#reorganization

I’ve been in enough high-level meetings lately that I can’t shake an uncomfortable feeling. I’m not saying the company is doomed. I’m not saying tomorrow is the end. But I am surprised more people aren’t talking about some of the warning signs. When every conversation becomes about cost cutting, reorganizations, efficiencies, and “doing more with less” while long-term investment, innovation, and employee confidence take a back seat… it’s hard not to wonder where this is headed. Maybe leadership has a bigger plan that isn’t obvious yet. I hope that’s the case. But sometimes companies don’t collapse all at once. They slowly drift there while everyone convinces themselves the next quarter will fix everything. I could be wrong, and I genuinely hope I am. But if people in the room are uneasy, perhaps it’s time to start having honest conversations instead of pretending everything is business as usual.

BlackRock Inc. reduced its workforce by nearly 200 people. This reduction impacts less than one percent of its global staff. CEO Larry Fink prefers ongoing, smaller workforce adjustments. This represents the fourth reduction in staff over 18 months. The company is reorganizing after years of growth and acquisitions.

https://finance.yahoo.com/markets/stocks/articles/blk-stock-blackrock-reportedly-cuts-002716602.html

Belleville Public Schools approved a district reorganization plan. This plan includes 28 layoffs and over 30 staff transfers. The district faces a $4.6 million budget deficit and reduced state aid. Critics argue the changes will harm support for multilingual learners and mental health services. Superintendent Erick Alfonso defends the plan as necessary to meet financial targets.

Belleville, New Jersey

https://www.nj.com/education/2026/06/nj-school-district-just-cut-28-jobs-and-slashed-help-for-immigrant-kids.html

With the recent reorganisations, layoffs, and an increasingly demanding workload, my motivation to attend this year’s SKO event is quite low. Also the late evening sessions and a gala dinner that runs late, makes it a long and exhausting day.

Given the effort involved in attending and also need to be present in office next day is not worth the effort and time wasted. I would rather use that time wisely, especially since it feels like a better balance for me right now.

Confirmed! New reorganization is coming in July with more layoffs. Sales is impacted now. Good luck.

One of the BU had a huge reorg, do we know what the reason is, lots of engineers got shuffled around

reorganization fired the first day !

I’m just reflecting on UKG post July 2024 RIF and the downward spiral that I’ve watched this once unicorn company go through.

• March 2020, Ultimate Software and Kronos merger.
• June 2022, CEO Aron Ain steps down. Enter Chris Todd.
• Fall 2022, Global Delivery introduced.
• July 2024 RIF, over 2,000 employees. Chris Todd removed as CEO. Enter Jennifer Morgan.
• Following July 2024 RIF, major company re-org.
• Global Delivery grows, while positions in the US are quietly being eliminated. Also, when US employees leave, their roles are not backfilled (I had several teammates leave, but not a single role was filled).
• February 2026, RIF.
• April 2026, RIF.
• Current: Bulk hiring for Solutions Consultants in NOIDA / India as “transitioners” (delayed lay off employees) help to train them on their jobs, so they can take over come August 2026.

What did I miss?

What is happening to this once unicorn company?

UKG is in shambles.

How do I convince leadership to let me go back to my old role/team instead of laying me off? I have been moved around to so many times in the last few years, I’d really like to go back to what I was doing prior to all the re-org’s. Also, does anyone know if HR will offer a lower position in another are vs. laying someone off? I really don’t want to get laid off (despite all the trolls on this site) and willing to take a lower job.

Everyone talks about Dell’s stock run and AI growth, but almost nobody talks about the long-term cost of the nonstop restructuring.

The recent numbers are pretty staggering:
• $227M spent on severance in just 13 weeks
• Another $242M already reserved for future severance payouts

And that’s only a small snapshot in time.

When you zoom out and consider the estimated 70,000+ employees impacted over the last 5–6 years, the total severance costs across all these layoff cycles could realistically be in the $2–3 billion range.

That’s an incredible amount of organizational churn that rarely gets discussed publicly.

Wall Street may reward efficiency, but these repeated cuts also come with major hidden costs:
• loss of experience and institutional knowledge
• employee morale damage
• constant reorg fatigue
• disruption to customers and internal teams

There’s a very different story underneath the headlines and stock price.

Layoffs are expected to accelerate this near into next as the company shifts to AI. Several "reorgs" in waves to be expected according to insiders close to SF. Interest rates are not coming down as quickly as expected and this is putting pressure on not being able to refinance the debt load at lower rates as wages pressures and benefit costs accelerate.

A new RIF appears to be in the works. VPs and above are holding all-hands meetings with Samantha at The Ridge in mid-July. With the ongoing Frontier integration, major reorganizations are expected, along with anticipated RIF activity beginning in Q4. This is expected to be a significant shake-up affecting employees across all bands.

