#career

I have struggled with a decision on the VSP offer. I have found myself really concerned if I accept and my request is denied it could be viewed by leadership, that I am not as loyal. Starting to see VSP offer as possibly an opportunity, If I felt I could stay without layoff that would be my first choice. Hoping any VSP acceptance does no appear as I don't want to be here any longer. How many other feel the same?

Whether more cuts will happen next month or later in the year, everybody should know by now they're coming. The best way to stay sane is to be prepared. Start looking right now, even if you don't plan to leave unless you have to. Have a plan B AND a plan C.

Getting let go made me realize my skills had gotten rusty. I'd been at NCR seven years and thought my resume was fine. Then I interviewed and saw how far behind I'd fallen. Finding a new job was much harder than it should have been.

I’m finally admitting it. I should have moved.

It’s happening in July. More layoffs, and direct doors into retailers. Prepare yourself, update your resume, and take care of yourself. They don’t care about you, and they are showing it once again.

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.

My department’s leader recently sent a note to all staff with directions to update our “My Career Story” in the HR portal area. She said the “critical fields” to update were education, external work history, career preferences, and relocation/work preferences.

Seems kind of odd. Anyone else agree?

How significant was it? Looking at a 25k paycut, not sure if Im crazy or not. Going from 95k to 70k but for a team I would prefer.

What are qualifications to become Director

Basically do you regret joining DXC?

I am fairly young and beginning my career, I’ve been with centene for 6 years and my VSP contract is not bad. I’m contemplating taking it and walking away but my only concern is that they do not even release my department. I have been through years of “we are rebuilding” and multiple job layoff scares. I have no idea what to do and it’s driving me crazy everyday since London crusty a-s sent that email.

They seem to be growing and doing big things

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.

are people looking for a new job now or going to wait it out and see if you get laid off?

Or in other words, what is your number? How much is enough for you to go to your boss and tell FU you won't see me in the office tomorrow.

My number if 5M, what is yours?

A general thread on who is hiring in O&G nowadays?

I used to secretly come to this website to get the tea on the company. Who knew I'd be the one giving it this time

Recent graduates, do NOT become a contractor for this place UNLESS you know for sure that you're getting a full time position within 5 months-1 year. I was a recent college graduate when I got the offer to work here but as a contractor. I was told that through hard work and due time, if they liked me, that I'd get a full time position.... that was 3 years, multiple layoffs, 1 managerial and 1 CEO change later when now, they've cut my contract after getting a $4 raise this year as well as new hires to help our team become more efficient. I must've joined at a sc--wed up time, how unlucky am i. I worked 35-40 hr weeks, was a positive employee and got along with all my co-workers, cafe staff, and people outside of my department. I was good at my job and even had plans to excel and show my skills to open up more opportunities and possibilities, you know the thing that my higher up wanted from me at the time. During my time there, I've dealt with so many unnecessary and unhelpful barriers being placed, low morale, empty promises, fatigue on every level, career doubts, being overlooked while being the most overworked, crying tears at my desk because I was in fear of the one thing that ended up happening to me- losing a job I genuinely loved being at. All those things happened at 24-25. Mind you, it was year 3 and people were still confused as to why I'm a contractor, why I don't have access to an employee portal, why I don't get fossil discounts, why I don't get fossil emails, why I don't get opportunities because of my contract....isn't that saying something???

After this, I'll make peace with It and move on through life. This is a stepping stone and I should treat it as such. I'm CERTAIN that other people may leave too, willingly or not depending on the AI progression. Oh and one more thing, don't scurry off out the building after giving some devastating news WITHOUT WARNING AND OUT OF NOWHERE. have some dignity and finish out the rest of the day like I did.

You can bring in a person off the street and have them run a prompt to generate code.

Is there opportunity for career advancement anymore once the merger goes through? My mates at BNSF say they don't see opportunities like they used to. The merger would mean more management to cull through already.

For those that have been laid off or have heard from people who got laid off, where are people landing?

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.

Why do I still work here?

Probable answers include, but not limited to:

“I’m close to retirement” (acceptable)
“The job market stinks” (bad answer; it hasn’t always stunk; you had plenty of time to leave when it was booming)
“Would have to accept lower pay” (possibly but su-k it up)

Either gonna quit or possibly just thug it out

Well ranked mid career expats resigning. Even with strong relationships and support from VPs people are choosing to leave.

I joined just four months ago but I hate it already. I got lucky and another company just offered me a role that pays a little less but is much closer to what I actually want and hopefully comes with less toxicity. I am grateful for the option, but I am wondering how much it'll be an issue for my resume in the future to leave a job after such a short time.

