Latest news with #jobsecurity
BBC News
4 days ago
- Sport
- BBC News
New boss Frank 'in it for the long term' at Spurs
Being Tottenham Hotspur manager has not recently aligned with job security, but new boss Thomas Frank is undaunted by recent history and says he is in it "for the long term".Speaking in his first news conference since joining in June, Frank joked that, having never been sacked, he took the Spurs job to "get a little bit more risk in his daily life".While Frank's tone was light-hearted, there is no doubting the demands of the role have proved difficult in the past four have had four managers since June 2021, with Nuno Espirito Santo lasting just four months, Antonio Conte 16 months and Ange Postecoglou - despite ending the club's 17-year wait for a major trophy by winning the Europa League - two years."Coming to a big club, there are pressures," said the Dane. "I like the ambitions and everything I do - every decision I've made - is for the long term. It's not about surviving 18 months, it's for the long run."The 51-year-old said it was "extremely positive" for the club to have lifted the Europa League last season and, while he wants to bring more trophies, his main ambition is to ensure Spurs are able to compete on all fronts."[Winning the Europa League] gave them that fantastic trophy that this club deserved and needed," he said. "My aim is to add to that. The first aim is that we need to be able to compete in all four tournaments and do it consistently."Frank was speaking before Tottenham's first pre-season game against League One side Reading at 15:00 BST on Saturday. Leaving Brentford 'very difficult' but right decision Frank had been the Premier League's second longest-serving manager, leaving Brentford in June having managed them in the top flight since winning promotion in said it was a tough decision to leave the west London side, but managing Tottenham was an opportunity he could not refuse."In a way it was very difficult and in a way it was very easy," said Frank. "It was very difficult because I'm a person that goes 'all in' in every relationship: work, friends, marriage, whatever it is. When you go all in and work at a football club, you get attached. I really loved my time there."I also felt maybe it was time to challenge myself and get another opportunity. When a club of Tottenham's magnitude are knocking on your door, I couldn't turn it down." Son and Romero 'very important' Two immediate questions for Frank to address at Spurs are the futures of captain Son Heung-min - who has interest from Saudi Arabia - and Cristian Romero, who has been linked with a move this however, would not be drawn into a comment on what lies ahead for the pair and merely said Son and Romero are both "very important" for the club."Two top players, Sonny has been here 10 years and finally got his well-deserved trophy in the summer. So important for the team and the club," he said. "Romero, World Cup winner, Europa League winner, Copa America winner, very important for us as well. Both have trained well and both will play on Saturday. I'm very happy."Frank was also tight-lipped over Tottenham's approach for Morgan Gibbs-White, that has led to Nottingham Forest considering legal action over whether a confidentiality agreement in the £60m release clause in his contract had been said he will "not speak about players who are not mine". 'No definitive answer on Son and Romero' - analysis It was more a case of what Frank didn't say when it came to the futures of skipper Son and vice-captain Romero than what he did players were heroes of Spurs' euphoric Europa League win last season, but their futures are unclear heading into the new who has a year left on his deal, has been heavily linked with a move to Saudi Arabia, while BBC Sport has learned a number of MLS sides have registered an interest in the South Korea forward with a view to a potential January has been a long-term target for Atletico Madrid and his now seemingly annual flirtation with the Spanish side is again in full look likely to leave before the club's pre-season tour of south-east Asia - particularly Son, who will be central to the club's commercial operations given his high profile status in the asked whether he was banking on the duo for next season, Frank fell short of providing a definitive answer.
