#attrition

Curious what people’s opinions are with the new 4 day mandatory in office policy update. I get that it makes sense since it’s an office supplies company but there are plenty of teams that don’t even do 3 days now. Is this a ploy to avoid layoffs in hopes that enough employees quit to make up the deficit?

Are there any Canadians left to support customers in Canada? Who are we supposed to contact? Everyone we used to deal with has left the company.

Lol what is happening

How is it that someone walked out of P66 is now doing the same to bring his minions in from the same company. Some really solid talent getting out or being walked out.

With the way this is being handled, I know I'll be looking to leave whether I'm affected or not and I know so many others who feel the same. I don't know if that was the goal, but if it was, I think they might be surprised at how good it worked when they're faced with a mass exodus after this is done.

Very worried about what’s going on. Since the new CTO joined many Head of XYZ have left. The culture feels worse. Product quality has dropped. More customers are leaving because of bad product quality. The CTO has also pushed out many. That is very serious.
The share price keeps falling. Do they know something we don’t? Is the CTO making things worse? Is this company in trouble? What does this mean for our jobs? Very worried.

How long before offshoring and forced ratings finally break what’s left of morale? Every round of “efficiency” moves chips away at tr ust, replacing experience with cheaper labor and arbitrary rankings. At some point, it’s not just people leaving... it’s the company’s culture and expertise walking out the door too.

Meaning same workload, fewer hands. I almost regret that I’m still here.

If this company is truly serious about cutting costs and improving performance, the most effective step is to end the five-day RTO mandate.

AT&T spends enormous amounts each year maintaining office space through real estate, utilities, maintenance, security, cleaning, and on-site operations. Industry data shows these costs average between $12,000 and $14,000 per employee annually. With roughly 150,000 U.S. employees, that means more than $2 billion every year just to keep offices running. If even half the workforce transitioned to hybrid or remote work, the company could save around $1 billion in overhead. Combine that with reduced turnover, since flexible work increases retention and engagement, and total potential savings easily reach $3 billion or more per year.

Some might argue that attrition is part of the point of RTO — that losing employees is a form of cost savings. That could not be further from the truth. The type of attrition RTO creates is indiscriminate. It pushes out talented employees, under-30 professionals, and people with critical institutional knowledge. The financial and operational cost of losing these employees far exceeds any “savings” from headcount reduction. Replacement costs, lost productivity, mistakes, and disrupted client relationships all add up, often surpassing the money “saved” by forcing people out.

The future of work is clear. Surveys from Gallup, McKinsey, and Pew Research consistently show that over 70 percent of workers prefer hybrid or fully remote work, and they are more productive and engaged when given flexibility. Companies that embrace this trend retain top talent, improve morale, and increase performance. Companies that ignore it face higher attrition, disengaged teams, and rising costs.

Ending mandatory RTO is not just the right move culturally, it is the smartest financial decision the company can make. It saves billions, retains talent, boosts productivity, and aligns AT&T with the reality of the modern workforce. The evidence is clear. The policy is failing, and the time to change is now.

I’ve been here just over 10 years since graduating college, and in that time I’ve seen it all. The broken promises, the bad decisions, and the constant spin from leadership. Through it all, I stayed because I truly like my job, the work I do, and the people I work with. I take pride in what I do and I’m good at it.

But this five-day RTO has crossed the line. If it doesn’t change before next year, I’ll be gone. And I’m not alone. So many of us who’ve stuck through every mess and every round of “transformation” are already looking elsewhere. It makes no sense to stay when other companies offer better pay, better benefits, and the flexibility we need to actually live our lives.

It’s time to face reality. The experienced people are leaving, the older generation is retiring, and the younger workforce won’t tolerate this outdated model. Keep pushing this policy and you’ll be left with empty offices and a hollow company.

RTO needs to be rolled back before it’s too late. The message is clear, even if leadership refuses to hear it.

Seeing more important people leaving every week. Even our senior management seems to be making plans of their own to bail. Hope it can last until the first of the year when hiring picks up so that I can leave too

I'm kind of thinking it happens soon. Oracle is laid off so many talented smart people, they've terrified the remaining people with talk about how AI is going to replace them or they're going to get laid off, and they're driving away any kind of decent talent from ever applying...

it turns out being a greedy psychopath a--hole id--t is really expensive

Corporations are learning fast from each other how to sc--w employees over, and get rid of them on the cheap, or better yet, for free. Just watch the RTO conditions keep piling up until enough people quit because they can’t or won’t meet them. They don’t care that full RTO pushes the best out first, as people with strong resumes have options. But then again, when was the last time they cared about skill or competence?

