#employeerelations

might as well say what we all know. each day is like watching a trainwreck even latest clueless strat team knows emrs poor planning and short staffed centers wont work. investors coming to collect in 2027 the worst for patients and staff is coming. referrals to a handful of places no lcsws and demotions for all the poor staff left holding the po-p bag. playbooks trainings and daily new workflows wont stop the terrible reputation centerH$ll now has. psa: riffing people then posting their jobs that week is trash.

Here’s a punchier version:

To everyone who comes here wishing they’d get surplused — your wish just came true.
The rumors are real. Cuts are coming, and they’re happening fast.
If you hate this job, go tell your supervisor to put your name on the list. Do it for the person who actually needs this job and is about to lose it.
Stop complaining. Start acting.

I was LR‘ed early 2024.. and today I am happy it happened then and not now. Cisco does, like most US companies, not care about employees and are unable to do a proper AOP planning - at cost of the lives of tousands of mother and fathers who have to provide to their families. I hope Karma will one day catch ELT and greedy investors like Blackrock. I am now on a better place where they hire more carefuly.

Layoffs in 2026 are inevitable and I can’t help but chuckle when people come onto this board to whinge about more layoffs are coming.

Are layoffs stressful? Absolutely. No one is denying that. One thing you can do is change your mindset.

Control the controllables.

You can’t control whether you are going to be laid off or not. What you can control is finding a new job. It’s not easy to find a new job in this market, so start looking now. Don’t wait until your job is impacted to look for a new role. Who knows… you might get lucky… engineer yourself a redundancy when you have something else lined up. To do so, you have to be smart. You can’t be bitter. It takes weeks to engineer a redundancy so get your ducks in order! There is life post Citi. You might surprise yourself. You may enjoy life after Citi more than you enjoy life at Citi. Food for thought.

Business Insider announced new employee cuts. Jamie Heller announced the company's staff cuts. The Insider Union reported 10 staff members were impacted. Management aims to sharpen coverage and invest in key areas. This marks the fourth staff cut for Business Insider.

https://www.thewrap.com/media-platforms/journalism/business-insider-layoffs-fourth-year-in-a-row/

I was laid off a couple of month's ago.
Out of curiosity, I sent a test email to my old address to see what happened. There was no bounce back reply from the server.
Does that mean my mailbox is still active and someone like my old boss has control of it now?

I've been in "corporate america" long enough to understand that the decision to surplus you often goes beyond just performance or willingness to improve, it often hinges on the fact if your supervisor or leadership chain like you. If they don't like you or you're always seeming to cause a problem, you're likely one of the first to be selected.

It might happen... but people are jumping from accounting math to headcount certainty. They said fewer than 4,000 jobs in Q4. They also said notifications start 5-14 and continue globally based on local laws and regulations. OK, makes sense - it su-ks but it makes sense... That alone explains why some costs roll into FY27.

The remaining restructuring charge does not automatically mean another 4K or 5K people in Aug.... It can include severance paid later, benefits, legal and administrative costs, country-specific consultation periods, delayed effective dates, and other restructuring expenses.

Could there be mre cuts later? Sure. This's Cisco afterall. But that is different from saying Aug is confirmed...

Unless someone has an actual internal list, mgr confirmation, country schedule, or filing that says another wave is planned for Aug, the aug number is still speculation... people should stop treating it like a confirmed fact just because the 1B charge is split across Qs.

Have you opened ER case before regarding your manager or team lead or performance rating？
What was your experience like?

I used to think HR was there to help employees and actually went to them with a complaint. Big mistake. Their only goal is to protect the company from us. They don't care about what happened, just how they can sweep it under the rug. Don't make the same mistake I did of trusting them.

Some one tell him stop with the navi hoodies and high tops. I am embarrassed for all of you

Augusta Sportswear will close its Coburg facility. This closure is scheduled for July 17. Up to 83 employees will be laid off. A limited number of employees may transfer. The facility produces Pacific Headwear custom hats.

Coburg, Oregon

https://www.klcc.org/economy-business/2026-05-14/georgia-based-clothing-company-to-close-its-coburg-facility-lay-off-up-to-83-people

Mental Health Awareness meetings - really?after folks have been laid off and more layoffs to come - this company is either clueless or really twisted with its cruelty

Gotta love how these companies do layoffs.
No one tells you the notification timeline or process to determine whether safe or not

So glad not a new hire or a person with 30 years to work

Today is a reminder that job cuts do not just happen to struggling employees or people doing the bare minimum. Some of the smartest and most respected people I know here were affected too, including people with years of experience and records most teams would want to keep. Not sure how this is supposed to benefit Cisco in the long run, but the leadership seems to think it will.

Mayor Cathleen DeSimone presented Attleboro's nearly $202 million budget. The plan involves employee layoffs and substantial use of free cash. This budget aims to eliminate a $2.5 million deficit. Seven employees will be laid off, and seven vacant positions remain unfilled. The budget uses $965,000 in free cash, a temporary strategy.

