#layoffs

All the temp agencies workers will eventually be let go in the next 3 or 4 years........or earlier.

You work for wealthy people that invested 16 billion dollars to make a sustantial profit using whatever playbook is at hand. That's just business.

Clearly and contrary to the vision of the founders of Citrix, they are just interested in low effort approaches because they are efficient money wise. Making everything cheaper and simpler to manage in order to pursue a financial Eye Candy effect, for an eventual sale or a return to the public space, is an example.

There is no interest in keeping strong teams or long term plans for product innovation, its just paint. Layoffs are not personal (and not particular to these guys), they just don't care about keeping you because you are the negative term in their growth/profit equation. So they will minimize you (head count) with all the techniques available in the book (forced % of layoffs, silent firing, colleagues competition for forced rankings, internal divisions, fear, you name it)

So where are you positioned in this game? You are the exploited employee they (or any other company) will squeeze until the product is at visible risk. You will willingly accept recurrent extra loads of work, cause you are scared to loose you livelihood and you have no other choice. Also you are the next person to be laid off (its about when, not if) On the other hand you also have free will, knowledge and skills (don't buy into the AI BS, you are needed), and dignity.

Now, if you know the game, the players, and the rules, you would likely be better off using this platform also to bring ideas on what can be done to make it a bit more fair to you and your colleagues and to minimize irrational expoitation, unethical meassures, and everything else everyone has been posting here. (Never forget this is Corporate America, don't expect miracles)

Complaining, and spreading subjective fear (distict from useful info and heads up) will only work against you as that is the expected behavior.

There are problems, bring ideas to help solve or make them better.
After all, you were all hired for your problem solving skills and intelligence.
Use it!

PD: This post encourages fairness and ethics. Expect pushback, misleading statements, and attacks from some players in the comments section.

Contrary to popular belief, the layoffs did not start with the Sprint Merger, Covid, or change in leadership from John Leger to Mike Sievert. Instead, the demise of T-Mobile and subsequent layoffs started with the exedous of one employee. That employee was so regarded by Legere, Sievert, and the fellow C-Suite, that when DT came to town, they deferred to "them". All of the UC ideas, "them". Home Internet, "them". T-Mobile Tuesdays, "them" - the list is so long, say it with me, "them". That person is long gone - but the shell of "their" company - survives today. It is because of "them",
not Legere, not Sievert, not any of the active leadership, why any of us even have a job still - as without "them", we would have been bought my Marcelo in 2021, not vice-versa. To think we laid this MF off instead of promoting them to CEO....

From Reuters

Wells Fargo: severance likely to rise in fourth quarter
Bank will roll out AI gradually over the next year and beyond
More efficiencies to come from AI, CEO says
Dec 9 (Reuters) - Wells Fargo (WFC.N), opens new tab expects more cuts to its workforce and sees higher severance expenses in the current fourth quarter, CEO Charlie Scharf said on Tuesday, adding that artificial intelligence was set to change the way its business works.
"We have gone through the budgeting process, and even pre-artificial intelligence, we do expect to have less people as we go into next year," Scharf said on the sidelines of a Goldman Sachs financial services conference.

Heard some layoffs happened at SRO. What happened?

did the layoffs take place yet and how many were laid off ?

During a recent leadership call, T-Mobile’s new corporate team announced that major organizational changes would be implemented by mid-January. The message was delivered with an unusual emphasis on “emotional intelligence,” as leaders reminded employees to manage their feelings throughout the transition. To many on the call, this advice came across as tone-deaf—almost dismissive—especially given the real possibility that these changes could dramatically affect workers’ livelihoods at a time when the cost of living continues to rise.

For employees already feeling the strain of inflation, uncertainty, and demanding workloads, being told to focus on emotional intelligence felt like an indirect admission that little consideration was being given to their actual well-being. Several team members interpreted the message as a clear signal that T-Mobile’s leadership was more concerned with optics than with the human impact of their decisions.

Some employees openly expressed frustrations, stating that working for T-Mobile since the merger has “been the pits,” and that they no longer find joy or purpose in their roles. Morale, once a hallmark of the company’s culture, has eroded. What was once marketed as an energetic, people-first workplace has increasingly begun to feel, to many, like a corporate machine asking for more while giving less.

