#advice

Watch and learn

https://youtu.be/5nbeGkLRSa8

I've learned that when you go above and beyond for a company that sees you as a number, you're only hurting yourself. They won't reward you or remember the extra hours, the extra effort, and the extra stress you put yourself through. None of it changes anything. So stop doing it. Do what you're paid for. Nothing more, nothing less.

Those who have gotten an offer, if they accept, they can still be refused? Is that true? What's the point then? I didn't get one, but if I did, man, I'd be pi---d.

I will be 3 steps removed from her? Is she a beligerent bulldog or sharp and savy?

Although I’m no longer with Centene, I still care deeply about its mission and the people working to achieve it. That’s why I’m taking the time to write this.

One pattern I’ve seen across large organizations is the belief that the next framework, consulting engagement, or AI initiative will unlock better execution. Those things all have value. They bring fresh ideas, experience, and structure. But none of them can replace organizational clarity.

When priorities change faster than results can be measured, it becomes difficult to know what actually worked. Strategies get replaced before they can be fairly evaluated, and organizations end up changing multiple variables at the same time. At that point, you’re no longer learning from the strategy. You’re learning from the interruption.

From the individual contributor’s perspective, people stop asking, “Is this the right direction?” and start asking, ”How long until this changes again?” Eventually they stop optimizing for outcomes and start optimizing for adaptability. That’s not resistance to change. It’s a rational response to uncertainty.

The same challenge applies to outside consultants. They can bring experience, structure, and proven approaches, but they can’t create clarity where it doesn’t already exist. If priorities, success measures, and strategic direction continue to shift, even great recommendations struggle because the organization is still redefining the problem they were brought in to solve.

Landing the plane…

If I could offer one piece of advice, it would be this.

Create the conditions for success before looking for the next solution.

Define what success looks like.

Decide how you’ll measure it.

Give your managers and teams enough stability to execute.

Give the strategy enough time to produce meaningful results.

Then let the data, not the calendar, tell you what needs to change next.

Frameworks matter.

Technology matters.

Consultants matter.

• Employees matter most.*

Every reorganization, every strategy shift, and every new operating model is experienced by people who care deeply about the mission and genuinely want to do great work. When people lose confidence that today’s priority will still matter tomorrow, the organization loses something much harder to rebuild than a process. It loses trust.

To everyone still there, don’t lose sight of why you chose this work in the first place. Your knowledge, your compassion, and your commitment to members still matter. Those things don’t disappear because the organization is going through change.

I sincerely hope Centene succeeds. The mission is too important, and there are too many good people working every day to make a difference. My hope for leadership is simple: create the clarity, stability, and trust that allows those people to do what they’ve always wanted to do…serve members, support one another, and do their best work.

✌️

• AI helped me tighten the writing. The observations, opinions, and experiences are my own.*

I hate that phrase. I am so tired of it. Anymore leaning in and I’ll fall over. Fall over I guess really means burned out.
Ever notice how meetings begin with gratitude and then ask us to do more? Like it’s up to each one of us to fix the culture that rotted from the head prior to Hemsley’s return. There comes a point where the boat can’t right itself and I’m not talking about financially— they’ll fix that. It’s the purpose, drive and passion for your profession they can’t restore because they broke it and don’t even know it— or at least refuse to take ownership of that fact. Still, we lean in, we are met with gratitude, take more surveys and in the end it’s just the same sad thing over and over. Take your PTO, turn off your phone, hug you wife, husband, kid or neighbor. That’s my advice

what are y’all getting? and are there any good deals by other retailers right now?

I’m thinking about getting an adult coloring book and some markers to focus on something and calm my nerves. maybe some puzzles and word finds too.

advantages/disadvantages of now informing your PL (you have a great relationship with. Mutual respect). Common courtesy?

If you're planning to leave (and who isn't, right?) here's some advice from someone who's been around. Pay and title matter, but culture and environment matter even more. I focused too much on the first two and ignored the rest. Don't make the same mistake.

Abandon Hope, All Ye Who Enter Here.