Attleboro, MA

https://www.thesunchronicle.com/news/local_news/attleboro-mayor-proposes-nearly-202-million-budget-which-includes-layoffs/article_7dc36d63-1fb1-458e-9f84-044ebbd0da03.html

I also suggest that maybe everyone below grade 8 should simply not work for a week, everyone call in sick a sick out is what is needed to wake them up.

If your EMG is talking about “how we work” and is having your leader write out each of your job duties and what it entails, that is the first step in deciding who gets their 60 days notice. Word of advice, make sure you let your leader know EVERYTHING you do, even if it seems small and non interesting, the more the better.

Displacement call 9:15am on a Tuesday after payday for me. Got the IM (inconsistently meets) at end of 2025 for the first time. Had always gotten meets prior and no real reason for the review or what I did wrong. Simple explanation of “we expect more than we used to” brouhaha.. Also got the telltale “you have not met standards
Of using AI in the past month” email even though those supposed standards were only being tracked for my team starting May 1, and I had been using since mid April on a daily basis.
Half my team was eliminated. Well, half my U.S. team was eliminated, most with 15+ years with wf under their belts. Underperforming teammates in India had no layoffs. Writings on the wall folks. No one is safe as management doesn’t, and hasn’t cared for a long time. Pretty soon all work will come out of overseas locations with no quality checks being done. And AI isn’t at a place yet to replace the work of many specialists. CS doesn’t care though, as long as he gets himself and all his banking buds jobs and retirement packages while he still can.
Get out while you can. WF is now, atleast to me, considered the WF Titanic of companies. Sinking ship, not enough life boats for sustainability, and I foresee another audit/check of WF illegal workings, with a spotlight on good ole Uncle Charlie. That’s why he keeps hiring his cronies from past jobs and contacts, right? Feather their nests while he still can.
As soon as I can, I will also be switching banks to one I have faith in. And there will be no ties ever again to WF.

For the ones being affected by the LR, are they making it immediate, or did they give you a near future end date? i remember for some of the previous layofss they gave a long notice before the end date; also people from my team got layed off and they were around for 1-2 extra weeks

It has now been over a year since I left State Farm. I know people rant and rave on here about toxic environments, dysfunctional leaders, etc etc etc. But one thing I've discovered over the past 12 months is that the State Farm environment can truly damage a person's well being and self confidence. I was in leadership when at SF, not in Claims. When I started at my new company, in a senior leadership role, it became clear to me right away the stark difference in work environment and leadership health. State Farm subtly pushes you down, questions everything you do, and makes you feel that anything you do is just not good enough.

I didn't realize, even as a leader, just how oppressive and damaging that is to an individual. There is no loyalty, support, appreciation for the workforce from executive leadership. State Farm leadership will praise you one minute and then turn around and make you feel an inch high because something wasn't done according to their expectations.

Instead of complaining, make the decision to leave, if you can. The subtle mental harm that State Farm propagates is worse than you believe.

Cheaper workers, offshoring, AI - whatever works. If they could charge us for the privilege of working here, they would.

Has anyone got any clarity on this?
Like from FTS HR?

My contract states hybrid, but there's legal ease in there... I really can't go in full-time and would not have taken or applied for a full-time in-office role since it is not feasible for me. Worst case, I could ask my FTS and let folks on here know what I hear...

But FTS is most of the time beyond useless and just gives you a vagus runaround on things.

Don’t think this will last, you will have your good MOW’s and you think you will sit at home sending emails and watching TV. Sooner we will get the AI scheduling program that will not only assign you stores to hit every week,but you will be tracked with GPS again. So to the one’s that think it’s not so bad, will see how you fall in 6 month’s

Just resigned from my position here in the U.S. How do I go about returning my laptop and equipment? No direction has been provided by my manager - will I get a box in the mail?

“Annuals checks to begin soon” Another way to weed out people instead of laying off. I get it’s in the employment contract but I’ve never got this email all the years I’ve worked here.

Sometimes things aren’t the same when your bestie leaves. It is in-fact confusing to be a girl. let’s have some compassion and hold space for leadership during these unprecedented times

Let me break down why most of the employees are unhappy. First, forced ranking. Everyone is fighting for survival, taking credit for others' work just to avoid a PIP. Second, false ranking. People on the fast track get top ratings even when they cause major problems. Third, location bias. An expert here gets rated lower than someone in a cheaper country who makes constant errors. Fourth, promoting incompetent people. Industry experts end up reporting to managers who don't understand the work. These problems could be solved, but leadership chooses not to.

"With this, we are making changes today that will result in the reduction of our overall workforce in Q4 by fewer than 4,000 jobs, representing less than 5 percent of our total employee base."

Basically, he's saying it's just 4k jobs, no biggie. He doesn't give a damn that so many families are about to lose their livelihood. It's less than 5 percent, so it's all good. Just a small nuisance, nothing else.

