#layoffs

If you are in sales, it’s clear that this year has been one of the more challenging years.

As most of you know, sales journal is a fictitious number that is used for compensation only. It’s a number that is scalable to increase/decrease compensation. For example, Canon showed profits of 200% because they were able to raise quotas and pay out less compensation. It’s not because we were more profitable on deals. Print volumes are down so where do you think they took the money from? Yeah, let that sink in.

The one number though that will provide some real factual direction though is the billed revenue numbers. Central (with that layup PK gave to his friends) and West (another joke of a quota given to people who stop work at 2:00pm EST) have now dipped under 80%. The East (the FU quota) is just over 80% at 81%. These are the lowest numbers (not counting Covid) that the company has seen in a long time. This just shows they are completely off on their forecasts versus reality.

So what does this all mean. It means that we are not making enough money to support the number of people working here. As we enter the last months of FY2025, don’t expect the company to come out with any promotions or motivators that help you put more money in your pocket. The company can’t pay us while at the same time trying to retain profits for the almighty home office in Japan. The company will have to cut sales positions. I am not trying to scare people but Canon is not going to continue with this structure at these numbers. I highly doubt we will see that bonus in our paycheck at end of December with these type of numbers.

In addition, we will continue to dip on the market share pie chart as lesser end brands meet our current customers demand for a lower price. We are stuck trying to raise the price in an economy where no one is willing to pay more for these products. We are forcing our customers to price us out when we ask them to spend more.

So what happens next? More layoffs? Reduction or increase in quotas? Change in the compensation plan to adapt to the discounting needed to win deals?

All I will say is the decisions that are being made in Melville right now will either power this company through these tough times or drive the ship right into the wall.

Union locals declared surplus, and offering EISP through Nov 25 2025

ZERO non-union layoffs have occurred but are anticipated Nov 20 2025

Frontier acquisition anticipated 1Q26

GNT re-org

What else ? And / Or make corrections here.

Layoffs are every other week these days. Gotta cut cut cut those costs. Still need to get under 90k employees. Only 35k more to go. Eventually it will hit the techs, but I’m sure only the junior most people to reduce costs.
Is 90k something that has been officially confirmed as the end goal or are people just guessing?

End of the road for Colorado Springs, the word on street is that it will be closed on12/15. There are a lot more buildings to follow.

I've been mandated to return 4 days a week. During the last month of this, I've talked to 3 people (total) in the office and taken meetings from conference rooms where hardly anyone in the office showed up--instead taking the calls from their cube or a focus room or remote. The people I work with are not in the office or even my location. But my life has been disrupted completely to meet some ridiculous ego-driven mandate. I'm using more water, gas and energy--not good for the environment. My stress level has risen--not good for my mental state. And add to this the other things I had to buy to accommodate going into the office (lunch stuff, clothing, shoes, backpack that holds a laptop, etc.) that makes RTO costly to the employee. This is after 5 years of little no pay increase and minimal if any bonus and 5+ years without a promotion. Feeling trapped because the job market is so horrible. But yeah, at least I have a job and didn't get riffed. Looking forward to the tide changing back to favor employees however long that takes.

An on point post from @cf+1k9p3cq31.

Just heard this morning; strong possibility the North Haven campus will relocate and close down. CT costs continue to be too high for MDT corporate. No timeline

Piper guy yes we are hereby naming you tragedy king! But did you saw the great financial results not trying to rub it in. Wishing you and your family the same negativity multiplied 100000 times.

They will be reducing the corporate retail store footprint. Some stores will be converting to indirects. With that being said they will be offering Voluntary VSP’s and then eventually layoffs with severence packages. 100% accurate info. Announcements coming November 19th/20th

Politico: ‘Sold POTUS a bill of goods’: WH furious with Pulte over 50-year mortgage. This might put a kabash on the ipo idea and pulte himself. But Mike might still want to continue with the layoffs. It’s his favorite thing to do - to get rid of people. If it was up to him, he would just work with strings, pixel and numbers

People are exhausted, wasting hours every week commuting just to sit in overcrowded offices on calls they could’ve done better from home. There’s zero trust left between leadership and employees, and every new “presence report” or “compliance check” only drives the wedge deeper.

