#careergrowth

For those who moved up internally, how many jobs did you apply to, to get a new role internally? In the US.

Most people quit too late.

Look out for these 12 signs:

1. Dread Every Morning
   ↳This isn't a bad week, it's a pattern that won't shift
   ↳Ex: Your stomach drops every Sunday night before Monday

2. Growth Has Stopped
   ↳You've learned everything this role can teach you
   ↳Ex: You could do your job in your sleep and haven't been challenged in months

3. Values Don't Match
   ↳The company rewards things you don't believe in
   ↳Ex: Leadership praises long hours over real results

4. No Real Feedback
   ↳Your manager never talks about your future, only your tasks
   ↳Ex: Your last three reviews said "keep doing what you're doing"

5. Constant Small Lies
   ↳You're asked to bend the truth in ways that add up
   ↳Ex: You're told to tell clients a project is "on track" when it's not

6. Health Keeps Slipping
   ↳Your body is sending signals your calendar ignores
   ↳Ex: You've had three headaches this week you didn't have last year

7. Talent Keeps Leaving
   ↳Good people quitting is a signal, not a coincidence
   ↳Ex: Three teammates left in six months and no one asked why

8. Raises Feel Impossible
   ↳You've asked clearly and gotten vague answers twice
   ↳Ex: "Let's revisit this next quarter" - for the second year in a row

9. Passion Feels Gone
   ↳You used to care, now you just show up
   ↳Ex: You stopped raising ideas in meetings months ago

10. Trust Is Broken
    ↳Something happened that changed how you see leadership
    ↳Ex: A promise about your role or pay was quietly broken

11. Skills Are Stale
    ↳The market is moving and your role isn't keeping up
    ↳Ex: You haven't learned a new tool or skill in over a year

12. Gut Says Go
    ↳You already know, you're just waiting for permission
    ↳Ex: You catch yourself checking job boards every day at lunch

Staying too long doesn't just cost you time.
It costs you growth.

https://www.leadershipgs.com/newsletter

Stuck in grade 8 since last 7years and salary is 170k in Bay Area. Performance rating is always good with stock options(30k) alternate years, but no promotion. How is it for everyone? I'm pretty demotivated to put the same effort another year!

I remember when Dell actually pushed us to learn and grow. That seems like ancient history now.

For those who previously worked at CDW, I’d appreciate hearing which VAR you’ve joined and how your experience compares to your time at CDW. Many of us are exploring opportunities within VAR organizations that place a stronger emphasis on coworker value and overall culture, and your insight would be extremely helpful.

Got a phone interview scheduled with another company for this Friday afternoon. The position is with a local oncology clinic. Starting pay pretty dang close to what I make now after ten years. I didn't take the VSP, and obviously haven't been notified if my position within EBOS is being cut as I guess that's supposed to happen within the next couple of weeks or so. But with all that going on in CC with seemingly no positive changes on the horizon, it might be wise for me to, in the famous words of Cobra Kai, "strike first." What do y'all think?

Let’s motivate ourselves to leave. I’ve applied for 3 so far and I’m applying for at least one today. How many jobs have you applied for so far?

Experts are providing guidance on how individuals can proactively prepare for potential job losses. These strategies aim to mitigate the impact of unexpected employment changes. The advice focuses on financial planning and skill development. It encourages individuals to build emergency funds and explore new career avenues. Following these steps can help navigate challenging economic times.

Washington D.C.

https://www.wusa9.com/video/money/wheres-the-money/how-to-plan-now-for-potential-layoffs-wheres-the-money/65-87affe0a-ae80-4540-95e0-f3801e0a4e30

All through my years I was just delivering something for Oracle based on company /team requirements from top. Most of these are non-innovative, mundane, repetitive tasks occupying my time, energy, efforts. I have done some valuable things but are not rewarded for those. I was happy with 2% increments.

Here is the problem, your friends in other companies are seeing hyper growth for what you are doing now. Even in small company they grow big and paid more.
Its a hare and tortoise game. We run fast and want to rest in shade of Oracle tree thinking management directions will help us grow and move forward. Where the tortoises are winning.

Oracle is/has become a Political Junk yard.

It is tough out here finding a new job. If you have one with benefits and good pay try to make it work. It will get better some day, but it is really bad right now. I have been looking for a while after leaving Oxy and the whole job situation has changed. On the techinical side each opening (if it is really an opening) gets 100's of resumes if not more. A lot of the jobs are ghost jobs on LinkedIn and other sites, and it is just a je-k around of people trying to get your data and then selling it. I have applied to many jobs and got one Teams interview and that had been it. I know sometimes your situation might be bad at work, but believe me it is terrible out here on the job market. I am not with HR and just want to let all my old Oxy co-workers know how bad it is. Make the most of what you have in hand.

