Below are all the posts — topics as well as replies — that mention the hashtag #upskilling.
Mention #upskilling in your post to continue the discussion!
I'm retired now, but I lived that fight for years. The survival mode. The grind that wears you down with papercuts.
I made it out, but the battle left scars. What helped:
Guard your energy. No emails after 7pm.
Build skills. Ten minutes a day on something new.
Track your wins. Three tasks a day: work, growth, you.
Find safe connection. Outside company systems.
Keep going. Your resilience is inspiring.
I am out of Oracle. I searched for opportunities in Java, Oracle technologies,etc. There is hardly positions opened for these. I searched for Oracle customers if any. very less. Oracle is viewed as obsolete company in Tech world.
The people in Oracle are viewed as out of the tech queue
I stayed as if I have job continuity in Oracle but reality differs.
Not losing hope but picking up latest tech.
It's easy to get comfortable doing the same work year after year, especially when you already know your job inside out. The problem is employers aren't necessarily looking for the same skills they wanted a decade ago, which many who've been laid off in the last few rounds are finding out. Make time to learn new tools and keep an eye on what's changing in your field. Otherwise, you could find yourself at a disadvantage when you find yourself without a job (which we all know is always a possibility at Fiserv).
By March 2027 most of us are safe, but big changes are going to come by March 2027, especially big rumors about changing strategy in Engineering and O
I am pleading to senior executives leading Infosys. Pay attention to upskilling of workers and work conditions. Organize that better. We have money and we have skill. I know that marketing is important but it'll not help you if your workers fall behind or are not motivated to work. The comp needs to be improved, inflation is eating into our wages. Do something about this. Thank you for your attention.
Just curious about what everyone used development day for today? Did you use AI to make a new resumé? Maybe work on skills more marketable at other places? Practice Leet Code? Maybe doom scroll all the new green circles on LinkedIn?
I've been on the team for years and Im worried that I wasted all my time building my career at usaa which is not preparing me for whats next.
Like, i've learned how to work at usaa and within the organization. But my big fear is that marketing has moved so fast that my expertise won't translate outside anymore.
I was in a couple of outside interviews and it feels so different than it did 5 years ago. Im looking online and AI has made marketing so fast i just feel stuck. Like I am paralyzed at the speed and I need to grow but I can't grow where I am at. I feel like we give usaa everything and in return, we stay the same while the market moves.
Part of me knows i need to keep learning and adapting and building skills outside of usaa. But how? Usaa demands so much and even if i go to a conference or take a course, its not the same as knowing how to do it and having actually done it.
For the first time, i feel like my career security is the worst its ever been. Lots of people i worked with had taken job title cuts from director and lead to sr and below.
Im just venting and afraid that I trapped myself by staying at usaa.
I just got this note from DeVry
You don't have to love working at EM to get something valuable from the experience. Take the training, learn new systems, volunteer for work that teaches you something, and leave with skills you didn't have before. Those skills can either help you stay or give you a much easier path out. Either way, you're better off than simply waiting for the company to decide your future.
The real vulnerability in the AI‑driven shift in software engineering isn’t the 20‑something just starting out, but the 40‑year‑old already deep into their career, with a mortgage, dependants, and an identity built on years of hard‑earned expertise; juniors can pivot because a few years isn’t a career, but mid‑career engineers face an existential threat with no structured retraining path, conflicting advice about whether to re‑skill, and pressure from an industry that won’t slow down for them, even though what they uniquely bring—judgment, pattern recognition, scar tissue from failed migrations, the ability to sense risk, define success, and avoid tomorrow’s tech debt—is exactly what AI cannot replicate, because AI can generate code but cannot carry responsibility or consequences, leaving the 40‑year‑old at risk of losing the very career they spent decades building, and that is who I’m most concerned about.