Instead of showing empathy or even basic flexibility around the holidays, leadership doubles down like robots with no understanding of how real people live and work. Every decision is designed to make life harder, not to make the business better.

And for what? Headcount cuts without severance to fake numbers to Wall St. so we can pretend like the company is in good standing and stink can pull his Golden parachute right before the Sh!t hits the fan?

The people who are sticking around just to reach retirement aren’t the future of this company. The ones leaving, the under 50 high performers, the problem solvers, the people who actually care are the ones you should want to keep. But you’re pushing them out, and they ARE leaving.

If this continues, in five years AT&T will have gutted its talent base completely. The knowledge, the innovation, and the passion that built this company will be retired or gone for the “industry standard” hybrid or WFH arrangement. Anyone left will be the low performers with no options because nobody new is joining this toxic company. That’s not leadership, that’s destruction disguised as discipline.

It’s time to stop pretending this is working. Bring back flexibility, rebuild trust, and give people a reason to stay.

I work in federal services and am wondering if anyone knows if the reopening of the government will restore a lot of the members we keep losing due to the shut down. It’s been awful hearing from members how this is impacting them and their family. Those have jobs aren’t getting paid and others are now losing their health coverage.

Have Houston layoffs started yet? Maybe they have changed their minds.

Get ready everyone. Saw ours without final sales and scan and gos last month. We usually get decent bonuses and ours is complete a-s now because of the scan and go metric. Another goalpost moved to f us right in the A.

I heard from a very reliable source 15% of the VEC MDU team is being impacted(Fios or Fixed Wireless) leaders have already had meetings with the HR Team and senior executives at the end of October to go over which employees will be impacted in the roles includes Client Executives,Associate Directors, Directors, and Senior Directors, basically each team will now have 4 client executives and covering more areas, 1 Associate director for the entire state, No more director roles, Q1-Q2 employees last day on payroll not December…if you dont believe me ask your leader what there “all day meeting was end of October” and see if everyone is giving vague answers, this layoff is starting from the top and trickling down to the bottom. calender invites will be sent out Nov 19th end of business day and your leaders will have two meeting Nov 20th, one is with the impacted employees and the other will be with the remaining team to notify them of what is happening. If your received a Leading you are technically safe, if you have any correction action disciplinary/attendance action, or your area is not performing or has decline in performance that might be an opportunity. There will also be a meeting being held with the new business module this week everyone should have a calender invite, I cant confirm any other areas of the business being impacted just this one!

Has anyone heard about any layoffs this week? Optum just noticed a lot of nurses . I just saw a coworker who was let go at the beginning of the year and is still looking. It’s really tough out there finding good paying jobs.

Per news article from Ignites, BNY cut 3400 staff in the past 12 months and paid out $250 in severance.

Also mentioned in the article that approximately 50% of staff are now based outside the US; before Robin this was 40%.

Got a heads up from my Director new store formats are in the works. Won’t hit immediately but will be part of our next phase. The SM role as we know it is gone. It will transform into more of a AM type role on paper. Reduce stores down to 2 Managers. And Directors will be more like Indirect store managers where they oversee multiple stores and spend more time in stores more like a SM but not as hands on. No more cushy jobs. Basically a lot of the same responsibility without the pay and title for both Directors and SMs. It’s going to be a rough transition and the idea is hopefully some of the top high paid talent will leave or su-k it up and take the pay cut very similar to the one team strategy. The goal is reduce all retail stores and push more traffic to indirect and online. Verizon is willing to take some hits to reduce cost. Verizon has already lost just compare stock prices to T-Mo. This is the liquidation fire sale waive the white flag show them your belly and tuck your tail type strategy. We’re done, the fight is over. Store closures will not be based on volume more based on location and surrounding Verizon doors. If your store does 300 PGAs but lifetime all in have 250 deacts your phone net adds are only 50. Compared to a store that does 200 but will net say 150. Verizon would rather have the indirect take on the cost. The definition of under performing stores has changed to focus on total net phone adds. If you were around during COVID think Covid era type staffing and support. It will be very similar. It will be up to the remaining few employees to user customers to online or AI supported customer service. With little transactions in store so why keep larger stores around you can accomplish that with a kiosk basically why pay the overhead to tell customers to go online or call customer service.

