#careergrowth

Are there any long-timers that know how performance review rankings affect your chance of escaping these quarterly layoffs? Are only those with the "1" rank relatively safe?

In recent months, I have had multiple people on my team leave BNY and I am the only person left. Should I finally demand a real raise? 5%+?

I know these first few days after a layoff hit like a truck, and it feels like your whole world got reset overnight, but I promise the sting fades faster than you expect. Right now your main job is hunting for the next one, so treat it like a real schedule. Get up, get moving, send out applications, reach out to your contacts, tighten up your resume and profiles, and push through the morning and early afternoon. After that, force yourself outside. Walk around, lift something heavy, help out somewhere, or just sit where other people exist.

And do not let what happened define who you are. A job is not an identity, and the place that cut you loose was never meant to be a support system. This economy has been unstable for years, with people constantly getting pushed out and pulled back in. Folks lose work, they regroup, and they end up in better spots than the ones they left behind. You are not falling behind, you are not damaged, and you are not isolated in this. Keep putting one foot forward and each day gets a little lighter.

Losing my job in the past taught me real quick that nobody is as safe as they think they are, and the moment you settle in, that is when the rug gets pulled. I have been hit twice over the years, and both times I walked around thinking I was set and maybe even a little too sure of myself, which only made the blow land harder. These days I keep my resume fresh, my contacts warm, and my options open, because in this game the surprises never slow down.

Do leaders in certain parts of the business talk to you about resume building, career progression and stuff if there is a chance that there is a RIF pending?

The department I am in had one with SM a few days ago. It's odd that they are talking about it after the announcement and the time is getting closer to the 20th.

She was going around to each team under her and talking the same talk.

For new hires, the minimum total compensation (for example, a $100k base salary + $100k in RSUs) is locked in for the first four years as stated in the offer letter, but that guarantee expires in the fifth year. When I checked the compensation section on my.company.com, it only showed my $100k base salary and didn’t mention RSUs at all.

Can anyone clarify how total compensation works starting in year five? Will the RSU portion remain the same as the amount listed in the original offer letter, or will it be adjusted based on the current market compensation for my job level and performance?

Total team size: 25 (80% remote)
# of Directors: 4 (100% remote)
# of Leads: 16 (75% remote)
Other: 5

Out of the 21 analysts, 16 are Leads (76%)

Can we please promote the other 5 of us to Lead and make us Remote too?

Any idea when the discussion will start

How’s PowerScale team to work with? Are there any growth opportunities?
I have an upcoming interview for one of the teams , and was wondering what the future looks like?

I am trying to transfer to our Department of Golf Tournaments & HQ Celebrations. That seems to be the only growing area in the company and the work looks interesting if not outright fun. I think I've outgrown my current engineering role and I'd even accept a demontion or a lateral move to the coveted department.

Do you think this is possible?

Being laid off blindsided me. As it seems, I was a little bit arrogant and far too comfortable. I guess this sm--k in the face is what I needed to reframe my perspective and to make sure I invested my time and energy in a way to still do a good job but not make work my entire personality. I plan to take that lesson with me to my next job.

Does an exceptional performance rating guarantee a promotion in Fid folks?

Barclays GTIS layoffs occurred on 11/5 in Whippany,NJ. I'm not entirely sure how many Collegues were impacted but a Network team engaged working on the same project was severely downsized.

It seems like the Barclays grim reaper trims staff every year despite the financial state of the Bank which reported very strong 3Q25 earnings this week.

As always wish those effected much success in quickly landing another professional position to their liking.

Life lessons from someone who was laid off from another oil and gas company years ago—and learned it’s not the end of life, but the start of a new chapter.

1. Identity tied to work

Often we invest so much time and energy into a job that we end up confusing what we do with who we are. If the company lets us go, it feels like they’re rejecting our identity, not just our role.

1. External recognition

Work is often a source of validation: bosses, colleagues, achievements, promotions. When that disappears, it creates a void that can make us doubt our own value.

1. Security and belonging

A job also represents economic stability and a place in a community (team, corporate culture). Being fired can feel like losing a “family” or security, which hits beyond just the professional level.

