#attrition

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.

A company built on innovation cannot thrive without top talent. High turnover, burnout, and disengagement will erode creativity, slow new product pipelines, and weaken competitiveness—ultimately damaging long-term growth, reputation, and shareholder value.​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​

Get out while u can! It’s becoming a sheet show. Top heavy on manegment side.
Longtimers? They will cut u & replace you for half your $pay. No remorse on the Ikon side. Sheep.

https://finance.yahoo.com/technology/ai/articles/sap-freezes-hiring-travel-fund-134122456.html

An article recently published.

"SAP freezes hiring and travel to fund ’significant’ AI push - Reports"

The spending reorientation is paired with a sweeping leadership reorganization. CEO Christian Klein has personally assumed control of AI product development under a program called "Project Fuji," absorbing the responsibilities of departing board member Muhammad Alam rather than immediately naming a replacement. Chief Operating Officer Sebastian Steinhäuser has taken over Industrial AI. SAP confirmed the logic in a statement to CIO.com: "SAP is evolving its organization to accelerate its transformation toward an AI-driven Autonomous Enterprise. The new structure brings AI, data, and core applications closer together, enabling more integrated, end-to-end solutions built on SAP's unique process expertise."

"This is the second major reorganization in 2026. A March restructuring created the "Customer Value Group," and a May update established dedicated "Business AI Platform" and "Autonomous Suite" units reporting directly to Klein. The pace of internal change reflects how seriously the company is treating the pivot, and how much investor patience has frayed as the stock has slid more than 26% below its 200-day moving average of €182.43."

"Klein has been blunt about what the transformation means for the workforce. "I'm not sure if here someone in two or three years will still code software," he told The New York Times on Thursday. "I don't expect to operate with a smaller work force, but with a very, very different work force." SAP shed roughly 3,000 jobs in a 2023 restructuring and then launched a €2 billion cost program in early 2024 affecting 8,000 positions, yet has since added more than 3,500 net new roles, many of them customer-facing "forward-deployed engineers" working on AI solutions.

At SAP Sapphire in May 2026, Klein unveiled the "Autonomous Suite," rebranding the full cloud ERP stack around agentic AI, and confirmed a shift to consumption-based pricing measured in "AI Units", a significant structural departure from traditional per-user SaaS billing that could alter revenue predictability. How enterprise customers and analysts model that transition is one of the most consequential open questions heading into results."

Given this restructuring and headcount reduction info, which areas will be most prone to a mass layoff?

Central Oregon school districts are implementing significant budget reductions for the 2026-27 school year. These cuts stem from declining enrollment, rising costs, and reduced state and federal funding. Bend-La Pine cut $7 million, Redmond $3.5 million, and Jefferson County $2 million. Despite these large cuts, no staff layoffs occurred across the districts. Positions were eliminated through attrition and staff reassignments, though class sizes may increase.

https://www.centraloregondaily.com/news/local/central-oregon-school-districts-budget-cuts-2026-27/article_642448af-9db5-41c5-93e9-10fde1ffb792.html

Do people have any idea what would happen to IBM if all the so-called dinobabies retired tomorrow? I'm almost hoping it happens, just to prove a point. You'd lose decades of institutional knowledge overnight, and what you'd have left is an empty shell of a company.

we can't keep support associates or leads. they walk out.

Came to CDW from elite enterprise tech sales (Oracle, Gartner, Dell, AT&T) thinking the partner side would be a great pivot. It is easily the worst, most disorganized company I’ve ever seen. Complete political mess, overworked staff, underpaid talent, and zero actual care for the client.

They wanted my C-level global accounts, but every time I opened a door, CDW failed to execute. I was constantly apologizing to clients, trying to force a transactional CDW box-checker brand into spaces handled by Accenture, Deloitte, and Wipro. The capability just isn't there.

Also, I started seeing some of our greatest talent walk out the door. One office had 7 Client Executives walk out the door in one day!

