#layoffs

Reality: Will there be continued confusion, rearrangement of organizations with no benefit, outsourcing, gaslighting, propaganda, customers leaving, post it notes and RIF's? Yes. And now you are up to speed.

What you will hear: "We are set up for success in 2026 after making some tough decisions last quarter. We will continue to decrease cost and add customer value through the implementation of Artificial Intelligence. Our network continues to outperform our competitors and we continue to provide value to our shareholders through quarterly dividends. We are talking to the Union and working on that contract and feel good about it. No I cannot provide you any information on the new structure and how the work of those RIF'd will be handled. Here are some interns to tell you how great Verizon is. Last but not least, we would like to recognize employee X. This person worked hard and sold something last year. This does not mean they will keep their job, but does allow us to demonstrate how we are really great leaders by publicly recognizing someone."

If you find yourself clapping, using noise makers and waving a foam finger, please seek help.

MORE than 100 workers are set to lose their jobs as the closure of a Home Depot distribution megahub is just days away.

The failed $10billion logistics facility in Davidson County, Middle Tennessee, will shut its doors by January 9, 2026.

https://www.the-sun.com/money/15729691/home-depot-facility-confirms-shutdown-closure-days-away/

Corporate leadership is hiding behind 'AI' to explain away layoffs that are actually about offshoring and boosting stock prices. GM is guilty of this, catering to investors rather than fixing the business.

2026 looks like a breaking point. You can’t cut staff, shorten timelines, and ignore safety concerns without causing systemic failure. The staff is too burnt out for threats to work anymore. The failure is already in motion. We’re going to see missed dates and failed programs, and unfortunately, it’s the managers who will take the fall for leadership’s unrealistic planning.

But I’m so glad I got laid off. I landed a great job within days. Don’t get me wrong, it was pure d-mb luck, and I know that’s far from the reality of the job market right now. I honestly wish the same break for everyone. We don’t deserve to live in constant fear of losing a job and then struggling endlessly to find another. Life should feel like living, not just surviving.

My sources are saying a layoff is imminent - upto 20% workforce starting this month and many more to follow. Its going to be a hellish year as our freefall accelerates. We lost 300k subs in 3q 2025 alone. Gramps and Granny are keeping us afloat but that isn’t sustainable unless we’re in the business of selling Adult Diapers and Prune Juice. Save up them pennies and avoid purchasing that new car, my friends. Im hoping to exit soon myself

A number of industries relying on in-person interaction and customers have faced steep declines in employment, a new U.S. Census Bureau report has found.

https://www.newsweek.com/us-industries-that-have-suffered-worst-job-losses-11296028

“I hope you spent Christmas and New Year thinking about work and not enjoying yourselves.

It is your duty to work harder and longer hours for the company, we own you and you will obey.

Do not expect any acknowledgement for doing a good job or going beyond, it is the minimum requirement we expect from you.

There will be no raises in 2026, if you have a variable income we will find any way possible to minimise any bonus or commissions due to you.

Happy New Year ( although it won’t actually be happy, as we will be laying lots of you off ).”

Gartner had a mass layoff in TA end of September (not performance based) and now I see Gartner is advertising jobs on LinkedIn for recruiters. How can they layoff staff, then post same job less than 3 months later?

When are heads going to roll for the ev fiasco??

With the ‘generous’ and ‘industry competitive’ but below inflation pay rises for
most people; are you expecting another exxodus? Do people realize the company want you to quit so they can replace you in India or Malaysia

last week in a one2one my manager strongly hinted we finna have layoffs in the third week of feb she said to keep my head up and document all my work also i been taken screenshots anytime a teammate don’t respond in a reason able time like ill send a slack once then twice then an email and if 4+ hours pass ill save that evidence so if we miss deadlines you best bet it ain’t because of me

figure others may want to do the same it’s a cold heartless world out there and our industry is really suffering right now PROTECT URSELF AT ALL COSTS!!!

With all the layoffs happening, do we still have an ED and his team working on 5G out in Redmond, Washington. I think they had 3 employees and 4 contractors. They had to travel to Philly regularly to stay under the radar, but I haven’t heard much from them lately.

20% reduction in staff at Seattle and Oregon Starbucks stores taking effect later this month.

Notifications will be given on January 12. Those subject will remain employed through January 16. Shared services is aggressively making cuts with no plans to fix lack of workforce available to fulfill client needs.
I work for a state agency that recently contracted with GWT for the promise of cost. I was against the negotiation, but I don’t have enough sway to have made it otherwise. I also used to work for GWT so I have this info passed to me first hand. Take it or leave it.

We’ll finally see what the big R&D reorg brings…or takes away.

Has anyone had experience with having a meeting with the compliance investigation unit that can give me insight? We’ve had several on our team go through these meetings and end up fired due to our previous manager and it is making our region very nervous. A lot of it is due to changes in leadership and different preferences for documentation. The previous manager that has now left was…. special to say the least. Should those of us with these meetings be worried and start job searching?

I, along with roughly 140 other employees, was laid off yesterday. This came just two weeks after being told by my department lead that while R&D was over budget, my role was safe.

Many of those impacted were considered high performers and had strong year-end reviews. This makes the decision feel less about performance and more like a short-sighted attempt to offset missed earnings targets.

A significant number of those let go were among the highest-paid employees on their teams, often with stronger stock and benefits packages. At the same time, the company continues to publicly boast about plans to hire 700 additional employees this year.

Cutting experienced, higher-cost employees to replace them with cheaper labor appears to be the new strategy at Axon.

Anyone has inside info on store job cuts? Managers everywhere are concerned. Every year. I swear Macy's is the worst at this.

