#careergrowth

If you're able, get licensed and the FPQP designation. I know it seems intimidating but you know more than you think.

Tenured BOAs are being let go through teaming. Remember all that dust we kicked up about our pay? Yeah.

Be prepared.

I've been here for 24 years. How do I even start looking for a new job if I'm laid off? I haven't interviewed in more than two decades. I'm scared to even think how much things have changed. I wouldn't know where to start.

Nobody talks about how job hunting starts to eat at you after a while. You send out applications and hear nothing, and eventually you start questioning your own abilities. I used to know what I brought to a team. Now I'm not so sure. How do you hold onto your sense of self when the market keeps rejecting you?

McDowell Technical Community College is offering services to displaced workers. This initiative responds to recent layoffs at Baxter Healthcare. About 90 employees in McDowell County were affected. The college provides career guidance, skill upgrades, and financial assistance. Services include resume development, interview preparation, and short-term training.

https://mcdowellnews.com/news/local/education/article_79348e52-8d4e-4182-9153-fc2a7db50fbb.html

Pros: a few decent coworkers who aren't management.
Cons: everything else. Bad management, zero work-life balance, toxic politics, no growth, no security. The list goes on and on. Says a lot when the only good thing is some of the people.

Got a promo and a new career level, not sure if that maps to anything (Salary range/ VC target range, etc)

Anyone have examples of people doing awesome things after leaving Exxon?

But younger people should definitely not waste any more of their time. There's no future at this company, and even if there were, all of you could do better somewhere else.

The summary is work even harder and hope for the best. Really annoying to say the least

Is there a rough estimate out there on Workday? Going from an entry level role to Senior title? Going from a Senior title to a 'Lead'?

Anything I can do about this? I was told by the new manager that she wanted to hire me and was going to speak with my current manager to talk about transition plan while they find someone to backfill my role. Now I'm being told that I can no longer transfer since what I support is critical and they wouldn't be able to hire someone fast enough.

Now I feel stuck- any recourse or am I SOL and just need to apply externally at this point? From what I've read here seems like current manager can't block/stop you from applying /accepting other roles but seems like it depends on your situation/which team you would be leaving, I guess if it's critical and you have no backup it's not possible.

I'm stuck at T3 for 5 years doing the same job as T4s on the team. Issue goes back to legacy roles where 3 roles got rolled into 1 and some got stuck at T3 and others got to keep T4. 5 years later I'm still getting paid $50k less than them. Is this just the way it is at SAP?

Another year of going above and beyond with no reward, doing all the things picking up slack for team mates and being held to a higher standard than others, taking on extra work and still just meets and no financial or professional reward or compensation. I’ve been here 7 years and I’m tired of the bs

I have applied to 200+ jobs in the past 1-2 months and I’ve heard nothing back, not even rejections. Where are people applying for jobs and actually hearing back for interview requests? I am a Business Analyst with a data skillset.

1. Capped earnings — introducing plans where up to 60% of payout is effectively unreachable.
   1. Rigid RTO mandates — reversing years of successful remote performance with no clear productivity rationale.
   2. Artificial gating — 50% storage gates that suppress commissions even when deals close.
   3. Unattainable quotas — targets set beyond realistic market conditions to control compensation expense.
   4. Remote = stalled careers — limiting promotions for employees who remain remote despite proven results.
   5. Frozen pay growth — eliminating merit raises regardless of performance.
   6. Commission erosion — reducing or eliminating commission opportunities that once defined sales roles.
   7. No in-role advancement — blocking progression within current positions, removing career pathways.
   8. Constant quota changes — moving goalposts mid-year, undermining trust and planning.
   9. Vanishing checks — commission statements that frequently fail to reflect closed, booked business.

I’ve completed my appraisal diligently every year. And every year it’s the same outcome: a “2” rating, talk of a pay rise… which then slips, slips again, and suddenly it’s appraisal time all over again. Please do your appraisal.

My role itself isn’t very fulfilling. There doesn’t appear to be much of a pipeline, yet there’s also no conversation about letting me go. I’ve applied to leave and been turned down. I don’t particularly want to become “the new guy” yet again in a technology I’ve never touched, especially when the promised training never materialises. You’re left to struggle, only to see the company later hire people who have been trained elsewhere—and happy to pay them more per month than the cost of the training course would have been in the first place. Who are bloody useless as have no business knowledge.

So I’m genuinely asking:

• Do I decline to complete it?
• Do the bare minimum?
• Make a proper effort in the hope of a pay rise that never seems to come?
• Or be completely frank and say how things actually feel?

Interested to hear how others approach this as the deadline is this week.

Just got word from a friend who is a manager that only 0.25% (1 in 400) employees will have the opportunity to receive a promotion in 2026. This is supposed to be very hush hush and hid from employees. If offered a promotion, you will get 4-7% of a bump in pay.