They ended up cutting me and keeping an inside AM who was just promoted to CE. Good luck maintaining an executive position in these accounts! (Been with CDW for 10 years as an inside AM)

My manager was new to corporate accounts and you could hear him turning the pages to his “How to be a CDW Manager binder”… LOL He wanted to surround himself with reps that don’t intimidate him.

Getting released from this place is the first time I’ve been able to breathe in months. The relief is real. If you have a solid enterprise background, don't waste your time or risk your reputation here.

Many new positions over the last few months have came up doing the same exact jobs that are already in place. QMCA’s were implemented that replicate member advocates, case managers, and patient care advocates.. they are doing the same work leaving older employees with a smaller almost nonexistent caseload. These positions were implemented earlier this year and the last hiring wave ended in June. I feel like the new hires are safe. They are keeping the new positions and getting rid of the old.

Hughes is bleeding people right now. Management bet that AI and industry layoffs would give them the upper hand, but the draconian policies are backfiring and the job market seems to be better than what people expected. And at this point, it doesn't seem like Charlie or Hamid care even.

Half my team's gone. Who's expected to do their work? I'm gonna take a wild guess and say those of us left.

I remember when this place actually felt good to be at, but that was before a certain (leaving this vague for a reason) group got hired in one big batch and shifted the whole dynamic. They built their own little group, pushed out the old guard, and now it is all gossip and maneuvering instead of just getting things done. I have been here around seventeen years and at this point I just want to do my job and go home without worrying about who is talking about who or what game is being played next.

Anyone else org seeing people quit left and right? My org lost around 10 people in the last 2 weeks.

Folks, there is no CPM this time for cost cutting

The U.S. Food and Dr-g Administration (USFDA) is authorized to hire 2,200 new staff. This follows the agency cutting over 3,000 employees last year. The job reductions had raised concerns about the FDA's dr-g review capacity. Approximately 600 new employees are currently onboarding, with some already started. Officials report improving staff morale and reduced attrition rates.

https://medicaldialogues.in/news/industry/pharma/usfda-to-hire-2200-staff-after-major-layoffs-steps-up-dr-g-review-capacity-173788

ATT: High turnover rate. ( Reddit )

It genuinely makes me sad their turnover is high, especially at the authorized retail level. There’s so many things that don’t get taken into consideration when it comes to selling, such as demographics for one thing. Foot traffic alone doesn’t tell the whole story. I know someone who might lose their job bc they can’t meet the sales goals when they are brand new, 3 months in, and when they won’t scam customers, though others in the store will, by adding lines without consent. This person was so excited for this job, and they were also not told up front they would be fired if they didn’t meet goal after three months. They went into this job being told one thing, and it being something else. Now they are disillusioned. What a shame. I wonder how many really good employees have been lost bc of bad scheduling and these hard to reach metrics without scamming people.

https://www.reddit.com/r/ATT/comments/1ugbzh9/high_turnover_rate/

I also know someone in sales that can attest to the scamming CRAMMING and fraudulent sales tactics that ATT pressures and intimidates its sales employees to perpetuate in the unrelenting pursuit of false metrics and sales quotas. The SCAM is out in the open and ATT makes no attempt at hiding it.

They get rid of all the sales reps, they start writing everyone up working them 12-13 hour days, they quit...reps leave October, MOW stay until Jan 1st to make it smoother transition...then we are done like the elves.

Nobody's hearing the top performers gripe about how bad things are, and that's not because they're fine with it. They're just quietly working their networks, sending out applications, and planning their escape without making a scene. By the time leadership realizes they're gone, it'll be too late because all the people who actually carried the weight will have already found their way out.

AI fraud salesmen have c-suites thinking that people managers are redundant and everyone will need to be at least half focused as an individual contributor. With the growth of complexity across business and the number of tools, regulations, policies, and the turnover/attrition environment, people managers have never been a more critical role. They own the direction/vision of their segment, keep workers focused (by reducing friction and distractions) and ensure the appropriate people are where they need to be and enthusiastic to be there. They are supposed to make sure everyone below them knows their purpose and can see a clear line of sight to get there. How many people at Fiserv today feel like they have a clear understanding of their role and their specific purpose AND feels like they will be appropriately recognized for meeting it.

