#layoffs

I haven't heard about any, does that mean we're done?

That single digit growth can’t sustain anything and you know it. So bids on when’s the next round!

Hi guys, JW here. It is now near the end of the transformation notifications and I just want to say that I am truly proud of everyone for showing up to work.

To those we severed and to those we are forcing to leave (in one form or another), I’d like to say thank you for maximizing shareholder value. Thank you for the long hours and free labour.

To those who chose to stay and were notified of fulfilling positions, the company isn’t done draining the life force out of you. We will eventually and in due time also cut you out. Extend our sincerest thanks to your family for uprooting their lives to move and support your ending career.

And just a reminder to please refrain from disclosing or sharing any confidential or proprietary information outside of the company you love and trust.

Thank you for your attention to this matter.

I am over 50 and was recently laid off. During one of my conversations with HR, they said if I am over 50 and had been with CITI more than 5 years, my severance would had been a full year. I can’t find any information related to this. Does anyone know?

More and more field sales roles being eliminated in storage and networking without any input from actual sales reps. Middle management has changed numerous times without a clear direction everyone basically is freelancing

AVP confirmed that there were cuts across Enterprise technology, data management, and Gov today. Wouldn’t share numbers.

That is not easy to do when most Financials are hitting all time high with the S&P, Congrats FIS Sr. Executives !!!!

TPS Implements Layoffs to Address Budget Deficit

Toledo Public Schools has begun laying off employees. This action addresses a projected budget deficit. Thirty-two staff members, including nurses and social workers, were initially affected. The district plans to eliminate over 200 positions in total over two years. These cuts were approved by the school board in December.

https://www.wtol.com/article/news/education/toledo-public-schools-layoffs-tps-local-news-education/512-c82034ec-f4ca-4307-b415-36683bbda338

Toledo, Ohio

...at least some. Off payroll early March.

At the end of February, each department at corporate will have detailed Attendance data for their staff. Every employee will fall into one of many buckets;

In office but less than 4x week
low time, meets 4x week but less than six hours in the office on multiple days
No time- Which is never in the office. This is to verify the “exceptions”

Get your resumes ready because there will be a wave of disciplinary cuts as a result of this.

How many jobs were lost at IAD 21 in this most recent RIF?

Heard of a group under CSBB that got let go this morning. Any info on if more are coming?

Ironically we called AT&T the death star back in the John Legere days, but working at T-Mobile nowadays feels like working on the death star, where any wrong move could mean the end of your job. Keep your head down, follow orders, and you might have a chance at keeping your job….maybe…

A really great place to work at…

Join and fight back

https://redlineproject.io/

Question: HR and manager did read my termination blurb. During the call announce they will pay severance which appears to cover about 3 months of salary. Great since I was about to leave anyway to join a startup.
I imagine there is no stock acceleration typically offered correct?
Question:
I recall something about Cobra. Not sure I would need to pay premiums. Not interested in that since I can join wife excellent medical plan instead.

Just found out the hard way that they cut a lot of people and made others but not all go back to the office

Well, this is something new. Hearing about an offshore VP of Software Engineering getting laid off this week in CE.

I'm virtual in Europe, do I have a number on my back ?

How long have I left realistically

Holy Cow this company is cooked. Absolutely rutterless townhall talking about AI. I wouldn't be surprised if this company chapter 11s in the next 3 years. And Optum is sold off for scraps

You think you're safe? First Bank inquisition, then RTO5. Next people quit, then the layoffs, then finally copilot instead of YOU.

PNC truly cares about their customers...money. Not their employees, not even Pittsburgh residents.

Another earnings call is just around the corner. How do you think Leahy and Miralles spin Q4, CY 25 and the lowest stock price in 5 years?

I'm sure we will hear they cracked the code with the new GTM strategy and "all-weather team".

From my perspective, the single, most important question that needs to be asked is, "Given all the acquisitions, all the layoffs and the all the restructuring, why should we believe this leadership team is the team to return CDW to profitable revenue growth?"

