#careergrowth

Ingka Group, Ikea's largest retailer, implemented an AI chatbot for customer service. The chatbot handled 47 percent of customer calls, potentially displacing 8,500 workers. Instead of layoffs, Ingka Group retrained these employees for new roles. They now provide premium interior design services, creating a new revenue stream. This strategy generated €1.3 billion in 2024 and avoided job losses.

https://www.inc.com/stephanie-davis/layoffs-workers-ai-ikea-leadership-playbook-grow-revenue/91364108

I’m relatively new to the company and keep reading stuff about high potential employees etc.

Do Hi-Pos know that they are that or can you just infer from roles you get. If you are told are you informed about career objective or other things. Curious as to how this works. Sponsor, mentor, other related things?

I interned at Centene last summer into the fall which was my last semester of university. Feels like the entire world is unstable. I don't qualify for the VSP, but feeling so so anxious and depressed about the layoffs coming in August. I just started my career. However, I've been working to the bone for this company so far (I work in IT). I know most of you guys on this website are older and have much greater responsibilities (kids, mortgage, etc), but I can't help but feel like things are doomed.

If you’re one of the 13,000 employees who were laid off last year, you’re probably aware that the waiting period has ended and you’re now eligible to apply for roles within the company again.
That said, unless you have someone actively advocating for your return and pushing to bring you back in, I would encourage you to look forward rather than backward.
From what I’m seeing, especially on the wireline side of the business, the company’s focus appears to remain on restructuring and efficiency initiatives. They continue hiring leadership and management talent aimed at identifying operational improvements and reducing costs, which often translates into additional workforce reductions.
Experience and institutional knowledge alone may not be enough to secure a return. If you’ve developed new skills that align with where leadership is trying to take the business, your chances may improve. Otherwise, it may be more productive to pursue opportunities outside the organization.
It’s unlikely the company will bring people back into the same roles, at the same compensation levels, to perform work that was previously eliminated. At some point, it makes sense to shift energy toward building the next opportunity rather than waiting for the old one to return.

whoever got laid off, what's going on in you lives in terms of hunting? did you find anything? care to comment a crisp daily routine and approach you are doing to get back on feet again?

Senior sponsors are often only a few years ahead of retirement or so I wonder what happens to their hipos if they leave or are forced out ?

I have spent the last decade and a half working forty plus hours a week and I have nothing left to give. My health, my hobbies, my relationships, they have all taken a backseat to just surviving work. And I have several decades of this left. Is life really supposed to be like this?

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?

Basically do you regret joining DXC?

Curious if anyone has been successful in getting a new position after retraining?

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.

15 Signs Your Company Stopped Investing in You

You'll see 8. Your boss won't mention any.

You haven't been told.

The behavior changed anyway.

Here's what to watch for:

1. Your career conversation stopped being scheduled.
   ↳ What isn't scheduled isn't happening.

2. Your boss stopped asking what you want to learn.
   ↳ The question follows the investment. Both stopped.

3. Cross-functional projects stopped coming to you.
   ↳ The invitations dried up because the plan did.

4. You're not in the budget planning conversations.
   ↳ The invite list shows who matters upstairs.

5. Your review stopped including growth language.
   ↳ "Meets expectations" is a quiet decision.

6. Your one-on-ones got shorter and less frequent.
   ↳ Time spent is a signal you can measure.

7. You get steady work. Your peer gets the launch.
   ↳ Stretch goes to who they're still investing in.

8. The training budget went to your direct report.
   ↳ The bet shifted. Nobody told you.

9. New hires are being mentored by your peers.
   ↳ Mentorship signals who still has runway here.

10. The capex you proposed went to your peer.
    ↳ Development capital follows people, not roles.

11. Your boss stopped introducing you upward.
    ↳ Sponsorship is the resource that runs out first.

12. Your skip-level got canceled twice in a row.
    ↳ The cancellations are the message.

13. Your conferences got cut to local only.
    ↳ Travel budgets are a clean signal of priority.

14. Your development budget got smaller.
    ↳ Some budgets don't get cut. They just vanish.

15. You're reading this and recognizing 8 of them.
    ↳ The pattern has been speaking for months.

https://scorecard.plantmanagerblueprint.com/

Before, if you worked hard here, asked the right questions, and applied when a better role opened up, you had a real shot. Lately, that hasn't been the case. It's like all the internal postings are advertised just for the sake of appearances, while the roles are already reserved for pre-selected candidates. Tell me I'm wrong.

