With Farl’s resignation this month, the IT group at work lost its fourth employee in just five months.  None of those positions have been backfilled because we’re under a hiring freeze (a hiring freeze which, by the way, is quite selective as my team has processed hundreds of new hires since it was implemented in March).  Regardless of the obvious disparity with how the hiring freeze is applied, the IT support teams have been under tremendous pressure for the last six months to do more work with fewer resources and to take regular verbal abuse from upper management and anyone else who wants to join in.

Following on the heels of Farl’s resignation came notice that the IT security manager would be leaving next week.  And that makes five — in five months.

With no hope of backfilling these positions and more work being thrown at us daily, I know for a fact that more people are looking to leave.  In fact, many more people will be leaving as soon as they can.

Despite making it clear many times over to management that attrition is going to be a major problem (I started ringing that bell late last year), the company continues to push harder and harder while reducing staff and increasing workloads, all while treating employees like so much dirt.

At least Farl and the others got out early.  Now it’s a race to see how many more can leave before the place either gets the point or falls on its own face.