Is THE DOGE’s FIX Worse Than the “Problem”?

Leadership is about making tough decisions, driving change, and ensuring an organization or government operates effectively. No organization is perfect. Every institution—especially one as large and complex as the U.S. government—can and should improve. And regardless of political affiliation, no one wants a bloated, inefficient bureaucracy.

But acknowledging the need for improvement is one thing. Executing change with reckless disregard for impact is another. And that is precisely what we are witnessing under THE DOGE.

The assumption behind this effort seems to be that everything is broken, and everyone within it is either incompetent or complicit. Rather than analyzing what is working and what is failing, THE DOGE’s approach appears to treat all of government as dysfunctional, wiping the slate clean without a second thought. This doesn’t look like a thoughtful overhaul—it looks like an indiscriminate purge.

And instead of a more effective system, this approach creates a new, even bigger problem: a broken, fearful, and destabilized workforce.

A Shockwave Across Millions of Households

This approach is particularly troubling when we consider that the U.S. government is the nation’s largest employer, with nearly 3 million civilian workers. Factor in their families, spouses, children, and dependents, and tens of millions of Americans are directly affected by this chaos.

But the message isn’t just for those being let go—it’s for everyone who remains. Even if you weren’t “chosen” to be among the discarded, you are now likely looking over your shoulder, second-guessing your job security, adjusting your personal financial decisions to prepare for the worst, and becoming distracted from the work you were hired to do.

Instead of improving government efficiency, THE DOGE has created a workforce consumed by fear and instability.

Is This Cure Worse Than the Disease?

Yes, governments—like all organizations—must address inefficiencies. But effective leadership strengthens an institution, rather than weakens it.

What we’re seeing under THE DOGE doesn’t look like a well-planned restructuring—it looks like a public execution of trust, loyalty, and expertise.

• Instead of evaluating talent thoughtfully, employees seem to be cast aside with no transition, no support, and no dignity.
• Instead of fixing broken processes, entire departments are being gutted with no clear strategy for what happens next.
• Instead of motivating those who remain, fear has become the dominant management tool.

If the goal was to improve performance, how does this approach achieve that? Instead of a better workforce, THE DOGE appears to be leaving behind a paralyzed one. Instead of a more efficient government, we now have one filled with paranoia and silence.

And it’s hard to argue that the execution of this plan has been anything but chaotic and damaging.

“You’re Fired. No, Wait—Come Back.”

Perhaps nothing underscores the incompetence of THE DOGE’s approach more than the humiliating retractions of termination notices.

Multiple employees were informed they were fired, only to later be told they must report back to work. Some were given official notices of dismissal, only to receive confusing follow-ups stating they were actually still employed.

Imagine the psychological whiplash of being discarded one day and reclaimed the next—as if your livelihood were a clerical error rather than a life-altering decision. Do you think this kind of treatment will inspire great performance? Will this bring out the best in anyone? No—it serves only to reinforce that you are disposable and not valuable in the least. This isn't an approach that motivates excellence; it's one that ensures disengagement, resentment, and fear.

Even If THE DOGE Is Right, Why Humiliate People?

Let’s assume, for argument’s sake, that THE DOGE is right—that incompetence is rampant, that inefficiency is choking progress, and that drastic change is necessary. Fine. But why bulldoze people in the process? Why strip them of their dignity, make them feel disposable, and publicly shame them?

Great leaders don’t reform by humiliation. Strong organizations evolve by transitioning talent effectively, reskilling employees, and creating a culture of shared purpose—not by instilling fear and dismantling morale.

What THE DOGE is doing doesn’t look like transformation—it looks like demolition.

The Cost Savings That Aren’t There

One of THE DOGE’s loudest justifications for this mass purge has been cost savings—that slashing government payroll will somehow bring massive financial relief. But mounting evidence suggests these savings are wildly overstated.

• Projected budget cuts have not materialized in real numbers. In some cases, costs are increasing due to legal challenges, rehires, and severance packages.
• Positions are being eliminated, only to be quietly refilled later—often at higher salaries or through costly contractor agreements.
• The disruption itself is generating inefficiencies, delaying essential services, slowing approvals, and increasing backlogs.

In short, the promised “savings” seem more like a talking point than a reality. Instead of eliminating waste, THE DOGE may actually be creating more inefficiency through chaotic mismanagement.

So, What Has This Actually Fixed?

When taken as a whole, THE DOGE’s leadership approach appears to be doing more harm than good—not just to government employees, but to the American people who rely on a functioning government.

• Essential services are being disrupted.
• Public trust is being eroded.
• Government operations are slowing down rather than becoming more efficient.

This isn’t about reform anymore—it’s about whether this leadership style is making things better or demonstrably worse.

What we’re seeing isn’t a strategy to fix government—it’s a chaotic, fear-driven purge that undermines its very ability to serve the public.

If this is what "solving inefficiency" looks like, then we have to ask: At what cost? And to what end?

Because so far, the evidence suggests that THE DOGE’s cure is far worse than the disease—and the American people are the ones paying the price.

We can do better. We deserve better.

I’m not going to remain quiet.

Are you?