#employeeturnover

Are departures that we are seeing on LinkedIn considered as #Exxodus 3.0? Or just PIP/PIL employee squeeze.

Rumor is there is a hiring freeze. That makes sense with the state of the business, but I’ve seen 20+ people leave and mostly not get replaced. Just in the past 3 months.. In the few instances they have, the backfills old role remains open and the backfill is doing multiple jobs.

The vast majority that I have seen leave are actually good at what they do. Every one that I spoke to also confirmed they were getting paid much more at their new jobs outside the company. They have silently departed.

My boss is always nice and supportive, but I can tell that he is nervous too. He was very professional when I asked him about but said “at Pepsi, you always have to see the focus trends early and be prepared for layoffs at any time.” He’s been here 15+ years and knows his stuff, but I can tell it’s is really wearing on him lately.

What I need to remind myself is to start looking for another job now. Those 20 people were senior levels to me and good. That is a sign of how employees are being valued. The smart people figured this out before me.

I get it, they will not be promoted. We don’t want them over us. But that doesn't mean they have to leave. Just take the paycheck, be quiet, and don’t ask for a career. That’s not too much to ask. Like promotes like, we only promote what looks like us, sorry…

All departments seem to be impacted, rumored 188 employees cut.

Same as last year, blindsided zoom meetings, they read you a script and jamf lock your laptop and ki-l your accounts the moment the meeting ends.

They did layoffs this week. Lots in India. So far I have heard of a few in GHQ

We want to save money, so we hire people at the lowest possible rate. Then we burn out the good workers managing the bad ones. The good people leave, the bad ones stay, and we hire more cheap people to fill the gap. Then we wonder why nothing gets done. I'd rather have a team of ten people who actually show up and care, paid enough to stay, than fifteen people who are just sitting around, waiting for their next paycheck.

But they're also less likely to care about the company, sacrifice for it, or stick around. I wish the leadership would realize this.

We've reached the point where even the laziest people, those who work maybe 2-3 hours a day, are leaving for better opportunities. When that's happening, you know things are truly dire. If even the coasters are jumping ship, what's left for the rest of us? Seriously?

NVIDIA has approximately 42,000 full-time employees and just reported $96.2B in fiscal 2027 quarterly revenue, with projections to do 110B next quarter. They could easily surpass $500B within the next two fiscal years. That's nearly $12M in annual revenue per employee.

Dell Technologies reported an annual revenue of $113.5 billion with an employee headcount of approximately 97,000 full-time workers. That's 1.1M in annual revenue per employee.

NVIDIA has 43% of the total number of employees to Dell yet it is on track to bring in well over 10x the total amount of revenue per employee. Leadership!

Nvidia is hiring, Dell is firing. Nvidia is growing rapidly, Dell is dying.

Who else is seeing 50-100% turnover on certain teams? Expected to continue? Not to mention executives turning over like crazy or hopping to new roles internally.

Europe country. PIP today.

Any grumblings about more cuts or people leaving?

When Clearlake took over they fired a total of 20% of all employees at D&B.

I can't say this strongly enough: if you have any skills, any talent, any ambition...leave this place. It's a dumpster fire that will only drag you down. Get out and don't look back.

Dedicated people with decades of experience are walking away. We're losing our best resource, and nobody in charge seems to care.

150 service reps got fired nationwide on Friday, August 14.

With the ship clearly sinking, why would anyone join Medtronic now? Please, if you joined in the last year or two, can you share why? I'm genuinely curious.

I left almost a year ago, but the anger stayed. Thinking about the years I gave them still makes me want to vomit.

The company will cut you without a hint of hesitation, they've done it before and they'll do it again. Profits come first, people come second. The younger workers aren't wrong to take what they can and move on. They learned what took some of us decades to accept.

Are all remote workers eventually going to be let go regardless on performance?

Starbucks is laying off 224 employees in a final phase of its global restructuring. The affected roles include support positions and workers who declined relocation to Nashville. The company stated this is not a new round of cuts but the conclusion of a previously announced strategy. These changes impact coffeehouse construction and design teams. The move is part of a broader effort to streamline operations and reduce costs.

https://www.king5.com/article/news/local/seattle/starbucks-to-layoff-224-employees-workers-who-declined-nashville-move/281-679c2b25-2db1-4ac1-9754-ac3a9af5c32e

Honestly this time I hope everyone that gets laid off are those who deserve it. Sick of seeing hard working friends get axed.

Starting a thread for today, please share your department and how many people eliminated. Good luck!

The current situation at Canon USA is becoming increasingly difficult for employees and sales teams alike. After rounds of layoffs and staffing reductions, the employees who remain are being asked to take on more responsibilities, more work, and more stress—without seeing meaningful compensation for the additional burden. At some point, continually asking fewer people to do more becomes unsustainable.
The sales organization is facing its own serious challenges. Rising costs in both hardware and service have driven the overall cost of doing business higher, resulting in products and solutions that are increasingly difficult to sell at a competitive price. Salespeople are then put in the position of having to discount deals simply to get them across the finish line, sacrificing much of the margin and profit potential in the process. It becomes a frustrating cycle: prices go up, customers push back, discounts increase, and salespeople are left with fewer opportunities to make a meaningful profit.

Then leadership wonders why employees are burned out, morale is low, and people don't want to work.

The consequences are already becoming apparent. People are leaving, and it is becoming increasingly difficult to replace them. When experienced employees walk out the door and the company struggles to attract qualified replacements, the workload and pressure on those who remain only increases—creating an even bigger cycle of burnout and turnover.

