#restructuring

Stankey and board have failed, and at least half of the executive team needs to go with them. We need a complete restructuring, aiming for a lean structure with fewer layers of management from top to bottom. Nothing less will work to fix what's wrong here.

All WFM locations will transition to AMZ fresh location by the end of 2026. Whole Foods will turn into a brand line sold by AMZ. This comes from a credible source.

Nestlé announced a major global restructuring in October that will eliminate 16,000 positions, largely across administrative and office functions.

https://www.aol.com/articles/companies-behind-2025-largest-layoffs-150000788.html

From an article Titled:

"2026 begins with a wave of big-company layoffs"

Large employers are increasingly abandoning the old model of one big layoff in favor of repeated, narrower rounds that keep investors satisfied while leaving employees in a state of chronic uncertainty. I see this shift most clearly in the way Some major firms now talk about "reorienting" or "moving in a new direction," language that masks a strategy of trimming headcount quarter after quarter instead of taking the reputational hit of a single mass cut....

The early 2026 layoff wave is not just a tech story, it is also a tale of heavy industry, energy, and supply chains under pressure. Dec reporting on recent company layoffs shows how Chevron, one of the world's largest energy producers, is slashing up to 20% of its global head count as part of a sweeping restructuring, a move that illustrates how Oil and gas firms are using the current moment to reset their cost base. That same roundup of corporate cuts details how Dec has become a kind of annual reckoning point, with a "Layoffs List" that now includes Chevron alongside telecoms, automakers, and tech giants in a single ledger of recent company layoffs.

https://geoexpro.com/escaping-the-relentless-cycle-of-re-orgs/

Looks like at minimum, 2 Leap technical coaches were let go. As a former Leap Alumni, this is sad to see happen to the program that gave me my one way ticket into tech.

Does anyone know what’s going on with the Leap program? Have Leap alumni performances been improving? How much Leap alumni have been retained after an 5/10 year period? Is Fidelity hiring less Leap associates? Is Fidelity restructuring the learning criteria of Leap?

I, along with other Leap alumni, may have many more questions.

Based on conversations with the Works Council, here are the top three actions that the executive board is personally invested in to mold SAP the way they want.

1. SAP is enhancing the Performance Improvement Plans (PIPs) in Europe. This is tied directly to the new Performance Measurement rolled out in Europe. The underlying premise is to give more power to managers to fire whoever they want to. Just give a bad performance for three times in a row and your reports will be automatically on a PIP and susceptible to getting fired.
2. Leanix and Walkme is undergoing a major restructuring in 2026 Q1. They will be moved under Signavio management and there will be new positions created to accommodate for the larger teams. However, only candidates based in Walldorf or nearby areas will be considered for manager and manager of managers positions even if the team is based elsewhere. They already did this at Signavio and we have managers who get to freely travel a lot because they are based at the HQ while 95% of their reports are in Berlin or other areas. Long-term Leanix and Walkme employees will be gently encouraged to leave just as they did with the Signavio management.
3. No more layoffs in Germany in 2026. The rhetoric for teeth brushing will intensify at the end of Q1 when the stock price goes below 200€ at XETRA but the Works Council already has an agreement for no more layoffs in 2026. The point they conceded on was the average salary hike which will be 2% and stock options which will have a very low budget and will be focused on employees who undergo role changes (e.g. Signavio people leads who were DEI coaches but are now development managers). In 2026, the public health insurance is going up by almost 5–6% but the salaries will not. On the other hand, the executive board bonuses are planned to be more than 20 million for CK and similarly higher for other members.

It is not easy to lay off employees in Europe so the executive board has a simple strategy. Divide and conquer. Put employees against their managers and vice versa. Discriminate against employees in regions besides Walldorf and nearby areas so they are against employees in those regions and vice versa. Make board areas competitive against one another so they will fight for budget.

Employees are so busy fighting against one another and worrying about their jobs and paying the bills that no one will question the share buybacks and why so much money is given to the executive board as bonuses. And life will go on.

