#layoffs

The cuts were probably done to fund the sales they are having this year for Early Black Friday deals to draw traffic back into stores

The first value listed on the vaunted Solventum mission slide is Put People First. I don't get it. How can senior leadership say with a straight face that they "put people first" when they so obviously do not? They could change it to "Put People at the VP Level or Above First and Everyone Else Second" and that would more accurately capture it. But why lie about it? Why not be honest and say, "Put Stock Price First"? (Bryan Hanson couldn't figure out stock price gains at Zimmer, but we'll set that aside for a second.) Why say you're "transparent" when you're not? Why send a company-wide email announcing a 4-year "Transform for the Future Initiative" six minutes before announcing that initiative on a quarterly earnings call? So many questions. Here's an idea, which I know no CEO will ever implement. What if, instead of creating Transform for the Future Initiatives, hiring more SVPs, and laying off more peons to cut costs and "reallocate resources," what if a CEO did something real and radical? What if a CEO said something like this: "I was going to lay off 2,000 more employees this year, but then I said no. We put people first here, so I'm putting my money where my mouth is. I'm cutting my salary, bonus, and stock incentive compensation package this year down to the average Solventum employee levels, and all my direct reports will do the same. Any new hires at the VP level or above in the next two years will NOT get signing bonuses. For example, we won't give singing bonuses like the one we gave to Tammy Gomez that is approximately equivalent to 30 years of the average worker's salary. Also, no more guaranteed severance packages that exceed one year of salary. In other words, we will actually implement the value we hold most dear, and we will PUT PEOPLE FIRST!" Okay, I know this will never happen. I live on the planet earth. But imagine if it did. Imagine how loyal of a following a CEO would get from his or her tens of thousands of employees. Imagine how little it would matter financially to that CEO and his direct reports, all of whom are already rich. He could even ratchet their salaries right back up again after "the year of impoverishment" and no one would care. And in the meantime, he would have gained a cultlike following of people ready to take a bullet for him. I'd argue he would get even richer over time. And most importantly, for one tiny flash of an instant of his career, he would be putting people first. I dare you, Bryan.

Rumors are swirling about the pending layoffs in store. I'm hoping that the cuts will not involve the customer service areas of our organization. If anything, we should be cutting the fat at the top. How many Market Presidents are there in the retail channel and what exact value do they bring? Our guy comes to Wisconsin, makes a big deal of his dinner plans and that's about all. As I said before - too much fat at the top.

Next week. Brace for impact. Incoming...

One Verizon soon to be so far up in you

Re-org, Regional Consolidations, all questions answered 13Nov. Submit accordingly

WARN ? F warn.

With Q2 Gro no longer being actively developed, has there been any impact on the team responsible for it, such as restructuring or layoffs?

more layoffs at sunrun. Not sure how many but it spanned multiple departments

What’s up with it? The expo was cancelled and there’s rumor about the kitchen staff being laid off come December. Does this mean we’re staying at the old office? Does it mean we’re moving sooner than anticipated? Does anyone know?

$126 billion in profit and they’re laying off workers? GREED, GREED, GREED. Good luck providing decent service!

Topgolf Callaway Brands President and CEO Chip Brewer revealed that his company eliminated “about 300 positions” in response to the impact of incremental tariffs. “We intend to mitigate as much of this impact as possible via efficiency improvements, pricing and vendor negotiations,” Brewer said on the company’s Q3 earnings call on Thursday.

https://www.sportsbusinessjournal.com/Articles/2025/11/07/topgolf-callaway-reveals-layoffs-raises-full-year-financial-guidance/

Brace for the impact :(
Big news next week. Chris you are not doing good job. You should leave with Venkat sinking entire company...
1st announcement shocked all employees on Nov-14-2023. Second one on March-2024 , repeating same window. you couldnt recover company even after 10% layoffs in last 2 rounds and silent layoffs from past 2 years. Dump your OneTru OneDev; At the end only you both will remain as ChrisTru and ChrisDev
Now you are ready to dump your stocks with the result of layoffs

If so then your org is impacted for Nov LRs

Was RAd today. F&O - CIO Brazil. I know many others that were also RAd today in CIO

Wells Fargo continues to pare workers from its Jordan Creek campus in West Des Moines, announcing 113 layoffs in four separate postings on Iowa’s Worker Adjustment and Notification, or WARN, site since late September.

https://www.desmoinesregister.com/story/money/business/2025/11/07/here-are-layoffs-wells-fargo-other-iowa-employers-have-announced/87132385007/

I have come to the belief that the packages going forward are going to be significantly smaller if at all. From the grapevine i hear folks just waiting. Tell us we can leave with a half package and watch how many throw in the towel. No mas! No mas!

If you’ve been at Target long enough, you already know the script. Every quarter, leadership throws around the phrase “Talent Management.” Translation: time to trim the herd.

