#employeeturnover

Does anyone know how many VPs, SDs, and Ds there are in Tech? If layoffs are announced, how many do you think Nike would need in that organization, assuming they are good‑quality leaders?

Every day I log in to work and think, why the fu-k am I still here?

The pay sure as he-l isn’t keeping me around. My manager looks like they’re one bad meeting away from quitting, and the people reporting to me are obviously trying to get the he-l out. It feels like I’m standing in the middle of a slow-motion collapse, pretending everything’s fine while everyone else is quietly polishing their résumés.

At this point, it’s hard not to wonder what the he-l I’m even sticking around for.

Have to say, morale is as bad as ive seen it in a decade. Marathon has managed to take a happy and prosperous workforce and completely svck the fvcking life out of it. Gone are the days of site independence, now everything is handed down by corporate edict through 2 year engineers who only know to do what theyre told. I suppose it was bound to happen when the C-suite was more concerned with woke bvllshit and DEI representation for 4 years than running a fvcking business. Its criminal to watch them manage this company right into the ground. All of the new initiatives scream desperation, while employees leave in droves. The worst part is that its paving the way for boot licking goobers to work their way into management roles, solidifying incompetence from the top.

Was amazed how many people were unashamedly prepping resumes at work this week. Can't blame them.

I knew a phenomenal engineer who was in Managed Services. He was a CCIE, multiple firewall certs, cloud experience, you name it, and every customer we mutually worked with always praised him. According to him, management ignored his promotion inquiries so he jumped ship to another company making 40% more and I followed his example.

Maybe CDW only wants average talent?

Alum Rock district leaders are considering significant staff reductions. Up to 38 employees could face layoffs. This includes positions like school liaisons. The district faces an $8 million budget deficit. Declining enrollment and lost grant funding caused the shortfall.
San Jose, California

https://www.nbcbayarea.com/news/local/alum-rock-school-district-staff-layoffs/4043494/

Usually it’s the one dreadful day where everyone gets laid off on the same day. However this year (at least for my department) I have noticed with the EDs and MDs that they are being let go here and there. Since January we have had about 5 officers let go.

An Albertville, Alabama lumber facility will cease production. This closure affects over sixty employees. Southern Parallel Forest Products Corp. owns the site. Parallel Lumber Group holds ownership. A WARN notice confirmed the plans.

https://www.montgomeryadvertiser.com/story/news/local/alabama/2026/02/25/al-lumber-plant-announces-closure-and-layoffs/88839106007/

Jackson Family Wines closed its Carneros Hill Winery. This action resulted in 13 employee layoffs. The company stated the facility was underutilized. Operations were consolidated due to this. This marks the fourth major California wine company layoff this year.

https://www.sfchronicle.com/food/wine/article/jackson-family-wines-layoffs-21938811.php

I'm barely present. I've run out of caring. We've bled talent, and management spins it as a win. Following that logic, the company will peak the moment the last person walks out. Beyond that, nothing adds up. So many things could be done better and smarter. But no one's interested. So why the he-l should I be?

Catalent is cutting 96 more jobs in Maryland. This round affects 93 employees in Harmans and three in Baltimore. The layoffs will become effective on March 19. This follows previous reductions of over 400 jobs last year. The company cited a shift in demand from a large customer.

https://www.fiercepharma.com/manufacturing/catalent-cuts-staff-96-another-round-layoffs-maryland

TLDR: Offshoring is tanking the company, layoffs are coming monthly, and the whole thing’s about to implode. Brace yourself.

The tribal knowledge that execs are wiping out with all this offshoring is priceless and irreplaceable. I know a lot of US-based teams that have been hit by the recent layoffs, many of them who worked directly with clients. I feel for them, and I feel for the clients too—they have no idea how quickly this company is falling apart from the inside.

According to a solid resource involved with HR, they’re planning to lay off 200-250 people every month. I’m definitely looking for jobs outside of the company because the writing’s on the wall. Soon, there won’t be anyone left in the US except the execs, a few critical infra folks, and CSMs/SRMs to keep the facade that everything’s fine.

