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Meta, Doge, and the Cold Truth of Corporate Layoffs

Meta, Doge, and the Cold Truth of Corporate Layoffs

It’s infuriating (yes, I said it) to watch companies treat layoffs like a numbers game, tossing around corporate speak and touting shareholder value while completely disregarding the human impact. Giants like Meta—and yes, even the so-called innovators at DOGE—have shown an astonishing lack of care or empathy when it comes to letting go of employees.

A Cold, Calculated Business Decision

Every time a company announces a round of layoffs, it’s a brutal reminder of how little they value the people who helped build their success. Meta’s recent approach to downsizing wasn’t just a business decision; it was a master class in corporate coldness.  Despite the fact that share price is up 47% over the past year and revenue is up 21% in the last quarter, it’s CEO says they are preparing for an “intense year” and a reduction of more than 3,000 people is necessary.

Employees found themselves in the lurch with little warning. And if that wasn’t enough, just one week after announcing the layoffs, Meta revised the bonus payout for its executives – up to 200% from 75%. I guess the good news is at least they value some people.

Meanwhile, DOGE isn’t far behind in this mismanagement marathon—poor planning and impersonal communications, contribute to a process that reeks of corporate callousness.  Musk had the Office of Personnel Management issue an email (on Saturday) asking “What did you do last week?”.  The expectation was that people would respond with five bullet points by Monday. Apparently, this was a true test to see if people would check their emails on the weekend.  Musk defended the email demand saying it was “basically a check to see if the employee had a pulse and was capable of replying to an email,” adding “Lot of people in for a rude awakening and a strong dose of reality.  They don’t get it yet, but they will.”  Nice, right?  It’s no surprise the back pedaling has started.

The Lasting Impact

Poorly handled layoffs—like those witnessed at Meta and Doge—wreak havoc on both individuals and the business as a whole. Instead of a respectful and transparent process, these companies opted for a cold, impersonal approach that leaves employees feeling abandoned and betrayed, with their livelihoods and self-worth trampled in the name of cost-cutting.

What gets lost in all the headlines is the real impact of these layoffs. It’s not just about severance packages and exit interviews—it’s the emotional, financial, and social toll on individuals who dedicated themselves to their work. When leaders view layoffs merely as a cost-cutting exercise, they’re ignoring the long-term damage to their brand and, more importantly, the trust and morale of their remaining employees. This isn’t just an HR issue; it’s a fundamental failure in leadership and accountability.

It Doesn’t Have to be This Way

Why are we waiting until the situation is dire or urgent before we address it?  We can be more proactive and involve our team in driving innovation to grow our business, streamlining processes and improving efficiencies (minimizing the need for layoffs).  Check out our article Navigating Layoffs: The True Cost to Business published in HR Director for more insights.

Gloria St. Martin-Lowry
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