They’ll call it “attrition.” Some whisper “quiet layoffs.” But the reality? Someone’s getting cut — period.

The “how” is a messy art form. The 9-box moved like a chess game. Performance “indicators” twisted to fit a narrative. And don’t forget — personal favorites always seem to survive.

Let’s not pretend — sales numbers and the economy are the real puppet masters here. When performance dips, heads roll.

Based on past cycles, expect another round around late January or March.

Don’t get cozy — recession vibes are real, and this economy isn’t healing overnight.

So here’s your wake-up call. Update that resume. Polish that LinkedIn. Tap your network. Start thinking pivot, not panic.

Because when the next “reorg” email drops, it’s not if — it’s when.

May the odds be ever in your favor.

Sure is fun to see all these pics on LinkedIn of Partner Summit. Our fearless leader and the executive minions living their best life while sinking this ship and ruining peoples lives. I hope the steaks at the Golden Steer were amazing.

It’s not entirely surprising to see these results when a company that’s neither growing nor shrinking decides to place relatively inexperienced people into senior roles across different parts of the organization, all at once. From one group to another. The decline in EBITDA and EPS speaks to something deeper — a lack of true leadership, professionalism, and understanding of how to steer a business forward.

What’s more concerning is the culture that seems to celebrate losses — where layoffs are treated as a sign of “efficiency,” masking deeper issues and compensating for poor financial performance. It’s an organization that appears more focused on politics than outcomes.

At this point, the “P” might as well stand for Party — because for some at the top, the rewards keep flowing regardless of results. The irony is that leadership likely recognizes these systemic flaws but continues to indulge in a system that benefits them. In the end, it’s the long-term everything is eroded including their own proposed values.

Is it over? How many people were hit? Which areas? Anything?

It looks like no layoffs have been announced today, as the new pay period begins so I guess two more weeks of uncertainty and then we can finally know our fate.

From 6 to 8th largest bank. Management reshuffled. Worker bees fired. Morale in the toilet.

#ChampionMindset

https://www.reuters.com/business/finance/wells-fargo-ceo-says-bank-not-under-pressure-make-acquisitions-2025-11-05/

I wonder how many relationships/marriages have ended due to the last few years of chronic stress at Intel. The chronic job insecurity will take its toll.

Job and relationship loss cover 2 of the 3 types of major loss events that throw people off balance in their lives.

There’s no more talk of “Intel Family”.

With all eyes on 18a and 14a, doing employees like this is the worst thing you can literally do for the company success.

I’m almost convinced, by actions, that Intel leadership wants Intel to fail.

According to this >>

https://www.cnbc.com/2025/11/06/ford-f-150-lightning-ev.html

...if this is true, what a sorry state of affairs Ford has going....so many PD ICE layoffs , other related layoffs, etc....for this outcome?

While the new leadership is focused on cutting, Customer service needs to be addressed as the top priority:

https://www.reddit.com/r/verizon/comments/1oqujew/in_case_anyone_dealing_with_verizon_support_right/

This is just one example. I had a family member have the same issues this week, and cancel Verizon service.

A few things the leadership has to get right:

• Customer Service #1
• Ease of doing business with VZ, including intra-VZ customers/services
• Ki-l money losing businesses
• Collapse the org chart, and maximize resources in the process.
• Give employees a reason to be proud and generally happy. I dont think one discount perk will fix that. But, employees have to feel valued!
• Performance Culture, we expect excellence from employees

Layoffs will happen, but it can't be the headline of the business. or the #1 priority.

but we don’t give a flying ** about your job, you’re just another number. True values of this place :D

Emails are en route.

Any truth to the rumor posted here a few weeks ago that all freelance employees are being let go in one swoop? That can’t be true, can it?

SAP is presenting a formal offer in an attempt to resolve the antitrust inquiry. In the past, SAP claimed to be compliant and to follow the antitrust procedure. However, since Celonis filed a lawsuit, this has gained momentum and it is unlikely that the probe will be resolved. The US has also criticized the commission for allegedly targeting US businesses. For the sole purpose of making a point, they might wish to fine SAP.

The board won't give up its bonuses, and SAP has little cash on hand. Can you guess where the funds will come from?

Layoffs every year. And reduction in yearly appraisals. The latter is easy to do with the new “performance management” system.

https://www.moodyonthemarket.com/whirlpool-corp-announces-senior-leadership-changes-effective-january-2026/

Hi everyone,

The mainstream media websites are mentioning global layoffs at IBM however from what I have seen so far it has only been US and Canada.

Does anyone know if a next round is expected within this quarter for the rest of the Geos and Markets?

Thanks

http://techrights.org/n/2025/11/07/Red_Hat_is_Also_Laying_Off_Staff_in_India.shtml

Anyone know if there are going to be layoffs before Christmas?