Merry Christmas everyone and a Happy New Year too.

restructuring is already happening -i was told those who collect commissions but do little are going to be shown the door-what do you know

Let Private Equity come in and buy out PK. Break up all the Nike assets and sell it.
Nike needs to be divided into 4 or 6 divisions so that they will be more nimble and hungry. And every stock holders will make more money because as is Nike is too bloated, bureaucratic, slow to be effective or meaningful company.
There should be at least
Nike heritage
Nike fashion
Nike sports
Nike apparel
Nike accessories
Nike Team
Nike New Gen for young life style incl skateboarding.
If this little companies compete and be aggressive to one another then it will kick everyone's a-s. In mean time, common stock holders will make a lot more money than seeing this stock stuck 50 to 65 dollars

Otherwise, Nike will have slow death

Sanford, St. Mary’s, Cordele, Tulsa, and several other locations will be closing in 2026 permanently. In the meanwhile, the company is describing the new "market stores" as a new concept that'll help Belk just like the outlet talks of a few years back lol.

For those that don’t know, the Verizon stores in the houston area have had armed security in their stores for the last 10+ years.

Today we were told that beginning 01/01/2026, the following stores (Cinco Ranch, Aliana, Fulshear) will no longer need police officers due to the restructuring.

I do not know if the stores will be converting to third party or shutting down but figured it would be good to give employees a heads up to start getting their personal affairs in order.

Intercept Pharmaceuticals is undergoing a significant restructuring, which includes 146 layoffs across its operations. This move comes shortly after the withdrawal of its liver disease dr-g, Ocaliva, from the market. The layoffs are a direct consequence of the company's strategic re-evaluation and market adjustments. Affected employees will be impacted as the company realigns its operational focus in response to recent challenges. This restructuring aims to streamline Intercept's operations following the major product withdrawal.

https://www.fiercepharma.com/pharma/intercept-heels-ocaliva-withdrawal-restructures-146-layoffs

Intercept plans to cut 146 employees in three tranches starting Dec. 31, the company revealed in a filing to the state. Some of the cuts are set to take effect March 31 and others June 30, according to state records.

https://www.fiercepharma.com/pharma/intercept-heels-ocaliva-withdrawal-restructures-146-layoffs

Xerox’s problem is brutally simple: more cash goes out than comes in. Every quarter.

The business isn’t generating enough cash to cover interest, restructuring, and working capital.

Why? Because Xerox is burning cash from operations. Not investing cash. Burning it.

To plug the gap, they’re selling patents and borrowing money using what’s left of their Intellectual Property as collateral, basically pawning the family silver to pay this month’s bills.

At the current pace, they’ve got maybe 6–9 months of runway if they keep pulling levers like asset sales and emergency loans; without those, it’s closer to 2–3 quarters.

Seeking a $500M IP-backed loan means unsecured financing is effectively closed (credit rating at CCC+ = markets price in a real risk of default).

This does NOT fix the business, it just buys time.

If cash doesn’t turn positive fast (not “less negative,” but actually positive), the only realistic outcomes are:

#1 More asset sales (DocuShare, XMPie, CareAR, etc)
#2 Forced recapitalization (debt converts to equity, shareholders wiped)
#3 Chapter 11 (court-supervised version of #2)

Everything else you hear is just nicer words around that math.

The endgame is no longer theoretical, it’s just a matter of timing.

https://www.investing.com/news/stock-market-news/xerox-seeks-500-million-ipbacked-loan-to-boost-liquidity--wsj-93CH-4408966

Recent layoffs at McKinsey have sparked a broader conversation about the state of the consulting industry. As one of the world’s most influential consulting firms trims its workforce, analysts are questioning whether this move reflects internal restructuring or a sign of slowing demand across the sector. Many are now watching to see if other consulting firms will follow with similar job cuts.

"Constant restructuring and layoffs, forced return to office without enough desks for everyone, management decisions, lack of transparency, HR is completely disorganized, horrible health insurance, complete disregard for DEI."

"After committing financial su----e by acquiring a non-profit for a whopping $800 million dollars, the company managed to destroy it's culture by favoring edX employees over original staff. That's when the company began it's descent into chaos. More bad decisions by the so-called leadership, constant restructuring with mass layoffs. To top it all off, blatant lies by the CEO about their ridiculous bonuses, right before declaring bankruptcy. The company was privatized, only to go through more restructuring. It's only a matter of time until 2U is sold to the highest bidder."

