#employeeturnover

I heard TAS is leaving Pearson. Does anyone know why? Where's he going? I really liked him.

looks to be another 100ish+ roles. sales, ops, product, hr, it today.

Wells Fargo announced its largest layoff in at least five years at its Jordan Creek campus in West Des Moines — 86 employees, out the door Dec. 26.

The WARN notice, posted Tuesday Oct. 27, is the bank's 16th round of cuts since February. It brings the 2026 Iowa total to 460 — and the Des Moines metro total to 1,975 jobs cut across 113 rounds since April 2022.

For context: headcount has now fallen every quarter for six years, down 30% from its Q2 2020 peak. In Q3 alone, the bank shed 3,097 employees, ending September at 194,369 — while posting $6.0 billion in net income, EPS up 13%.

CEO Scharf has said AI will keep bringing headcount down. The bank didn't say which divisions the 86 are in, or whether any will be retained elsewhere.

Source: Des Moines Register, Oct 29, 2026; Iowa WARN

People Inc. has announced significant workforce reductions. The company is laying off 195 employees, representing approximately 6% of its total staff. These cuts primarily impact the print and legacy web divisions. Affected employees are being notified through scheduled one-on-one meetings. This move aligns with broader trends of downsizing within the media industry.

New York, NY

https://www.adweek.com/media/people-inc-lays-off-195-employees-around-6-of-headcount/

Somebody who just joined a few months ago?

A few folks I know or work distantly with have suddenly left in the last week or two, definitely not by choice. Are people getting quietly laid off or put on PIPs that set them up to fail? Do we no longer do the big earnings LRs?

look left, look right, people are leaving

erosion is real

no one has trust in omnissa

leave to take new job with real RSUs

Should be quite predictable by now, but again here we go right before earnings. More people just vanished. People that you would think were valuable, but alas dispensable considering more holes in the revenue and not as many took the early out as wanted. So, back to the grind, time to again take on more work from those dearly departed.

Who around you just vanished into thin air?

When promotions go to the wrong people, the strongest employees start looking elsewhere. Eventually, Intel loses the people it should've been trying hardest to keep. This has been happening for years and it will keep happening because we have the leadership that doesn't give a damn about anything but themselves.

Stop acting surprised about layoffs. MC has a long history of them. You work there for about 10-15 years (if you're lucky) then they lay you off. There's only been a select core group that have lasted since the old Westport days. And they know who they are. It was once a great place to work back in the early 2000's. It's not the same place it once was. All the 20, 30 and 40 year old's. Keep those resumes updated and always entertain new opportunities. There is life after MC.

I don't know of any others in my group and it feels like I was the only one. Maybe it was more performance based in my case? 😭

We keep hearing about improvements, but day to day the work doesn't seem to get any easier. Layoff worries keep hanging over everyone, and when you combine that with the disappointing pay increases and increasingly toxic culture, it's hard to stay motivated. I can see why most people are looking to leave.

My team over the past 3 years has been reduced down by 80%. Currently our team consists of nearly 40% open roles. My suspicion is these open roles will be open for sometime. We had other open roles that were cancelled at the point of making offers. A shell game of keeping headcount and budget without spending money. Are other teams at Support Center having a similar situation?

The split hasn't even hit yet and I personally know 8 people that have lost their jobs. They haven't even done the first "wave" off mass cuts that are planned before new year but they are cutting at staggering numbers already. Nothing makes sense. And they said there's going to be second major wave around March before summer. Its already a massive wave and theyre acting like nothings happening.

We need to get rid of all the paper pushers, PowerPoint warriors, all the useless managers with less than a handful of people to manage, and so many more. Give us layoffs! Just make sure to get rid of the right people for once.

80 people were laid off this week

In addition, 500 roles were moved to Labcorp in a prenatal acquisition, though who knows how many of those Labcorp actually intends to keep.

Net/net, this 580 represents close to 25% of Myriad's total workforce

Anyone else struggling to get info on ACH payments? The payments area keeps losing staff and no one can answer questions

They already eliminated hundreds of teams in multiple depts. This is nuts. Every level is getting hit like a heat seeking missle. Good luck folks.