So, the mothership over at USAA finally decided to "loyal" me right out the door. It’s funny, I spent 26 years hearing about "service and sacrifice," I just didn't realize my entire livelihood was the burnt offering for the CEO’s year-end bonus. 🫡💸

Since I'm now a free agent (and by that, I mean I’m officially over-qualified and under-severanced), here’s my guide to the USAA wreckage:

• The "Remote" Bait-and-Switch: I was hired as a remote employee—a role defined by pajamas and productivity. Then, in a fit of "culture-building" (read: real estate tax breaks), they decided I needed to waste 15 hours a week in San Antonio traffic to sit in a beige box four days a week. Nothing says "innovation" like forcing people into a 1990s office layout to do Zoom calls with people in the next building. 🚗⛽️
• The Automated Betrayal: I’m honestly surprised my layoff notice didn't come with a pre-approved, high-interest personal loan to cover my final month of rent. "We're nuking your career, but have you considered our award-winning insurance for the house you're about to lose?" It’s not just a layoff; it’s a cross-selling opportunity. 📉
• Core Values (For Direct Reports Only): I’ve been meditating on "Integrity" while looking at my final pay stub. Turns out, "Service" is a one-way street that ends abruptly at the executive suite. They talk about "The Mission" like it's a calling, then treat the workforce like a line item on a spreadsheet that needed to be deleted to make the "Military City USA" branding look a bit shinier. 🧐
• The LinkedIn "Synergy" Trap: My new job title is "Recovering Corporate Martyr." I am officially allergic to any company that uses the word "family" as a smokescreen for "we will fire you via a template email if the wind blows sideways." 🏢
• The Commute-to-Couch Pipeline: I’ve traded the "Business Casual for the Cubicle Farm" look for "Professional Resentment." The commute from my bed to the kitchen is much shorter, and unlike the office, my kitchen doesn't require a badge-in to prove I'm "collaborating" with my toaster.
  To my fellow survivors: May your severance be fat, your non-competes be laughed out of court, and your next boss be someone who doesn't think "culture" is synonymous with "parking lot congestion." See you at the virtual happy hour—where the only thing "bundled" is our collective trauma! 🍻✨

... when it's talking about the 100th anniversary of its IPO. Is that even a thing? Has any other publicly traded century old company -- GE, GM, Coca-Cola, etc. -- ever "celebrated" its IPO? (What about the years when NCR was part of AT&T, shouldn't that be excluded? Current management probably doesn't even know about that.) How much did management spend on this NYC junket?! Did David and Eric come back?!

This company is in very bad shape. James Kelly's strategy is to load the company up with payments-related bells and whistles and sell it to Global Payments. But the payments industry -- any company that isn't Visa or Mastercard -- has also become a commodity.. Nobody's going to buy this dog, unless it's out of bankruptcy.

The way things are going, that just might happen.

Two of my colleagues were affected few years ago and last year. They both got 2% per year they served in the company. It’s that still a thing or it’s changed because I see a lot of post here in the past regarding severance.

Xerox is not announcing Chapter 11, but it is clearly working hard to avoid it.

The company is handing out free warrants to shareholders and bondholders as a way to quietly re-engineer its balance sheet before things get worse.

This is an out-of-court, shareholder-inclusive, quasi-restructuring tool designed to reduce debt without filing for Chapter 11, while neutralizing lawsuits and buying time.

In other words: advanced financial engineering designed to keep control out of a bankruptcy court.

If the business stabilizes and the stock recovers, those warrants can be used to turn debt into shares, cutting leverage without burning cash.

If the recovery never comes, the warrants expire and nothing happens... except that Xerox might still be standing.

Behind all the financial and investment jargon, don't lose sight of what's really important:

Management is fully aware of how close we are to filing for Chapter 11 and is using the last tricks in the book before being forced to do so.

This move doesn’t mean that bankruptcy is happening tomorrow, but it does mean the current capital structure is extremely fragile and time is a crucial factor.

In short: this is about survival, control, and avoiding the kind of court-driven restructuring in which senior management (yes, the people architecting this measure) lose all influence.

Truist is planning on 22k plus. Just an FYI

It’s finally happening, the first salvo of the monthly layoffs at Amazon.

