#employeerelations

But it doesn’t feel like a win. I really feel for the people who lost their jobs, especially given the current circumstances, and it angers me that so many of them were exemplary employees. I’m not a big fan of my job either. I reached my limit long ago, maxed out on exhaustion, disappointment, and ethical conflict. I’m not glad I survived, I’m just relieved I’ll still have money to pay the bills.

Perhaps it’s because l’m young and still early in my career, but watching a mentor I admired get canned yesterday was one of the most heartbreaking things I ever experienced. We’re not talking about the average Joe, but an advocate who went up and beyond for everyone, and was so crucial to the systems and applications that we supported.

I can’t say it comes as a surprise. People have always warned me, but yesterday cemented that we really are just a number at the end of the day. Performance doesn’t matter.

I don’t know how my team’s gonna move forward after losing someone critical. This is not the same company I was excited about joining a few years ago.

Sending good vibes to those affected this week. Some of you had long careers at Juniper and did exceptional work in areas of consolidation. Others of you were also great contributors who just happened to be aligned with people no longer in power now that it's HPE.

As project Crane continues to sla-ghter headcount and increase exec compensation the job market becomes even more unfavorable leaving employees unable to pay their WF mortgages, car payments, personal loans and more. Severance pay is only for people with tenure. So many people we new to wells fargo just a couple of years ago which means at best they might see 2 weeks or so of severance. Pay your bills on that, good luck because its not possible. Unemployment in many states is around $200 a week. What can someone really do with that, NOTHING!!!!

Are there any departments/areas more stable?

From my experience, at one time CSO(Chief Security Office) had more(though not complete) stability but that is no longer true.

Any areas exist today that are more stable? departments, sometimes better VPs in some areas.

I’m a customer (ex-customer starting soon) and an employee. There is no going back after the stunt they just pulled with merit and at the same time they also let go of so many people. All in the same week. How do they look at themselves in the mirror? How? Are y’all possessed? I’m just ready to throw in the towel. The vibe is low, almost like we are in he-l.

ABB ELIP just got rid of 48 positions on 2/17/26. They said they needed to downsize because of poor sales numbers

Sony Group Corp. announced the closure of Bluepoint Games. The Austin-based studio was a PlayStation Studios subsidiary. Approximately 70 workers will lose their jobs next month. This decision followed a business review and new business strategies. Bluepoint Games was known for remaking classic video games.

https://www.technetbooks.com/2026/02/bluepoint-games-sony-closure-leads-to.html

Any teams impacted today?

New update. Some branches will start staying open until 2pm instead of noon beginning April 25th. They are sick of paying those “free” hours when you work a half day Saturday. Also going to help more branch employees to quit so they don’t have to pay severance

Three years ago today I was released from the bondage of a toxic, unhealthy labor environment…. Yes I choose to work there for 20 years with the mindset that it will get better. IF you’re not appreciated financially for what you do then LEAVE! They don’t deserve your talents.
Next step… to make sure the public knows that they were found guilty on three charges of Military Discrimination… yes you heard me!!! Maybe a Presidential Complaint (that is where you file a complaint against … fill in blank) is on the horizon.. :)

How you are feeling after the recent layoffs and complete change in leadership?

I got the layoff call last month, last day is in May. Others on my team who are buddy-buddy with leadership got promotions at the same time. Needless to say I’m done giving this company anything more. I’m withdrawing all internal transition applications and barely going to reply to emails. For the next 2.5 months, I will swipe my card and turn around go home to apply external roles. I can’t believe how many extra hours and long nights I spent working for this company. Congrats to all promoted and good bye to all!

I believe with that officially on some the locals we’re gonna have something released to us soon .Unsure if it’s good or bad but one things for sure I think the retirement medical people that are out there with the increases are in trouble that’s one subject I don’t think company is gonna move too much we will see but search around you will find some locals actually putting a few things out

What is the plan? Is NatGen integrating into Allstate programs? Are we going to be expected to learn theirs? What is their leadership like? It seems like a lot are being shoe horned into leadership levels at Allstate which is not great considering how NatGen does business in regard to their employees...What is going to happen between the two companies and more importantly what is the plan for adjusters and appraisers?

