#turnover

"Reviews on ArisGlobal frequently cite job insecurity, poor severance packages, and high turnover as major concerns alongside the frequent restructuring"

You'll fit right in!

Wow, as a long term investor in imperial, you got to be worried. Anyone know what the attrition rate and if anyone is actually left to manage these assets when everyone keeps resigning.

Who else is seeing 50-100% turnover on certain teams? Expected to continue? Not to mention executives turning over like crazy or hopping to new roles internally.

After my departure from GTS last month I went through the process of moving all of my lines (as well as the lines of a handful of friends whom I talked into coming to VZ when I joined) to T-Mo. 16 lines in total. And I have to say, it was a delightful experience.
Only two nags to instead look for "deals", then you get the pin and account # that you need to give T-Mo. They have fantastic deals for people bringing their phone and number from Verizon. In my case the total cost at T-Mo is less than my VZ cost including employee discount (and therefore less than half compared to what I would have paid starting next month since you get one pay cycle of EDP and then it's full price). And I'll get $2k worth of pre-paid master cards...
With 15k people either RIFed or leaving on their own, and an average of maybe 4 lines per employee, that's a cool 60k lines lost. Well done, Dan. And thank you for making it a delightful experience!

Good luck, BA. Starting October 1, you’ll all be reporting to one of the worst leaders at Honeywell. JP is incredibly toxic, and there’s a reason so many leaders under him have cycled out—they’re desperate to get away from his behavior and constant blowups.

BA has delivered consistent growth. Don’t be surprised if that turns into a revolving door of leadership, with people jumping ship rather than sticking around to be JP’s next tantrum target.

5 people left our team in the last 2 months. Everyone else is looking for new jobs. It’s becoming genuinely concerning, seems like a race on who’s going to get out first.

probably even worse ... people are leaving

Not surprising, though. New people don't get trained properly, can't keep up, and run for the door before the three-month mark hits. When will they realize that training people properly will benefit both the company and those of us who won't have to neglect our own jobs to help them out.

Ameriprise Financial, the Regional Recruiting Director role experiences high turnover due to intense industry competition, aggressive growth quotas, and demanding performance pressures.

Ever since I have been here there have been constant re-orgs, executives either shifting around or departing the company, budget cuts, unreasonable financial objectives, and (seemingly) high turnover. Everything kinda seems backwards and counterintuitive.

Is this normal at every company within every industry? Is this just typical corporate maneuvering? I have only ever known LHX.

Apparently India staff are so impressed by WFs new ranking system and career prospects based on it that as soon as they get an IM, they start applying out, get hired in 1-2 weeks, and leave.

The best part is, execs don't understand this, don't understand it takes months to years to fully train up a replacement, and don't understand how this is leading to system instability. Why can't they just follow the Jiras to do the job?

The cards are starting to fall.

People join, learn the ropes, build their resume, then leave for something bigger. I've been noticing it more and more.

If this is true, and with dead weight in management just getting heavier, we'll be in major trouble very soon. When you lose most of the people who know what they're doing and you add useless managers instead of trying to replace them, things are bound to start breaking sooner rather than later.

As a manager, I could target an individual employee and make it very difficult for them to remain at the company. However, I couldn’t do that repeatedly without consequences because organizations monitor manager turnover rates, and a consistent pattern of employees leaving under one manager eventually raises concerns.

In practice, the process often favors whoever documents their concerns first. If I report that an employee is underperforming before they raise complaints about me, my version of events is already part of the official record.

When the employee later goes to HR claiming they’re being treated unfairly or that I simply dislike them, it can be difficult for their complaint to stand out because HR hears similar explanations from many employees whose performance issues are legitimate. As a result, even when someone’s concerns are genuine, they may sound similar to many previous cases, making it harder for them to be believed. That dynamic can create a system where the manager’s position initially carries more weight.

Two by two, three by three, four by four, and there they go. Replaced by Dan's new army. Farewell Jeff C.

It seems like they've systematically removed anyone who actually knew what they were doing. The decent managers are all gone now.

When even the people who barely work are leaving, you know things have gotten bad. This place is such a joke that even the slackers think they can do better.

I’ve noticed that almost every day there’s another LinkedIn post from someone leaving Appian. What's got me is that many of them have been with the company for 4 or, 5, or even 10 years. At the same time, I keep seeing lots of Appian jobs being advertized. Im just trying to understand and wonder what’s happening. Is the company growing that quickly, or are these roles mainly replacing people who are leaving?

I’m asking because changing jobs is a big decision. If you’re happy where you are, you don’t want to leave for something that looks great on paper only to find it’s not what you expected. I’m not criticizing Appian or suggesting there’s a problem &I honestly donnno. I’m just interested in hearing from people who work there now or have left recently. Is this just normal, or is there something that’s driving so many people to move on?

we can't keep support associates or leads. they walk out.

Giant Eagle officially was bought by Krogers for $1.65 billion dollars. I knew back then 10-15 years ago and I had tried warning folks. I think I made a post about it on here back then and was accused of making it up and one person even said it looks like a toddler posted it. When I began seeing Giant Eagle doing a lot of cuts and penny pinching trying to make their books look good, I knew then they were either going out of business or trying to get bought out. Then there was a lot of turnover at their corporate offices and it seemed like corporate didn’t care what went on at their stores anymore too. I knew something was going on.