Layoffs have already started with multiple Market presidents. Just check Workvivo. Notice there’s some we don’t hear from lately. They gone! These layoffs are starting from the top and trickling down. A lot of Senior Directors and Directors are next. They are keeping them around to deliver the bad news to retail stores. Be aware of any open positions not being filled or weird last minute moves to save good employees from being cut. It’s simple math less stores, less retail employees, less Directors, less R2B and the dominos fall. Be very nervous if you get a calendar invite for a mandatory meeting between Nov18-20. Or if you start to see routine meetings canceled. Most likely you will be impacted in some way. Most executives have some knowledge just look at how a lot of Presidents, VPs, and Senior Directors are silent. That’s because they are already out of the business or will be soon. Go ahead and test it ask about why your President or VP has been off the grid lately.

Ultimately it’s probably better to find out now than waste more time. He’s a multi millionaire that is dangling layoffs and leaving everyone in the dark to punk us. What type of leaders makes those types of threats during the holidays? A bad one that is just a hatchet man that was sent to dismantle Verizon and dump on us. That’s the corporate life and the real world. He’s been on the board for multiple years he’s not looking to grow the company. He’s looking to drive shareholder value so he can exit and get a nice payout. If your store doesn’t close this time it will soon. The future is 100% online with AI. Buy a phone anywhere and then activate online. Hopefully you get a nice payout and then move on retail is dead.

Watch closely and observe the clinical precision of LBT in cleaning up the deadwood, scammers and imposters in leadership. Absolutely brilliant!

1. MJ gone
2. Christoph gone
3. Saf gone
4. Ann gone
5. Pambianchi gone
6. Lavender gone
7. Sandra gone
8. Sachin gone
9. Bruckner gone
10. Adding Craig to board must mean he’s getting ready to push someone out

I joined Verizon two years ago right out of college, and I can’t remember a single stretch of time when layoffs weren’t hanging over everyone’s head. Was it always like this in the past, or is this just how things are now? Is it the same everywhere? Is this what I have to look forward to for the rest of my working life?

Since Amazon's leadership took over Walmart, the first thing they did was undermine the Walmart culture. Furthermore, they have become deeply entrenched, leading to frequent layoffs both in the past and present. No projects are progressing; everything appears to be at a standstill. It seems as though Amazon's board of directors has dispatched these individuals to Walmart as part of a covert operation to dismantle it, rendering Walmart internally ineffective. This strategy appears designed to ensure that Amazon can thrive exclusively in the retail market. The IT department at Walmart has been significantly disrupted for the past couple of years, making it challenging to regain its footing.

Kelly is imploding quickly- layoffs continue and those who aren’t being let go are jumping ship. The historical values Kelly was known for no longer exist. Thankful Peter is out - now if Chris and the board take their blinders off and Tammy follows quickly AND Chris can find it in him to execute fundamental leadership skills, maybe there’s a chance to recover what was once a noble company.

https://investors.xerox.com/static-files/adf78906-cdf0-4fef-b8ce-21264d06bd9b

JFC. It's in there under 'Worldwide Employment' as of 9/30/25 there are 26,300 Xerox employees now. Much worse than I thought it would be.

The Board of Trustees will hear a report on the possible layoffs on Wednesday, and on Dec. 10 will approve them. The district then has until March 15 to issue final layoff notices to teachers.

https://pajaronian.com/pvusd-to-consider-150-layoffs/

The days of mutual respect and loyalty between management and staff at IBM are long past. IBM’s one-time core principle of trust and personal responsibility in all relationships no longer applies to its executive ranks (nor do the IBM Business Conduct Guidelines.) Don’t overly invest in your career because it’s guaranteed that your employer at most makes extremely short-term investments in you.

Know that your 1st or 2nd line manager may have been coerced to sign a justification for laying you off written by higher ups and certify it as their own assessment. The documented decision making process and paper trail scrupulously follow the law. The actual decision process is a different matter. IBM’s no longer squeaky clean in this century; it just presents the outward appearance of being so.

In IBM even band 10 and band D employees are disposable interchangeable parts now. The situation has become similar at other major tech employers. Show your next employer no more loyalty than they show you. Beware of loyalty to your local team. Big businesses get a free piggyback ride from that loyalty to your local team. They count on it!

Even if you’re the best in your country or geo, they can always find 2 or 3 lesser talents in a far cheaper developing country to replace you. They won’t think twice before doing so … even to someone who walks on water.

