Interesting how if you search "You're Fired" on Google or most any other search engine, up pops plenty of Donald Trump visages from his TV days, often making light of those two words that became little more than a joke punchline then, and for some reason, remains so in many cases today.
It's not funny.
Boeing, once the most powerful aircraft manufacturer and aerospace pioneer in the world, is sending 2,500 people home without a job. It’s not that they were bad at their craft, it’s they were caught in a numbers game brought about by despicable management practices and a level of ignorant greed few have ever seen.
More than 2,400 jobs are being axed by supply-chain related companies across America. Again, it has nothing to do with the quality of work by those now unemployed. Rather, it has to do with terrible management decisions and a lack of logistical planning recovering from the COVID-19 pandemic.
Stellantis, one of the top 3 car manufacturers in the United States, will reach somewhere around 4,000 jobs cut, claiming it’s the only way they can survive. As in almost every case, their top executives are facing no loss of pay, no loss of job security, no concern how to keep a roof over the head of their families.
The American workforce is in tatters, the outcome of so many issues that could have been foreshadowed, so many smart decisions that should have been made, so many leadership actions by those who saw it all coming. Yet, in the end, they did little or nothing for the working class, while at the same time ensuring their paychecks would never be affected.
From tech giants to traditional manufacturing, layoffs are becoming a routine part of corporate strategy, sparking questions about priorities, greed, and the value placed on employees in today's economy.
Sadly, truthfully, that value of employees has never been lower. Where once having a craft you were good at meant something, it now means absolutely nothing. Get out. Take your belongings with you. We’re not responsible.
Despicable.
Where once we thought the massive layoffs would ease sooner or later, we haven’t even come close to reaching the “later” stage. Some of the most profitable and visible companies were lopping off employable heads with reckless abandon in recent years.
Amazon cut over 27,000 jobs in 2023, citing economic uncertainty, even as the company reported record billions in profit. The IT firm, Accenture, dumped 19,000 people while also recording unassailable profits. Meta (formerly Facebook) laid off 11,000 employees, representing 13% of its workforce, as part of its “efficiency” strategy, despite remaining highly profitable. Disney, Salesforce, and Google also trimmed tens of thousands of jobs, ostensibly in the name of cost-cutting or restructuring.
In almost every case, that “restructuring” was the end result of chaotic management, poor decisions in changing markets, and of course, seeking to protect the paychecks of those in the higher tax bracket.
Industries beyond tech almost gleefully followed suit. In manufacturing, layoffs at Ford and other automakers often target older, more experienced workers in favor of cheaper, younger labor. Retailers like Walmart shuttered stores, cutting staff even while boasting healthy profit margins.
At the heart of these layoffs lies a troubling question: Are companies prioritizing shareholder returns and executive bonuses over the welfare of their workforce? The answer seems clear.
Yes. Without question. Workers be damned as every one of you is replaceable at cheaper numbers.
Many corporations slashing jobs are simultaneously reporting record profits and engaging in stock buybacks that enrich shareholders. For example, Apple, which eliminated jobs in some of its divisions, authorized a $90 billion stock buyback program. This disconnect suggests that layoffs are often less about survival and more about maximizing margins.
Greed.
This corporate strategy is never without victims. The employees, the ones who gave years of service, expertise, and dedication, are always the first to feel the axe. For many, the loss of income means immediate struggles to cover housing, healthcare, and daily expenses, with little support from their former employers. It can, and many times, leads to a terrible black hole of economic despair many people simple will never climb out of.
At the core of many firings is the dark cloud of ageism. What, you say it’s not ethical or even legal to bounce someone just because of their age? Grow up. This is nothing new in the American workforce. It has been given a free pass by the legal system, and major corporations know they can get away with it and smile at the profit ledgers. Want to file a lawsuit against the company, even if you have solid evidence you were fired because of your age and not because of your work ethic and quality? You go right ahead, buddy. The company lawyers will bury you for years, in the hopes you’ll grow weary of trying or die without a resolution.
Older, more experienced employees are frequently targeted for termination, their higher salaries making them a convenient cost-saving measure. Even if they aren’t making a fortune in salary, plenty of employers look at this as nothing more than a “cleaning out of old dead wood” that will only complain as they get older. At the same time, plenty of corporates know they need to bail quickly so as to not have greater parachutes to pay out, or continue to fund health care for those they see as destined to get sicker as they age.
