2d
Thank you for sharing your feedback and for your contributions to Corpay. We regret that your experience has been difficult and that you have felt unsupported, overextended, and discouraged.
We understand that repeated layoffs can have an impact far beyond the employees who leave. When reductions occur year after year, they can create a lasting sense of uncertainty among those who remain, making it difficult to feel secure, focused, or optimistic about the future. Even in organizations that continue to perform well financially, employees may struggle when they feel staffing reductions are becoming the norm rather than the exception. That kind of environment can make it harder for teams to maintain trust, continuity, and confidence in leadership’s long-term direction.
We also recognize that burnout often builds gradually when responsibilities continue to increase without enough relief, support, or resources. When employees are regularly asked to absorb additional work, respond to urgent issues, and keep pace after teams have been reduced, it can shift the day-to-day experience from productive to purely reactive. In those conditions, it becomes much harder to focus on development, strategic thinking, or long-term growth in a role. Your comments reflect the reality that employees need not only clear priorities but also sustainable workloads and leadership attentive to the human impact of ongoing pressure.
Your feedback on leadership is important. Employees want leaders who remove obstacles, support teams, and foster an environment where people can succeed without constant exhaustion. Prolonged periods of survival mode can significantly impact morale, engagement, and retention.
Thank you for your candid feedback. Your perspective helps identify where stronger workforce planning, clearer communication, and greater attention to employee well-being are needed.
