Below are all the posts — topics as well as replies — that mention the hashtag #layoffs.
Mention #layoffs in your post to continue the discussion!
You guys got it all wrong. It’s all about saving the youth from isolation. Fighting traffic, fighting for office space and waiting for the next round of layoffs is needed to save humanity! See and hear for yourselves. :-(
https://www.wsj.com/video/series/wsj-leadership-institute-leaders/why-atts-25-billion-plan-demands-a-new-corporate-culture/91BB8221-DDDA-49CB-B565-5356447B351F?mod=WSJvidctr__pos0
Ericsson has submitted a notice to the Swedish Public Employment Service and initiated negotiations with relevant trade unions, it said in the statement. “Approximately 1.600 positions could be impacted in Sweden. The Company has initiated negotiations with the relevant Swedish trade unions.”
https://www.msn.com/en-in/money/news/ericsson-layoffs-telecom-equipment-giant-to-cut-1-600-jobs-in-sweden-in-push-to-cut-costs/ar-AA1UfYQp
We were told that there's a major announcement coming up next week and a bigger cuts to be announced at the end of January.
Focus will be on colocation again,
if you were an Exceptional performer last year you're on the chopping block if you're not in the same location as the rest of your team.
Sh*t is happening today.
All tech shares saw a drop today. But SAP's is a small drop in the bucket. Wait for the 29th when the quarterly financial results are out and you'll see how much faith investors actually have at SAP.
Investors are realizing two important things: (i) that SAP is abandoning its core revenue generating businesses for stupid AI features that do not work and no one wants to pay for, and (ii) that SAP has no real strategy to grow the company revenue. They're only focused on saving some operating costs using layoffs and by cutting down on employee salary budgets and benefits. But there is no real plan to make the company more profitable. There are better companies to invest in and that's where shareholders are focusing their wealth.
Also there has been a talk between SAP executives to restart share buybacks. Maybe that's why some of the millionaire executives are dumping their shares.
An on point post from @a9+1keyr10dv.
What else can they say? VZ is hurting big time right now. Employees won't even know "the plan" until Feb 5 according to our java drinking cowboy.
On Wednesday, Jan. 14, Noridian Healthcare Solutions announced a reduction in force that affected about 7% of Noridian's employees.
That's according to Cailin Shovkoplyas, communications manager for Noridian, who added that the change is connected to an organizational restructuring that "aligns staffing with current federal funding levels" and positions the company for long-term competitiveness.
https://www.inforum.com/business/noridian
Here's one guy's take on this move vs. don't move.
ACCEPT:
If you are a L2 or L3 with little or no experience outside of AT&T. As in, you joined out of high school, military service, incomplete college, or an online degree
If you are in a role/job title in which you do not meet the minimum qualifications. As in, AT&T calls you a PM but you have never actually managed a project or if they call you an engineer but lack the qualifications to work on a L1 NOC.
If your role recommends an advanced degree but you never completed the undergrad.
If your 'industry experience' means that you are familiar with most of AT&T's products.
If you feel that your job at AT&T challenges your mental abilities.
Or, the inverse - If you feel that AT&T is a cake job and you feel like you get paid for doing nothing.
If you accidentally/purposefully took credit for work or ideas that weren't actually yours.
Finally, if you believe that losing your job at AT&T would make you unemployable at the salary that AT&T has shackled you with.
If you answer yes to any of those, you should consider relo. You are the kind of person AT&T wants.
REJECT:
If you have at least 1 prior position working in your chosen field with 3+ years of experience prior to AT&T.
If your supervisor has ever disparaged formal education or prior experience.
If you do not feel challenged by your role and consider that to be a 'bad thing'.
If the idea of fighting for office space reminds you of being back in kindergarten.
If you're tired of having to explain technology basics to your coworkers and managers.
If you feel that AT&T puts dividend checks before employees or customers.
If you're tired of hearing the story about that time your id--t director almost played a significant role in that billion dollar startup.
If you're tired of inept leaders who frequently remind you that Bill Gates, Michael Dell, and Steve Jobs didn't have college degrees all while they rely on chatgpt to make up for their 8th grade writing skills.
If you are competent, confident, and employable.
If you answer Yes to most of these, you should hit the REJECT button. Take the package, brush up on soft skills. Practice interviews without using "AT&T" in every answer. Don't talk to your leadership any more than you have to. You aren't under any obligation to train your replacement. "I support my team and my customers" is a perfectly reasonable answer. If your director or VP can't explain what you're working on, tough luck, buddy. Guess that's another thing you don't have in common with Dell or Zuck.
