#layoffs

Any management got laid off or just regular folks?

I just hope no one still here is taking this place seriously anymore and that everyone’s looking hard for other options.

The city of Rocky Mount has initiated layoffs for about 100 city employees, a little more than 10% of its full-time workforce. The city said it is a necessary step to address its financial crisis.

https://www.wral.com/news/local/rocky-mount-employees-layoff-agreements-unfair-financial-crisis-october-2025/

Great. That’s really going to do wonders for morale.

We don’t need extra stress on top of looming layoffs. Some might find it amusing that people are reading too much into that org chart, but they should also realize many are genuinely terrified about their jobs. For some, losing it would have serious, life-changing consequences. I understand people panicking. What I don’t understand is how those paid to run this place can’t handle something as critical as layoffs more competently.

What happens if I’m on PTO the day they do layoffs? Will they call me on my personal phone, or wait until I’m back in office the next week?

Are layoffs going to continue? So many folks were let go, and yet no official communication whatsoever.

In a third round of layoffs, Newmont Corp. plans to let go 65 employees at its headquarters in Denver, bringing to 107 the number of recently announced staff reductions.

Newmont, the world’s largest mining company, notified state and Denver officials Wednesday that the layoffs are expected to occur around Dec. 14. The announcement follows one in August that 19 employees would be laid off and one Oct. 1 that 23 positions, primarily in its headquarters, would be terminated on or around Nov. 30.

https://www.denverpost.com/2025/10/17/newmont-corp-layoffs-gold-mining-2/

Anyone have any ideas what departments will be hit?

COP will soon layoff significant numbers of hardworking and skilled personnel with significant institutional capacity and knowledge in its efforts to become as per McKinsey Focused Future Proof….
What does this new COP really look like and at what cost?
Or are the management consultants correct in that COP is rudderless and need of institutional retooling.

Last one for this year - another 5 to 7k to Let go, Majorly in US, Silent announcement will follow in the next few Business Days = Thanks Giving Reward for the Employees (Rember next 2 to 3 years there will be a Huge Reorg is going to happen, that will be beyond what we have seen this year, this is just tip off the Ice berg)

The next position to go will be people leads.

If you've tried automating or using AI for this company you will know just how painful it is to try and push innovation. Multiple tiers of leadership, so many boundaries to break down, etc. Etc.

I find it funny that the company is choosing to use AI and technology advances as the message for headcount reduction. In my experience those outsourcing moves just adds to the body count while doing nothing to automate. There is no future in technology for this company because it continues to distance itself from the people who can offer those options. I have been pushing a solution that would reduce two entire departments, instead or pursing they just keep adding bodies to the BSC's.

XOM will be left in the dust by its competitors as they choose to advance technology while XOM looks to outsource and reduce its expertise.

Watch and see.

http://techrights.org/n/2025/10/19/Symptoms_of_Upcoming_Microsoft_Layoffs_in_XBox.shtml

I’m literally standing in the store wondering if I should stock up on essentials so I can keep feeding my household if I get laid off.

Not asking for a rumor, or a guess, or a speculation. Can anyone in HR or anyone in a related part of the company that manages things like slack, or anyone who 'recently had dinner' with either of those people can confirm whether this is a bug or not?

We all know that layoffs are coming basically a week from now. Can anyone confirm or deny what's happening? So far the only 'official' word has been in the #slack-tips channel where they called it a bug that they're working on, but I am inclined to call bullsh-t. Murray and Success factor have been unaffected, though.

If your team have H1B visa holders or you notice your business is shifting more functions to India, it's important to stay cautious and alert.

Many companies are now laying off American workers to reduce operational costs, and in some cases, employees may be unfairly labeled as underperformed to save severance.

Remember, as American workers, you have rights—if your business is laying off while still employing H1B visa holders, it raises questions about the necessity of the visas and the company's compliance. Do file a report to Department of Labor and USCIS.

As a proactive step, consider reaching out to your local congressman to advocate for stricter regulations on H1B visas and offshoring practices. Congress has already taken some actions in this direction, but additional support is needed, especially as U.S. job growth is experiencing multi-year lows.
Staying informed and engaged can help protect your rights and ensure fair employment practices.