Fast Company
5 days ago
- Business
- Fast Company
Tech layoffs July 2025: Microsoft, ByteDance, Intel, Indeed, Scale AI, Lenovo cut jobs this summer
The summer of 2025 hasn't been a good one when it comes to job security in the tech industry. Since May, tens of thousands of technology workers have lost their jobs. In May, that included workers from Panasonic, Match Group, Google, and CrowdStrike. In June, layoffs affected employees from Microsoft, Disney, Bumble, and other companies. Unfortunately, July 2025 is turning out to be no different when it comes to layoffs from big-name tech companies. Here are some of the biggest names in tech that have laid off workers since this month began. Microsoft Without a doubt, the worst layoffs news this month came from Microsoft. In June, the company conducted two rounds of layoffs, including in its Xbox division. Those layoffs followed around 6,000 job cuts in May. But those cuts combined pale in comparison to July. That's when Microsoft reportedly said it was cutting up to 9,100 jobs, or about 4% of its workforce. Fast Company reached out to Microsoft for comment. The cuts are widely seen as a way for the company to reallocate expenditures from labor pay to AI investment as the software giant, like so many other tech companies, pursues artificial intelligence advancement at all costs. Worse, layoffs can destroy lives, so it's important that companies handle them with delicacy and care. But that's something Microsoft failed to do. Many of Microsoft's laid-off workers lost their jobs due to Microsoft's shift to AI, so it was a kick in the pants when Xbox executive producer Matt Turnbull posted on LinkedIn, just days after the layoffs, that recently laid-off Microsoft employees may want to consider using AI to help with the emotional load of a job loss. The post was soon deleted after public uproar. ByteDance TikTok's parent company, ByteDance, has a significant workforce presence in Bellevue, Washington, comprising approximately 1,000 employees. But as GeekWire reported on July 7, ByteDance plans to lay off 65 of them. Twenty-seven of those workers will be laid off at ByteDance, while 38 at TikTok will lose their jobs. The roles are reportedly connected to its e-commerce unit, which includes TikTok Shop. Fast Company reached out to ByteDance for comment. In a statement confirming the cuts to GeekWire, a TikTok spokesperson said, 'As the TikTok Shop business evolves, we regularly review our operations to ensure long-term success. Following careful consideration, we've made the difficult decision to adjust parts of our team to better align with strategic priorities.' Intel After Microsoft, chipmaker Intel is the tech giant that has posted the most job losses in July so far. As reported by Manufacturing Dive, the company is laying off more than 5,000 workers, with most of those job cuts happening in two states: California and Oregon. Jobs in Texas and Arizona will also be lost. It's unknown which departments at Intel will be hit the hardest. Fast Company reached out to Intel for comment. In statement confirming the job cuts to Manufacturing Dive, an Intel spokesperson said, 'We are taking steps to become a leaner, faster and more efficient company. Removing organizational complexity and empowering our engineers will enable us to better serve the needs of our customers and strengthen our execution.' Like Microsoft and other tech giants, Intel is funneling its financial resources into artificial intelligence. That asset reallocation is likely a driving factor behind the job cuts as the company seeks to cut costs wherever it can. Glassdoor and Indeed (Recruit Holdings) On July 11, Recruit Holdings, the Japanese parent company of job sites Glassdoor and Indeed, announced it would be cutting 1,300 employees in its HR Technology segment. That number equates to about 6% of its total workforce. Again, the shift to artificial intelligence is likely one of the reasons behind the cuts. In a memo seen by Fast Company, Recruit CEO Hisayuki 'Deko' Idekoba said that 'AI is changing the world, and we must adapt by ensuring our product delivers truly great experiences for job seekers and employers'. Lenovo Consumer PC makers aren't immune to layoffs, either. This week, Chinese computer giant Lenovo announced it would be laying off 3% of its full-time U.S. workforce. That equates to about 100 positions, according to The News & Observer. At least some of the layoffs are expected to affect workers at the company's U.S. headquarters in the North Carolina Triangle area, which includes Raleigh and Durham. Confirming the layoffs, a Lenovo spokesperson said, 'We are currently making strategic reductions in some parts of our North American business and will continue to invest and focus on initiatives that accelerate the growth and the overall transformation of the company.' Scale AI While the industry shift toward artificial intelligence is at least a partially driving factor behind many of the layoffs announced in July, one AI company itself has also announced layoffs. Scale AI, a fast-growing data annotation company—which recently received a $14.3 billion investment from Meta—has announced it will cut 14% of its workforce, reports CNBC. Scale AI's business involves adding labels and other markers to the data that is used to train AI. These annotations help AI understand what it is 'looking' at. As part of the deal with Meta, Scale AI CEO Alexandr Wang will head Meta's new artificial intelligence research lab. The cuts are reportedly being made to reduce 'excessive bureaucracy' at the company after it expanded its generative AI capacity 'too quickly,' according to Scale AI's interim CEO Jason Droege. In a memo to employees, Droege said, 'These changes will make us more nimble — enabling us to react more quickly to shifts in the market and customer needs.' Fast Company reached out to Scale AI for comment. 80,000 tech workers laid off in 2025 so far July has so far been a brutal month for tech layoffs, especially thanks to the large numbers of workers laid off from Microsoft, Intel, Indeed, and Glassdoor. This month's layoffs add to 2025's grim total, which now stands at over 80,000 tech workers who have lost their jobs since the year began, according to data from layoff tracker The 80,000 layoffs came from cuts at 159 tech companies. To put that 80,000 figure in comparison, it's about half of the 152,000 tech workers laid off in all of 2024. Given that July is the midway point of the year, it means that, so far, 2025 tech layoffs are on par with layoffs in 2024. Going back further, the worst year for layoffs recently has been 2023, which saw 264,000 tech workers from 1,193 tech companies lose their jobs.