Exactly what @b3+1kvwscm9b said.

I've been here long enough to have noticed a pattern. Each year, around this time, there are cuts. It's not a massive round, but it's always something. A few people here, a few there, but it always happens like clockwork. If you've been here a while, you know what I'm talking about.

An Engineering Director here told us to prepare for low reviews because managers are being forced to rate everyone on their teams using a bell curve, and there is no way around it. This means that even if some people are meeting expectations, they may still be placed in a “needs improvement” category. It feels like Oracle may be preparing for the next RIF or encouraging attrition. Has anyone else heard the same?

Frank was a miserable little criminal troll. Mike had the personality and warmth of a snow pea. Takis is pretty personable and has said the right things. I don't like the idea of not automatically replacing attrition, but nothing has changed in that regard. Having been in meetings with him, he's so curious and inquisitive. I hope we are in good hands. Time will tell.

About time some have decided enough is enough of this joke of a company. Have some pride and do better for you and your family.

There are persistent rumors circulating that another round of layoffs is planned for the end of the calendar year, with planning expected to begin in September. According to these reports, managers will be the primary target this time around.

Urgent Note for Managers:

Prepare now. If these rumors prove accurate, you have limited time to assess your options. Update your resume, strengthen your professional network, and explore opportunities elsewhere before September.

Additionally, reviews will be artificially deflated to encourage voluntary attrition. This appears to be a deliberate strategy to make the work environment increasingly difficult, pushing people to leave on their own terms. Be aware that negative review scores in the coming months may not reflect your actual performance.

If you're a manager, this is especially critical. Document your achievements and contributions now, and don't let artificially low reviews undermine your confidence or your market value as you explore your next move.

Well folks, more layoffs reported out of Estero today impacting Facilities and other departments. Other posts on social media indicating long timers quitting without jobs lined up. Forget back to basics and wasteful spending in throwing spaghetti at the wall and see what sticks. Anyone left should be terrified of what’s to come!

Poudre School District eliminated 182 positions at the end of the school year. This included 110 licensed staff and 72 classified staff. Probationary teaching positions were among those not renewed. These reductions resulted from ongoing budget shortfalls. The school board approved a reduction plan in February.

Fort Collins, Colorado

https://www.9news.com/article/news/local/poudre-schools-layoffs-budget/73-b9b549a2-4b17-47b2-8583-e8d0cca49d1d

Resigned but manager ignoring, last day of notice is next week. If he doesn’t acknowledge my resignation in workday and I still don’t get off boarding or any kind of acknowledgment of resignation or instructions , can I just walk my laptop to tech express and give badge to security last day? This is ridiculous behavior for a company that “loves attrition”, make it, make sense!!

Central Oregon school districts are implementing significant budget cuts for the 2026-27 school year. This is due to shrinking enrollment, rising costs, and reduced state funding. Bend-La Pine cut $7 million, Redmond $3.5 million, and Jefferson County $2 million. Despite these reductions, the districts avoided staff layoffs. They achieved this through attrition and reassigning employees, though class sizes may increase.

https://www.centraloregondaily.com/news/local/central-oregon-school-districts-budget-cuts-2026-27/article_642448af-9db5-41c5-93e9-10fde1ffb792.html

Seeing multiple leads and SMEs leave with no back fills posted. 2 Directors in IT already leaving in the next week. Nothing posted so no competitive chance for a promotion for someone in their team. Implosion

I don't understand how newly hired automatically get to stay:/

At least not that I know of. If the whole ploy of being forced back into the offices to thin out the workforce (we all know that's the real reason) doesn't work out, are we looking at another major round sometime soon? How long are they going to wait to see if their plan is working?

