#mentorship

Seriously it's hilarious to me how much complaining there is here. Apparently going to the office 5 days a week and actually doing your job instead of taking naps at home is a travesty. Are you guys serious?

I started working here in 2025 as a new grad from college and this place is fu--ing fantastic. I interned here as well. I have fantastic mentorship and am constantly, and I'm also on track for a promotion by the end of the year. This is one of the best companies to work for.

If you are 1 to 5 years at Chevron and trying to navigate your career path, it might seem foggy but there is a method to the madness. You have not fully built your network yet while everything seems to be changing fast. My advice is collaborate more than you compete. You will be surprised how many employees with 10+ years of experience will be willing to mentor and even lend you their connections if you run into a rough patch. Compete against yourself to be better, not against your co-worker. Take advantage of all the training opportunities Chevron provides. All of that is well within your control, everything else is mostly noise. Trust the process.

What do executive sponsors do to help the chosen ones?

And if helping with the ranks is one of their main roles, what happens when the person stops reporting to that specific sponsor?

Ex-Verizon here. Seeing all these RIFs even after I left still hurts. And each time, I see people that I used to work with put on the open to work banner on LinkedIn.

I initially joined Verizon as part of an early in career development program right out of school around the COVID era. I quite liked the program at first, but as time moved on it really seemed like I wasn’t learning anything relevant that could be used outside of Verizon. Still quite glad for the opportunity, met some great people who helped a new kid find their feet in the working world. Though it probably was a silver lining when I got caught in one of the big RIFS a few years back, managed to land in a pretty good company after that.

For those who are still in the program, new grads who just joined, or those that graduated from VLDP/EIC, how is the program now? How is the management and mentorship? I can’t imagine morale being high with all these problems. For those that remember the old program, how much has changed? Hopefully it’s still going strong, but with all these issues it feels a bit hopeless, coming from someone on the outside.

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 am from India, but went through the University -> H-1B -> Citizenship route a while ago in Tech space. At that time, there was no fraud or offshoring, and very few select people got an H1B. I really appreciated the opportunity provided to me.

Now I am seeing all these young kids from the US are being short-changed with offshoring. Any US layoff or attrition is being filled offshore. That mandate is coming way, way above. If you don't provide opportunities for young kids, what will happen to the next generation? This is 100% wrong. I want to take someone fresh out of school and mentor them with what I've learned - but all goes offshore. Almost like seeing Manufacturing going offshore in the 80's and 90s.

I am not sure why nothing is being done... I feel like people here are more subservient and submissive than in other countries. (sorry)

A growing number of job seekers are using dating apps like Tinder, Bumble and Facebook Dating to make professional connections amid a tough job market, according to a ResumeBuilder.com survey. One in three dating app users said they used the platforms for career-related reasons in the past year, and nearly one in ten said it was their primary goal.

Among those users, 88% reported successful professional connections, with many gaining mentorship, job leads, interviews, or even job offers. ResumeBuilder’s Chief Career Advisor Stacie Haller explained that as LinkedIn becomes increasingly competitive, dating apps offer a more personal and less formal networking option focused on human connection.

Users across age groups and income levels are experimenting with this approach, with higher earners more likely to use dating apps professionally. Most said they were transparent about their intentions. Some rewrote their dating profiles to resemble resumes, and several reported quick job results.

While some found the approach “weird but effective,” many said it reflects how difficult traditional job hunting has become. Beyond career benefits, 58% of participants also developed romantic relationships through their networking efforts, leading Haller to joke that some are landing both “a job and a relationship.”

https://www.hrdive.com/news/job-seekers-swiping-right-search-new-job-dating-apps/805033/

https://www.inc.com/kit-eaton/this-trendy-management-structure-harms-workplace-communication-a-survey-says/91233834

Fully 38 percent of survey respondents said that since their company experienced layoffs, their manager had become less accessible. This has had consequences: 30 percent of people said they’d felt less support when things were disrupted or changed, 34 percent expected they’ll lose a sense of connection and 30 percent expected decreased or zero access for mentorship and career development options.

Employees also don’t trust senior leaders, with nearly 40 percent saying they can’t get mentorship or guidance from upper management, 37 percent saying they feel unheard by the top leaders, and only 47 percent agreeing that their company leadership is “somewhat” transparent.

This paints an interesting picture of how the average U.S. worker views their management, relying on their direct supervisors while apparently distrusting upper layers of company leadership. The report quotes Firstup CEO Bill Schuh, who explained that the data show workers see middle managers as critical for “translating organizational priorities into action, clarity, and connection for their direct report.”

As companies shed middle managers, they risk losing this vital link, which can leave frontline workers feeling lost and unsupported. That discontent will likely diminish their engagement with their work, and could reduce their productivity. Meanwhile Schuh also noted that stripping managers out adds strain on their remaining colleagues. That means companies are “asking fewer managers to do more, and that simply is not sustainable,” he said. While AI is useful for handling some mundane managerial tasks, it “won’t replace the human connection and leadership that great managers provide.”

Usually have no experience managing people, are entitled, and just look out for themselves. Then, as soon as they get promoted, they leave AT&T and go elsewhere. The cycle repeats and a new LDP is promoted by manager. Hopefully my experience is unique but honestly I dislike working for them.