With the pending cuts and return to the office , I would like to know will the office be providing free coffee and lunch at least one day a week? Am i going to have equipment at the office and at home? I should not have to carry my computer, monitors, cables between home and the office.
I now will have lost time due to travel, have to spend money on travel to and from the office.
I have been told that it is expected we are in the office eight to five and they will be monitoring who is late or leaves early. This place gets worse by the minute

Seeing all the curated nonsense coming from the partner meeting on Amplify, I asked Gemini to share characteristics of a cult. Here’s what it gave me.

“Cults are typically defined by a charismatic, unaccountable leader, high-control, and exploitative behavior, often utilizing thought reform and isolation to create total dependency. Key markers include unquestioning commitment to the leader, intolerance of criticism, and a, "us-versus-them" mentality. Examples include isolation from family/friends and mandatory, constant financial or time commitments. 

Key Characteristics of a Cult

• Charismatic, Authoritarian Leader: The group revolves around a leader who is viewed as the ultimate authority, often a messianic figure, who is not accountable to any authorities.
• Isolation and Control: Members are isolated from the outside world, including friends and family, to foster dependency.
• Coercive Persuasion/Thought Reform:Techniques like chanting, meditation, or intense work routines are used to suppress doubt and force compliance.
• Exploitation: Leaders often financially, emotionally, or se-----y exploit members.
• "Us vs. Them" Mentality: The group creates conflict with wider society, viewing themselves as superior or enlightened.
• No Tolerance for Questions: Dissent, criticism, or doubt is discouraged or severely punished.
• Preoccupation with Money/Recruitment: The group constantly seeks new members and funds, demanding significant personal resources.
• Fear of Leaving: Members often fear reprisals or believe there is no life outside the group.”

Tulsa Public Schools announced layoffs impacting administrative staff. Fifty administrative roles are affected by this decision. The district stated the move is necessary for organizational health. Budget challenges and fewer enrolled students contributed to the deficit. Current employee contracts will be honored through June 30.

https://www.kjrh.com/news/local-news/tulsa-public-schools-announces-layoffs-50-administrative-roles-impacted

Every new manager believes that the only way to show impact is to “start from scratch”. Most of the time they just repeat old mistakes but because they are surrounded by their newly minted hires, no one is there to tell them we tried this 15 years ago and arrived at the same conclusion so you might want to do this and that. This is so painful to watch at times. Forcing out experienced hires to make space for “cheaper” brand new hires only to relish old mistakes and call it new learnings. Not sure if business continuity is any better at Exxon, Shell, and others. And by the way those old mistakes can be very costly.

hi, i'm just worried i was saved last year with 3 rating, but i am seeing there will be other round of layoffs june, and on what bases

I'm a LL6 in a very tech-heavy area of Ford. Often times, I feel like there are cultural issues where India coworkers don't listen to anybody who isn't above them on a pay grade (i.e. a LL6 won't listen unless instructed by a LL5 or higher). They also feel like it's okay to get in your face and try to micromanage you even if they're not your boss, not to mention their accents are very difficult for the average American to understand. I've seen many conflicts between American and Indian colleagues on the same projects, likely stemming from differences in cultural norms on work collaboration.

Anybody else feel this way?

If you were laid off, could you please state the area you were laid off from and your role or grade level. Just want people to keep informed.

Gave this place 18 years. That’s the thank you I got. Loyalty means sh-t these days.

Anymore layoffs today in E&I specifically in tech ?

Or will you go and eat another one of their bullsh-t sandwiches?

This is the second time within months our team was hit. How are we supposed to do our jobs and remain sane when layoffs are now basically a monthly occurrence?

Tiffin Motorhomes Incorporated filed a WARN notice in Alabama in February 2026, resulting in 139 layoffs.

https://www.warntracker.com/company/tiffin-motorhomes-incorporated?ref=warntracker.com&utm_source=warntracker.com&utm_medium=referral

The timing is not a coincidence: Verizon is essentially funding the start of that $25 billion buyback program with the savings from those 15,000 employees.
The "Cost Transformation" Math

In late 2025, Dan Schulman launched what he called a "cost transformation." Here is how the numbers connect:

The Layoffs: Verizon cut roughly 13,000 to 15,000 positions (about 15% of their workforce). This was the largest workforce reduction in the company's history.