Source: By Kevin Crowley, Bloomberg

The 140-year-old oil company is making more money than ever. Yet the pandemic exposed deep cultural problems—and talent is fleeing.

Shortly after Exxon Mobil Corp. lost its battle with an activist investor last year, an executive named Bill Keillor decided to give his department a morale boost. It had been a difficult year and a half for Exxon employees. Covid-19 and plunging crude prices had led to halted salary increases, reduced benefits, and, for the first time in decades, thousands of layoffs. Anxiety was coursing through the organization.

So Keillor, whose title is global IT vice president, and his leadership team organized an awards ceremony to take place at Exxon’s Houston campus. They posted an invite on Yammer, an internal social network, with Keillor’s face cropped onto a tuxedo. With many employees still working remotely, most tuned in via Zoom.

Keillor started by thanking everyone for their hard work over the past year, presented awards to three top-performing teams, and then opened the floor to questions. It was at this point things started to unravel, according to four people present who spoke on condition of anonymity. The software developers, data analysts, and technicians who run Exxon’s vast computing network, which helps the company manage everything from drilling wells to pipeline flows, were in no mood to celebrate. Emboldened by the virtual format, they began firing off tough questions. They wanted to know if there would be more layoffs, whether remote working would continue after the pandemic, and whether Exxon was willing to raise pay to the level of major tech companies.

To an outside observer, the scene might have appeared like a slightly tense version of your average corporate town hall. But within Exxon, famous for its top-down, buttoned-up, authoritarian culture, where employees rarely challenge their superiors, and certainly not in an open forum, the moment had the strong whiff of rebellion. As Keillor bristled, other managers stepped in to take some questions, deflecting attention from the boss. But eventually, Keillor had had enough and snapped.

If you want to be a “hotshot” and triple your pay working for Amazon, then go right ahead, the people recall him saying. “Good luck to you.”

Rather than be humbled by the scolding, staffers began circulating memes mocking the event in private chat groups, which rapidly spread across the company. One depicted a long-term career at Exxon as a car hurtling off a highway. Another compared the awards ceremony to a piece of tape used to patch a leaking barrel of water. Others suggested it was about time employees take Keillor up on his advice and quit.

A year and a half later, even as its stock surges again and Exxon makes more money than it has in its 140-year history, the company has experienced the highest attrition since its merger with Mobil in 1999. Of the 12,000 departures globally in the past two years, less than half were from layoffs. “Like nearly every company, attrition increased in the last two years, but we don’t see that as a long-term trend,” Exxon said in a statement. “Importantly, we are seeing good results when hiring top talent for roles throughout the company, at entry-level and for senior executive positions.”

But a Bloomberg Businessweek investigation involving interviews with more than 40 current and former employees (many of whom requested anonymity because Exxon hasn’t authorized them to speak publicly), as well as reviews of dozens of internal documents, reveals one overriding reason talent is fleeing: a culture that’s increasingly out of step with the world around it. Those interviewed describe an organization trapped in amber, whose insular and fear-based culture—once a beacon of corporate America—has become a drag on innovation, risk taking, and career satisfaction. Although many expressed pride at working for an industry leader, they were also frustrated by how slow it was to invest in some of the energy industry’s biggest breakthroughs over the past decade, including shale oil and low-carbon technologies, making it a place where the best and brightest no longer want to spend their best years. “I was bored at my job,” says Avery Smith, who earned more than $100,000 a year as a data scientist right after graduating from college and quit last year, echoing what many other former employees told Businessweek. “I was pretty fed up with not innovating.”

Exxon’s performance ranking system, which pits employees against each other, dominates the day to day. Subordinates are told not to speak out against their bosses in meetings for fear of being placed at the bottom of the rank and pushed out. Employees are reluctant to raise problems or speak freely about environmental issues. Senior managers too often promote people who look and sound like themselves at the expense of technical experts willing to deliver hard messages, and some employees of color say they’ve been marginalized. “Agreeability to senior leadership has become more important than capability,” says one executive who left the company last year after two decades. “Unfortunately this accelerated during the pandemic.”

