#headcountreduction

Morning everyone! With the North East set to go live with new structure by end of February can anyone provide updates? Only couple weeks away, how is the transition going? Any head count reduction? How are the employees being treated? Severances offered?

Reading between the lines in the call, it sounds like we’re in for a big headcount reduction.

Jefferson County Public Schools has not yet identified the 300 central-office jobs being eliminated. These specific details are expected to be revealed at Tuesday's school board meeting. Superintendent Dr. Brian Yearwood previously directed department chiefs to reduce their staff budgets by 50%. This measure is projected to save the district approximately $44 million. Board members have requested clarification on whether these cuts involve actual positions or existing vacancies.

https://www.wdrb.com/news/education/jcps-still-hasn-t-identified-the-300-central-office-job-cuts-details-expected-tuesday/article_23350a00-7322-419c-a033-98d4c6084ba3.html

The Chandler Unified School District has finalized its staff reduction plan, saving some librarian jobs that caused an uproar in the community, but at the expense of five more teaching positions.

https://www.chandlernews.com/santan/news/teachers-assail-chandler-unified-layoff-plan/article_891ef6fe-c698-4da3-acf1-4fd613830991.html

“The technology sector faces perhaps the most dramatic transformation. Indian IT services firms, which built empires on providing entry-level coding and testing services, now face existential threats to their business models. When AI can write, debug, and test code autonomously, offshore staffing advantages evaporate.”

Expect less investment and a never-ending headcount decline.

Between Q3 2025 and Q4 2025, FSB reduced FTE headcounts from 13,221 to 12,824 (379 FTE reduced). However, Salaries and Benefits expense went up from 1.74 billion dollars to 2.32 billion dollars. This does not include bonuses since bonuses are paid out in Q1 2026. Has Bank really spent so much on severances or has Bank hired highly compensated employees while cutting MSRs?

You can look up the numbers by going to FFIEC call report.

The Washington Post is an embarrassment.

https://www.thelayoff.com/t/1kgmwz0v2

I always thought ISG = Inside Sales Group and CSG = Channel Sales Group, but apparently neither are sales related... Still don't know what they are but, why are those groups seemingly always hit so hard?

What did they do to pi-s off the Dell "gods?"

With prices being dropped to get more customers in, ARPU falling and acquisition costs therefore going up…..margins and cash flow are falling and will continue to, and guess what’s next……yes, more major headcount reductions coming soon to try and improve the margins. It is simple P&L math, just watch…..

What is the target reduction?

5K employees on the chop block. Brush the dust off your resumes friends

Each year 10% !

Wonder how Verizon will do getting through this big winter storm after all the head count cutting and workforce demoralization?

Feels definitely less than last round of 5k in 2023.

Following several years of headcount reductions, Takeda has unveiled another round of job cuts that will affect its commercial workforce across the U.S. The layoffs are expected to impact 243 field employees working in 47 states

https://www.fiercepharma.com/pharma/takeda-cuts-243-us-workers-generic-competition-looms-trintellix

and we are still 2 weeks out from Dan's plan? Guessing the leadership team was told by the CEO to figure out how to do it with 15k less people (and maybe even 30k less people if the latest reports are true) and let him know the plan by the end of January so he could take credit for it in early February.

When revenue tightens and the stock slides, forcing five days in-office is pure waste. Higher real estate costs, higher attrition, lower productivity. If leadership is serious about discipline, RTO should be the first thing cut. However, it will just be headcount. Expect layoffs and FTW letters to increase at record speed.

So Verizon laid off 13k and frontier workforce is 13k… strategic… I would say yes

They are wanted about a 30% headcount reduction without having to pay severance.

Over the past two to three years, there has been a noticeable and troubling shift in Dell’s people culture. What once stood out as the company’s strongest asset—the fabric of trust, inclusion, and employee-centric values—appears to have steadily deteriorated.

This change feels less incidental and more deliberate. Decisions increasingly seem driven by cost-cutting and downsizing, with little regard for preserving the culture that once defined the organization. Instead of investing in engagement and retention, there appears to be an unspoken acceptance—if not encouragement—of voluntary attrition as a means to reduce headcount and save money.

It’s disheartening to witness the gradual unraveling of a culture that many employees valued deeply. What was once a source of pride has now become a cause for concern—and that is truly a shame.

