Thread regarding PepsiCo Inc. (Pepsi) layoffs

I tend to agree with this post but I’ve been with Pepsi for a long time!

It’s far from perfect, but if you don’t like it, then leave. I’ve chosen to stay, so I don’t feel I have the right to complain. Instead, I choose to be grateful for a long career and ongoing employment.

There’s nothing wrong if you’re unhappy, but if that’s the case, find another company. If you can’t, then appreciate what you have.

It’s pretty simple.

@1tb You’re absolutely right; this ship is going down.
The amount of toxic sludge and sheer racism exposed here will be the main reason, according to reliable sources, that the DPA will be completely eliminated and all U.S. roles will be gone soon.

Good riddance to this cesspool, I say. hope we all land somewhere better soon.

@1ta wouldn’t be surprised if some of the replies here are actually DPA VPs backstabbing each other, scrambling for relevance as VP roles face cuts after DPA’s collapse. That said, it’s hard to disagree with what employees are saying—there’s overwhelming consensus about the toxic and abusive culture that’s plagued DPA.
CESSPOOL!

@1r8 No wonder some DPA VPs are running scared—desperately trying to discredit the flood of comments from S&T employees, especially as their names keep coming up in connection with repeated abusive behavior. DPA is a sinking ship. No other PepsiCo thread on Layoffs site has drawn this much attention. G-ayatri has certainly left a remarkable legacy—her VPs are in full panic mode.

@1rb were foreigners involved in that too?

the situation at this company is getting worse and worse - lets bring back good paying American jobs and make America great again!

Look out for this threat being referred to in local media this coming week, in reference to Frito-Lay plant closure in Liberty, New York

@1qv I believe they're all looking for new jobs, which they will sure land thru the lies they propagate. This thread has brought to light the toxicity, disorder, and deep racism within DPA. Now, with company monitoring in place, people are on edge. I've heard that most of DPA will be dissolved soon, leaving only a small team in the US, while the remaining robts are expected to be made redundant and shifted offshore...
Alas this is the march of corporate profits with no regards for loyal employees.

Just one word: CESSPOOL ! . That’s what DPA is, based on this thread. It’s truly disturbing to witness the toxic culture and dysfunctional organization G-yatri leaves as her legacy! Hard to imagine how this ship can keep sailing under the DPA flag

@1qt if you are not a PepsiCo employee why waste your time here? Or is it one of dpa leaders scared and are now looking for jobs?

@1p8 Honestly, anonymous individuals must have meaningful and fulfilling lives. They are calmly engaged here while I am actively pursuing and securing valuable job opportunities. This company must have an excellent reputation if they are hiring a skilled and dedicated group of professionals like you.

@1p8 -It seems like some DPA leaders might be on this thread, given the name-calling—which only reinforces the kind of bullying behavior we’re speaking out against here. I doubt HR will take any meaningful action—Carmen hasn’t been effective. And if any of these leaders were to be let go, wouldn’t that reflect poorly on Athina, since they were hired under her watch? She’s made some unrealistic commitments to the board, and if she’s trying to hit those targets by any means necessary, it’s unlikely she’ll remove people who are abusive. Right now, her priority seems to be protecting her image rather than doing what’s right.

Like it or not, the truth is already out—and it seems some unfit DPA leaders and VPs are scrambling to discredit the Layoffs site because S&T employees are finally shedding light on the toxic culture within DPA !

@1nk Anyone who is not accountable for what they say, and how they say it to their teams, and who engage in abusive conduct - have no place in leadership. Period. This standard applies unequivocally to Adamyash and to any other leader across DPA or S&T. Tolerating such behavior directly damages our ability to deliver value to PepsiCo and erodes trust with stakeholders across sectors.
The S&T brand has sustained significant damage over the past two years, and we cannot afford to tolerate any more leaders who fail to truly lead!

8500 views…. what next? we require to be listened!!

In one of the recent comments, someone referred to this as the ‘DPA cesspool’—a fitting description of the situation we’re in. G-yaatri, you must be truly proud of the legacy you’ve left at PepsiCo.

