#reorganization

The Tennessee Titans have made significant changes to their business operations. Three vice presidents have been let go, including the executive in charge of the recent uniform redesign. These departures come as the team prepares for a new stadium and faces a challenging season. The organization stated these moves are to better lead the business side of the team. The team is currently winless and set to play the Houston Texans.

Nashville, Tennessee

https://www.houstonchronicle.com/sports/texans/article/tennessee-titans-firings-layoffs-new-uniforms-22468412.php

It’s becoming increasingly difficult to understand the direction this company is taking.
Reorgs seem to mean moving employees into roles beneath the roles they were previously promoted in to, while insisting it isn’t a demotion. At the same time, bonus structures have been reduced or made so difficult to achieve that incentives no longer feel particularly motivating or achievable.
Experienced leaders are being let go, outside hires and former colleagues of the new leadership is being brought in, and long-tenured employees with decades of institutional knowledge continue to leave. That kind of talent and experience isn’t easily replaced.
Perhaps most concerning is the shift away from what has historically mattered in this industry: customer relationships. Publishing is relationship-driven. Those relationships take years to build, and constant employee turnover comes at a cost.
Customers are also questioning product and platform decisions that we cannot answer for because it just doesn't make sense.
At some point, you have to ask: if experienced employees are leaving, customers are frustrated, incentives are disappearing and successful people are either being let go or demoted, what are you doing here?
You will find it increasingly difficult to retain good employees if you stop rewarding them for their success, whether that recognition comes through compensation, bonuses, advancement, or simply allowing people to remain in positions they worked hard to earn. You cannot continually remove the incentive to succeed and expect people to stay.
The culture that once earned this company recognition as one of the best places to work is being dismantled by these decisions. That should concern everyone.

Gannett Corp. has laid off the editorial staff of the Amarillo Globe-News, its local paper of record. This move follows a trend of staff reductions in for-profit news organizations across the country. Internal memos from September indicated USA Today, Gannett's parent company, was planning staff cuts and reorganization. The Amarillo Globe-News now relies on staff from the Lubbock Avalanche Journal or non-local USA Today Network journalists for its coverage. This development raises concerns about limited local news access for millions of Americans.

Amarillo, Texas

https://amarillotribune.org/2026/10/05/amarillo-globe-news-staff-laid-off/

So after the farm has been fully bet on ai, it's now up to us remaining & surviving employees asking ourselves what we can do to make this happen.

Pretty amazing after getting hit with a number of layoff waves - and likely more to come after a strategic shift to replace as many employees as possible with ai - plus reorgs after reorgs that just don't make any sense at all and an acquisition that seems to make less and less sense with every day.

Alas, what was leadership all about again?

Hundreds of employees across the Tri-Valley region have been laid off since July, with significant reductions occurring at major companies. Workday, Chevron, and Kaiser are among the employers implementing these workforce adjustments. These layoffs have impacted various roles, including engineering, management, and director positions. The total number of job cuts reported exceeds 400, marking a substantial trend in the area. These reductions are often attributed to reorganizations and strategic realignments within the affected organizations.

Pleasanton, California

https://www.pleasantonweekly.com/business/2026/10/06/tri-valley-employers-implement-mass-layoffs/

What's people thoughts? Iam surprised no changes in personal, however a few wings look to have been clipped!

EchoStar is managing three very different restructuring tracks as Hughes, DWLLC, and DBS move through their respective Chapter 11 processes. Hughes may soon lose exclusivity (debtor driven), which would allow creditors to advance their own plan. DWLLC is preparing for a mutually agreed mediator, and if talks fail, Judge Lopez will select a mediator and impose a formal standstill. DBS has already exited Chapter 11, thus leaving EchoStar with two active cases that are increasingly shaped by creditor pressure.

The contrast reflects the industries each business operates in.

• DBS is part of the mature and shrinking pay‑TV sector.Cash flow is predictable, churn patterns are somewhat stable, and capital needs are limited. This allowed creditors to model recoveries and support a fast, clean reorganization.
• Hughes competes in the capital‑intensive satellite broadband and enterprise connectivity market. Competition from fiber, fixed wireless, and LEO constellations is increasing. Collateral tied to satellites and ground infrastructure loses value quickly when investment slows, which is driving creditors to push for control and an end to exclusivity.
• DWLLC operated in a volatile wireless and 5G infrastructure industry.
Tower leases, fiber backhaul, FCC buildout milestones, and spectrum strategy created significant operational risk. When DWLLC’s buildout stalled and regulatory scrutiny intensified, the business could not meet industry obligations (force majeure litigated by creditors). Judge Lopez was prompted to halt litigation and may force mediation to prevent administrative insolvency.

