#employeeturnover

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.

Mesa Public Schools will lay off 50 employees following the current academic year due to declining student enrollment. The district anticipates losing approximately 2,400 students, which translates to a loss of $18.3 million in funding. These reductions impact various roles, including teachers, a biomedical science instructor, a behavioral specialist, and instructional coaches. The Governing Board approved the layoffs with a 4-0-1 vote. This marks the second consecutive year of staff reductions for the district.

Mesa, Arizona

https://www.themesatribune.com/news/mesa-school-board-approves-staff-layoffs/article_e2a01320-d8c1-4837-aa6e-ea13be72364b.html

It's the same everywhere. New people come in at a discount, and people who've been here longer and cost more get pushed out the other side. It's not about skill or loyalty. It's about the spreadsheet. The room only holds so many people, and they've already decided which door you're getting pushed through.

Expect more today and tomorrow.

The city of Dallas is eliminating 72 positions within its public library system as part of upcoming budget adjustments. This decision is a result of a thorough operational review and a move towards a modernized staffing model. Some of the affected roles are currently vacant, though the exact number has not been specified. The city aims to maintain all library branches open by shifting adult learning services to a partnership model. These changes are occurring amidst a significant budget deficit for the city.

Dallas, Texas

https://www.wfaa.com/article/news/local/dallas-county/city-dallas-laying-off-some-public-library-employees-upcoming-budget/287-e1755fb0-74af-4905-a6b7-a5cbbacc95f6

E.W. Scripps, a major television company, has implemented significant layoffs across its national operations. This wave of job cuts has impacted Western New York, resulting in the dismissal of eight employees at WKBW. The affected staff members will depart at the end of the current month. These changes follow the departure of a long-time morning show co-anchor for a role outside of the media industry. The company has not provided further details on the scope of these nationwide reductions.

Buffalo, New York

https://thenew961.com/layoffs-wkbw-buffalo-new-york/

https://www.fastcompany.com/91586807/tech-layoffs-august-2026-update-tiktok-etsy-zillow-slash-jobs?partner=rss&utm_source=rss&utm_medium=feed&utm_campaign=rss+fastcompany&utm_content=rss

Its interesting, I walk into local branches and am greeted by smiling, seemingly happy bankers who just want to know how they can help me. How could Jon Q Public ever know that behind these smiles lies a corrupt, devious, and completely immoral leadership that is driving good employees away in droves?
Until Jon Q Public is impacted, it will not change.

I asked my leadership why are we letting go the employees that do the job we need more of and hiring new no nothing overseas pests instead ?
The response was “we are going to surplus another 25000.of them”

My thoughts to this won’t pass the webmaster rules here.
Where will they find another 25000 core needed employee to surplus?

I feel like my team has hit rock bottom. Every single person is looking for something else. Everyone.

From corp to field, how many ppl were laid off recently?

End of month yesterday. How many people left and IRIFed? Anyone left to manage the shop? Anyone with experience and savvy left?

How many people at TR have already silently quit? The amount of people who do absolutely nothing is amazing. I personally know of 2 people who are double dipping—been working another full time job for months whilst still collecting a TR paycheck. There are probably many, many more people doing this as well!

I've seen it happen to three good people in the last couple of years. They asked questions, pushed back, or challenged a decision and within weeks, they saw repercussions. Their workload doubled, they became subject to constant criticism, and any support they had before simply vanished. They didn't get fired but they just got worn down until they quit. That's the BP way, I guess.

I know at least 50 folks were let go across the board - maybe more…

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?

The Tyson Foods plant in Lexington is concluding its final layoffs. Remaining employees retained for closure tasks will depart by Friday. This follows the plant's earlier closure in January, which impacted over 3,200 workers. Many former employees have faced difficulties finding new employment. The staggered termination process has now reached its end.

Lexington, NE

https://www.1011now.com/2026/07/24/tyson-foods-completes-lexington-plant-closure-friday-with-final-round-layoffs/

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.