#training

Nobody trained me. You're simply expected to know things, then get blamed when you don't. The mood is terrible because everyone is only here out of necessity. Corporate talks a big game about safety and standards but won't fund what it actually takes to meet them. They'd rather rearrange the shelves than make the job manageable for the people stuck doing it.

Training on going. We all saw this coming. Hope everyone is safe tomorrow.

For the last couple of months i've spent time following trainings, learning how to build agents etc but Eliza just isn't delivering. Copilot on the other hand is far simpler to use and gets me what i need without giving me a migraine.

Hiring new people without giving them proper training after a RIF of a hundred others. You think strategy within CenterWell would learn, suppose not. VP of this group is cold and has no grasp on the new program. She does not care about concerns and only about the agenda in hand and won’t accept feedback,

Does the manager need to be in the off ice when they setup zoom calls with their team members to let them go? Was this covered in the training this AM?

I should NOT have to watch a video on how to get time off entered. Why the he-l do we only have videos for training??? This is actually dog sh-t

My manager is still constantly breathing down my neck all the time. If I need to be under constant pressure and control, maybe I'm not exactly fit to train that wretched, hallucinating AI.

Looking for honest input from folks who’ve been through this.

I recently moved into a new individual contributor (IC) role. The onboarding/training has been very limited, and I’m still working to understand expectations and what “good” looks like.

A few complicating factors:

The scope of the role turned out to be significantly broader than expected (wasn’t fully visible upfront).
Deliverables and success criteria are somewhat ambiguous.
My current manager is still getting up to speed on the role as well.

Given that I already passed this year’s ranking and landed above NSI:

How quickly can someone realistically be put on a PIP after moving into a new IC role?
Is there typically a ramp-up period in situations like this, or can it happen fairly quickly if performance isn’t there?
In practice, how much do unclear scope / limited training factor into these decisions?

Duke of Hazard has sent out a phising email trying to catch people out. Really unprofessional, bad formatting, no details on the footer, Trying to make sure everyone has done Security training.

Make sure you report it to Security otherwise your on a vulnerable list.

This training is always the derpiest of setups. Flowchart to see what training you do? Must be in training for 75 minutes? Nanny-culture

In a meeting about AI, (I am working on two Claude AI models now) it was slipped to myself and another by a market VP that they are looking deep into AI driven models to replaced human bodies. May is the month they will be collecting names of those that have not done all the AI training, looking to flat out replace them with AI driven models. The bottom line is this, on June 4th those that have just rejected AI and have not embraced AI will be removed from Verizon. Those that have embraced AI and have done all the training will still be employed on June 5th. That is the plan as it was told to me. On a side note our Claude code will replace many bodies in finance.

Which office is the worst?

I really enjoy training my replacements. Can't wait to see our plants run by engineers half a world away. Another short-sighted idea by "double our profits" Darren.

JPM has a management contingency in BA this week and next for training staff that was just hired. JPM will use BA as its 2nd operational site behind India. Job cuts will be in the US starting as early as mid May early June

Will we be taking on students this year?sick of being moved around the place digging these fkrs out of a hole.

Oklahoma launched a new initiative for job seekers. It offers tuition-free commercial driving license instruction. A state grant, named Rapid Response, covers the $4,300 course cost. This 28-day program prepares individuals for trucking careers. Graduates can expect minimum annual earnings of $60,000.

https://www.koco.com/article/oklahoma-offers-free-cdl-training-for-laid-off-workers/69488187

Aka: Get CenturyLink Out

This new "division" is nothing more than Lumens strategic AI vision in real time. The targeted guinea pigs for testing AI solutions within a real working environment... the AI trainers.

This has been mentioned prior and foo-foo'd as fodder. Again, the future of AI lies on corporations bottom line, meaning: the AI sellers, promoters, builders & enablers need to show how ROI is achieved!

GCO is the Truman Show, just watch it all play out. Corporate is going to condition you as "a part of the growth side", which you are, but what role??? Not a philosopher, all the informational and transformational crumbs over the last 2 years have led to this very moment! Training the replacement for 90% of Lumen human jobs, while the other 10% work along side their Virtual AI agent. Pay for educated upskill has just been deleted and the people left will be ramrodded and burnt out... but you all should be proud of your efforts for advancing the bigger cause of proving how ROI will be achieved from an Operations standpoint.

I am hearing that there are many groups in Tech that have now been required to work with Accenture to train/knowledge transfer Accenture people into their roles, yet they are not being told they will still keep their job after KT and are not being offered any kind of incentive package to do this, but just do it out of the kindness of their heart and hope they still have a job afterwards. Seems nuts to me, they must be getting a package, right? Anyone have any insight into this?

Training sessions are short and packed with information. There’s not enough time to actually absorb anything properly. Afterward, you’re expected to perform like you fully understand everything. Who thought this was a good idea?

Can someone explain what they do? My friend applied for the “Branch Manager” program and said they would be working with a Market Leader. I always thought Branch Managers were Licensed Bankers,Tellers or Private Bankers that got promoted within the branch. They are now training them for months?