The Savings: Management told investors these cuts, along with AI automation and switching company-owned stores to franchises, will save the company roughly $5 billion per year in operating expenses.

The Buyback: They then announced a plan to spend at least $3 billion on share buybacks in 2026.

Essentially, they are taking the money saved from 15,000 salaries and handing it directly to Wall Street.
Why this fuels the "Bonus" argument

You mentioned the concern about Dan Schulman’s bonus, and the layoffs add a specific layer to that:

Efficiency Ratios: CEO bonuses are often tied to "Operating Margin" or "Free Cash Flow per Share." By cutting 15,000 people, the "cost to run the business" drops instantly, making Schulman look like an efficiency genius on paper.

EPS Manipulation: As we discussed, buybacks reduce the share count to boost Earnings Per Share (EPS). When you combine massive cost-cutting (which raises the "Earnings" part) with buybacks (which lowers the "Shares" part), the EPS growth looks explosive.

The "New Sheriff" Strategy: Schulman is using the classic "Kitchen Sink" approach—take all the painful hits (layoffs, massive severance charges of $1.8 billion) in his first few months so that 2026 and 2027 look like a massive "recovery" that he can take credit for.

The Human vs. Financial Cost
The Wall Street View The Real World View
"Leaner and Scrappier": Analysts cheer the $5 billion in savings as a way to protect the 6% dividend. Morale & Service: Cutting 15% of the staff (mostly middle management) often leads to worse customer service and slower technical fixes.
"Capital Discipline": Returning cash shows they aren't wasting money on "ego projects." The Human Toll: 15,000 families lost income while the company "found" $25 billion for its own stock.

NO GROWTH NO STRATEGY JUST BIG FAT CATS

So Hans ran the company into the ground and gets an extra year of his 24 million salary. Sampath gets a 4 million dollar retention bonus and leaves 3 months later. Meanwhile store managers are being read the riot act if their stores have overtime. Cause my 3 hours of OT are gonna sink the company. Way to take care of your people Verizon. I always knew I was a just a number. But I felt like an appreciated and valued number. Nope. I am no longer proud to work here. Verizon wants me to do the impossible but God forbid it takes me 42 hours. Can't wait for the next pulse survey.

Any managers released from their jobs recently?

Does HR or someone higher up communicate that news to you?

Any rumors on what bonus payout will look like ? I’m over due for a promotion but it looks like this year will be another year of waiting.

I don’t know specifics, but Optum Learn experienced a RIF today.

Has anyone received an email about the badge being deactivated before layoffs discussions? Several teammates have received an email stating the badge has been deactivated and when they speak with their leader the leader doesn’t answer any questions.

I developed the skill to solve everything and anything - attended and prioritized the needs of my VPs and directors - even the ones who should have never been made directors at all - and what I got for that? A “ RIF “ ( you no longer needed) - make YOURself first - dont let
Them get to you!

Just got the call from my boss. Position eliminated. I got the impression she did not know until shortly before I did. I had my review yesterday and got 4 then this today.

Ask co pilot what GK’s target bonus is for this year.

At this point I find myself surprisingly hoping to be on this je list, and wonder how many others have gotten here? I wasn’t feeling this way and know it’s a bad market apparently but some severance and time to pull myself out of the anxiety I now live in daily and sounds actually like the better option. Worried about further decline after more loss if I am still here, certainly not going to get better any time soon and will just mean more work for the rest of us, at the end of the day I don’t get an email I think I’ll have more envy than survivors guilt. Sad it’s gotten here used to love my job my company.

We need to unionize before its too late!

I left in January before OPO closed and before the PE axe swung. Things were tense when I left and I know they got worse before the big cut.

Is DF packed wall to wall? Are the parking lots insanely packed? Does anyone care about their job anymore? Are the contractors all gone?