More layoffs in IT late last week
Hear it was ~100 people
Almost all remote workers gone
still no CTO since Scott Spradley (IT being run by HP / Tyson cronies )
Plenty of Chicken People still around pushing for more of their chicken friends to join

FYI - Floor & Decor (Floor and Decor) had layoffs in Q4 2025

As of late 2025 and early 2026, Floor & Decor has experienced workforce reductions, including reported layoffs of specific roles due to restructuring and a, as described, "fragile" operating environment. Despite ongoing store expansion, the company has faced, as described, declining comparable store sales,, and pressure to manage, as described, high lease liabilities, leading to, as described, cost-cutting measures.
Recent Job Cuts: In December 2025, reports indicated, as described, workforce reductions and, as described, elimination of positions, which has, as described, caused concern among staff.

Company Performance Factors: While generally expanding in recent years, by late 2025, the company showed, as described, softer performance with declining comparable sales. Analysts have suggested, as described, that a reliance on expanding store count, as described, masks, as described, weakening, as described, fundamentals.
Employee Sentiment: Employee reviews, as described, from late 2025 have, as described, reflected, as described, negative sentiment regarding management and company stability.

Previous Cost-Cutting: Historically, during 2020, top executives took, as described, temporary pay cuts, as described, in response to the pandemic, but recent actions appear more, as described, related to, as described, structural, as described, retail pressures.

Let the unfettered McKinsey begin. Get that efficiency ration down now. Layoffs anyone,

Where do I begin? I got hired in September. During my interview, I looked past a comment made after several rounds of interviews with product and cross-functional teams. I remember the Engineering Manager saying, "Hey, we'll give you an opportunity, and if you can't get it done, we'll find someone who can."

I didn't think anything of it at the time. I should have taken that as a red flag, but I wanted the job. I accepted the offer, choosing Floor and Decor over three other offers. It definitely wasn't perfect; honestly, it was a bit of a sh-t show.

As a Product Manager, I asked fundamental questions about documentation, business rules, and features, but they couldn't answer. It was all domain knowledge locked in their heads. They couldn't point me to any documentation, so I always had to ask people for help, which slowed down the process tremendously.

Lo and behold, my immediate manager left for maternity leave after two or three months. I was supposed to report to my VP, but I ended up in limbo. From what I learned, the Engineering Manager was pushing for a product person to get in there. However, I didn't report to Engineering; I reported to Product and the business to deliver on their strategy and goals.

Once I got in, the Engineering Manager—who had only been there eight months and came from Home Depot—was walking by my desk telling me to get things done in 24 hours. He was a total je-k.

I started to see that they were very Type A personalities. The Product team was all women, mostly white, and they didn't seem to like men. They claimed to be DEI (Diversity, Equity, and Inclusion), but that was a lie—a disguise. The place is a nightmare. I feel they are racist. The C-suite and high positions are white, and I didn't see much opportunity there.

I am African-American, but my observation is just that—my observation. I noticed there was no good structure. Because it's retail, it has a "family feeling," but there is a lot of knowledge hoarding. Teams compete against each other, and it's really bad.

Let me back up. About two months in, there was an Oracle project migrating from a legacy ERP system. It touched all 40 of their systems and took up everyone's time. The project is supposed to cut over between February and March, and it has consumed the company for a year.

I came in new and was told to work on projects with specific timelines, including one for drop ship. The stories and mapping by another PM weren't done until December. I was trying to get stuff done in January, and unbeknownst to me, I got in trouble for it. I was let go because the Engineering Manager was upset I wasn't focusing on what he wanted, even though that wasn't the priority.

My VP sent an email to the whole company saying, "Don't work on this without me knowing; we need to slow down and take it through the PM process." Yet, when I did that, it wasn't fast enough. They didn't even have the resources. Even if everything was ready in January 2026, the Oracle project isn't done until March. The CEO said not to work on anything until that's done, but I was punished for not going fast enough.

They used that as an excuse to get rid of me because the Engineering Manager didn't like me. If they don't like you, they will find a reason to fire you. Be very cautious about working at Floor and Decor. Don't drink the Kool-Aid immediately. They will make plans to let you go.

I did the work. I was turning around documents and creating slides. They allowed AI, so I was actually able to move faster. But they have this strange culture where they claim to be DEI, but they aren't. It's on all the TVs in the break room, but it's just a disguise to protect themselves from lawsuits. There are no Black board members, no Indians, no Mexicans, no Asians. It's an all-white "Good Ol' Boys" club.