Just remember, if you are willing to let your employer dictate your very life, you are EXACTLY the person THEY are looking for. Make no mistake, you aren't valuable to them. Just the opposite, you are a peg to fill a hole. You are table stakes. And yes, you can be L3, L4, or higher and still be table stakes. Need I remind you of our engineering SVPs who clearly weren't technical but they fit a particular hole for a period of time.
I've made my decision. I hope this helps you make yours.
Today was rumoured to be a large RIF day. No news thus far.
Verizon’s Recent Outage Exposes a Deeper Problem: Treating Operations as a Cost Instead of an Asset
Verizon has long positioned itself as a leader in network reliability and resilience. However, the company’s most recent network outage has raised serious questions about internal priorities—particularly following Verizon’s decision to lay off approximately 13,000 employees last month, many of whom came from operations and technical organizations.
While Verizon has not officially attributed the outage to workforce reductions, the connection cannot be ignored by those familiar with large-scale telecommunications operations. Network outages are rarely caused by a single failure; they are the result of systemic conditions that develop over time. Staffing decisions—especially within operations—are one of those conditions.
Verizon’s Network Runs on People, Not Just Infrastructure
Telecom networks do not exist as static systems. They are living environments that require constant monitoring, tuning, and intervention. At Verizon, this responsibility falls primarily on operations teams—network operations engineers, field technicians, escalation specialists, and incident managers.
These teams are not peripheral to Verizon’s business. They are the business.
When experienced operations staff are reduced, remaining teams inherit:
• Larger spans of responsibility
• Slower response windows
• Reduced redundancy in expertise
Over time, this weakens the network’s ability to absorb and recover from disruptions.
The Overlooked Consequence of Verizon’s Layoffs: Talent Disengagement
The impact of Verizon’s layoffs did not end with the employees who were let go. Among those who remained—many of them high performers and subject-matter experts—a different effect emerged.
Fear.
Highly skilled operations professionals began reassessing their future:
• Some actively started searching for new roles
• Others secured positions elsewhere and left quietly
• Many stayed, but with divided attention and growing uncertainty
These are often the individuals who carry critical institutional knowledge—people who know how Verizon’s network behaves under stress, how legacy systems interact with newer platforms, and how to prevent minor issues from escalating into outages.
When these individuals become distracted or disengaged, network reliability suffers, even if headcount numbers appear sufficient on paper.
Operations at Verizon: Viewed as a Burden Instead of a Strategic Advantage
A broader issue underlies this situation. Like many large corporations, Verizon has increasingly treated operations as a financial burden rather than a strategic asset. Operations are often categorized as “non-revenue generating,” making them frequent targets during cost-cutting initiatives.
This mindset is fundamentally flawed.
At Verizon:
• Operations prevent revenue loss
• Operations protect brand trust
• Operations ensure service continuity for millions of customers
Without strong operations, every other investment—5G, fiber expansion, edge computing—rests on unstable ground.
Why Outages Become More Likely After Cuts
Network failures are rarely instantaneous consequences of layoffs. Instead, they emerge after:
• Knowledge gaps widen
• Response teams become understaffed
• Early warning signs go unnoticed
• Decision-making slows under pressure
By the time an outage occurs, the root cause is often months old.
For Verizon, the recent outage should not be viewed as an isolated technical event. It should be understood as a predictable outcome of deprioritizing operations.
A Critical Moment for Verizon
Verizon remains one of the most capable telecom companies in the world. But long-term reliability depends not just on technology investments—it depends on the people who design, operate, and protect the network every day.
If Verizon wants to uphold its reputation for reliability, it must reassess how it values operations—not as a cost to be minimized, but as a core asset to be strengthened.
Because in telecommunications, operations are not overhead.
They are the backbone
Group meeting followed by a touch base meeting informing role will be eliminated. HR executive stated that the company is moving to "A Global HR Model" and that outsourcing of Admin and "transactional" tasks will be taking place by Genpact an overseas outsourcing company. Introducing a new HR System 'Workday" to replace UKG and Cornerstone.
Claim is that it's due to a "Significant operating expenses at national and international functions". Company moving to a "globally standardized system". Something about based off the new operating model group in Austria. Leadership does not have enough information to tell when cuts will begin but will take place in phases with at least a 60 day notice. Jobs being cut from Aug 2026 though March 2027. Estimated 130 HR roles cut (half the dept) all teams affected except internal communications and HR project.
