The OP misses several things:
(1) Our industry is cyclical, with periodic boom and busts, and as such, must have a strong severance package as part of a normalizing of compensation. Our severance is nothing spectacular in our industry, about middle, which is where they want it to be, in no way best in class.
(2) The issue is not the severance package, it’s management who should know how to manage: smart investments, plan for price downturns we all know come, and don’t go crazy with costs during the good times. Our management has been decisively wrong on all three.
(3) As someone noted below, there have been “payoff severance package” for short term executive hiring errors and other “friends of the ELT”. We all see the hypocrisy of this when management propagandizes SPIRIT values.
(4) The lay-off process has been chronic and inconsistent. Rather than “once and done” there have been multiple, proving there is no real plan, only a reaction to the immediate environment. If you were an average employee, but excellent brown noser, you were kept ahead of an excellent employee who spoke the truth. EOI was handled differently depending on the ELT member. The ELT cuts it’s size and then creates a subset simply to enable their chosen to get special severance packages and promotions.
Employees see this, morale and loyalty collapse, and the result is a huge value drop from us no longer caring.