Verizon announces $70m investment in nationwide AI upskilling initiative with “Verizon AI Skills for America”. Out APPS dont work 1/2 the time and we can't even get training on anything but throw another 70m on top of the 50mil outside of company? https://www.tradingview.com/news/reuters.com,2026:newsml_L1N45F0CX:0-verizon-to-invest-70-million-in-ai-training-effort/
Millions in federal and provincial funding will support workers impacted by recent layoffs at Algoma Steel. The Canada-Ontario Workforce Tariff Response program aims to upskill and retrain individuals for new career paths. This initiative includes direct investment in training programs like welding for former steel plant employees. Several organizations are set to receive portions of the $7.2 million to facilitate this retraining. The goal is to provide affected workers with new skills for in-demand jobs.
Sault Ste. Marie, Ontario
https://www.villagereport.ca/village-picks/algoma-steel-receiving-over-14-million-to-upskill-employees-province-12598882
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.
South Dakota's labor secretary believes Artificial Intelligence can help the state's workforce. The state faces a longstanding challenge with a very low unemployment rate. AI may streamline operations and allow workers more time. The DLR prepares workers through reskilling and upskilling programs. No AI-related layoffs have occurred in South Dakota as of May 15.
https://www.sdpb.org/business-economics/2026-06-16/state-labor-official-believes-ai-could-help-south-dakota-workforce-challenges
Up $28 Today
All of you doom and gloomers keep saying IBM is finished
We got a big investment in Quantum
I took today off to upskill in Quantum and tomorrow I will be taking another course. You can not keep a good company down
ARVIND DELIVERS AGAIN
There’s a push to complete the skills assessment. What are they doing with them? I don’t trust them with any information.
We no longer have a training goals so they’re not upskilling
Mass layoffs continue to impact Silicon Valley tech workers. Artificial intelligence is driving these job cuts and reshaping the industry. Many displaced employees struggle to find new roles despite extensive experience. Companies are now highly selective, often demanding specific AI skills. Workers are adapting by upskilling, networking, or exploring new career paths.
https://www.latimes.com/business/story/2026-05-19/ai-layoffs-jobless-tech-workers-silicon-valley
So many employees refused to learn AI skills and adjust.
Wouldn’t surprise me if they were monitoring token usage and decided LRs based on people not even trying to adapt and modernize their skillsets.
self-inflicted stupidity to not adjust to the future.
was laid off in January but finally landed a new gig this week, now I can cash out the remaining few months of my severance. definitely a tough job market. Spent the last 4 months applying for jobs and upskilling my tech stack. I applied for over 350 jobs, about 30% got thanks but no thanks emails, 67% completely ghosted, and the remainder varying forms of interviews. while the new job pays a little less than wf, but has a lot of career upside, great benefits, and in office requirements are much less stringent. Definitely a different job market, but there are jobs out there. try not to get discouraged
We went through Cloud Cert Fest and Skill Academy programs with the expectation that cloud training would translate into meaningful internal opportunities and role stability within the bank.
Instead, cloud outcomes remain largely undelivered, while many trained engineers have been impacted by layoffs and organizational restructuring. In parallel, roles are increasingly being filled through external hiring, including engineers from Amazon and JP Morgan Chase.
This cloud cert fest ran by R.B, working in the bank . We all are laid off.
This raises a difficult but important question about alignment between upskilling investments and actual workforce planning—especially when training programs are positioned as a pathway to job security, yet the outcomes tell a different story.
Do DV and GK have visibility into this situation? What is the real status of Skill Academy and Cloud Cert Fest outcomes?
A major theme for this fiscal year will be to get technical quick or get left behind. In the era of AI there will no longer be an excuse to not create revenue regardless of your organization.
BNY Mellon’s shift toward AI, digital workers, and platform‑based operations is reshaping job families across the bank. Roles built on repetitive processing, documentation, reconciliations, onboarding, KYC refresh, and basic QA are being automated or moved to lower‑cost hubs. As the company expands its agentic‑AI model—where one employee supervises dozens of autonomous agents—traditional career paths in operations and service centers will continue to narrow.
Employees can protect their careers by moving toward the work AI cannot easily replace. The most resilient paths include:
- AI governance, model oversight, and risk controls
- Exception handling and complex client‑service roles
- Data quality, lineage, and supervisory functions
- Platform product management and workflow design
BNY Mellon is also training thousands of employees to build and manage AI agents. Learning these tools—prompting, workflow orchestration, and agent supervision—positions employees for the emerging “human‑in‑the‑loop” roles that will grow as automation expands.
