#layoffs

Do you think there's a slim possibility of voluntary layoffs? It would be so much better than the fear of forced cuts. People who are ready to go could leave with dignity, and it might reduce the number of involuntary terminations.

By constantly cutting and piling on work, they're ensuring the employees left behind will have nothing left to give. That lack of engagement and energy will directly hurt the bottom line in the long run. They're trading tomorrow's success for today's spreadsheet. We're being run by id--ts.

https://www.ctinsider.com/business/article/cvs-health-aetna-layoffs-hartford-21335365.php

Will there ever be a return to normal, stable operations? The constant upheaval of layoffs and reorgs is completely draining. I just want to do my job without weekly existential crises.

Why I feel so unnerve with Sampath’s leave, plus what Dan said at the earnings call :(

I'm lost. One person more says cuts are days away, another says weeks, another says it's over. Does anyone have concrete info? This confusion is almost worse than knowing for sure.

Inogen has gone through yet another round of layoffs, and at this point it’s hard to describe how broken the culture feels. Leadership appears reactive rather than strategic, relying on short-term patchwork instead of a clear plan.

From my perspective, employees are not genuinely valued or trusted, and decisions are made with little regard for the long-term impact on people or morale. Confidence in leadership has steadily eroded, and many no longer believe what they are told about the company’s direction.

If you begin seeing overly positive messaging about the company, I would encourage healthy skepticism. Based on lived experience, those messages have not reflected the reality employees face.

In my opinion, this is a deeply unhealthy place to work. If you are considering joining, my advice is simple: proceed with extreme caution or don’t proceed at all.

AK made clear on feb office hours that 15-70-15 here to stay. Also said 20-60-20 next year. Clear mission to shrink the company. Get out on your is if you can. Only people ready to retire and waiting on a package should be complacent.

CEO:
Good afternoon, Team. I want to thank the 11 of you who were able to join this mandatory town hall on such short notice. We scheduled this meeting early and during your daily commute time so you would be more productive and there would be less chance you might attend. Your presence today demonstrates your commitment to our shared vision of Transformative Workforce Realignment™.

Before we begin, I want to address the rumors circulating online.
No, we are not conducting layoffs.
We are simply rebalancing our talent ecosystem through a series of performance‑aligned, location‑optimized, AI‑enhanced workforce transitions.

Let me explain.

“1. We Are Not Downsizing — We Are Rightsizing”

Some of you may have noticed that your colleagues have… disappeared.
This is not a layoff.
This is Strategic Talent Migration™.

We are migrating talent out of the company and into the broader economy, where they can pursue exciting new opportunities that we have thoughtfully curated by eliminating their roles.
This is what leadership looks like.

“2. Your Performance Rating Is Not About You”
You may have recently received a performance rating that surprised you.
Perhaps you were rated “Exceeds Expectations” for 14 consecutive years and suddenly received “Needs Immediate Intervention.”
Let me be clear:
This is not a reflection of your performance.
This is a reflection of our organizational tax strategy.

We are committed to avoiding WARN Act triggers, and your rating plays a critical role in that mission.

Remember:
When you grow, we grow.
When you go, our SUI tax rate stays low.

“3. Return‑to‑Office Is About Culture, Not Attrition”
Some have asked why we require you to return to the office even though:

• Your office was closed
• Your team is in three different time zones
• Your desk has been replaced by a potted plant
• Your badge no longer opens the door

Let me assure you:
RTO is not about forcing resignations.
It is about rebuilding community — specifically, the community of people who still work here after RTO.

“4. Global Talent Optimization”
We are proud to announce that we are expanding our global footprint in Pune and Manchester. This is not because labor costs are lower.
It is because we believe in unlocking global synergies.
And if those synergies happen to cost 80% less per headcount, that is simply a happy coincidence.

“5. AI Is Not Replacing You — It Is Empowering You”
Some of you have expressed concern that AI is taking over your job.
This is a misunderstanding.
AI is not replacing you.
AI is freeing you — from your responsibilities, your role, and your employment.
We are committed to ensuring a smooth transition as you train the AI that will empower your future successor.