1. Social narrative

Society often measures success through work. This makes us unconsciously internalize the idea that being fired equals “failure,” even though in reality it’s just a change in circumstances.

1. Emotional factor

Even though rationally we know human value doesn’t depend on an employer, emotionally it’s hard to separate self-esteem from this experience, especially in vulnerable moments.

The key is to rebuild your narrative: being fired is not a judgment on your value—it’s just the end of a cycle in a place that no longer fits you. Your experience, character, talents, and ability to learn remain intact.

Practical Strategies to Reconnect with Your Value After Being Fired

🔹 1. Redefine the narrative

Instead of thinking “I was fired”, reframe it as:

• “That place was no longer right for me.”

• “A door closed, but it opens others that may fit me better.”

The words we use shape how we feel.

🔹 2. Separate “role” from “identity”

Make a list of who you are outside of work: parent, friend, creative, good listener, curious, resilient.

This helps remind you that your essence doesn’t depend on a contract.

🔹 3. Take stock of personal and professional achievements

Write down your accomplishments, not just at work, but also personal ones (e.g., learned a language, supported a friend, overcame a challenge).

Whenever you feel your value is in question, review this list.

🔹 4. Seek internal, not external validation

A company validates results; you can validate your effort, learning, and integrity.

Ask yourself: Am I proud of how I worked? Of how I grew?

🔹 5. Build a support network

Talk to people who value you for who you are (family, friends, mentors). This reinforces the idea that you are not “your job.”

🔹 6. Practice healthy detachment

A useful exercise: imagine your CV and current job disappear. What’s left? What remains—your character, creativity, values—is who you truly are.

🔹 7. Refocus on the future

Set small goals: a course, a personal project, learning something new. This restores a sense of progress and control.

Am I the only one who's absolutely drained from this whole situation?

Us folks in IT, we’ve been under this pressure for two solid years now. And what they’re doing to us? It’s straight-up inhumane. Imagine watching most of your coworkers walk out the door day after day, and then being told you're ‘safe’ the next. How long are we really safe for, though? The truth? Nobody’s safe ‘til they’ve booted out everyone who doesn’t fit into their ‘perfect’ new structure (aka all the new hires and the so-called ‘Olympus gods’).

It’s obvious the company’s just keeping us around long enough to wrap up some projects, then they’ll drop us like a bad habit once we’re no longer useful.

In the meantime, we’ve had to put everything on hold our career growth, life plans, financial decisions, all frozen for who knows how long. And still counting.

But hey, don’t worry, we’ll get the ‘good news’ soon enough. For now, just keep doing your best (and all the extra work from the people they already canned).

Good job, that’s how you wreck your company culture.

I have an offer in hand (been in the interview process for 3 months now, casually applying and interviewing) and they're asking me to accept the offer by TODAY. The pay isn't that great (not a lot than what I'm making now) but the role is quite interesting.
I am a top performer in my team. Should I take my chances and stay in Verizon? Or do I accept the offer? I DO prefer Verizon but I'm also skpectical about my future here. What would you do?

3M has been one of the biggest examples of nepotism and favoritism in terms of career growth i have ever seen. How many cases are there of a vp’s nephew getting regular promotions or an execs son or family member becoming a vp? Too many to count!

I’ve been here for almost a year and a half. Top performer in my store, we’re a small store not super high volume. I was wanting to move up to Assistant Manager and eventually Sr Manager Retail. But I don’t see that happening. There’s no new stores being built around me, nobody is being promoted, my store managers have stayed the same since I was hired. why would they promote a top performer when they can just keep performing?

What should I learn and study to get a job there?

I heard a lot of fellows retired this year. Any tips on shortcuts to fellowhood? I heard it is a pretty sweet setup, sort of like tenured faculty - free to do you own thing. I'd like to be a fellow before I'm 40 so I can sort of get off the treadmill.

No matter how long you stay or how hard you work, promotions just don’t happen. I don't know if this is just my group or a company-wide issue, but we're losing great people due to that.

What a terrific company. I love the unlimited PTO and all the tools available to drive our career ambitions.