The most vulnerable job families are those tied to manual processing, standardized workflows, and mid‑skill operational tasks. Over time, many of these roles will consolidate or disappear entirely.
The strongest strategy is to pivot early: build AI‑adjacent skills, move toward analytical or client‑facing work, and position yourself where judgment, escalation, and oversight—not repetition—define the role. Learning to become a carpenter or electrician are also attractive options.
Wall Street Journal: 4/19/2026 #WSJ 📰
Verizon’s Dan Schulman is all in on AI, but he warns that it is time for business leaders to acknowledge its disruptive potential.
For a big-company CEO with big AI ambitions, Verizon's [vz0.24% v
Dan Schulman doesn't pull punches about the pain the technology could unleash on America's workforce.
Just months into the job, he has predicted 20% to 30% unemployment within the next two to five years. He warns that advancements in humanoid robots could upend the manual-labor jobs still seen as safe today. And he has pushed for more education and reskilling to help workers adapt to the intensifying tech disruption.
Couched in the blunt AT talk is a warning for other CEOs: Be candid about the coming disruption, or risk a public backlash. “It’s a very difficult time, and everyone knows it is,” Schulman said in an interview with The Wall Street Journal. “So I think being authentic, being realistic, telling the truth, as best you can” is key. That belief, he said, is why Verizon created a $20 million career-transition and retraining fund for the “age of AI” when the company began laying off 13,000 workers last year.
Schulman's big picture has also included sweeping job cuts. The 13,000 #layoffs he announced shortly after his appointment
as CEO in October were Verizon's largest ever —but necessary to make Verizon more efficient, he said. Altogether, he is seeking to cut $9 billion in costs. Verizon has said its #layoffs weren't related to AI.
The carrier was "too hierarchical, way too bureaucratic, way too process-oriented as opposed to outcomes-oriented," Schulman told investors at a Morgan Stanley (M5100% ) event last month.
In meetings, he has repeatedly told Verizon staff they must embrace AI, describing it as core to the company's future. He used it himself to comb through some He used it himself to comb through some 8,000 responses after asking employees how he could reduce bureaucracy, he said.
Schulman's embrace of Al goes deeper than cost-cutting. He envisions a company wholly reshaped by the technology, from improved customer service to more personalized options for
consumers.
And he has encouraged staffers to talk to their children about Al at the dinner
table. In one all-hands, Schulman recommended that staff ask Al to write their obituary to see how the technology works and how it frames their lives. He
has also invited staffers to experiment with AI by writing poems to their loved ones. (He said he has done the same for his wife.)
Some employees responded by using Al to write poems for Schulman-and they weren't bad, he said. ~
https://www.wsj.com/tech/ai/the-ceo-preaching-straight-talk-about-ai-and-job-losses-a3aaaaf1?
Link below...
# How Experienced Professionals Are Still Getting Hired in a Biased Market
Many late-career professionals are being pushed out of roles earlier than expected. Some are encouraged into early retirement despite not being ready. Yet a significant number are still landing strong opportunities. Their success is not accidental. It reflects a strategic shift in how they approach the job market.
The hiring system often works against older candidates. Automated screening, compensation assumptions, and implicit bias create structural barriers. Waiting for fairness is ineffective. The professionals who succeed adapt instead.
## 1. Rewrite the Resume Around Results
Most seasoned candidates write resumes that read like job descriptions. That approach fails. Employers care about outcomes, not responsibilities.
Instead of listing duties, quantify impact:
Numbers signal business value. Decades of experience provide a deep well of measurable results. That is a competitive advantage when presented clearly.
It is also advisable to remove unnecessary age signals. Graduation dates, roles older than 15 to 20 years, and outdated technical skills add little value and may introduce bias.
## 2. Close Skill Gaps With Precision
Generic learning is inefficient. Instead:
If data driven decision making appears frequently, show metrics. If stakeholder engagement is emphasized, highlight examples clearly. Targeted alignment matters more than broad training.