The thinking is, “Hey, they’re going to die anyway. So long as it’s not on our watch and our insurance premiums, we’re golden”. Don’t even get me started on the lie that is COBRA insurance, designed more to pummel people into debt than actually help in times of medical need.
Most of those cut loose face discrimination when trying to re-enter the workforce, as employers favor younger, cheaper, and often less-experienced workers.
Automation and AI are also reshaping hiring practices in ways that disadvantage laid-off workers. Companies increasingly rely on algorithms to sort through resumes, prioritizing candidates who fit rigid criteria. This approach often excludes highly skilled workers who don’t match the algorithmic mold, robbing them of opportunities to showcase their talents in interviews.
Not only can you not talk to someone in charge of making decisions, but their algorithmic gatekeepers will slap you into oblivion with one misplaced adverb in your CV.
For those laid off, the job market offers little solace. It’s saturated with talented, skilled professionals vying for limited opportunities, often forcing individuals to accept roles far below their qualifications or previous salaries, if they are even available. This shift has significant ripple effects: families must adjust to reduced incomes, workers sacrifice personal and family time for longer commutes or additional jobs, and financial security becomes an ever-distant dream.
A good deal of people aren’t retiring because they’re ready. They do so because they have no choice, and for many, that means a fixed income where eating fast food three times a week becomes a necessity.
It’s no shock whatsoever that many companies fail to provide meaningful support for displaced employees. While some offer severance packages, few provide comprehensive retraining or outplacement services, leaving workers to navigate an increasingly competitive job market alone. The absence of reeducation programs exacerbates the difficulties for those seeking to pivot into new industries or roles.
Once you’re out the door, the company doesn’t care. They don’t have to. There is no moral or ethical mandate for them to give a damn.
So then, what can workers do in these circumstances?
For the millions of Americans abruptly cut loose, the path forward is fraught with challenges. Building a side hustle, pursuing further education, or joining the gig economy are potential avenues, but these options often come with their own uncertainties. While entrepreneurial ventures can be fulfilling, they require time, capital, and resources that many laid-off workers lack. And in that time it takes, precious savings and what little money is left just drains away faster than you can say “collection agency”.
Additionally, the mental toll of layoffs cannot be overstated. For many, the loss of a job is not just a financial blow but a deeply personal one, shaking their sense of identity and self-worth. It is often crushing, leaving people to question their value to themselves and their families. The end result is sometimes tragic.
This crisis calls for systemic reform. Companies must recognize their responsibility to the workforce that sustains their profits. Transparency around layoff decisions, meaningful support for displaced workers, and investment in employee well-being are essential steps. At the policy level, stronger labor protections, retraining initiatives, and enforcement of anti-discrimination laws can mitigate the fallout from mass layoffs.
Furthermore, the reliance on AI in hiring practices must be scrutinized. Algorithms should complement, not replace, human judgment, ensuring that talented individuals are not dismissed simply because they fail to fit a narrow profile.
But who is there to demand, enact and oversee such change at the corporate level? Hard to do when the corporate fat cats control the legislative bodies and keep them all nice and financially toasty under the table.
The current wave of layoffs reflects a troubling shift in corporate priorities, where short-term profit trumps long-term investment in people. As millions of skilled, dedicated workers face an uncertain future, the question of corporate and societal responsibility looms large. How companies and policymakers respond to this crisis will determine whether the American dream remains attainable, or becomes a relic of the past.
At the moment, the American dream is based on more empty promises, rhetoric and misinformation. For too many, those dreams are nightmares, and few in power seem to care.
Why should they? No one is forcing them to do anything more than feed their bottom lines, and bury the working stiff under their corporate wheels.
Ed Berliner is the successful entrepreneur co-founder of 7 broadcast media networks, 3 media content production companies, and a Guest Speaker/Educator for numerous worldwide firms and events. Read more of his business commentaries by subscribing to the newsletter "The Business Beagle", and contacting him for a free consult to discuss your business needs at fuzzydogsproductions@gmail.com.
Comments