@1hk I hope you are correct on more changes coming, but history suggests this will not happen

It's good to see that my vision wasn't the only one. I believe there are highly skilled professionals in DPA who are underutilized by its leadership — a leadership that, frankly, shows a lack of seniority by failing to contribute anything of real value

meanwhile, myself and a lot of other people are loading up on HEB chips today in Plano for the long Holiday weekend while PEP wallows in this toxic and completely dysfunctional DPA/S&T cesspool. I hope everyone has a great Holiday weekend.

@1gv More changes are expected soon, including departure of some of the VPs . The ongoing pressure and the negative buzz around DPA and G-yatri’ already seem to play a part in what’s unfolding. Plus sectors are fed up with S&T mess!

@1gv nothing will happen. This will either be swept aside with no commentary (a la Seth and Vikram departures) or we will be treated to a glorious comms reflecting G’s many PEP achievements as she moves onto her next chapter. Either way, the rest is far more likely to not change than it is to change.

I understand the negativity directed at G and her leadership team, but it's irrational to specifically target members like Yogesh, etc.. Yogesh has been the backbone of DPS, now DPA, he exemplifies a leader who is always accessible and unwavering in his support. Constructive criticism is always appreciated, but false claims, such as leadership team members receiving vendor favors, are entirely inappropriate

@1d6- I support the intent around diversity. I’m struggling to see the actual cost benefit of having an India hub. If we look at Santosh’s org, for instance, the travel from India to the U.S. happens more frequently than for U.S.-based team members. The teams travel often and seem to prioritize social events over business needs. Just this week, an entire group flew to Mexico simply to “meet the team.”

If offshore teams are traveling this frequently, we need to question the structure—what’s the point of having a cost-effective offshore model if the travel offsets those savings? Meanwhile, U.S.-based employees are heavily scrutinized for travel, while India and Mexico teams seem to have far more flexibility.

@1dq there is Jeff Jackson . Arun is also very good.

Is there not a single good person in the entire DPA?

Simple solution here folks. One word: diversity. Look what it already did for Boeing....

Board members and shareholders should see this thread. S&T has been rampant with mismanagement and a toxic work culture for years. A-thina had so many directionless initiatives that over promised results. People were pressured to embellish business impact or risk getting poor reviews. Of course there were several decision makers outside of S&T who applied this pressure for their own benefit as well and turned a blind eye to some questionable business practices. It comes as no surprise the people who spoke up and pushed back on this behavior either quit or were included in layoffs.

Yes, I agree with last comment. We cannot forget this topic already have more than 6000 views here in only 7 days — more than any other discussion about Pepsico. More than 50 comments from our employees, and many reactions. This topic is very important for many of us.
Athina and other Pepsico leaders need to move fast and look serious into what people said here. This is not about G-yatri anymore. More than 6000 views! — this is big reason to take action, no need to wait for media to talk about it. We already had enough bad news in media recently, and we want the change Pepsico for better. OHS did not help, especially when some VPs and Senior Directors threaten their team members if they see any negative feedback in OHS. Limited incidents or common practice?

It is deeply troubling to see some individuals searching for alternative motives here, especially as numerous colleagues have raised serious concerns about the conduct within S&T and DPA. I fully agree with the comments pointing out that OHS has failed to adequately address the toxic culture. The issues we face are not limited to G-yatri and her ineffective leadership team (most of them should have been gone in last year re-org). The issues run much deeper and require urgent, honest scrutiny instead of unjustified search for alternative motives! There is a reason the post about G-yatri and DPA has drawn so much attention and criticism on this site, far more than any other post about layoffs at Pepsico.

While g..try leaving may bring some relief but the toxic sludge at the top leadership right down to senior directors is beyond lunacy.
I see dark day ahead for this org from where we were.
Sure we could have delivered phenomenonal value but we the workers were not see as assets and are still not treated as such. Instead you have toxic CIO who lies all.over the media while brutalizing her own teams.

Let us really ask the question what value has the Indian hubs or Indians directors provided. Their toxicity brand and backstabbing with zero ethics and racist behavior by using dei to get to their objectives of corporate control is reality.

Impose quotas not tarriffs on Indians. They have taken over all aspects of leadership and top positions. They block progress and opportunities by hiring their own.