This. OP: @ce+1k9hfmk62

Olympus Corp. announced Friday that it is cutting 2,000 jobs worldwide.

How that affects employees at its U.S. headquarters in Upper Saucon Township and a warehouse in Upper Macungie Township was not immediately clear.

Olympus said it will reduce its global workforce of 30,000 by about 7% from fiscal year 2026 through fiscal year 2027. Further details about specific sites affected were unavailable.

https://www.mcall.com/2025/11/07/olympus-layoffs-lehigh-valley-impact/

As per this article paramount expected to do 1600 plus additional cuts .

https://nypost.com/2025/11/10/media/paramount-skydance-to-slash-1600-more-jobs-after-revenue-disappoints-but-issues-upbeat-forecast/?utm_campaign=nypost&utm_source=twitter&utm_medium=social

So far only high up American leaders have been impacted. Anyone from or in India felt Dan wrath? If not, do we have a discrimination issue?

Is not because of poor net adds or gained AI efficiencies but to finance the Frontier acquisition. Maybe if Lowell hadn’t squandered 10 billion on AOL and Yahoo we would all be enjoying this holiday season. Poor decisions by leadership with regards to spectrum purchases and failed mergers is why many of us will see our lives disrupted.

Looks like we are joining the list.
Not sure how big the number will be but this looks bad:

1. UPS: 48,000 employees
2. Amazon: 30,000 employees
3. Intel: 24,000 employees
4. Nestle: 16,000 employees
5. Accenture: 11,000 employees
6. Ford: 11,000 employees
7. Novo Nordisk: 9,000 employees
8. Microsoft: 7,000 employees
9. PwC: 5,600 employees
10. Salesforce: 4,000 employees
11. Paramount: 2,000 employees
12. Target: 1,800 employees
13. A. Materials: 1,444 employees
14. Kroger: 1,000 employees
15. Meta: 600 employeesRetry

Is anyone working? Whats going on? Maybe I am on the list because work is slowing down. I am not getting many email messages from other internal people.

Between unclear directives like the fact that we are being given an activity score but not told what makes up the score and things like we have to be in the office 8 hours but some days there are no seats I feel like all of us are being set up to fail. That way they can go through and remove anyone they want and make up some excuse. No severance because you didn’t meet unclear targets.

Unless you’re a senior leader. START APPLYING ASAP YALL. Get out of this company. And even if you’re a senior leader leave you will be forced to cut jobs on teams that are already short staffed. Not fear mongering yall. My manager also recently resigned had been with TR for over 5 years. It’s getting bad.

Here's what we know:

Scrum masters to become "enablement lead" if you're liked enough, else made redundant

Squad leads to be "engineering lead" if you're liked enough, else made redundant

No chapter / squad leads or group chapter / squad leads

They will become delivery team lead, platform team lead.

Delivery team lead responsible for go live.

Pretty much level 7,8 and beyond are either let go or titles change.

One thing for sure, holiday AAM is going to be somber.

Xerox has too many challenges in their main "core competency" to overcome objections from their customers regarding IT services. Just because a small portion of our customer have onboarded, doesn't predict future success. On any given day, my email box is filled with HCL related issues that have carried on for weeks or months. At least once a day, I hear an issue I've never had before, with no possible short term resolution. We are not built for speed or flexibility. We have processes with so many chokepoints including the language barrier, technology barrier (HCL folks regularly lose internet connection), and often no direct line to whomever can resolve the issue. I am not aware of a single customer (I have over 120) who hasn't complained that Xerox su-ks now. The slogan We make work Work is a common insult we hear. And if the trust wasn't enough of a wake up call, remember that compensation for IT solutions as a Sales Rep is awful. I don't know anyone who wants to sell it unless its a "layup". Xerox will not turn around. Layoffs are going to happen Q1, and they will transfer most accounts to the crack team of inside sales. Those people are not as bad as HCL , but that's a low bar to clear. I often wonder on our Xerox calls, are IT people really this ignorant to our current situation, or are they just disconnected enough because of other non Xerox clients? One last thought...As a Xerox employee, do you really believe that Xerox can outshine the IT competition, in one of the most competitive markets, with all of our processes, and current leadership when we are losing more often in Xerox's legacy core competency?