Offer an Early Retirement Option for those that have endured. Cut the horrible people we have endured. Give the future generation a chance. The time is now. The longer you wait the more damage you endure. Morale is at an all time low, no one believes. The time for change is now, not October 22, but now. You commit, then maybe we commit. Not till then. Damn you arrogant leaders that continue to try to save your failed legacy. Enough is enough. If you need to make cuts do it now. If you continue to play a game with our livelihoods, you are the cowards. No one will follow you. Tick, tick, tick…
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@y7 Yes. Sadly, from where I sit, most do not feel empowered here. Promising talent is limited by fear and rigid hierarchy. On top of that, territorial thinking puts teams in competition with one another to claim credit and favorable optics, and there’s low investment in team development with no external travel/networking opportunities - which leads to narrow perspectives. Not conducive to innovative or creative thinking about the challenges we face.
Few people will speak candidly about this in a bad job market with risk of backlash. But based on experience I believe that if you surveyed the group, guaranteed them anonymity, and asked who they want to avoid working for (or what drove them to leave the company/transfer teams), the same few names and behaviors would come up. Check the survey data and exit interviews too. There are patterns there waiting for accountability.
Losing good people is bad enough, but losing them to preventable issues like burnout, micromanagement, disrespect, and lack of psychological safety is inexcusable.
@g6 leadership is responsible for creating positive culture and empowering their team. Instead the team has silent leaders who stay quiet when challenging discussions are needed, and who enable poor behavior from mid-level leaders by refusing to address issues- sweeping harassment, bullying, s-xism, and cruelty under a rug. People don’t deserve a workplace where they get screamed and yelled at by their leaders. They don’t deserve to have their intelligence questioned. They don’t deserve to be beaten down psychologically until they are forced to leave or until they believe they have nothing to offer and end up staying forever. Team members are afraid to speak up for fear of retaliation, and I hate to say it but the job market su-ks right now so who can blame us.
@bg VRP offered December, 2025. I took the package.
Tell me more about this Procurement team and your viewpoint.
The Procurement team needs new leadership. Widespread hope is for them to be wiped out with early retirement packages to make room for true leaders with actual procurement knowledge. With no changes, toxic leaders with lengthy histories together continue to be in each other’s pockets to protect each other from accountability for how they treat the individuals they call their “family”. Do better. Listen to the team. See who has left the team and take that as a sign that we are done.
Elad hates VRP because too many tenured folks with tribal knowledge would walk. We all don’t get the golden ticket like he would. Works wonka
They are still offering early retirements…. Or at least early “retirements”
@by Q3 earnings
What’s this about October 22?
@bg Early retirement was offered when the DIVs were dissoved to form NNO.
@OP this used to happen. Haven’t heard of voluntary retirements being offered in at least 3 maybe 4 years. However, with the current economy I don’t see that there would be enough takers
So sick of this.
Absolutely. All credibility is gone. We will not be your pawns.