This might have already been said before, but I couldn't believe it. If I get exceeds every trimester, I will still not get a promotion is what this manager said. It might have to get approval at GP level.

I might have been naive with everything. Time to start looking at other jobs.

Has anyone had their raise talk with their manager yet? What % raise are people getting? I haven't had mine yet.

If you have one, great. If not, start expanding your skills.

No. I won’t be going skiing. I will be at home, on the couch watching YouTube Tube or cutting the grass. Or some other low cost activity. Or sitting around thinking and planning how to increase my income.

How many of you have experienced this?

Listening to HR discuss how to move up in your career is such a joke. The company is reducing expense everywhere they can, eliminating positions, and have completely shut off the promotion pool as part of the yearly promo / merit changes. If you want to move up, you have a better chance leaving the company and then applying to a higher position somewhere else in the company (as long as you have 18 months to ki-l).

Can someone clarify whether there are formal guidelines or norms around reporting structures, specifically, whether Senior Directors can have only Band 4 roles reporting to them and no Band 5 (Principal/Director) roles?

I grew up in Midland and worked for Pioneer. I am watching with alarm as jobs are being shifted to Houston, Argentina, and India. It looks like the only jobs that will be left in Midland are operations. I am an engineer. Pioneer offered career growth and I could stay in Midland. Looks like that option is dead. Time to jump to a competitor and hope someone doesn’t buy them and do the same thing.

sooo who are the lucky ones that got to become an AVP today

You get to work remote PLUS level up a job grade!

Every time I bring up the topic of a raise with my boss, it gets dismissed. Meanwhile, the cost of living continues to INFLATE, and I’m struggling to make ends meet at home. I’ve been actively searching for other jobs. Applying to jobs every single day but all I’ve received so far are rejections.

In light of the new total rewards framework, is it now better to be T3 or T4?

Hello..

Hope you all are having a better start to the year than me!

I need advice on what should I do to protect myself and if there is even a remote chance to protect myself or is the writing on the wall loud and clear ..

I am a P4 - LBEC...

1. May 2024 - I was displaced. While on notice, in August 2024 - I was re-hired in this current role. (different role/org/manager)

2. Mid year rating in 2024 - IM (I was not even there to get the rating, was already displaced) , 2024 end of year rating from the current role - IM - I was told as I started in August (it should be 'new to rate', but as I am a re-hire, the mid year rating will be CF).

3. 2025 - Mid year rating is a Meets. Regular manager check-ins "you are doing great, keeping doing what you are doing"...November I receive a Manager spotlight award..

4. End of year review - IM.. I was shocked to say the least.. when I asked my manager, he said, its not his feedback but a matrixed feedback in the calibration and also when comparing with other P4s.. I even pointed to multiple stellar 360 feedback I received contradicting the matrixed feedback, all my manager said, these 360 feedback is from your stakeholders and people you worked with, but they do not report in our org and was not present in calibration... I was speechless but did not challenge it. .. did not know what to say !

5. I wrote an email back to my manager and cc'ed skip level - not to challenge but to point out all this and that i was never ever told that I am an IM.. no response from either..

6. Yesterday Manager told me of course no raise no bonus for me...and he saw my email.. and he agrees... the feedback should have come sooner than calibration.. but as he is new.. he is also learning...

That's it...

1. I am now in another team, supposedly reporting to another manager, but she put her papers down, so I am back to square one reporting back to this manager again.. who has no clue of what i am working on.. and honestly does not care or has any interest..kept telling me we will continue this until a replacement comes in..

I am definitely looking for jobs .. but also wanted to understand... what can I do to protect myself or change this "I was new or yes I agree feedback should not wait until calibration" narrative... or is this all a strategy to put me in PIP and eventually let go ?

Thank you all for your time and inputs.. I am grateful.

Can anyone comment on how ranking panels go. Would like to improve next year.

If I am affected by RIF, will I need my managers approval to apply internally even with less than a year tenure?

If less than a year as 601 can I move up to 602?

Is it ever going to improve? I am especially afraid of being laid off because of how bad things are. I am relatively new to the workforce, so for those with more experience, has there been another period like this before? And how long did it take to turn around?

For anyone who mentioned over the past couple of years that they were waiting for a severance package, what’s the plan now? Just curious because I was in the same boat, and honestly, the job market is rough. My current strategy is to switch things up and play the corporate game. Thankfully, I got a meets this year. I did 40% less work, so now I’m planning to step it up and do 20% more than last year, and fingers crossed I can keep that meets.

I am 602 and no salary increase for me, but I received 10% bonus. My manager told you are getting highest salary for 602 and no more possibility of hike. I received rating SSO.

Do you think I apply for 603 positions internally, would I get a raise?

Remember when they actually wanted you to develop new skills and move up? That focus on employee growth is totally gone now. It's a big change from how things used to be.

HP is the only experience I have on my resume and no one wants to hire me