Do we expect notices coming before holidays or post or both? Before holidays is just cruel. I get the quietness cause last one was leaked and it was a horrible experience. Given the severe budget cuts for some groups + eerie quietness feels even scarier.

Recent org changes have made long standing structural and leadership issues worse. The problem isn’t the teams it’s a pattern of short-sighted leadership decisions that keep adding inefficiency and ki-ling morale, SP and MM ARE NOT the right path. Both too self-important and ego driven for any clarity possible. The number of people on this page alone is an indication of how bad it’s gotten as MM has been a topic on this page for years, those who openly questioned aren’t here anymore, not a coincidence.

Structural & Leadership Gaps

• D&D expanded under leadership with weak technical grounding and poor operational judgment.
• Decisions are based on optics and “culture first” over scalable, efficient delivery.
• The result: redundant tools, unclear ownership, and wasted spend doing the same thing.

Talent & Morale Erosion

• Many skilled hires walked into instability they didn’t cause and can’t fix.
• People are burned out, disengaged, and blamed for inherited problems.
• Leaders who manage up well but not down are driving the decline blaming everyone but themselves.

Culture & Reputation Risk

• Morale is at a breaking point.
• Expanding the remit of a leader with no relevant knowledge or skills tied to these issues sends the wrong signal.
• Continued inaction risks more and operational instability at a critical time.

What EMT Needs to Do

• Launch an independent review of leadership effectiveness and technical capability, ask the staff in a truly anonymous way because trust is gone.
• Simplify tools and processes stop paying for redundancy.
• Rebuild trust with transparency, consistent engagement, and measurable goals tied to outcomes, not self-serving politics.

The situation is still fixable only with top-down action. EMT needs to step in now to stabilize the org and restore credibility. If not, the erosion will only accelerate.

I am not the type to switch companies, but I am finding it difficult to remain with all the layoffs happening and worrying if I will be next on the chopping block.

I’ve been planning my exit for a while now. Took a few certs, kept my resume fresh, and stopped overdoing it. I’m just here until something better opens up. Severance would just be a bonus.

Anyone or insiders hearing anything about another round of layoffs? Word going around is that more cuts could be coming soon, possibly linked to the recent divestitures and leadership changes. I’ve heard talk that Sales, Marketing, and Engineering might be hit again, especially non core or lower performing roles. Curious if anyone’s heard when this might happen or which groups are actually at risk.

I can understand why people want this to be over with as soon as possible. However, I have to admit I appreciate being given some time to prepare for the worst. While it's not much, this period has allowed me to get into a better mental position, update my resume, and reach out to old contacts...small things like that. And there's another week to take advantage of. I'd take that over having the rug pulled out from under me at any time.

I am in my mid 40s. I left Allstate a few years ago and thought I'd never look back. I enjoyed my colleagues at the time and the work was fulfilling. I'm thinking of reapplying but am hesitant due to layoffs and politics in the office. Has anything changed for the better? Or has it gotten worse? Some insight would be appreciated.

...when AT&T was cutting cutting cutting and people said "That's what "AT&T" now stands for." We've come a long way, huh?

Anything? I'm so tired of only ever hearing about layoffs and shutdowns and PIPs and lost benefits and who knows what else.

Are they going to be cruel enough to stretch this out into the holidays? I haven't been here long enough to know, but has Target ever had layoffs close to Thanksgiving or Christmas?

For those fallen during 2020 layoffs, the 5 year layoffversary is coming up. How are you celebrating departure away from the XOXic (XOM Toxic) environment? How was your experience with Layoff, good bad? And how are you doing now? Let's provide some real insight and inspiration to those still there who have only made to believe otherwise by their bosses and HR.

Here is my experience.

Extremely bad departing experience; manager reading HR script informing, never returned my personal desk items, the laptop box chaos (mixing up wrong people names with wrong addresses), bashing us in LI, classifying us a Retirees (i am sure XOM again is benefitting somehow by this move) and still sending us mail asking to donate to UW. Those dear colleagues never reached out for support, post departure dealing with benefits was bad.

