#layoffs

Everyone is at risk, although it would be insane to assume everyone is at equal risk. I'd expect more reasons than I list below, but these are the ones I saw when I was there.

Reasons people get picked off one by one:

• You just aren't meeting the job requirements - it seems obvious until you realize how many high level "engineers" are assigned low level bug fixing and therefore aren't actually allowed to meet those requirements
• You are meeting the job title requirements but raises move you out of the viable salary range for that level of work
• You aren't in favor of those with political power
• A manager decides they have an "in-group" and you aren't in it

Reasons people get picked off in whole groups:

• Your project is being cancelled
• You work at a lesser site on a project with teams at a primary site
• A political power play between teams where the winner keeps their own people to pick up the work of the losing team
• When projects reorganize they can package people for any of the reasons people get picked off one by one into a group and then let go of them as a group

Since the goal is typically a reduction in cost if you have a low rank and corresponding pay and you contribute above average on an important project with strong (politically speaking) management it's probably as good as it gets, but it's still no guarantee.

Don't underestimate the power of being under the wing of the powerful. Many people have sc--wed up costing Cisco fortunes and the punishment was a promotion,.

Bumped from @j4+1m6w4czph.

Are there layoffs happening right now or are people talking about cuts that already happened last week and last month?

I just wanted to say, there is nothing wrong with you. We are all talented, and we will figure out something better. We just need to remember lifelong who actually mentored us, and who stayed engaged and supportive at work. Today is your turn, yesterday was someone else's, and tomorrow it will be someone else's. Stay motivated and collaborative in life.
To the folks remaining at work: you aren't "over-smart"—it's just that your manager preferred you. Don't let the culture here spoil. Many of us will return for sure, or associate with you again in the future. Be nice and stay humble.

I would be worried if your union and at the bottom on performance and your plant is struggling.

PepsiCo is implementing job cuts affecting approximately 1,000 employees in North America. This move is part of a larger strategy to revitalize the company's performance in its domestic market. The company intends to streamline operations and foster closer collaboration among its North American teams. These layoffs come as PepsiCo previously lowered its earnings outlook due to declining beverage volumes and stagnant food sales in the region. The company aims to become faster, more connected, and more capable to drive future growth.

https://www.cnbc.com/2026/11/09/pepsico-north-america-job-cuts.html

Gentact - UK layoff started last week people are maked as redundent and put into garden leave for a months. one of my friend has impacted and now looking for some legat options to handle it.

I asked AI to go through the posts about USAA on this website and others (Reddit, Glassdoor, etc) and summarize the company culture and its management and here is what it had to say - Do You Agree?

Executive Summary
USAA has undergone a fundamental transformation from a "gold-standard" employee employer to a workplace characterized by deteriorating trust, bureaucratic dysfunction, and leadership credibility collapse. The transition occurred primarily between 2022-2024, accelerating through 2025-2026. While USAA's benefits package (cash-balance pension, 401k matching, healthcare) remains genuinely strong, the operational and cultural experience has degraded significantly.

The archive tells a story with a clear arc: pride → shock → anger → cynicism → survival mode. USAA's workforce — a community built on military identity — describes a company that has progressively devalued its own people through repeated reduction-in-force (RIF) cycles (2022, 2023, 2024, 2025, and 2026), an aggressive outsourcing program to India, AI-driven headcount reduction, and management communication that employees repeatedly describe as opaque, political, and dismissive. The most psychologically significant finding is not the layoffs themselves (those are corroborated by public record) but the identity betrayal: the "military community" narrative that USAA markets to the public is experienced internally as a cover story — the forum's sharpest and most recurring accusation.

Core Diagnosis: USAA leadership has entered a self-preservation mode driven by regulatory pressures (OCC cease-and-desist orders, 2024-2025), first annual losses in 2023-2024, and profit restoration goals. Employee reactions indicate a broken social contract: the company that historically "took care of its people" has repeatedly executed layoffs, reorganizations, and mandates that employees view as punitive and arbitrary rather than business-driven.

