#employeeturnover

All of us who're still here can't even relax knowing we're guaranteed to see more rounds most likely already later this year. We've entered the stage where layoffs are a part of the norm, unfortunately.

What’s happening with UHC Texas C&S, specifically service coordinators? They aren’t laying off, but they are shrinking numbers drastically through natural attrition. After 1% across the board raises for even 4s and 5s, they immediately quit backfilling spots when people leave, resulting in low pay increases coupled with high increases in workload. Our caseloads have increased drastically and we are nowfalling behind and not meeting members needs the way we should be. Everyone is discouraged and most people are looking at leaving soon. It takes months to onboard and train new SCs to the point they can take on a full caseload, but they still haven’t hiring. It’s the members that suffer the most. Turnover has been accelerating since everyone is overworked and underpaid and many people have left. In my service area we’ve probably lost a quarter to a third of our nurses this year. At the same time we are getting emails saying the company is doing well….

Every week another solid performer walks out due to the uncertainty and constant cuts. Anybody who has options is heading for the door. The brain drain is real, and I don't think leadership even sees it. Or they see it and don't care, instead they're celebrating the attrition without severance.

Losing experienced employees on account of outsourcing and bringing on cheaper recent grads who have no idea what they're doing. All the experience is getting kicked out and somehow they think this place will continue functioning in the same way. Spoiler alert, it will not and I'm almost glad I won't be here to see the consequences.

I've watched so many experienced people leave this place in the last year. The replacements don't know the job and don't seem to want to learn. Meanwhile, management acts like the veterans are the problem. We're the ones carrying the weight, but we're the ones being blamed. It's exhausting.

I've watched some of our best engineers leave for rivals. Nobody's even counteroffering. It's like they don't care.

Is it pay? Job security? Something else?

People I respected, and people who seemed happy until a few years ago. It tells you a lot about how much this place has changed in just a few short years. Even I'm starting to look at my options, and I've been at Optum for more than fifteen years. This is simply not the same company I joined.

I know VSP will be followed by layoffs, and I'm guessing it's going to happen within weeks. I'm wondering if it's true that the majority of those laid off in past rounds are people who've been with the company for years, or even decades?

It feels like most of the people who could get out have gotten out. The ones still here are either too scared, too stuck, or still looking. I admit, I'm in the first group. Anybody still here because they genuinely want to be?

Seeing lots of longtime people suddenly leaving most VP’s. Did they get laid off and got to stay longer than the others? What’s making them retire all of a sudden?

In my department of 25, at least 10 are actively interviewing. The rest are too tired or too scared to start.

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

I asked our newest hire why she joined despite so much bad press surrounding Verizon and cuts. She said the recruiter was really persuasive and she needed a job fast. Not even a month in, she's already updating her LinkedIn. I'd like to laugh, but than again, I'm also stuck here so it's not that funny.

I know five people who quit in the past two years, two already reapplied. The startup culture was too chaotic and the consulting firm was 80-hour weeks. I'm not saying this place is great, I'm not delusional, but at least I've learned to appreciate the devil I know.

We're down so much in headcount it's not even funny. The only folks left will be those who water the plants if it continues like this.

Maybe God will have mercy on me and send me a severance package.

I'm watching more and more people make their exit. One of my coworkers just left for a job that pays significantly less, and he says he's never been happier, and I believe him. Others are just hanging on, waiting for a layoff so they can get severance and then they're gone too. I think management thinks they're saving money, but losing all this talent is going to cost them far more in the long run.

Has anyone else noticed or heard about ongoing ethics and leadership culture issues in Nike’s Sports Marketing group?
There’s been significant turnover at the senior levels over the past couple of years. Some current and former employees are saying the ethical standards and decision-making in the group still need real improvement, even with new leadership in place.
Wondering if others have seen similar issues or if things are actually getting better.
Appreciate any honest takes.

I spent two decades here. I showed up every day, I gave it my all, I went above and beyond, I never once had a complaint about my work. And what did that get me? Nothing. I'm out of a job and looking back, I realize I was just a number to them. All that loyalty and effort didn't count for anything in the end.

I'm curious for those who have already left, what was it that finally pushed you over the edge? Was there a specific moment, a particular incident, something that just made you say enough? Hearing about other people's experiences might give me the push I need.

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?

