#employeerelations

3M leadership, listen up. You’ve let go most of the experienced, knowledgeable employees who built this company, stripping away decades of institutional know-how. You’re bringing in outsiders for top leadership roles while longtime insiders get pushed aside. And “Everyday Excellence” looks a lot like a system designed to weed out the overworked people still carrying the load after all the layoffs. On top of that, the new CEO is sitting with weak employee approval ratings around 47%.
If you don’t change course quickly, the risks are real and severe. Innovation will dry up without the people who actually know how to create and solve tough problems. Top talent will keep walking out the door, leaving a hollow operation behind. Quality will slip, mistakes will multiply, and liabilities will grow even worse. Culture and morale are already tanking, which ki-ls execution. Competitors who keep their edge will start eating your lunch in key markets. Short-term margins might look fine for now, but the long-term damage to performance, reputation, and shareholder value will be brutal.
Time to stop the bleeding. Respect the experience that built 3M, fix the disconnect with your people, and make real changes before it’s too late.​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​

It's stunning to see longtime employees, people who dedicated their careers here, get pushed out with no consideration. And now there's so much more to come. What happened to this place?

I'm tired of leadership acting like Verizon is a great place to work when we all know the reality is completely different. The facade is going to crumble sooner or later.

Why are people getting fired lately for what I can only call bullsh-t reasons? Two folks I know have been kicked out in the last two months. I'm now starting to worry they've decided severance is too expensive and will be getting rid of us using other means instead of layoffs.

Just commented this in another thread, but thought may be worth mentioning.

Based on other people’s posts today, it’s confirmed the MLRP policy change is being applied retroactively (2 NSI in 5 years = termination). Instead of it being effective starting this year when announced and the tracking beginning from 2025 performance forward, they are pulling in past performance for 5 years back.

What’s stopping them from saying next year, “anyone that has receive 3 Very Good performance in the past 10 years will now be eligible for a PIP”?

Guess I’m a big d-mb d-mb for thinking they would treat this similar to how the US constitution prohibits ex post facto laws for criminal conduct.

Why

Are a lot of people taking it?

Anyone the it will offered again?

What’s the Reorg look like after?

We are being asked to do review. Is this a precursor for identifying people to put on layoff list? Looking for intel.

Did anyone else notice this when filling out the culture survey they sent out - clicking on any answers on any questions acted normally UNTIL you got to the question of "do you plan to quit in the next six months" - every time you picked an answer or changed your answer a buffer icon would load something and then disappear. The whole team was doing the survey and reproduced it, including our manager (so four of us) Also obviously the survey link is personalised. I think theyre essentially looking at who's sure to leave anyway to make sure they don't lay them off as it'd be a waste of money if theyre quitting themselves anyway and instead layoff people who are still willing to stay and there isnt another easier way to get rid of them.

It got corrected

Funny how “Impostor Syndrome” keeps trending on LinkedIn, as if the real impostors aren’t sitting comfortably in the executive suite polishing their mission‑statement buzzwords. Our Lake Mary Site Lead waxes and wanes almost daily on LinkedIn about personal growth and his random musings on overcoming self‑doubt, meanwhile TheLayoff.com reads like a Greek chorus calling out leadership that’s overstayed its ethical visa. But sure—let’s all meditate on our inner saboteur while the EC perfects the art of staying in the room long after the moral fire alarm went off. Let’s focus more on our personal shortcomings while leadership turns up the midyear gaslighting campaign to identify a new collection of layoff victims.

It’s interesting, really. Employees twist themselves into pretzels wondering if they’re “worthy,” while the folks steering the ship can’t find the compass, the map, or apparently the exit.

If impostors are defined by those who shouldn’t be in the role, the syndrome isn’t in the rank‑and‑file—it’s upstairs in 240G, thriving, well‑compensated, and oddly immune to self‑reflection.

But hey, personal growth is important. Just not that personal, apparently. Give it a rest, James.

Out of nowhere one of the VPs in OCI was let go and the team under him have no clue what’s going on. It’s this standard practice?