Coralville, Iowa, at Integrated DNA Technologies (IDT)

• Iowa WARN released an update with new state data about the layoffs at IDT
• The state data says 61 people were laid off in Coralville
• Iowa WARN indicates workers were both notified and laid off on December 12, 2025
• The layoffs were initially reported the prior week, and this story reflects the state update
• IDT describes its work as focused on gene research and DNA testing
• IDT previously said 4.7 percent of its Iowa workforce was affected
• The company’s global headquarters is in Coralville
• A spokesperson said the company is restructuring parts of the business and refocusing resources to support long term objectives and future growth
• IDT said affected workers are being given severance and support packages and noted its collaborations with global health and scientific partners

Any news on transfer partners? Is this card coming back on market after the reward restructure?

Has anyone else noticed there are hardly any senior people left on the teams? Now most people have ten years of experience at most. I think the last round of layoffs and restructuring pushed a lot of the veteran employees out. Without them, there's no one left who knows why things are done a certain way.

PowerSchool, based in Folsom, has reorganized and reduced its workforce.

https://www.bizjournals.com/sacramento/news/2025/12/12/powerschool-restructuring-layoffs.html

I'm in my mid-30s, at around L9-L11 level, working in the field (sales/operations). Throughout my career, I've mostly received 3s and 4s on performance reviews and have relocated a few times for the company. I'm recently married and planning to start a family soon.

With the recent news of excellent people leaving this week amid the restructuring, I'm really worried. Is it still realistic to feel secure raising a family here at PepsiCo long-term, without constant fear of instability?

Do you trust the company's direction right now? I'm scared and seriously thinking it's time to start exploring backup plans.

Any advice or similar experiences from others in the field?

HBA GPs will be expected to travel 50% and other HBA leaders will be expected to travel 25%.

Couple of thoughts...

Why are we trying to induce senior leaders to leave...I thought all the ER restructuring was supposed to address that?

This seems like a huge expense for the firm with a pretty ambiguous value add. Is it enough to offset the travel coats of $20k+ per year per leader? I'd rather have that hit my bonus.

Section: Notes to condensed fin. stmt. Restructuring
Oracle has spent $826M so far ending Nov 30
Oracle has allocated $1.6B in restructuring.
So additional amount $774M is going to be spent in next 3-6 m for sure.

Expected count is around 13000-15000 job cuts based on the above money.

The restructuring this week forced on PEP by Elliot was a long time coming. I was in the market today and Lay's PC was 42 cents per ounce and the HEB label was 28 cents. PEP is charging almost a 50% premium for a product that is no better than HEB. What does the consumer get for paying that premium ?.... nothing. HEB chips are just as good as Lays. It seems that fat premium PEP charges is just used to maintain an expensive bloated, top heavy, inefficient, complacent bureaucracy which isn't focused on either the consumer or the shareholders. Management not only let this happen, but allowed it to continue year after year as they just cruised along on auto-pilot with their "business as usual" strategy of just shrinking the bag and raising the price oblivious to any consequences. One consequence is that they attracted the "Activist Investor" sharks. The sharks detected a big fat ineffective bureaucracy floundering in the market place, they circled it, and are now starting to tear it apart.

big changes. Restructuring. changes happening. more to follow next week.

Word on the street is that CVS Caremark is laying off staff including management due to "restructuring." Offering rehire in other positions at lower lay lol Fu-k this company

The atmosphere at Verizon is now marked by unprecedented hostility and desperation, reflecting the deep impact of organizational change. The coming months will reveal the true nature of workplace relationships under duress.

To those departing, you were part of Verizon’s most successful years. Be grateful for the skills you acquired and view this transition as a funded escape from what will likely be the company’s darkest period. Leverage this moment to build a new, appreciative career or, preferably, establish your own business, which may offer greater long-term stability.

To those of us remaining, Dan Shulman’s business decisions are necessary to stabilize the company, but the full collateral damage is not yet understood. November was the start of sweeping changes that will test the character of your peers.

Remember this fundamental truth: the workplace is an exchange of time and talent for resources. Morale-boosting efforts are irrelevant against the cold reality of corporate restructuring.

Your mandate is self-focus: Secure your finances, deliver maximum value, and prioritize your personal well-being and family. Get your money. Build your empire.

God speed.

Hearing that Cap 1 and Consumable reduction? Moving positions overnight??

The Lebanon, Tennessee-based family-dining chain did not say how many employees will be affected by the restructuring, which is taking place in two waves. But the company estimated that the process will save it $20 million to $25 million a year.

https://www.restaurantbusinessonline.com/financing/cr--ker-barrel-cuts-corporate-staff-sales-profits-tumble

Because first we had to spend it on penalty.
Next year, because we had to spend it on restructuring.
Next year, because we were not done with restructuring yet.
Next year, because it was tough year.
Next year, because we need to restructure again.
This year, because we URGENTLY NEED A NEW LOGO and another AI bull...

