Thread regarding PepsiCo Inc. (Pepsi) layoffs

How come bad / incompetent management and management culture is never an excuse?

"PepsiCo now expects flat core constant currency EPS growth, citing rising supply chain costs, particularly from tariffs, and continued weakness in consumer demand"

They’d be doing you a favor if they let you go from DPA circus. I was laid off last year. Now I’m working at a better company, with a better manager, better pay and benefits, and I actually feel appreciated. Yes, workplaces like that do exist. And yes, PepsiCo is one of the worst. I understand the fear. I felt horrible and scared when I was shown the door. But it turned out to be the best thing that’s happened to me in years.
I left DPA (S&T) last year, and could not be happier today. Sick, toxic environment - exactly opposite to what Pepsico brand projects to consumers! There is something seriously wrong with Pepsico, considering all the comments on this forum here.
No wonder the company is on the downwards trajectory. For its Q2 2025 analysts expect PEP to report a non-GAAP EPS of $2.03, down 11% from $2.28 reported in the year-ago quarter. Instead of the previously projected mid-single-digit growth, PepsiCo now expects flat core constant currency EPS growth, citing rising supply chain costs, particularly from tariffs, and continued weakness in consumer demand.

Wow this forum is an intel goldmine! All the things we have been thinking about - but afraid to say at loud in Purchase!

DPA, a unit under Strategy & Transformation, was supposed to lead the charge on digital transformation and boost PepsiCo’s digital capabilities. But instead, under the failed leadership of the notorious G-yatri and her infamous VP leadership team, it turned into a complete mess. Over the years, the group burned through company resources and money without delivering real value. There was barely any proper planning nor strategy, just a lot of shady practices and backdoor deals that seemed to benefit a few sketchy VPs.

The whole thing became more about crafting a nice-looking narrative than actually doing meaningful work. Blame-shifting, incompetence, and questionable behavior became the norm, and it’s no surprise that frustrations finally boiled over at this site. From design to delivery DPA has been a failed venture! And the diagnosis should start from its remaining VPs

The original sin when setting up the DPS/ DPA was hiring leaders without integrity - people who only look out for how to fill their own pockets and push their careers forward, without regard for long-term consequences for Pepsico or what’s happening to their teams. A mentality straight out of the Indian caste system: ‘I’m a VP, so whatever you say is worth nothing, just do what you are told to do and stop asking questions …’. Fcuk Voice Your Opinions Fearlessly ! . That started from G-yatri and followed with VPs appointed by her .

@285 I doubt Athina will take any action, as this reflects directly on her leadership. She’ll likely try to sweep it under the rug, similar to how Vikram’s significant spend was handled during her tenure. She may not even realize how badly things were mismanaged before — it’s possible that G-yatri and Vikram were simply executing her direction.

Completely get rid of DPA, there is no clear vision, and it seems like the scope of the project gets wider and wider each day. Nobody truly knows what they are doing! On top of managing a group of stakeholders that also grows by the day. Gheyatri completely fcked this one up!

DPA was a blackhole for money under her watch. There were contractors collecting 500k a year working on ghost projects that could not be accounted for in AOP or any cost center.

DPA has lost credibility … unlikely PEP sectors would want to pay in 2026 for that mess G-yatri left behind.
Too expensive, too inefficient, expensive ghost senior roles, lack of transparency in budgeting and planning , poor delivery.

@1dh I hear next wave is coming end of June. June 30th - last Friday of the month! Things are heating up.
Let’s see…

To improve their OHS scores, DPA and Data Engineering leveled up a lot of folks, several of them are undeserving. But who cares as long as it results in a great OHS score for leadership

@1dh there is Jeff Jackson! . very good leader… benchmark way too high for other DPA leaders!

@109 “Yeah, gotta say I agree with comments below - there’s definitely some shady stuff goin on with that guy runnin the UX team, and a couple other folks in DPA leadership too. But hey, not all bad - there’s still a few good people up there in DPA VPs , let’s be fair!

@11e Workplace mobbing and bullying is a form of psychological harassment that has, unfortunately, become normalized across DPA. It involves an individual or group repeatedly and systematically targeting someone with negative and hostile behaviors. These may include gaslighting, denying previously agreed-upon tasks or objectives, and undermining the individual’s capabilities in public settings, team forums, or in interactions with stakeholders outside of DPA . This can include actions such as gossiping, spreading rumors, isolating the victim, undermining their work, and engaging in verbal or non-verbal aggression. The purpose of mobbing is to demean, discredit, and ultimately force the targeted individual out of their position or the organization, especially when their competence or integrity is a threat to this or that VP .
Shady tactic so common across DPA ´leaders´.
I´d prefer not to automatically link it to ethnic background, however I leave it for your reflection...

@v8 When you’re stuck in a toxic workplace like DPA, you don't think clearly. You doubt yourself. You freeze. You forget things that matter. But if you want to get out, protect yourself, you need to start writing things that happen at work down.Here’s why:

1. It helps you see that you’re not the problem.
2. Without it, we’re relying on memory which can be shaky under stress.
3. When you leave and start telling yourself it “wasn’t that bad”, your notes will remind you that it was.