Anyone else seeing what’s happening in GVSE right now? From what I’m hearing, any new roles are being restricted to grade 7/8s. Combine that with all the automation initiatives being pushed on us (auto discounts, auto del reg approvals, auto emails via Gong), and it really feels like the intent is to make these “Early in Career” roles going forward.

For those of us who’ve been here for 5+ years, it’s hard not to feel like they’re trying to clear space for younger, cheaper talent. There’s almost no room left to be strategic or to bring real experience into the process. Leadership has done little to help us adapt to this new pod model. No real enablement, no clear direction, just constant change with minimal support.

Honestly, I’ve never felt more de-motivated in my career at Cisco. It feels like the GVSE space is slowly collapsing, and we’re being left behind in the process.

Wondering how everyone else is feeling in the GVSE space. Am I just being paranoid?

Finally making ok comp

Lately it feels like success depends a lot on who you know at the top. Is anyone else noticing this trend?

Just curious if there was potential growth/promotion for remote employees? Or do they only give opportunities to those who are near a hub..

Even if nothing comes of it, spending my evening looking and applying for a new job made me feel like I was taking some control of the situation.

Good luck tomorrow everyone!

I'm interested in career advancement here at Humana and was wondering what organizations/teams would you NOT recommend moving to for grown/development/security, etc, and more importantly WHY?

Thank you!

Are there any particular CL levels at which you are safe for life? Might give something to aspire to..

Wondering what date in 2026 my rating has been determined for 2025 and cannot be changed. Thanks!

As I reflect on the town hall from yesterday I can’t help but wonder who defines growth? They say associates ask for this but don’t ask what associates mean when they ask for this. Instead they highlight trainings and lateral. Maybe this isn’t what people mean. Beyond this when people apply for lateral roles often there is automatic responses there is not enough experience. This feels like a facade. Do people want more trainings on top of increased responsibilities? Or are people asking for opportunities for more pay and higher title levels?

I started my career late in life. Been here for 5+ years. I was offered another position with another company. Unfortunately this company has layoffs like many others in our sector. Not sure if I should accept it or just remain here. If you had the change to move on would you? Or would you remain here due to the amount of time you've put in? Also, pay and benefits are about the same.

What’s the big deal and why is everyone on my team obsessed with being one?

For those fallen during 2020 layoffs, the 5 year layoffversary is coming up. How are you celebrating departure away from the XOXic (XOM Toxic) environment? How was your experience with Layoff, good bad? And how are you doing now? Let's provide some real insight and inspiration to those still there who have only made to believe otherwise by their bosses and HR.

Here is my experience.

Extremely bad departing experience; manager reading HR script informing, never returned my personal desk items, the laptop box chaos (mixing up wrong people names with wrong addresses), bashing us in LI, classifying us a Retirees (i am sure XOM again is benefitting somehow by this move) and still sending us mail asking to donate to UW. Those dear colleagues never reached out for support, post departure dealing with benefits was bad.

How's it now; Director in a non tech but Fortune 500 making 38% more base plus 25% bonus, RSUs, better healthcare plans, less toxicity than XOM, and a learning for someone who fell for "long term career", and "family" jargons of corporates and someone who cared and took colleagues at to their face value to never trust and believe in that again. Tough but a good and an eye opening lesson.

For those other 2020 martyrs, how was your experience and where are you 5 years down the road?

Make this thread a long and full as possible to give some insight to those who remain at XOM and want to know the true experiences the fallen had. It will also help aspirant newbies to determine whether they should join XOM or not and shut up the kool-aid drinkers because their agenda to paint a rosy picture of XOM leaders and HR handling will be exposed.

another program that didn’t do what was promised to string us all along again. I am going to just start calling myself a new title and see if anyone notices.

I’ve seen plenty of people give up on training because they think it won’t change anything. But every course and new skill has opened doors I never expected. Staying sharp keeps you ready when better roles come around, even if it takes a while. I know most of us are worried about layoffs and don't see a point, but this can only help in the long run.

I have been an Advisor/Senior Advisor for 15+ years. I’m realizing that the 20-somethings are mostly at the same level. I’m guessing promotions aren’t available in this economy.