Below are all the posts — topics as well as replies — that mention the hashtag #layoffs.
Mention #layoffs in your post to continue the discussion!
Nowhere is safe in this economy but in over 7 years with PepsiCo my conclusion is this company is one of the most unstable I’ve ever been associated with. And unlike some that made cuts for somewhat plausible reasons - like industry downturns, natural disasters etc, with PepsiCo it’s their approach to prosperity: cover up for blatant mismanagement by senior leadership by slashing rank and file workers. Horrible business model.
An on point post by @a7+1kc2hcctd.
My team got hit, and we ended up losing two of our strongest people. In all honesty, if I was laid off instead of them, I'd understand. They've been here longer, they know their jobs, and they have so much institutional knowledge, and yet they're gone. We also have some low performers, and all of them are still here. Can somebody please explain the logic behind this?
Oh, the irony.....
https://www.crn.com/news/running-your-business/2025/crn-women-of-the-year-2025-the-winners?page=14
But from her perspective, that all pales in comparison to her ability to always put people first, elevate rising leaders, empower countless women and leave every organization stronger than she found it.
I fired a bunch of people, I have no heart, no harmony and zero hunger... I just drove a company right off the cliff, so sure, give me a lifetime award! I even dug out my amazing expensive ugly dress that just screams Fuchsia!! I am hoping to get an invite to the Met Gala next year!
The atmosphere at Verizon is now marked by unprecedented hostility and desperation, reflecting the deep impact of organizational change. The coming months will reveal the true nature of workplace relationships under duress.
To those departing, you were part of Verizon’s most successful years. Be grateful for the skills you acquired and view this transition as a funded escape from what will likely be the company’s darkest period. Leverage this moment to build a new, appreciative career or, preferably, establish your own business, which may offer greater long-term stability.
To those of us remaining, Dan Shulman’s business decisions are necessary to stabilize the company, but the full collateral damage is not yet understood. November was the start of sweeping changes that will test the character of your peers.
Remember this fundamental truth: the workplace is an exchange of time and talent for resources. Morale-boosting efforts are irrelevant against the cold reality of corporate restructuring.
Your mandate is self-focus: Secure your finances, deliver maximum value, and prioritize your personal well-being and family. Get your money. Build your empire.
God speed.
Hertz will enthusiastically fork over a six-figure salary for the prestigious privilege of “leading” people on Teams—usually squeezed somewhere between your mid-morning nap, your daily Starbucks pilgrimage, your hair appointment, a quick load of laundry, a light workout, a heart-to-heart with your work-from-home spouse, and—naturally—your semi-professional pickleball training.
All while the company is basically on fire. Why visit a location when you can watch the flames from the comfort of your couch? Besides, going onsite requires effort, pants, and possibly arranging a babysitter. Absolutely not.
And here’s the best part: you too can snag one of these do-nothing, add-no-value positions. The secret formula? Olympic-level a-s-kissing, a PhD in micromanagement, and the uncanny ability to write “notes” like you’re transcribing a Supreme Court hearing.
Wondering how to land one of these cushy roles? Easy. Hertz will invent a work-from-home, zero-deliverables, six-figure job just for you—as long as they like you. So warm up that nose, dust off those “Excel skills,” and practice looking extremely busy while accomplishing absolutely nothing.
Dreams really do come true.
Hundreds of layoffs are hitting Chicago’s suburbs. S&S Activewear is letting go of 195 employees, APL Logistics is cutting 230, and 10 Roads Express is dropping 55 workers - adding up to almost 700 layoffs across Illinois.
https://www.nbcchicago.com/news/local/hundreds-of-layoffs-announced-at-suburban-companies-in-recent-days/3861448/
Does anyone have any insight on headcount reduction coming to Independent Testing & Validation? I’m new to this LOB and don’t have any background knowledge on the inner politics. Thanks.
The county approved its 2026 budget on Tuesday, but had to slash an extra $5 million first, mostly taken from staffing costs in multiple departments.
https://www.axios.com/local/boulder/2025/12/09/boulder-county-2026-budget-cuts-layoffs
Any word on cuts in the new year in 2026? Some job functions are starting to integrate AI to reduce headcount. Repetitive functions are being streamlined by AI. This is occurring from roles from accounts receivable, payable, payroll, service desk analyst, desktop analyst and more.
Some say because CNRL has a history of not cutting it won’t occur in one shot. Rather they will initially try to focus cuts on attrition (not hiring for those who retire, quit or go on disability leave). CNRL has been historically slow to take any strategy moves. With the changing economy and tariffs we will have no choice to pivot. Other industries have seen and continue to see job cuts due to AI. It’s only a matter of time before the impact is seen here.
