#attrition

Because I sure as he-l won't.

We've been losing experienced, well paid employees for years voluntarily. That's the exact demographic the company would want to reduce. So why do we need to do formal layoffs when so many people are leaving on their own? Are they not leaving fast enough?

Conestoga College recently laid off nearly 400 employees. This included 181 faculty members and 197 support staff. Some staff were also forced into part-time roles. Declining international student enrollment is a primary cause. The college is also undergoing a leadership transition.

Kitchener, Ontario

https://www.seekyoursounds.com/news/kitchener/another-round-of-layoffs-conestoga-college-400-full-time-staff-cut

This isn't ending anytime soon. They've been cutting consistently through the last several years and that seems to have turned into a business strategy. They're not even trying to hide it anymore. If numbers need to look better, why bother with trying to come up with something long-term and business related when you can simply cut people and have it all align nicely on that spreadsheet?

DXC promotes a poor performance culture.
If you do a great job there is no benefit to you. That then encourages the person to either leave or wind down their performance.
The poor performer only has to avoid a poor 3 rating. Just do enough... They will never leave.
You are left with a pool of poor performers..

The North Thurston Public Schools board approved a resolution for a potential reduction in force. This action follows a projected dip in student enrollment for the next school year. Superintendent Troy Oliver cited lower kindergarten counts and rising operational costs. The district also anticipates difficult state K-12 funding decisions. Cuts will initially target attrition, with staff notifications by May 15 if needed.

Olympia, Washington

https://www.theolympian.com/news/local/article315175127.html

After our team was hit in January, everything landed on the rest of us. Same deadlines, same expectations, but with half the people. I'm exhausted and every week it gets harder to keep up. When I say something to my manager, I get told to prioritize. Prioritize what? Everything is urgent.

I went to see how much the workforce has shrunk over the years due to layoffs and I found this:

2025 162,000
2024 159,000
2023 164,000
2022 143,000
2021 132,000
2020 135,000
2019 136,000
2018 137,000
2017 138,000
2016 136,000
2015 132,000
2014 122,000
2013 120,000
2012 115,000
2011 108,000

With the constant cuts, how the he-l do we have more employees than almost ever before?

In the last five years, we went from nearly 120k employees to just under 90k. When is it going to stop? Is there a goal to reach or do they just plan to keep cutting indefinitely?

The main relocation dates align nicely with the PDC timeline for 2H. As those slated for relocation decide if they are relocating or not, they will be replaced in the PDC? What is the enterprise expecting in attrition?

Another reason to add for employees to quit, on top of several toxic reasons that AT&T created for the employees is the increase in gas prices. This is a goldmine for AT&T execs who want employees out. You'd think they'd come to their senses, noooo, they are very happy that the increase happens, because it will expedite the quitting. AT&T is not interested in retaining employees and customers. They recently announced to increase the plan of those grandfathered accounts. They do not care. They are hoping that you are TOO LAZY to move out of AT&T plan, and even if 20% do leave AT&T, they still get money from those 80% that are paying more.

So expect more RTO enforcement, even if gas prices reach $12 in CA or $8 in the SE.

I'm watching team after team get carved up and wondering when this becomes unsustainable. They keep cutting deeper, and everyone left is just expected to absorb the rest. No one's asking if the work still gets done, or who's going to be around to do it. I keep waiting for the breaking point, but maybe we're already there and nobody's willing to say it.

So how do they decide who is laid off vs who stays? I was laid off a couple of years ago (and then came back to a different role, lower pay grade) and there were 2 of us laid off from our team of 5 - I was 48, she was in her 50's; I'd been with the company 17 years, she'd been there 9 years (1 team member that stayed was older than her, the other 2 were in their 40's but younger than me but all had been there at least 7, with 2 of them 20).

With yesterday's layoffs, there were 25 HDP pharmacists let go. I've only gotten 5 names, but of those 5 all of them are in their 50's and closer to retirement than not. 1 of them has been with the company 10 years, the others all at over 18 years.

So are they trying to get rid of older people and/or those with tenure?? And if so, isn't that ageism?

The layoffs are CONSTANT. They keep them small so they don’t have to be reported. But they are happening ALL THE TIME.

This is something people need to realize and accept. There's no point in asking when we'll be having more layoffs when layoffs never really stop.

I hope I just get laid off in these next rounds. A layoff is a band-aid ripped off with severance. PIP is torture. You still try, because some stupid part of your brain thinks you can beat it. So you exhaust yourself 'improving,' only to get fired anyway, just without the severance. What other tricks do they have planned?

I'm shocked at how many people I talked to are looking for something better. Heck, some of them said they're not even looking to go up in pay or benefits, they are even willing to take a pay cut to get away. When did we become a place people were so desperate to leave?

I see that, at least in Europe, many talented young folks are leaving Cisco to join competition or more innovative companies in the IT sector. As there is in almost all european countries an old leadership guard who does not make space for the new generation, there is no real career development possibilities for ambitious people. It is embarrassing to see how for e.g. a public sector leader changes the role with channel leader, services sales leader, etc etc but always the same people how are for many many years already in local leadership.

This forum helped me make that decision.

Great article on the Hill about how RTO initiatives are sabotaging productivity because the office is a noisy, distracting time-su-k:
https://thehill.com/opinion/technology/5775420-remote-first-productivity-growth/

But as we all know, BB's motivation for RTO was never about productivity; he's trying to drive attrition so that he can get costs down and sell off the parts for cheap:
https://www.itpro.com/business/business-strategy/business-execs-just-said-the-quiet-part-out-loud-on-rto-mandates-a-quarter-admit-forcing-staff-back-into-the-office-was-meant-to-make-them-quit-but-this-quiet-firing-practice-could-easily-backfire

They just keep coming. There's no end to them. Another round, then another, then another. I'm so tired of it.