Fox News
14-07-2025
- Politics
- Fox News
Blue city officers flocking to cop-friendly red states, police leader says: ‘Why would anyone stay?'
Law enforcement officers in areas primarily run by Democrats continue to flock to red states for job security, better pay and bosses who will back them up, according to one police leader. Joe Gamaldi is the national vice president of the Fraternal Order of Police (FOP). He is an active lieutenant with the Houston Police Department, and he said police in blue cities are tired of facing hostility from local leaders. "What we've seen is really a mass exodus of police officers leaving far-left cities for basically greener pastures," he told Fox News Digital. "Because, ultimately, people want to feel appreciated for what they do. And when you have a boss — in this case, mayors or city councils, who regularly call you a piece of crap to the public — why would anyone stay? Florida is one example of a Republican-led state that has benefited from the mass departures. According to a 2024 statement from former Florida Attorney General Ashley Moody, the state welcomed 5,000 law enforcement recruits between 2022 and last year, and 1,200 of them came from out of state. "Florida is the most pro-law enforcement state in the nation because we back our blue," Moody said at the time. "We've been spreading the word about all the great incentives to join our ranks, and individuals like the new Sarasota recruits have answered the call, leaving behind places where their service was not as appreciated as it is here." She said she was "as inspired as ever to continue doing all we can to show our support to those who bravely protect and serve" after seeing the influx of police officers into the state. Gamaldi said officers are also moving to cities that may lean blue but are in red states and still have the support of elected leadership and the community, adding officers are "voting with their feet." "We're also seeing it [in] Texas in Houston, which is a city that leans a little blue, but they have been supportive of police officers," he said. "The mayor there has given a massive raise to police officers. You're seeing officers go there. You're seeing officers go to Dallas. So, you're seeing all these communities, and there's one common thread. It's 'We support police officers.'" Gamaldi emphasized that the trend began after the 2020 defund the police movement and said, in many cities, law enforcement officers are afraid to do their jobs in "critical incident" situations, even when they do them by the book. "I think you can look no further than Seattle, Portland, Chicago [and] New York," he said. "All of these cities have basically told their police officers, 'We don't support you. We're not gonna be there for you when you need us. We're gonna try to defund you when given the opportunity.' "I mean, my goodness, right now, one of the mayoral candidates for New York has actively said he wants to defund and dismantle the police department," Gamaldi said, referring to socialist Zohran Mamdani, who has been open with his anti-police rhetoric. Blue cities, Gamaldi said, are worse off for driving out their police forces. "Look at the mass exodus of experience in solving cases and experience of just mentoring the next generation of police officers," he said. "I mean, the damage that was done in 2020 with the defund the police movement, rhat's going to reverberate for decades. You don't just recover from something like that when you have all of that experience walking out the door." He also pointed to better pay and other financial perks, like cities covering moving expenses, as reasons law enforcement officers are moving away from far-left areas. Ultimately, he posed a question to those who patrol the streets where they are unappreciated, saying, "Why not leave?" "To anyone watching this right now," Gamaldi said, "if your boss was constantly telling you [that] you're doing a horrible job, and, in addition, if you were following the exact policies, training and the law of your job, and yet they are still demonizing you, still throwing you under the bus, still trying to indict you, why the hell would you stay?"