Just when you thought the revolving door couldn’t spin any faster, here comes the 5-day RTO mandate starting 1/1/2026. Truist-wide hammer drop, no carve-outs. Grant spilled it to a handful Audit earlier today, claiming a bunch of folks will be thrilled and floating “feedback” that’s DOA. Delusional, out of touch, or just the yes-man script from a guy with zero audit experience who got dropped in to mop up DD's disaster?

Stings worse when you zoom out: nearly half (44%) of the department was hired over the past 12 months—all under the latest “intentional flexibility” BS promising at least one WFH day. D-mb as $hit, especially after it got chipped away from three days (or whatever loose vibe it was post-COVID), to two, now this—straight zero. Crystal clear they don’t give a d@mn about teammates.

And for those whose teams are scattered across offices? Purportedly the buildings won’t be total ghost towns, but good luck if you’re showing up with a floor full of random Audit bodies and zero from your actual team. Still grinding through 1+ hour commutes, just to fire up Teams for the exact same virtual pull-ups you’d have from home. Wasted time, zero upside—except awkward small talk with strangers over the Keurig.

But the real gut-punch is the burnout carving us up. Teammates who used to light up the room with laughs? Now overworked zombies, stressed to the brink, ducking out only for bathroom runs—no time for chit-chat, in-office or after. And yeah, it shows: more than a few have aged a decade in a few years, faces etched with the grind. Our team’s a powder keg, with mismatched placements forcing the rest to pickup endless slack amid accelerated deadlines, while many of our counterparts coast. Describing it as a dumpster fire is kind; we’re a skeleton crew teetering on collapse.

While many of us may have been hanging on—some because d@mn, we love the actual work; others because options feel slim right now—and props to the handful of directors who still give a d@mn, even that crew’s thinning out fast. But let’s be real: this grind’s unsustainable for the long haul, and 5 day RTO’s just the shove over the edge for too many. Expect a wave of us dusting off resumes soon, though I imagine that's the entire purpose of the new mandate. I'm sure this isn't isolated to Audit and that other areas are probably staring down the same sinking dread, swapping wild rumors, or scraping for silver linings that don't exist.

All those years of hard-earned know-how just vanish overnight. Some leave on their own, some are kicked out. The new hires mean well, but they don’t have the background to keep things steady. You can’t replace decades of knowledge with a two-week onboarding. It’s scary seeing how fragile the whole system really is.

Every week someone new is gone, but no one says much. A couple retire, a few quit, and others just quietly vanish after those small layoffs. It’s strange walking in and realizing another familiar face is missing again. I think this slow drip is going to drag on for a while.

I’m confused about what’s next. We have a mediocre-to good quarter financially but in the details there is info about us losing customers with close to 2-3% attrition per quarter. Does that mean our profits were the results of financial engineering or are we just racking up fees on our customers? If we aren’t growing or merging, someone is going to merge with us.

This is the third time this week I got a bounce back email from someone who is no longer with the company is this the beginning of the end!? Tmc is brutal and moral is bad under her being president are people just quitting or getting let go? I already have been talking to friends who work at NB and Converse and the news about PNA is bad with wholesale accounts.

What is going on in the Medicaid segment with so many top leaders leaving suddenly, does anyone know? Regional VP's, CEO's, lots of top level movement....seems suspicious.

Porsche - Stuttgart Germany - https://www.forbes.com/sites/joshmax/2025/10/13/is-porsche-sinking-layoffs-tariffs-and-other-issues-abound/

Porsche faces headwinds despite solid U.S. demand, with 57,099 YTD sales up 5.6 percent and record CPO volumes. Global Q3 deliveries fell about 6 percent, led by China down 20 percent and North America down 5 percent, amid tariffs, a cooled China luxury market, and a bumpy EV shift. Porsche plans to cut 1,900 more jobs by 2029 minus largely via attrition and non renewals minus and has delayed key EV rollouts. The brand remains profitable with strong loyalty, but leadership signals a strategic reset.

Just when you think things couldn’t get more confusing, two of the few competent and respected leaders in D&D, people who actually know the space and can manage people are reportedly leaving.

Meanwhile, if the rumor mill is right, a former consultant VP with limited direct experience is expanding their scope to oversee all of D&D.

How does someone go from “separation” status to suddenly being over all of technology, without the background or expertise for it?

Feels like we’re watching a slow-motion reorg that could spark a bigger exodus. Or maybe it’s strategic — put the least qualified person in charge and let attrition do the work.