As for employees, stay aligned with near-term value creation, because creditors prioritize immediate cash flow and operational stability. Avoid relying on long-term internal promises until restructuring paths are clearer. Maintain professional readiness. Stay informed as mediation outcomes and exclusivity rulings can change direction quickly.

It seems pretty sprawling… Obviously there will have to be some deduping in APLA, but pretty vague on where the cuts are happening in global. Any indication where additional cuts and restructuring are happening?

BEAVERTON, OR — Nike announced a sweeping transformation designed to simplify the transformation created during the previous transformation, which had simplified the transformation before that.

The new strategy is described as getting back to sport, but faster, simpler, more consumer-direct, more wholesale, more digital, less digital, locally relevant and globally consistent.

“We have to move at the speed of sport,” leadership told employees, many of whom are still waiting for access to the systems introduced during the last effort to move at the speed of sport.

What's happening with the customer care/contact center team these days? This is the store, customer, Walmart.com team reporting to VP Cherri McClure. A lot of the frontline business resides in India now, or outsourced through third party, with the dozens of directors and support staff in the US running in circles not sure what to do, overlapping with each other, causing chaos and frustration for the frontline leaders US-side who's running the show, or trying their hardest to. There was a round of layoffs or two earlier this year with quite a bit of re-org happening as well.

Injury is part of sports. And we are calling our latest strategy for corporate recovery as REHAB.

Boston-based technology firm Klaviyo has announced a reduction in its global workforce. The company has eliminated positions within its product and design departments. These layoffs were reportedly communicated to affected employees on Monday. The exact number of employees impacted by these cuts has not been disclosed. This action comes as part of a broader reorganization within the company.

Boston, MA

https://www.nbcboston.com/boston-business-journal/boston-based-tech-company-klaviyo-announces-layoffs/4024431/

Montreal-based apparel retailer Reitmans has eliminated 41 positions at its corporate offices. These layoffs are part of a larger reorganization strategy intended to enhance the company's profitability. The reductions occurred in September and are considered the final stage of these restructuring efforts. This follows earlier job cuts at the headquarters and a distribution center earlier in the year. The company aims to strengthen its long-term growth and financial performance through these changes.

Montreal, Quebec

https://us.fashionnetwork.com/news/Reitmans-cuts-41-headquarters-jobs-in-latest-round-of-layoffs,1872481.html

7k-9k employees gone.
Region consolidation down to 8 regions.
2027 Build goals reduced 50%
Complete internal reorg including construction being pushed to HQ with massive hits to the headcount.
Cuts at all levels. RSVP / SVP / RVP / VP / Director / specialist / Coordinators
CNO - out
FDX Scrapped

There will be a Netflix documentary on this.

Bumping this from @ch+1m233xe24 for info.

it's been a while, any new rumors on gts, nt, tpd, vcg dm, vbg dm? someone said straighting up the business lines would be happening.

Thoughts on 26 & 25. Given the shuffles that are happening and the cheese being moved around.

Expedia Group has implemented layoffs affecting its Springfield office, following similar reductions at its Seattle headquarters. These organizational changes are primarily focused on the global finance team. The company plans to consolidate divisions into fewer locations and eliminate fully remote work for finance employees. Some affected staff will transition to new roles or departments, while others will depart the company. Expedia stated it will support departing employees with dignity and respect.

Springfield, MO

https://sgfcitizen.org/economy-growth/business/expedia-layoffs-springfield-finance/

Apparently the chat comments are disabiled arr we in Big Brother Utopia or what? I joined late did anyone reference restructuring or or reorganization?

Ozark Materials is closing its Greenville plant, resulting in 52 layoffs. This closure is part of a broader strategy to reorganize traffic solutions operations. The company aims to optimize its costs through this restructuring. The exact date of the closure was not specified in the provided text. This move impacts local employment in the Greenville area.

https://www.bizjournals.com/birmingham/news/2026/09/22/pavement-marking-paint-plant-plans-layoffs.html

We're averaging an HRBP leaving almost every 2 months since the reorg in wave 2. Are we going to do away with this pool model? It's confusing and not working.

Didn’t expect that reorg affected that high level.

Layoffs. Reorgs. Another restructuring. Another leadership change. Another mass layoffs. Just cycle of constant anxiety...

NBCUniversal and Sky are being prepared for separation from Comcast. After years of telling everyone that owning the pipes and the content was the great strategic advantage, those pieces are heading toward separate companies. Splitting just like the Titanic when it sunk.

And that makes me curious about the people who are still here.

Why are you staying?

Is it because you honestly still believe Comcast has a great future?

Is it because you like your team and your manager, even if you don't like what's happening above you?

Are the pay and benefits simply too good to walk away from? [Highly doubt it]

Have you been here 10, 15 or 20 years and leaving feels like losing a piece of yourself or your identity?

