#attrition

The goal is to cut people or make them quit. Every tactic that pushes employees out is cheaper than paying them to leave. Exxon has turned into an intricate matrix of exploitation and attrition pressures coming from every direction. No wonder it’s now the king of toxicity. And it’s not as if the job is worth going through the wringer for. A couple of years and done seems like the only reasonable way to deal with this hellhole of a company.

Lots of folks left. Limited hiring and mostly inexperienced temps. Remaining employees are severely overworked. Training is almost non-existent. Products failing constantly. It's like a layoff without a layoff, pushing people out and punishing those who remain.

Anyone know what's going on there?

There’s lots of Exec HR managers leaving EM. Guess they were part of this cluster project to destroy morale and chop people and now they are running elsewhere before it implodes. Can’t wait to see how bad this turns out in about 3years time when the s hits the fan. What’s the bets DWW retires before it comes back to bite us

Everyday I see more people exodus in mass from this god forsaken company
What was it like in the old days because how did it ever get to this point of disarray every system is falling apart and our records are complete trash

The energy’s completely gone, half the people are desperately looking for a way out, and it feels like the rest of us are just holding on while someone tries to keep the lights on. And to think I used to love my job and was actually recommending this place to other people.

There are so many people taking the severance pay or finding other jobs and leaving. We are already stretched thin and losing more people before the layoffs have even started.

This is so asinine and an obvious employee dissatisfier that could it be they are doing it to push people over the top so they leave themselves? A lot less to pay in severance. I just can't imagine anyone making that decision on something that shouldn't cost the company that much. It's got to be strategic decision.

We’ve been losing competent and skilled employees for a long time now. Not just those in critical roles, but experienced, reliable people across the board. What’s the plan here?

Nobody can seriously believe that. The vast majority of employees, whether in the office or remote, have worked hard and responsibly, and that’s easy to prove. RTO was introduced for real estate utilization, control, and, most of all, as an attrition tactic. There are already studies showing it was designed to make people quit, a free way to reduce headcount. Even some managers and leaders have admitted as much during research. So don’t blame your coworkers, blame the ones making these decisions for the wrong reasons.

The numbers don’t lie. Promos used to be held at no more than 2.5% of staff. This year it’s less than 0.9% for all of foundational services. CTS has 3800+ employees and are getting 34 promos. Assume it won’t be layoffs next, it will be people exiting… quickly

Nice to see some sleep token fans here who learned a new word.

When do we start protesting??

Asset cap lifted so they want attrition at all costs. Spoke to someone in the know today and they said they will document how many hours you are in the office and if less than 8 then will hurt your performance reviews. Eventually when it’s time to clip people, those with review issues are gonzo. Oh how I miss Stumpf.

A survey of 1,500 US managers found that 25% of C-suite leaders admitted using return-to-office (RTO) mandates to prompt resignations, while 20% of HR professionals said their policies were intended to make staff leave. Nearly 40% of managers said layoffs still followed because not enough workers quit.

Amazon has faced some of the strongest backlash, with 30,000 employees signing a petition, 1,800 pledging walkouts, and many “rage applying” to new jobs.

Data showed 99% of companies with RTO mandates reported lower engagement, almost half saw higher-than-expected attrition, and 29% faced recruitment difficulties.

Every option on the table seems designed to make you quit, get you fired, or push you out in a layoff. Not even relocation looks like a saving grace if you manage to survive the cuts. It’s clear they just want to get rid of us and offshore everything that can possibly be offshored.

It’s here to make you leave. And the conditions will only get tougher and harder to meet over time. It’s not that leadership doesn’t care about the difficulties RTO creates, they’re actively trying to make people fed up enough to quit, or set them up so they can fire them with an excuse. It’s that simple. The best move is to look for other opportunities, do the bare minimum here, and force them to lay you off with severance. I don’t see any other option.

So many attrition tactics are being thrown at us - relocations, PIPs, you name it - which makes it clear they want far more people gone than the 2,000 officially announced. And each one feels like a slow, painful grind, sometimes costly too, only to leave you jobless in the end. At least a layoff is quick, straightforward, and comes with some payout and benefits.

We are far removed from the days of the Great Resignation. Anyone trying to change jobs these days can tell you endless horror stories about the current job market. If attrition is slowing and Shart thinks he can juice the stats with this 8 hours a day thing, I think he's in for a rude awakening. There are diminishing returns on making your employees' lives miserable, eventually you're just beating on a long dead mule for no reason. Sooner or later the C-suite is going to have to man up and get with the voluntary buyouts or mass layoffs

Is announcing an Upstream move to Edmonton a way to get people to quit ?
The Oilers are offering $15 Million to McDavid and he still wants to leave Deadmonton .

Hey, forcing people back to push attrition. Using policies that will disproportionately affect older workers and primary caregivers. All while pi----g off in demand people that can leave if they have a chance. What could go wrong? 8 is great.

Is there even one? I can’t see any vision behind these layoffs. It just feels like the same old story - more work for fewer people, with nothing else really changing

Critical resources with 10 to 25 years with the company have either left, found new jobs, or they're already interviewing. They keep hamstringing our engineers/innovators with increasing loads of security requirements and bridling everyone with additional jobs. Engineering teams have lost critical mass and it's all arranging deck chairs on the Titanic now. No one to blame but leadership.
OP: @d5+1k617znv0

This seems to have been the corporate trend in the US for a couple of years now. I don’t even know where to take the skills and experience I’ve built. Something is deeply wrong with a system that abandons human achievement, expertise, and accumulated knowledge so casually.

