Amazon layoffs email, which was sent to employees, has been made public by the company. Beth Galetti, Senior Vice President of People Experience and Technology at Amazon, shared the mail on the official Amazon blog recently. The mail has explained why “organizational changes across Amazon” would be necessary, and how some employees would be impacted by the same.
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“The reductions we’re sharing today are a continuation of this work to get even stronger by further reducing bureaucracy, removing layers, and shifting resources to ensure we’re investing in our biggest bets and what matters most to our customers’ current and future needs,” states the email referring to Andy Jassy, CEO of Amazon’s message about having the right structure to drive speed and ownership.
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The company states that 14,000 jobs would be reduced at the company, and hiring would be done for a few roles. “This generation of AI is the most transformative technology we’ve seen since the Internet, and it’s enabling companies to innovate much faster than ever before (in existing market segments and altogether new ones). We’re convinced that we need to be organized more leanly, with fewer layers and more ownership, to move as quickly as possible for our customers and business,” added the company while explaining the Amazon layoffs.
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Support to Be Offered to Affected Employees According to Amazon Layoffs Email
The company will offer affected employees 90 days to look for a new role internally, although the timings may vary according to the geography. “Our recruiting teams will prioritize internal candidates to help as many people as possible find new roles within Amazon,” adds the company. However, those who are unable to find any roles internally will be offered the following:
- Transition support including severance pay.
- Outplacement services.
- Health insurance .
“We expect to continue hiring in key strategic areas while also finding additional places we can remove layers, increase ownership, and realize efficiency gains,” adds the company in the email.