To go deeper into the story: I agreed to be a POS (Point of Sale) Product Manager. Once I got there, they told me the POS shares data with two other web applications for inventory and orders, so I was the PM for those too. I had three products, three ceremonies, and requirements to build. I got played and set up for failure.

I did the best I could, but there was no documentation or training. They expected me to piece it together in four months with high performance. The expectations didn't match what could be delivered.

When I started pushing back on work to Marty (the Engineering Manager) because I reported to Shannon (the Product Leader), he got upset. I requested a Product Owner to help manage the boards because they didn't have a Scrum Master. Asking a Product Manager to also be the Scrum Master for three products doesn't make sense; you don't have the time. That is why Scrum Master is a dedicated job title.

Just before I was let go yesterday, they pulled an older Black woman from another team to "help" me. It wasn't help; it was a sign they were pushing me out. They put her there to protect themselves with DEI optics because they knew they were firing a Black employee from an all-white team. They brought her in late last week, she asked a few questions, and then they fired me on Tuesday.

I'm not stupid. I'm in my 40s, and I see how they move. I know the games corporate plays, and this was clearly one of them. I was set up for failure with staggering demands and no documentation. It was an absolute termination because I didn't kiss the Engineering Manager's a-s.

Be aware when you go to work at Floor and Decor. It's not what it seems. It's a sla-ghterhouse, and they just had a mass layoff last week. That should help you with your decision. Thank you.

Just curious for those that work here, are you planning to stay and try to ride out the current turmoil? Or actively looking whats out there. Obviously the market is brutal right now that makes switching harder, but I still see a lot of new job posts on LinkedIn, so theres gotta be some companies hiring.

We are looking for a Dealer Remarketing Rep. Check out our job posting at https://location-services.com/careers/

You and your team have effectively minimized my role overnight—reducing my title without reducing my job scope, responsibilities, but a title without clarity.

This change has materially damaged my external career prospects by assigning me a generic, market-irrelevant title that obscures both my seniority and expertise. The removal of visible seniority in title is not a cosmetic issue; it directly impacts credibility, mobility, and future opportunity.

The so-called career compass, intended to provide clarity on roles and responsibilities, delivers neither. Instead, it functions as a mechanism for devaluation stripping definition while simultaneously narrowing both current and future prospects.

I am not alone in this assessment. I have heard from multiple employees who are similarly unhappy and confused by these changes, particularly the disconnect between stated intent and actual impact on employee experience.

"UnitedHealth Group executives today predicted that the number of people with its fully insured commercial health coverage will fall about 16% this year, to less than 6.9 million."

https://www-benefitspro-com.cdn.ampproject.org/c/s/www.benefitspro.com/amp/2026/01/27/unitedhealth-forecasts-loss-of-nearly-1m-employer-plan-enrollees-amid-price-hikes/

When is the next big layoff? They need to match Vrz employees numbers cause T always follow them. I’m expecting like 50% cut.

"Some of you might ask if this is the beginning of a new rhythm – where we announce broad reductions every few months." Yes! Like all tech companies! Riffing, rhythm, what else? Hip hop? Agents?

It has been indicated, here, that upper management is responsible for a lack of growth caused by a lack of vision and innovation. Further, this lack of growth coupled with inflation causes reductions in the workforce (i.e., packages, attrition, and layoffs).

Blaming upper management for this situation is disingenuous. Any person at the company could have innovated on their own and brought about a different outcome. Management facilitated this possibility by providing Innovation Day for creatives to demonstrate their genius. The lack of effect implies little about management and speaks more to the dire lack of contributor capabilities.

It could have been a different world.

So we here in the colonies have lost pretty much our entire schools publishing and content team. The rationale is that global content can be mediated to local curriculum requirements. This is patently untrue. The ANZ market for secondary school material is seriously insular, and anything that is not created by local writers will be looked on as second rate nonsense. They are moving us to the Pearson model, which as anyone who knows our market will attest is doomed to failure.
The best bit of this though is the fact that we only found out about this via a: people who had already been dumped but still had relationships with those canned and b: the actual email that went out was addressed only to the team who were mostly already being canned. There has been no messaging to the rest of the ANZ team despite us working closely with most of those involved over many years.
Gold standard in intercompany comms.