The Stunning Collapse of the Premier League’s Most Successful Club
Manchester United’s commercial empire turned the club into a winning machine. Now the club is losing money off the pitch and can hardly win a game on it.
3 min
There was a time in European soccer when Manchester United was known as one of the smartest spenders in the game.
The club’s massive commercial empire allowed it to pay sky-high salaries, outbid rivals for talent, and turn over its squad often enough and cleverly enough to build several different dynasties. The approach was costly, but the club left no doubt that it worked.
These days, United is learning the hard way that losing can be just as expensive.
The crisis at the club runs so deep that it’s taking emergency measures everywhere it can to cut costs, despite record investment. It was less than two years ago that British petrochemicals billionaire Jim Ratcliffe paid $1.3 billion for a 25% stake in United, which he has since increased to 29%, on top of a $300 million injection of cash.
Since then, results have only gone backwards. The club has continued a streak of losing money every year since 2019. The squad is so thin that a sudden rash of injuries has left it desperately short of senior players. And United currently languishes in 14th place in the English Premier League after a 1-1 draw against Arsenal.
A midseason coaching change cost United around $28 million to pull off, according to the club’s accounts. Some $13.5 million went to previous manager Erik ten Hag and his coaching staff in severance, while the cost of bringing in Ruben Amorim and his assistants from Sporting Lisbon hit $14.5 million.
And while money goes out for correcting course on the pitch, the club is trying to find ways to save cash away from it. Last month, United announced around 200 layoffs, beyond the 250 jobs it had already cut in 2024. The club also announced plans to close its staff cafeteria and ended its policy of serving free lunches to non-players at the practice facility.
“This cannot continue,” United CEO Omar Berrada said. “These hard choices are necessary to put the club back on a stable financial footing.”
The quickest way for a club of United’s standing to do that is to qualify for the richest annual event in club soccer, the Champions League. Simply showing up for the tournament this season was worth $20 million, with bonuses paid for each draw or victory. A trip to the quarterfinals adds another $25 million, while the team that wins the whole thing could rake in more than $80 million.
But United is nowhere near a Champions League qualifying berth for next season. Its only path back into the elite would be winning this season’s Europa League, which looks far-fetched—the club is currently tied in its round-of-16 matchup against Spain’s Real Sociedad.
“If you have a football team that is playing well and are winning games then, in a certain way, it’s easier for the fans and for everybody to feel those changes,” head coach Ruben Amorim said of the restructuring at United.
Things have devolved so far that one United supporters’ group is organizing a protest outside Old Trafford ahead of Sunday’s home game against Arsenal, because it believes the club is “slowly dying.”
“For everyone in our club, it is a tough moment,” Amorim said. “People have the right to protest.”
The last time United finished outside the top 10 in England’s top tier was the 1989-90 season. Back then the creaking club was also racked by injuries and lost more games than it won, but stood by its embattled manager while fans clamored for him to be fired. Only a narrow victory in the FA Cup kept him in place. If it’s any consolation to United supporters 35 years later, that manager’s name was Alex Ferguson. He went on to turn Manchester United into one of the most successful clubs of the modern era.
These days, however, the club seems farther away from a revival than ever. The club that prided itself on its relentless goal scoring under Ferguson has netted fewer goals than 14 other teams. It hasn’t won back-to-back games in the Premier League all season. And Amorim has openly questioned the effort of some of his players.
“You can’t be at 99% every day because then you lose games against the teams that are in the Premier League,” United defender Matthijs de Ligt said. “In a lot of games, we haven’t been good enough.”
What United doesn’t seem to know is how to fix it. Amorim has defended the team’s style of play and reshuffled his squad in the hopes that there is enough cash on hand to bring in reinforcements this summer.
“But sometimes it’s a lack of results and you have to win games,” Amorim said. “I know the consequences when you don’t win.”
Write to Joshua Robinson at Joshua.Robinson@wsj.com
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A divide has opened in the tech job market between those with artificial-intelligence skills and everyone else.
JPMorgan Chase has a ‘strong bias’ against adding staff, while Walmart is keeping its head count flat. Major employers are in a new, ultra lean era.