6. “Why You Didn’t Receive a WARN Notice”
I want to address this directly.

You did not receive a WARN notice because:
• We did not lay off enough people at once
• We spread reductions across multiple 30‑day windows
• We reclassified separations as “performance‑aligned exits”
• We encouraged voluntary resignations
• We relocated roles to places you cannot physically reach
• We believe in agile workforce management

WARN notices are for companies that lack creativity.
We are innovators.

***Q&A Session***

***Employee:***
Why are so many people being rated poorly all of a sudden?
***CEO:***
Great question.
We are committed to data‑driven performance excellence, and the data shows that our reduction targets require a 17% increase in “Needs Improvement” ratings.

***Employee:***
Why are U.S. jobs being moved offshore?
***CEO:***
We are not moving jobs offshore.
We are expanding global opportunities while sunsetting domestic redundancies.

***Employee:***
Are more layoffs coming?
***CEO:***
We do not comment on future workforce transitions.
But we can confirm that ***your role is critical to our success*** — until it isn’t.

***Moderator:***  
Now that's all the time we have. Sorry (not) we can't take any more questions.

Closing Remarks

CEO:
Thank you for your continued dedication to our mission of Sustainable Workforce Optimization™.
We value each and every one of you — especially those who remain after this meeting.
Remember:
We are one team.
One vision.
One continuous reduction cycle.

Have a great rest of your day, and now please check Workday for updates to your performance rating.

Inogen has just gone through another round of layoffs, and it’s deeply disheartening to watch. The issue isn’t only the reductions themselves, but the lack of transparency and humanity surrounding them.

Over time, repeated reassurances about stability have been followed by actions that suggest otherwise, leaving employees anxious and disconnected from leadership. Morale has steadily declined, and trust has eroded.

In my opinion, this is not a healthy place to work. I would also caution people against placing too much trust in leadership messaging, as it has often failed to align with what ultimately happens. If you’re considering joining, I’d strongly recommend proceeding with caution or looking elsewhere.

Witnessing layoffs at Verizon has been a masterclass in how to destroy morale. They decided to kick out the very people who bled for the company. Now, they have us all running for the exit. All I want is to get out and find a job where dedication might actually be rewarded, not used against you.

...more heads rolling in OKC than Houston, even after 6 layoffs Devon is still way over staffed by a bunch of su-k ups doing 20% of the work and drowning the small majority doing the other 80% of the work. If this offends you, you must have gotten greater than 2% cost of living increase for being a yes man boot li---r

• U.S. employers announced 108,435 layoffs for the month, up 118% from the same period a year ago and 205% from December 2025. The total marked the highest for any January since 2009.
• At the same time, companies announced just 5,306 new hires, also the lowest January since 2009, which is when Challenger, Gray & Christmas began tracking such data.
• Also, job openings fell sharply in December to 6.54 million, to their lowest since September 2020. Available jobs are down by more than 900,000 just since October.

https://www.cnbc.com/2026/02/05/layoff-and-hiring-announcements-hit-their-worst-january-levels-since-2009-challenger-says.html

The younger folks here don't realize how lucky they are. They're cheaper to keep, so they're safer. And if they do get cut, the job market is actually open to them. At 52, a layoff for me could be career-ending. It's a terrifying position to be in.

Is anybody else worried? It's not as if they need an excuse for more layoffs, but this is as convenient as it gets.

Is it over for the week?

So.. Verizon's head of its consumer division, Sowmyanarayan Sampath, is stepping down?? Or was he asked to leave??
When ole Danny Schulman stepped into his role in October he helped approved a $4 million payment for Sampath to retain him in his consumer CEO role. While he ordered Verizon's biggest-ever round of job cuts in November of 13000+

So… who’s the next head to roll? Which former PayPal person is coming along the Danny ride??

A big team of our so called leaders went to India to meet Genpact, one of the worst service companies. Should we brace for more layoff from in the US?

https://media.about.nike.com/files/dfc58f03-c8b4-4fe8-ae74-0cd6e5cad60b/FY24-Representation-by-the-Numbers.pdf

If the EEOC’s investigation leads to evidence of discrimination what will be the relief? Does Nike People Solutions get an overhaul, DEI Vice President cut, abolish the illegal quotas, etc.? There seems to be a lot of predictions about GT layoffs but based on earnings may be a lot more restructuring timed with this DEI complaint…

What all teams were impacted yesterday?

