#rif

Wireless used to be a great company and I loved working there until the Vodafone buyout. Once the telecom executives got a hold of wireless they started the RIF/outsource/off-shore march. The Telecom side hasn't been profitable for decades so you can downsize as your business shrinks. This strategy does not work for wireless when you're adding 250k-1M customers a quarter. Verizon doesn't know how to run a successful business. The telecom senior management removed all the Wireless execs and proceeded to turn Verizon Wireless into Verizon Telecom which was a death sentence. Verizon has never bought a business that they haven't destroyed with the same failed strategy of RIF/outsource/off-shore. That's the only thing they know and it has never worked. They did the same to YAHOO, American online and countless other acquisitions. As soon as I heard about the Vodafone deal, I said within 10 years, wireless will be ruined and I was right. When I left, I tried to transfer my concession number to my private phone (after approvals). I was totally offline for 4 days and ended up just having my non-concession number restored. Because I recently bought a new phone on a promotion, it was also cancelled as they tried to change my number. Took me another 6 months to get my billing corrected. They RIF'd everyone on the wireless side who knew what they were doing. These id--ts never learn. They keep doing the same thing expecting a different outcome. Sounds like insanity to me. I took a VSP but I feel really bad for the folks still trying to hold on. My advice... if you're under 50 years old take a RIF and find a company that appreciates you. If you're 50 or older, find something first. It's not easy finding a comparable job and salary once you get into your 50's.

Managers do RIF training on Jan 27 and then the RIF happens during Jan 28, 29.
A terrific way to end employee suffering at earth's most toxic employer!

UGH speaks out on what is going on in Minneapolis: https://www.cnn.com/2026/01/26/business/minnesota-companies-ceos-target

At last a voice of reason ! All that noise makes it harder to figure out who to RIF and what life saving claims to deny. Please quite down people, business have work to do!

These folks have the ba--s to send me an email telling me they were sending a box for IT equipment. I gave my stuff to a senior manager after my RIF meeting. I have been a model employee, a PEAK Achievement winner, and asked for this stuff a week later. These people are heartless.

Kate always likes to do it around the end of a month so they can avoid paying benefits to those RIFed for another month. Have to save money for the next friend of hers to hire for a senior level role, or the next Brene Brown boondoggle training.

Which locations/sites in North America give you the best chance of avoiding RIF?

Is there any concern about a RIF in Feb? I’m noticing some roles where people are essentially on standby until projects start

I got a bill in todays mail from Vz Benefits for $600 (for spouse and dependent supplemental life) requesting payment. I checked the Vz RIF FAQ doc on this and it reads "you may also continue supplemental and dependent coverage...." but I never elected to continue this coverage once I was RIFd. I suspect some of you will also receive such a bill.

Posting anonymously, just sharing what I’m seeing.

The recent cuts in the T-Mobile Technology org were deep. In some parts of the org, reductions were around 20 percent. Some very strong performers were caught up in it, including people I respect and consider friends. I’m not happy about that, and I genuinely hope those folks land somewhere better quickly.

At the same time, if we’re being honest with ourselves, this wasn’t random chaos, and it wasn’t just about cutting costs.

For years after the Sprint merger, the company carried massive overlap, silos, and layers of ambiguity. When an organization grows that quickly, some people inevitably disappear into the gaps. High performers noticed. Morale suffered. Accountability blurred. That kind of rot doesn’t fix itself.

This round feels different. It looks like a baseline reset, not a cosmetic trim.
Does that mean every remaining employee is suddenly a top performer? Obviously not. Anyone still inside can look around and name a few head scratchers. That doesn’t destroy the credibility of the reset. It actually explains it.

Structural RIFs come first. True performance sorting comes later.
With fewer people, fewer layers, and less cover, it becomes much harder to hide. Coaching gets real. Expectations get explicit. Outcomes matter. The next phase will not be about headcount targets but about contribution.

