#career

Either gonna quit or possibly just thug it out

I joined just four months ago but I hate it already. I got lucky and another company just offered me a role that pays a little less but is much closer to what I actually want and hopefully comes with less toxicity. I am grateful for the option, but I am wondering how much it'll be an issue for my resume in the future to leave a job after such a short time.

How long do you have to be in seat before you can apply out ?
Can you start applying earlier than 12 months ans is manager notified?

Does anyone know what happens if you apply for a job internally before the 1 year mark? Are managers only notified if you are selected?

Mainly those who were laid off? I'm just curious, because for me, as soon as they're gone, that's usually the last I hear from them, or they hear from me.

A position I was eying opened up and I was going to apply internally but then I stopped and really thought about it. Is there a point of investing any more of my career here or should I just start applying outside? Things have been messed up for a while and as much as I used to like it here, I'm not sure I see a bright future for this place.

How is it to work in this group? How is career advancement? thanks. Also, is 8 hours in office the actual expectation?

I used to wait around for management to fix things, to make things better, to give me a reason to stay. Then I realized that wasn't going to happen and I started looking. And now I have my first offer. You've got to take charge of your own life, because no one up there is going to do it for you.

I’m being asked to relocate as part of RTO to a location where my current skillset does not have long-term scope in ATT, so I chose to go to HQ that may offer more internal opportunities and some extended family support.

Now I’m second-guessing the decision. The move is coming up soon, and I’m worried about relocating my family only to face a layoff later because it is not the assigned location as per new presence indicators. What to do?

Which of the roles has the best job security and advancement opportunity? Need to get away from Fidelity where layoffs are over my head every month.

My career and life is so much better without Verizon
Thanks for all the severance money and vacation days I stole since I never marked them. Went to good cause paying for kids college. Verizon bucks and would never work there again. 30 years strong. Bye bye

I've been on both sides of this, and the fear of not having a job is just as bad as the misery of having one you hate. Watching your savings drain and your health coverage get closer to expiring is its own special kind of he-l. You still got a paycheck coming in, don't waste that advantage. Even if you think you're safe, it won't hurt you to start looking, just in case. There's a huge difference between getting to do it while still employed than when you're already without a job.

I left EM a little while ago to move to booming data center industry where they need capital projects people and pay better

Do some research and apply. Why not see?
Base Salary a little lower than EM but more than made up with near term cash and stock

Example. CL27/28 with 15 years experience can get you this
Base: 250k
Annual cash bonus: 20%
Stocks: $800k-$1.2M spread over next 4 years. No ridiculous 3 and 7 year waiting to get couple hundred XOM shares.
Basically $500-600k+ per year
And even know some CL 28/29 folks that are looking and can get closer to $800k all-in.

Or you can stick around and work with disrespectful people like Dan W or Carman M!
Good luck!

So few doing something about it. Start looking. Move on. You'll be so much happier.

Why ExxonMobil’s PIP Process Is Controversial

ExxonMobil’s Performance Improvement Plan (PIP) is controversial because it is widely perceived — and in some cases documented — as a performance-based exit mechanism rather than a purely developmental tool.

1. Official stance vs. employee perception
The company publicly says PIPs are meant to help underperforming employees improve and return to full performance Help from HR. However, internal discussions, employee forums, and media reports suggest that many PIPs are effectively “severance offers” for employees in the “Needs Significant Improvement” (NSI) category The Retirement Group+1. This is especially true when Exxon expands the NSI group to reduce headcount without using the word “layoff” Help from HR.

2. Timing and context
PIP-related workforce changes often occur during periods of financial stress or industry downturns, such as after oil price crashes or company losses Help from HR. In those situations, employees interpret PIPs as part of a broader cost-cutting or restructuring effort, not just individual performance issues.

3. Subjectivity and fairness concerns
Employees report that PIPs can be influenced by supervisor bias, peer feedback, and narrative alignment rather than objective performance metrics TheLayoff.com+1. Some describe it as a “tryout” where you must prove yourself quickly, and if you fail, your job is on the line LinkedIn. This creates anxiety and uncertainty, especially when the criteria are not clearly defined in writing LinkedIn.

4. Career impact
Even if you pass a PIP, some former employees say career trajectories can still be negatively affected Reddit. Others leave while on PIP to pursue better opportunities, citing the process as a sign that their role or future at Exxon is uncertain.

5. Pension and benefits considerations
While Exxon offers strong retirement benefits, employees note that pension vesting is long-term (often 40+ months) and 401(k) vesting is shorter (3 years) Reddit. This means the financial security of staying on PIP can be uncertain, adding to the perception that it’s a high-risk period.

In short: The controversy stems from the gap between ExxonMobil’s public description of PIPs as a development tool and the reality for many employees — that they are a performance-based exit route. This perception is reinforced by timing, subjectivity in evaluation, and the career and financial risks involved.

