#profit

Unfortunately the news article is paywalled. But how exactly do they plan to double profits? More cutbacks?? Is this the part where private equity starts doing what they do best, cut everything down to nothing to maximize profits?? Here is the link to the article but sorry it's paywalled.

https://www.bloomberg.com/news/articles/2026-04-02/walgreens-private-equity-owner-plans-to-double-chain-s-profits

There's no winning at Harley-Davidson.

Record profits? Cut people, more for the top. Rough quarter? Cut people, more for the top. The math never changes. We just end up on the wrong side of it every time.

Porsche experienced a dramatic financial reversal in 2025. Its operating profit collapsed by over 90% to €413 million. This led to job cuts and a major rethink of its electric vehicle strategy. Several key electric models have been delayed, with hybrid options now considered.

https://finance.yahoo.com/markets/stocks/articles/porsche-profit-crash-sparks-layoffs-224500337.html

The new margin guidance is here
This is going to be fun
I can guarantee the business 100% margin
But 100% of nothing

I resigned couple of weeks back, and was expecting Cigna to pay for my unused PTOs for this year. Has the policy changed? I know we can’t carryover from one year to the other, but what about the PTOs I accrued till now?

Also does Cigna also take back my profit earned from my stocks along with any unvested stocks?

https://www.theguardian.com/business/2026/mar/12/shell-ceo-pay-jumps-despite-slump-in-oil-firm-profits-wael-sawan

So glad I held onto these as a level F. Selling when they hit the £6 mark.. tidy work if you can get it ...

Year on Year Record Corporate Profits no longer translates to job creation but rather job elimination.

More stock buybacks, not rewards to your common employees. That’s how you drive employee satisfaction even lower. To the mud we go!

Profitability improved more than $2 billion year over year, with net loss totaling $194 million in Q4 and $747 million for the full year.

Looks like Gil and his top executives deserve bonuses for only losing $747 million for the year.

6 out of last 7 yrs no profit. two key dates. Market crashes right around 3:16. 4:1 is a critical date b/c if MoA is not in the black by then turning a profit, it's almost lights out, game over for the firm. It's not funny. 1st quarter numbers can not be overstated. Be transparent. B-E-transparent. Rich said profit by Q4 2026 & he needs to be held to his own standard. If we are $5-$10M in the negative as of 4/1 firm will have a tough time the rest of year & to quote sleepy Joe, "it's not a joke."

Dan, CWA, and IBEW better work it out and get us some real bonuses/profit sharing. This garbage we have shares nothing.

What Ford must do immediately is to do away with offering any kind of implied Warranty on all new Ford vehicles offered for sale and state Ford vehicles will only be sold AS-IS WHERE IS. This bold change in Fords sale tactics will have a immediately positive effect on Fords bottom line. Because it will stop the massive cash burn to cover Ford vehicle recalls, lawsuits and other expenses related to offering vehicle warranties.

Having eliminated offering vehicle Warranty's Ford will no longer have a need for massive staffs for internal groups such as Ford Owner support groups, or groups that put together repair documents and any other groups that are involved with customer care post buyer support. With no need of these internal groups, Ford can most easily cut staff by 20-30%.

Ford needs to start thinking outside the box to determine other ways they can slow the internal cash hemorrhaging. Other wise Ford may fine themselves unable to fund continued day-to-day operations and having to file for Chapter 11 protection.

( Revenue decline + Profit decline ) x ( ineffective SLT/EC + ineffective sales ) = THE END

Just a 1% raise after the executives were boasting about how great of a year we had. They are probably thinking we should be grateful we got a raise at all. Were are all of the profits going??? Oh yeah to the executives who don’t actually do anything, while us individual contributors who do the real work get literal pennies compared to them

Astounding the Board has let a CEO literally burn a company, revenue and profit, people and stock price,

Then print some Warrants to add to the fire.

