#employeeturnover

Just wanted to let you know that VOYA Financial laidoff (we believe) 80% of the acquired employees from their One America Retirement Services purchase in April 2026

Keep hearing that lots of folks are resigning

Can you all say who are the notable ones in your functional areas? Focus on senior mid-career staff/managers, and executives. Should not be any concerns on name dropping since they are already out ...

Seems like an exodus is still occurring. Never will be the company it used to be.

I've watched at least five people leave my team over the last few months. I don't blame them, but the company makes no effort to hire new people, so those of us who stay end up doing the work of two or three people. Which means that deadlines that used to be reasonable are now impossible. If this keeps going, I'll be the next one out.

How come at the end of 2025 we all got a thank you note saying that we did better than ever and how much they appreciate us, then few month go by and they just sp-t on us? They're reaaaally trying to lose all valued and experienced employees. Is common sense in the room with us?

Turnover's blowing up at so many other companies but things feel weirdly frozen here. I'm still looking for an exit but most of my team seems fine staying put even after everything that's happened, and I can't tell if they know something I don't or if everyone's just too tired to move.

I didn't realize the layoff stress here was bad enough to make someone leave for less money.

I keep seeing coworkers bail for jobs that pay way less. Nobody even tries to match their old salary anymore because things have become that miserable here. That's how low we have fallen.

Gas prices keep climbing, yet we’re still pretending there’s a business case for forcing people to drive to an office five days a week to do work that happens on a laptop.

Every increase at the pump is another pay cut for employees.

More money spent commuting, time wasted in traffic for the same work and same Teams calls that can happen anywhere in the world.

The cost of RTO keeps going up. The benefits remain impossible to find.

Every other month is a quite layoffs unless it is a big one then even more losses. Then they rehire these kids, give them scraps because they straight out of college, and expect us to train them. Nope. Other more indians with fake diplomas and degrees.

My group in FI which I guess is now in Fid Wealth (though we haven’t heard anything on how that impacts us) is so insanely understaffed and the environment is so toxic and depressing it’s almost like it has to be on purpose. A bunch of tenured great associates left the company, multiple people on LOA’s, one person got totally f’d and passed over for a promotion and left, and you can’t get PTO requests approved since staffing is so thin.

Clients with billions on platform constantly complaining, associates literally crying in office due to high level of stress and anxiety, management staying in their little offices with the glass doors closed - all the while associates rant depressingly, joke about alcoholism and su*cide. I am d-mbfounded how a decent sized group arrives at this point. VPs walking around with no care in the world, laughing while associates take stress leaves and cry in the office and slam their desks in anger.

Downlite International will close its manufacturing facility in Monroe, North Carolina. This closure will result in 113 layoffs by August 14. The bedding manufacturer's divisions were recently purchased by Live Comfortably. The WARN report stated the sale was the reason for the Monroe facility closure. Downlite also closed two Ohio warehouses, laying off 164 employees there.

Monroe, North Carolina

https://www.charlotteobserver.com/news/business/article316023716.html

Were there layoffs already this year in all divisions? Any depts expect more this year? Any division safer?

First - I am an optimist. And, yes I was impacted. Top performer, great team, but toxic and politically motivated weak leadership. I was planning to leave after the earnings call in June. They just beat me to it. Yes, lost a ton of RSUs and the Q4 payout. Financially, painful...indeed and it felt intentional and it probably was.
All said, i keep coming back to this with hopes of seeing a mass exodous of folks posting ..done, walking, better opportunity, and it simply not worth it... my health, knowledge and expertise are worth far more than hanging on to what is a false set of expectations and a mirage wiith the hope they are not next. That's a hard road.

The more people that just silently leave the louder the message.

Wishing you all peace and happiness as you pursue a better life ..its out there.

How many did we lose in this round? Also, can we finally consider this over or will it continue somewhere down the line?

I have seen several capable coworkers leave over the past year and it rarely had anything to do with the work itself. Most of the frustration came from how people were spoken to or ignored by management. After a while employees stop feeling valued and start looking elsewhere. It is becoming a pattern that more people are noticing. Exxon is losing good workers it should be trying to keep.

