In my experience at Amazon, line managers (5-20 people) still often act as if they have unregretted attrition goals.

It's up to the Sr managers and directors if they spread the 6% goal around all their teams, or let one or two teams "implode". But the line managers know that their team either needs to outperform other teams or that the performance management buzzsaw is likely coming for one or more of their reports.

Heck, I even saw directors and VP refer to "regretted attrition" and "unregretted attrition" in all hands meetings.