This used to be a place people wanted to work. Good projects, good reputation, and good future. But now it has turned into a dead end for so many people. Nobody expects to grow or learn or advance here anymore. When did we turn into that kind of place?

Guys when we are capable of doing great things then why should we stay here? I literally felt employees here are value less. A lot of changes, every email from Dan seems to be like " Thank you for the work you done till now " . Had already started my preparation. Lets start and let's move.

Verizon Business Group is riding its managers until their legs fall off. They’ve turned this department into the USSR. Every call is monitored down to the second, including time between calls.

At this point, Verizon Business should be viewed as a stepping stone to your next career move. Since taking the B2B SAM title, my LinkedIn inbox has gotten a lot more attention. Even R2B titles are being converted to B2B.

Get the experience, build the resume, sharpen your skills, and leverage it into your next opportunity outside of Verizon. Corporate America will use you if you let it. Make sure you’re getting something out of it too.

Normally people 'stick' w/ company max seven years. It is rare to see the majority of them with ONE company for more than 30+ years! It always makes me wonder how 'relevant' they are compared to outside work force. First time I have seen/witness a company with many veterans. Back in the old days, it was bad/negative if resume shows "job hopping" , or working for name brand established companies. This generation is looking for 'fresh ideas' 'out of the box' ...Who moved my cheese

The money used to make the stress worth it but weak raises ki-led that advantage years ago. Now there's no path up, no relief in sight, and I'm starting to feel like an id--t for still being here.

I’ve worked here a little over two years and have seen a few people leave, but none of them mentioned getting a better offer to stay. At past jobs, managers sometimes tried to match pay or move people into a different role. I’m not sure if that’s something this place does. Has anyone seen it happen, or is notice usually just accepted?

Staying quiet when someone stole my credit cost me a promotion and I regret it every day.

I keep my skills fresh, paid for a resume rewrite, network constantly, and still nothing after five months. The interviews I got went well and then they just stopped responding, which somehow hurts worse than a straight rejection. What else can I do?

I thought losing my job at Citi would hurt more, but it turned out to be freeing. The nonstop grind and scrambling just wore me down day after day until I could barely remember what normal felt like. I won't lie, it stung for maybe a week or two, but now I'm just relieved to wake up without that weight on my chest. Found a new job within two months, so there's that as well. All in all, a net positive for me.

Has anyone moved internally recently? Has anyone had luck or grass greener doing this?

There are tons of people who want to see you fail. It makes them feel good about inactivity on their part and when you succeed, jealously sets in. Most posters here will apply their situation as a blanket across the regions and make the bold insistent claims that its impossible to find a job outside, well, not so much. Among all the noise here and all the hecklers, one buddy of mine is leaving at 30% more and another at 50% more. Yes, that’s right a whole 50% more.

Their secret, head down, research, search, apply, move on to another job board and don’t give up. 6+ months later, they are moving on. Don’t listen to the clowns on this board who’ll try to verbally beat you down and manipulate you into not even trying.

Hey, guys wondering which orgs should I consider transferring too. I want know which STS are green or red flags. I’m currently an associate engineer with continued meet standards in CET,RWT and I keep getting things blocked due to budget related stuff. I’m tired of my org not evaluating me fairly so I’ll be applying around again.

I finally decided it was time to give up on FIS and started applying. Honestly, this company makes you feel so sh---y about yourself that I went in thinking I wouldn’t be able to land anything.To my surprise, a couple weeks in, I have two offers, both paying significantly more.
Put yourself out there. Believe in yourself. Don’t let this record breakingly bad executive team and their leadership make you lose confidence in your future.

Has anyone been promoted in their current role without needing to switch jobs or apply for a higher title job posting

For my second assignment rotation, I scheduled a meeting with the manager of the proposed team to understand their work. He repeatedly said he was not technical and redirected me to a senior team member for any meaningful discussion. Once I joined the team, the actual dynamics became clear.
The team was composed of a handful of senior employees who had been in the same roles for many years, and a large group of junior employees. The senior members were effectively running the team: assigning projects, controlling opportunities, and shaping the juniors’ career paths. They were doing this largely unchecked because the manager's lack of capability .An unhealthy power structure. The senior employees had formed small internal cults and were actively recruiting juniors into their groups. Their influence came not from leadership ability but from the manager’s incompetence and dependence on them. When evaluating his own team members, he relied entirely on the same senior employees who were controlling the work and saving top ranks for themselves.