WARN notice has been filed for both Amazon and Whole Foods. For those of you who do not know, WARN (Worker Adjustment and Retraining Notice) is where companies must post that they are laying off people within the next month or so. Amazon and Whole Foods just put in a WARN notice. That means no speculation anymore. Layoffs are here.

For Jan at least…

https://www.newsweek.com/list-companies-layoffs-employees-january-11293493

Seeing multiple Sr. Director promotions on LinkedIn.

They just let go a bunch on them recently. What’s happening?! Getting rid of high-salary positions and promoting at lower salaries?

Is anyone surprised Wells Fargo made the list?

https://www.newsweek.com/list-companies-layoffs-employees-january-11293493

https://www.warntracker.com/?company=verizon

WARN Layoff Tracker ( Verizon ): VZ Upcoming Layoffs.

Heard that Chevron might be going Exxon way and implement Stack Ranking. How does it work? Does it mean bottom 10% or people they don't like are let go every year?

How can a company genuinely expect employees to be happy, productive, or incintivised to do a good job when nobody feels safe from having their job taken away at a moments notice? Or when promotions are MIA and raises are comical?

What do people think? A pause to see if the business turns around or even more cuts to come?

I wonder if this will cause bp to reconsider sending so many jobs there. I mean, that’s not exactly business friendly.

Yelp what a cut we just took in COR on
Commission! $. Happy New Year!

As engineers supporting highly complex programs worry about potential 2026 layoffs at L3Harris, it’s worth remembering that has spent hundreds of millions of dollars on AlixPartners over four years on a failed attempt to roll out a simple reporting tool.
The money exists. It could have been invested directly into programs—staffing them properly and supporting frontline teams with real expertise. Instead, it was wasted.
Executive leadership should never allow this level of misallocation while employees are asked to do more with less. Defense work is hard enough; it becomes impossible without company support.
It’s time to invest in the people actually delivering the mission.

saw this coming. more than 100 people let go

TL;DR: Kraft's constant cost-cutting and corporate mess gave room to competitors come in and take market share. I hope Nike executives read this

Other OP posted a terrible word vomit on the post, but I thought it was a good read. This feels uncomfortably close to home. The WSJ’s “ How Kraft Heinz Lost Its Lock on Mac and Cheese—and American Shoppers” is worth reading. Now they are in turnaround mode.

WSJ article:https://www.wsj.com/business/retail/kraft-heinz-mac-cheese-split-ceo-dccc9217?source:google.com

W/o paywall thelayoff post: https://www.thelayoff.com/t/1kdyrg024

Anybody else panicking knowing what's coming and seeing the job market only get worse and worse?

Will layoffs continue this month?

I was an account executive in Dells 3rd party software group. Been with Dell over 22 years not sure what comes next at my age

It’s crazy to see that someone who knows the company inside and out and has years of experience can be let go just like a newbie. How did we get to a place where tenure and expertise don’t matter at all?

I came across this article this morning that leads with, "Why Is CDW Not Exciting?
Despite the more favorable entry price, we don't have much confidence in CDW."

They cite three reasons: 1) Sales growth over the last 3 years; 2) Sales growth projections are slim; and 3) EPS growth has stalled.

Over the last two years, the stock price is down over $85 per share, with $48 of that over the last 6 months.

While certainly the market is tough, but CDW was always able outperform the market. That ended in early '23 when our run of 8-10 declining quarters started.

We've laid off about 1,500 people over the last 2+ years and the decline in coworker count has had no positive impact on our trajectory.

There has to be a new plan implemented and soon, because what we are doing is clearly not working.

If you were asked, what would be your recommendation to get things back on track?

https://stockstory.org/us/stocks/nasdaq/cdw/news/buy-or-sell/3-reasons-to-sell-cdw-and-1-stock-to-buy-instead-2

Has anyone received there severance lump yet

Phillips 66 is in serious trouble, and it’s no longer honest to pretend otherwise. Over the past four years, not a single major initiative has produced a durable, repeatable positive outcome. Some have shown short-term gains on paper, but none have proven sustainable.

The acquisition of DCP Midstream itself was not inherently the problem. The mistake was allowing leadership and operating philosophies from a joint-venture culture where compromises, exceptions, and optics were often tolerated to take control of a legacy enterprise built on accountability, discipline, and execution.

The result has been a leadership model that prioritizes messaging over outcomes and reaction over strategy. Propaganda and internal campaigns may shape narratives, but markets, performance, and attrition do not lie. A company with world-class people and assets is being managed like a short-term experiment rather than a long-term enterprise.

What makes this especially concerning is the pattern: frequent pivots, walk-backs, and directional changes that signal a lack of conviction and operational understanding. This is not innovation, it is instability. Accountability is routinely deferred, while experienced people and institutional knowledge leave at a startling pace.

At some point, shareholders and long-tenured employees alike have to confront reality. Talent loss, cultural erosion, and repeated course corrections are not coincidences; they are symptoms. Cynicism is not the problem here, it is a rational response to sustained underperformance.

Phillips 66 does not have a people problem or an asset problem. It has a leadership problem. Until that is acknowledged, the unraveling will continue, regardless of how polished the messaging becomes.

“When the story feels good enough, evidence becomes optional.”

The Trump administration is abruptly cutting dozens of staff who are at the forefront of disaster response and recovery at the Federal Emergency Management Agency this week, according to internal emails obtained by CNN and sources familiar with the plan.

https://edition.cnn.com/2026/01/01/politics/dhs-cutting-fema-disaster-response-staff

It’s become rather clear what’s happening. The company is deliberately creating a hostile and miserable environment to pressure people into quitting on their own. Between impossible workloads and a culture of constant fear, people are breaking. If you’re feeling this pressure, know that it’s a tactic, and you’re not alone.