This is comedy gold

Hi team,

As we’ve shared, PowerSchool is entering a new chapter focused on simplifying, streamlining, and strengthening how we work. We’ve been transparent about the need for change to drive sustained growth and unlock the value our customers expect.

As a result, we are moving forward with a restructuring of our organization to streamline our management model; one built for clarity, accountability, and speed. This will help us focus on what matters most: delivering for our customers, strengthening our operations, and setting PowerSchool up for long-term success.

Today, our PX and leadership teams are meeting with these impacted individuals. For some, today will be their last day at PowerSchool, while others are being asked to remain in their current roles for a transition period before departing. Furthermore, as part of these personnel changes intended to streamline our operations, we are moving some employees into new teams. This is the only company-wide workforce action planned based on our projected performance going forward.

I want all our employees to be aware that these actions are taking place now and that the notifications will be completed by close of business local time. After we complete the notification process, I will be hosting a global Town Hall at 8AM PT on December 11 to address open questions and share additional details of what’s changing and what’s ahead.

This is a comprehensive effort across all our company operations to eliminate redundancies and unnecessary costs. We looked at consolidating our technology stack, removing underutilized or unused applications, and simplified processes to reduce costs in other areas of the business.

While this yielded significant savings, we’ve had to make the difficult decision to downsize our workforce to eliminate duplicative work and realign our organizational structure with current priorities and performance. This decision was not made lightly. The individuals impacted have contributed to the success of PowerSchool and in general they have all performed well for the company. We wish them the best in the future.

We are supporting every impacted individual through their transition with as much clarity and care as possible. Employees that are separating from the organization will receive severance and additional compensation based on tenure and local regulations. They will also receive continued support from our PX team as well as outplacement services.

This is a difficult time for impacted employees, so we ask for understanding and kindness towards these colleagues. Please take time to support one another and reach out to your manager or the PX team if you have questions or need any support.

Thank you,
Antonio Pietri, CEO

Hear me out!

It was reported that the executive board wanted to lay off 10000 employees. But of those, 3000 quit and others found a job somewhere within the company.

There are also reports that the restructuring expenses cost €3.1 billion.

Now I am no math genius but if I divide 3.1 billion with 3000, that is more than a million on an average. Given how high some salaries are, it is safe to assume that many employees got hundreds of thousands. But definitely not millions.

So where did all the money go?

If you ask around, you'll hear that a lot of money went to Marty Cagan and his company and to third-party consultants who suggested layoffs. I don't know if this is true. But we need an investigation into this.

What is to say that the executive board isn't actually laundering the money through these consultants?

In 2024, SAP expenditures related to restructuring were 10% of the total cloud backlog! Why would any company in their right mind reduce cash flows like this by laying off more employees and also doing share buybacks and paying executive bonuses in millions? And then saying there is no money left for salary increments or bonuses? We aren't even beating inflation and the board is spending money the company doesn't have just to continue with the tooth brushing exercise.

How can we as employees demand an investigation into this?

Title says it all.

There’s some really strange restructuring that’s making very little sense. Poor customer retention this year. Internal and external auditors evaluating engineers specifically, that I’ve heard of. Lots of resources being directed to other projects/departments.

Huge reorg in TFB just announced. Jobs lost, regions consolidated. Teams split between SMB and Micro.

More news coming shortly.

Good Morning Plano and TPC R&D!

We know some of you may be included on Distribution Lists outside of the R&D-DL and may have seen a note sent to North America specific functions regarding restructuring this week. To clarify, this message does NOT apply to Corp/Global employees. As a Corporate Function, R&D employees should continue to come into Plano and TPC offices this week.

Apologies for any confusion and if you have any questions, please feel free to reach out. Have a good week.

Can somebody name one thing that improved since the last reorg that cost so many people their jobs?

At my last job, we had been restructuring, updating manuals, doing extra audits, but I brushed it off. Then one coworker got cut. Soon, discussions about automating tasks began. A month later I was handed the pink slip. Looking back, the warning signs were glaring. Only I didn’t want to admit it. Painful lesson. Make sure not to repeat it.

As of February 1st no more in-house techs Cute 🥰 How the destroyed this place, You will now be and independent contractor