This whole company is running on siloed legacy infrastructure, and once the people who actually know how everything works are gone, it’s just a matter of time before catastrophe strikes—something that’ll make the Capital One incident look like a joke. The world’s largest payment processor is on the edge of imploding, and most people have no idea what’s coming. The crypto bros will be celebrating their "black swan" moment.

Just got the call from my boss. Position eliminated. I got the impression she did not know until shortly before I did. I had my review yesterday and got 4 then this today.

So, 61 employees in Poland. How about other sites?

Arrow Fastener plans to lay off up to 140 employees. The layoffs will occur from May through August. The company filed a WARN notice with the state this month. Arrow Fastener is a Saddle Brook-based handtool manufacturer. The company was founded in 1929.

https://patch.com/new-jersey/fairlawn-saddlebrook/layoffs-loom-century-old-bergen-county-nj-company

I think some teams are seriously down to bare metal. I'm not sure how we can get leaner. I'm one of the few test engineers left in the USA

Now that the severance periods for most MRO employees have ended and the fallout of CEP and all the EOI's. How many MRO employees that took a role with COP are still there and happy?

Feels like a ton have left.

Yet another talented colleague who was hired in the remote-first era has left. They couldn't get promoted without agreeing to move to Minnesota. They were hired in the "Work Your Way is permanent!" era, and were assured during the hiring process that they could get promoted without having to relocate. Our current policy says that exceptions may be made for key positions, which my colleague's absolutely is, but our EVP is gutless and afraid of doing anything that would anger the CEO. I don't know whose retirement I'm anticipating more.

Why Shell IDT employees are looking to flee the company

The EWC meeting statement here:

