#reorg

What is going on at this company that close to 100 people can sit on a call like this morning and think we have the right people in charge??? It’s almost like they didn’t have months to prepare.

Hope actual leadership watch the recordings (or attempt at recordings and wrong screen share). Cut the experiment and let’s get back to work.

If you were reorged (moved to another department without applying / not your choice) and it’s not working out. Can you apply to another position within the company if it’s been less than a year? I know generally you should wait a year to apply but this role is not working for me at all. I want to go back to a similar role I was in before and willing to take a pay cut. Any thoughts or experience you could share would be helpful.

Stop reorging every 6 months. Stick to one organizational model, have a resilient plan that you can stick to for at least 24 months. All of these constant changes erodes motivation, creativity and our trust in the leadership. Help us build the brand and create sick products that will sell .

Stop reacting too much about the short term. Have a vision, share it and follow it.

Consolidating the Tech leadership under a "sustainability" COO IN the same 2 weeks everyone is being told to hurry up and update their skills listing in Workday. The writing seems on the wall for another season of tech "reorganization".

Does this mean we're finally done fu--ing around with NFTs and trying to homebrew dead-end AI hype?

I’m already getting cryptic comments in meetings and people are talking. If you hear anything before whatever change is coming next week, post it here!

As part of the reorg, we have this new sales enablement function. I still have not seen the value of this function as none of the leads are not really doing much. What is this supposed to be? Can we get some competent people to enable this?

Underperforming BUs are getting a massive reorg first week in December

Are y’all hearing about the “spans and layers” conversation? Am being told demotions are on the cards as well? Is there no bottom?

So with FPAS being consolidated into corporate FP&A, what was the point of coe finance transformation to begin with? It just goes back to finance like nothing ever happened? Finance is always chasing everyone else for savings, while untold millions were spent on overlapping roles and chaos for years with no accountability or sensible organizational structure. It is a travesty what has happened to so many careers over the years as a result of costly misalignment among the finance leadership. There could really be a full case study on it.

Which line of business has published their reorg charts on vzweb?

So the only groups that get to continue working in 1:1 flex offices are the people who made the decision to turn 1500 into a watered-down version of a college library (the Implementation team) and the reorg henchmen in HR. How poetic.

Because no one else in the corporation has any need for a quiet workspace. Or as they said in the HMP townhall: “you think you can’t focus in an open environment, but the truth is, you can focus anywhere!”

Is Shankar out? Will there be a reorg in VGS?

How are your implementation teams going? Talk about useless overhead.

The cuts happened, reorg is done. People can figure out how to work again without you working with McKinsey on creating 1000 slides that no one will ever read again.

How many useless meetings about adhering to the operating model have you all had after the ROM in 2020? And here we are again.

Feel sorry for people that were RIFed.
Speaking of VCG as well as others, for the people still around, do we know when the re-orgs will take place and what they will look like?

Happening the 2nd week of December.
Start looking at conference room blocks.

• Likely on Wednesday.

I’ve heard the total reductions for the year will be around +20% company wide. - They have staggered them throughout the year to limit visibility. (Plants/Regions/HQ/removing open roles and now the great “re-org”)

We haven’t seen a WARN notice, so how might they be getting around it? (Please add if you know other ways)

Paying in-lieu of notice: Instead of providing the 60-day notice, a company may choose to pay employees for the 60-day period plus any benefits they would have received.

Forced attrition: Some companies may attempt to reduce their workforce by placing good employees on performance improvement plans (PIPs) with the hope that they will quit, thus avoiding severance and WARN Act obligations.

Notice +60: company may give notice on a predetermined day allowing for the 60 days to transpire with employees “transitioning” during this time; (so not actually going around the rules)

And with the double amount of work you'll be at risk for making your goals. If you don't you are under performing and the next to be cut and maybe with no severance........?

Anyone know what sort of reorg we’ll be seeing or when it will be announced? Will wireless and wireline ops finally merge? What happens now.

Of course, I feel bad for everyone impacted today and wish you the best. You will find something better in time

What a horrible day, I am safe… but my friends were cut and it just feels like a death. NO ONE deserves to be without a job right before Christmas.

Sharing what I know, future looking -

Consumer re-org will be announced tomorrow.