As January approaches, employees are left navigating an atmosphere of uncertainty—hoping for the best, but bracing for changes that may once again redefine not just their work, but their way of life.

Hoping Layoffs start back up again, 1st Quarter 2026 (March -April) timeframe.

I just got Met 1. Out of 7 on this week’s performance review and never had worse than 5 out of 7. The layoff is on.

From an HR contact - make no bjg purchases in the New Year. Many more positions to be eliminated starting end of January, continuing into February. You may get bonus as a part of your send off package. Engineering, maintenance, IT, LEGAL, HSE, ERR, Purchasing, and other administrative roles are in scope!

My manager got laid off, oddly he’s always appeared to be super busy too and billable 100%.

Just before Xmas.

Anyone on here thinking DXC care, they need the electric chair.

At this point, it’s pretty obvious what they’re doing: squeeze as much out of everyone as possible while shifting more work offshore and cutting whoever’s left stateside. They keep merging already overwhelmed teams and piling extra roles onto people who are barely keeping up as is. I doubt anything major will happen before January, but after that, it’s anyone’s guess. The trend is clear, though, and it isn’t good.

I’m over the whole “we’re one big family” nonsense Capone tr--s out every chance it gets. The minute trimming heads boosts numbers, whole groups vanish like they never mattered. The slogan is just a guilt trip to keep us quiet while they cash in. There’s nothing family-like about any of it.

I would welcome being laid off. I'd leave on my own if there were jobs available. Getting laid off with severance is the second best option. And I'm not the only one feeling this way, I know that for a fact.

Many ER Consultants in the Accommodations team were laid off today. Anyone emailing them is getting an auto reply saying, “One of my teammates will be contacting you soon regarding your open accommodations request.” Looks like a big cut hit that group.

My group took a hit today, and now I’m trying to figure out if those of us left standing are in the clear. I doubt they’d split cuts within the same team across multiple days, but no one has said anything official yet, so I’m guessing like everyone else.

I keep hearing rumors that the cuts hit older workers the hardest, and I’m trying to figure out whether that’s actually happening or if it’s just what I saw in my own circle. If you know someone who was part of the layoffs, a rough age range would help paint a clearer picture.

Dan Schulman's headcount cuts at PayPal, primarily in 2023 (around 2,000 employees) and 2024 (another 9% of workforce), were a strategic move for operational efficiency and cost reduction in a tough market, saving significant annual costs (estimated $260M+), but whether they fully "helped" is mixed, as the company continued restructuring and facing competition, with Schulman moving to Verizon.shortly after, indicating ongoing challenges in the sector.

Why the Cuts Happened:
Economic Headwinds: Fears of a global slowdown and inflation pressured tech companies, requiring adaptation.

Strategic Pivot: The cuts aimed to streamline operations, increase efficiency, and better compete with agile fintech rivals.

Cost Management: A major goal was to reduce expenses, with projected savings of hundreds of millions annually from the job cuts.
Impact & Outcome:

Short-Term Savings: The layoffs immediately reduced employee-related costs, with estimates suggesting significant annual savings.
Strategic Modernization: The restructuring aimed to modernize PayPal's platform, simplify processes, and improve scalability, but it was an ongoing effort.
Leadership Transition: Schulman stepped down as CEO in late 2023, leaving the company to continue adapting under new leadership, while he took on the CEO role at Verizon in 2025, implementing similar efficiency drives.
In essence, the cuts were a necessary cost-cutting measure to improve efficiency, but they reflect a broader industry shift, and their ultimate success is part of a longer-term story of PayPal's evolving market position.

Jan 30, 2023 — PayPal CEO Dan Schulman announced that the company is cutting 2,000 employees, or about 7% of its workforce.

Payments Dive
PayPal to cut 9% of workforce to bolster efficiency - Payments Dive
Jan 29, 2024 — PayPal to cut 9% of workforce to bolster efficiency

I’m always amazed by people who act untouchable while cuts are happening all around them. Part of me wishes I had that kind of confidence. The other part is relieved that I’m realistic enough to prepare instead of being blindsided.

Are we gonna have lay off on December12?