A separation support package will be provided (if they stay on till the end of employment) must be agreed to within 45 days:
Decision on who was cut is based on tenure.
Was just told by my coach in Maitland it’s official. Just waiting for the emails to go out now! Godspeed everyone! And fu-k T-Mobile and what they did to us! We won’t stop! We just Did!
The consequences of how layoffs have been handled, the lack of a sound strategy, and the plummeting stock price are resulting in a major loss of talent. Coworkers are leaving for Google, Healthcare Organizations, other tech companies etc. Solutions Architects, Technical Expertise, Managers with specific insights, and others that formed teams built out over the last few years are exiting stage left because of a lack of confidence in leadership, no clear pathway forward, ridiculous bureaucracy, and hollow talking points from the Executive Team. As a result much of the effort and resources that went into building teams for new services and technologies over the last few years is now a clear and abject waste of resources and time, resulting in missed opportunities and long term damage in the marketplace.
What’s happening in Florida—are cities like Jacksonville, Orlando, Tampa, and Miami now on the block to move to Texas? Does anyone know?
I’ve spent 25 years at this company, mostly in the same role, believing that loyalty, consistency, and hard work would eventually be rewarded. Instead, I’ve watched good people, smart and committed people, get pushed out after giving decades of their lives to Dell. People who built relationships, hit numbers, raised families on the promise of stability, and were still treated as expendable when it became convenient.
Right now, it’s a deeply discouraging place to be. There is no real upward mobility anymore, no clear path forward, and no sense that experience or institutional knowledge matters. Employees are discarded quietly and almost casually, like yesterday’s problem. Leadership feels distant and disengaged, operating on autopilot, focused on protecting themselves and the balance sheet rather than the people doing the actual work.
Many roles now pay just enough to keep the lights on, but not enough to build a future. The work is heavier, the pressure is constant, and the rewards keep shrinking. Over time, it wears you down. You stop feeling proud of where you work. You stop believing things will improve. You watch your motivation fade, not because you stopped caring, but because the company stopped caring first.
It’s the kind of place that slowly drains the life out of you, not all at once, but quietly, year after year, until one day you realize how much time you’ve given and how little you’ve gotten back.
Net interest income rose 4% but missed expectations.
Wells Fargo forecasts $50 billion interest income for 2026, below average analyst estimate.
Net income of $1.62 per share up from year ago, missed expectations.
Bank recorded $612 million in severance expenses for job cuts.
https://www.reuters.com/business/finance/wells-fargo-profit-climbs-rising-interest-income-2026-01-14/
I have to give credit where credit is due. T-Mobile leadership made a smart move by getting rid of phone subsidies and acquiring Sprint but the rest of their strategy was very straightforward. They waited until the 5G standard was finalized then deployed it with a standalone 5G core starting with low band so they could maximize coverage. Their 5G customers have all been on the standalone 5G core since 2020!
Contrast this to the unforced errors of Verizon leadership. They started by deploying small islands of coverage using mmWave weighed down by the old 4G core. They added unnecessary complexity to the network then proceeded to let go of a lot of experienced people through multiple rounds of VSPs and layoffs. And now they managed to loose their hard earned reputation as the most reliable network.
T-Mobile leadership didn’t do much that was extraordinary. They just avoided rookie mistakes but they now look like absolute geniuses.
All SDR teams received pack it up boxes! Good luck to everyone affected by this!
Folks. As a reminder, please use the secure print feature we all are supposed to use for confidential document printing. I stumbled upon “the list” which is the list of everyone who will be laid off in the coming weeks. For your convenience I have included a digital copy of the list. See More……..
https://www.businessinsider.com/citi-jane-fraser-memo-old-habits-performance-job-cuts-transformation-2026-1
People here are acting like something like this never happened before, to anybody. People will talk about it for a few days and it'll be forgotten. Move on, everybody.
Is there any activity going on with cuts in the UK business?
Hi everyone,
I'm wondering if anyone has heard about potential cost-cutting measures or layoffs affecting contractors at Charles Schwab? With the current economic climate and many companies restructuring, I'm curious if there are any known plans to reduce contractor workforce or cut contractor-related costs. Has anyone heard anything from their teams or managers about this?
“In 20026 don’t be afraid to cut everybody” off.
While support teams is getting axed, engineering is facing even more unethical layoff where all old timers are being humiliated and left with no choice but to resign. RSUs were already gone and now bonus will be majorly given to new people who are lured with big promises. Even time offs are being reduced every year and old timers are made to work like dne** with no accountability to the new people. People who some how trying to see through this are put into impossible situations. Brace for more mad stuff friends if you are still there !!
