These days, when you attend gatherings in the Puget Sound area, the first question has changed. It used to be, "Which trail are you going to this weekend?" Now, it starts with, "Is your team okay?"

This month, there was another piece of news. Amazon submitted a WARN notice to the state government indicating that it would lay off 121 employees in the Seattle, Bellevue, and Sumner areas, with termination dates set between October 1 and 27.

According to local media reports, this marks the fourth time Amazon has announced layoffs this year. While the numbers may seem small, the trend has been ongoing for over a year.

If we trace the trend back, the starting point is clear. On October 28, 2025, Amazon announced it would cut 14,000 jobs in its corporate sector.

In a memo from then-Vice President of Human Resources Beth Galetti, the phrase "fewer layers" was included. I believe this term accurately reflects the nature of the current layoffs.

Then in January of this year, an additional layoff of 16,000 employees worldwide was announced. In Washington state, notices were received on January 28 for 401 employees, followed by another for 2,198 two days later.

Of the 2,198, over 1,400 were from Seattle, and more than 600 were from Bellevue. More than half came from core product and engineering organizations.

Notably, many management titles such as "Manager III" and "Senior Manager" appeared on the disclosed list. A separate notice released last summer also included directors and senior managers. The pattern is too clear to be coincidental.

So why are middle managers specifically being targeted? The answer was already provided in September 2024.

CEO Andy Jassy instructed in an internal memo that the ratio of staff to managers should be increased by at least 15% by the end of Q1 2025. This meant increasing the number of team members per manager and eliminating some of the intermediary levels.

Jassy has publicly stated his dislike for bureaucracy and mentioned that there's no need for more than 50 people to be attached to a single new project. While the company explained that the goal is not to cut managers but to reduce layers, those sitting in those layers were the first to be affected.

Microsoft's situation is not much different. In July of this year, it announced plans to reduce its global workforce by 4,800 employees, about 2.1% of its total staff.

In Washington state, 605 employees were affected, with 493 from Redmond. The sales, consulting, and Xbox gaming divisions were primarily impacted, with the effective date being September 4.

Microsoft's Chief Human Resources Officer Amy Coleman stated in a memo that these positions would not be replaced by AI. However, she acknowledged that AI is changing the way work is done.

To be honest, while this is harsh, it's not surprising. As companies grow, the reporting layers have increased like switchbacks on a mountain trail, making the path to the top unnecessarily long.

The problem is that individuals bear the brunt of this cost. For Korean employees whose visa status is at stake, receiving layoff notices becomes a matter that extends beyond job security to immigration issues.

So, let's clarify the legal standards to be aware of. Washington state has been implementing its own mini WARN Act since July 27, 2025.

Businesses with 50 or more employees must provide written notice 60 days in advance when laying off 50 or more employees, and this applies even if the layoffs across multiple locations exceed 50. Failure to comply can result in a civil penalty of up to 60 days' pay and benefits per employee, plus a daily fine of $500.

However, this law mandates notification, not severance pay. The conditions for severance pay must be carefully reviewed in the company's proposal and contract.

During the last round of layoffs, Amazon gave most affected employees a 90-day period to seek internal transfers, and if they secured a position internally during that time, they would not be laid off. How this period is utilized can determine the outcome.

If I were a middle manager, I would take the following steps. First, I would reframe the achievements next to my name from "managed" to "created."

Second, I would not lose touch with practical skills. Whether it's code reviews or design documents, I would keep a certain percentage of hands-on work.

Third, I would keep internal transfer channels and external networks open at all times. Moving after receiving a notice means that 60 or 90 days can feel shorter than expected.

For those with visa status, the overlap of termination dates and grace periods makes it advisable not to delay consulting with an immigration attorney. Conditions can vary significantly based on individual circumstances.

One thing I learned in the mountains is that waiting to pack until you see the weather change is too late. When clouds start to gather on the summit of Rainier, you should already be preparing to descend.

I believe the trend of reducing layers will not reverse anytime soon. Therefore, it makes sense to focus on the results I can directly produce rather than my title.