Mississauga HQ associates were asked to wfh Monday-Tuesday. So it's all over at the end of the day today?

Rumors on confirmed?

I've known this guy for over 20 years. He used to reply to my texts instantly, even on weekends. I know his family, etc. But now he's ghosted me and left me on read. I sent another note, and he ghosted again. How threatened are the higher-ups to speak on their packages?

Layoffs, lean projects, slow attrition, all of it stretching into FY26. Budgets are down across teams, and even if you survive the cuts, raises and bonuses are going to be miniscule or won't even happen. Being kept on doesn’t mean things look brighter for any of us.

First, a federal judge in California blocked the State Department from laying off about 250 employees, many of them foreign service officers (FSOs).

Judge Susan Illston issued a temporary restraining order, saying the unions that filed suit were likely to prevail on their claim that the cuts violate federal law. The State Department originally announced the layoffs in July, but since FSOs are given a required 120 days’ notice, they were not let go during the shutdown. The State Department says the layoff protections only apply to notices that went out starting October 1, 2025.

https://www.fedmanager.com/news/workforce-updates-layoffs-halted-at-last-minute-telework-controversy-erupts

Hold on and wait for the severance package. It’s coming anyway.

Five peeps in 2 weeks terminated, not laid off. I’m not convinced all of them went through performance improvement process. We know job reductions are coming in 2025, is this the norm so they don’t have to pay severance?

I will deeply miss Run With Hans, but I am grateful we have something else to look forward to with Dan being a coffee aficionado. Coffee With Dan! It was so cool seeing him stand on stage with his cup of joe and talking about coffee. It really helped me cope with the layoffs and took my mind off losing 400,000 customers this year. With our Billion dollar Formula 1 contract, I hope he gets all of the executives to attend F1 in Brazil in November. I bet he can have some great coffee while he is there.

Let's go V Teamers!!

Verizon CEO Defends 13,000 Layoffs Amid Market Share Struggles

Verizon’s new CEO, Dan Schulman, has vigorously defended the recent decision to eliminate 13,000 jobs, framing the mass layoffs as an "inevitable" step to save the company from continued decline. In a candid all-hands meeting on December 5, Schulman attributed the telecom giant's struggles to "self-inflicted wounds," including complex promotions and price hikes that have alienated customers and eroded market share.

The drastic workforce reduction, executed in November, was part of a strategy to "simplify" operations and free up capital to improve the customer value proposition. Schulman, who took the helm in October following the ousting of Hans Vestberg, argued that minor cuts would have been insufficient. "If we don’t have enough money to put back into our value proposition to customers, we are going to continue to shrink," he told employees.

The layoffs come at a time when Verizon is grappling with significant performance issues. The company reported a loss of 7,000 postpaid phone customers in the third quarter of 2025, with a churn rate rising to 0.91%. Schulman noted that Verizon has lost 500 to 700 basis points of market share over the last five years. He frankly admitted that customer satisfaction scores are lagging behind competitors like T-Mobile, a situation exacerbated by price increases that have "irritated" subscribers.

Verizon's job cuts were a major contributor to a spike in unemployment within the telecommunications sector. According to data from Challenger, Gray, & Christmas, the industry saw over 15,000 job cuts in November alone—the highest monthly total since April 2020. This move aligns with a broader trend of workforce reductions across the U.S., where job cuts surpassed 1.1 million for the year, with the tech and telecom sectors being particularly hard hit.

https://www.thestreet.com/retail/verizon-ceo-reveals-mistakes-that-led-to-over-13000-layoffs

Layoffs Tick Up Slightly as Job Market Remains Steady Through October

The U.S. labor market demonstrated resilience through the fall, despite a marginal increase in job separations, according to the Labor Department’s latest Job Openings and Labor Turnover Survey (JOLTS). The report, released Tuesday, indicates that the layoff rate rose to 1.2% in October. This represents a slight uptick from the 1.1% rate recorded in both August and September, suggesting a modest shift in workforce reduction activity as the year progressed.

Despite the small increase in layoffs, the broader employment landscape appears fundamentally stable. The data shows that the hiring rate held firm at 3.2% in October, unchanged from previous months. This consistency in recruitment suggests that while some employers were shedding staff, the overall demand for labor had not significantly deteriorated, maintaining a steady equilibrium in the market since the summer.