Applied AI literacy is increasingly important. You do not need to be an expert. You do need practical usage. Identify one manual task in your field and automate or streamline it. Then quantify the improvement. Demonstrating real application shifts perception from outdated to current.
## 3. Build Relationships Before You Need Them
Desperate outreach rarely works. Reconnecting only when unemployed offers little incentive for others to help.
Instead:
The objective is referral access. Entering through trusted networks reduces dependence on automated screening systems.
## 4. Consider Fractional or Project Based Work
Full time employment is not the only option. Fractional roles are expanding across finance, marketing, HR, and operations. Many companies want senior expertise without full time overhead.
Working 10 to 20 hours per week across multiple organizations can:
Framing your value as a targeted solution to a specific problem often makes hiring decisions easier for companies.
## 5. Reframe How You Describe Yourself
Avoid emphasizing years of experience. Instead, focus on problems solved.
Not:
"I am a marketing manager with 20 years of experience."
Instead:
"I help B2B SaaS companies scale from 1 to 10 million in revenue by building demand generation systems."
Organizations do not buy tenure. They buy results.
## Adapt Strategy, Not Expectations
The system may not change quickly. Bias and automation are real constraints. The professionals who continue to get hired share consistent behaviors:
The market rewards relevance and measurable value. Position yourself accordingly.
so that 20 million reskilling declaration by Dan was just a scam ? I got this from HR ..
That is correct, Udemy and EDX are the current upskilling opportunities for impacted employees.
If additional upskilling opportunities arise, further communications will be provided.
At this time, we will be closing your case. If additional assistance is needed, please create a new case for support.
We have no control over leadership decisions but we do have control over keeping our skills up-to-date because as history has shown rapid decisions, knee-je-k decisions, and lack of understanding creates constant change. Maybe this video might help you understand - https://www.youtube.com/watch?v=WfjGZCuxl-U
With AI, employees can upskill within a month, while some managerial roles struggle to adapt. From a business standpoint, restructuring management layers can be more effective than laying off employees who are quickly learning and delivering value.
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.
You’ ve been monitored every minute in office and every key stroke that you type. Writing is on the wall. Not your fault. This is simple math - the company has more than what it can chew. Layoffs will continue through out 2026. Doesnt matter what rating you got. Exceeds rating and promotions mean cr-p as it is relative. Time to upskill and time to work on your resume. Start looking around for a job. Dont wait to be layed off - your severance will not be big anymore - trust me its an exec here. Get out as a hero at your will once you find an opportunity elsewhere.
Don't be naive and rely on this company. Use the training BofA offers to make yourself valuable to other employers. When you're in demand, a layoff notice isn't a crisis, it's an opportunity.
I know it's not a fun topic, but with everything happening, it's probably smart to think about your next move. For some of us, that might mean taking a step back to learn new skills or even switching to a role with a better long-term future, even if the pay isn't perfect right now. The goal is to make sure you're still valuable on your own terms for the rest of your career. It's not fun, but that's what I've been focusing on.
Why is nobody picking up new skills? It feels obvious the auto industry is shrinking fast with automation and outsourcing. People are going to get left behind if they don’t start preparing. Learning something new and looking elsewhere could be the smartest move for the future.
Anyone using EDX/UDEMY to "skill up"? What courses are you considering or have started already?
I am looking forward to going back to work tomorrow.
Last year I logged in 93 Hours of learning. I did more than Think 40.
Jim Kavanaugh said to upskill, so I did. I led a Watson X challenge team, Arvind's bold leadership is going to make IBM a power player.
I was hired in June of last year and I know I can get to be a Band 7 this year.
https://fortune.com/2025/11/12/next-level-leadership-cisco-leaning-on-recruitment-upskilling-staff-ai-era/
Use your time to learn and get education. You have over 10k per year in Tuition reimbursement. Start using them the day you are eligible. Hope for the best and prepare for the worst.
I see some people internally are taking Oracle AI Agent course. Is there any sense to take it if I plan to move from O? Anybody using it globally or it's just only internal tool and it's a waste of time?
Prepare NOW. Do NOT be complacent. BEG your leadership for L&D funding NOW. You MUST up-skill with certifications to be considered for a job in this horrible job market. Start applying NOW!