Doing this the week before a major holiday makes it more depressing. Not just for those on their way out but for the peers who are left behind to pick up the pieces until the next set of RIFs. Put us out of misery and tell us sooner

West Virginia Coal Mines not interested in hiring constant complainers like layed-off Target workers for Coal Minner jobs.

Am I the only one who's absolutely drained from this whole situation?

Us folks in IT, we’ve been under this pressure for two solid years now. And what they’re doing to us? It’s straight-up inhumane. Imagine watching most of your coworkers walk out the door day after day, and then being told you're ‘safe’ the next. How long are we really safe for, though? The truth? Nobody’s safe ‘til they’ve booted out everyone who doesn’t fit into their ‘perfect’ new structure (aka all the new hires and the so-called ‘Olympus gods’).

It’s obvious the company’s just keeping us around long enough to wrap up some projects, then they’ll drop us like a bad habit once we’re no longer useful.

In the meantime, we’ve had to put everything on hold our career growth, life plans, financial decisions, all frozen for who knows how long. And still counting.

But hey, don’t worry, we’ll get the ‘good news’ soon enough. For now, just keep doing your best (and all the extra work from the people they already canned).

Good job, that’s how you wreck your company culture.

I keep seeing post about RIF's / layoffs / etc, but wondering if those have more to do with local field maintenance technicians and not Building Automation staff.

I haven't heard of anyone in the few hundred people I deal with on a monthly basis getting let go. I'm not based out of any major hub.

Folks, word on the oil patch is that back payments from vendors and contractors to Chevron employees are flowing faster than a gusher in the Permian! We're talking thousands of sneaky little envelopes stuffed with "overtime oopsies" and
"contractor compliments" enough to make your 401(k) jealous. One insider whispered it's like Christmas in July, but with more subpoenas.
And here's the kicker: maybe JUST maybe a mega federal audit is already lurking in the shadows, with IRS suits swapping briefcases for hard hats.

Chevron coughed up $30 million to the U.S. government: $25 million in disgorged profits, a $3 million SEC civil penalty, and $2 million to the Treasury’s Office of Foreign Assets Control. This was the biggest Oil for Food penalty in the U.S. at the time, and it came under the Foreign Corrupt Practices Act (FCPA) for improper payments.

In 2016, a federal indictment in Texas nailed two guys: a Chevron oil trader (James Potts) and a consultant (Gregory Corbitt) for a bribery scheme. Potts allegedly steered oil deals in Cameroon, Belarus, and Russia to cronies who kicked back cash via Cayman Islands accounts, fake invoices, and even straight-up cash drops. They hid it all with bogus tax returns and laundered funds through Swiss and Cayman banks. The scheme straight-up “deprived Chevron of the honest services” of its own employee, per the DOJ.

Closer to home, in 2019, Chevron sued a former Pascagoula, Mississippi refinery supervisor (Michael Matthews) for over a decade of kickbacks. He allegedly rigged contracts to buddies and contractors who paid him off with cash and favors, then approved fake invoices for ghost work pocketing the difference while sc--wing Chevron’s procurement rules.

These aren’t one offs. Chevron’s racked up $1.37 billion in penalties since 2000 across 691 violations, including environmental sc--w ups, wage theft, and more corruption probes.

IT GETS BETTTTERRRRR

20% Layoffs Amid Record Profits
In February 2025, Chevron dropped a bombshell: plans to slash 20% of its global workforce (that’s about 15,000-20,000 jobs) by the end of 2026, citing “efficiencies” in a post-merger world after swallowing Hess. This came hot on the heels of the company’s $21.4 billion profit in 2024 and ongoing billions in stock buybacks hardly a “tough times” story. Employees, many loyal for decades, got the axe to boost shareholder value, with little regard for families disrupted or communities gutted. It’s not corruption in the bribe sense, but it’s the epitome of greed: treating human talent as expendable when the balance sheet demands it. No golden parachutes for the rank-and-file, just pink slips and “thanks for the service.”

But you got some sc-m bags in here saying PDCE was the shady ones. Chevron’s overall Glassdoor rating sits at 3.8 out of 5, with only 71% of employees recommending it, and recent reviews noting a 6% drop in satisfaction over the past year often citing limited advancement opportunities,no raises well the ceo keeps getting bigger and bigger salaries, bureaucratic hurdles, and a profit driven atmosphere that prioritizes cost cutting over employee well being.

Chevron consolidated contracts with a handful of large national firms (some tied to prominent oil landowners, raising conflict of interest flags), sidelining veteran local subcontractors with 15+ years of safe service and stalling brownfield redevelopment projects that once supported families and small businesses. This shift is seen as profit-maximizing at the expense of the local economy, potentially creating monopolies, ethical lapses, and broader ripple effects like job losses for contractors and reduced industry growth.

Employees deserve better than being pawns in a profit game. We all need to stand up.

At what point are heads going to start rolling? It feels like it will never get any better.