I believe eventually either Saks or Neiman’s will close stores which are located near each other. Atlanta, Chicago, Beverly Hills, Tyson’s corner, and Bal harbor come to mind. It seems like this will be the next logical move. Whichever of the two has lower profits and higher expenses will be closed.

https://nypost.com/2026/01/14/business/wells-fargo-posts-higher-profits-after-fed-scraps-asset-cap/

This company answers to shareholders who want massive profits. You are just the means to get there and if you are in the way they remove you. It’s how companies that are publicly traded operate. If stock prices go down, they cut people. And in this case, replace with cheaper labor. Nothing and no one is going to change this. Hard facts.

They're charging 10 dollars for those they laid to access their W-2's. I guess they might profit off the people they demoted to customers.

Paste title in your search engine for details

Any conspiracy theories on why profit sharing is posting so late this year??? In years past it always posted by the 15th or middle of January.

Any news or rumours profit sharing bonus this coming March? The shares price skyrocket and demands super exceed forecast

Serious question: has strong performance ever actually stopped a round of layoffs from happening? It seems like they happen no matter what.

TMO does not give a sh-t about anyone. The we are a people first company mantra they constantly push is complete BS. TMO is a profit and growth first company, we the people are nothing more than a means to that end.

If you have not been impacted by any of the layoffs, don’t get comfortable and think that you’re safe. It’s only a matter of time before we are all walking out the door.

Update your résumé, and start applying for jobs now. The average job search is 6 to 9 months in this economy. Starting your job search now gets you ahead of that curve and if you get an interview, it helps you shake off the cobwebs and fine tune in your interview skills if it’s been a while. If by chance you get a job offer, you can always say no thanks.

Stop drinking The magenta Kool-Aid, you’re only going to get run over by the magenta bus in the end.
Stop believing all of the BS that Srini, Katz, Frier, King, etc spew they’re telling you what they want to hear to increase their bank accounts.

Is anyone else already fed up with a SAP? I love that the company is installing a new program that makes every aspect of the company less efficient in a time that we need to be the most efficient to make a decent profit.

Have you read the new partnership agreement? Class A shareholders will only get the 7.5% payments and that's it. No more variable profits.

Only Class B shareholders will get the variable profits (but no guaranteed payments at all).

It also talks about public offerings. Oh but we're not for sale, right? Funny how from what I can see, that piece wasn't in previous LP documents.

https://www.sec.gov/Archives/edgar/data/815917/000119312525266808/ck0000815917-ex3_1.htm

Any rough ideas on AIP this year? with tariffs dominating the profit margin but still had profits curious if AIP will be good this year or if they'll dip it with taxes to blame.

15%-30% pay cut in the form of variable pay - to maintain QoQ profit margins ?

If Fannie Mae is bringing in 2.07 MILLION per employee, per year, why are layoffs necessary? Please educate me because I'm obviously a mo--n.

https://the-cfo.io/2025/12/09/the-hidden-engines-driving-million-dollar-employees/

Profits Over People

https://www.investing.com/news/transcripts/earnings-call-transcript-phoenix-education-partners-reports-q4-2025-growth-stock-dips-93CH-4371849

For the full year 2024, Verizon reported a consolidated net income of $17.5 billion, a 50.73% increase from 2023. Full-year 2024 earnings per share (EPS) were $4.14, compared to $2.75 for the full year 2023.

We can't make money..... so we must cut 15,000 more people...
18 Billion in profit just isn't enough!

When Wellness Week was implemented during Covid, Nike used the opportunity to axe the profit sharing retirement benefit. The messaging stated, "We are prioritizing investments into employee well being and pay continuity for retail athletes." The decision made sense and there wasn't much push back at the time. Today "wellness week" was taken away, but nothing was mentioned about reinstating what we gave up - the profit sharing plan. All of that coupled with an Oscar worthy performance and the audacity to ask for complete focus and commitment while taking benefits away. Appalling!

profit and layoffs. nice company

When healthcare industry groups, especially insurance providers, publicly support the extension of enhanced premium tax credits, it sounds compassionate on the surface — “helping more Americans afford coverage.” But the real motive often has little to do with public welfare and everything to do with profit stability , greed and guaranteed revenue.
So yes — they support it, but not out of altruism. They support it because it locks in a steady stream of guaranteed income under the banner of accessibility.