https://rsuibmsegrate.altervista.org/20260122.pdf

Statement – Resource Action across the board,
mostly impacting Western-European countries
x
After receiving a series of informal indications over the past weeks, the IBM EWC membership was
officially informed at today’s Extraordinary Meeting that a global Resource Action (RA) will indeed be
implemented for the fifteenth consecutive year. The current RA will impact around half of the
European countries. Even though this year’s reduction target is roughly double the size of 2025, IBM
senior management stated that the size and scope of this RA is limited and focused, as the overall
reduction of European staff is mid to high single digit.
As before, the IBM EWC cannot agree to the company’s qualification, because IBM has become a
significantly smaller organisation compared to five or ten years ago, especially in Europe. In this
context, the team observes that also lower reduction numbers have more critical impact than before,
most visibly in IBM’s European Support Functions. Carving out a few roles compared to limited local
staffing levels can lead to extremely high and impactful reduction percentages that easily go up to
20% or 30% and sometimes even to 50% or 100%.
Compared to 2025, the EWC observes that the current RA focusses on practically all parts of IBM’s
business in Europe and that IBM Technology, IBM Consulting and IBM Support Functions all count for
roughly one-third of the total reduction target. The overall business rationale relates especially to the
implementation of IBM’s enterprise productivity initiatives via automation and the use of AI at job role
level, the elimination of tasks, and shifting workloads to strategic locations. Looking into more detail,
the membership sees clear distinctions between various parts of IBM’s business in Europe.
Around 70% of the current reduction target in IBM Consulting is aimed at three large countries. For
at least four countries, IBM Consulting counts for more than 50% of the country’s total reduction
target. The IBM EWC concludes that these targets well exceed the number of colleagues temporarily
on the bench in most countries. The company is carving out productive mainline delivery employees,
aiming at concentrating the entire delivery effort in the Client Innovation Centers (CICs) to increase
profit margins. In this context, the membership is surprised that IBM senior management stated that
employees in these CICs might also be eligible of this RA.
IBM Technology has to execute a significant reduction too, especially in Sales, Software and TLS.
The IBM EWC can understand that the global implementation of the new Go-to-Market model with less
but more focused roles can lead to efficiencies. However, the membership regards Sales and Software
as core and fundamental elements to our strategic direction and ambition. If we truly want to become
a Software Company, the IBM EWC believes that current staffing levels should at least remain intact.
Efficiencies could support the extension of IBM’s reach and visibility in a highly competitive market,
instead of further reducing employment. IBM senior management explained that TLS is impacted by a
volume decline due to the outstanding quality of current IBM-technology. Products last longer and
there is less need for repair, the use of cloud solutions reinforces this trend. Combined with shifting
workloads to our TLS Center in Bulgaria, this causes redundancies.
In our Support Functions, IBM continues to shift more workloads from Western-European countries
to our International Delivery Centers (IDCs) around Europe. Support staff employees in these
countries should on average be prepared for higher single-digit reductions, especially in Finance &
Operations. In some larger European countries, Human Resources and Marketing & Communications
are impacted significantly as well. Shifting workloads is not new. However, the IBM EWC observes
that staffing levels in our European IDCs are also reduced at the same time, sometimes massively.
This is most visible in IBM’s Marketing & Communications mission in Bucharest and our Procurement
operation in Sofia, both locations face double digit reductions. Also in Bratislava our Q2C and Finance
missions are again in scope, with high single digit reduction targets.
!!"#$%&'("#")*(##!'+,-
The membership does not understand nor support the carve out of jobs at country level and in our
IDCs at the same time. By experience we know that careful timing and readiness on both sides
before shifting workloads is critical to be successful, especially since local footprints have eroded.
Countries hardly have any critical mass left on-site and local support teams have been marginalised.
The IBM EWC believes that again pushing an early shift is not without risk to the quality and continuity
of daily operations and observes that repeated restructurings led to increased workload, both at
country level and in our centers, which negatively impacted morale and engagement of our colleagues.
The membership anticipates that this situation will further deteriorate after the current RA, as a
compelling and motivating vision with a clear future perspective continues to be absent for
employees working in Support Functions. The IBM EWC cannot accept that this group remains under
constant pressure because of their job role, knowing that adequate support is of critical importance to
enable the growth of IBM Technology and IBM Consulting. The membership calls again at IBM senior
management to be more attentive that colleagues working in Support Functions all over Europe are not
overloaded and have sufficient time to hand over and to take over workloads.
The IBM EWC concludes that IBM clearly disinvests from Europe, for example by co-locating work
from Europe back to Delivery Centers in the U.S. and partially Asia and North-Africa. The membership
has the clear impression that decisions regarding strategic locations are more and more ‘geopolitically
motivated’. IBM senior management was unable to clarify what strategic locations are identified for
the near future to consolidate some Support Functions and especially whether these locations are
inside or outside of Europe. The IBM EWC requests IBM senior management to invest substantial
budget in increasing the base salary of colleagues staying at IBM, thereby keeping morale and
engagement intact. This is key to boost our growth and support the transformation of our company.
The IBM EWC was informed at the meeting that IBM aims at maximising voluntary packages as
much as possible to ensure that employees in scope of this Resource Action can leave the company as
ambassadors. The membership requests IBM senior management to inform and instruct country
management accordingly. The IBM EWC understands that local implementations are guided by local
law and practice, however, at European level one consistent and uniform approach for all European
countries in scope of this RA should be discussed, outlined and agreed to ensure that IBM employees
all over the continent are treated fairly and equally, according to the same rules and principles. The
EWC membership requests IBM senior management to ensure that:

• first and foremost, subcontractor replacement is advertised and applied;
• scoping criteria are transparent and timely agreed and communicated, including fair objection
  procedures and periods;
• managers pro-actively coach their teams towards re- and up-skilling programs to allow for
  internal redeployment opportunities supported by IBM’s Business Driven Mobility;
• cross LoB job opportunities are pro-actively facilitated and supported;
• Bridge-to-Retirement programs and paid Leave of Absence/paid sabbaticals are offered;
• so called ‘domino solutions’ are actively promoted and supported;
• only voluntary programs and generous packages are offered, to allow IBMers to leave the
  company in a mutually agreed and good spirit;
• outplacement support is offered to all employees in scope on acceptance of an offer.
  The membership discussed the information and details provided about the size, scoping criteria and
  timelines for Europe. The current RA impacts only half of all EU-countries, 14 member states
  are exempted. The IBM EWC believes that the local circumstances in these 14 countries do not differ
  much from the specific business situation in the countries which are in-scope of the current RA. IBM
  senior management explained the company’s rationale to exclude them is based on business need,
  priority and affordability, and confirmed that as a consequence no restructuring will take place there.
  Based on the information provided at today’s meeting, the IBM EWC concludes that the company
  wants this restructuring to be implemented in this first quarter of 2026. The membership
  requests IBM senior management to ensure that all time required will be given to support the local
  information and consultation processes within the European countries in scope and to continue the
  dialogue on the current Resource Action at European level and to provide regular status updates.
  IBM European Works Council
  Paris, France – January 22, 2026