Sadly it will probably be the regular one.In which case there maybe a few that are planning on leaving soon so they will benefit.But the rest who are not close to Medicare eligible will stay the next 4 to get closer to that age.Me being one !!!The current medical retirement disaster was one of the biggest mistakes of the last few negotiations on the part of the union .Probably right after the worst one deciding to give up new members pensions.I remember adamantly saying no way to both issues .While most of my brainwashed fellow members kept repeating what the union told them that we will get it all back later when things are better with economy and people are more on our side .Ya right.I will say union wise it has provided some job security and little better treatment then being non.We have also watched the mismanagement within the ranks become a neutered company run union .Wishing luck to all my long term buddies that you get that big Eisp your waiting for but sadly it may be more disappointing

Next week there is an ice cream social in Hop. They laid off thousands of people with a stock price of over $450 a share. They’re going to lay off more people in August and Nov.

They’re going to give you an ice cream social. If you are reading this and are in Hopkinton, don’t go. F*ck those guys, they’re the most greedy little pr!cks I’ve ever seen in my life.

Everything went to sh!t once Arthur took over.

They can’t placate us with ice cream. Think about how insulting that is for a second.

Not a bonus, not an increase in your salary for doing great work, not stock, but F*cking ice cream.

Show them your disgust. Don’t go.

Brookshire Grocery Company is closing four of its stores this month. The affected locations are in Ashdown, Arkansas; Rayville, Louisiana; Winnfield, Louisiana; and Grambling, Louisiana. These closures follow an evaluation of the company's retail footprint. Employees have been offered positions at other Brookshire stores. Customers can still redeem fuel points at remaining locations.

Ashdown, Arkansas

https://www.the-sun.com/money/16668080/brookshire-closing-stores-arkansas-louisiana/

People keep posting that they are safe from layoffs.

Morale is zero, will they keep the circus for much longer?

I said to my now ex manager I am done, i just want exit pkg so I can focus on starting interviews because thinking every day is it today for months is not healthy.

He is no longer manager soon so I guess we might be on similar exit paths.

So US cuts done right what about EU and Israel?

Santa Barbara County has successfully reduced its planned staff layoffs. This positive development comes after receiving an unexpected increase in state funding. The additional money will allow the county to reinstate 15 positions that were previously slated for elimination. These restored jobs were part of a larger effort to address the county's tight financial situation and balance its budget. Consequently, the total number of layoffs has decreased significantly.

Santa Barbara, California

https://www.kclu.org/2026-07-13/santa-barbara-county-reduces-staff-layoffs-after-getting-an-unexpected-surge-in-state-funding?_amp=true

Many years ago when I heard some of my friends had landed jobs at Cisco I thought "wow Cisco is smart to hire them". I even considered buying the stock.

All of them got laid off.

So when Cisco bought the company I worked for I already knew what was coming. The day the deal was announced I should have updated my resume and left. But I stayed anyway. I lasted longer than I expected but those years were mostly wasted.

I watched good friends and talented people get cut. After about a year I made a decision. I was done working extra hours or giving my soul to the company. If someone asked where I worked I would say Cisco but I always added that it was not the company it used to be back in the 90s. These days I even wonder if it was ever really that great.

In the end I gave them way less than my best effort. Sometimes I felt guilty about it. Then I would see someone busting their a** working weekends and late nights only to get laid off anyway. That made the message pretty clear.

Now it is my turn to be let go and I am still not sure which path was better. Should you work hard on principle even when the system does not care? Or do you push back against a machine that punishes loyalty?

I used every bit of that unlimited PTO. I never worked extra hours. Part of me is glad I fought the system in my own small way.

The other part wonders if it would have been better to go down still believing in the mission like Old Major in Animal Farm.

I want people’s opinions on this. The UW Campaign is in October, and the committee is pulling in the ERGs for engagement. They claim the focus is on the people—not Imperial. But let’s be honest: every single thing we do still gets stamped with Imperial’s name, and employees onsite have zero motivation left. I don’t see how we’re supposed to “engage” anyone under these conditions.

