#employeeturnover

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.

Has anyone else noticed or heard about ongoing ethics and leadership culture issues in Nike’s Sports Marketing group?
There’s been significant turnover at the senior levels over the past couple of years. Some current and former employees are saying the ethical standards and decision-making in the group still need real improvement, even with new leadership in place.
Wondering if others have seen similar issues or if things are actually getting better.
Appreciate any honest takes.

I spent two decades here. I showed up every day, I gave it my all, I went above and beyond, I never once had a complaint about my work. And what did that get me? Nothing. I'm out of a job and looking back, I realize I was just a number to them. All that loyalty and effort didn't count for anything in the end.

I'm curious for those who have already left, what was it that finally pushed you over the edge? Was there a specific moment, a particular incident, something that just made you say enough? Hearing about other people's experiences might give me the push I need.

People are leaving in droves. I'm wondering if there's anything that could actually convince you to stay, or are you just done?

Our best people are leaving and nobody seems to care. The average tenure is dropping fast. How do they think this will end?

Profits down? Lay off the workers. Profits up? Lay off the workers anyway to show even better numbers. There's no scenario where we come out ahead. No matter what happens, we're the ones who get sacrificed. It makes you wonder if there's any situation where the rank and file aren't the first to go.

Wells Fargo has eliminated 79,000 jobs over the past six years as part of an ongoing efficiency program. The bank's headcount has decreased for 24 consecutive quarters, with a further reduction of 3,500 employees in the last quarter. Executives anticipate operating with fewer staff due to advancements in technology and AI. Despite these cuts, Wells Fargo is actively hiring in growth areas like customer-facing roles and technology development. This strategic workforce reshaping aligns with broader industry trends of leveraging automation while investing in specialized positions.

https://www.peoplematters.in/news/strategic-hr/wells-fargo-cuts-79000-jobs-in-six-years-says-more-layoffs-are-coming-50894

More and more Pioneer resignations. I guess they aren’t impressed by our “culture” and “care”

Citi logged about $800 million in severance expenses in the first half of the year and may set aside more for the second half, executives said Tuesday.
The New York-based lender had about 219,000 employees as of the second quarter, down about 5% from the year-earlier quarter (230,000 employees), and about 2% from the first quarter (224,000), according to a second-quarter earnings presentation.
“We may look at accelerating some of the structural efficiency actions and, in that case, take more severance in the second half,” Citi CFO Gonzalo Luchetti said during a conference call with analysts, declining to provide more detail. “If we see opportunities, we may do a bit more than we originally envisioned.”

A couple months ago, they made most of our building be fully remote (my entire team is with the optional monthly visit)

Should’ve realized this was the reason, as I just got the call and I am now out.

The U.S. Forest Service has terminated over 3,000 employees nationwide. Twelve of these former employees are from the Midewin National Tallgrass Prairie in Illinois. These layoffs are causing disorientation and a feeling of diminished purpose among the affected workers. The reductions are expected to negatively impact conservation efforts in the state. Midewin's programs will also need to adapt to the loss of staff.

Channahon, Illinois

https://mshale.com/f47189ad/b9e24b5at_ZSu1pWZOk

A global wheel manufacturer will be closing its Jacksonville plant in August. This decision will result in the layoff of 62 employees. The company cited difficulties with labor recruitment and retention as a primary reason. High operating and maintenance expenses also contributed to the closure. The facility's closure is scheduled for August 30.

Jacksonville, Florida

https://www.firstcoastnews.com/article/news/local/enkei-america-inc-jacskonville-facility-closing-layoffs/77-8e532662-1afc-4be6-8d64-d1902241cbb8

Majority of the Band 5 are impacted. Brace for more than 50% impact on the rest of the group.

Knowing what's coming, knowing they'd most likely be able to leave with a package, why are they so quick to leave? I'm genuinely curious.

Many from my UK team have been silently let go, and the remaining are looking to jump ship.

IMO. These days, the company pays no importance to retention. The majority of XOM employees in the US will likely have a maximum of 5 years at the company before they finally realize that they are better off somewhere else. 10 years maximum if they are a glutten for punishment and think they are going to make it to retirement eligibility. Considering RE being 55 with 15 years of experience. Who in HR has the statistics of the last 5 years of attrition with the why they were separated, for Campus hires and Experienced hires? What are the breakdowns of left on own will versus MLRP?
My prediction for the future employment longevity in the US for MPT for someone based upon when hired is the following:
Age of hire: 22 - 25, probability of lasting 30+ PA cycles 3-5%.
Age of hire: 25 - 30, probablity of lasting 25 - 30 PA cycles 5-7%.
Age of hire: 30 - 35, probability of lasting 20 - 25 PA cycles 2%
Age of hire: 35 - 40, probability of lasting 15 - 20 PA cycles 0.5%
Age of hire: 40+, probability of lasting 15+ PA cycles 0%

HR does not care about retention. People are a commodity to them and they have sources of cheap labor outside of the US that are going to run the company.