What is the difference between CA and CR?
Serious analysis only ;)

I still haven’t been assigned the "Advisor" role but maybe EM HR could take a break from whatever it is they think they’re doing and actually focus on the mountain of harassment, as--ult, and misconduct complaints piling up every single day. Or, bare minimum, learn how to handle onboarding/offboarding without turning it into a circus. It’s honestly embarrassing at this point.
Meanwhile, you all seem to have endless time to post and comment nonsense on this site. As if paying your little pets to flood Glassdoor and Indeed with glowing fairy tales wasn’t enough, now you’re suddenly uncomfortable when people start revealing the dark truth and exposing dangerous individuals (initials, names… the whole thing).

1. Do not trust anyone at Boeing you work with; co-workers, college friends or managers. Any of these people will not hesitate to stab you in the back if they believe they will get ahead doing so.
2. Do no more than the absolute bare minimum in preforming your job. Never take on any additional work because there is nothing to gain for doing so.
3. Don't give your manager, lead or coworkers your cell number. Once you are off the clock for the day you have no obligation taking any work-related calls.
4. Never delay taking any PTO due to work obligations.
5. Do not consider becoming a Whistleblower. If you do decide to, you better first contact the FBI and ask them to put you in the Federal Witness Protect Program.

As I reflect on my life and career I have learned that no one is in charge except me. Yes there are so so many things we can’t control. You have to adjust and do what is best for you. Trust your gut. One door closes, another opens. Be true to yourself and never give up. We will all get past this. Stay positive and resilient. Wish all you better days, it will come, just have hope!!!! At the end of the day we are all human no matter what position you have or what money you make.

Is “Advisor” the new Exxon retirement plan?

Every week I see another Advisor, Advanced Advisor, Senior Advisor, Expert Advisor, Strategy Advisor, Effectiveness Advisor, Change Advisor, etc.

At what point does a company have more advisors than people actually doing the work?

Asking for the engineers, technicians, operators, and researchers who are somehow expected to absorb the workload every reorg.

Should I leave a competitor to come work for P66? I currently have 8 years where I’m at now!

The why……Currently unhappy with the politics and d-mb ranking system. I know every job has a downfall but unaware of how P66 operates!

I’m excited about my new role but I need help updating my LinkedIn profile. You better send me good suggestions if you don’t want to end up being eaten by sharks with lasers. Here’s what I have so far:

Visionary leader with a proven record of getting agreement and buy-in from all stakeholders. Skilled at tough negotiations. Recognized the world over for his outside the box and creative solutions to difficult problems.

Citi is on a path of steady decline. It will keep shedding employees, it will keep shrinking until there's barely anything left of what once was. And then even that small remaining piece will collapse and take whoever is still there with it. So here's my advice. If you're smart, you won't wait around for that to happen. You'll be long gone before the end.

I’m considering a move to Truist. By the looks of it, Truist has high managed account fees, unattractive compensation grids, leadership turnover, etc. What are the benefits for being a financial advisor at this organization?

Any actual advice on how to successfully get more money from this company. I know most of you will say to leave/find a new job but real advice will be welcomed.

I just started a couple months ago. I love my job, coworkers, and even my boss. I finally enjoy what I do at work but then this happens. I could have an option to work as an apartment manager but I would probably have to leave before August. Is it worth staying? I would hate being an apartment manager but seeing how my last job ended with a layoff I saw recently how horrible the job market is.

Cringeworthy LinkedIn profiles for regional vp’s.

Staged store photos of everyone holding bogus awards or giving the camera the number “one” sign. (((Cringe)))

Describing jobs and management positions as “amazing opportunities “. Using words like “golden store”. “Winning team”. It makes my skin crawl. (Cringe)

It’s so misleading it’s actually very sad

Yet some poor soul will believe this and apply for one of these jobs

If I accept the VSP, do I have a better chance of being accepted then if I were to accept on Jul 1?

Somebody asked this in another thread with no answer so far. I'm hoping somebody here might know since I'm curious about it as well.

Give us the scoop on Lyons. Already sent corporate email to all of Truist saying hello. More info coming soon. We are ecstatic to get rid of our current CEO to a forced retirement.
What does Mike think about hybrid. Working from home 2-3 days a week?
From the Fiserv message board, looks like he joined Fiserv to be an axe man, now he is dragging his axe out to the next victim (Truist bank).
Does he realize most companies, especially in the financial sector are very top heavy.
Does he get rid of management, or the people at the bottom doing all the work.
Thanks for any advice you can share.