Hold off on those expensive summer vacation to France, Germany or other places like some did in 2025. We are in for a rough ride ahead. Believe it or not AI is coming for our jobs even here at CNRL, it’s just a matter of time.
Dan, this message is for you.
Restructuring is a strategic necessity, but the way it was executed has exposed a serious problem inside the organization. Many leaders protected low performers simply because they were friends or favorites, while top talent — the people who carried teams, drove results, and supported customers — were the ones eliminated.
We saw the same pattern during the last VSP: some of the strongest minds and most committed employees walked out the door. It’s happening again, and the impact is real. When the people who actually make the company successful are gone, the company doesn’t get stronger — it gets weaker.
Verizon cannot grow if it keeps losing its best people while keeping those who contribute the least. Our customers feel it, our teams feel it, and the culture feels it. Favoritism is not leadership, and it’s not how you build a high-performance organization.
If we want to restore trust, retain talent, and win in the market, we need accountability for how these decisions were made. And we need to start investing in and protecting the hardworking employees who truly move this company forward.
Here I'm watching coworkers-folks who've shared laughs, powered through the toughest shifts, and had each other's backs-getting shown the door in these layoffs. But here it is, an ex- Kearl supervisor out here hawking job postings overseas, begging his "connections" abroad to apply. What a total sell-out! Dumping dedicated Canadians for cheaper foreign hires? This is betrayal at its finest.
Which groups were impacted and locations?
I had heard months ago that the cadence of layoffs would be October and then January. Anyone have insights on the January layoffs? Maybe a quieter trim? I imagine it will be smaller. I don’t think we are “winning” the holiday.
The Lebanon, Tennessee-based family-dining chain did not say how many employees will be affected by the restructuring, which is taking place in two waves. But the company estimated that the process will save it $20 million to $25 million a year.
https://www.restaurantbusinessonline.com/financing/cr--ker-barrel-cuts-corporate-staff-sales-profits-tumble
We know so little about what’s actually happening. The rumors are endless, and I’ve heard from several people that most cuts will wrap up by Friday, with a few lingering into Monday. But I honestly have no idea if that’s true.
They do only if you care exclusively about the short-term bottom line. We’ve been losing good people and destroying well-established and efficient teams. And it doesn’t really matter that it’s happening right before Christmas. That fact just makes the greed, incompetence, carelessness, and disregard even more jarring.
Since when does ‘meets expectations’ require significant achievement? To me this sounds like giving management the green card to start PIP-ing those still left. Anyone on the bottom 10% of who is left after 40% have been cut. Anyone with a real performance issue would not have survived all the recent mass layoffs.
ConocoPhillips has laid off 10 to 12.5% of its North Slope workforce, the company confirmed Tuesday, as employees at three oil fields move to form a union.
Two hundred forty-three ConocoPhillips employees at the Kuparuk, Alpine and Willow fields have petitioned the National Labor Relations Board to join United Steelworkers, citing recent staffing changes that organizers say threaten employee safety and reduced pay.
According to the organizers’ website a confidential organizing campaign has been underway for months.
https://www.alaskasnewssource.com/2025/12/10/conocophillips-confirms-up-125-north-slope-layoffs-workers-seek-union/
NY/NJ region will be letting go of underperforming and non compliant RTO employees early in Q1
Are layoffs happening that week?
https://www.linkedin.com/posts/batteryvault_general-motors-indefinitely-freezes-26b-activity-7398724869489737729-xDgR
General Motors has indefinitely frozen its $2.6 billion Tennessee megafactory project and announced its largest layoff wave, cutting 3,420 jobs across its EV and battery manufacturing operations in late 2025. The majority of affected workers are from its Detroit Factory Zero EV plant and the Ultium Cells LLC battery plant in Ohio and Tennessee.
comments very appreciated...
and not forget layoffs where announced January ´26 .....
The layoffs are the only thing you can count on at Dell!
With Sean and Nina gone, Skiip has Aortic on the chopping blocks to support his other M&A plans. All the dots are connecting... Skiip (whose only expertise throughout his career is divestures and acquisitions) is brought to CV OU. Sean, and then Nina depart. No significant investments in Aortic for past several years. Market share and net profit from Aortic are declining. It's not if, it's when... or rather how soon!
Which teams have been hit and body count?
Getting less money in your budget next year? Should be no surprise, but expect more or less in the development world because of it. It’s a simple formula that the budget pays for salaries and if you have less money than you will have less employees eventually. Get the résumé out now!