Have first drafts been completed yet with feedback provided for updates?

Jillian Tozer is running for a St. Johns County School Board seat. Her decision followed teacher layoffs at her children's school. Nine teachers were laid off due to budget constraints. Tozer aims to increase teacher pay and curb turnover. She also advocates for expanding VPK and scrutinizing private schools receiving public funds.

St. Johns County, Florida

https://sjcitizen.com/st-johns-county-teacher-layoffs-spur-nocatee-moms-school-board-bid/

"and also 50% less of the work and knowledge. And growing as people like the other poster leave or are let go soon will be a loss. I mean lots of projects canceled or put on hold to likely be abandoned later.

D-mbest thing this ceo did here and she/board will probably throw SD under the bus when you know what hits the fan and everything goes from bad to worse when people are gone.

I don’t like it but could understand closing Jax and Denver. But this move was completely asinine. Time will tell. Hopefully I am wrong but I have a pretty steady record of being right about these things here over the years."
$$$$$
50% less work. High Turnover. Slow Results or no results. Delayed & cancelled projects

Sounds like a recipe spelling disaster.

Turning over like crazy!!! Normal or worrying??

No press release from PayPal yet but they are usually asleep so no surprises there.

https://www.prnewswire.com/news-releases/asurion-appoints-kausik-rajgopal-president-chief-revenue-officer-to-accelerate-growth-302802719.html

Culture deterioration, low morale, key talent leaving, remaining employees being overworked... They've created a recipe for disaster with layoffs and constant toxicity and there are plenty of signs it's slowly destroying the company but nobody seems to notice or care.

I was trying to keep track of friends and colleagues leaving IOL. But, recently it has blown up so much that I had to stop. Sad, but it is the reality.

Imperial will probably show a large net cash positive position next quarter, but the knowledge and experience lost will never be quantified. The cost of development these talents is staggering, and now they being purged out. So very very sad.

I'd expect more people running for the door considering the current situation at SAS, but the fact is that the only reason turnover is low right now is that the job market is a disaster. People are not staying because they love it here. They are staying because they have nowhere else to go.

The unstable ship continues listing. Now Manifold is out, another leader thrown to the bin due to unacceptable conduct. No way to have a successful business with this many hands grabbing the wheel in such a short time.

We’re having faster turnover than the UK PM. Enough of this Euro lunacy, time to return our strength.

Are sales account technical lead positions having some turnover? Would positions be open from time to time be more due to growth or perhaps due to PIPs for not meeting sales goals? I guess this is the probably same across all technology companies in today’s economic environment so not picking on any one company or position here.

Let's be honest about what's happening at Humana. Constant turnover, good people leaving every month, reorgs that make everything worse, leadership saying one thing while we see something else entirely. Who can think this is a good way to run a company?

Oh sure, Citi pull out what they think is a big win by luring in some major director from other banks here and there. They make sure that hits the headlines but as you can see, they don’t stay very long.

Its a money shell game. These guys move from company to company for more money each time they move. They have no interest in making Citi a home.

Corporations often experience high turnover due to toxic culture, inadequate compensation, limited career growth, and, according to discussions on Reddit, unrealistic sales targets. Key drivers include burnout, poor management, and a lack of recognition, which prompt employees to leave for better opportunities, as discussed in this LinkedIn post and detailed by AIHR and Indeed.

• More layoffs
• More AI spending
• Very high turnover
• Free cashflow problems
• AI replacing junior workers
• Reorgs everywhere
• URA / Stack ranking
• RTO/RTT/RTH
• Fake accommodations for disabled employees
• Missing senior leadership

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?

Hewlett Packard Enterprise (HPE) has experienced significant, long-term, and ongoing "brain drain," characterized by the loss of experienced staff and top executives due to consistent restructuring, offshoring, and layoffs. While some employee reviews still reflect a generally positive 4.0/5 star rating on Glassdoor, specialized talent is reportedly leaving, and high-level, long-tenured employees are being replaced by lower-cost or contract labor.
Wow, who knew?

Never seen an entire organization all check out at the same time in my career like this. Nobody has confidence in leadership and I would estimate over 80% of people are looking for new jobs. Even new hires are skeptical, turn over the leadership team before it’s too late.

Curious has anyone been around long enough to remember the last time corporate gave the employees some good news? Feel like its been nothing but bad news the last 10 years. Offices closing, forced moves across the country, returns to office, replaced with people overseas, forced realignments due to corporates unwillingness to staff and retain properly.

Id say the last "good news" was us working from home during COVID, which wasnt exactly good news but maybe the only positive change I've seen in like 15 years. Ok i guess they did the math and so few people were having children they increased maternity benefits like 5 years ago.....

Cant wait for this weeks bad news meeting either way.

Can anyone explain why such high turnover in claims has been acceptable for so long? Assuming they will be moving people from jobs that are not 100% horrible to a claims department that is.

Just wondering, now that bonuses have been paid out, is NM seeing an increase in people leaving?

Looks like a lot of gcc employee turnover is occurring. Every day I see LinkedIn posts of employees leaving for other greener pastures gcc’s In Hyderabad and Krakow. What’s happening? Is every company pouring $$$$ in gcc?