What would make you think, hey, this might not have been such a bad thing after all?

I'm considering taking a job working with Rx health plan clients. Is this a good department to work in? Any information is greatly appreciated because I don't want to leave my job for a worse opportunity.

We could have ended up with somebody who has absolutely no idea what he/she is doing. At least there's that to be grateful for.

Log in
Do your best that you can or want to
Take your breaks
Take your pto
Get paid
Leave

Here in Houston HR likes the staff to be young from top schools. Now they will face challenges as XOM looking for gas. XOM knows something is about to occur and gas assets are more fungible than oil in today’s market.

Making your boss look good is a time-tested strategy for climbing the corporate ladder at all companies not just Verizon.

It doesn’t matter if they’re incompetent, or dishonest, or a je-k. Try to accomplish whatever goal they’re being graded on in a highly visible way. Don’t worry about the consequences of poorly thought out plans. That’s not your job. Pay lip service to whatever they’re paying lip service to.

This advice also applies to the Pulse survey. The correct answers are always everything is great.

I’m not being facetious. This is 100% real advice!

As a fresh grad. when I joined CDC design Verification (DV) , team used to have a great, merit based culture where technical decision were driven by logic and data.
Recently, a leadership change at the top for DV ruined this dynamic. The top lead lacks a technical verif. background, makes unilateral decisions, and pushes aggressive deadlines just for his upper visibility and no techincal contribution for him.
We went from a collaborative team to a strict "no questions asked" environment.
Feeling highly demotivated and could sense the same with my peers and leads.
need advise - is it worth speaking about this to the lead? is this kind of one man pushing his view normal across Qualcomm or is it a major red flag and i should start looking outside QCOM?

I left and now I regret it. This place isn't perfect but it's still better than most.

https://presentofcoding.substack.com/p/please-switch-to-python

Stata can’t. SAS can’t. SPSS can’t. MATLAB’s answer is “call Python from MATLAB.”

even where these tools have some capability, it requires calling Python, or expensive licenses, or both.

I’ve rarely met anyone who learned Python or R after switching from Stata or SAS and said, “I wish I were still working in those.”

Probably the only way out of this mess is to make FOSS illegal or legally cripple its usage within the country and, if possible, around the globe. There are movements afoot…

With headlines buzzing about SpaceX and other high-profile private companies, it is tempting to rethink how we invest for retirement. But should that excitement push you to self-manage your 401(k)?

For most investors, 401(k) plans are built around long-term stability, not chasing hype. Broad index funds remain a reliable foundation because they spread risk and track overall market growth. While standout companies can capture attention, they are often inaccessible or highly speculative, especially in retirement accounts.

Self-managing your 401(k) can offer more control, but it also demands discipline, research, and a clear strategy. The real question is not whether a company like SpaceX is exciting—it is whether shifting away from diversified investing improves your long-term outcomes.

Before making changes, consider whether your motivation is strategy or simply reacting to market buzz.

One of the most frustrating things about searching for a new job is the rambling and vague job descriptions.

You typically have to wade through two long paragraphs describing how absolutely awesome the company is and how they’ve revolutionized their industry only to reach the vaguest of job descriptions and a laundry list of requirements that no single person on earth possesses.

Things would go a lot more smoothly for the recruiters and the applicants if they:
1- Reversed the order: job description and required skills first followed by bragging about the company and the benefits they offer
2- Separated the desired experience and skills into must haves and nice to have

If they did that, potential applicants could easily decide if they’re a good fit or not and there would be fewer unqualified applicants for the recruiter to reject.

Any tips for dealing with this?

Please be very careful if you are going to go to a link in a post on the site. From what I can see most people are just doing it to try to be helpful but I hight recommend against just copying, pasting, and navigating to the links in posts asthey could very well be phishing attempts or other things of the sort....

People ask me where they should go to work, and I always tell them to go to work for whom they admire the most. It’s crazy to take little in-between jobs just because they look good on your resume. That’s like saving s-x for old age. Do what you love and work for whom you admire the most, and you’ve given yourself the best chance in life you can.