#attrition

It's obvious that performance wasn't criteria for this round, so I'm wondering what was. Judging by the ages of those affected, I'm guessing pay played a significant role in determining who to put on the list. I could be wrong, though, and it could be something else entirely.

They're leaving in droves now before it gets worse. Which is hard to imagine. Better get while the gettin's good folks.

MassHire Lowell Career Center is not planning employee layoffs for its fiscal 2027 budget. Its positions are funded by state and grants, not the city budget. This contrasts with the city of Lowell, which has proposed significant employee layoffs. MassHire absorbed four full-time ARPA-funded positions into its operating budget. The center manages its budget through attrition, not filling vacancies, and leveraging grant funding.

https://www.lowellsun.com/2026/05/19/masshire-lowell-career-center-avoids-layoffs/

Going to be tough doing reorganisation due to tons of long services staff. The company compensation would be sky high if they do it.

HR sleeping in their job let it grow out of proportiate w high numbers of long service. Most of them have no drive at work

These days, it's fashionable not even to attempt retaining talent. Cost-cutting is the go-to strategy for propping up the share price and securing leadership bonuses. In the long term, they're cutting the branch they're sitting on. I'm not sure any of this is sustainable. The two groups most targeted in layoffs have been veterans, the well of knowledge and experience, and the younger talent that any company would ki-l for under normal circumstances. It's a recipe for disaster.

People are leaving. Retention bonuses timeline expired, so many are leaving.

R2B reps are getting hit extremely hard right now. They are expected to manage stores while also prospecting in both the R2B and B2B space. Meanwhile, compensation has been gutted to a fraction of what it once was through quota inflation and reduced payouts on products like tablets and connected devices.

The company wants these reps competing against full B2B teams for pennies on the dollar in compensation.

People are preparing to jump ship, and when that happens, the burden shifts onto customers, remaining employees, and Verizon business units trying to make up for the lost revenue and damaged relationships.

Business owners generally want to work with experienced, intelligent, laid back business managers who are compensated well enough to actually care about building long term relationships. Constant turnover destroys that trust.

What is happening feels incredibly short sighted. T Mobile and AT&T will be waiting like vultures to scoop up business from owners who are tired of losing their reps every few months.

We have operated under repeated rounds of cuts and layoffs for an extended period. Each round comes with no follow through and no coherent plan. The result is that the organization has finally reached a breaking point. The systems are brittle. The trust is gone. The momentum is dead. When my own probability of being cut in the near future is as high as it is, why would I buy into any pressure to go above and beyond? The rational choice is to stop pretending that hard work will save me. So that is where I am. I am done.

This is turning into a zero sum game of attrition. One leaves, one inherits, until they leave, and then the next inherits (meaning, they’ve inherited two in addition to their own). And then they leave…. Eventually the ones who will be leaving, are the very thing they inherited….the client. What a STUPID and expensive game, because eventually they’ll need to rehire, at elevated market pay rates in hopes they can get the clients back. It’s only a matter of time now before that next phase of client migration to other financial services firms accelerates.

How are the 55yo and under thinking they should stay until the end? You have lost out on merit increases, 401K matching and a future, are you staying just for vacation? Just curious as to how Xerox are retaining this group.
I realize some of the younger ones are just trying to build experience for a resume, and some nepatism is helping a few families. But the others?

We’ve angered and alienated the older workforce, which incentivized them to not give a flying f about knowledge sharing and transfer with younger workers.

The younger workers have no hope or real path forward outside of nepotism and generational wealth that boosts them up despite the sh-t we’re all sinking in.

The rich get richer and the AI/offshoring effort booms…

Zero consistency. Zero accountability. Zero integrity.

Right here in DFW, we have hundreds of managers working from home (I.e. Eric Smith team) or sitting in the office closest to their home; And non-market based staff managers spread out across the country working in their pajamas all day. (I.e. Korte org)
And how many managers with minimal skillsets are flying below the radar because their director doesn't want to give up headcount while seasoned managers with broad skillsets are being let go in other orgs.
Meanwhile managers that uprooted their families, moved to Dallas, adhered to RTO are being let go cuz they are the oldest in the team. YES IT IS HAPPENING! Most can't afford to forego the severance & fight it in court.

FU-K AT&T!

Anyone know what’s going on?

I've watched five top performers leave in the last year. Every single person who was really good at their job is gone or trying to go.

The Twin Falls School District avoided staff layoffs. Superintendent Brady Di-kinson announced this to the school board. The district eliminated 18 positions through attrition. These cuts resulted from staff departures and retirements. Declining enrollment prompted these reductions and more are expected.

Twin Falls, Idaho

https://www.idahoednews.org/news/twin-falls-avoids-teachers-layoffs-cuts-staff-through-attrition/

How will RTO be used in place of a layoff? The managers in my group don’t even show up all the time and take a lot of PTO during connect weeks.

I assume nothing will really happen to managers but what will the trickle down impact will this have on their teams? I assume managers are also nagged about their attendance?

They will get to their 30% and another 10k -
The slow drip is ki-ling us

The way this round went down, I'm guessing we're looking at rolling layoffs. Small batches, all the time. And all the usual attrition tactics on top. All to make sure we never get a moment's peace.

People quitting every month. Almost no chance of moving up. Clear favoritism along ethnic lines. And the list goes on and on. And the sad thing is that I remember when this was a great place to work. When it earned the top spot on the best workplace lists. And that wasn't even that long ago.

People keep saying the cuts are done or will end soon. I've been here long enough to know they won't. This is just how we operate now.