Are all areas facing issues with complete chaos in their depts because they lost the good leadership (and valuable associates) they had with VSP? My area is crumbling and the management we have been left with is relatively new with not enough knowledge to properly manage. I’m not sure her skillset has even included managing people before. It’s become a free-for-all with some associates logging on barely 4 hours a day doing pretty much nothing. We were swept under a new director who also had no experience with our departments responsibilities so he exists but has been 100% absent. We were already understaffed before VSP but the past 6 months we are sinking fast. Is this just my area’s reality or is this being felt across the company ?

Along with pretty much all of the company's institutional knowledge - both gone with all the key employees who either left or (most often) were forced out.

In the last seven or eight years, I've been on teams with roughly thirty different people. Every single one of them has been let go. Every single one except for me. I should be happy that I'm still employed but I'm the opposite. The whole thing feels so dooming and all I can think about is that I'm next or if I'll bring more bad luck to my next team.

We hear the low performers are being let go. It has been confirmed excellent employees are now being let go, too.

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

• may01-may31: 2241 reductions, and 942 additions
• apr01-apr30: 2286 reductions, and 1583 additions
• mar01-mar31: 12446 reductions, and 844 additions
• feb01-feb28: 943 reductions, and 1143 additions
• jan01-jan31: 1604 reductions, and 1834 additions
• dec01-dec31: 1031 reductions, and 844 additions
• nov01-nov30: 1614 reductions, and 1327 additions
• oct01-oct31: 2504 reductions, 1762 additions
• sep02-sep30: 6275 reductions, 861 additions
• aug14-sep01: 733 reductions (based on Slack very few data points)
• aug01-aug14: ?2900 reductions 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.

What is called "layoff estimates" are partially part of normal attrition, limitations are covered in details in comments.

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

How can 7 out of 10 people quit a group because it was impossible to work with their (New) manager and that manager is still employed.

3 doing the work of 10. What obviously followed was tons of issues, project deadlines constantly missed, lots of P1 tickets.
The remaining 3 are desperately looking for a new job.

How can management ignore that he is obviously the problem?

SF needs to change the retirement to the rule of 80 or 90 - age plus years of service = full retirement and get those older employees off the books. We have a ton of employees that wfh that lack 5 to 10 years and they will hang on for the retirement. If they changed this they probably wouldn't need the exit package.

And the whole pushing AI up our throats , our customers are better at AI than us.

I have a feeling that there will be another round of layoffs in next few months

It is incredibly exhausting to watch the Verizon Corporate playbook unfold this way.
The FCC's approval of Verizon’s $1 billion acquisition of Array Digital Infrastructure’s spectrum licenses highlights a frustrating reality in the telecom industry. Capital investments in assets are prioritized while internal human infrastructure is treated as a disposable expense.
Late 2025 – Early 2026...Under the mandate of "restructuring the expense base," Verizon executed the largest workforce reduction in its history, slashing roughly 15,000 roles (about 15% of its workforce). The cuts heavily targeted non-union management, thinning out deep layers of institutional knowledge and technical leadership.
Then the Frontier acquisition makes the whole scenario even more cynical.
Frontier itself is a patchwork of legacy systems, heavily built out of old Verizon copper and fiber properties (like the FiOS territories Verizon dumped on them a decade ago), alongside various independent local exchange carrier (ILEC) networks. Merging those complex transport layers, legal demand operations, and routing architectures into Verizon’s wireless core is an incredibly complex engineering task.
When a company replaces thousands of veteran technical minds with vendor-managed solutions and automated scripts, they compromise the actual resilience of the backbone. They may own the physical glass in the ground and the spectrum in the air, but they’ve stripped away the very people who possess the diagnostic intuition to keep it running when a major regional routing failure hits.
May 2026...Just months later, the FCC cleared a $1 billion deal for Verizon to absorb spectrum licenses across 618 counties in 19 states.
In the eyes of the executive suite and Wall Street, spending $1 billion on airwaves is viewed as building a "simpler, leaner, and scrappier business." From a purely architectural standpoint, low-band and mid-band spectrum are the lifeblood of network capacity. Executives argue that you can't run a network without the spectrum to back it up, and they are willing to spend billions to keep pace with T-Mobile and AT&T. But the glaring flaw in this philosophy is that spectrum doesn't manage itself.
When a company strips away over 15,000 employees—decades of hands-on expertise, system engineering, and operational continuity—they are betting entirely on automation, vendor solutions, and junior staff to stitch the new infrastructure together. It ignores the reality that the "meat" of a reliable network isn't just the raw megahertz you own; it's the architectural knowledge required to deploy, secure, and maintain it without catastrophic failures.
Squeezing the people who built the system to fund a balance sheet optimization is a short-term strategy that frequently backfires on long-term operational stability. It’s the ultimate corporate paradox - buying up the highway while laying off the engineers who know how to pave it.

