#reorg

Are layoffs / org restructuring coming to S&T?!?

Since the 2020 reorg was a failure and the dysfunction and morale is rock bottom again after another failed layoff.....so how to fix it? Let's do another layoff in the future as the only thing that fixes a botched layoff is more layoffs!!!! No way its ELT that needs to be let go!

You either have minimum 5 direct reports or none in the new org. For example, if you have 3, and you are still working in the company, you are either getting more or losing them all.

More reorgs and restructring ahead

Why is it so quiet in S&T? No news of changes or re orgs. Is it calm before the storm whilst other functions sort their teams out? Should I be worried or are we saved?

(A) Are we done with cuts
(B) Is it bigger than we all anticipate
(C) Future cutting plans
(D) Current & Future targets
(E) Movements at the top
(F) Reorgs (potential)
(G) What else?

Hearing there was a big shake up in properties? Anyone know the details?

Did any other officers in RISK/FRAUD get pulled into meetings with their manager today about manager changes?

When is it happening??

What does everyone realistically think is going to happen with K-12 after this reorg? At this point, layoffs feel inevitable. Leaders are leaving left and right, morale is tanking, and employees are being left to wonder whether they'll even have jobs. Meanwhile, leadership seems to keep making sweeping decisions without fully considering the fallout for the people actually keeping this company running. The lack of transparency is only making things worse. People are frustrated, exhausted, and genuinely scared for their livelihoods.

Is there actually a plan here, or are we watching things unravel in real time? Curious what everyone thinks comes next.

What does everyone think of the reorg. It seems a bit shambolic and in my area in EMEA, people are already saying it has to be reversed sooner rather than later. The management led by Chris Pilon don’t seem to understand how things actually work on the ground. The strategy of randomly allocating people to new teams based on their workday job title without conferring with local management is a terrible approach. Lots of people are in the wrong team. Shambles…..

like every good worker bee I use Copilot to sp-t out slop to send up the chain reporting on what's going on. Well, when chatgpt digs deep it finds stuff like "contingency planning" and "succession planning"

SD will be out of OI around Q4/Q1. Expect a bloodbath of a re-org as all units under OI get badged as Optum.ai and every leadership line is chopped and reset under single verticals each for Payer, Provider and LS.

The worst kept secret in the company is coming next week. Somebody knows something? Come on spill the beans, ya filthy animals!

I still laugh when Hans fired all hus direct reports and announced he will run Consumer after his failed DEI hire.

I can see Dan using same playbook and run Postpaid, Value and FWA SFU/MDU line items.

I have ZERO insider info, this is my 2c only based on my gut feeling.... Haven't heard anything from HR or upper mgmt. This based on what's been happening lately and how Oracle operates (or at least how I see it operate).

I think another RIF is coming in December, likely before the holidays. Wouldn't be surprised if its a pretty significant one either.

My guesses:

• Fusion Apps will get hit again, especially M5+ and middle mgmt. Too many mgrs and directors with 1 two 2 ICs reporting to them. Some with nobody lol.
• Data Platform could see cuts. Hard to justify some of these teams when the numbers aren't there.
• Cloud orgs not directly tied to OCI/AI growth are probably at risk too.
• More reorgs, positions eliminated, teams consolidated. Same old Oracle.

We are betting EVERYTHING on AI infrastructure right now. All that money going into data centers has to come from somewhere. My feeling is they'll keep pouring billions into OCI while squeezing the rest of the org.

I've seen people mention 10% cuts between Nov and Jan. No idea if thats accurate but wouldn't shock me.

Again, NO inside knowledge here. Just connecting the dots and going with my gut.

Thoughts? Who's getting hit and how much.

I was with the brand for 16 years until the last reorg, been trying to find a job since. Nike experience does not seem to translate anywhere else. Been looking for 4 months without much luck. a few interviews here and there but nothing great.

Anybody hear about the PT Reorg next year?They are holding update meetings in-person and do not have a virtual option. So far I've heard 30% cuts across the org due to no projects in the funnel until at least 2028.

Announced today that UK MB sales Director is leaving at the end of the week. Was based in Ireland where most of the UK MB team are and she managed the rest of MB who were in India and would travel over there.

She's gone as are 80+ MB and SB staff in India. They were told today and gone today.

MB and SB to merge in the UK and Brian Horsborough to lead it all.

Anyone part of a Reorg, how’s it going?

FIS wants its organizational structure to be responsive to the dynamic needs of its customers.
So it is excited to announce the Massive Episodic (re) Shuffle and (re) Structure initative!!!
The FIS M.E.S.S. initiative will accelerate a client experience they have come to expect

In my career I’ve been thru many re-orgs and management changes and never seen anything like this and not sure what to make of it.