If this is happening to you, here’s what to record:

👉 Date – When did it happen? --> Example: “Monday 10 June, 2025.”
👉 Description – What happened? ---> Example: “My manager told me I was ‘too sensitive’ in front of the whole team after I raised a concern.”
👉 Who was there – What are the names and job titles of the people who were there? ---> Example: “Sarah (Manager) and Jason (HR)"
👉 How it made you feel – What emotions did you experience? ---> Example: “I felt embarrassed and humiliated. I cried in the bathroom afterward.”
👉 Proof – Do you have emails, screenshots, texts, audio recording, Slack or Teams messages to back up what you are saying? --> Example: Screenshot a Slack message where your manager says, ‘You’re lucky to still have a job here.’ (Keep them somewhere safe, not on your work computer.)

You don’t have to decide today if you’ll take legal action but your notes could be the difference between being believed and being dismissed at Pepsico.

If you are asked to participate in a workplace investigation, remember one thing. They often aren't about protecting you. They're about protecting the company.

Here’s why:

1. If leadership doesn’t want change, nothing will change.
2. The goal is often about assessing legal risk, not fixing the culture or supporting you.
3. You’re expected to trust a system you’re not allowed to question. (They’ll call it “fair” while controlling every part of it behind closed doors.)
4. Retaliation at Pepsico happens all the time and they rarely admit it.

Toxic workplaces want you to doubt yourself. Because if they make you believe that you're the "problem", you probably won’t:

1. Speak up about it
2. Keep detailed records of bad behaviour
3. Look for new role
4. Get legal advice

@zm agree, l’ll tell ya what, AA is def one conniving VP over at DPA. Too many HR complaints, and he was often a slippery character; undermining both G-yatri and A-thina. Another example of HR droppin the ball on properly vetting G-yatri’s leadership hires at PepsiCo!

@zc I’m wit’ you — this dude’s a prime example of all the messed-up stuff goin' on with DPA leadership. What’s it say about the company when they bring in somebody this unqualified to run a design team? No clue how to plan or communicate, shady as he-l, and always actin’ outta pocket. Whole thing’s a joke.

Mkt cap of $178B ( KO is $308B), stock at $129, YTD return negative 23%, everything is going backwards, a lot of execs need to be flushed, starting with Ramon.

and PEP stocks drop further to 129$ today - lowest since Feb 2021! Another sign for 'a vert bright future' for the company with so many internal problems. I doubt A-thina has what it takes to change DPA and S&T for better! Does she?

@jn I'm happy I managed to move outside of S&T. DPA was a horror show, and I agree with comments about DPA leadership here. G/yatri was not the only problem, her VPs should be gone as well! Some shady, vicious folks still running DPA circus

@jn Speak of audit. Does that dept even exist anymore?? I’ve never been in a corporate organization where audit was so non-existent. I need to be part of that group of nothing here.

@dh Let’s be frank — the DPA model has failed across the board. The organization is burdened with too many L-level senior roles with diluted responsibilities and little business value, delivery managers who lack clear understanding of project scope and possess limited knowledge of agile best practices, and DPA VPs encouraging teams to overestimate resource needs in order to secure larger budgets for their units.

There is no proper oversight nor audit of how funds are being allocated and spent. And whats with having so many design directors to design data dashboards — seriously, DPA is not delivering highly complex, consumer-facing digital products that drive revenues for PepsiCo! It’s absurd!

It would be more cost-effective for PEP sectors to engage local agencies rather than navigating the inefficiencies of the DPA org structure and hoping for the best!
It’s madness! The dismissal of G-ayatri only scratches the surface of the underlying issues. Let’s see what happens next, otherwise this madness will only continue…

@en To date, opportunistic and vicious individuals have prevailed over competent ones across DPA leadership. It remains to be seen whether A-thina has the resolve to drive meaningful change.

@ee No longer laying off....they're just outsourcing. The suppliers are making a mint off of PepsiCo.

@dh more layoffs coming in S&T for sure, no surprise there, it is expected!

@a1 Some of the DPA VP roles were not funded through specific projects and are instead funded under DPA operating costs. Given that there is hardly any business justification for the DPA unit to continue in its current form beyond 2025, it is a matter of when, not if, those VP roles will be phased out - with farewell discussions taking place with HR sooner than later.

It is unlikely that A-thina would choose to maintain the current DPA structure, considering the reputational damage and negative perceptions that have developed under G-ayatri’s leadership. She is well aware of all the complaints raised against DPA VPs in the recent years .
A lack of decisive action on her part will only reinforce and perpetuate toxic behaviors across S&T.

It is in her best interest to make a clean break. Ultimately, she bears responsibility for hiring G-yatri and for allowing an additional year of further disruptions, chaos and inefficient use of PEP funding under DPA!

@bx they will never learn their lesson following the Indian invasion cesspool prevailing right now.

@br Ram K

Who’s the next CEO of PepsiCo?

@a2 lol They also have an interim reporting for InfoSec. Also, Global Procurement. Looks like a trend.

Spot on! I could not bother reading all 3 pages of comments in the other thread!

for now just interim reporting to Athina of some of the questionable folks called DPA leaders.

Wow , 13,000 views ! what an accomplishment G.
Makes sense to continue in a new thread. Any news on more DPA layoffs coming soon?