Similarly, my private company promoted some person horizontally, then they decided to merged two dpts together. My excellent performing one, and a larger poor p

Similarly, my private company promoted some person horizontally, then they decided to merged two dpts together. My excellent performing one, and a larger poor performing one. We always exceeded our sales targets, they hadn't met theirs in 8+ years. So now our sales targets are higher than both combined (AFAICT), and we don't meet them at all. Since we're a "team" now they distribute the layoffs equally across the "team". Not sure where these sales targets come from since we aren't publicly traded. I just feel we're being setup to fail. Anyway, people are leaving in droves (2 best salesmen left, engineering is a revolving door) since our formerly generous performance based bonus is going away. I am the only full-time left on my project, the rest are contractors (since we have a hiring freeze, but a large budget left over for contractors for some reason). They literally cannot do releases without me. And after asking for a raise to reflect that I'm managing 3 contractors instead of coding (the former lead left), I got scoffed at and told that there was a hiring freeze (that's not a promotion freeze, but ok, except you have 100k/year freed up from the last guy that left...), and that my project isn't under as much pressure as the other projects so no. Come back to me in a year and we'll talk. Yeah ok. Wait a year for maybe 5%. Or jump ship for an easy 20%. And no managing/lead responsibilities. Go pound sand. The company is clueless about keeping talent. No one mentions the massive churn at company update meetings. They just go "wow, didn't meet the sales targets... gotta work harder guys! Look at all these cool initiatives we're gonna do next year!" I keep hearing the word death spiral among coworkers. Yep. /rant.