$126 billion in profit and they’re laying off workers? GREED, GREED, GREED. Good luck providing decent service!

I want to start this conversation because something isn’t adding up in the way our company talks about risk and reward.

We’ve all heard the narrative:
“Partners take on the financial risk, while employees share in the success.”

But when you look at how our compensation and margins actually work, the picture appears to be very different.

How the Current Model Really Works
Here’s what the numbers show:
• 11-12% profit margin is built into the financial model for LP and GP payments every year. Approximately 72% of that margin goes to the GPs. See page 30 and 50 of the publicly available 10-K.

•   After covering that 12%, whatever’s left goes to the employee variable compensation pool (bonuses,and profit sharing). We have all heard during bonus time that employee bonus can not be make the profit margin fall below a certain percentage depending on the bonus level.

In formula term
Revenue - Expenses - Bonus Pool = 0.12 Profit Margin
So the bonus pool is 0.88(Revenue - Expenses)

That means when expenses increase, bonuses automatically go down, because the partners’ 12% margin stays fixed.

Let’s put that into perspective:
Scenario Revenue Expenses Partners (12%) Employee Bonus
Normal year $10M $7M $1.2M $1.8M
Expenses increase $10M $7.5M $1.2M $1.3M

Even though revenue doesn’t change, employee bonuses fall by $500K while partners’ returns stay identical.

So the idea that partners are “bearing the risk” of expense increases doesn’t appear to be accurate mathematically. Employees appear to be bearing the brunt of increased expenses with lower bonuses. Unless my math is wrong, which maybe it is, but there have been lots of discussions about decreased bonuses with record profits over the years.

Now About the New Limited Partnership Offer
At first glance, it sounds like a great opportunity.

But here’s what’s changed under the surface:
Before: Limited partnership returns were guaranteed.
Now: There’s no guaranteed return, just “potential for higher earnings.”

That means the company is shifting more financial risk from the partners to employees. If GP payouts are guaranteed first, then the LPs again are taking on the risk of increased spending by the GPs.

What We Should Be Asking
Before signing or investing, ask these questions in writing:

1.  Priority of payments:
        Who gets paid first — partners or limited partners — and in what order?
2.  12% margin protection:
        Are we maintaining 12% margin protection and do GPs still get 72% of that margin? What percent will go to LPS?
3.  Profit calculation transparency:
        How exactly is “profit” defined for distribution purposes? Are partner salaries, perks, or expenses deducted first?
4.  Historical context:
        What would limited partner returns have been under this new structure for the past five years?
5.  Liquidity and exit:
        If an employee leaves or wants to sell their stake, how is the value determined? Is there a buyback obligation, and at what price?
6.  Governance:
        Do limited partners have any say in how profits are allocated or reported?

The offer sounds good but without a guaranteed return, you’re taking on real investment risk. At the same time, if the partner allocation remains fixed, then the risk is being shifted more to LPs.

This doesn’t mean we shouldn’t participate, there are still many unknowns about the new offering. It does mean you should go in with eyes wide open. Transparency and informed consent are what fairness look like. If the company truly wants shared success, the financial model should reflect shared risk not just shared language. I hope I am wrong and this is a good thing because given what we have all been through this year we need a silver lining. The culture has shifted drastically and a lot of trust has been lost. Let’s make sure we are asking the right questions to ensure GPs aren’t raking in cash and spending like drunken sailor, while we get the crumbs.

should we not expect could cost to come down drastically, thank to AI - Why it is goin up instead- profiteering ?

This is probably a good thing since Humana and most other Large MA Private Insurance Corporations seem to have a difficult job at doing simple accounting math when it comes to accurate Pharmacy RX Rebate numbers being reported to CMS and to Providers.