The waiting is excruciating. So ready to go. And no I am not just gonna leave just here for support. Centene is not the same anymore.

I’m expecting to be laid off this Thursday. My supervisor scheduled a 1:1 for the exact time and dates the expected layoffs are estimated to take place. I don’t know how to feel about this, but now gotta face the next 4 days with this information looming over me. I wish they’d just rip the bandage off and do it today. Anyone else in this boat?

While I suspect the July 16th date is accurate, I believe VZ upper management is leveraging this platform to foster an environment of anxiety. This narrative feels designed to artificially drive up productivity and force compliance through job insecurity. We should anticipate VZ to run continuous fake info such as these supposed fake weekly upcoming layoffs. My strongest recommendation is to disconnect from this forum and proactively channel your energy into finding a better opportunity elsewhere. This is my last time ever opening this site. This is a psyop. Wake up.

Curious if anyone has received their 401k settlement deposit. If so, are you still an active employee, or are you a past employee with a still-active Empower 401k.

did you make it through? how do your orgs look?

I’m in my late 20s so I assume I’m younger than a lot of you here and I’m also assuming a lot of y'all are probably my parents’ age or even older. Reading some of your hateful words on here Im honestly embarrassed for your kids. I can’t imagine if I saw or heard my mom or dad talk the way you do about human beings and all for what ? DEI? What’s the obsession like give it a rest. Why are you so threatened by who somebody beds down with? How does that affect you in any way? Worried they’ll take your job? Maybe stop being such dinosaurs. Stop coasting just because you think you’ve made it in life because you made it to a JG 3 or above. No wonder a lot of yall are being wiped out of your careers and companies don’t want to hire you and pay you for what you think you’re worth. So entitled. If you hate shells DEI policies so much then leave oh wait you can’t because you banked your whole career on ONE company. The new generations laugh at yall and trust me yes we are taking your jobs and yes we are also making more than you are. Nothing but disgusting sad old people you should be ashamed of yourselves. I’m disgusted to know I walk the halls with you. Grow some ba--s you want to act tough why post anonymously say it with your chest let us know your alias ID, post it on teams, LinkedIn etc or even better I’ll set up a gtky and we can have a f2f chat about how you really feel. We can even grab lunch and you can cry about how you’re all being wiped out by hispanics blacks Asians females g-ys and whoever else you wanna blame for your dead careers.

I worked for other large companies in the West and the Midwest prior to joining GN&T in the Northeast. My Western and Midwestern bosses were friendly and would greet me, ask me how things were going, make small talk etc…

My Verizon GN&T were the complete opposite. Hardly ever greeted me, didn’t make conversation about work or anything else. One ED wouldn’t even answer if you said good morning if you happened to be riding in the same elevator on the way to the office. This silent treatment makes for a pretty unpleasant working environment.

I’m curious what other people’s experiences are like. Is this a Northeast thing? A Verizon thing? Or what? I’m an introvert and I’m not seeking to start long conversations but greeting someone back is basic courtesy.

Hundreds of healthcare workers in Vermont gathered to protest upcoming layoffs at UVM Health. They expressed concerns about the impact on patient care and their own livelihoods. The rally highlighted the significant number of employees facing job losses. Organizers emphasized the importance of retaining experienced medical professionals. The demonstration aimed to pressure the health system to reconsider its decision.

Burlington, VT

https://www.wcax.com/video/2026/07/12/hundreds-vt-healthcare-workers-rally-against-uvm-health-layoffs/

The Santa Barbara County Health Department will reinstate fifteen positions previously impacted by layoffs. This reversal is due to a revised state budget that provides additional revenue for the department. The restored roles include various clinical and administrative staff. This funding allows the department to increase productivity and improve workflow efficiency. The department is using this year to enhance operations in anticipation of potential future budget changes.