Hi, I saw a previous post mentioning that Cognizant's FDE role is intended to automate production delivery tasks.

At FIS, there are now internal FDE openings, and some employees are being "encouraged" to apply. You might wonder why I'm asking this here, but I'm interested in how others view the situation.
If the responsibilities of the FDE role are changing significantly and you decide not to apply for the FDE position, choosing instead to stay in your current role, do you think that could make you more vulnerable (immediate target candidate) during future layoffs? Or would you simply stay put and accept that risk?
I'm looking for opinions.

I had a long and mostly good career at Intel. I remember the early days, when it was demanding, but in exchange, there was a meaningful employer/employee relationship. Towards the end, and sadly like so much of tech, it is now just transactional, you are here for the moment, then not. In the last chapter of my career at Intel products side (DCG), I felt our mission and goals were always shifting with the rotation of VPs, job clarity and purpose were low, and you spent as much time navigating politics, turf and survival as you did actually focused on delivering anything to our customers. Still, I always saved, maxed out 401k, additional savings along the way.

When our team was hit a year ago, I took the money and ran. We only have one shot at our lives, so for the next chapter, I focused on finding a job and organization that had more meaning to me, and not about the pay or title. I landed a role that pays about 1/3 of what I made at Intel (was double digit grade level), but I have very clear job clarity, ownership, accountability, I have direct line of site where my contributions add value, there isn't a re-org every quarter, the management is stable. This is a much better space than the nonsense of working on ever shifting goals, and one day you are told what you do matters, and the next day the team is CPM'd.

The key, if you are there navigating Lip-Bu's 'you are born to suffer and work hard' mindset, is save, save, save, and as you have more and more socked away, your options beyond Intel, and beyond tech, grow, grow and grow.

I am grateful for the wealth accumulation Intel provided my family and I over the years, and I do wish the remaining Intel colleagues the best of luck, I hope Intel and those that are there succeed (still have stock), but have to say the employment experience - from the perspective of meaning and purpose - decreased significantly from the Intel I joined in times past.

Hey everyone! Does anyone have any recent job interview tips? It’s been a long time since I last interviewed, so I’m feeling a bit rusty. Please post some tips if you have any!

Hey everyone! Let’s help each other out—drop your best resume tips or favorite formatting hacks below so we can all level up our applications!

Has anyone else noticed that they are posting certain jobs as external only? Not allowing internal candidates to apply? I’ve also noticed that some of these external only jobs are remote, whereas all the jobs posted internally are hybrid at best. Anyone know what’s going on? What does this mean for career progression?

Any inspiring stories here on how you made the move to the big city leaving comfort zone to save your own job? What sacrifices you had to make and how did you decide to be mentally tough for the family to do so?

For those who have gone through the Branch Manager Trainee program or had experience seeing someone else go through it, I’d love to hear your thoughts. It seems like a much more structured approach than the old model of hiring Branch Managers and essentially throwing them into the role. Has the trainee program been worth the extra time, or did you feel it delayed getting into your own branch? Was there a job placement as a branch manager after 6 months or longer?

Last I saw, the pay range for senior BECs was something ridiculous like $78k to $130k. How much does the average senior BEC (or even lead BEC) actually make?

Is there still Ultimate Potential w/ new changes to S&D. Can it go down or up if I have Excellent / Outstanding for 2, 3, 4, 5 or 6 years after I’m 40yrs @ CL 27 or 28.

What’s the new promotion guidelines?

Or am I dreaming

Just read mine and it looked wonderful until it says I should do more. Ok I work 10-11 hrs daily yet my rating is "tracking towards below expectations" I felt I just got slapped.

Denied promotion once again.
Expectations of me growing higher and higher.
Doing great work and being praised for it, but because im not su-king off higher grades about sh-t I dont give a flying fu-k about, and not inserting myself in meetings unnecessarily, DENIED.

How does one start finding a job elsewhere ? I have 5 years of experience.
My interview skills have 10 layers of cobwebs and dust.

Face it, guys.

Layoffs are imminent. Even if your job is safe today, there's always a chance you could be affected in the next round.

Don't waste your energy stressing about what you can't control. If you have the opportunity to find a better job, take it. If not, keep preparing.

Fear won't help you. Keep learning, keep improving, and keep leveling up. If you're good at what you do, there will always be opportunities.

And before anyone asks—I'm doing the same. Whether I survive the layoffs or get laid off, I'm already preparing for the next opportunity.