Maybe I’m naive, but I joined UHC in the BT era and my first town hall was one where he announced everyone was getting $50 to the UHC store to buy some swag. Then it was the new floating holiday. Just felt like the all employee meetings had energy and excitement and I felt like UHC was a great place to work.
Since BT’s death, it’s felt like a black cloud over the entire org. Like we’re in a free fall. Constant layoffs. Cutting employee benefits. RTO handled so poorly. Never accepting questions at the town halls and all employee meetings.
Was it always such a sh---y place to work, or was last December the catalyst for all this?
I got the boot after 15 years 3 years ago when M1 started. Are they still pushing that? I thought for sure it would have collapsed by now.
Heads up, more layoffs before Xmas holiday.
Heads up. If you're in a state that makes companies pay PTO after termination, look at your final check.
They paid roughly 1/10th my actual PTO and calculated the hours wrong.
Email them now before you sign any severance.
Under Corporate risk - Credit Risk - Risk modeling.
Massive cut yesterday.
Most of these guys are Quants making over $250K
The rumor is lots of Quants and risk analytics in corporate risk are in the chopping block early next year
It was approved by EU, yet other locations like UAE, Saudi, Qatar, Swiss, GB without law rights as in EU can be affected more. Most mid Dec.
Today they agreed with EU for that. Can’t tell more as still don’t know details, the plan is signed as I have been told.
After four years of consistently exceeding expectations in my reviews, I was terminated “for cause” despite never having been on any kind of warning, performance plan, or investigation myself.
What triggered it was a situation where one of my direct reports had received a “needs improvement” rating. In full alignment with my manager and after consulting two levels of Employee Relations, I issued an informal performance warning. When no improvement occurred after eight weeks, I followed ER’s direction again and issued a formal warning.
Shortly after, that employee went back to ER claiming I was targeting her. Although I had documentation, approvals, and full ER guidance at each step, I was suddenly terminated “for cause.” My manager was blindsided and told me HR made the decision, not him.
Because the company is at-will, HR refused to document the reason in writing. I asked very specifically for the policy provision that I broke, and they said that it had to do with conduct, but they would not give me the exact provision . There had never been any counseling from my manager, no incidents around anything that would have caused this type of result. The “for cause” designation had devastating consequences — I lost all insurance benefits within three days, leaving both myself and my fully disabled child without coverage. It also meant forfeiting my restricted share rights and other earned benefits.
I’ve since learned from credible insiders that the company has increased “for cause” terminations to avoid severance payouts.
For any manager reading this: even when you follow the handbook, document everything, and align every decision with HR, you can still find yourself on the wrong side of a political or cost-driven decision. Protect yourself — document, back up every file externally, and understand the financial implications before trusting HR’s “guidance.”
It means there are no more layoffs. Or there are no more employees to layoff.
Hi team,
As we’ve shared, PowerSchool is entering a new chapter focused on simplifying, streamlining, and strengthening how we work. We’ve been transparent about the need for change to drive sustained growth and unlock the value our customers expect.
As a result, we are moving forward with a restructuring of our organization to streamline our management model; one built for clarity, accountability, and speed. This will help us focus on what matters most: delivering for our customers, strengthening our operations, and setting PowerSchool up for long-term success.
Today, our PX and leadership teams are meeting with these impacted individuals. For some, today will be their last day at PowerSchool, while others are being asked to remain in their current roles for a transition period before departing. Furthermore, as part of these personnel changes intended to streamline our operations, we are moving some employees into new teams. This is the only company-wide workforce action planned based on our projected performance going forward.
I want all our employees to be aware that these actions are taking place now and that the notifications will be completed by close of business local time. After we complete the notification process, I will be hosting a global Town Hall at 8AM PT on December 11 to address open questions and share additional details of what’s changing and what’s ahead.
This is a comprehensive effort across all our company operations to eliminate redundancies and unnecessary costs. We looked at consolidating our technology stack, removing underutilized or unused applications, and simplified processes to reduce costs in other areas of the business.
While this yielded significant savings, we’ve had to make the difficult decision to downsize our workforce to eliminate duplicative work and realign our organizational structure with current priorities and performance. This decision was not made lightly. The individuals impacted have contributed to the success of PowerSchool and in general they have all performed well for the company. We wish them the best in the future.
We are supporting every impacted individual through their transition with as much clarity and care as possible. Employees that are separating from the organization will receive severance and additional compensation based on tenure and local regulations. They will also receive continued support from our PX team as well as outplacement services.
This is a difficult time for impacted employees, so we ask for understanding and kindness towards these colleagues. Please take time to support one another and reach out to your manager or the PX team if you have questions or need any support.
Thank you,
Antonio Pietri, CEO