I love my job. The pay is good, the work feels good. But, it’s become overwhelming. The workload is bigger and there are less people. What now?

Why is Matt Garmin complaining ??? Slow rollouts were self-inflicted !!

With 27000 layoffs, ridiculous RTO commutes, massive attrition, obviously rollouts will be slower. Vibe coding/Kiro just adds to the problem - having to fix all of the broken that MCP Servers introduces. Why not just hire talented remote devs, comp them well like NVIDIA? Problem solved!

And his release of Q was also a disaster at re:Invent. What's the point of rushing releases ??

There is constant talk about assets bleeding. Fingers point from above on what is not being done by areas and departments of the firm to motivate the field to improve. I would be curious the impact of Enterprise Reimagine to clients leaving who may feel the firm is not the firm they thought it was? Anyone on ELT even think to ask that question?

There's no hiring freeze. Shouldn't that be step one? We could stop hiring and let attrition do what it does best and reduce the headcount like that. But I guess they want it done quickly and they don't care how many good employees we lose in the process. Stupid is as stupid does.

They need new attrition tactics to keep cutting headcount, preferably on the cheap. I’ve read that designated telecommuters won’t be forced back, but you can bet they’ll create “conditions” that push them out anyway. RTO will be designed to make people give up, probably with requirements many can’t realistically meet. That’s how it’s played out at every other company that rolled it out.

Between layoffs, RTO, increased offshoring, and other forms of attrition, it feels like I’m standing on ground that’s slowly melting away. Great for morale, of course.

Something must seriously be brewing in the pot.

Are we hiring backfills? These people work on AI. They work with customers. They manage people. People are pulling 10 hour work days.

As we're constrained for CX Summit, we're simultaneously betraying our core contact center customers. We want to operate like a startup but don't hire like startups do: more designers, engineers, managers in the US.

Is leadership even aware?

I’ve never worked for cheaper ba----ds. They’ll try anything to force us out so they don’t have to pay a dime. I’ve been through several companies, all packed with soulless management and cruel leadership using “creative” ways to get rid of people. But State Farm takes the cake - the harassment, abuse, and daily pressure here are on another level.

Being an observer of Sysco South, Florida, the current management is driving this company into the ground.
They are destroying the very fabric which Sysco used to stand for as leader. Sysco South and Southeast covers Miami to vero and the keys. They are doing their best to run the company into the ground. For all of the sake of a balance sheet, which makes them look great, but does nothing in the long term, salesman who have been with the company for are up and leaving due to the autocracy its becoming You have a few VPs in Miami starting with sales upper management, etc. that are trying to take the dollars out of the representatives mouths for their hard work they get nothing but if you kiss the rear end management, you get everything this is not how a business should be run. Im asking Houston to get people in those positions that know what they’re doing, people that are customer oriented and not do as I say don’t do as I do management group. I’m ashamed to say a once great company. That was based on family, quality, professionalism, and customer service has become nothing but a dictatorship, run by a president in Miami who is a wimp and especially vice president such as sales who are a dominant cut throat whatever makes them look great egomaniacal person. It breaks my heart. For once great company to crumble at its foundation.

I hear that there will be a lot of temporary assignments. HRLT is expecting 10-15 Psg 22-24 selected people to leave Chevron within the next year.

Not sure what’s happening in Ireland, a lot of people are going and have left. Not sure if there getting redundant package. I think most are leaving because of attrition. Any know what’s happening here

That's all the new RTO policy is about. I've seen several articles in the past few months where CEOs openly admit they're using RTO as an attrition tool, to get people to quit and reduce workforce without paying severance. I'm just wondering, do they really care so little about the best people walking away, since that's what's most likely to happen?

That’s been its sole purpose since it started sweeping through the corporate world. Any company with a real long-term outlook would keep flexibility, as it builds a thriving, creative, and dedicated workforce. RTO, on the other hand, is designed to make people quit out of inconvenience or sheer inability to comply. It’s the cheapest way to shed headcount. And the moment you hear words like “collaboration,” “belonging,” or any other corporate fluff used to justify RTO, you can be sure it’s 100% about cutting staff.

Bosses admit they’re using return-to-office mandates to trim down teams—without needing to announce layoffs

https://www.msn.com/en-us/money/companies/at-t-tracked-employee-attendance-to-find-freeloaders-now-it-admits-the-system-is-driving-workers-to-the-brink-of-frustration/ar-AA1MpqJJ?ocid=msedgntp&pc=DCTS&cvid=68c417d6a14d47a3b21a021170d7ea46&ei=15 or https://www.businessinsider.com/att-system-for-tracking-employees-rto-compliance-2025-9

https://www.yahoo.com/finance/news/bosses-admit-using-return-office-153222696.html

From Business Insider article; “ AT&T tracked employee attendance to find 'freeloaders.' Now, it admits the system is driving workers to the 'brink of frustration.’ “

Relief may be on the way for all that are beyond frustrated.

Fiserv used to be a dream job for engineers, but now it’s like a factory for burnout. Pay is nowhere near where it should be, promotions stall all the time, and the best talent is constantly leaving for greener pastures. It’s painful watching a once-great place erode to this level.