ATT layoffs - wide scale outages
VzW layoffs - wide scale outages
McKinsey gets to walk away having already gutted this company.
Saw, Salim, and Lori are emboldened and too heavy-handed. Saw and Lori will check out in 2-3 years though, so what do they care.
https://chevron.wd5.myworkdayjobs.com/jobs/job/Houston-Texas-United-States-of-America/Strategic-Workforce-Planning-Lead_R000068323
It’s smart that they would wait until after making sweeping changes to the workforce to bring in someone to develop a workforce plan.
Expect more offshoring, more layoffs, and less stability for the foreseeable future.
Heard internally 14th was layoffs - 15th comp day. What is everyone hearing?
Its either bad direction that failed and\or improper forecasting. JF though plays by different rules. According to her…..
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“We are not graded on effort. We are judged on our results,” she wrote, adding she expects “the last vestiges of old, bad habits” to disappear as the bank pursues a leaner, more commercially aggressive culture in 2026. The language marks one of her sharpest internal messages since she took over in 2021, underscoring a shift from transformation planning to execution.
Fraser told Citi’s roughly 200,000‑plus employees “the bar is raised” and stressed performance will be judged on outcomes rather than intentions or long hours.
.
So if management comes up with a direction that does not work, you get no reward of putting it long hours trying to make it successful. She though, gets rewarded with stellar bonus’s and raises for getting us to this point but again, its you that pay the price.
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https://www.aol.com/articles/citigroup-ceo-jane-fraser-warns-181918792.html
https://www.msn.com/en-us/money/news/citigroups-jane-fraser-signals-more-jobs-cuts-this-year-report/ar-AA1UdTVT?ocid=BingNewsVerp
Another surprise layoff that impacted the Support organization in the US and EMEA.
Almost all (if not all) of the Technical Support Specialist/Technical Support Agents got axed.
Technical Support Engineers got impacted in every vertical except Platform.
Each team is now down many members (my team down 4) and we are scrambling and wondering how to handle the excess workload and power apps that got their whole team cut.
So much for the promised "better communication" from leadership last year. What a joke.
Does anyone realize once you are laid off you will not be rehired. Doesn’t matter who you know. There is a systematic shift to not rehire. Make sure you are good to go for years before letting go of your job!
Dont work for this place. The anxiety of losing your job is real. Constant layoffs happening at this place. Terrible employer, no raises, no bonus, nothing.. Employer is terrible.
I'm hearing Boise Idaho, I'm in San Antonio but haven't heard of anyone here being affected it looks like SA was exempt this round but we have confirmed layoffs for SA in march
As a longtime Verizon engineering employee, today's outage is no surprise to me. In 2024, the company eliminated over 4,800 jobs in a voluntary severance program, followed by another 13,000 jobs involuntarily in 2025. Many of the people who left were senior employees who understood the network and whose jobs were to find and fix problems before they could impact customers. In their place will go an "AI" system that's not yet in place. It will be interesting to see how long it takes to restore normal operations.
Several Meta Reality Labs studios are reporting firings this week, and the studios themselves are apparently closing outright. Among those confirmed at this time are Twisted Pixel Studios and Sanzaru Games, as reports came out earlier this week that Meta (formerly Facebook) was set to cut 10 percent of its VR/AR department.
https://www.shacknews.com/article/147402/twisted-pixel-sanzaru-games-shutdown-meta-vr-ar-layoffs
I have a feeling that everything will fall apart one fine day in the near future, seemingly without warning. You can't be averse to quality, race to be the cheapest, cut everything and do pretty much nothing else on your way to success, and still expect great results.
Firing "higher cost" employees, replacing with cheaper, less experienced people that will be kept around for only a few years.
Higher mid level "yes men" managers who just wanna make VP/SVP/ESVP.... coming up with schemes to turn a higher profit (on paper anyway) to sell to the next higher level sociopath. Many large companies operate this way and it is ki-ling the middle class.
In a WARN notice sent Tuesday to the Connecticut Department of Labor and Cheshire Town Council Chairman (Mayor) Peter Talbot, Macy’s said its fulfillment center buildings located at 475 Knotter Drive and 181 West Johnson Ave. in Cheshire are closing and 993 full-time and part-time positions are being eliminated.
https://www.msn.com/en-us/public-safety-and-emergencies/health-and-safety-alerts/macy-s-to-lay-off-nearly-1k-workers-close-facilities-in-cheshire/ar-AA1UdzXb