Here's a summary of the past few years: Leadership announces a re-org that will really help us execute against our operating plan, allow for more cross functional collaboration, align, and achieve other improvements that sound really good. This usually involves creating new leadership positions and then shuffling teams around. Leadership later decides that due to the challenging macroeconomic environment, some positions (spoiler: not their own) are no longer financially sustainable so there are layoffs. Benefits get cut. Then there's a short period of time where we think all is well and things are improving until leadership (largely the same leadership team that was responsible for previous layoffs and re-orgs) announces more layoffs (another spoiler: still not themselves) and additional cuts to benefits and compensation. Sprinkle in some acquisitions (which inevitably reduce the stock price), a few more rounds of layoffs, and a couple more re-orgs, all with the same messaging that this newest re-org is designed to help us execute against our operating plan, align, eliminate siloes, and allow for more cross functional collaboration. Lather, rinse, repeat a few times. This last round has been a little different though. After turning 120 people's lives upside down by laying them off in August they did acknowledge that they were a bit hasty and didn't handle that very well, and may add some of those "critical" positions back into the budget after deeming them no longer financially sustainable just a few months ago. And of course, there will be some new leadership positions opened as part of the current re-org, but this time the changes really will help us execute against our operating plan, align, etc. And after completely slashing benefits in August, they're promising we'll get some back (albeit at a reduced rate, such as a 50% 401k match instead of 100%) in January. But sorry, you won't get to enjoy them for very long if you're part of the January layoffs (prediction: leadership won't be affected by those either). And if we're really good, the raises they previously promised would happen in December but were pushed back to next April, just might actually happen in April. (But it will be a smaller increase than previously promised) We also get the pleasure of working longer hours to hit the increase in required billable hours, unless we choose to take little or no PTO, in which case working normal hours might be enough depending on how many administrative meetings and tasks you have. Forgive me for being harsh but I've had enough and don't think any of this is worth celebrating or that I have any reason to trust leadership's decisions going forward. Many of them are very kind, compassionate people, but that does not necessarily mean they're the most qualified and best for the positions they're in. I sincerely hope they can right this ship, but after broken promises, poor execution, repeated benefits and compensation cuts, delayed promotions, and frequent layoffs, I have little trust left. There are of course things beyond their control such as the pandemic and the big beautiful bill, and most of us aren't privy to all of the details of what goes on behind the scenes so I'm sure there are challenges we're not aware of, but at what point do we stop and honestly examine whether the decisions made by this leadership team have contributed to the struggles we currently face as a company?
