I’ve been gone a while, couple of rounds ago. I had to get this out after many former colleagues reaching out after impact, or scared that they’re next. Nike’s leadership is completely tone-deaf, we know this without saying again and again but my goodness, what on the actual h*ll?!
Another round of layoffs announced just weeks ago. Employees terrified they’re next. Former employees still trying to recover. And what’s happening on LinkedIn? Leaders celebrating promotions and advertising senior leadership openings like everything is just wonderful.
How tone-deaf can you possibly be? The complete lack of awareness, judgment, and consideration for the people whose lives have been turned upside down is disgusting. Read the d*mn room.
People who actually gave a sh*t about this company, its customers, and the work they did have been tossed aside. Others are waiting for the next shoe to drop while leadership continues patting itself on the back.
And somehow, there’s money and opportunity for more senior leadership? Fascinating.
Why are you recruiting externally when you have incredibly talented, experienced employees sitting inside your own organization, wondering whether their name is on some bullsh*t, arbitrary layoff spreadsheet? People who have delivered results, know the business, and could very well be qualified for the positions you’re advertising. But instead of giving them an opportunity to stay employed, they’re reduced to a number on a spreadsheet while you go shopping for talent elsewhere. How about giving the people who are STILL THERE an opportunity NOT to lose their jobs? Disgusting.
And to former Nike employees considering reapplying? Don’t bother. Almost guaranteed you will find yourself automatically rejected. Don’t believe me? Ask around.
How many rounds of layoffs and leadership shakeups does it take before someone admits the problem starts at the top?
And when will Nike realize this goes far beyond the quiet, carefully managed conversations they have with the people they’re laying off?
Those conversations don’t stay behind closed doors. People talk. Families talk. Former employees talk. The public sees it. YOUR CONSUMERS SEE IT.
Speaking from personal experience, it’s sickening to watch. I’ve witnessed serious misconduct concerns involving people who reported to me while watching other employees lose their livelihoods. I have serious concerns about whether accountability was applied consistently and whether race improperly influenced who was protected and who was pushed out. Don’t come after me here, I’m not the only one. Check the post layoff rosters friends.
So spare everyone the corporate messaging about integrity, values, and doing the right thing until you’re willing to demonstrate those things internally.
And those glowing LinkedIn comments? Let’s not confuse public congratulations with universal approval. Some employees are too afraid to speak up, and people outside the organization are desperate for opportunities. That doesn’t mean everyone is buying what you’re selling.
Here’s what Nike’s leadership seems to forget. Your employees ARE your consumers. So are their spouses, children, friends, and families. Every person you’ve pushed out has a story, and every employee still living in fear has one too.
You can spend billions marketing a brand, but you can’t market your way out of treating people like sh*t.
Keep celebrating yourselves. Keep posting about your exciting new chapters while the people who helped build this company are left picking up the pieces while they watch your tasteless parading.
The damage to Nike’s reputation doesn’t end when an employee’s access badge stops working.
The people you discard don’t disappear. They become part of the story consumers tell about your brand.