The trap: Employees are encouraged often with sustained pressure to invest significant personal time preparing for future roles over extended periods (in some cases close to a year), while simultaneously managing ongoing responsibilities. In certain cases, formal timelines were communicated for completing this process. However, layoffs occurred even before those timelines were reached, including for employees who had already cleared the required internal rounds. This highlights a clear misalignment between what is communicated to employees and actual outcomes.
Pattern of Layoffs: Over the past two years, layoffs appear to have become a recurring pattern without a proper reasoning.
Declining Transparency: Teams continue working toward evolving goals while broader organizational changes are not clearly communicated, leading to a disconnect between expectations and reality.
Shift in Culture: The organization felt more people-centric earlier, but the culture now seems significantly more transactional.
Exits: Layoffs were communicated through brief, 30 minutes impersonal calls with no prior indication.It is a disrespectful way to end a professional relationship that demanded high ownership and effort.
While severance was provided as per policy, the communication and handling of the exit felt abrupt and impersonal. It had a noticeable mental and emotional impact.
