“A job is identity, relationships, pride. Losing it is...", says Verizon ex-CEO in an open letter to 13,000 employees

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The announcement by Verizon of its largest-ever round of layoffs, affecting more than 13,000 employees, has prompted an unusually candid response from former business-unit leader Tami Erwin. In her open letter, Erwin acknowledges the scale of the changes and addresses the emotional as much as the structural dimension of the move. Her words—“A job is identity, relationships, pride. Losing it is personal”—signal a shift in how corporate communications may seek to frame workforce disruption.

Verizon is cutting roughly 13 % of its 100,000-plus workforce as part of a broader transformation to reduce non-union labour costs by approximately 20 %. The decision comes at a time when the company is trying to arrest subscriber losses and reposition itself around next-generation technologies such as artificial intelligence, quantum computing and intelligent networks.Erwin’s letter underscores the fact that while transformation may be necessary, it is persons—not systems—who absorb the consequences.

Erwin, who climbed through the ranks at Verizon over 35 years and left the company in 2022, frames the layoffs as not just a strategic move but a deeply human event. She writes:

“Give yourself permission to grieve,” acknowledging that parting from one’s role can feel like the end of a chapter, personally defined.

She reminds impacted employees: “Your Verizon experience is meaningful and will open doors,” emphasising that the value they built is neither erased nor undone.

In her closing lines she adds: “Hold your head high. No one can take away the impact you’ve had.”

Her letter also takes aim at leadership-mindset, stating:

“Transformation without humanity isn’t leadership.”

And:

“Technology doesn’t transform a company. People do.”

These lines suggest that she sees a risk in treating workforce change as purely mechanical or cost-driven.

In large layoffs, corporate communications often emphasise operational reasons and forward-looking strategy. Erwin’s letter layers that with empathy, personal acknowledgement and a reminder of dignity amid disruption. For organisations grappling with necessary but painful restructuring, this approach may mark a shift toward more human-centred messaging.

For the employees affected, the message offers a mix of validation, hope and acknowledgement — recognising that job loss is not simply a business metric, but a disruption of identity, pride and relationships.

Verizon’s new CEO, Dan Schulman, has also emphasised the company’s need to “reorient our entire company around delivering for and delighting our customers,” as the company executes the restructuring and launches a $20 million reskilling fund for departing workers.

Erwin’s letter reminds both employees and leadership that while adapting to technological and market change is imperative, the manner in which that change is executed must respect the human dimension.

In her words: “Your story isn’t ending — it’s evolving. And I’m cheering for you, always.”