Scrambling to close tens of millions by March, with no one understanding how they will close those millions. What happens when they miss the mark by 10s of millions? Who will they blame this time? How was this reorg even dreamed up it truly couldn’t be worse. And the PEs don’t even have actual true numbers. Just a hope and a prayer. How has MH and NK made it this far?

When is this being implemented.? Who ll be impacted.? Can’t find that post. Sus.!

I heard that McKinsey has identified a new business vertical for Comcast, something fundamentally different from the businesses the company has operated for decades (more about it below). The proposed restructuring is designed to position us for this new direction. We need to be gradually shifting resources, investments and priorities away from our traditional business - that's the only way for us to survive and therefore keep our jobs (if we are lucky to survive).

Comcast's legacy businesses face increasing pressure from cord-cutting + changing consumer behavior + competition. We got to build an org capable of competing in markets where future growth and profitability may be stronger.

Still, nobody seems to know exactly what this new vertical will be. But one thing appears seems to be apparent we are preparing for a future that looks VERY different from its past and the current restructuring may be only the beginning.

Regions being merged into 4 zones. Everything remaining (sales channels and marketing ops) leaving regions and being brought up to HQ. Except tech ops (maybe)

Anything expected for Oct/Nov?
In my C&S state over the past year, we have had elimination of bonuses, 1% raises despite performance scores, decrease of our 401k match frozen hiring including not backfilling staff who leave, and a few small layoff/reorg. Morale is low because the increase in workload is mathematically impossible, and no amount of mandatory participation in “culture week” will change that.
Will this continue??

My small USA based team just added 15 seasoned Manila reps (not new hires). Management keeps saying they need development. Is the USA team finished ? Is this a huge red flag? We just went through a reorg where we also changed division.

At what point do we stop calling this a restructuring and acknowledge that Comcast is systematically destroying teams (while expecting the same people to keep everything running)?

The pattern is there, right??? Announce another reorg then rely on employees to manage the transition / transfer knowledge / consolidate responsibilities / eliminate the very positions that made it possible - I can clearly see this... The execs keep talking about efficiency, transformation and positioning Comcast for the future. But there's very little accountability for the decisions that got us here in the 1st place. We all understand the business is changing - thats obvious too... What people are tired of is watching employees pay the price while the execs responsible for the strategy continue making the same decisions from the top.

And for anyone who thinks their dpt, location, or involvement in a spinoff makes them safe, I'd seriously reconsider that thinking. We are watching positions disappear, employees being asked to reapply for work they've already been doing, location reqs becoming another way to narrow the headcount... Meanwhile internal comms continue to talk about opportunity and stability - the actual decisions tell a 100 pct different story.

How many times are grunts supposed to hear that these changes will make the company stronger before someone explains what the longterm plan actually looks like for the people doing the work???????

So, employees need to make decisions based on what's happening, not what they're being told by the comms/execs. Execs're looking out for the business and its bottom line. We ought to do the same for ourselves - the trust is lost.

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Is there lot of hush hush going on with silent layoffs? It is quiet . Is it because of layoffs or re orgs

During the summer of 2026, the org I’m in announced there will be a reorg with some job reductions. No specific number of roles, no criteria for what roles stay, no indication of what the org would look like, no timeline. The SVP says they are not even directly involved in discussions about the future org. It feels like they either don’t know what their doing or theyre intentionally being as vague as possible. What is going on? Are they trying to get people to leave? Are they incompetent? How is this acceptable?

I thought we were on a hiring freeze or did I get the wrong email. Tell me why every day you look on linkedin and there are 30 people posting about new roles they were just awarded? Not to mention, teams are doing interviews and telling folks they can not extend offers until Q1. Why even waste your time when there is a reorg on the horizen and HR is going to fill the position. Oh wait, your doing the interviews behind HR"s back thinking your going to have the upper hand. This is just another prime example of how broken the system is. Does the left talk to the right...or does no one respect the voice of Ram?

So, here I am doing 3 jobs because we are on a hiring freeze and no one cares...my location is falling apart at the seems. I am supposed to care about CDA's, Summit and yet I am a ASM having to run a selling route because we cant get approval for roles to be posted.

The hits keep coming, but this isn’t even rock bottom. Rumors are more losses in the pipeline. KFC is significant. Marriott was significant. 35 year Pepsi partners calling it quits is really bad PR for PEP and a major red flag. Poppi not going to save us. Alani not going to save us. Siete another bad purchase. If Ramon has his job through mid 2027 I’d be shocked. Ram needs to go as well. Reorg coming in next few weeks. If you think it can’t get worse, you are in for a big surprise. Outsourcing will continue, consolidation will continue, you will do more with less. You will not be rewarded with merit or bonus. Buckle down.

