway.

Got put on a PIP that was never designed to be completed.
It started with a vague “needs improvement” label and daily „coachings“ with my managet. Th quickly escalated into a four-week PIP loaded with moving targets, heavy process work, and constant check-ins.
When you actually do the math, it would’ve taken roughly 75–80 hours a week just to keep up not to improve, just to comply. All within a standard contract.
If they do it to you don’t just nod and sign. Push back. Ask for an HR re-review of the PIP. Don’t give consent. Document everything.
HR is not your buddy but forcing a review buys time, creates a record, and gives you space to think.
In my case it was never about performance. It was about process, optics, and a clean exit.

Coming everywhere in 2026.

The culture and new management in this company have become so toxic that I cannot stand it anymore, and I am planning my exit. I know some employees have left to non-competitors and they were still put on garden leave, but does that happen to everyone? Have there been situations where the whole notice period needs to be served?

KM is gone!

Time to let JG go. Data Center deal is dying.

Informants have shared that Rao is in the exit lane for H1 2026 as Elliot prep their next divestment.

I’m done. Why should I work like crazy for weeks after being told I’m out? I’ll be fair and do the bare minimum, which is already more courtesy than this company showed me. Laid off and they still think I should be invested in the outcomes? That’s actually laughable.

2,512 Days and now I am FREE!!!!

Dear people who have left or are in the process of leaving adidas,
Which trading platform in Germany did you manage to transfer your adidas shares to from the Equate+ platform? Does it need to be a platform or bank with a registered address in Germany? Also, any experience on lead-times? It seems like the transfer process is a hassle... anyone with good, or fast experiences? Thank you in advance.

Hey, I see a lot of posts about 12/20, which is what my AD advised, but paperwork says 12/19. It is not clear if I will receive STI or Stock Together. Can anyone advise in this scenario?

The primary method of problem resolution here is time-based: solve every issue with excessive hours and involvement, only to face the identical issue again soon after. The organization values quantity of labor over quality of insight.

Authority and recognition seem heavily weighted toward those who endure the longest hours in this specific, insular environment. The standard expectation of 60+ hours feels like a metric for compliance rather than genuine innovation.

Many core functions rely on deeply entrenched internal processes that are often inefficient or could be replaced by widely accepted industry standards. There is a clear pattern of confusing labor with effective problem-solving—the actual value of a top engineer is in recognizing patterns and defining the correct challenge.

This model rewards effort over efficiency.

The skills fostered here appear to be highly specialized to this internal ecosystem, and those relying solely on them would struggle to compete in the broader tech industry.

The environment fosters a kind of emptiness—a focus solely on the job to the exclusion of personal life or intellectual development. Pattern recognition and proactive problem avoidance are disincentivized.

Those with external options should prioritize a strategic exit immediately.

The first sentence on the above doc says: You are advised to consult with your attorney before signing your Severance Agreement and Release ("Release") ...... etc.

Is that really necessary? And, anyone done that in the past and if so why? If you are inclined to share and Tx.

Developing a checklist of what to do pretty quick. Remember if you have Electronic Distribution set for W2 and 1095-C, you need to go to payroll site and select TAX FORMS and then opt (radio button at bottom of page) to Revoke Electronic Distribution of EACH Form.

Happy exiting. I am still sick and mad at my riff but trying to adjust.

How can you access your pay stubs once you’ve left Wells Fargo ?

I’m a goner after 11 yrs (probably)! Nice knowing yall.

Been here over a decade. TPD band 6. Last day 12/19.

Got the webex from my boss's boss. I'm out. Last Day 12/20 on payroll. Severance portal opens at 1pm.

Corporate Finance Ops. I'm 53. 9 years with company. 3 years as contractor before that. Band 7.

VBG, SD and AD called.

Got meeting invite from SD, but our whole team is on it. SD informed us 2days ago he is moving to another org. So our whole team may be getting let go, except for him of course.

If you are let go, can you login?

Vice-owned Pulse Films, the storied transatlantic production company behind Gangs of London, American Honey and The Disappearance of Madeleine McCann, is exiting the high-end TV and film game after 20 years.

https://deadline.com/2025/11/vice-layoffs-london-pulse-films-shuts-tv-film-division-1236619967/

Country specific as each European countries have different layoff laws.
A lot of field sales will go.
Accounts will be managed centrally in a lot of cases. Enterprise contracts won’t be renewed as they come up on term.
This is what happens when you run a company into the ground.
The international VBG backbone network will massively shrink in size, countries will be exited..
the on again off again BT global JV or merger seems to at least being discussed again.. And or rumours of VBG enterprise going to HCL.. that I doubt though as when MNS went to HCL they let HCL RIF everyone who transitioned over.
Can count on 1 hand the amount of large clients left… cost base is approx double actual revenue has been like this for a decade and year on year getting worse.
Basically looking at a VBG exit strategy internationally.. This is what Dan meant in Q3 analyst call - we have parts of the business that are costing us Billions in margin.

Everyone leaving all of a sudden? What is happening? Is Intel gonna be sold off?

David Kim and team will be leaving to go work for Peter Adderton, the former owner of Boost Mobile. Dan is selling and exit under-performing businesses. I think we can all agree that Verizon Value is not valuable.

http://techrights.org/n/2025/11/11/IBM_Exits_Continue_This_Week.shtml

just left my meeting. it's done.

this is the day you wanted to end your relationship with Dell...

http://techrights.org/n/2025/11/04/Many_People_Have_Said_That_They_Leave_IBM_in_Recent_Days_Ahead_.shtml

Many Providers, Specialists, and Hospitals are exiting being part of Humana’s network and in some cases are outright refusing to accept Medicare Advantage Plans.

This is because they see how difficult Humana, and MA in general, are to work with. Especially in regards to delaying and denying claims and the slowness for which Humana and other MA private companies pay their bills.

The crumbling of the MA infrastructure has already begun. Maybe the mighty companies are not too big to fail…

How does optum pay out per diem weekly salary for time after the last day in office to separation date. Do they calculate an average?

They are coming in.
We will train them.
We will take the package.
We will leave.
They will stay.

As we get closer to showtime, what are some smart things to do if your name ends up getting called?

This can be tax stuff, general networking, etc.

Based on what I have seen on this site plus common sense, here is what I have gathered.

1. Wait to sign your offer so that you are paid in 2026.
2. Don’t go out screaming and burning bridges, you never know if you will end up back here.
3. Apply for state unemployment ASAP after you are fired.
4. Make sure all of your personal files are off your computer.
5. Don’t bother packing up unless you have really valuable stuff. Let the company deal with it.

What am I forgetting?