Canon USA needs to recognize that this is more than an employee morale issue. It is a business issue. If the company continues down the same path without addressing staffing, compensation, pricing, sales profitability, and employee workload, the road ahead could become very dark.

Employees want to succeed. Salespeople want to sell profitable solutions. Customers want competitive value. Those goals are not mutually exclusive—but they require leadership to make meaningful changes before more good people decide that the best option is to leave

Whole teams in Risk and Compliance are gone.

Obviously many of these posts are coming from employees or former employees. With that being said, the company is gravely in debt.
Which positions are unnecessary to continue the operation of the business?
Please list them in response. Maybe just maybe upper leadership will wake up instead of continuously bleeding money to unnecessary employees with unnecessary job titles.
Decrease your liabilities boys!

Humana has laid off or lost 30k employees since 2021. That’s really all we needed to know.

Game developer Quarter Up has reportedly made significant layoffs following the launch of its new title, Invincible VS. Estimates suggest that at least 75% of the company's workforce was affected by these job cuts. Former employees confirmed their departures, citing the weak commercial performance of the game as the likely reason. The studio appears to have retained only a minimal team to manage post-launch support and DLC. These reductions began in June and continued through July.

https://se7en.ws/invincible-vs-developer-hit-by-mass-layoffs-as-majority-of-staff-leaves/?lang=en

Mesa County Department of Human Services is preparing for significant layoffs. Up to 25 employees may lose their jobs by the end of 2026. These cuts are a result of budget reductions and a county-wide consolidation of fiscal offices. Many staff questions about specific divisions, timelines, and workload distribution remain unanswered. Department leadership is still developing plans and seeking final approvals for these changes.

Grand Junction, Colorado

https://www.gjsentinel.com/news/unknowns-persist-after-dhs-layoff-announcement/article_43af73a7-34ce-4397-8eb7-8e1bdd57320c.amp.html

Reports indicate Oracle is planning another round of job cuts before September 1. Managers have been instructed to identify employees for potential termination. This follows significant layoffs in March, which impacted thousands of workers. The company is focusing on cost control amidst substantial investments in cloud and AI initiatives. The exact number of affected employees remains unconfirmed.

https://www.analyticsinsight.net/news/oracle-layoffs-loom-again-ahead-of-september-1

Redwood City, California

Last layoffs we were seeing tens of new posts everyday
I guess most of us just got tired of this
Or they already left

I think we are close to reaching a tipping point. For those who leave, be sure to encourage and pull anyone who is good with you after you leave.

Anyone have any anecdotal information on people leaving due to RTO. I know a few people that have but nothing outside my business line.

Most of the people working here today probably won’t be here three years from now. That’s the part “leadership” seems to be completely missing.

There are huge numbers of employees already past Rule of 75 who are just waiting for the right severance offer or their retirement date, whichever comes first. Add in everyone without a pension who is already looking for the exit, and AT&T is about to lose an enormous amount of institutional knowledge. And who’s replacing them?

AT&T has spent years cutting, freezing, consolidating and making the place less attractive to the exact people who are supposed to become the next generation of experts. You can’t keep gutting the workforce and then act surprised when there’s nobody left who knows how to do the work.

Stankey is right that demographics are a problem. He’s just looking at the wrong side of the equation.

The answer isn’t simply squeezing more work out of fewer people. It’s retaining the people under 55, developing replacements before the experienced workforce walks out the door, and actually giving talented people a reason to build a career here.

Instead, we’re making the job less attractive with 5x RTO, cutting benefits, cutting headcount and watching experienced people walk. You can’t retire decades of knowledge and replace it with a PowerPoint and a new hire.

AT&T is going to find out very quickly that you can’t cut your way through a talent shortage.

Wescom Financial Credit Union reported its strongest quarterly earnings in over three years during the second quarter. This financial improvement followed a reduction in its workforce, which impacted 72 employees in Southern California. While employee expenses decreased, this was only one of several factors contributing to the earnings growth. Non-employee operating expenses also fell, and net revenue saw an increase. The credit union's return on assets (ROA) significantly improved compared to previous quarters.

https://www.cutimes.com/2026/08/13/wescom-financials-q2-earnings-rise-after-layoffs/

FedEx layoffs continue to hit California workers; this time, the carrier will close two facilities in Palm Springs and Victorville, laying off 116 employees at the end of September, the company stated in a government filing released this week.

https://www.latimes.com/business/story/2026-08-13/fedex-others-announce-layoffs-in-southern-california

Companies will spend thousands replacing a great employee before spending one honest hour addressing a bad manager.

That is the part most leaders do not want to look at.

Toxic managers usually do not destroy a company overnight.

They do it slowly.

One resignation at a time.
One burned-out employee at a time.
One checked-out team at a time.

Gallup has found that managers account for at least 70% of the variance in employee engagement.

That should make every leadership team uncomfortable.

But bad managers still get protected because:

↳ They’ve been here forever.
↳ They hit their numbers.
↳ That’s just how they are.

Meanwhile, good employees quietly start taking recruiter calls.

Here’s what toxic managers cost the organization:

1. Employees stop taking initiative because fear replaces clarity.
2. Trust disappears because control gets mistaken for leadership.
3. Good people start doubting themselves.
4. Politics become safer than performance.
5. Burnout becomes normal.
6. Credit goes up and blame rolls down.
7. Your best people leave first because they have options.

The resignation letter usually will not say “toxic boss.”

But the empty desk will.

Rumour has it that a core lead in the India Data org is resigning. Morale is at an all-time low under the current Sr. Director, and long-standing team members are already looking for the exits. The domino effect is about to start.