I’m curious to hear honest and objective opinions from others about why so many employees seem unhappy at Truist. What is it about the employee experience that feels so negative? Is the culture at Truist actually worse than other banks, or is this just how banking is everywhere now?

To be fair, Truist did help me gain valuable experience in a field where I wanted to build my career. For that, I’m grateful. But looking back, I honestly feel like it would have been better for my career if I had stayed only 2–3 years and moved on.

From my perspective, long-term growth and advancement opportunities here seem extremely limited. Leadership constantly talks about “upskilling,” “career development,” and “training,” but in practice there are very few promotions or meaningful opportunities to advance, at least in my area.

I’ve been in the same role for years now and feel completely stagnant. I’m no longer learning or growing professionally. At this point, it feels like I just log in, do the work, check the box, and move on with my day.

What’s concerning is that I’ve become so complacent that the idea of being RIF’d almost feels like it would be a positive because it would force me to move on and try something new while collecting severance. I’ve never felt this disengaged in my career before.

What makes it worse is that many people on my team who have been here a long time seem mentally checked out as well. The overall environment feels stagnant and low-energy.

Interested to hear from others, what do you think drives the negative employee experience at Truist? Is this unique to Truist, or just the reality of large banks today?

He-l, use up your vacation while you're at your new job!

My experience so far hasn't been great, most places don’t even respond and the few that do say they already have way too many candidates for the same roles.

I’ve been thinking about searching elsewhere, but I wonder if this is just a sign of the times, or is Optum especially bad about having layoffs all the time? Will it really be better if I leave?

WORK-Lexington and Kentucky Career Center are assisting laid-off employees. They are helping those affected by Fayette County Public Schools layoffs. A virtual job fair is scheduled for June 17. The event will run from 10 a.m. to 2 p.m. Employers statewide can participate in this job fair.

Lexington, Kentucky

https://www.wkyt.com/2026/05/27/job-fair-be-held-those-affected-by-fcps-layoffs/

I have seen this happen to several people I work with. They are so good at what they do that management refuses to move them up because filling their current role would be too hard AND they make them look good. They're basically being punished for being competent.

Most employees appear disengaged, simply completing their assigned responsibilities and leaving at 5:00 every day. There is little motivation to exceed expectations because most people feel that exceptional effort is neither recognized nor rewarded through promotions, raises, or bonuses. This has proven to be the case at Truist.

Employment is ultimately a two-way agreement between employer and employee. However, the expectation at Truist often seems to be that teammates should consistently go above and beyond in every aspect of their work. In reality, employees are compensated to perform the duties outlined in their roles. As a result, most (including myself) have adopted the mindset of doing only what is required for their role, since additional effort does not appear to lead to meaningful financial or career advancement.

Well said, @a7+1krek386h.

Been with the company for 5 year, first 4 1/2 years in the same role. Applied internally for another role and got the job 6 months ago. I see another role that I think is a better fit for me, am I allowed to apply or do I need to stay longer at my current role?

I was just informed that it’s being recommended that I be placed on a coaching plan. I wanted to better understand the expectations and implications of this process. Specifically, should I view this as developmental support, or does failure to meet the outlined metrics potentially put my employment at risk?

With how often we have layoffs, all of us have two choices. Run ourselves into the ground and hope for the best, or just kiss up to our boss and call it job security. One is a gamble. The other is gross but effective. Pick your poison.

Was asked to persue this. What are the real upsides? I read 15-20% base pay jump based on quartile (I’m in top already)? Seems slight for the order of magnitude of workload increase I may see. If offered has anyone negotiated up, and to what? (30% was my gut)? To what %? And beyond base pay what perks are LL5 to offset the (seemingly) minimal pay bump?

The sole purpose of D&S is to ensure that Hipos rather than the most qualified candidate is selected for the best roles. Ranking follows role meaning that your ranking is highly dependent on your role being visible and valued by management. The cycle perpetuates.