fiserv had been losing top talent for years. the people who built the products and who teams actually respected and followed. some climbers thought this was an opportunity for advancement but they have proven to be pretenders.

Ultragenyx Pharmaceutical is reducing its employee count. Approximately 130 employees will be laid off. This follows failed late-stage trials for a bone disorder. The FDA also requested more documentation for a gene therapy application. The company aims to cut expenses and focus resources on key drivers.

https://www.fiercebiotech.com/biotech/ultragenyx-lays-10-workforce-wake-phase-3-brittle-bone-trial-fails

Kodak: Market cap 727 million. 3,700 employees.
Xerox: Market cap 247 million. 16,000 employees.
Is there a “right” layoff number or is this even a factor at this point? What am I missing here?

In some departments there’s no worry for layoffs. People quit at such a rapid rate they can’t even staff properly. This company is doomed unless it corrects its ways. Customers and workers alike despise how evil the processes are and customers cancel and employees leave because of how terrible the call routing is.

PeaceHealth initiated another round of layoffs. This marks the third such reduction in nine months. The layoffs affect skilled caregivers across its hospital system. Over 150 positions are impacted, including hospice nurses. PeaceHealth cited financial pressures and evolving community needs for the decision.

https://www.klcc.org/health-medicine/2026-02-12/peacehealths-latest-round-of-layoffs-impact-skilled-caregivers-including-hospice-nurses

CBS News is considering a new round of staff layoffs. These potential cuts could affect at least 15% of its current employees. Editor in chief Bari Weiss aims to focus the news division on streaming video. The company seeks to produce more differentiated content for audiences. Discussions are ongoing, with a potential timeline for cuts between March and May.

https://variety.com/2026/tv/news/cbs-news-considering-layoffs-could-affect-at-least-15-1236661630/

Everyone is leaving. Everyone! Get your resume ready! Get away now!

What percentage of the company will leave in 2026 due to 5 days in.

Badge in and badge out coming as well……

Is it me or is there an uptick in resignations from Exxon employees. Not new hires but 10-20 year experience. The company is in a strong financial position and there wasn’t any layoffs or egregious decisions (I.e. eliminating 401k match). Is that what other people are seeing too? Whats going on?

Oakland schools are bracing for upcoming staff layoffs. The educational institution is preparing for a reduction in its workforce across various departments. This means a significant number of employees are expected to be impacted by job cuts. The district is anticipating the need to decrease staff positions to address unmentioned operational needs. This situation signals a challenging period ahead for the employees of the Oakland school system.

https://oaklandside.org/2026/02/10/ousd-budget-cuts-school-sites-attendance/

Republic National Distributing Company is implementing further layoffs. These cuts are occurring across the country. The distributor previously laid off over 1,700 employees last year. Those earlier cuts were due to shuttering California operations. RNDC has also experienced an exodus of suppliers recently.

https://www.brewbound.com/news/rndc-confirms-new-layoffs-amid-supplier-losses-structural-adjustments/

Weeks after scrubbing “renewable energy” from its name, the National Laboratory of the Rockies in Golden, formerly known as the National Renewable Energy Laboratory, is also shedding workers.

The cuts impacted 134 employees engaged in both research and operations at the laboratory, according to an emailed statement from David Glickson, a spokesperson for the federal research center.

https://www.cpr.org/2026/02/09/nrel-layoffs-2026/

If EJ wanted to improve their financial standing they would lay off lazy FAs and replace with people who were willing to work. So many of us are being laid off because of lazy FAs who drink the koolaid.
I’m east of St. Louis and can name many of them that never show up to work and “work from home” but their numbers are awful.