Do not waste your time and effort here - do not shed your blood and sweat - those minting gold and diamonds at the top have only job to do and that is to save their own as by firing hard working associates over and over - they are going to do this every month - this is the absolute truth - believe nothing else - run run run - stay while you can doing nothing because even if you do it will never be valued , run run run the place is all fckd up - too deep in the dirt , never rising back again - it’s done , the big guys will be smoking exotic cigars over the holidays and the poor employees will be kicked hard on their b*tts , once again ldo not spend your time effort and energy here. You are getting nothing else , 100% guaranteed

• Remove corporate cell phones and force on-call employees to pay for cell service and phone.
• Move all positions to Canada/India etc to get cheaper labor, lower salary and medical costs
• Ensure that no employee has a long tenure to limit severance (mainly in Canada)

Some of these already seem to be in progress - list out others that you might think are plausible

The people we would depend upon to help us make informed decisions about our particular BU are no longer here. Internal processes keep breaking down.

This company keeps laying off experienced staff with the assumption we can just simply absorb their responsibilities but then upper mgmt discovers the undocumented dependencies only when something fails. Then we end up taking losses for it and those operating losses can exceed whatever payroll expenses they hoped to reduce by layoffs and turnover.

This company just refuses to make decisions that minimize long term costs. And if you want to simply workflows and processes, you need to retain experienced employees long enough to ensure the transition goes smoothly. You don't just cut people now and just hope the work gets absorbed elsewhere without issue. The problem too is a lot of the consequences of people leaving is less visible to mgmt if other people take on the extra workload, which gives mgmt the wrong assumption that we can operate with fewer employees tomorrow.

This whole thing of modernizing and simplifying things under Project Elevate will fail if you eliminate the very expertise necessary to make the transformation successful. The people deciding whether to retain an employee never see the full financial consequences of losing that employee. All they see is the expense number as it currently is on a spreadsheet. They don't see the operational damage that can be inflicted which will be more costly.

I don't know who made the decision on who to cut, but this is ridiculous. People with over a decade of experience, some of the highest performers, are now gone. Was this really necessary?

Well this next year will be fun rankings. Many US workers leaving and the headcount reducing meaning fewer spaces in O, E, and VG. Prepare for even more downward pressure in your rankings. The PIPs must continue!

Walgreens is currently facing a shortage of store managers. This staffing issue has resulted in increased stress and demands on existing employees, as they are often required to take on additional responsibilities without adequate support.

Impact on Employees
Increased Workload: Existing staff may experience heightened pressure due to understaffing.
Employee Stress: Many employees report feeling overwhelmed by the expectations placed on them, which can lead to a challenging work environment.
Reasons for the Shortage
High Turnover Rates: The demanding nature of the job and unrealistic performance goals contribute to turnover.
Recruitment Challenges: Attracting qualified candidates for management positions has become increasingly difficult.
This shortage not only affects store operations but also impacts employee morale and customer service quality.

Companies are increasingly cutting jobs due to AI advancements, but this decision may incur greater long-term expenses than reskilling employees. Replacing laid-off workers involves significant costs such as recruitment, onboarding, and the loss of institutional knowledge. Studies indicate that rehiring can often exceed the savings from layoffs, and remaining employees may experience decreased productivity. While reskilling also has associated costs, it can be a more financially sound strategy in the long run. Therefore, organizations should carefully compare the financial implications of both cutting and training before making workforce decisions.

https://www.aicerts.ai/blogs/train-or-cut-from-hsbc-to-kroger-ai-layoffs-keep-rising-here-is-what-they-really-cost-compared-with-reskilling/

Welcome to the x Corporate Crypt!
All right, wage slaves, step right up and look alive—because half of you won't be by midnight! We got layoffs, layoffs, layoffs!
Come on in, tech workers! Down here, the severance is zero here at x and the horror is non-stop! We got fresh layoffs, involuntary layoffs, quiet layoffs, loud layoffs! We got ghost layoffs! Discrimination layoffs! Skeleton-crew layoffs!
We got hot-off-the-presses layoffs! We got cold-blooded quarterly cuts! We got HR witches cackling in the hub! We got C Suite vampires draining your pensions!
You want a pink slip? We got 'em carved out of pumpkins! You want an empty cubicle? We got haunted desks, cursed keycards, and phantom severance packages!
If we don't slash your headcount, you don't pay! Come on in, cost-cutters! Find out if you're the survivor or the sacrifice at the x! If you can find a cheaper layoff anywhere else… it will be x!

