#attrition

Is there anybody worth their salt still left at Intel? I'm no longer there, but reading this forum, it certainly doesn't seem like many good ones are left.

As somebody who left a month ago, let me tell you, the grass is definitely greener. I'm getting the same pay but better benefits and less stress. So much less stress. If you can jump ship, do it. Life gets so much better.

Manager shared with us last week. Bottom 5-10% will be put on PIP. There won't be anymore mega corporate re-orgs every few years, it's going to be slow culling.

Last few days of some wonderful colleagues. Honestly staying here over 8 years, the level of talent i have seen at Paypal across teams and amount it has bled to attrition, rival firms and layoffs in mind-bending. God help this company

They just can’t cut enough. Too many coasters, too many pretenders. Too many lazy American to cut.

The benefits were the reason people have stayed and powered through fidelity. Now with united healthcare and delta dental… this is the real attrition strategy. Both companies su-k so bad and my doctors and billing hate UHC. They have monologued me more than once for having sh---y insurance

I've never heard people talk this freely about leaving before. Even coworkers I barely interact with are telling me they're looking elsewhere. What happened to this place to come to this point?

Why in the world do we even need layoffs with attrition being as high as it is?

A lot of discussion on degraded contractor capability but little discussion of degraded EM capability and rising number of mid career resignations. All roses and rainbows and talk of increasing headcount through hiring and pulling from operations groups. Meanwhile we aggressively drop the ranking of those with proven capability, pace out their promotions, and give them no meaningful raises all while cutting benefits and reducing expat compensation and beating the drum of how important mobility is. What a joke.

We’ve heard of massive Volvo layoffs coming, partly through attrition, but many more to be directly affected. Anyone heard anything more definitive?

Yes, Ameriprise has experienced some high-profile advisor departures and industry attrition, though the firm maintains it has strong overall retention and a robust recruiting pipeline

It’s going to be interesting when management sees they’re not going to hit the goal for attrition. The pandemic panic hires aren’t going anywhere. They know leaving fidelity means never working in a corporation again.

It doesn’t make sense to punish us further because management hired the wrong people into high positions rather than laying them off.

Wowzers where to begin….to keep it short been working my a-s off for awhile because expectations, workloads, projects, and meetings keep increasing and people keep leaving. Management doesn’t care about anything and keeps cycling through contractors and just anyone that steps foot at MDT. Been keeping an eye on other positions opening up west coast.

The floodgates opened a month or two ago after a year+ of absolutely no guidance. It’s like someone flipped a switch and all of a sudden, employee growth is important to CVX again. Seems like there is an email or engagement every week on this. I’m not upset by the change - it’s refreshing to see, frankly.

What led to this change in attitude from the corporation, and what’s the underlying motivation? Is attrition that bad? Call me skeptical but I don’t believe they read the CES and created this program solely in response to it.

The next person with most experience has been here for a little over a year. Needless to say, I spend most of my time explaining how things work instead of doing my actual job. I'm this close to just quitting and lettings them figure it all out by themselves. I wonder how that's going to work out for the management who got rid of everybody with any experience.

Why are we paying people to sit in meetings where nothing is ever decided and laying off good folks who actually do the work here? BP has plenty of fat that needs to be cut, but somehow it's never them who end up on the chopping block. When will that finally change?

Running like headless chickens.

Bell has seen attrition in head count from last layoff. Heard to boost morale they are giving 10% raises across the board.

We lost half the team months ago and somehow the amount of work didn't change. The people left behind are just expected to cover everything now.

When will they cut people whose main responsibility is to collect information and repeat it to someone else, from one meeting to another? All of them are still here.

You can replace us when we quit but our replacements will never have the knowledge of why decisions were made 5,10, 20 years ago. You will have to repeat mistakes and relearn what we already know. The cost of losing what we know will be immense. Good luck surviving the Exxodus. It has only just begun.

https://lnkd.in/p/gYki6pGh

A lot of prior ones were heavily weighted to early career employees with less than 10 years.

It seems like now a lot of mid career employees with 10-25 years are seeing opportunities shrink and are voting with their feet. Lots of very highly regarded employees and high performers don't see a future with EM. Most who leave do extremely well elsewhere.

Bumped from @bz+1m197mkb2.

A consultant's report for the city of Redding suggests addressing vacant positions before considering any staff reductions. The report recommends eliminating unnecessary vacant authority and controlling new hires. It also advises validating current services and workloads for filled positions. The consultant proposes using attrition and voluntary transitions before any layoffs. A formal analysis would be required for any reduction in force.

Redding, California

https://krcrtv.com/news/local/circle-6-report-urges-city-to-cut-vacant-positions-before-considering-layoffs

Why does every empty position sit around for four to six months before anyone fills it? Why do the rest of us on the team have to pick up the slack during that time?

