- Criteria for layoffs? Hmmm, I am not sure about that one.
- What’s the point of layoffs? Not sure about that one either. Well, beyond C-suite and shareholders skimming the cream.
- What’s the credibility of leadership, how are they handling this? None and bad.
- What’s the vision for the future of Nike? To answer that one we have to first come up with the clear meaning of the word ‘vision’.
- Why RTO? Because this is such a creative company humming with positive interpersonal energy, huddling together makes us geniuses.
- What’s our motivation to work harder? I am outta here when the first opportunity presents itself.
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I’ve learned it’s all about cost. My functional leader said it twice when pressed. There is no strategy to it. It’s purely a cost cutting exercise. That’s it.
The surprising part for most people is how sh---y this is being executed. While there isn’t a great way to reduce your workforce there is a way you should NOT do it. Losing six months of productivity, destroying company morale, obliterating confidence in leadership all in an “make or break” Olympic year is d-mb. All people get from their leaders is “I know this is a difficult time and I will let you know as soon as I hear anything” Which means our leaders are lying OR it’s as bad we think and they don’t know what’s happening.
So far it seems like they’re laying off visionaries, people leaders, business minded, and those who embody open, transparent decision making