Thread regarding Nike Inc. layoffs

Uff a lot. Some of them already mentioned it before

1. Fire consultants and unnecessary director level employees. All they do is go to professionals, ask for answers and run away with the credit. Stop promoting bullsh-tters into leadership roles and get the people with knowledge into those roles

2. There needs to be innovation in all tech: shoes is one thing, but we havent had innovation in clothes since fleece?

Older generations still stick with adidas because of simple design. And here comes nike with the latest bubble shoes.

3. Fire our d-mb CFO that keeps messing up earning calls with negativity. Stock is going down and so is the faith of the shareholders

4. Restructuring of the benefit plans to fit the 21st century.

5. Get your strategic plan in place. Under mark parker we had clear guidelines with the focus on hubs and keycities. Now its every man for himself. What do you want to accomplish?

Not done, but ran out of time

It's past time to get rid of all the people intent on making Nike a company that does things because “that’s how it’s always been done.” Either we want to innovate or we're ok doing the same thing over and over.

If you are a manager, director, sr director, or VP that refused to learn how to be an effective leader to remote workers, I think we all have to question in what other ways are you incapable of growing? What other things that are important to your job are you refusing to learn? What other skills are you purposely lacking?

Lack of innovation isn't an issue only for product. Keep doing things the way your grandfather did and pretend because you now use a keyboard that it’s somehow different. The workforce and the world has evolved, some companies embrace the change and others are riddled with leaders unable to change. Those leaders would see Nike embrace being a nostalgia brand rather than accept that the world has changed.

The contractor tilt is too heavy. The days of feeling like an owner are over for so many. People used to work with pride of ownership and being part of something larger. Now people only work for the pay.
The contractor path has ruined so much of the campus culture and charm. I’m a 25+ black badge employee and my statement is clear to see everyday at WHQ. Has this effort really saved Nike anything?

Offer the opportunity to volunteer for layooff/severance package. Then interview whoever stays and listen to the feedback. Make a list of top priorities. Communicate the priorities. Be clear on expectations for success and timelines. Not hard and i dont have an MBA

Fix our product data. Stop offshoring tech. Hire more athletes. Throw more parties. Bring back Boston Deli.

I’d start with making sure I got a fat one time cash bonus, then quit. Maybe disguise it as I got struck down with the poops and had to take time to recover and spend more time with my family.

Then I’d probably come in here and make some pseudonyms and defend myself.

Swap out those fancy decks for plain, simple docs to skip those long, pointless presentations and save some time

Have the guts to fire people who su-k at their jobs instead of moving them around and hoping you get a chance in the next big layoff.

make me CEO

1. Stop hiring leaders that are just here for a paycheck. They need to be passionate about the industry and our brand. Replace the ones we’ve already got.

2. Dump the consultants. We hire them to finish projects, their boss hires them to create more work.

3. Continue that thought and cut anything that exists just for the sake of continuing its own expense and existence.

DEI should be a grassroots led locally social effort with some HR guidance in hiring, not a massive top down leadership chain filled with bloated salaries, underqualified hires, and no ROI for the company. Same for the innovation & data analytics corners of the company. And all the firms they contract with.

We have too many blank checks, no care for ROI, no accountability, and few quantified measures of success.

Stop promoting leaders who don’t understand the work and giving them any power to make the decisions. The nepotism and di-k su-king is a legit situation, and it truly needs to stop if they want Nike as an enterprise to succeed. Sh-t doesn’t move forward because of the poor choices that the leaders, who aren’t even qualified to have their roles, run around with their massive egos making horrible decisions that solve for the interim but don’t solve for the long term. They truly don’t understand the concept of return on investment. I’m not against people who make a transition into a role that is different from their professional and educational background, however, I am against giving those who don’t even take the time to learn and assume they know everything and try to steamroll the rest of the team. This also happens because of the ETW model, in my opinion. They hire consultants who create the work and then take their work and try to present it as their own. They skew the narrative and assume whatever the consultant had put together was “easy” because it’d been simplified so much for the d-mb LT to understand, that they think it’s easy enough to take over. It’s almost laughable that this happens day to day but that would be my suggestion on how to improve. Also stop giving s-xist boomer white men all the power. Plz for the love of god.

1. Quantitative and top-down CFE process
2. Once someone is confirmed to be poor performing, not waiting for a layoff round to get rid of them

Bring back cubicles

Don’t change some countries flag on their jersey and stir up even more boycott talk. It’s ok to stick with the basics sometimes.

Go back to making good shoes instead of empty speeches.

Bring back the childcare center at WHQ!

I wish Nike embrace the casual market just slightly more. Wider shoes and more relaxed fits. Also there are too many shoes.

I see your Texas and raise Colorado

Move HQ out of Portland to Texas. Not because I’m a hick but because it would help both employees and the employer . It’s a tax haven enough space to build an even bigger campus with actually offices or cubicles for all. The central location would help recruit the right talent we needed, would tackle diversity authentically instead us having to bus it in and watch it drive away a couple years later because the place is too ostracizing. Then Nike could get away with robbing people salary wise like they do and the employees might not be so upset because our purchasing power would go up due to no state tax and a cheaper cost of living. The infrastructure of the cities (😬outside of the power grid )are equipped to handle the people and that is for everything grocery shopping, medical, social, adventure, homes . I wouldn’t even worry about personnel changes because those would happen naturally. But the entire HR and Talent Acqusition department would be audited and i would make the review all job descriptions with actual people in the role not a hiring manager who hasn’t worked in the space in years. Excuse the long post

JD and the ELT outta ideas? all out of fresh consultants? no one left to fire?

crowdsource the layoff!!

Accountability. Create a cost, pay the cost (have to budget for it). No more d-mb process, bad design, or logic/coding error created by one team that costs downstream teams infinite time, resources and money - where they have no way to recoup the cost from the team that created the problem. To get the causal team to pay for it, they have to agree to pay for it, which of course will never happen. Teams need the ability to charge costs directly to the problem team without their agreement. Is simple things costing us millions over time, that have a clear ROI, but never get fixed or made to work right, or be automated vs manual work arounds fraught with errors, etc. In short, Nike is flushing millions because of the massive web of small to medium sized issues that never get attention. We are not Lean, nor are we Agile. We only focus on the big projects (replacing what we already do, and usual going backwards in functionality because of the stupid ‘MVP’ approach - which leaves multiple bugs, errors, and functionality gaps that never get addressed. Be better Nike - take responsibility for your part of the house, clean up your sh@@, and don’t dump cr-p on your neighbors. Very basic things when it comes to working efficiently across a large organization. Customer facing stuff is especially messed up, is like there is no advocate for doing things right, being easy to do business with, automation, process gates & validations… is many teams just dumping cr-p on each other creating a snowball effect of inefficiency. Be accountable. Care. Pretty simple really.

Wide shoes.

Get rid of all the art school, sneakerhead kids and replace them with athletes with industrial design degrees.