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When’s the next RIF? Pick your horse

Alright team, instead of the usual vague “it’s coming soon” posts, let’s actually put dates on the board and argue them out.
Drop your prediction in the comments (or just reply with the letter). Feel free to change your mind later if new rumors surface.
A. Week of Nov 17–21 (the classic mid-November window)
Argument: Historically a common timing, still early enough to clear people before Thanksgiving/holiday blackout periods, and a couple of teams have been quietly hearing “mid-November.” Also lines up with the “finish the year strong on cost” messaging.
B. First full week of December (Dec 1–5)
Argument: Lets them get past Thanksgiving, still hits the books in 2026, and gives managers one more week of quiet planning after the holiday. Some people think leadership prefers not to ruin Thanksgiving week.
C. Mid-to-late December (right before the holiday shutdown)
Argument: Maximum “here’s your parting gift” energy. Clears the headcount for year-end financials and means fewer people around to ask questions. The “Verizon Christmas present” theory never fully dies.
D. January / early Q1 2027
Argument: They already took enough cost out in 2026, want a clean start to the new year, and prefer not to deal with holiday severance processing or COBRA timing headaches. Also gives them more time to finish certain system migrations first.
E. “Nothing until at least March / later in 2027”
Argument: The big moves already happened, remaining cuts will be smaller and more targeted, and they’re shifting focus to execution and AI rollout rather than another big wave this close to year-end.
I’ll start: I’m leaning A with a soft lean toward B if nothing lands next week.
What’s your call and why?
(Bonus points if you actually have a logical reason instead of just vibes.)

#NextLayoff #LayoffRumor #RIF #Speculation #Poll

yall literally everything here is speculation and making your anxiety worse

not a single thing I've read here is confirmed or verifiable information. everything is speculation. E.g. we don't even know for sure if there will be 2 rounds of layoffs. focus on what we know, speak with your leadership, and stop reading this anonymous forum!!! it's not healthy!!! focus on more productive activities.

#Anxiety #Culture #EmployeeRelations #Layoffs #Speculation

Layoff predictions. No date. (soon)

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.

#LayoffRumor #Restructuring #HeadcountReduction #Reorg #Speculation

Account Locked? You’re Getting Laid Off

If your MSID suddenly gets shut down, your account is locked, and you can no longer access company systems, you might want to start preparing for a layoff. It could be a security incident or an administrative mistake, but when everything happens at once, it’s hard not to wonder whether your employment is about to be terminated. Don’t jump to conclusions just yet—but don’t ignore the signs either.

#Layoffs #JobSecurity #Lockout #Termination #Speculation