#attrition

Younger hires are coming in, older ones are going out. And the exits don't look like performance issues. It's a shame how little this place cares about institutional knowledge.

Three people left last month, two to competitors, one to retirement. Zero backfills. We've just accepted that this is our new normal.

This place is on life support and has been for a while, and management keeps unplugging the machines. I've watched entire departments vanish, and the work just gets dumped on whoever's left. The collapse won't be dramatic - it'll be a slow, painful death by attrition.

BECAUSE THE ECONOMY IS AWFUL AND NOBODY IS HIRING

What do the Attrition metrics for IT look like? I know its by design to get rid of Americans, but it seems much worse than anything ive seen.

I'm not sure who knows how some of these things work but the VSP gives the company the ability to plan a org flatten and restructure over time, that's the "Long Term" plan.

RIF is the big cut

So..... The order of things
Phase 1
String this along, a percentage have already and will just quit (voluntary attrition is best and cheap)

Then kick off the plan.
Step 1 - VSP notifications and dates are final
Step 2 - Month or so, after a period of time to give people that are not happy with their VSP to just quit on their own. (again voluntary attrition is cheap)
Step 3 - Some point around the month you'll see a sizable RIF to scoop out the undesirables that didn't take VSP.
Step 4 - Long departure dates, the workload will increase, metrics ill change, micro management will be the theme.

GSS has had a steep consistent decline in new cases over the last period. How many customers have already left? I don’t believe it’s the AI solving the issues.
If it is the AI — how long until support team is sacked

So many people are quitting from burnout. Leadership doesn't care because they don't have to pay severance. They think they're winning.

Most of the people already working here are trying to escape. Yet somehow, people are still applying. I honestly can't figure out what would make someone want to join this mess. It's a mystery to me.

Whenever someone leaves the team, the first question is never "how do we replace this person?" It's "who can take over their responsibilities?" Before long, their entire workload gets spread across everyone else, and we're expected to keep everything running like nothing happened. The problem is that this keeps happening over and over, and the team is already exhausted. People are working longer hours just to keep up, but there doesn't seem to be any urgency from management to address the staffing issue. I honestly don't know what the breaking point is supposed to be before someone realizes we need more people if we're to keep going.

People are leaving in droves. I'm wondering if there's anything that could actually convince you to stay, or are you just done?

Our best people are leaving and nobody seems to care. The average tenure is dropping fast. How do they think this will end?

We have people carrying the team while others do almost nothing. Why don't the layoffs ever target the right people?

I've given everything to this place for years and now I'm just done. I'm doing the bare minimum, hoping they'll notice and cut me loose in the next round.

It's awful seeing coworkers lose their jobs, and I wouldn't wish that on anyone. At the same time, this place has had serious issues for years that leadership never bothered to fix. Looking back, almost everyone who's left has ended up happier somewhere else. I'm starting to think the people who walked out last week may have gotten the better deal.

They keep promoting young, inexperienced people into management positions while the people with years of experience and real qualifications get passed over. So we end up losing our best talent, and replacing them with people who don't know what they're doing most of the time. Solid business strategy. /s

I don't know if I'll get laid off or find something else first, but either way I'm out of here. Hard to find motivation when you know you're leaving.

Everyone is burned out. Not just from the work, but from the endless layoff anxiety. Management doesn't care. They'd love it if we all just left.

I'd be fine with layoffs if they actually targeted the right people. But it's never been about performance. The best workers keep getting let go.

Layoffs are happening, but so is hiring. Doesn't that completely defeat the purpose? And it's a slap in the face to the people who were let go.

They cut the people, but they don't cut the work. So the rest of us are left trying to do the same amount with fewer hands. We're now all stretched way too thin and I can feel people burning out. I'm honestly worried that some of the remaining team members will decide it's not worth it and leave, and then those of us left will be in an even worse situation.

Push out the older, more expensive workers and bring in younger people at lower salaries might sound like a great idea, but there's a problem with that plan. The new hires are all about protecting their personal time and sticking to exactly what their job description says. They're not going to fill the gaps or do the extras that the veterans used to handle. And they'll leave as soon as something better comes along - as they should. When the experienced people are all gone, there won't be anyone left who knows how to keep things running.

As I was browsing through LinkedIn today I couldn’t help but noticing how many P66 employees have what appear to be just made up positions. These are not necessarily highly paid positions but it does seem certain people are being “taken care of”.
In too many cases it not what you know or what you can do but rather what connections you have.
This is happening while Go-Go and Tractor Man are laying off legitimately good employees.

There were a bunch of layoffs on 6/24 and another set of layoffs on 7/6. How often are these layoff rounds happening now? They used to seem like every 3 months but they are happening more frequently now.

More and more Pioneer resignations. I guess they aren’t impressed by our “culture” and “care”

I've seen so many formerly dedicated people just doing the bare minimum now. What was the breaking point?

I'm at my breaking point. We're constantly losing people, never getting replacements, and the work just keeps coming. It's starting to feel hopeless that things are ever going to improve.

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.

IMO. These days, the company pays no importance to retention. The majority of XOM employees in the US will likely have a maximum of 5 years at the company before they finally realize that they are better off somewhere else. 10 years maximum if they are a glutten for punishment and think they are going to make it to retirement eligibility. Considering RE being 55 with 15 years of experience. Who in HR has the statistics of the last 5 years of attrition with the why they were separated, for Campus hires and Experienced hires? What are the breakdowns of left on own will versus MLRP?
My prediction for the future employment longevity in the US for MPT for someone based upon when hired is the following:
Age of hire: 22 - 25, probability of lasting 30+ PA cycles 3-5%.
Age of hire: 25 - 30, probablity of lasting 25 - 30 PA cycles 5-7%.
Age of hire: 30 - 35, probability of lasting 20 - 25 PA cycles 2%
Age of hire: 35 - 40, probability of lasting 15 - 20 PA cycles 0.5%
Age of hire: 40+, probability of lasting 15+ PA cycles 0%

HR does not care about retention. People are a commodity to them and they have sources of cheap labor outside of the US that are going to run the company.