Forbes
10-07-2025
- Business
- Forbes
5 Ways To Turn AI Anxiety Into A Big Salary Boost
With the right strategies, you can turn AI anxiety into a well-deserved salary increase. Worried that artificial intelligence could take over your job? AI anxiety isn't just hype. A recent edX survey reveals that nearly half of workers believe artificial intelligence poses a threat to their jobs. While this technology creates uncertainty, it also opens new doors. Employees who respond to AI anxiety by embracing change and developing new skills find these efforts lead to better job security and a higher salary. In fact, the latest PwC Global AI Jobs Barometer shows that workers with AI skills command a 56% wage premium, up from 25% last year. Recognizing that AI anxiety is widespread is the first step toward channeling it into constructive energy. The five strategies below show how you can transform AI apprehension into a real salary boost. 1. Reframe AI Anxiety Into Opportunity AI anxiety differs from pure fear because it carries productive concern. While fear paralyzes, anxiety can actually motivate action when you channel it correctly. Start with a simple exercise: Write down your top three AI worries, then flip each one into a "How can I..." question. This mental shift moves you from victim to problem-solver. Worry statement: "What if AI automates my job out of existence?" Flip the script: "How can I use AI to automate the repetitive parts of my job so I can focus on higher-value work that AI can't do?" Worry statement: "I'll never be able to keep up with all these new AI tools." Flip the script: "How can I pick one or two AI tools to master this quarter, so I stay ahead of the curve without feeling overwhelmed?" Worry statement: "AI will make my current skills obsolete." Flip the script: "How can I combine my unique experience with AI capabilities to create a skill set that's even more valuable?" This reframing exercise transforms anxiety from a paralyzing force into fuel for growth. 2. Audit Your Daily Activities For AI Leverage Points Before you can leverage AI effectively, you need to understand where it can make the biggest impact in your current role. Start by listing five to 10 recurring tasks that drain your time or energy: • Manual data entry: updating spreadsheets, CRM systems, or project logs • Scheduling meetings: finding mutual availability, sending invites, and managing calendar conflicts • Email management: sorting, prioritizing, and responding to routine messages • Report compilation: repetitive data gathering and formatting for weekly or monthly status updates • Presentation preparation: updating similar templates with new data or creating decks with standard formats Once you've identified these tasks, evaluate which could be partly or fully automated. Create a simple "AI Opportunity Map" that ranks each task by potential time savings and implementation difficulty. This visual tool helps you prioritize where to focus your initial efforts for maximum impact. 3. Upskill with Purpose Random AI learning leads to random results. Strategic upskilling aligned with your audit creates measurable value. Select one or two tools that directly address your highest-priority automation opportunities. If your audit revealed email management as a major time drain, focus on mastering AI-powered email tools and prompt engineering for automated responses. Set SMART micro-goals that are time-boxed and outcome-focused. Instead of "learn AI," commit to "reduce weekly report preparation time by 50% using AI summarization tools within four weeks." This specificity creates accountability and measurable progress. Implement spaced-practice "AI sprints" rather than marathon learning sessions. Schedule two to three focused 20-30 minute sessions per week, each targeting a specific mini-goal. This approach leverages research showing that distributed practice leads to better long-term retention than cramming. Tap into free resources like Coursera, LinkedIn Learning, and YouTube tutorials. Both OpenAI and Anthropic offer comprehensive documentation and free AI courses. The key is consistent, focused practice rather than consuming endless content without application. 4. Implement, Track, And Quantify Your AI Gains Learning without implementation creates no value. Run weekly AI experiments on one task at a time, treating each as a mini-pilot program with clear success metrics. Before implementing any AI solution, establish baseline measurements. If you're automating report generation, track how long the current process takes, how many errors typically occur, and what resources are required. Document these metrics carefully, because they become the foundation for demonstrating your value. Record post-AI metrics using the same criteria as your baseline. Track hours saved, error-rate reduction, faster turnaround times and improved quality measures. The PwC report shows that industries most exposed to AI achieve three times higher growth in revenue per employee, demonstrating the measurable impact of AI adoption. Keep a simple "AI Impact Log" using a spreadsheet or slide deck to visualize your gains. Include before-and-after comparisons, specific tools used and quantified benefits. This documentation becomes crucial evidence when negotiating salary increases or seeking new opportunities. Share your experiments and results with colleagues and supervisors. This transparency builds trust while positioning you as an AI leader within your organization. 5. Package Your Wins And Negotiate Your Raise Documentation without communication won't advance your career. Transform your AI Impact Log into a compelling narrative that demonstrates your increased value to the organization. Craft a concise "AI Impact Summary" that highlights key metrics and real outcomes. Focus on business impact rather than technical details. Instead of explaining how you configured a particular AI tool, emphasize that you reduced report preparation time by 60% while improving accuracy by 25%. Share your wins proactively through team updates, one-on-one meetings and performance reviews. Don't wait for annual reviews to showcase your AI-enhanced capabilities. Regular communication keeps your contributions visible and top-of-mind for decision-makers. Propose the next AI initiative to demonstrate leadership and forward-thinking. Suggest piloting a team-wide automation project or training colleagues on tools you've mastered. This positions you as an AI champion rather than just a user, increasing your strategic value to the organization. When negotiating compensation, anchor your request with market benchmarks for AI-enabled roles. Research comparable positions in your industry and location to establish realistic but ambitious targets. Present your case as an investment in continued AI innovation rather than just recognition for past achievements. Outline how additional compensation will enable you to pursue advanced AI training or lead larger automation initiatives. Remember that salary negotiations extend beyond base pay. Consider requesting professional development budgets for AI training, conference attendance or certification programs. These investments compound your value while demonstrating commitment to continued growth. AI anxiety is a natural response to technological change, but it doesn't have to define your career path. The edX survey found that while 62% of workers are considering upskilling due to AI advancements, only 4% are currently pursuing AI-related education. By taking action now, you position yourself among the early adopters who capture the greatest benefits from this historic shift. Not only will you future-proof your skills and increase your value, but you'll also be ready to negotiate a well-deserved salary bump as AI expertise grows in demand.