Exxon spokesperson Amy von Walter rejects those characterizations. “The idea that ExxonMobil’s culture is what these employees say it is doesn’t hold water for two reasons: how many people join this company each year and how long people stay,” she wrote in an email. “No culture is perfect and it’s far too easy to take a few data points and paint with a broad brush, but that doesn’t produce an accurate portrait.” (In response to the Keillor episode, von Walter says Exxon encourages candid workplace conversations, “although we may not get it right every time.”)

But CultureX, an organization out of MIT that evaluates corporate culture based on Glassdoor reviews, says these problems run so deep that Exxon now ranks below industry benchmarks for 143 of the 196 cultural issues it measures. According to CultureX co-founder Charlie Sull, innovation, collaboration, and psychological safety fell far below those of oil industry competitors, whereas pay and benefits ranked above average. Exxon, he says, appears to be using remuneration and perks “to compensate for a culture that faces significant challenges with toxicity.”

Exxon, which traces its roots to John D. Rockefeller’s Standard Oil, is used to being public enemy No. 1. It’s incurred the wrath of politicians and civil society for being too powerful, too profitable, and too polluting. But rarely has it suffered such discontent within its own ranks. “Upper management doesn’t like to hear bad news, so to stay at Exxon long term, you have to drink the Kool-Aid,” says Dar-Lon Chang, a mechanical engineer who left the company in 2019 after more than a decade. “This doesn’t sit well with younger people and especially those concerned about the climate crisis.”

Since losing the campaign to Engine No. 1, a tiny activist investor firm, Exxon has reformed its climate strategy. Under Chief Executive Officer Darren Woods, it’s pledged more ambitious emissions reduction targets, increased spending on clean energy, and elevated its low-carbon division to the top of the corporation. It’s even made a series of rare external hires including Chief Financial Officer Kathy Mikells from Diageo Plc and low-carbon head Dan Ammann, who previously ran General Motors Co.’s autonomous vehicle startup. It’s condensed 11 businesses into three and is on track to cut costs by $9 billion by 2023.

By financial standards, Woods’s plan is working. The stock is up 60% this year, ahead of its major peers, and closing in on a record high. But if Exxon has any shot at dominating the volatile energy transition over the next century, it will need to attract and hold on to the next generation of scientists, engineers, and technologists. “We can talk all day about low carbon,” says one recently departed Exxon executive. “But first we’ve got to decarbonize the culture.”

https://governorswindenergycoalition.org/exxons-exodus-employees-have-finally-had-enough-of-its-toxic-culture/

Anyone have any thoughts? The guy that "was" in charge of all the cores and is now a segment head is always missing in action. How are we supposed to fix the leakage problems if SVPs are not held accountable? We all have our head buried in the sand thinking problems will go away. Such a mess.

Every time there's a layoff, they let go of the people who've been around the longest and know the most. The ones who can solve problems in five minutes that take new people five days. Then a few months later they realize the work isn't getting done anymore. So they hire two or three people to try to do what that one person used to do. How is that good for business?

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.

Senior management have absolutely no idea how to run a tech company.
They repeatedly try the only playbook they have, which is to cut costs by laying people off whilst paying consultants millions to do their jobs, which seems to be simply latching on to the latest hot topic and hoping that fixes everything.
Here's an idea, why not try actually investing in the businesses you own rather than trying to bleed them dry.
Anyone else notice the number of good senior people jumping ship recently?
How's future forward working for you Stephanie?

2.75% average raises will happen this month. KM will wait to see how many quit then offer early retirement to some to try and keep the budget balanced.

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’ve never seen so many coworkers checked out at the same time. After the way this year’s gone, it’s hard to feel supported, valued, or even wanted here. People aren’t talking about growing with the company anymore, all they’re doing these days is comparing job postings.

Why is it always the older, experienced, and high performing employees are shown the door? We have plenty of those who do nothing all day and yet they stay. Why? How come that keeps happening?