How can they lay off AMs, while turning around and immediately adding new AMs?

It seems like what might be really happening is CDW is trying to re-set the payroll with lower paid employees and foregoing the experience, expertise and customer relationships of AMs who were paid more competitively.

I’m sure that’s also happening in other departments.

What could go wrong?🤦🏻‍♂️

Most of the laid off folks are coincidentally in the above 50 age bracket, right? People who earned higher pay through knowledge and experience and are now paying for it with their jobs? Am I wrong?

PwC has implemented targeted voluntary redundancies within its UK audit practice, affecting senior associates and managers. This move follows a trend among Big Four firms to adjust staffing levels due to slower market conditions and reduced employee attrition. The company stated these exits are in areas with low natural turnover to ensure the right skills are available for market opportunities. This action mirrors similar workforce recalibrations at KPMG and Deloitte. The Big Four are collectively rebalancing their workforces after a period of rapid post-pandemic hiring.

London, United Kingdom

https://www.peoplematters.in/news/strategic-hr/layoffs-reach-pwc-as-big-four-firms-continue-audit-workforce-reset-50778

I joined FDC back in 2016 in Omaha and took a low ball salary because it was nowhere and I had to stay in there for family. FDC got my super prof service at a low price comparing to other locations in Atlanta, or NYC, etc. In 2020 during Pandemic I moved to another state in MW and was able to work remotely. However, right after Covid, Mr Frank ordered RTO and I said goodbye to this company and quickly landed another remote work with a 40% pay increase offer - I didn't even bargain. I guess many people leaving FISV were in the same situation. I didn't specifically shop for other jobs as my family didn't need that much of my salary - I was just keeping myself busy. but thanks Mr Frank you made me make the right move. Now I landed another hybrid job in yet another state and got another 20% raise. lol. Fisv may never figure out why their stock su-ks so much. BTW, I sold all my employee stock at around $100 when I parted.

Has anyone else noticed that half the leadership in TX SAM has left in the last year? What is going on over there??

More and more tenured reps are leaving or being muscled out and what's left behind are new blood reps who don't even know how to hold a conversation on the phone and transfer every call to tier 2 lines. No interest in learning or helping the client. Just working as Transfer Specialists now.

A company built on innovation cannot thrive without top talent. High turnover, burnout, and disengagement will erode creativity, slow new product pipelines, and weaken competitiveness—ultimately damaging long-term growth, reputation, and shareholder value.​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​

Get out while u can! It’s becoming a sheet show. Top heavy on manegment side.
Longtimers? They will cut u & replace you for half your $pay. No remorse on the Ikon side. Sheep.

https://finance.yahoo.com/technology/ai/articles/sap-freezes-hiring-travel-fund-134122456.html

An article recently published.

"SAP freezes hiring and travel to fund ’significant’ AI push - Reports"

The spending reorientation is paired with a sweeping leadership reorganization. CEO Christian Klein has personally assumed control of AI product development under a program called "Project Fuji," absorbing the responsibilities of departing board member Muhammad Alam rather than immediately naming a replacement. Chief Operating Officer Sebastian Steinhäuser has taken over Industrial AI. SAP confirmed the logic in a statement to CIO.com: "SAP is evolving its organization to accelerate its transformation toward an AI-driven Autonomous Enterprise. The new structure brings AI, data, and core applications closer together, enabling more integrated, end-to-end solutions built on SAP's unique process expertise."

"This is the second major reorganization in 2026. A March restructuring created the "Customer Value Group," and a May update established dedicated "Business AI Platform" and "Autonomous Suite" units reporting directly to Klein. The pace of internal change reflects how seriously the company is treating the pivot, and how much investor patience has frayed as the stock has slid more than 26% below its 200-day moving average of €182.43."

"Klein has been blunt about what the transformation means for the workforce. "I'm not sure if here someone in two or three years will still code software," he told The New York Times on Thursday. "I don't expect to operate with a smaller work force, but with a very, very different work force." SAP shed roughly 3,000 jobs in a 2023 restructuring and then launched a €2 billion cost program in early 2024 affecting 8,000 positions, yet has since added more than 3,500 net new roles, many of them customer-facing "forward-deployed engineers" working on AI solutions.

At SAP Sapphire in May 2026, Klein unveiled the "Autonomous Suite," rebranding the full cloud ERP stack around agentic AI, and confirmed a shift to consumption-based pricing measured in "AI Units", a significant structural departure from traditional per-user SaaS billing that could alter revenue predictability. How enterprise customers and analysts model that transition is one of the most consequential open questions heading into results."

Given this restructuring and headcount reduction info, which areas will be most prone to a mass layoff?

Central Oregon school districts are implementing significant budget reductions for the 2026-27 school year. These cuts stem from declining enrollment, rising costs, and reduced state and federal funding. Bend-La Pine cut $7 million, Redmond $3.5 million, and Jefferson County $2 million. Despite these large cuts, no staff layoffs occurred across the districts. Positions were eliminated through attrition and staff reassignments, though class sizes may increase.

https://www.centraloregondaily.com/news/local/central-oregon-school-districts-budget-cuts-2026-27/article_642448af-9db5-41c5-93e9-10fde1ffb792.html

Do people have any idea what would happen to IBM if all the so-called dinobabies retired tomorrow? I'm almost hoping it happens, just to prove a point. You'd lose decades of institutional knowledge overnight, and what you'd have left is an empty shell of a company.