Seems like that’s the plan

I’ve been in banking for over a decade and I’ve never seen this many coworkers openly talking about job hunting. Even people I barely know are updating resumes and quietly networking. I swear, the only reason there's not a major exodus is the state of the job market.

Everyone should say yes to relocation and make the decision more difficult for management. This could also help boost your severance when you show a willingness to relocate but the company decides to separate you.

I can only imagine many others are in an even worse predicament than I am. And for what? RTO has been rolled out across the country for quite a while now, and there’s plenty of data showing that none of the things they talk about, like collaboration or efficiency, actually improve by herding us back into the office. The only explanation is that they want to make a lot of us quit.

The goal is to cut people or make them quit. Every tactic that pushes employees out is cheaper than paying them to leave. Exxon has turned into an intricate matrix of exploitation and attrition pressures coming from every direction. No wonder it’s now the king of toxicity. And it’s not as if the job is worth going through the wringer for. A couple of years and done seems like the only reasonable way to deal with this hellhole of a company.

Lots of folks left. Limited hiring and mostly inexperienced temps. Remaining employees are severely overworked. Training is almost non-existent. Products failing constantly. It's like a layoff without a layoff, pushing people out and punishing those who remain.

Anyone know what's going on there?

There’s lots of Exec HR managers leaving EM. Guess they were part of this cluster project to destroy morale and chop people and now they are running elsewhere before it implodes. Can’t wait to see how bad this turns out in about 3years time when the s hits the fan. What’s the bets DWW retires before it comes back to bite us

Everyday I see more people exodus in mass from this god forsaken company
What was it like in the old days because how did it ever get to this point of disarray every system is falling apart and our records are complete trash

The energy’s completely gone, half the people are desperately looking for a way out, and it feels like the rest of us are just holding on while someone tries to keep the lights on. And to think I used to love my job and was actually recommending this place to other people.

There are so many people taking the severance pay or finding other jobs and leaving. We are already stretched thin and losing more people before the layoffs have even started.

This is so asinine and an obvious employee dissatisfier that could it be they are doing it to push people over the top so they leave themselves? A lot less to pay in severance. I just can't imagine anyone making that decision on something that shouldn't cost the company that much. It's got to be strategic decision.

We’ve been losing competent and skilled employees for a long time now. Not just those in critical roles, but experienced, reliable people across the board. What’s the plan here?

Nobody can seriously believe that. The vast majority of employees, whether in the office or remote, have worked hard and responsibly, and that’s easy to prove. RTO was introduced for real estate utilization, control, and, most of all, as an attrition tactic. There are already studies showing it was designed to make people quit, a free way to reduce headcount. Even some managers and leaders have admitted as much during research. So don’t blame your coworkers, blame the ones making these decisions for the wrong reasons.

The numbers don’t lie. Promos used to be held at no more than 2.5% of staff. This year it’s less than 0.9% for all of foundational services. CTS has 3800+ employees and are getting 34 promos. Assume it won’t be layoffs next, it will be people exiting… quickly

Nice to see some sleep token fans here who learned a new word.

When do we start protesting??

Asset cap lifted so they want attrition at all costs. Spoke to someone in the know today and they said they will document how many hours you are in the office and if less than 8 then will hurt your performance reviews. Eventually when it’s time to clip people, those with review issues are gonzo. Oh how I miss Stumpf.

A survey of 1,500 US managers found that 25% of C-suite leaders admitted using return-to-office (RTO) mandates to prompt resignations, while 20% of HR professionals said their policies were intended to make staff leave. Nearly 40% of managers said layoffs still followed because not enough workers quit.

Amazon has faced some of the strongest backlash, with 30,000 employees signing a petition, 1,800 pledging walkouts, and many “rage applying” to new jobs.

Data showed 99% of companies with RTO mandates reported lower engagement, almost half saw higher-than-expected attrition, and 29% faced recruitment difficulties.

Every option on the table seems designed to make you quit, get you fired, or push you out in a layoff. Not even relocation looks like a saving grace if you manage to survive the cuts. It’s clear they just want to get rid of us and offshore everything that can possibly be offshored.

It’s here to make you leave. And the conditions will only get tougher and harder to meet over time. It’s not that leadership doesn’t care about the difficulties RTO creates, they’re actively trying to make people fed up enough to quit, or set them up so they can fire them with an excuse. It’s that simple. The best move is to look for other opportunities, do the bare minimum here, and force them to lay you off with severance. I don’t see any other option.