Here it is…The first week of June and a quick look at the career section of Crowns website shows eight openings…split between half in Houston and the other half in Canonsburg. Nothing in the field…nothing remote. Any chance at a lateral move out of the Midwest area?

I’m about 2 months away from my 1-year mark at Citi and starting to think about internal opportunities. Can I apply before I officially hit 1 year, or do I have to wait?

does your manager only find out if you get an offer, or are they notified at some point during the interview process?

After 20+ (mostly hellish, but somewhat productive) years at Centene, I had the misfortune of being re-orged under a Sr. VP that had no idea what anyone's background and contributions had been over the decades, so I and some others were shown the door in layoffs a couple months ago. I came across this article today that lays out perfectly how the last 20 years have been for a lot of us:

https://www.msn.com/en-us/news/world/gen-x-doesn-t-want-to-work-and-their-reasons-actually-make-sense/ss-AA1VYmbT?ocid=msedgntp&pc=W069&cvid=6a1dd379fcb443ba814542eb7b86d0fe&ei=107#image=1

Slides 16 (Corporate Culture Prioritizes Appearance Over Measurable Results) and 19 (Performance Reviews Emphasize Arbitrary Metrics Over Actual Contributions) really hit home, especially this from slide 16 - "Elaborate presentations mattered more than project outcomes. Workers who delivered results efficiently got overlooked while colleagues who mastered workplace theater earned promotions."

I have never seen a company waste so much time and money on worthless slide decks that are forgotten immediately after they are delivered. If you totaled all the wasted manpower in terms of the salaries of the people that had to drop everything they were doing to work on a deck for some muckety-muck that was coming to town or wanted an update on something, I would venture it is in the hundreds of millions of dollars in wasted salaries over the life of the company.

Anyway , time to get back to figuring out how I want to spend the rest of my career. I promised myself it would be doing something that provides meaningful, measurable, tangible results, so going back to Centene is off the table.

I joined this company as a young blood years ago. Worked hard, built successful products aimed to grow and still doing the best I can. However I got busy with life, siloed to a Specific area where I am unable to land another job even after 3 years of search.

Now in my mid life, I am facing relocation to Dallas, which my mind is constantly rejecting. The move would be a very big change for our family with some positives and negatives of spousal job loss and transition for children. I am not sure if anybody faced this scenario but if you did, how did you convince yourself to move and restart life? I am feeling lost with no home settlement and don’t know what to do except to comply.

https://www.linkedin.com/pulse/linkedin-top-companies-2026-10-best-employers-grow-your-l243e/
Which career ?

do people retire from Wells Fargo?

Verizon to close more stores. Even flagship high performance corporate stores are not safe. I have direct knowledge! Keep your head down and jump to another role, plan for severance, plan for indirect takeover and interview opportunities, and/or look for another career. The stores are cooked! No store is safe!

Humana - where careers go to die. Get out before you lose all that you loved about your career. Before your skills diminish because they put you in a box! Runnnn

Corporate environments today are not the stable, lifelong paths they once claimed to be. So often we see people changing assignments, leaving the company, being put on PIPs, or facing layoffs. Stop repeating corporate talking points “At ExxonMobil, we hire for careers. ”Instead let employees build adaptable skills and navigate change effectively. This brain washing needs to stop

I'm considering applying for another internal job but not sure if I will get an interview. I want to ensure I get an interview before letting my boss know that I applied for a job.

Does anyone know if workday notifies your manager as soon as you apply for another job?

If Career Connect, AI, outsourcing, rankings, and reorgs are all wildly successful, what does the ideal Exxon employee of 2035 actually look like?

After 36 years at Fidelity, I have learned that every generation of associates eventually faces a moment when the conversation gets heavy.

People start asking whether the company is changing too much. Whether the culture is still the same. Whether the future is secure. Whether leadership understands the pressure people are feeling. Whether the next reorganization, strategy shift, technology wave, or market cycle means something worse is coming.

I understand those concerns. I have lived through enough change to know that uncertainty is real. It affects people, families, teams, confidence, and morale. I would never dismiss that.

But I would also offer this perspective: catastrophizing has never helped anyone build a better career.

Fidelity has never been a static company. It has grown, reorganized, adapted, expanded, corrected, invested, simplified, and reinvented itself many times. That is not a sign of failure. That is one of the reasons Fidelity has endured.

A long career teaches you that companies, like people, go through seasons. There are seasons of growth, seasons of constraint, seasons of reinvention, seasons of discomfort, and seasons when the path forward is not as clear as we would like it to be. The mistake is assuming that a difficult season is the whole story.

It is not.

Fidelity remains a company with tremendous strengths: deep customer trust, a respected brand, scale, financial discipline, a broad business model, talented associates, and a history of finding its way through change. That does not mean every decision will feel perfect. It does not mean every associate will experience change the same way. But it does mean that this is still a place where people can learn, contribute, grow, lead, and build meaningful careers.