The pattern is clear: USAA leadership is in self-preservation mode, using employees as costs to be managed rather than stakeholders to be valued. The result is a culture of cynicism, burnout, and quiet quitting.

Bottom line: Thelayoff.com's USAA board documents the slow institutional breakdown of a mission-based employer into a cost-optimization exercise — and the psychological cost was paid, as the posts show in their own words, mostly by the people who built the "family" the company now sells.

If you want to know what’s happening at PepsiCo don’t ask your leaders, ask Reddit and news feeds. 1,000 is the number to be laid off and oh yeah we lost Regal.

The car sales is gone....... SMT will never learn, they drive business away. GO figure. Glad I left. SO sad for all the employees, ALOT of people are going to have a cr-ppy Thanksgiving. But we have 4 presidents of the company.....

The blue bunnies took over most of the states to make INTC more affordable with almost 50% discount instantly. Thank you and congratulations on your winning but It is still out of reach for layoff people. Can we see another 50% discount below 40s so we can afford for a fast food dinner before Thanksgiving day coming soon ?

With these layoff rumors spiraling yet again.. does anyone have any insight on the nurses side of things. Will clincial reviewers be apart like the last lay off? Will they just fire people with no warning? Many CRs/nurses are left in the dark with tons of questions. Any comments would be appreciated

Humana is tracking everything you're doing using AI. AI scans your email, IMs, reads your calendar, WebEx meeting transcripts, etc. to assess how "efficient" and "productive" you are and make judgments about how necessary/valuable of an employee you are. This data is sent to senior management and the ghouls at McKinsey to inform the layoff decisions.

US based. Received email notification about meeting with the upper up today this morning. On Teams it appears only between me and this upper up. I've been mentally prepared for this during the past weekend(s). However when I was arriving to the room, there were so many other people from my team both online and offline. Apparently we are safe, and 1 person is impacted from our team. The upper up shared that he/she knows other team in different region (country) that we're working closely with got more severely impacted (5-10 people). Another smaller team that I'm working closely with wasn't impacted (all safe). We get to breathe now at least and is assured the round is over, until who knows when next year.

Anyone know the approximate percentage overall ? Good luck and best wishes to all who were impacted. We all know the whole performance thing is not warranted. Hold your head high !

Several biotechnology companies have recently announced substantial layoffs as part of broader restructuring efforts. Agios Pharmaceuticals is cutting over 100 R&D roles, while Ultragenyx is laying off 20% of its workforce to reduce its R&D budget. Molecular Partners plans to reduce its staff by up to 44% to focus on its pipeline. Lenz Therapeutics is also making significant cuts, with 75% of its workforce being let go. These actions reflect a challenging period for the biopharmaceutical sector, with companies re-evaluating priorities and operational strategies.

https://www.fiercebiotech.com/biotech/fierce-biotech-layoff-tracker-2026

For anyone who hasn't figured this out yet, Cigna is tracking everything you're doing using AI. AI scans your email, IMs, reads your calendar, WebEx meeting transcripts, etc. to assess how "efficient" and "productive" you are and make judgments about how necessary/valuable of an employee you are. This data is sent to senior management and the ghouls at McKinsey to inform the layoff decisions.

If there was any doubt about this, it was confirmed in the recent AI training. Hi Big Brother!

When is it happening??

I have heard if you get laid off after the new year and before the stip is normally paid out (feb-march), you'll still get your STIP.

But what if you resign?

Verizon is implementing significant job cuts, eliminating approximately 3,000 positions as part of a broader restructuring effort. The company is also divesting some of its retail store locations to streamline operations. In addition to these large-scale reductions, a WARN notice has been filed for 54 specific layoffs across nine facilities in Washington State. These targeted layoffs are scheduled to take effect on September 18, 2026. These actions reflect ongoing efforts by the telecommunications giant to optimize its cost structure and adapt to market dynamics.

https://scanx.trade/stock-market-news/companies/verizon-plans-new-round-of-layoffs-this-week/45606580

Hearing mutters about layoffs the week before thanksgiving. Anyone have insight on what roles may be impacted? Definitely unnerving news to get right before the holidays, but not totally unexpected..