Forbes
10-07-2025
- Business
- Forbes
Data Shows Job Security Is Not Falling And Layoff Risk Is Improving
Professionals leaving office after layoff. Job security in the U.S. economy is not in crisis. That's news to my favorite artificial intelligence app, which confidently repeated the usual story about a long-term decline in job security. But the hard data show little change in average length of time on the job. And over decades, the probability of layoff has fallen significantly. Business leaders pitching jobs to prospective employees can use this information to their advantage. The common narrative sees the 1950s and 1960s as an era when people would spend many years at the same company. I wanted to check the data because my father had seven different jobs from 1950 through 1970. Some separations were his choice, some due to the employer downsizing. And my friends' dads, in those years, faced temporary layoffs whenever business was light at nearby factories. The data paint a picture of relatively stable average length of service at a company; reduced incidence of temporary layoffs; and net economic benefits from companies terminating employment, although some individuals may end up significantly worse off. Job Tenure Worsened Then Recovered Average years on the job. The government periodically asks people how long they have been with their current employer. Two Census Bureau economists looked at the data from the Current Population Survey (CPS), which show we are not worse than in the 1950s. There seems to have been a fairly small decline through about 1980, then a rebound. Like much economic data, this isn't perfect because of some technical issues as well as changing demographics. But their chart shows no real crisis. A different approach asked men of retirement age how long they had worked at their longest job. Again, no large trend showed up in the data. Layoff Risk Has Trended Down Unemployment insurance claims as % total employment. People changing jobs when they find a better opportunity sounds fine, but being laid off sounds bad. (Before becoming an independent consultant, I was downsized twice, and I confirm it's frightening and stressful.) But the risk of layoff has fallen. The risk is measured by looking at a year's total claims for unemployment insurance divided by average employment that year. (A claim that lasts many weeks counts as a single claim.) Two aberrations show up in the chart. First, risk of layoff fell dramatically during World War II. And risk rose sharply in the pandemic. Aside from those two episodes, the trend is downward. In the 1950s, roughly 27% of the workforce were laid off at some point in the year. The same measure was down to 12% in the 2010s. (Some people have two separate spells of unemployment, so the actual number of people impacted is somewhat lower.) Some of the improvement was due to general stability in the economy, as measured by the incidence of recessions and variation in GDP. Part of this change was the shift from manufacturing to services, with services employment being more stable. The Tradeoff Between Job Security And Economic Growth Economics is all about tradeoffs. If a country wants to maximize job security, it must give up something: economic growth. Alex Taborrok summarizes it simply: No Exit, No Entry. If a company won't be able to exit an employment relationship, then it will hesitate to enter the relationship. European countries tend to have many regulations that limit dismissals. Tabarrok reports that unemployment is higher and economic dynamism is lower in Europe than in the U.S. India makes dismissing an employee very difficult for firms with more than 100 employees. So companies try to stay below 100. The results is many companies that choose not to grow. And because so many companies cannot capture economies of scale, prices charged to consumers are higher than they otherwise would be. Japan's lost decade occurred partly because the government ensured that capital would continue to flow to money-losing companies. This was done to protect employment, though it starved the promising young companies that could have grown. Money lent to an old, unprofitable business cannot be lent to a young, profitable company. Employee Recruitment Strategy Given the widespread impression of job insecurity, companies can use this to their advantage. A business certainly should not make promises it cannot keep, but it can emphasize the positive. It may want to tell prospective employees how many years it has been since they had to lay off employees for lack of work. It may want to emphasize its profitability. If the company has outside investors, it may want to emphasize their commitment to the enterprise. A dynamic economy always has some firms failing, even in a boom. And some firms will thrive, even in a recession. This creates churn in the labor force. It's not always easy for workers, but in the long run it leads to more job opportunities, at higher wages, for goods that will be sold to consumers at lower cost.