Surprising number of individuals leaving recently from all different titles/backgrounds. Bad leadership seems to be the common denominator and not listening to what employees want.

The Redlands Unified School Board approved layoffs for 24 certificated employees. This decision occurred during a special meeting on May 27. The layoffs include counselors, teachers, and student support staff. This brings the total confirmed district layoffs this month to 43 positions. These reductions address ongoing budget challenges for the district.

Redlands, California

https://www.communityforwardredlands.com/redlands-unified-board-finalizes-layoffs-for-24-certificated-employees/

Had seen the golden era of Verizon US, EU and India completely collapsed. In last few weeks many of my VZI folks. With whom I worked closely left the org. Same thing I observed in different domains so many good byes emails.

And when that happens, it tells you all you need to know about this place. It means being unemployed and uncertain is somehow less stressful than staying here one more day. Think about how bad things have to get for that to make sense. That is where we are now.

What happens to teams that get so decimated over several rounds to the point where they realistically can't do anything anymore? Do the remaining folks get reassigned to other teams? Do they keep existing in limbo until more people are hired (which would completely defeat the purpose of layoffs)? Or something else?

Blue Cross Blue Shield of North Dakota is laying off 45 employees. The layoffs stem from an integration with Cambia Health Solutions. The company currently employs about 900 people in the state. Some affected employees will transition into new roles. This restructuring aims to better serve community members.

Bismarck, ND

https://www.dakotanewsnetwork.com/2026/05/27/blue-cross-blue-shield-announces-layoffs/

There are so many rumors about layoffs on this forum. But none of them are based on facts.

Please focus on facts. For example, let‘s talk about the enshittification of the company culture and the effects on staff turnover. That is something that can be grounded on facts and board actions.

Thanks.

Asante confirmed it began staff layoffs. CEO Tom Gessel anticipated these reductions. He expected around 300 employees would be affected. This impacts 5 to 6 percent of staff. The health system reports significant financial losses.

Medford, Oregon

https://kobi5.com/news/top-stories/asante-begins-layoffs-as-ceo-anticipated-308236/

But the financial picture leaders painted just two months later was far less rosy. The university is facing its second multimillion-dollar deficit in two years and layoffs are the only way out, President Aminta Breaux said. Expenses are rising, and the pool of prospective students is shrinking. Bowie State saw the largest single-year drop in enrollment in the University System of Maryland last year, losing 6% of its roughly 6,000 students.

https://www.thebanner.com/education/higher-education/bowie-state-university-layoffs-HKIF23KBNFFIBIMWQOQ2JMIJMA/

I can't think of a single reason to stay here, but I can think of about a hundred reasons to leave.

So looking at the current employee counts based on Annual Form 10-K filings it looks like T is about to shed $13K+ employees this rounds, and it will still be 40K employees more than VZ , Is the goal to be in line with the other Telcos or will they always have more?

I never thought it would come to this - me hoping to be selected for layoffs after so many years.

The question again is to what total number of employees are they shooting for? If it's 6000 or lower, there is plenty more to go.

Wow, I was surprised not to find any public forums regarding state farm employees to chit chat, but I wanted to post here and say my whole onboarding group going into 2019 from various sections in the company are no longer employed with state farm. I ignited an old group chat out of curiosity. 17 in total and the last person to leave was in early 2025. Most people were let go or left around 2022-23

I found this metric interesting and worth putting out there. We all got sold on how it was a life long career and investment into your education for financial and personal growth.

Didn't get much detail but it seems the majority were right to worked for various little reasons primarily with the legacy benefits package. (Pension)