Unless you’re a math nerd or EVP unless you sit in Minnesota, Charlotte, Arizona or Ohio you’re not welcome in her organization if you sit in any other hub. Said it on her ask me anything call today. I’m guessing this affects hundreds if not thousands.

Abstract. A restructuring along the lines of the McKinsey span-of-control model would permit the organisation to eliminate managerial layers without reference to any single function. The principal requirement is that every leader directly manage no fewer than five reports. Leaders falling below this threshold, typically those managing two or three people, are expected to be removed, with their territories and teams absorbed into adjacent units and the associated headcount consolidated. The effects described herein are not confined to one function; they extend across Research and Development, Sciene and Technology, Key Account Management, Human Resources, and the Frito-Lay field organisation. The scheme is expected to proceed in stages, though the sequence and timing remain undisclosed.

1. Introduction
   The governing principle is simple. Any leader who does not manage five direct reports should expect their role to be discontinued. Territories and teams led by individuals with two or three reports will be absorbed, and the resulting heads redistributed accordingly.

2. Research and Development; Sales and Trade
   Managers and Directors across both R&D and S&T fall within scope. The consequences in these functions are expected to be severe.

3. Area Sales Managers (Beverage)
   A considerable number of exceptions were granted during the previous round. It is not anticipated that this leniency will recur. An ASM with two or three direct reports should regard their position as at risk, with those reports transferred to a neighbouring ASM.

4. Key Account Management
   Beverage KAMs are to be merged with their Frito-Lay counterparts, such that two roles become one. The depth of this consolidation is not yet known, and it may not be completed within the first year. Nothing, however, should be regarded as beyond possibility.

5. Directors and Senior Directors of Region
   A DOR or Senior DOR must carry a headcount of five or more; otherwise the span is to be merged. Major account responsibilities may be treated as exceptions, though any such role should expect to assume Frito-Lay accountability in addition.

6. Human Resources
   The function is expected to be largely withdrawn. The organisation’s preference for a self-service kiosk model is well established. The prevailing view at the most senior levels is that HR contributes little value and generates a disproportionate share of problems.

7. Frito-Lay
   This function may bear the greatest impact. Zone Directors, KAMs and TSMs are each expected to be substantially reduced. The beverage operating model appears to be regarded as the superior of the two.

8. Delivery and Merchandising
   It is reasonable to expect these functions eventually to converge into one, and subsequently to combine across Frito-Lay and Pepsi. No timetable has been indicated, though the logic is evident.

9. Sales Representatives
   The sales representative role is expected to be eliminated. The justification is observable by anyone willing to look: visit five stores at random on the journey home and assess what the Pepsi and Frito-Lay representatives have accomplished of their own accord. In a great many cases, the answer is very little. Execution of even a sold-in priority can no longer be relied upon.

10. Divestiture of Low-Profit Territory
    Territories of low profitability are expected to be sold to bottlers. The timing is unknown; however, Ramon referenced this on the earnings call, which indicates it is under active consideration.

11. Direct Store Delivery
    The future of DSD itself is likely under review. Every facet of the future business model should be considered open to change.

12. Conclusion
    We have described a restructuring in which span of control serves as the primary instrument of consolidation. Functions are merged where overlap exists, roles are removed where contribution is doubted, and territories are divested where returns are insufficient. The process is incremental, and its full extent is not yet visible. Those affected would do well to prepare accordingly.

May the odds forever be in your favour.

This is speculative conjecture generated from Rumors via this site, Reddit and Earnings commentary.

months long planning leading to this **show with no change in some areas and changes in areas that dont make sense. favorites got favored. petty politics in full swing. clueless leaders-no understanding on what will happen next. we wait for round 2?!

Seems so odd to see so much churn at the exec level 16 months post reorg. Have the LT class seen enough from this sh-tshow they they’re happy to cash in their stock? Or is this the quiet acknowledgement none of this is working and time for a change?

Long story short I accepted the vsp and got a match 2027 date. Then reorg assigned me to a new team and my manager was genuinely excited to train me on new tools and start creating reports. I created the reports, and extras because I'm not given enough work. I was told there would be an "all hands on deck" project this week but it Wednesday and I haven't got anything. I even said I wanted to withdrawal my VSP if possible and was told yeah that's probably fine, I'll submit it. Then it was I'll submit it next week, then he said to wait until December due to your march 27 date. I'm pretty sure it's a delay tactic and they've already decided to move on without me. Anyone else experience something similar with advice (other than update my resume and apply like my life depends on it)?

Any updates on the TIS reorg?