3 min
It’s the corporate gamble of the moment: Can you run a company, increasing sales and juicing profits, without adding people?
American employers are increasingly making the calculation that they can keep the size of their teams flat—or shrink through layoffs—without harming their businesses.
Part of that thinking is the belief that artificial intelligence will be used to pick up some of the slack and automate more processes. Companies are also hesitant to make any moves in an economy many still describe as uncertain.
JPMorgan Chase’s chief financial officer told investors recently that the bank now has a “very strong bias against having the reflective response” to hire more people for any given need. Aerospace and defense company RTX boasted last week that its sales rose even without adding employees.
Goldman Sachs , meanwhile, sent a memo to staffers this month saying the firm “will constrain head count growth through the end of the year” and reduce roles that could be more efficient with AI. Walmart , the nation’s largest private employer, also said it plans to keep its head count roughly flat over the next three years, even as its sales grow.
“If people are getting more productive, you don’t need to hire more people,” Brian Chesky , Airbnb’s chief executive, said in an interview. “I see a lot of companies pre-emptively holding the line, forecasting and hoping that they can have smaller workforces.”
Airbnb employs around 7,000 people, and Chesky says he doesn’t expect that number to grow much over the next year. With the help of AI, he said he hopes that “the team we already have can get considerably more work done.”
Many companies seem intent on embracing a new, ultralean model of staffing, one where more roles are kept unfilled and hiring is treated as a last resort. At Intuit , every time a job comes open, managers are pushed to justify why they need to backfill it, said Sandeep Aujla , the company’s chief financial officer. The new rigor around hiring helps combat corporate bloat.
“That typical behavior that settles in—and we’re all guilty of it—is, historically, if someone leaves, if Jane Doe leaves, I’ve got to backfill Jane,” Aujla said in an interview. Now, when someone quits, the company asks: “Is there an opportunity for us to rethink how we staff?”
Intuit has chosen not to replace certain roles in its finance, legal and customer-support functions, he said. In its last fiscal year, the company’s revenue rose 16% even as its head count stayed flat, and it is planning only modest hiring in the current year.
The desire to avoid hiring or filling jobs reflects a growing push among executives to see a return on their AI spending. On earnings calls, mentions of ROI and AI investments are increasing, according to an analysis by AlphaSense, reflecting heightened interest from analysts and investors that companies make good on the millions they are pouring into AI.
Many executives hope that software coding assistants and armies of digital agents will keep improving—even if the current results still at times leave something to be desired.
The widespread caution in hiring now is frustrating job seekers and leading many employees within organizations to feel stuck in place, unable to ascend or take on new roles, workers and bosses say.
Inside many large companies, HR chiefs also say it is becoming increasingly difficult to predict just how many employees will be needed as technology takes on more of the work.
Some employers seem to think that fewer employees will actually improve operations.
Meta Platforms this past week said it is cutting 600 jobs in its AI division, a move some leaders hailed as a way to cut down on bureaucracy.
“By reducing the size of our team, fewer conversations will be required to make a decision, and each person will be more load-bearing and have more scope and impact,” Alexandr Wang , Meta’s chief AI officer, wrote in a memo to staff seen by The Wall Street Journal.
Though layoffs haven’t been widespread through the economy, some companies are making cuts. Target on Thursday said it would cut about 1,000 corporate employees, and close another 800 open positions, totaling around 8% of its corporate workforce. Michael Fiddelke , Target’s incoming CEO, said in a memo sent to staff that too “many layers and overlapping work have slowed decisions, making it harder to bring ideas to life.”
A range of other employers, from the electric-truck maker Rivian to cable and broadband provider Charter Communications , have announced their own staff cuts in recent weeks, too.
Operating with fewer people can still pose risks for companies by straining existing staffers or hurting efforts to develop future leaders, executives and economists say. “It’s a bit of a double-edged sword,” said Matthew Martin , senior U.S. economist at Oxford Economics. “You want to keep your head count costs down now—but you also have to have an eye on the future.”
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