The message from senior leadership afterward was clear: this is an all-in moment. I took that as both a rally call and a line in the sand. This is not a season for quiet quitting or waiting things out. The bar is being raised, and everyone knows it.

For those who remain, this is an opportunity to help shape what comes next. Don’t get pulled into the constant negativity or the doomsday narratives. They’re loud, but they don’t move things forward. This is a moment to show up with integrity, collaboration, and execution. Those qualities are always in demand, and they open doors whether you stay at T-Mobile or move on to something new.

Painful resets are sometimes necessary to restore accountability, clarity, and forward momentum. And for those who instinctively roll their eyes at statements like that, assuming they are just another round of talking points, I’d encourage you to read the room. This one feels different. The actions so far make it believable.

I’m not celebrating layoffs. I’m acknowledging reality.

Support each other. Stay professional. Keep your integrity. The story isn’t over yet.

RIFs started today, 1/23, as predicted by previous commenters and confirmed by my manager: 60% of our team got the axe

Has anyone heard of Monday Rif????
I've had a few tell me they heard about it that there will be some Monday? In Optum Health

RPS Superintendent Recommends Layoffs and Program Reductions

RPS Superintendent Jason Kamras proposed significant budget cuts for the upcoming fiscal year. These recommendations include laying off 50 central office staff members. Summer school for K-8 students will also be eliminated. The district anticipates only modest revenue increases from the city and state. Rising operational costs, such as salaries and health insurance, contribute to the difficult budget.

https://www.wtvr.com/news/local-news/rps-budget-cuts-kamras-recommendations-jan-22-2026

Richmond, Va.

Why burn the gas to go into the office if I get RIF’d? My team/management isn’t there anyway. I’ll wait for the unexpected Teams Invite or call in the morning.

buckle up everyone, going to be rough day. just remember you are better than how this company values you, dont ever forget that.

G confirmed at the town hall that big RIF is weeks away. He called out management and underperformers but said cuts will come from everywhere. He also said there will more in the future but not every third thursday like employees have been used to.

Alfonso Ribeiro was hired to host the event yesterday. Did some research and he gets $75k-$150k per appearance. What a great way to sp-t in the faces of those recently RIFd

Anyone else catch the hot mic at the end? Sounded like Stephanie said “now on to the important people” to the room she was sitting in. How disgusting and of course it is edited out of the final video.

Did anyone else get more people added to their list this week for the Friday RIF? Not sure who will be left to do the work. I guess with most Optum products being sunset they don't need people. It is going to be very hard to get any work done the rest of this week.

looks like the annual RIF occurred today anybody impacted?

You guys know none of the RIF posts are true, right? This is all purely made up and people are having a great time playing with your emotions.

I’m thinking like a 3 year process here… starting from yesterday…

1 - RIF+Restructure Care Leadership
2 - Scale voice AI
3 - Remove “centers of excellence” (every rep is trained on everything; true “gen” care again)
4 - Scale voice AI higher
5 - RIF low performers
6 - Scale voice AI higher
7 - “AI powered Care”. Reps led by AI front end; using AI powered tools to solve problems.
8 - Scale voice AI
9 - RIF low performers
10 - Strengthen fully scaled voice AI
11 - Agentic AI “assistants” for reps that they monitor/train/score
12 - Merge voice AI with the Agentic AI assistant

13 - “Digital Twin” of the rep achieved.
14 - Scale “Digital Twin”

To notify all impacted employees they have been rifed on Friday. Some leaders are being asked to do it for employees who don’t even report to them. Truly bonkers situation that shows:
1) rif number going to be huge
2) hr is useless if they can’t help out in such a scenario
3) they might as well do one large teams meeting and notify everyone in there they have Been rif

My manager told me today that I need to let someone on my team go as part of a cost-cutting effort, and that I’m expected to notify them next Wednesday. I don’t agree with this decision. My team is already working excessive hours dealing with production issues we can’t keep up with, and the expectation is that my other team will just have to absorb the additional workload. According to my manager, the directive is to cut one person from each team.