Has anyone applied internally, was hired, then you were able to negotiate pay? I’m hearing there is a max of 8-10% from your current pay you can be increased. Is this true? I am going to apply for a position and have a great shot at it but need to be able to negotiate pay for this role.

The substack post below might be relevant to some of you

https://substack.com/@gregorojstersek/note/c-282587294

Simple playbook to make yourself valuable in the AI era:

1. Suggest/propose a new AI initiative
2. Implement it
3. Create a blog post about how you did it
4. Speak about it at a conference or meetup

Do this a couple times, and you'll build a great reputation.

Take it from somebody who was laid off last year. Looking at where the company is now, I can safely said that being cut helped me dodge a bullet. I'm honestly relieved to be out of there. Severance was more than enough to get me to my next job (took me close to three months to find one). My new job pays a little less, but it has better bennies and much better job security. I'm genuinely happy now. I know everybody is nervous with the wait, but just take this into consideration.

I'm always confused when people say they were caught off guard by layoffs. How? We know layoffs are always a possibility and every single person should act accordingly all the time. Save your money, keep your skills updated, update your resume, network, and keep an eye out on who's currently hiring. Make your own lives easier, folks.

When I was still young and naïve enough to believe hard work actually pays off. After the initial PDS review and all the excellent feedback, money savings...I expected top rating. Instead, I got a VG “above average.” I was so disappointed I took a couple of days off. During the PA communication meeting, they told me I didn’t have “global impact.” I asked my manager what that even meant, because I wasn’t assigned to any global projects, that was completely outside my control. He walked me around the floor, opened a huddle room, and said, “See? There used to be only one monitor here. I asked them to upgrade to two.” he also asked to" replace chargers because people complained about slow battery charging in the huddle rooms."
Seriously? These are administrative tasks. Do you really need a PhD and research assignments to do this?

Last year, MC and executive leadership pulled the rug out from under remote employees on extraordinary ratings and promotions: line and middle management got the news in late October, all employees in November. Only those classified as hybrid or on-site were eligible (which turned out to be largely a dud anyway), while remote staff were punished with a geo-code demotion that completely ignored cost of living. Hundreds, if not thousands, of employees who put in ten months of hard work were denied both monetary and career growth, severely degrading morale across the company.

Given that the CEO, MC, and execs are clearly pursuing a strategy of squeezing employees into voluntarily quitting (via the GCC build-out and other tactics), the question now is: has anyone heard anything about what's landing in Q4? Trying to avoid ... Fool me once, shame on you. Fool me twice...

RAISE US launched as a non-profit to retrain US workers. It aims to address job displacement caused by AI-related cuts. The organization secured $500 million in private and philanthropic capital. OpenAI, Anthropic, and Amazon are among its financial backers. Commerce Secretary Gina Raimondo co-chairs the new initiative.

https://www.thestack.technology/ai-layoffs-soaring-non-profit-retrain-workers/

https://timesofindia.indiatimes.com/technology/tech-news/oracle-layoffs-company-confirms-how-many-employees-received-email-from-oracle-leadership-at-6am-saying-that-we-have-made-the-decision-to-eliminate-your-role-as/articleshow/131930070.cms

Glad the Times of India confirmed this from the annual report. So many people. SVP’s and above who ruthlessly cut people off will be in the next rounds of RIF’s.

Larry and that C-Suite do not care who you are.

I have come to have a disdain for RIF’s and the immortality of it all. Lesson. Take your PTO. Work your posted hours. Trust no one at this company. Career growth will only come from moving out not up here.

At some point the true character of leadership is what they tell us it is. They stop being people and “act” on behalf of “the company” and that is why no one at these big companies should care beyond the minimum.

For anyone who hasn't realised it yet, any external AI used by DXC e.g. Anthropic's Claude Tag, means that everything about DXC's thin layer of "value" will be consumed by the AI.
This quite an irony - The business of DXC taking over IT departments and "leveraging" employees (i.e. shedding) is now being replicated to DXC i.e. DXC's existance is being "leveraged" by Anthropic (as well as all the other SI companies).

When you think about it, whilst this is a disaster for young DXC employees, its a great opportunity for those near retirement. Its no longer about someone leaving DXC for another SI, its about either leaving to work for an end customer or leaving the IT industry all together.

Anyone else attending these BS development days? They seem to offer nothing of value. On one hand they tell us to up skill and to shoot fly the stars, even though you need to have a buddy up top to climb the ladder. On the other hand the are low key hinting at replacing everyone with AI in the long run.

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?