Goal: Decrease operating cost by reducing high salary people and not paying for hourly worker benefits as there are many store employees.

1. Take away store employee holidays so the full timers quit. Huge savings on the benefits. Then only hire part timers to replace.

2. Close OPO to make as many people quit as possible. So far under 100 but soon it will be up to 200. Could even go up to 300 within 3 months of OPO closer.

3. Few months after closing OPO, Move head quarter to a cheaper area and cash 400 million for 4 buildings. Expect people who live nearby to quit. People moved to Chicago for a job and bought a home nearby to have balanced life style. Lot of people who work at a head quarter will quit if office moves far away. Near the farms where it is cheaper land or in middle by staples office on I355.

Leftover downtowners will quit if they are not by commuter train.

Total people who quit will be around 1000 at the end without any layoff or severance package. This guys know what they are doing.

Big report announced today by Emma Lewis for the Commercial team. Looks like a 46% headcount reduction. This is the first of a long and painful journey—to what? No one knows as they are not part of the natural family. Tired of this!!

I work in a part of FI that is now a part of Fidelity Wealth (yet we’ve been given no direction or concrete info). Anyone heard of upcoming relocation pushes away from Smithfield? The 900 building/traffic/parking garage is a complete disaster and no one cares. Wondering if they’re looking to reduce headcount there.

The letter, which confirms the company will be laying off 15% of its workforce, impacting around 500 employees, follows reports from two months ago that Playtika was preparing to lay off about 20% of its workforce, or roughly 700-800 employees. Playtika employs around 3,500 people globally, including about 1,000 in Israel.

https://www.calcalistech.com/ctechnews/article/bkl6xzhswe

My dept lost 20% of team during cuts.
For everyone left, they took our time.

Overtime is assumed. Vacation is “available” as long as no one else is off — so it isn’t. Flexibility vanished. Trust went with it.

Now it’s all about how many extra hours you can cram in a week. Coverage charts. Being watched instead of being valued. Results don’t matter nearly as much as looking busy.

We’re not managed. We’re monitored.

High performers didn’t suddenly need babysitting. But treat people like clock-punching liabilities long enough and don’t act shocked when they stop caring — or stop showing up.

Headcount was the first cut.
Time is the second.
Talent is next.

Tuesday/Wednesday. 20-25% for almost all teams.

Danaher did a 10% head count reduction on its OpCo's right before Christmas. Merry Christmas to them! Sad

Expect major layoffs this year. All the areas going through "transformation" like cfo, ops, and brand are planning to offshore roles or replace with AI. ETX was the test case before rollout to other areas.

They have reduction in US headcount as a goal for each area. Search deep enough on Sharepoint & OneDrive and the details can be found.

We've heard the phrase "up and out promotion" before. I've seen it happen especially for limited availability positions....IE new manager comes in and they have a buddy they'd love to give a promotion to, but even managers have headcount targets and can't necessarily create new Senior Engineer positions..so they find a way to force out someone currently in that position so they can give it to their friend.

For departments with many GSR engineers, in-line promotion can bring you from a 6->7->8 eventually with no tangible difference in responsibilities.

My question is during layoffs.. do you think you'd be safer as a higher paid lower GSR.. or at a higher GSR and lower on the pay scale? I know there's dept headcount reduction targets during cuts, and they can be based on X number per GSR.

AT&T announced on January 5, 2026, that it will relocate its global corporate headquarters from Whitacre Tower at 208 S. Akard Street in downtown Dallas to a new, modern campus in Plano, Texas.

The new headquarters will be built on a 54-acre site at 5400 Legacy Drive (former Electronic Data Systems/EDS campus, unoccupied since 2018). The company plans to demolish existing buildings on the site and construct a low-rise, horizontal campus designed for collaboration. This will consolidate operations from its current locations in Dallas, Plano, and Irving, affecting around 6,000 employees. Partial occupancy is targeted for the second half of 2028.
Estimated Cost of the Move (Including Demolition and Rebuild)