While leadership transitions naturally spark commentary, the tone and timing of multiple posts emerging in close alignment raise questions about coordination. It's important we stay vigilant against what appears to be an orchestrated campaign targeting select individuals under the guise of reform.

Constructive criticism is vital for progress, but fairness and integrity must anchor that dialogue. Repeating reputational concerns without substantiation risks undermining not just individuals but the broader credibility of our internal discourse.

Yes, this moment presents an opportunity for a reset—but one grounded in facts, transparency, and respect for due process. Real transformation requires more than just reshuffling roles; it demands thoughtful, inclusive leadership that encourages accountability at all levels—without resorting to innuendo or anonymous targeting.

Let’s focus our energy on ensuring the next chapter reflects both the values of “The PepsiCo Way” and a commitment to building trust, not tearing it down.

G-yatri has departed (almost!), leaving behind a widely criticized legacy across S&T and beyond. That chapter is firmly closed - her exit arguably should have happened last year, or better yet, been avoided altogether through more prudent hiring.
What’s more compelling now is observing which members of her costly and controversial VP team will be next. Several individuals carry at least ´reputational concerns´ not only within their own teams but among many key S&T stakeholders.
This moment presents an opportunity for a meaningful reset - true change must extend beyond the VP level to include senior directors and other leadership tiers. It’s important to address cases where roles have been misused for personal gain, including individuals not based in any official PepsiCo office and with questionable experience and skillset, unfit to lead. OHS survey clearly failed to pick up a lot off concerns raised here by our colleagues!
Let’s hope this re-org is swift and decisive. The 2024 process dragged on far too long, delaying progress. Teams deserve focus and credible leadership aligned with "The PepsiCo Way" values, so they could return their attention to delivering real impact!

While many of the concerns raised here reflect real frustrations and deserve thoughtful attention, let’s also not ignore a different pattern: some of the loudest voices now speaking out were notably silent when things were going well for them—or when poor decisions were benefiting their careers. It's important we don't confuse accountability with opportunism.

Calling out leadership failures is valid. But trying to rewrite personal underperformance or inaction as righteous outrage—after years of complicity—is not just unprofessional, it undermines the credibility of those with genuine grievances. If we want real change, it must come with integrity, not ego-salving vendettas disguised as moral high ground.

Let’s stay focused on rebuilding better—not just burning bridges behind us.

If only G-yatri was let go the same time as Vikram!!! Probably along with some of her questionable VPs!

What happened to the post about leaders engaging in questionable actions? I thought I saw it earlier but can’t find it now. G-yatri is gone—was she the root cause, or is there more beneath the surface? Vikram seemed to take the fall for something when he left—could this be a similar case? It’s also clear Athina has lost control over her leadership team, especially with the way they’re spending company resources

Wow, this post is really gaining traction. I’m curious whether it’s reached Athina and senior leadership - and if so, whether there’s been any reflection on the thoughtful comments shared by our colleagues here. Clearly there are some serious issues across S&T!

I’m not sure who specifically hired or recommended her for such a senior leadership role at PepsiCo, and therefore I’m not looking to assign blame. However, it’s important that those involved are held accountable for the decision and the apparent lack of thorough vetting. The financial cost over the years has been significant, DPA wasted PEP money!, and unfortunately, many talented, devoted individuals were pushed out due to her actions. The absence of integrity and demonstrated leadership competence has left a lasting negative impact — a clear example of the deeper issues currently facing PepsiCo. Athina should really address many of the concerns listed here by our colleagues!

If any company tries to fall for over-promising from G-yatri Narayan again let’s hope they do proper vetting next time and come across those valuable insights from so many PepsiCo colleagues! She might be gone ( soon) but hey poor legacy and damage inflicted will continue to be the pain for many of us! Fingers crossed that some of her VPs will be gone too!

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.

There should be a proper independent audit on how G-yatri was hired, who and how she appointed into DPA leadership roles, and how DPA was ‘ spending’ money! Problem was not just G., some of her VPs outrageous with clearly not sufficient skills and experience to ‘lead.’ Hope a proper clean up of the rest of DPA leadership will follow shortly! Some names are already mentioned here in comments, rightly so!