The College of Wooster is struggling financially so badly from low enrollment year over year, today 2-5-2026 they are doing a massive reduction in work force - up to 50 positions

Is this really only impacting DISH teams since they are claiming it is from DISH defaulting

Why it's the leadership at the top not held accountable. They created this disastrous outcome, and we the working employees are paying the ultimate price by losing our jobs and dignity. It's a very sad and heartbreaking day for a lot of good people!

Executives, VPs, and Directors should be accountable and shown the door first.

Welp. My entire time got let go. Oh well! Better things to come

Its Feb and everyone is saying they are coming but name departments please. Morrows kickoff meeting was this week.

I had a reliable source tell me something big is about to be announced but wouldnt say. has to do with us being sold, buying, or going public is all they said.

Earnings report day! Before opening bell too, I believe. Looks like the poster who thought last Friday was going to see massive layoffs was off by one week. Earnings may be okay for Q4 2025, but outlook for 2026 and beyond is gonna su-k.

APAC cut few employees, and now starting to be recruited back. Why can’t they be on the same project to help restore knowledge?

Stock price at $17 a share is comical. They are poorly managed hiring competitors past failures and rejects. They buy failing banks. This spells disaster.

People keep mentioning that layoffs are not only happening in Europe, but I haven't heard anything about cuts here so far. Can somebody share what's being hit?

Stock is down almost every single day. No purchase by our preeminent CEO. He sunk the ship, torpedoed the stock, sent us to Infinity, the company is suffering under him. I think an activist should get involved to save us. Mike should go.

What does this mean for the future of the company ? Down 11% YoY is a lot, and missed analysts forecast of $3.5bn.

Should we expect layoffs? And where would those occur ?

NOV always claims their 'Workforce is Like Family.' Then, when they hit a bump-in-the-road, family is slashed down to the bone, meanwhile, upper management still gets their bonuses.

Are you looking for an exciting opportunity to manage workforce transitions and offshore operations? We are seeking a candidate to join our operations to assist with local workforce reductions and restructuring initiatives.

Job Requirements:

• Comfortable working in a fast-paced environment to recklessly reduce headcount
• Ability to follow directives (be a Yes-man) and execute strategy without reservation (don't ask questions).
• Extensive experience in minimizing FTE value while promoting offshore and H-1B talent.
  • Familiar with AI. We've been claiming there we know AI just secure our position in the company but now the lies have caught up to us and we need someone that really knows it so we take credit from you.

Perks:

• Exemption from Return-to-Office (RTO) policy.
• Work from home and spy on employees.
• Opportunity to lead workforce management strategies (degrade employees to force them to quit).
  • High potential bonuses - the more workers terminated, the bigger the payout.

You won’t believe the tea DV was always spilling! He kept going on and on about how everyone who came over from USAA got that sweet LTIP I mean, literally down to the assistants who transferred in. Like, he made it sound like the ultimate selling point, the big perk that sealed the deal.
And don’t get me started on KS /DV she was all about bringing in her people to push out the NM crew, basically stirring up all this fear to clear house. It’s been two whole years of them making up their own rules and just lining their pockets. I heard only one is left now… what a total joke!

If we hadn’t wasted so much time talking about AI, he could have actually covered the important points he ran out of time for.

And another thing , why are people in here celebrating someone getting fired? Sampath! That says a lot about your character.

Paying 100% STI was the bare minimum. Anything less would have been flat out disrespectful after laying off 15,000 people.

At this point, just let AI write my year end performance review.

Despite 14 billion in profits in the last year. Its not out of the question for the stock to go to low 200s. Nothing matters to this company other than 1. Stock price 2. shareholders.
Hard work does not get rewarded along with all the extra hours you put in. Do the bare minimum like Peter in office space, you will get same results. A layoff, oh and sc--w that little dork Sandork Di--oani Mr 100x