I have a relative that works at Nike. I'll have a Bachelor's in Cybersecurity in two years and have been considering applying to Nike at that time. But perhaps not now. I heard about the layoffs, the all hands that got cut short by 20 minutes, the "pound of flesh", etc. Now I question if I should even apply if the management philosophy is to "manage out" 75% of new hires in the first five years (according to the video clip of JD in this forum). I'm sure that is a common tactic in various C-suites but it's just sc-mmy to hear it said out loud. And the alleged "Big Brother" approach to the global meeting comments (mandatory HR meetings, etc.) also puts a sour taste in my mouth. Leadership that cannot handle raw and real criticism doesn't deserve to lead imho. I realize I don't have a dog in this fight and ultimately it is none of my business, other than Nike at least WAS on my short list of places to apply to.
And to the people on here that are calling those that are unhappy, "adult babies," when leaders openly mess with your mental state with uncertainty as to your employment status and by extension your ability to pay bills, people get upset, very upset. The same thing happens with large corporations when you affect their bottom line. No one likes others touching their wallet. This is conjecture on my part, but maybe these "adult babies" as you call them are acting out out of fear and uncertainty and perhaps they feel like they have no other viable way to express themselves. I am sure there are many true "adult babies" out there, I believe those to be in the minority. Being a corporate shill and nay-saying any dissent is disingenuous, degrading and cultish. So get off your moral high horse, go F yourself and become a better human.
However I will agree with JD on one point. "No one cares more about your career than you." That is undeniably and objectively true. It is up to each individual to ensure that their skills are relevant and are always improving in some way. It's a two way street, the workers work should their way up and execs (or at the very least middle management) should foster that growth; not look at a cohort of new hires and think about how 75% of them will be gone within 5 years. Or allegedly "have HR meetings" with those that voice discontent. That's just ghoulish. You can say that execs are there to keep the shareholders happy, which is true, but if you are making a mess of things, that COULD affect the bottom line (it's not guaranteed) and leave the shareholder's dissatisfied. In that way leadership fails twice.
TL;DR Are you guys hiring?