I'm seeing some linked in posts where people are 'so excited to announce I'm taking a new position as a director in Fidelity blah blah ' where they were formerly VPs. Of course one in particular I saw scrubbed that gleeful vp announcement from 3 years ago from his linked in page. Are there people who took demotions to stay in lieu of getting $hit canned or is this some sort of universe correcting reorg?

You have heard
1/3 of employees at EMHC
1/3 of employees at BTC
1/3 of employees at sites

What you haven’t heard is what percentage of employees at EMHC and sites will be from the BTC.

CAS + CRM = Electrophysiology therapies (EPT)

Rebecca Seidel to lead.

The University of Utah athletic department initiated employee layoffs. This action is part of a restructuring linked to Otro Capital. Select units will transition to Crimson Brand Partners. Impacted employees can interview for similar positions there. The official separation date is scheduled for June 30.

Salt Lake City, Utah

https://www.sltrib.com/sports/utah-utes/2026/05/29/utes-begin-unsettling-layoffs/

First week or later in June after reorg dust settles?

Reorganization announcements have started. We were notified today, and while I cannot share the specific area, our team was not laid off. Instead, the team is being split up and moved under different managers.

We were told that the reorganization will continue next week in waves, with additional teams being notified over time. We were also informed that some areas across the company may experience layoffs.

I was also able to confirm that a coworker in a completely different department was recently asked to provide a manager breakdown and reporting list. Based on that, it seems the timing of notifications may depend on the department, and some employees may not hear anything for another couple of weeks.

Commercial Real Estate ..

This board should be viewed for what it is… a discussion board for current employees concerned about their careers (with some crazy types) and feedback for those considering wearing “the purple.”

First, you need to ask yourself why so many senior executives have left the bank.

Second, compare the value of both banks at the merger to the value today. I have gotten better returns on my bucket of old pennies with the increase in copper. Pay increases too.

Third, in case you have not figured it out by now it all about the face time and showing off for your manager and their boss.

Now this brings me to the title above.

What a show ineptitude! Thanks Kathy, Joe Pella (Joey – shave that stubble) and Adam Oats who?

Largest markets, Florida, Georgia, Texas and North Carolina Commercial Real Estate, how many of those folks are still here, clients included? Hmm.. all voted with their feet. Even new hires have moved on with corresponding fill in the gap uplifting reorg calls.

Same thing for Grandbridge, everyone left? Why? Oh, and the bank still has a lawsuit against them too. How much is that costing? Interesting read if you have the time. Just wait until they put Kathy on the stand. Can’t wait.

So, what’s the point of this? If you are visiting this site, you need to prepare to set sail for a new adventure and not wait for the next purpose corner or employee survey. Yes, I’m out shortly. Might even get severance and a new job signing bonus if I am lucky.

You?

Let's consolidate everything we know in this thread...

Amdocs is preparing for a major global workforce reduction. This action is part of a broad company reorganization. The software giant expects to cut 7% to 10% of its total employees. New President and CEO Shimie Hortig is leading these changes.

https://www.calcalistech.com/ctechnews/article/u4qmp07cv

Colorado's Office of Information Technology (OIT) laid off 173 employees. The agency also announced a major reorganization and leadership change. This action follows years of failed audit recommendations for cybersecurity. OIT is shifting to a new "pod model" for technology service delivery. The department plans to hire 98 new staff with different required skills.

Denver, Colorado

https://www.9news.com/article/news/local/next/next-with-kyle-clark/colorado-state-technology-office-layoffs/73-ff4132ff-f48f-429d-9eb6-4edb04768e20

When do we think the next big layoff is going to be? So many reorgs happening rn

What happens to teams that get so decimated over several rounds to the point where they realistically can't do anything anymore? Do the remaining folks get reassigned to other teams? Do they keep existing in limbo until more people are hired (which would completely defeat the purpose of layoffs)? Or something else?

Mint Video: Inside Meta's Mega Cut https://www.youtube.com/watch?v=Eozugxg3DtY

Unfortunately, your role has been eliminated as part of today's reorganization.

As a regular employee, you are eligible for the following severance offer:

Severance payment of 16 weeks, plus 2 weeks for every completed year of service, minus your notice period.

We know this is especially difficult for employees whose visa and work authorization are sponsored by Meta. The alumni portal has general immigration guidance to help address immediate questions.

Your badge has been deactivated, and your access to internal Meta systems will be removed this morning. If you are already in the office, please gather any personal items at your desk and head home.

We are grateful for your contributions. Your impact at Meta has been an important part of our story.

