#careergrowth

Seen job posting for it, debating applying. But is there any future in that role, or are you just going to get sacked once it’s over?

If your name is picked for layoffs, can you ask if you can get some time to try out applications for other teams ?

I know that FAANG has this policy. Curious if Dell does too.

This might help those who cannot get jobs elsewhere or might not want to relocate.

Received notification that I would be rated approaching after being in the top 10% of my orgs performance. No bad verbiage, no recommendation on what to improve upon—just approaching.

Being told that this label could affect future promotions. 10 year veteran with not a single rating below performing…

It may be time to 🛹…outta here

Need to move on from my current role.

Instead of layoffs, let’s talk rewards. How was your raise and RSU this year, compared to last year?

Several projects people have left or are leaving to work data centers. Will this continue. Seems lots in news. These jobs are all over LinkedIn and recruiters have even mentioned companys targeting Exxon people. Guess all that fluffing of our projects in earnings calls is good! Ha.

(And I know someone on our LcS project who told me our work is not actually the datacenter. )

From what I’ve heard and found online the total compensation could be better for mid career people.?? Seems slightly less base salary. But a lot more bonuses and stock and vests much sooner. Anyone have real insight on that?? And don’t let exxons sandbagging position titles fool you. I’m a ‘project engineer’ but would be at least project manager elsewhere and so loook at right jobs/comps for your years

Can anyone share their experience changing groups internally?

Did you use the Internal Marketplace? If you do apply for internal jobs, does your current manager get notified?

Trying to figure out how internal moves work.

I developed the skill to solve everything and anything - attended and prioritized the needs of my VPs and directors - even the ones who should have never been made directors at all - and what I got for that? A “ RIF “ ( you no longer needed) - make YOURself first - dont let
Them get to you!

I am a grade 14 remote employee and have been working my tail off to move to a 15 in my same role. Can any leaders share if this is even possible now?

Live in NJ, but due to. life circumstances will be moving to TN. Is it possible to ask for an exception to be remote? Been with the company for 4 years and got a promotion recently, if any of that matters. Anyone have any experience or know of others that were in a similar position?

I see many saying they quit for a better paying remote job, and I have to ask, where? Trust me, I've been looking and coming up with nothing. Both seem pretty unbelievable with the current job market.

Just trying to figure something out.

I care about the work I do at Truist and genuinely value my team. That said, after several years in the same position without a clear path to the next step in my career, I’ve started to feel stalled. There hasn’t been an opportunity to grow into a new role or take on responsibilities that align with where I want to go professionally. At this stage in my career, advancement and development matter a great deal to me, and I’m beginning to question whether staying at Truist supports those goals.

If I do receive an offer elsewhere, is providing two weeks’ notice always the best approach? What are the potential consequences of resigning without notice—for example, informing my manager late on a Friday that I’m leaving effective immediately?

New to NM. How does promotions work here? I see some people who are in the same role for many years without any promotion. Also, how much pay hike can one expect with the promotion in general with the engineer roles?

Given an option, where would you rather go for T? Cu----g, GA or Plano, TX for future greener pastures too

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.