How's it now; Director in a non tech but Fortune 500 making 38% more base plus 25% bonus, RSUs, better healthcare plans, less toxicity than XOM, and a learning for someone who fell for "long term career", and "family" jargons of corporates and someone who cared and took colleagues at to their face value to never trust and believe in that again. Tough but a good and an eye opening lesson.

For those other 2020 martyrs, how was your experience and where are you 5 years down the road?

Make this thread a long and full as possible to give some insight to those who remain at XOM and want to know the true experiences the fallen had. It will also help aspirant newbies to determine whether they should join XOM or not and shut up the kool-aid drinkers because their agenda to paint a rosy picture of XOM leaders and HR handling will be exposed.

Just heard at a party last night that they are getting rid of even more people next week than they did last week. My understanding is that the economy is about to make a very huge and very drastic U-TURN after a HUGE announcement about someone in power.

Once that happens, all heel will break lose and Brian will have to accelerate his RIF plans.

This came from a very trusted source!

So now I'm hearing they will be announcing layoffs after the Nov 4th quarter results global meeting. This is out of oklahoma city call center. How viable is this rumor?

I know the closings and cuts have just started. Is there any way to know what could be next?

They have mastered the art of rewarding cuts instead of effort. Executives keep cashing in while employees lose benefits and customers lose patience. Every quarter it’s the same flashy story for investors while the rest of us deal with the fallout. It’s hard to see where any real future fits into that plan.

A layoff happens when your job role is no longer required by the company or is being restructured.
Being laid off does not mean your performance has been poor, but poor performance makes it less likely for you to find another role internally.

On the flip side:

Being fired due to poor performance is not a layoff…… it’s being fired for poor performance.

Thank you for coming to my Ted Talk.

If you have been LOYAL to Nokia for the past 15+ years, even without a salary increase for several years, and have stayed with the company because you enjoy the work and want to see Nokia be successful, than Nokia should also be LOYAL to it's employees as well, by keeping the experienced employees employed since telecommunication network product(s) knowledge can't be gained within a few years, but takes years, if not decades to master it (if that's even possible). Once that experienced person is laid off (replaced by a much less knowledgeable person), it will be difficult for the company to make quality products to deliver to it's customers. It may be able to meet the deadline to deliver the product to the customer, but the quality of the product will suffer due to the lack of experienced knowledge. Hence, loss in Billions of dollars in revenue as we have seen in the past with loss of AT&T and Verizon. Will Nokia continue to make the same mistakes by putting quality last (by laying off the older experienced employees)?

Check your states rules on WARN ACT: Some states now requires a 90-day notice before a mass layoff or the closure of a facility, a significant increase from the previous 60-day notice. The state's law, known as the (your state) WARN Act, now applies if 50 or more employees statewide are laid off and includes part-time workers in the count. If the 90-day notice is not provided, employers must pay an additional four weeks of severance pay in addition to the mandatory one week of severance per year of service.

Employer "establishment": The definition of an "establishment" has been expanded to include all facilities in (your state), and layoffs at different locations may need to be aggregated to meet the 50-employee threshold. This includes remote employees who report to a (your state) location.

Severance pay: In addition to the 90-day notice, employers must provide severance pay of at least one week for every year of service. If the 90-day notice is not given, an extra four weeks of severance pay must be provided.

I joined BNY in Lake Mary this year as an associate full stack engineer. Got a "meets expectations" during my mid year. Will I be an easy target for the 25% of employees that are being marked as "below expectations" for the end of year?

On the other side, how are bonuses if I get a meets or exceeds? I've heard $1000, 1500, and $3,000 from others I work with.

Understanding remote workers are part of Phase II (according to DEs email), but anyone know if managers in NY or LA who have direct reports that are remote were given a chance to justify their roles? Even if they were hired as remote OR do we think the decision lies with Senior Leadership and they will be let go this next big round which is rumored to be 10/28?

Incoming CEO says effective immediately, I’m taking over, current CEO is no longer ceo, current CEO will also not be chairman of board and 10% layoffs across L7+.

If the company needs immediate restructuring, it has to come from very top.

Michael, be bold and take charge.

"Despite India layoffs, Oracle co-founder says AI will 'enhance capabilities, not replace' humans"

read the headlines ...

Tell that to all those untimely ripped from their jobs... They sure feel replaced, rejected and condemned!