Profits down? Lay off the workers. Profits up? Lay off the workers anyway to show even better numbers. There's no scenario where we come out ahead. No matter what happens, we're the ones who get sacrificed. It makes you wonder if there's any situation where the rank and file aren't the first to go.

Wells Fargo has eliminated 79,000 jobs over the past six years as part of an ongoing efficiency program. The bank's headcount has decreased for 24 consecutive quarters, with a further reduction of 3,500 employees in the last quarter. Executives anticipate operating with fewer staff due to advancements in technology and AI. Despite these cuts, Wells Fargo is actively hiring in growth areas like customer-facing roles and technology development. This strategic workforce reshaping aligns with broader industry trends of leveraging automation while investing in specialized positions.

https://www.peoplematters.in/news/strategic-hr/wells-fargo-cuts-79000-jobs-in-six-years-says-more-layoffs-are-coming-50894

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

Citi logged about $800 million in severance expenses in the first half of the year and may set aside more for the second half, executives said Tuesday.
The New York-based lender had about 219,000 employees as of the second quarter, down about 5% from the year-earlier quarter (230,000 employees), and about 2% from the first quarter (224,000), according to a second-quarter earnings presentation.
“We may look at accelerating some of the structural efficiency actions and, in that case, take more severance in the second half,” Citi CFO Gonzalo Luchetti said during a conference call with analysts, declining to provide more detail. “If we see opportunities, we may do a bit more than we originally envisioned.”

A couple months ago, they made most of our building be fully remote (my entire team is with the optional monthly visit)

Should’ve realized this was the reason, as I just got the call and I am now out.

The U.S. Forest Service has terminated over 3,000 employees nationwide. Twelve of these former employees are from the Midewin National Tallgrass Prairie in Illinois. These layoffs are causing disorientation and a feeling of diminished purpose among the affected workers. The reductions are expected to negatively impact conservation efforts in the state. Midewin's programs will also need to adapt to the loss of staff.

Channahon, Illinois

https://mshale.com/f47189ad/b9e24b5at_ZSu1pWZOk

A global wheel manufacturer will be closing its Jacksonville plant in August. This decision will result in the layoff of 62 employees. The company cited difficulties with labor recruitment and retention as a primary reason. High operating and maintenance expenses also contributed to the closure. The facility's closure is scheduled for August 30.

Jacksonville, Florida

https://www.firstcoastnews.com/article/news/local/enkei-america-inc-jacskonville-facility-closing-layoffs/77-8e532662-1afc-4be6-8d64-d1902241cbb8

Majority of the Band 5 are impacted. Brace for more than 50% impact on the rest of the group.

Knowing what's coming, knowing they'd most likely be able to leave with a package, why are they so quick to leave? I'm genuinely curious.

Many from my UK team have been silently let go, and the remaining are looking to jump ship.

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.

Several U.S. universities are implementing significant cost-saving measures due to financial challenges. Louisiana State University terminated 25 employees to save $3.7 million and reallocate funds to faculty and research. UCLA laid off 27 digital and tech staff to address a projected $220 million deficit. Rutgers University has enacted a university-wide hiring freeze to manage its operating budget. The University of Texas at Tyler is offering buyouts to a quarter of its workforce to address a $12 million deficit.

https://www.forbes.com/sites/michaeltnietzel/2026/07/10/budget-woes-bring-more-university-buyouts-layoffs-and-hiring-freezes/

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.

Reports indicate that id Software has experienced substantial layoffs, with approximately half of its workforce reportedly affected. These cuts are said to have severely impacted the studio's quality assurance department. The news follows a broader announcement of 3,200 job eliminations across Xbox's video game division. Bethesda, a sister studio, is also undergoing restructuring to focus on its major franchises. This strategic shift aims to streamline content roadmaps and enhance collaboration among development teams.

https://www.gamedeveloper.com/business/report-around-half-of-the-id-software-team-have-been-laid-off

Another skilled person gave 2 weeks notice today...another skilled top level Engineering manager gone and multiples of teams left in limbo and at the whim of id--ts. No plan, no resolution, nothing from these clowns. I wish they'd lay me off already. 2 years of this has been enough.

21 employees, 3 managers = 1:7 ratio. Cutting to 1 manager still covers all 21. Removing 2 managers saves ~2x manager pay, no output loss.

That's one in every five employees. 3,200 people losing their livelihoods because Microsoft fu---d up its gaming division beyond repair.