Several U.S. universities are implementing significant cost-saving measures due to financial challenges. Louisiana State University terminated 25 employees to save $3.7 million and reallocate funds to faculty and research. UCLA laid off 27 digital and tech staff to address a projected $220 million deficit. Rutgers University has enacted a university-wide hiring freeze to manage its operating budget. The University of Texas at Tyler is offering buyouts to a quarter of its workforce to address a $12 million deficit.

https://www.forbes.com/sites/michaeltnietzel/2026/07/10/budget-woes-bring-more-university-buyouts-layoffs-and-hiring-freezes/

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.

Reports indicate that id Software has experienced substantial layoffs, with approximately half of its workforce reportedly affected. These cuts are said to have severely impacted the studio's quality assurance department. The news follows a broader announcement of 3,200 job eliminations across Xbox's video game division. Bethesda, a sister studio, is also undergoing restructuring to focus on its major franchises. This strategic shift aims to streamline content roadmaps and enhance collaboration among development teams.

https://www.gamedeveloper.com/business/report-around-half-of-the-id-software-team-have-been-laid-off

Another skilled person gave 2 weeks notice today...another skilled top level Engineering manager gone and multiples of teams left in limbo and at the whim of id--ts. No plan, no resolution, nothing from these clowns. I wish they'd lay me off already. 2 years of this has been enough.

21 employees, 3 managers = 1:7 ratio. Cutting to 1 manager still covers all 21. Removing 2 managers saves ~2x manager pay, no output loss.

That's one in every five employees. 3,200 people losing their livelihoods because Microsoft fu---d up its gaming division beyond repair.

I've been here eighteen years and I'm watching everything I valued about this place disappear. The good people are leaving, projects are dying, and what's left truly isn't worth staying for.

This was said by other people as well, but I have to reiterate. We've lost so many people that the rest of us are drowning. We can't lose anymore. Unless their goal is to get all of us to quit. In that case, job well done.

I've been looking at how much my team has shrunk over the past year and it's pretty alarming. Some of that was layoffs, but a lot of it was people simply choosing to leave. I'm wondering if other teams are seeing the same thing or if it's just us.

I keep asking myself that same question over and over again. Why do we bother? People work so hard, they sacrifice so much, and what do they get in return? They get treated like they don't matter, walked all over, and eventually discarded. The people who actually care about this place, the ones who genuinely give a damn, they're all leaving. And who can blame them? There's no point anymore.

With nearly 89,900 full-time employees, why do the layoffs keep continuing—July 16, August 20, September 17...?

At this rate, it seems like this telecom company will eventually run without employees. Only the CEO and AI will be left to run the company and keep the customers happy. 😊

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.

This has become a common theme. Everyday on LinkedIn, several folks with head full of thick black hair announce joining IBM. And then there are those with gray hair and thinning hair who publish the post about the departure.

Adventist Health Systems West announced upcoming layoffs. A Worker Adjustment and Retraining Notification (WARN) was issued. The company is eliminating 115 roles across its western division. This change results from a new centralized organizational structure. Over 80 affected employees have accepted new positions.

https://www.sanluisobispo.com/news/health-and-medicine/article316365261.html

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

Just got out of a planning meeting with Managing Director. HIH is having another 3000-5000 seats prepped and our team needs to have SOPs and documentation ready, hire HIH now, and be ready to lose a chunk of US and IRE employees on 10/8.

I’m nauseous and over it.

I hear A layoff is approaching at Phoenix, AZ Peak location.
They are cutting costs with tenured employees and hiring
unlicensed people to train with no experience.

Microsoft is reportedly preparing to cut thousands of jobs as early as next week. These layoffs could affect less than 2.5% of its total workforce. Xbox, sales, and consulting roles are expected to be impacted. This move follows a pattern of tech giants trimming traditional headcount. The timing aligns with Microsoft's fiscal year-end budget review.

https://invezz.com/ie/news/2026/07/01/microsoft-layoffs-loom-again-and-this-time-xbox-is-not-the-only-target/

W South Beach & Residences will end its Marriott affiliation. The property will close for renovations on August 20. This transition will result in 337 permanent employee terminations. The layoffs are effective August 19. Reuben Brothers acquired the hotel in 2024 and plans significant upgrades.

Miami Beach, Florida

https://www.hoteldive.com/news/w-south-beach-miami-closure-layoffs-renovation/823752/

Don't know what got into our organization lately. They're moving all the leads into completely unfamiliar areas instead of letting them work on what they know best. The whole org just feels more and more chaotic. It feels like leadership has turned everything upside down. More people are leaving on their own, and layoffs keep happening too. I honestly don't know what management is thinking. Almost everyone in the org is disappointed with all these changes. Nobody seems to understand why they're doing this, but at the same time, it feels like if you push back or question anything, you're just putting a target on your back.

Anyone have any idea why this is happening? Forcing people to quit doesn't seem realistic, and if they keep laying people off, there won't be anyone left to do the work. The whole org is going to literally fall apart.

When layoff news haunts a company all year, employees don’t wait to be pushed — they leave before the door closes on them.

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.