The release of these figures fills a gap in economic data caused by the government shutdown that began in early October. The budget impasse forced a postponement of federal statistical reports, delaying insights into the late summer and early autumn economy. With the backlog now clearing, the October figures provide a belated but necessary view of the labor market's trajectory leading into the winter.

According to fresh data from the Illinois Labor Department, roughly 692 people at six workplaces were notified last week that their jobs are being cut because of mass layoffs and closures.

https://www.sj-r.com/story/news/state/2025/12/09/nearly-700-people-to-be-laid-off-in-illinois-new-data-shows/87674481007/

• PepsiCo Signals Imminent Layoffs with Work-From-Home Mandate

PepsiCo appears to be the latest major American corporation preparing to reduce its workforce, with reports indicating that job cuts in the United States and Canada could be imminent. The strongest indication of this move comes from a recent directive reported by Bloomberg, which instructed employees in key North American offices—including the company’s headquarters in Purchase, New York, as well as hubs in Chicago and Plano—to work from home this week. This strategy is increasingly utilized by corporate leadership to mitigate the immediate in-office emotional impact and logistical challenges associated with large-scale termination announcements.

The potential restructuring aligns with a broader strategic push to enhance shareholder value and streamline operations. PepsiCo CEO Ramon Laguarta recently issued a memorandum outlining goals for 2026 that prioritize "record productivity savings" and improved operating margins. These changes, which include increased reliance on automation and digitalization, come amidst pressure from activist investor Elliott Investment Management. Elliott, known for aggressively pursuing operational efficiency and cost reductions, recently acquired a substantial $4 billion stake in the beverage and snack giant.

While PepsiCo has not yet officially confirmed specific numbers, executives have increasingly used the term "right-sizing" to describe workforce adjustments. This development follows a smaller reduction in November, where 500 jobs were eliminated following the closure of two Frito-Lay facilities in Florida. The looming layoffs arrive during a mixed financial period for the company; while PepsiCo reported a slight year-over-year revenue increase in the third quarter of 2025, its stock value has dropped approximately 4.5% since the beginning of the year.

https://www.fastcompany.com/91457193/pepsico-layoffs-job-cuts-heres-the-biggest-clue-theyre-coming-as-pepsi-looks-to-right-size-workforce

The Pajaro Valley Unified School District governing board will weigh nearly 160 proposed layoffs, including arts teachers, mental health clinicians, counselors and dozens of special education staff — cuts union leaders say would “devastate” students. Teachers union president Brandon Diniz said he was “gutted” by the detailed proposal released Friday and plans to rally with workers ahead of the meeting.

https://lookouexample.com/pajaro-valley-unified-school-board-to-consider-nearly-160-layoffs-at-thursday-meeting/story

From everything I’ve seen, the only real criterion was the bottom line, which usually means we’ve lost a disproportionate amount of talent. A lot of teams are going to be even more crippled than before. I’m not exactly looking forward to all of us having to pick up even more work to cover the roles that just disappeared.

We simply can't. My group is already stretched thin, and losing even one more person would wreck everything. We’re barely holding things together as it is. How can they even consider more layoffs?

Any clue at all? I know none of us are safe, and rolling layoffs will probably be the new normal, but it would be great to know when this particular nightmare ends, just so we can breathe for a moment.

I was included in the layoffs and a team member just informed me that our boss instructed the team to have very minimal if any communication with me at all through the 19th and after as well. Anyone else seeing this? Not sure what the reasoning would be behind it we normally just have friendly conversations. 😔

Looks like there are more calls. 12:30 and 1:00. Just labeled touch base and from Sr. Dir. Anyone else have any thoughts on what this might be? I’m thinking explanation of what’s going on followed by the new org structure?

Even in the media. Nothing remotely concrete. It makes me wonder if the damage is going to be worse than we originally thought.

Trailer manufacturer Great Dane says they plan to reduce staffing at its Elysburg plant early next year due to weak market demand. Company officials say about 164 employees could be affected, including hourly, indirect, and salaried staff, though final numbers will depend on economic conditions.

https://www.wkok.com/great-dane-announces-layoffs-at-elysburg-plant/