Santa Barbara, California

https://www.noozhawk.com/county-health-will-restore-15-positions-after-layoffs/

So most thought by July a package would come .Now I hear there’s discrepancy on how many or who even on the amount

Truist employee here. Not a fan of BR but curious about our new CEO. Anyone want to share their thoughts?

left for role with soon to be mostly ex client ages ago, had some leftover cr4p that this company never bothered to pick up and they never responded to the original email so thought no bother, I sent my laptop back and thats all that mattered

out of the blue, get an email from "iron mountain" basically instructing me to package EVERYTHING the company sent me, including mice, keyboards, headsets and from covid the desk that Ive built my room around

if you get anything similar just tell them youve disposed of everything already and indicate you have no business with them
they have no power over us now

A new survey reveals that a significant majority of U.S. workers support the creation of an AI wealth fund. This sentiment arises as tech layoffs continue to increase, causing widespread job security concerns. The proposed fund would mandate AI firms to transfer a substantial portion of their stock to public ownership. Proponents believe this will ensure the benefits of AI are shared broadly. This initiative aims to address public frustration over corporate profits versus worker displacement.

United States

https://www.cnbc.com/2026/07/12/majority-of-us-workers-support-ai-fund-amid-tech-layoffs-survey.html

So once the VSP requests are all processed by/before the 27th, how long do you all suspect it'll be before the involuntary layoffs begin?

VZ to acquire Dish out of bankruptcy, laying off massive amounts of head count to pay for it.

Layoffs to fly under the radar of the larger story

I’ve learned more about ExxonMobil’s policies and the unwritten, dirtier rules outside the office than inside it. I’m sharing what I’ve picked up so far. If this helps even one person who walks blind. Feel free to add to it and keep it a live threat:

1. Be friendly, but don’t trust anyone. EM is not the place to build deep friendships. Surface level professionalism is safer.
2. Keep your academic network alive. You never know when you might need an adjunct role, consulting, or a fallback path.
3. Don’t share your goals. People we-ponize information here. Your ambitions become someone else’s leverage.
4. Don’t share anything personal. Many people cannot tolerate seeing someone else happy or progressing. Protect your privacy.
5. If you’re underutilized, speak up formally. Do your best, document it, and clearly inform management you need a project. Silence gets interpreted as complacency.
6. If you’re paired with a senior person in your area of the same skill, set boundaries immediately. Define your tasks, your ownership, and how credit will be split. Otherwise, your work becomes “their contribution.”
7. In team meetings, don’t rush to speak first. Read the room, understand the tone, then contribute. But don’t stay silent. You don’t want to leave labeled as “the one who didn’t participate.”
8. Document every idea in writing. Don’t let anyone “zoom call” your idea away and then repackage it as theirs. Put things in email, timestamp them, and confirm ownership clearly.
9. Don’t over acknowledge or admire people. The moment you over praise someone, they start acting like you owe them something. You don’t. Keep compliments minimal and neutral.
10. Never let them think you’re desperate for the job — even if you are. Desperation is blood in the water. If they sense it, you become the easiest person to throw under the bus.

Have you looked at the VSP email? They’re claiming that not applying for VSP doesn't mean you're on the chopping block later, but we all know how this usually goes. Does anyone have any idea how they’re actually calculating who gets impacted if they don’t get enough people to take the package? Let me know if you heard anything.

A buyer in place for Estero building. 6 months til vacancy required. If you’re in the 2nd floor, get ready for pink slips soon. Some positions may get offers to relocate to Atlanta. The rest will be let go. Was a fun ride while it lasted. So long Florida!

I am actually floored by this guy. I’ve seen some toxic stuff in my career, but this is next-level. He’s been here a year and honestly thinks he’s a deity, the way he talks down to the Indian team is straight-up disgusting, like they’re beneath him, question nothing. His emails read like they’re coming off a stone tablet from God. He makes endless snide comments on calls to belittle people. I would contact HR about this, but from what i've seen they find a way to fire you if you raise this stuff. I'm looking as well, its not worth the health problems.