LinkedIn is on fire for employees leaving EM. It’s not the 5year employees but the ‘after 20years I’ve decided to make the move’ employees. People who are vested in the betterment of EM but have had enough of the constant beatings, low morale and drive to the bottom. Imperial have had more than 300 people resign / leave and now are operating at minimum safe staffing, Australia is on its a@se, people are leaving us here at campus and not being replaced. Until the headline hits the bottom line, EM won’t care but safety will be impacted.

Soooo many posts on LinkedIn in recent weeks of coworkers across multiple departments who’ve been here 5/10/15+ years leaving for better opportunities. Proactively leaving and not waiting for next round of layoffs in case they get hit next. Good for them and god help us who stay on this sinking ship thinking anything will change.

Has anyone heard if CSS in brokerage is being impacted? If so, do you know what sites? I’d like to think not as they just told us RTO is coming and I don’t see how an immediate RIF makes sense when it’s clear they want to see people quit rather than RTO. It’s also a client facing inbound role for managed accounts. But, with all the changes the last couple years aimed at attrition and seemingly preparing for this moment, who knows…

Side question, if someone is laid off and has unvested shares, do they pay those out to any degree?

Service appears to have taken a backseat with gehc. Management plays the "metrics" game to justify low employment numbers. Even going as far as wanting a .9 FTE which is absurd for field service.

Any prior fe's experience this in their region?

Experianced Field guys are leaving for better pay and less expected OT.

Is your area experiencing attrition because of people quitting in favor of other companies that are more flexible? I’m curious if Dimon’s stance on 5 days in office is hurting Chase’s ability to retain and recruit talent.

No more big announcements. Just a few people gone every other week. It's somehow worse than the big rounds.

Cambrian College anticipates a $1.74 million shortfall for the next fiscal period. International student numbers are projected to fall by over 2,000. Staff reductions are occurring via attrition, not large-scale layoffs. Tuition rates for both domestic and international students increased. Increased provincial grants also contribute to the college's revenue.

Sudbury, Ontario

https://www.elliotlaketoday.com/local-news/cambrian-projects-17m-deficit-as-it-expects-to-lose-2000-international-students-12219308

If they want me gone, they’re going to have to pay me for it. I’m not playing along with this RTO-driven attrition strategy. Hopefully people see it for what it is and don’t just hand them what they want.

Has anyone received any reliable information on how long Phase One will last? In the 900 building in Smithfield, it’s a total nightmare. Not enough bathrooms, desks, parking spots, takes 30 minutes to get off campus, etc - and that’s just for 50/50. I realize the upper crust wants huge attrition numbers but some of us have no choice. This toxic environment is about to get worse - amazing.

Man, it seems like a lot of current Dell employees are submitting their resumes for my job opening. Maybe Dell will get a lot more people quitting and may see a mass exodus.I wonder what they will say why they are leaving.

High performing employees who no longer want to be here are leaving and who can argue with them. This is sending a message to others - morale is all time low and leadership is doing nothing to address it. They are spending their days going to customer events to prop up customer confidence and keep their own jobs. Strong leadership leads with humility and owes up to mistakes, weak leadership hides and pretends everything is ok when it is not.

This is the cycle I keep seeing. It has happened enough times that it no longer feels random. Someone average moves into a leadership role. Maybe they interviewed well. Maybe they know the right people. Then they are put in charge of a strong team. Within six months, the best people are gone. They quit. They transfer. They find something better.

And yet, the mediocre manager stays. The work gets worse. The team gets weaker. Then the company acts surprised. Promote the wrong people and you lose the right ones. It is not complicated. It is cause and effect. But they never seem to learn.

Always has been. Now with a side of gas price misery.

So many high level executives and mid level experienced managers have left this month. Almost everyone who is finding any work is leaving like this is titanic, is it really this bad?

I have seen several posts today from people who say they are leaving Verizon. Is this VSP or something else?

Forvis Mazars reduced its United States workforce. This adjustment impacts about 250 employees. Audit, tax, and consulting roles saw reductions. The company explained that attrition rates were lower than anticipated. Other public accounting firms have reported similar low attrition trends.

https://www.goingconcern.com/layoff-watch-26-forvis-mazars-cuts-3-of-the-workforce-in-unusual-post-busy-season-culling/

This is a great place to work and has such a bright future ahead with Transformation well underway. It is so great, that we have had over 400+ employees quit on their own, so far. It is expected that at least 50% + of the Calgary campus will quit or leave in the near future. End result = lower cost of moving.

Not only does the company recognize it, but they embrace it! There is an ICN (former NAP) event coming soon, titled "Head Shots". For only $7.50, they will get a photographer to provide you with a professional Head Shot, perfect for an updated LinkedIn Profile so that you can look amazing as you browse for your future new Job (somewhere else...).

We are so effective in creating a toxic workplace that most people want to leave now if they haven't already... To sweeten the deal, they will help you "look" your best for that new job. The final cherry on top, they are so generous and now offering EARLY relocation options to Edmonton. So thoughtful and considerate.... Wonderful. Bravo.

In the BNY annual letter, BNY leadership credits ‘culture and connections’ for our strong performance. Really? Or is this just a poetic way of saying the balance sheet looks fantastic when thousands of employees mysteriously vanish through ‘efficiency initiatives.’ Apparently 2025 was a triumph because nothing boosts margins like RTO‑driven attrition, frozen hiring, and AI agents quietly absorbing entire job families.

And 2026? Even more ‘opportunity,’ which is corporate code for deeper cuts wrapped in inspirational hashtags emojis.

But don’t worry — leadership says we’re all thriving together. Afterall, check the stock price and EC Compensation Plans. Some of us just happen to be thriving right out the door.” #onwardandupward

Heard quite some percentage of people get it