Was just told by someone in that department that on Friday 1/23 they are laying off 17% of the team.

Does anyone have any updates on tomorrows RIFs has any manager been notified that they have to give the talk ?

Ebrahim Poonawala (Bank of America) asked about the sustainability of revenue growth and margin targets if the environment worsens; CEO Robin Vince highlighted BNY’s agility and ability to adjust expenses, emphasizing their diversified revenue engine and reduced macro sensitivity.

Look at the super senior, very expensive roles thay have created just in the last 3 months. one or two levels just below Stephanie

Chief Tecnhology operations Officer
Head of commercial finance
Head of Corporate Finance
Global Talent, Learning and AI Work Enablement
global head of pricing
Head of incident management
Client success for strategic accounts
Market Engagement leader

each will build their own new army, duplicate costs and add confusion to respoinsbility and accountability

3% of workforce

My coach just got fired. And there appears to be mass lay offs at Overland Park.

The last I heard there were said to be layoffs/RIF's (1/9/26), does anyone have any updates?

What was the takeaway? Layoffs coming this month? Sounds to me like they are going to have all of this done by the end of the quarter so we should hear something soon.

Getting multiple reports of layoffs Tuesday morning and still ongoing at time of posting

Honeywell is contacting employees today, Jan 20, 2026 to notify them that their account sales positions have been eliminated.

Based on Jane’s recent announcement that the bar will be raised and “we will not be graded on effort”, will Citi be taking a Goldman approaching and simply cutting the lowest performers?

It’s hard to believe that memo can be released and still let go of workers with 1’s and 2’s for ratings….

10-15 Employees last day Jan 23 2026. Blaming on poor 4th Qtr and scarce Q1 2026. Extreme pressures Q3 to pull in orders from 2026 and complete as much as possible at all cost for 2025. Worked hard to make that happen, long days and weekends. The reward was Riff. Thanks for NOTHING. Some very vital employees are being impacted. Some that hold the keys to the kingdom. Perhaps something greater happening to spin or absorb.

How many are being cut

If RIF how long do you have to wait to accept another role there to avoid loosing the severance payout?

RIF in Dec and some networking in other teams and want to bring me back ..

Was RIF’d in August, didn’t really get to say goodbye to anyone, and I genuinely liked everyone on my team. RIF’s and layoffs su-ked, but y’all didn’t.

And to the person that will inevitably comment about leaving NCR “x amount of years ago and never being better”, I’m glad for you, friend, truly.

Have been working for Citi 25 years. Managed to be spared from all the lay off waves in the past, because I was always at the lower end of the pay-scale. 2025 was one of my most productive years with managing 3 projects on top of my BAU work by working over 60 hours a week. End of this summer my manager who knew exactly what I was doing - like all managers ought to- got laid off. My year end was given by the MD who did not even know what I accomplished and particularly does not like me. I got all 3sat year end, when I had assessed myself with mostly 2s.
I have been a high performer, I don’t even remember getting all 3s ever. And my bonus was cut by 27% compared to last year. Slap to the face.
Before you say “don’t cry me a river”, I just wanted to say this is not the company I started 25+ years ago. I always knew I was nothing more than a number but I still liked the place I worked. Last few years It became toxic, management ruthless, and an unpleasant place to spend my 10+ hours a day.
Yesterday I sent an email requesting to be in the RIF list so I can have another start.
My department is not targeted and not sure if they will lay me off with a package.
Maybe mid year, who knows, but there is not a drop of motivation left in me.
Hopefully one less person gets to keep their job while I sail to new open seas….

OMCL had a massive hand in ruining my career momentum (RIF'd in 2023). They're doing it again, again with another round of reorg ridiculousness complete with job eliminations and whatever else. All because of greed, short-sighted, barely competent management. Randy and enablers sure are some of the luckiest MFers, of course I'm envious of their personal balance sheets.