The Gores believed in "no leadership without followership." The leadership team is such a corporate joke anymore, that no one has even said the word "Followership" in YEARS.

Bob Gore said, "ANY associate should be able to approach Bob Gore and say, 'I think what you are proposing is not fair.' And Bob Gore better listen - or he is not much of a leader." Now the company is full of yes men and corporate robots. You cannot question anything without being fired. Performance Improvement Plans or PIPs were always meant to guide associates, not to push them out as the first option. Not with this leadership regime.

The message is very clear, "get in line, or get out." In fact, Brett Snyder said that in the botched "Culture Refresh" after they gutted the Core Tech Division. It was not a refresh, it was a warning: "This is the way it is and you can leave if you don't like it." That was shortly after many of our work family were laid off or let go. Extremely tone deaf.

They want to 3X the value of the company so badly, but no one believes in it. No one understands how it will be done. Leadership just blindly repeats it over and over. The turn over rate is crazy high and the average tenure has dropped dramatically. Who is going to be left to celebrate 3X with them?

The heart and culture that made Gore special is completely gone. It now truly is just like every other corporate place to work with useless management - AND terrible technology.

Personally affected. Positions eliminated. Several other people also hit.

More people seem to have vanished over the weekend.

S&T impacts this week?

I was talking to my manager and he let slip that we most likely won't have major layoffs because they're too messy from a PR point of view. That leads me to believe that we'll continue having small layoffs that fly under the radar indefinitely. This is just my guess, but it seems very likely in light of things.

Can we say for certain layoffs are done, for now at least?

We have a clear ambition for PepsiCo North America: to build a stronger, more future-fit business that delivers industry-leading growth. To do that, we need to be faster, more connected, and more capable, while continuing to invest in growth – behind our people, capabilities and brands.

Many parts of our organization were designed for a different chapter in PepsiCo’s history. They helped get us to where we are today, but the marketplace is changing; our customers increasingly expect us to operate in a more integrated way, and too much of how we work today remains complex and fragmented. We have opportunities to simplify our structures, clarify accountability, and make decisions faster.

Over the coming week, we’ll make changes across parts of our organization to address this. We will simplify how we operate, better connect teams across PEPNA, and strengthen the capabilities we need. The goal is to move faster, execute better, and invest behind the opportunities that will drive our growth.

I recognize that changes like these are difficult because they affect people. Leaders and HR will speak directly with those whose roles are impacted before broader team updates are shared. Please give those conversations, and the colleagues involved, the privacy and space they deserve.

While our organization changes, our ambition remains the same. We are building a stronger PEPNA, with clearer accountability, stronger capabilities, and greater ability to operate as one team.

I’ll follow up on Monday, November 16, with more details on the changes across PEPNA, why we are making them and what they mean for us going forward.

Best of luck my friends… hope the whole SLT is next 🤞🏼

RAs are coming in Dec.
Many are on PIP from Nov 3 to Dec 4, so termination and probably RA will be Dec 5th
Sales will be eliminated. All will become TSL
If I can get help, please:
1- I have deals that will be closed in Dec. If RA is before it closes, I will not be paid?
2 - Also, if I don't accomplish the PIP, will I not get severance?
3- Last week I was able to put together an amazing proposal for a client - hoping it will save me. It will for sure be an insane amount of work. Is it worth it?

Almost 10 years for me of his toxicity, I am finally ok with leaving IBM; I honestly don't want to stay any longer. I have PTSD at this point. My team is horibrle, mean, abusive, nasty, realy awfly awfuull. I need to pick my pieces up, but I cant stop thinking about the fact of how unfair it is IF THEY KEEP MY COMISSIONS