To those early in your career: do not let fear become your career strategy. Listen, learn, and be aware of what is happening around you, but do not let anonymous anxiety define your view of the company or your future. Build skills. Build relationships. Ask for feedback. Understand the business. Volunteer for hard problems. Become known as someone who is reliable, curious, adaptable, and focused on outcomes.

A career is not built by waiting for certainty. It is built by becoming valuable in uncertain environments.

To those who have been here a long time: our experience matters, but only if we keep converting it into relevance. We have seen cycles before. We know that the mood of the moment is not always the truth of the future. Our role is not to deny that change is hard. Our role is to help others navigate it with perspective, steadiness, and maturity.

Long-tenured associates have a responsibility to be culture carriers, not nostalgia carriers. We should remember what made Fidelity special, but we should also help shape what Fidelity needs to become next.

That means mentoring newer associates. Sharing context. Reducing noise. Solving problems. Staying open to new tools, new ways of working, and new business realities. It means being honest without being cynical, realistic without being fatalistic, and loyal without being blind.

There is a difference between concern and catastrophizing.

Concern asks: What can I learn? How can I prepare? Where can I contribute? Who needs my help? What skills do I need next?

Catastrophizing says: It is all broken. Nothing matters. The future is already lost.

I do not believe that. Not after 36 years.

What I believe is that careers are built through adaptation. Reputation is built through consistency. Leadership is built through how we show up when things are unclear. And culture is built by the daily choices we make in how we treat each other, how we talk about the future, and whether we choose to contribute or simply complain.

Fidelity is not perfect. No company is. But it is still a place with opportunity for people who are willing to grow, stay curious, build trust, and focus on meaningful work.

The best advice I can offer is this: do not outsource your outlook to the most anxious voice in the room.

Pay attention. Be thoughtful. Prepare yourself. Keep learning. Take care of your network. Take care of your reputation. Take care of your teammates. And remember that your career is bigger than any one rumor, reorganization, difficult quarter, or online thread.

I have seen Fidelity change many times.

I have also seen people build remarkable careers here because they chose resilience over fear, contribution over cynicism, and growth over retreat.

That opportunity still exists.

The question for each of us is how we choose to show up now.

I am about to get laid off as IFP. I want to just continue career at Cigna as I am familiar. But where else to apply to? All other healthcare companies like Blue Cross and others?

D&S is totally focused on the few hipos. No thought or effort placed into roles for everyone else. You are lucky if they even take the time to find you a role. And forget any chance of it being explained to you how the role grows you or your career.

Is this end game for career connect or are their other changes pending? Seems like there's less information and features available than before the transformation. What was the point?

A career fair is being held in Fort Lauderdale. Hundreds of job seekers are expected to attend. Many are former Spirit Airlines employees. Spirit Airlines ceased operations earlier this month. The airline left approximately 17,000 employees jobless.

Fort Lauderdale, Florida

https://www.local10.com/news/local/2026/05/27/ex-spirit-employees-among-job-seekers-expected-at-port-everglades-career-fair-in-fort-lauderdale/

is it a good move to apply to other positions within fiserv and move , my current work is a he-l in BH

I’m currently working at another bank and it’s getting so bad. Considering internal audit at Edward Jones.

I've decided it's in my best financial interest and after looking at my entire career here that I should wait until they at least offer an interest in leaving. I'll have the 6 month severance and enough time to find another job of which skills are in high demand and with military background could go back into private contractor. Good luck everyone!

It's either personal, or they're trying to push me to quit. Either way, it's become unbearable. I've only been here a year and a half, and I don't really understand the dynamics yet. I'd like to move to another team. Who should I talk to? Just to explore my options, if there are any.

I don't. Paycheck aside, given the job market, it's a waste of time.

The company is shrinking and is younger people need the roles to open up to survive. The pension doesn’t grow that much after 55 and certainly after 60 it really slows down. Do us a favor and help us get to 55.

I was actively looking for a new job, both within and outside of Verizon. My direct manager knew I was searching and even gave me permission to use him as a reference. After a few months of applying and hearing nothing back, I assumed it was just the job market.

Then, after about four months, I finally landed a position where I could actually use my degree, which had me genuinely excited. When I told my manager at Verizon, he seemed noticeably unhappy. At the time, I figured he was just coming to terms with me leaving.

About a month into the new role, my new manager told me I was nothing like the way my former manager at Verizon had described me.

“This n***a work hard but he ya typical white boy from the south”.

I’m from Brooklyn, the furthest south I’ve gone is Jersey, not counting Disney World, and I’m Puerto Rican. My old manager was sabotaging me the whole time.

Working at Verizon was an overall great experience, and it’s something I genuinely miss. That said, the company really needs to take a harder look at the people they place in management positions. The work environment itself was strong, but poor leadership can completely undermine that if the wrong people are put in charge.

Thoughts on yearly self review. Is it pointless? We have been told no raises again, so is it to continue to weed employees out. Not new to Oracle 13 years some great, some awful. Just trying to pay my bills while looking for something new.. Peace and love.