Are you close enough to retirement that you're just trying to make it across the finish line?

Are you sitting on RSU, a bonus, pension benefits or some other financial reason that makes leaving now a bad decision? Like a golden handcuff?

Are you quietly waiting for a severance package?

Do you actually believe the split and the new leadership will turn things around? (If so, sell me on it. I'd love to be wrong.)

Or is it because you've been looking and honestly can't find anything else in this market?

Or is it just inertia, and leaving feels scarier than staying?

Just wondering as a former Comcast employee. Aren’t these NPS and YourVoice surveys just a facade designed to make you think your voice matters when, in reality, they don’t really care? I’m genuinely curious why people are choosing a life of constant anxiety and fear, being treated like children because of the RTO mandate and badge policy, while always having that constant feeling that you could be thrown away like a used pair of shoes? Why stay at a company that seems to be heading the way of Blockbuster, RadioShack, and Kodak... into the dustbin of history?

So what keeps YOU at Comcast?

I'm genuinely interested in hearing from the people who have made the conscious decision to stay.

Why haven't you left?

EA has officially been acquired for $55 billion and is going private after 36 years as a publicly traded company.

The buyers are Saudi Arabia's Public Investment Fund, Silver Lake, and Affinity Partners, the investment firm run by Jared Kushner.

The deal has now cleared regulatory approval and closed.

For anyone wondering what this means for employees, there has been no announcement of layoffs tied specifically to the acquisition.

That said, EA has already gone through multiple rounds of cuts. The company eliminated about 5% of its workforce in 2024 and cut several hundred more jobs earlier this year. EA had around 14,500 employees as of March 2025.

Going private also means EA will no longer have to report quarterly results publicly.

So, nothing new has been announced on layoffs yet, but this is obviously something worth watching closely now that the acquisition is complete.

If anyone is hearing about reorganizations, team changes, hiring freezes, or cuts following the deal, please post what you're seeing.

I understand there have already been many posts about the VSP and involuntary separations (layoffs). Some posts provide information people need at the moment, while others are more focused on sharing opinions or experiences. Either way, there was a post some time ago about SIU suggesting that the changes there might only be the beginning, and that the broader Compliance & Ethics organization may need to be reevaluated, reorganized, and reassessed to ensure its policies, procedures, and processes are current and effective.

I don't want to beat a dead horse, but recent departures within Compliance & Ethics caught my attention.

I understand that the Vice President overseeing the Conflict of Interest (COI) team and Compliance Investigations Unit (CIU) is no longer with the company. I also understand that certain management personnel within Special Investigations Unit (SIU) are no longer there, and that the former Chief Risk & Compliance Officer, is no longer with Centene.

Any one departure can happen for many different reasons, and I don't think it would be appropriate to speculate about why individuals have left. However, when there are multiple departures across different levels of a Compliance organization, I think it is reasonable to ask whether the organization itself should be taking a closer look at its structure, processes, and leadership.

Perhaps this is an opportunity for Centene to take a step back and conduct a comprehensive review of Compliance & Ethics before simply continuing with business as usual.

Some questions worth asking:
• Are the policies and procedures current, comprehensive, and consistently applied?
• Are there clear guidelines and quick-reference resources for investigators and management?
• Are investigations being conducted and closed using consistent and documented standards?
• Are employees given clear and consistent expectations for handling cases?
• Are investigators receiving the appropriate training and qualifications for the responsibilities they are performing?
• Are compliance standards being applied consistently within Compliance & Ethics itself?
• Are management decisions consistently supported by established policies and procedures?

If Compliance & Ethics is responsible for ensuring that other departments follow policies, regulations, and established standards, shouldn't the same level of scrutiny be applied internally?

This isn't about pointing fingers at individual employees. It's about asking whether the organization has the right structure, leadership, policies, procedures, training, and oversight in place to effectively perform one of the most important functions within the company.

When there are departures at different levels of Compliance & Ethics, perhaps the appropriate response isn't simply to fill the vacancies and move forward. Perhaps it's time to stop, look at the bigger picture, and ask whether there is something within the organization that needs to be addressed.

Before Compliance can effectively hold the rest of the organization accountable, Compliance should be willing to hold itself accountable as well.

Was it a good call? I was surprised. Not sure what this means for re-orgs.

At what point does leadership admit the entertainment strategy isn’t working?

CP keeps getting squeezed while resources continue going toward chasing another Barbie movie moment. Barbie was lightning in a bottle. Instead of strengthening the businesses that actually generate consistent revenue, leadership seems determined to recreate something that may not be repeatable.

Then come the layoffs, reorganization and promotions at the top, while everyone else is expected to do more with less.