Marion City Schools faces a multi-million dollar budget deficit. The district plans $5.5 million to $6 million in staff reductions. Program changes are also part of the plan. Superintendent Brian Murphy hopes attrition will cover most reductions. This includes retirements or resignations.

https://www.marionstar.com/story/news/education/2026/03/13/marion-city-schools-faces-budget-deficit-and-layoffs-education-spending-staff/89136686007/

Is the current attrition rate consider normal after annual review or is the grass greener on the other side? (At this pace cpm won't be needed)

It seems that every day I'm hearing that another person left voluntarily. On top of that I'm not seeing any new names coming in for backfill, or even job postings to try and bring someone in.
It just feels like we're at the breaking point, and I dont know how to recover.

Get ready the CEO stated that UP will resubmit the merger plan with NS by April 20th. He stated there will be attrition and resignment with the workforce once the merger takes place.

If you are an active sales rep….

Type # 1 if leaving after 4/1

Type # 2 if staying after 4/1

We can easily dispatch another 30% and it will still function. There are too many coasters, old timers sitting there doing nothing. Too much dead weights. Americans are lazy.

PwC is laying off approximately 1,500 employees from its US workforce. This represents about 2% of its total US staff. The firm attributes these reductions to historically low employee attrition rates. Layoffs primarily affect the audit and tax divisions. PwC is also slowing new hiring and internship offers.

https://www.aol.com/big-four-firm-pwc-cutting-140950077.html

If you work for DXC you are right where you belong.
The good people have long ago left leaving behind groups of dead wood.
Sad part is, the dead wood are the ones that don't leave and are whining..
If you are working for this company in the US, you are on borrowed time. But if you are just hiding there, ride it out. Your next job will no doubt be a mimimum wager anyway.
Probably at Wal Mart or its equivalent
Glad to be gone after 10 years of carrying deadwood. ON ALL Levels!

Let me run through the state of things. Talented staff are quitting. The ones who stay aren't keeping up with inflation. Some are getting let go anyway. Those of us left are doing triple duty. Clients feel the drop in quality and they're letting us know. Simple requests become week long projects. And to top it off, we've got contractors who don't know what they're doing and don't care to learn. A few are good. Most aren't. This is where we are.

Everyone I talk to already has one foot out the door.

Whatever happens now, I'm at peace with it. I just don't care. My manager has been pushing me out for a year. Excluding me, giving my opportunities to others, taking credit for my ideas. I used to get upset, but now I'm just done. I've given too much to EJ to keep fighting.

We've been losing so many people for so long, especially the talented ones. If leadership came up with the perfect plan right now, we couldn't implement it. We're past the threshold. We've lost the capacity and the institutional knowledge to pull it off. That last big push was our final shot, in my opinion. And we blew it.

Tracking participants count #general Slack channel in Oracle One workspace, as the fastest available proxy indication of ongoing layoffs.

• mar01-mar07: 351 layoffs, and 43 additions (based on Slack regular tracking)
• feb01-feb28: 943 layoffs, and 1143 additions (based on Slack regular tracking)
• jan01-jan31: 1604 layoffs, and 1834 additions (based on Slack regular tracking)
• dec01-dec31: 1031 layoffs, and 844 additions (based on Slack regular tracking)
• nov01-nov30: 1614 layoffs, and 1327 additions (based on Slack regular tracking)
• oct01-oct31: 2504 layoffs, 1762 additions (based on Slack regular tracking)
• sep02-sep30: 6275 layoffs, 861 additions (based on Slack regular tracking)
• aug14-sep01: 733 layoffs (based on Slack very few data points)
• aug01-aug14: ?2900 layoffs in IDC (based on media reports)

Regions outside IDC and NA usually have a significant delay when laid off people are disconnected from Slack (e.g. 1 month in Pacific regions, perhaps longer in some EU countries), so this is a floor estimate with additions reflected immediately, but reductions lagging behind on average.

Layoff estimates are partially part of normal attrition, but the other part of normal attrition is already hidden due to additions and removals compensate each other when they happen at the same period of time.

I will post daily in comments on the count change and running current month total while this post is still on the first page.

Well between RIF and worse strategic attempts to get people to quit with case loads being unreasonable ir putting people in work plans the oregon and WA teams are about dead and gone.

DCO is a soulless id--t. CSMs are pale images of what they had been in past, all the talent and integrity leadership is gone.
At least competitors are coming in

Experienced folks are leaving the company! Lots of retirements. We better hang on to these folks so we can leverage the learnings built up over time. Mentoring new employees is another reason. AI is NOT a substitute!!

Pretty much the title. I know every group has their bad apples but seeing how many employees of other ethnicities (not even talking about white people here) have been disproportionality replaced by those from South Asian countries is absurd. Am I alone in thinking this?

I wonder what would happen if leaders at all levels in the company had their performance and bonuses solely based on how well they led their teams. Take bottom line business numbers out, feed those through individual contributors, and if you’re a leader you are solely measured on your ability to lead! Measured through TTUS (and p.s., stop asking bullsh-t questions you know aren’t targeting the truth), you measure through attrition and actual employee satisfaction surveys. Oh what a concept and how things would change, real fast

Who even believes that anymore? It's been about attrition from day one.

Nobody talks about AT&T anymore because the story's already been told. It's a long, slow decline. Smart people are leaving in droves, employees and customers alike. We've sold off everything valuable, cut every corner, and brought in expensive consultants to try to fix it. New menu, new decor, new theme, and none of it worked. This place is done.