Next round targets specific groups:
If you are below meets expectations
If you are on a pip
If you average less than 3 days a week in office
If you average less than 7 hours in office per in-office day
If you are sole team employee at location
If you have a history of over reporting to HR

Bye!

What's going on with all the churn in employees? Can anyone chime in? Seems like it truly defines the definition of a revolving door

I know a few people, and I'm also looking for something else. Still, it looks like it's fewer people than I expected.

I wanted to check if any positions got impacted by layoffs this month. I heard a few roles were affected here and there, but I'm not sure of the exact count.

Truist Investment Services lost its’ largest producer last week. Not surprised. People were already on the fence about leaving, but when they were forced to raise their fees across the board, the door swung out. This is only the beginning.

I've noticed many folks are taking jobs with competitors and partners, while others are leaving the field altogether. Are they seeing something coming, or have they simply had enough?

I heard many people got laid off within a year after moving to a hub city. I want to know if any of them were in 40s or 50s and if the surplus was because they moved on their own or if their position was redundant due to their project getting closed.

Some Store managers in my region are banding together planning a mass exodus hopefully before thanksgiving. Many interviewing at other companies.Some planning on taking some good associates and managers with them.😂😂😂😂.

I'm curious about the people who were actually laid off by BNY. How old were you when you were let go, and how many years had you worked here? I'm not trying to draw conclusions from a handful of stories, but I'd like to see what people are reporting. There seem to be a lot of different theories about who gets selected.

The level of skill at gainwell is shocking. Most of the people i work with seem to be pulled of the streets.

We are constantly firing and hiring. But only from people within gainwell.

Do you think the talent level is related to the low pay?

It’s becoming increasingly difficult to understand the direction this company is taking.
Reorgs seem to mean moving employees into roles beneath the roles they were previously promoted in to, while insisting it isn’t a demotion. At the same time, bonus structures have been reduced or made so difficult to achieve that incentives no longer feel particularly motivating or achievable.
Experienced leaders are being let go, outside hires and former colleagues of the new leadership is being brought in, and long-tenured employees with decades of institutional knowledge continue to leave. That kind of talent and experience isn’t easily replaced.
Perhaps most concerning is the shift away from what has historically mattered in this industry: customer relationships. Publishing is relationship-driven. Those relationships take years to build, and constant employee turnover comes at a cost.
Customers are also questioning product and platform decisions that we cannot answer for because it just doesn't make sense.
At some point, you have to ask: if experienced employees are leaving, customers are frustrated, incentives are disappearing and successful people are either being let go or demoted, what are you doing here?
You will find it increasingly difficult to retain good employees if you stop rewarding them for their success, whether that recognition comes through compensation, bonuses, advancement, or simply allowing people to remain in positions they worked hard to earn. You cannot continually remove the incentive to succeed and expect people to stay.
The culture that once earned this company recognition as one of the best places to work is being dismantled by these decisions. That should concern everyone.

Once again we have layoffs in USA when will finally end this constant quarterly layoff cycle!

So almost 3 years to the day of firing a bunch of people we have a call about how to talk about people leaving?!??
Either bad omen or tone deaf.

Maverick Washington LLC is closing eight of its casinos, including The Great American Casino in South Everett. This decision will result in 133 local employees losing their jobs. The company filed for Chapter 11 bankruptcy in 2025 after a failed expansion into sports betting. Legal challenges and market shifts significantly impacted its revenue. The closures are scheduled for November 30, with a possibility of a change in ownership delaying the process.

Everett, Washington

https://www.everettpost.com/local-news/everett-casino-among-8-bound-for-bankruptcy-closure-and-133-local-layoffs/