Whenever an employer implements policies that unpopular, you can safely assume trying to force attrition without paying severance is a goal, whether primary or secondary.
Of course, this has a cascade effect, where the people who have the most prospects and valued that policy not being true are going to leave, and then that has an outsized effect on organizational health, which pushes other people into leaving.
I heard it said once that someone on The Dana Carvey Show knew it was cancelled when they found the free food container in the break room, which they'd never seen anything but overflowing, was empty. I suspect that a number of executives are now discovering they have had similarly not-obviously-critical absences become the canaries in the coal mine for others, as well as how hard it is to change perception of whether people want to work for you.
Whenever an employer implements policies that unpopular, you can safely assume trying to force attrition without paying severance is a goal, whether primary or secondary.
Of course, this has a cascade effect, where the people who have the most prospects and valued that policy not being true are going to leave, and then that has an outsized effect on organizational health, which pushes other people into leaving.
I heard it said once that someone on The Dana Carvey Show knew it was cancelled when they found the free food container in the break room, which they'd never seen anything but overflowing, was empty. I suspect that a number of executives are now discovering they have had similarly not-obviously-critical absences become the canaries in the coal mine for others, as well as how hard it is to change perception of whether people want to work for you.