How long do you have to be in seat before you can apply out ?
Can you start applying earlier than 12 months ans is manager notified?

Does anyone know what happens if you apply for a job internally before the 1 year mark? Are managers only notified if you are selected?

Mainly those who were laid off? I'm just curious, because for me, as soon as they're gone, that's usually the last I hear from them, or they hear from me.

A position I was eying opened up and I was going to apply internally but then I stopped and really thought about it. Is there a point of investing any more of my career here or should I just start applying outside? Things have been messed up for a while and as much as I used to like it here, I'm not sure I see a bright future for this place.

How is it to work in this group? How is career advancement? thanks. Also, is 8 hours in office the actual expectation?

I used to wait around for management to fix things, to make things better, to give me a reason to stay. Then I realized that wasn't going to happen and I started looking. And now I have my first offer. You've got to take charge of your own life, because no one up there is going to do it for you.

I’m being asked to relocate as part of RTO to a location where my current skillset does not have long-term scope in ATT, so I chose to go to HQ that may offer more internal opportunities and some extended family support.

Now I’m second-guessing the decision. The move is coming up soon, and I’m worried about relocating my family only to face a layoff later because it is not the assigned location as per new presence indicators. What to do?

Which of the roles has the best job security and advancement opportunity? Need to get away from Fidelity where layoffs are over my head every month.

My career and life is so much better without Verizon
Thanks for all the severance money and vacation days I stole since I never marked them. Went to good cause paying for kids college. Verizon bucks and would never work there again. 30 years strong. Bye bye

I've been on both sides of this, and the fear of not having a job is just as bad as the misery of having one you hate. Watching your savings drain and your health coverage get closer to expiring is its own special kind of he-l. You still got a paycheck coming in, don't waste that advantage. Even if you think you're safe, it won't hurt you to start looking, just in case. There's a huge difference between getting to do it while still employed than when you're already without a job.

I left EM a little while ago to move to booming data center industry where they need capital projects people and pay better

Do some research and apply. Why not see?
Base Salary a little lower than EM but more than made up with near term cash and stock

Example. CL27/28 with 15 years experience can get you this
Base: 250k
Annual cash bonus: 20%
Stocks: $800k-$1.2M spread over next 4 years. No ridiculous 3 and 7 year waiting to get couple hundred XOM shares.
Basically $500-600k+ per year
And even know some CL 28/29 folks that are looking and can get closer to $800k all-in.

Or you can stick around and work with disrespectful people like Dan W or Carman M!
Good luck!

So few doing something about it. Start looking. Move on. You'll be so much happier.

Why ExxonMobil’s PIP Process Is Controversial

ExxonMobil’s Performance Improvement Plan (PIP) is controversial because it is widely perceived — and in some cases documented — as a performance-based exit mechanism rather than a purely developmental tool.

1. Official stance vs. employee perception
The company publicly says PIPs are meant to help underperforming employees improve and return to full performance Help from HR. However, internal discussions, employee forums, and media reports suggest that many PIPs are effectively “severance offers” for employees in the “Needs Significant Improvement” (NSI) category The Retirement Group+1. This is especially true when Exxon expands the NSI group to reduce headcount without using the word “layoff” Help from HR.

2. Timing and context
PIP-related workforce changes often occur during periods of financial stress or industry downturns, such as after oil price crashes or company losses Help from HR. In those situations, employees interpret PIPs as part of a broader cost-cutting or restructuring effort, not just individual performance issues.

3. Subjectivity and fairness concerns
Employees report that PIPs can be influenced by supervisor bias, peer feedback, and narrative alignment rather than objective performance metrics TheLayoff.com+1. Some describe it as a “tryout” where you must prove yourself quickly, and if you fail, your job is on the line LinkedIn. This creates anxiety and uncertainty, especially when the criteria are not clearly defined in writing LinkedIn.

4. Career impact
Even if you pass a PIP, some former employees say career trajectories can still be negatively affected Reddit. Others leave while on PIP to pursue better opportunities, citing the process as a sign that their role or future at Exxon is uncertain.

5. Pension and benefits considerations
While Exxon offers strong retirement benefits, employees note that pension vesting is long-term (often 40+ months) and 401(k) vesting is shorter (3 years) Reddit. This means the financial security of staying on PIP can be uncertain, adding to the perception that it’s a high-risk period.

In short: The controversy stems from the gap between ExxonMobil’s public description of PIPs as a development tool and the reality for many employees — that they are a performance-based exit route. This perception is reinforced by timing, subjectivity in evaluation, and the career and financial risks involved.