HR’s KPI seems simple: fire smoothly as many people as possible. No fairness, no compassion, no consideration just cut people ruthlessly to protect their own positions. Apparently, job security in HR means making sure everyone else loses theirs first.
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@2z7 you nailed the crux of it. They want sheep. They have a leadership and management style that has been unchanged for over a decade and they want to retain this style no matter what over everything else. It is the most important goal of theirs. So they get rid of those who don’t play along and hire new people in hopes they are getting sheep that will follow the dated existing management and communication style
@2z7 tons of people are getting laid off everywhere in tech now and it’s the norm and doesn’t seem so hard to get a new job but takes six months for many
Yes. Lots of people just gone all at once. It’s continuous. And I know we are hiring. I don’t get it. I won’t share exact credentials of some people that have been let go recently, but I don’t think someone who don’t think someone who goes to an Ivy League school, has a PhD and is well-liked and no track record of slip ups is all of a sudden lazy or incompetent. I don’t understand why companies do this. It happens everywhere. But the stigma remains once you’ve been laid off and it’s hard to find a new job.
Another nothing burger, thankfully
@1z0 no , it‘s next Tuesday. Let‘s set a series so eventually you will get it right.
@1z0 Leave F9 alone. Our great-grandchild is coming to visit me F9 next week.
@202 this number for 2026 is $50M in direct savings from structural optimization. It was indeed $40M for 2025.
Does nobody read the SEC filings? They give you the exact monetary amount they're saving by cutting work force for 2026.
https://www.sec.gov/Archives/edgar/data/1709048/000170904826000111/globalfoundries1q2026earni.htm?utm_source=chatgpt.com
GF recorded approximately $39 million of structural-optimization expense during 2025.
The company specifically defines that expense as including:
workforce reductions
manufacturing footprint alignment
liquidation charges.
The June 2026 10-Q specifically identifies employee costs associated with:
operators
maintenance technicians
process engineers
supply chain
IT production
yield improvement
health and safety
as significant manufacturing expenses.
https://www.sec.gov/Archives/edgar/data/1709048/000170904826000219/gfs-20260630_d2.htm
They're actively reducing headcount and they give you a dollar amount for it.
Re-orgs will be announced starting next Tuesday.
You should hear some of the conversations the HR people have out in the open at their new location in admin 1.
@183 seems no more “hype” about layoffs..
Is this the calm before the storm????
We all agree a massive layoff is coming?
Don’t mess with F9. This is our own private retreat
@h0+1kzm5q7q3 why would someone "playing the game" be dedicating any of their precious time to a forum specifically about layoffs? Don't you have big money moves to be making? What's your supplement stack look like? Sounds like you might be the one getting played my friend.
@ey if you knew the difference between a bootlicker and a game player, maybe you would not be so angry or scared…good luck! It seems you need a lot of it.
To the corporate bootlicker who wants to put their head in the sand:
https://www.wsj.com/business/firing-someone-performance-improvement-plans-more-popular-the-pip-7cac7062
Sharp 30%+ increase in formal performance procedures as organizations face continuous cost pressures.
What layoffs? Stop this non sense. Many departments are actively hiring, and here comes someone again with this fake news. PIPs been there since always, every year…
Microsoft is literally doing the same bullsh-t right now. Employees given a "Lite" rating face an immediate 5-day choice to take a GVSA lump sum and exit or enter a formal PIP. This place fu--ing su-ks.
@ae what you mean GF is not corrupt and the leadership doesn’t play political games!
Wanted to share this in case it helps someone else navigate what's going on. If you're being told you're facing a PIP or a "resign or be managed out" ultimatum, a few things worth knowing before you respond to anything:
Document everything now, while you still have access. Save your performance metrics, past reviews, any KPI tracking. Anything showing you've been meeting expectations. Once things move forward, access to systems can disappear fast.
A PIP timed right before or during a known reorg/RIF is a common pattern, not just at GF It's often used as a way to convert a layoff into a "performance termination," which can affect severance and how it looks on paper.
You're not obligated to decide on the spot. Ask for the terms in writing. If it comes with a severance agreement and you're 40+, federal law (OWBPA) actually requires the company give you at least 21 days to review before signing, plus 7 days to revoke after. Don't let anyone rush you past that.
Get an employment attorney to review anything before you sign it. A lot of them do flat-fee severance reviews for a few hundred bucks. Cheap insurance before you waive any rights.
If your PIP timing lines up suspiciously with something you raised (an inaccurate mid-year year review, a complaint, a compliance concern, a dispute), keep a factual timeline of dates. Doesn't mean you accuse anyone of anything. Just document it in case it matters later.
If you can prove age discrimination I'd start another class-action like the IBMers had to do...