I am going to keep this simple because I am tired of watching the same thing happen. I have seen people give this job every waking hour, burn themselves out completely, and then blame only themselves when they got let go. They never saw it coming because they believed hard work would be enough. It is not enough. The people who survive here are not the hardest workers. They are the best talkers, the best networkers, the best at being visible in the right moments and invisible in the wrong ones. If you are not one of those people, at least stop giving this place more than a fair day's work. It does not love you back. It will not remember your overtime. Save that energy for yourself.

So today those that requested VRIF get told yes or no. It is mid afternoon in Europe already and still silence. I guess they are going to push the 14th May date to be as late as possible in the day just to be “respectful” which is how Louis described the process would be.

Any word on this being reverted? Do they actually care about our attendance? What the heck is going on and why wont they talk to us.

There was a colleague in a different department that I worked with and anytime I look them up on teams they are still there, last seen approximately 2 months ago. I have a feeling they were let go, but wouldn't they be gone from teams by now? Maybe they are on a medical leave, which is why I don't want to ask them. Thank you

Has anyone went to HR over mistreatment from a superior and had a good outcome? This individual seems to take great pleasure in belittling and putting me down. They only do this to me and when there are no witnesses. This is not a daily occurrence, but has occurred more than it should. On the days that they are not being completely disrespectful they are cordial but still treat me differently than others. This seems to be the norm here with people in "power positions", but we should not have to tolerate it. With everyone being asked to do more with less and morale at an all time low, this is an unnecessary stress added to an already stressful work environment.

The Redlands Unified School District recently approved 19 new layoffs. These cuts impact positions such as librarians, special education staff, and nurses. This decision follows 135 layoff notices approved earlier in the year. The district cites financial pressure, enrollment trends, and budget issues. Officials state these actions are necessary to ensure fiscal stability.

Redlands

https://www.nbclosangeles.com/news/local/redlands-unified-school-district-layoffs/3890142/

Two of the biggest bootlickers and hardest workers in the office just got the 1-1. Years of dedication without any promotions rewarded with getting laid off like a dog. This is what you get for going above and beyond at Cisco :)

The current wave of layoffs is doing far more than just thinning out payrolls—it is poisoning the well for those who remain. When a company pivots to mass terminations, it isn't just "restructuring"; it is dismantling the psychological safety and cultural foundation that keeps a business running.
### The Hidden Costs of "Survivor Syndrome"
While leadership focuses on the balance sheet, the "survivors" are left to navigate a toxic landscape. Here is why the post-layoff environment is so damaging:

• The Erosion of Trust: Constant job insecurity ki-ls loyalty. Employees stop thinking about long-term innovation and start focusing on exit strategies.
• Burnout and Burden: Remaining staff are often expected to absorb the workload of their departed colleagues. This "do more with less" mentality leads to rapid burnout and a decline in work quality.
• Demoralized Culture: Watching talented friends and peers escorted out creates a heavy, somber atmosphere. The office transforms from a place of collaboration to a place of anxiety.
• Loss of Institutional Knowledge: Layoffs are a "brain drain." When experienced people leave, they take years of process knowledge and client relationships with them, leaving the existing team feeling lost and unsupported.
  ### The Reality Check

  "You cannot cut your way to growth."
  A company’s greatest asset isn’t its capital—it’s the collective energy and motivation of its people. When you treat employees as disposable line items, you don't just lose headcount; you lose the heart of the organization.

  If companies continue to prioritize short-term stock gains over long-term stability, they will eventually find themselves with a workforce that is physically present but mentally checked out. A demotivated team is a stagnant team. It is time for leadership to recognize that protecting the environment for existing employees is just as vital as managing the budget.
  Is this for a LinkedIn post, or are you looking to send this as a formal internal feedback letter to leadership?

Dozens of San Diego Unified School District employees will receive new job offers. These employees previously faced potential layoffs earlier this year. The district reached agreements with three employee associations. Sixty-nine at-risk employees can now accept new district roles. Human Resources found existing open positions for the upcoming school year.

San Diego, CA

https://www.10news.com/news/local-news/sd-unified-workers-who-faced-layoffs-to-be-offered-new-jobs-within-district

Is it me, or is EJ making absolutely terrible experienced FA hires? I have met a few and most have not brought over significant assets and probably were on their last leg at the firms they came from.

One actually said that they joined EJ because of Moneyguide. Not to service clients better - or for better options to grow a practice - and certainly not the culture. Simply because the firm uses MG.

Another one I met makes odd comments in meetings (totally off topic) and appears to have some personal hygiene issues (the type you smell).

Like, what is happening? Is this just hiring to keep Chubak happy? Or is this the best the K-Mart of wealth management can hire?

I heard some people will always have ratings above VG.
Is it the same as being hipo, or just protected (whatever that means)?
Does that change often? What does one need to do in order to be in that pool?