No official cost figure has been disclosed by AT&T as of early 2026. However, based on the project’s scale and comparable corporate campus developments:
• Land acquisition — Likely in the range of $50–$150 million (the site was part of a larger parcel previously eyed for a $4 billion life sciences district called Texas Research Quarter).
• Demolition — The old EDS campus includes multiple buildings (e.g., two eight-story structures connected by a bridge). Commercial demolition typically costs $4–$8 per square foot; for an estimated 500,000–1 million sq ft of existing structures, this could be $20–$80 million.
• New construction — Modern corporate campuses (with offices, amenities, parking, and green space) often cost $300–$600 per square foot. Assuming 1–2 million sq ft of new buildable space (similar to AT&T’s current ~2 million sq ft downtown footprint but spread horizontally), construction alone could range from $500 million to $1.5 billion.
• Additional costs — Site preparation, infrastructure, IT/data center fit-out, landscaping, employee relocation/transition, and potential incentives negotiations could add $100–$300 million.
• Total estimated project cost — $1–$2 billion (potentially higher if premium amenities like fitness centers, childcare, or sustainable features are included, as seen in similar Texas campuses like Toyota’s North American HQ in Plano, which cost over $1 billion).

This is a rough estimate based on industry benchmarks for large-scale corporate campus developments in Texas. Actual costs could vary significantly depending on design specifics, inflation, and any public incentives from Plano (the city has previously offered reimbursements for site redevelopment). AT&T has emphasized the move as “cost-effective” long-term due to consolidation and employee commute improvements.

The current Dallas lease at Whitacre Tower runs through 2031, so AT&T may sublease or maintain some presence downtown during the transition.

Another 50 roles cut…

2026 Q1 -
10% reduction in Technology lob

Head count reductions are coming. HR is looking at span of control again. This always leads to HC reductions. Last time they did this, they had the first VBO.

I think the VBO will be offered again in 2026.

Hans used 5G to try and distract us from reality. Dan is using AI. The long term plan is not dictated by either of these technologies and while the changes and headcount reduction are part of a plan, we will not know what that plan is until it happens. A sell off? A shut down of all stores and migration to resellers? Moving wireline work to the newly acquired Frontier team? We don't know.

What we do know is the constant gaslighting over the years that has become nauseating. Telling us we have the best network and customer service when customers tell us the opposite?

Layoffs will resume Q1 of 2026. I am ready and waiting for my number to be pulled. With the writing clearly on the wall, how many people will be back on this website panicking because they did nothing to prepare for the inevitable? I hope it's a minimal amount but some will be blinded by a new year and an attempt at Q1 kick off meetings to distract the easily distracted.

We have a week left of 2025. Once the clock turns midnight, the peace and quiet is over and the cycle will start again.

Ask questions, ask for clarification when the answer doesn't make sense, and remember you are not valued as a person, you are a dispensable number and will be treated as such very soon. Meanwhile, our executives are raking in millions, annually.

Dan Schulman

Verizon Compensation (2025 onwards)
Base Salary: $1.5 million annually.
Short-Term Incentive: Target of 250% of base salary (prorated for 2025).
Long-Term Incentives (Equity): RSU/PSU grants with target values potentially reaching $9.5M and $20M, vesting over time.
Total Potential: Can reach nearly $60 million, depending on performance.

I'm a lead in FE and was advised by the PGL that she has to let people go in January. She told me that she can't justify the headcount she has. No new orders are being pulled and the LTF has been erased.

More rifs announced effective 1/31/2026. This one is even bigger. Billing is losing like 60 to 75% of its employees

According to Volvo Group North America, the Hagerstown plant will be laying off 97 production technicians, effective January 5th. The plant, Volvo said in a statement, is adjusting “staffing to reflect ongoing weakness in the North American truck market.”

https://tristatealert.com/volvo-mack-trucks-in-hagerstown-to-lay-off-nearly-100-jobs-by-january/

The company is planning deep cuts across its non-client-facing staff, Bloomberg reports, as much as 10% of headcount within some areas, a move that could eliminate several thousand jobs over the next 18 to 24 months.

https://qz.com/mckinsey-layoffs-white-collar-jobs-ai

The UK technology distributor has informed staff of plans that could reduce headcount from approximately 1,200 employees to around 130, subject to consultation.

https://www.yourharlow.com/2025/12/13/possible-jobs-blow-for-harlow-as-exertis-confirms-layoffs-as-it-seeks-to-change-structurally/