Not sure on HR,Network,finance etc but consumer will be switched up completely.

Is anyone in the company in an area where there isn't chaos and lack of planning? This re-org has been terrible. There is no way MW should still be CEO

Will reorgs be announced? If so does that mean that new org charts were already made in advance? Or is tomorrow strictly just layoffs

Don’t know if it’s an official “layoff” but people are disappearing left and right. Reorg in process, and some groups seem overdue. Production line ending now. Reply if you’ve heard of actual layoffs.

The number of regions is changing. Management will be downsized accordingly.

It's been leaked internally that the long term plan for APLA is now finalized.

CS WILL BE PROMOTED to chief strategy officer join me in congratulations on this big announcement for them.

APLA will be absorbed into apac and north America.

North America and latin America will become Americas.

Greater China will become Asia Pacific.

This leaves just three geos which will make things faster, most noble and efficient.

AMER
APAC
EMEA

Im really happy about this change and think it's a great move for everyone.

Photo shoots, Pulse Surveys, Volunteering, Reorg Adjustments, Infinite Smiles & Cheerleading & Positivity.... Master these and you are all good.

2015…major reorg. 2018…VSP followed by major reorg. 2022…reorg. 2023…more reorg. 2024…another reorg. Life at VZ…always on the edge of yet another reorg. Exhausting.

Layoffs?!? Layoffs?!? That’s impossible. I was told by reliable sources at the corporate update that no layoffs were “planned.” Crazy coincidence the layoffs that were not planned just happen to have occurred the week after the Impact roadshow. What are the odds? To be fair to Rick though technically he wasn’t lying. True Layoffs only come from the Layoff region in France. All other layoffs are just sparkling white Reorgs. Seriously, though good luck to those affected. It’s a blessing in disguise.

The gist I took away was we’re centralizing more engineering in the US, using tech centers more and only staffing manufacturing sites with under potential 30 types. I’d expect when the current batch of lower potential 26-29’s get told they’re stuck, the “redundancy” problem takes care of itself.

is it the calm bofeore a coming storm? Selfie-king just posted about some org changes. Is that the beginning of a trickle down effect?

Anyone know which team(s) were impacted by the recent HR reorg?

EXCLUSIVE: Kidscreen has confirmed these staff cuts, which are part of the toyco’s planned brand management business reorg.

https://kidscreen.com/2025/11/17/mattel-layoffs-hit-global-brand-teams/

So sourcing consultants with their wise words of caution to enterprise clients.

https://www.lb3law.com/blog/verizon-restructuring-what-enterprise-customers-need-to-know/

Our group is going through a re-org and will re-level jobs accordingly. Does bonus change or can you carry all your current comp with you?

What I don’t see is Nike ever reaching the heights of its old glory again. I actually used to enjoy working here. Now it just feels like any other random job that could vanish at any moment, and I wouldn't even care. You can’t be invested when leadership isn’t, and you can’t feel like part of a team when there’s no team left. We’ve become bland, and cutting people seems to be the only strategy they have to stay afloat.

Look I’m not even mad anymore. just tired... Every week it’s another round of whispers about realignments and optimization, and we all know what that means. People disappear from the org chart, managers act like it’s business as usual... and everyone else pretends not to notice while secretly refreshing job boards.What’s wild is how leadership keeps calling this progress. They hold some all hands to talk about leaner operations like we’re supposed to clap for losing our coworkers. Then they tell us to stay positive and embrace the change. I’d love to, but it’s kinda hard to embrace being disposable.... and don’t even start with the we’re one team stuff. One team doesn’t keep cutting off its own legs. One team doesn’t keep asking people to train their replacements. You can call it efficiency all you want, but what it feels like is betrayal. I used to think Verizon was a place you could build a career. Now it feels like a place where you just wait your turn to be streamlined. Maybe the saddest part is how normal that’s starting to feel.

Bumping from @a6+1k9qp9myj.

Why cant the teams reorganize before cleanup. Let the low level hard worker atleast try to understand the org structures and the new skill needs before asking him to go. There are so many managers who are just going to take care of their favorites and the true workers might be left in the dust. It just makes sense for the worker to be assigned to the new org structure where he can reskill and deliver as needed. Remember most of the band 6 and below are just doing what they are told , with all the hard work necessary to acheive that.