Sincerely,
Meta leadership

• These are the key excerpts from an email that thousands of Meta employees received. The email, obtained by Business Insider, landed in inboxes at 4:00 a.m. on Wednesday as Meta began cutting nearly 8,000 jobs, roughly 10% of its workforce.

Meta described the layoffs as part of its continued effort to run the company more efficiently and said the cuts would help offset major investments, especially its AI push.

The cuts come as Meta sharply increases spending on artificial intelligence infrastructure. The company has forecast capital expenditure between $125 billion and $145 billion this year, more than double its 2025 spending.

For employees on visas, such as H-1B workers, the uncertainty is especially severe. They may have only 60 days to find a new sponsor or leave the country, even as the tech job market remains difficult.

Has anyone heard of layoffs planned for July? Also, I heard there are plans to reorganize the Marketing organization. Does anybody know the timeline for that?

What do you make of the re org

Chat are we cooked/ Chat who is cooked?

7-Eleven has undergone significant operational changes in early 2026. The company delayed its initial public offering, pushing it to 2027 at the earliest. A company-wide reorganization led to several leaders losing their roles. Despite these challenges, 7-Eleven announced ambitious store growth and remodeling plans. The retailer is also expanding its foodservice programs, including new catering options.

Dallas, Texas

https://www.cstoredive.com/news/7-elevens-turbulent-2026-ipo-delays-layoffs-and-a-bigger-food-push/820729/

That’s at least three architecture team reorgs in recent years. Moving the same people into new titles isn't going to fix the core issues

Going to be tough doing reorganisation due to tons of long services staff. The company compensation would be sky high if they do it.

HR sleeping in their job let it grow out of proportiate w high numbers of long service. Most of them have no drive at work

NPR is reorganizing its newsroom operations. The network is offering buyouts to approximately 300 employees. Layoffs will occur if insufficient staff accept voluntary departures. NPR faces an $8 million budget gap from reduced station fees and federal funding cuts. Recent large donations are primarily dedicated to technological innovation, not operating costs.

https://www.npr.org/2026/05/18/nx-s1-5821622/npr-buyouts-layoffs-reorganization

Laura shared that in a staff meeting with her leadership, she and her peers have been asked to imagine their orgs with 50% less head count. Supposedly big reductions will be starting by end of summer and will be phased through Q4. Srini & Katz have Jeff and team making the rounds with business partners showing how his technology teams can automate a lot of what they do.

The Kentucky Court of Justice is undergoing significant operational changes. This includes laying off nearly 200 employees due to anticipated budget deficits. Chief Justice Debra Hembree Lambert stated these cuts ensure financial longevity. The reorganization will also create 108 new frontline positions. These changes aim to align staffing and services with available resources.

Kentucky

https://www.kentucky.com/news/politics-government/article315768580.html

Do not ask me where I got this from. This is the layoffs plan:

Leadership has determined a strategic shift to cut costs, invest in AI, reorganize priorities. Finance and HR has identified which teams, roles, or locations will be reduced, mostly around Engineering. Managers are evaluating employees based on performance, role relevance, and compensation, while HR and legal reviewing the plan for compliance with labor laws and discrimination risks (Yes, external consulting firm involved).
Once finalized, affected employees are notified (by this month) — often through meetings or emails — with system access revoked immediately. Intuit will make announcement via public messaging framed around terms like “restructuring” or “AI transformation” to shape the narrative.

A hiring freeze will remain in effect for the next six months, after which recruitment will resume with a focus on new strategic priorities — even as current employees continue to shoulder heavier workloads within leaner teams and under heightened expectations.​​​​​​​​​​​​​​​​

Hope this helps.

Microsoft-owned LinkedIn will lay off approximately 5% of its global workforce. This reduction affects around 875 employees out of 17,500 staff. The company is reorganizing teams to focus on core business growth areas. A spokesperson confirmed these organizational changes are part of business planning. LinkedIn's revenue increased by 12% in the last quarter.

https://siliconangle.com/2026/05/13/linkedin-experience-company-wide-layoffs/

LinkedIn plans to cut about 5% of its global workforce. This reorganization will eliminate approximately 875 positions. The company aims to shift focus toward growing business areas. AI automation is not the reason for these specific headcount reductions. Microsoft, LinkedIn's owner, has also made recent workforce reductions.

https://qz.com/linkedin-layoffs-workforce-reduction-reorganization-051326

https://qz.com/linkedin-layoffs-workforce-reduction-reorganization-051326

Let's be honest about what's happening at Humana. Constant turnover, good people leaving every month, reorgs that make everything worse, leadership saying one thing while we see something else entirely. Who can think this is a good way to run a company?