MW and JG talking about AI like it's going to change their world.

Maybe it is. We see it in other parts of the world, part of people's day to day. It takes talent, and the talent is leaving.

If I had to guess, the average PSG of the AI team is probably not higher than 22.
All the people working on the data have also exited the company because of the BS and lack of confidence in our completely disconnected leaders.

JG and LC would rather spend tens of millions of dollars on BCG and McKinsey or EY rather than just pay a fraction of that to retain the talent that was here.

The world's best AI practitioners are not dinosaurs like the consultants with MBAs that JG and LC are bringing in. and the ENGINE strategy for AI is a fantasy at best. It's sad that these leaders have completely neutered what was a team with good talent.

No one wants to work for these puppets guided by management consultants who have practically zero experience in AI. If you're using the same consultants who have been here over a decade or two, what are the chances that they know what they're doing?

It would be better to layoff people who don’t want to be there. The people who are cheering for layoff because they don’t like being there. These are people they should pick for layoffs. They are going to leave anyway. They are not motivated. Have low morale because they don’t like the changes. The people remote also qualify for layoff. People who have average of 2days or less RTO should also be qualified for a layoff. People who have been at walgreens for years and have a high salary should also qualify for layoff. People close to retirement should also qualify for a layoff. Managers that don’t manage and don’t contribute should also qualify for layoffs. Overall, I think we may have 1500 people like that. Then what you have left is people who wanted to stay and like to work.

From the 8K filed on Wednesday: "The firm employed 7,773 associates as of December 31, 2025, a decrease of 4.7% from 8,158 associates as of December 31, 2024, and 0.7% from 7,830 associates as of September 30, 2025"

Just sharing an internal perspective for anyone wondering why Proofpoint roles are constantly advertised.

In my time there, I’ve seen multiple small teams (single-digit to low-teens headcount) experience significant churn — in some cases 5–6 people leaving or moving internally within a single year. These aren’t large departments, so the turnover is very noticeable.

Over a few related teams in the same function, the overall headcount might look stable (around 20–25 people), but the individuals filling those seats change frequently. There tends to be a small long-standing core, with the majority rotating in and out.

A few years ago, retention was something teams genuinely took pride in. Today, there are very few people left with long tenure, and entire teams can look unrecognisable after a short period of time.

From what I’ve observed, many new hires decide fairly quickly whether the environment is sustainable for them. Morale issues are noticeable, and employee wellbeing has been a recurring concern internally, without much visible follow-up.

There’s also been a strong push toward AI-driven tooling for productivity and quality measurement — including how case updates and communications are evaluated. Some people may find this helpful, but others experience it as constant monitoring tied closely to performance metrics.

To be clear, this isn’t unique to Proofpoint — much of the tech industry is heading in this direction. That said, it can take a real toll if you value autonomy and long-term stability.

If you’re looking for a stepping-stone role and a strong name on your CV, Proofpoint can serve that purpose. But I’d strongly recommend going in with open eyes and realistic expectations about turnover, pressure, and culture.

People were cut across some businesses .. what have u guys heard? I saw and heard people where I am pushed out

Enphase Energy reportedly laid off about 160 employees in January, which is close to 6% of the solar inverter, energy storage and EV charger manufacturers’ workforce.

https://www.solarpowerworldonline.com/2026/02/solar-inverter-manufacturer-enphase-lays-off-160-employees/

Marblehead anticipates an $8.4 million budget shortfall. Town Administrator Kezer expects over 50 town employee layoffs. Service reductions and delayed capital improvements are also likely. Kezer likened the financial situation to the 2008 recession. An override vote is being considered to address the funding gap.

https://patch.com/massachusetts/marblehead/its-drastic-marblehead-faces-override-debate-8-4m-deficit-50-projected-town

The City of Denver laid off nearly 160 employees last summer. These layoffs aimed to address a $250 million budget deficit. The city lost over 1,158 years of combined employee experience. Departments like transportation and planning faced significant experience reductions. City officials anticipate future challenges despite planned efficiency improvements.

https://www.denvergazette.com/2026/02/02/denvers-layoffs-may-cost-more-than-just-employees/

Denver, Colorado