“Toy to Joy” sounds great in a presentation. Employees are still waiting to see the Joy part.

So there's a solid rumor going around that internal cs and tech will be rebadged to a PSO Vendor. VPs will not confirm or deny this claim, and from a company standpoint this just happened with the stores going to indirect. Seems to me like this can happen as Sprint and AT&T both have done this in the past. This would be wild if it happened.

So there's a solid rumor going around that internal cs and tech will be rebadged to a PSO Vendor. VPs will not confirm or deny this claim, and from a company standpoint this just happened with the stores going to indirect. Seems to me like this can happen as Sprint and AT&T both have done this in the past. This would be wild if it happened.

The vibe of the townhall seemed like a 3 hr 1970s indie movie were absolutely nothing happens!
The usual cry over the ongoing demise of Chemicals business (probably the 10th quarter and still pending).

Funny that an organization that keeps talking about Decision Quality (they spend millions in building those very DQ tools) had such poor time management in their townhall that half of the VPs weren't able to present - a prime demonstration of how pathetic Technology org is in planning, management and execution!
Leaders incharge of innovation within Technology, feeling absolutely delighted about working with Universities and external parties, rather than focusing on innovating something within Shell. Unnecessary blabber about Data and AI when infact IDT are the rightful owners of it.
The sheer audacity of the leaders to say that 'there is no reorganization planned for technology', at a time when all other functions have been shaken to their core, is pure delusional if not foolishness.

Any Thoughts? Comments?

Several people leaving the company including VP of S&T & mention that S&T will no longer exist. What will happen to those teams?

The old idea of spending your entire career at CDW doesn't make much sense anymore. This place has proven it will reorganize or eliminate your position regardless of how long you've been here. These days, switching jobs can be the fastest way to increase your salary and take on a better role. How times have changed...

The University of Southern California's Viterbi School of Engineering is implementing a restructuring plan. This reorganization is a direct result of necessary budget reductions. Consequently, sixty-five employees will be laid off. These job cuts are scheduled to occur between November 4 and December 3. The university aims to align its resources with future strategic priorities.

Los Angeles, California

https://www.dailynews.com/2026/09/11/usc-cuts-65-workers-at-viterbi-school-of-engineering/

The Governor's Office of Information Technology has rehired 15 of the 173 employees laid off in May. This comes after a significant reorganization aimed at improving customer satisfaction and addressing cybersecurity concerns. While some former employees struggle to find new work, the agency reports progress in efficiency and cost savings. New hires for 98 positions are being processed, with most offers extended. The agency emphasizes ongoing efforts to support remaining staff through the transition.

Denver, Colorado

https://coloradosun.com/2026/09/10/colorado-information-technology-oit-jobs-layoffs-reorganization/

Does anybody still consider a viable option to commute to Edmonton and be back to Calgary for the weekends? I feel it’s too risky to go for a full move in 2028 and then face another reorganization and layoffs before moving to the new building in 2029…

I was recently re-allocated to a new (for me) department. I've been with the bank for 20 years and have been shuffled around before but it was usually due to old team being absorbed for another project. This time feels different. My boss and his boss pulled up to inform me that I was being moved to another department as they have an urgent need in GFC for investigations/research. I’m curious if anyone knows how/why it’s determined who gets moved off the team/department they’ve been in for 10+ years to a new department. My old team is still active and together, but I’m the one moved. For reference, Meets/Meets, B5, salaried.

Meta is recalling some employees to management positions within its Applied AI division. This move represents a partial reversal of the company's recent strategy to reduce middle management. The program is voluntary for affected employees. This initiative comes after Meta previously downsized its workforce and management ranks. The company has not commented on this development.

Menlo Park, California

https://www.businessinsider.com/meta-asks-some-ai-employees-to-become-managers-again-2026-9

No more regional - ITS EAST OR WEST. Byebye SFAs. Merging of teams incoming. Fight for your spot. You are now Amazon employees, 100%. Amazon everything. TheWorkNumber will say you've worked at Amazon since July. Good luck trying to say you worked at Whole Foods. That's all gone. There is no worker history. You're done. STLs in charge of multiple "daily shop" stores.

IG Group is undertaking a major restructuring by merging its regional consumer divisions into a single global unit. This consolidation is expected to result in hundreds of job losses across various international locations. Redundancy consultations have already commenced in the UK, with similar discussions anticipated in numerous other countries throughout September. The company states this move is part of a strategic review aimed at enhancing customer service and operational efficiency. The exact number of affected employees and the financial impact of these changes have not yet been disclosed.

London, United Kingdom

https://www.financemagnates.com/forex/brokers/report-ig-prepares-hundreds-of-layoffs-in-consumer-business-restructure/