My first week was just me sitting around trying to piece things together on my own. No training, no point of contact, just outdated documents that don't match anything we actually do. People keep assuming I know systems I've never even seen. It set such a bad tone right from the start.

Because I sure as he-l won't.

Workplace Benefits has just launched an Adobe project management called Worfront. It is a s@/!t sandwich. No one has a clue to use it and management knows it but won’t admit. Ah, only the best and brightest team here at the Bank

Round 3 in Tech happened this morning. Train your replacement then good luck

"Join us for a live session to learn about professional production-grade software development via vibe coding."

Yes OTEX "leadership" really are that stupid.

They think Vibe coding with cheap replacements in India that do not understand the products will work.

What could possibly go wrong?

People that were laid off were lucky. They are no longer subjected to nonsense like this.

They eliminated my position and moved me into something completely different with zero training or support. No one ever explained what success looked like, no one checked in to see if I was managing. It feels less like a reassignment and more like they were setting me up to fail from day one. Six months later, I'm exhausted just trying to keep my head above water.

Anyone else sick of the nonstop brag posts about training for the chosen ones? I haven’t been to training in years!

WorkForce West Virginia hosted an employment and resource fair. It was held in Davis for Mettiki Coal workers and their spouses. The Mountain View Mine is closing, causing significant layoffs. The fair offered assistance with resumes, interviewing, and training. Organizers stated their support for affected individuals will continue beyond the event.

Davis, West Virginia

https://www.wdtv.com/2026/03/18/workforce-west-virginia-hosts-job-fair-after-mettiki-coal-layoffs/

Management here. I've been here for the last two strikes. For the last one, I recall getting my assignment fairly early in the year, and having to attend 8 days of on-site training at the Virginia center in the spring. They also told us not to make vacation plans around the potential strike time.

With a potential strike coming in August, why haven't assignments been released? Is anyone even working on that? Or is everyone assuming there will be will be a contract signed or negotiation extension?

Anyone bothered to watch the training? Any material changes to the ranking system?

Mandatory now in your training!! . But they can not tell who you are, but know if you have completed it and the data it returns..

Someone I know is an ebilling employee at hertz In ireland and has informed me that they are being laid off as part of a group of 78 people. What's left of this department is left to train workers in India who be training bots to do the ebilling instead.

We need to be clear: controllers will not be relocating to Tulsa. This move would result in the loss of critical experience that safe pipeline operations legally depend on every day.

Seagull needs to fully understand this reality. Our position on relocation must be communicated clearly. We need to stop training backfills to move roles to Houston. If Seagull chooses to move, have her develop and implement the training.

I’ve worked at BD across several divisions for many years and have always taken pride in delivering strong results and supporting my customers. Recently, however, the environment has changed significantly. Many team members are new, training has been inconsistent, and processes and expectations are often unclear. As a result, much of my time is spent navigating internal obstacles rather than focusing on serving customers and driving business outcomes.

Despite being able to manage through these challenges, it has become increasingly difficult and frustrating to operate effectively. There is a growing perception among employees that these conditions may be intentional—creating an environment where people become discouraged and choose to leave rather than the company having to manage formal separations.

At the same time, customers are feeling the impact of the internal disorganization, which risks damaging relationships and driving business away. This combination has led to declining morale among employees who are trying to continue performing at a high level.

Having experienced what this company once was, it’s particularly disappointing to see the shift. BD was once the best professional experience of my career, and I remain committed to working hard, supporting my customers, and contributing to success. It’s difficult, however, to watch the organization move in a direction that makes that increasingly challenging.

All this fu--ing training!!!!

I work in the Service Division, assisting the branches. I want to let you know what is going on. We are all being cross trained on almost all service areas. We were told that it would be a topic or two. They keep adding more and more subject matter in a short amount of time. The training is very minimal, there are a lot of gaps in the training in which we are expected to figure out on the fly when we get a branch call.

I hear the branch team’s frustration when they call in. They are getting transferred around because associates do not know how the answer the question nor the best area to transfer the call. Most of us are doing the best we can with the minimal training. Many of us are SMEs in one area but now are trying our best to answer calls in a totally different area.

This isn’t fair to the branch teams at all. I thank those at the branch that have been patient with me, it really helps to get through a stressful day. I’m sorry the branches are going through this.

Holy cow is this training horrid.

I love it how EHS loves to toot their own ho-n about how AMAZING their training is. $5 everything she put up is straight lies.

Just got notified that I have to take some kind of change management training along with other managers ( aero ).
Sounds like the same playbook they put us through in 2017 and 2021.
I still have the notes .. and the survivor guilt.
1) Leader Training ( Pre Announcement)
Why & How, empathetic communication, Legal /HR compliance
2) Managerial Training ( Post Announce/Transition)
Survivor guilt & fear, workflow redesign, resistance mgt
3) Employee Support & communication.