Everyone keeps talking about attrition

Everyone keeps talking about attrition. But what does that really mean in the context of workforce adjustment?

When organizations are faced with the need to find cost savings, a first glance often turns to attrition (leveraging natural departures rather than cutting roles outright). It’s a less disruptive path that can ease transitions and avoid direct impacts on individuals.

So what does that mean in the context of government?

It could mean a few things:
1️⃣ Choosing not to renew term positions that already had a defined end date
2️⃣ Letting natural retirements unfold
3️⃣ Reassigning work across existing teams rather than posting a vacant position
4️⃣ Adjusting organizational structures to better reflect evolving priorities

When departments are expected to identify year-over-year cost savings, we often hear attrition as a consideration for year one.

It’s a practical first step that avoids formal workforce reduction processes while allowing space to realign priorities. But even early, less disruptive actions like these present an opportunity to think strategically about the future of work.

As leaders, it’s important our teams understand where and how cost savings might emerge.

While many of the details will remain protected under cabinet confidences, we can provide clarity around mechanisms like attrition. Sometimes, simply naming what’s happening—rather than leaving it unsaid—can help reduce the uncertainty and fear that naturally arise during periods of change.