A lot of experienced people have either left or been pushed out, and everyone remaining is being asked to pick up more work. The pay doesn't feel like it reflects how much is being demanded from us. Customers are noticing the problems, which only adds more pressure internally. It's a mess all around.

Hearing more and more chatter that the return-to-office mandate could soon be moving to 4 days a week.
Also hearing that VPN activity is being tracked to see when people are connecting remotely vs being in the office — and that use of company AI tools/prompts may be logged or monitored too, so worth remembering that what you type into work systems might not necessarily be private. 👀
Then this video pops up saying tougher office mandates can sometimes be used to drive natural attrition before bigger restructuring or layoffs…
Coincidence? Maybe. But with everything else going on, the timing is interesting. 😂

Just heard about a couple more including hipos.

That’s 7 (or 8?) in last couple months and many are strong performing mid career. A bunch more almost out as the ones who left are recruiting others to go. As well several people just waiting for confirmation of disappointing news in December (no salary , no promos even with outstanding or excellent performance.)

Will be interesting since GP doesn’t have the people to do the upcoming projects and it’s only getting worse.

Do you think GP SLT recognizes this or will do anything? Or maybe this is exactly what they want!

Anyone in Houston have some insights?!?

That's what it feels like lately. Just pile on more and more work =until we break and walk out.

At this point, I don't think retaining the good people is even on the priority list. Someone leaves and instead of replacing them, their work just gets dumped on whoever is still here. Then the deadlines get shorter and the pressure gets turned up another notch. There's always that unspoken feeling of "do it or else," and I'm getting really tired of it. Maybe getting laid off wouldn't be so bad.

It's pretty obvious that a small group of people here are carrying most of the workload. Those of us who're experienced and know how everything works, but we're also completely exhausted. A lot of us stay because the job market is the way it is, but that won't last forever, and then GP better be ready for an exodus.

They can't keep new hires. Employees are retiring and quitting. Everyone hates it. Not enough employees to do the work. Everyone is tied to their desk with constant threats on idle time. Constant changes being implemented making it impossible to keep up. Your expected to take all your calls and still get your work done which is impossible with the amount of calls coming in. The micromanaging is tremendous. Its complete missery. Instead of firing those that need it, they make their good employees miserable. The good employees are constantly having to do others work. The burnout is real. I'm planning to Ieave as soon as I can.

So it seems Schwab has an issue with new hires and CS&S where other firms are coming in and offering $10-$20,000 signing bonus and scooping these individuals up right after they finish their training, and it’s causing a massive exodus.

There is a plan being carried out to reduce promotions. Be ready to be offered only lateral moves at best or be given additional responsibilities with no CL promotion.

The target is to reduce CL 28+ 50% by 2030 and even more by 2033 through retirements, attrition, and PIPing.

Executives are exempt from these rules and will continue being promoted.

Technical Career Ladder employees are doomed.

There are almost no upstream technical employees left. All being replaced by downstream. If you are heritage upstream technical your days are numbered. They are coming for you.

Lots of RIFs this summer and I know of a few people leaving of their own accord now or soon

After some of legal was forcibly merged with compliance, people originally from legal are jumping ship and it has been one of the most satisfying things to watch. Especially knowing the egotistical “head of the table” has to be scratching his head as to why everyone is running away with two middle fingers held high.

I'm based in the US and just got confirmation on the actual long-term roadmap leadership is working toward. The goal is to aggressively shrink the total US workforce down to exactly 4,000 employees by 2030.Right now, upper management is debating how they’re going to enforce that number. We don't know yet if they'll manage to hit the 4K baseline through natural attrition which is entirely possible given how many people are completely checked out and looking for the exit after those brutal SHAPE survey results or if they're going to have to resort to more structured layoff rounds to force the headcount down.As part of this 2030 strategy, the US roles that actually survive are going to look very different. The plan is to push as many positions as possible completely out of Silicon Valley and the Bay Area, relocating whatever is left to lower-cost US cities. But even with that domestic migration, the absolute ceiling for the entire US footprint is capped at 4,000.They’re keeping the exact timeline quiet so they don't trigger a mass panic or scare off customers mid-cycle, but the end state is already decided. If you're currently in a US-based role especially in the high-cost Bay Area offices, this is the reality on the horizon. Dust off your resumes and protect yourselves.
For employees in the other mature R&D hubs globally, I don’t have any information on the global situation but good luck to you too, since we don’t know what they are planning and things don’t look good in other countries too based on posts here.

Management are actively trying to suppress promotions; and trying to plant the idea that lateral moves are "just as good" in terms in career advancement.

The target is to reduce PSG 24+ by 30-40% over the next 3 years. This will be mostly natural attrition. However, it means that there will little, if any, promotions to these PSGs.

Management are exempt from these rules and will continue placing into PSG 26,27,28,29 are per usual.

Technical Career Ladder employees are doomed.