#careergrowth

Normally people 'stick' w/ company max seven years. It is rare to see the majority of them with ONE company for more than 30+ years! It always makes me wonder how 'relevant' they are compared to outside work force. First time I have seen/witness a company with many veterans. Back in the old days, it was bad/negative if resume shows "job hopping" , or working for name brand established companies. This generation is looking for 'fresh ideas' 'out of the box' ...Who moved my cheese

The money used to make the stress worth it but weak raises ki-led that advantage years ago. Now there's no path up, no relief in sight, and I'm starting to feel like an id--t for still being here.

I’ve worked here a little over two years and have seen a few people leave, but none of them mentioned getting a better offer to stay. At past jobs, managers sometimes tried to match pay or move people into a different role. I’m not sure if that’s something this place does. Has anyone seen it happen, or is notice usually just accepted?

Staying quiet when someone stole my credit cost me a promotion and I regret it every day.

I keep my skills fresh, paid for a resume rewrite, network constantly, and still nothing after five months. The interviews I got went well and then they just stopped responding, which somehow hurts worse than a straight rejection. What else can I do?

I thought losing my job at Citi would hurt more, but it turned out to be freeing. The nonstop grind and scrambling just wore me down day after day until I could barely remember what normal felt like. I won't lie, it stung for maybe a week or two, but now I'm just relieved to wake up without that weight on my chest. Found a new job within two months, so there's that as well. All in all, a net positive for me.

Has anyone moved internally recently? Has anyone had luck or grass greener doing this?

There are tons of people who want to see you fail. It makes them feel good about inactivity on their part and when you succeed, jealously sets in. Most posters here will apply their situation as a blanket across the regions and make the bold insistent claims that its impossible to find a job outside, well, not so much. Among all the noise here and all the hecklers, one buddy of mine is leaving at 30% more and another at 50% more. Yes, that’s right a whole 50% more.

Their secret, head down, research, search, apply, move on to another job board and don’t give up. 6+ months later, they are moving on. Don’t listen to the clowns on this board who’ll try to verbally beat you down and manipulate you into not even trying.

Hey, guys wondering which orgs should I consider transferring too. I want know which STS are green or red flags. I’m currently an associate engineer with continued meet standards in CET,RWT and I keep getting things blocked due to budget related stuff. I’m tired of my org not evaluating me fairly so I’ll be applying around again.

I finally decided it was time to give up on FIS and started applying. Honestly, this company makes you feel so sh---y about yourself that I went in thinking I wouldn’t be able to land anything.To my surprise, a couple weeks in, I have two offers, both paying significantly more.
Put yourself out there. Believe in yourself. Don’t let this record breakingly bad executive team and their leadership make you lose confidence in your future.

Has anyone been promoted in their current role without needing to switch jobs or apply for a higher title job posting

For my second assignment rotation, I scheduled a meeting with the manager of the proposed team to understand their work. He repeatedly said he was not technical and redirected me to a senior team member for any meaningful discussion. Once I joined the team, the actual dynamics became clear.
The team was composed of a handful of senior employees who had been in the same roles for many years, and a large group of junior employees. The senior members were effectively running the team: assigning projects, controlling opportunities, and shaping the juniors’ career paths. They were doing this largely unchecked because the manager's lack of capability .An unhealthy power structure. The senior employees had formed small internal cults and were actively recruiting juniors into their groups. Their influence came not from leadership ability but from the manager’s incompetence and dependence on them. When evaluating his own team members, he relied entirely on the same senior employees who were controlling the work and saving top ranks for themselves.

I’m curious to hear honest and objective opinions from others about why so many employees seem unhappy at Truist. What is it about the employee experience that feels so negative? Is the culture at Truist actually worse than other banks, or is this just how banking is everywhere now?

To be fair, Truist did help me gain valuable experience in a field where I wanted to build my career. For that, I’m grateful. But looking back, I honestly feel like it would have been better for my career if I had stayed only 2–3 years and moved on.

From my perspective, long-term growth and advancement opportunities here seem extremely limited. Leadership constantly talks about “upskilling,” “career development,” and “training,” but in practice there are very few promotions or meaningful opportunities to advance, at least in my area.

I’ve been in the same role for years now and feel completely stagnant. I’m no longer learning or growing professionally. At this point, it feels like I just log in, do the work, check the box, and move on with my day.

What’s concerning is that I’ve become so complacent that the idea of being RIF’d almost feels like it would be a positive because it would force me to move on and try something new while collecting severance. I’ve never felt this disengaged in my career before.

What makes it worse is that many people on my team who have been here a long time seem mentally checked out as well. The overall environment feels stagnant and low-energy.

Interested to hear from others, what do you think drives the negative employee experience at Truist? Is this unique to Truist, or just the reality of large banks today?

He-l, use up your vacation while you're at your new job!

My experience so far hasn't been great, most places don’t even respond and the few that do say they already have way too many candidates for the same roles.

I’ve been thinking about searching elsewhere, but I wonder if this is just a sign of the times, or is Optum especially bad about having layoffs all the time? Will it really be better if I leave?

WORK-Lexington and Kentucky Career Center are assisting laid-off employees. They are helping those affected by Fayette County Public Schools layoffs. A virtual job fair is scheduled for June 17. The event will run from 10 a.m. to 2 p.m. Employers statewide can participate in this job fair.

Lexington, Kentucky

https://www.wkyt.com/2026/05/27/job-fair-be-held-those-affected-by-fcps-layoffs/

I have seen this happen to several people I work with. They are so good at what they do that management refuses to move them up because filling their current role would be too hard AND they make them look good. They're basically being punished for being competent.

Most employees appear disengaged, simply completing their assigned responsibilities and leaving at 5:00 every day. There is little motivation to exceed expectations because most people feel that exceptional effort is neither recognized nor rewarded through promotions, raises, or bonuses. This has proven to be the case at Truist.

Employment is ultimately a two-way agreement between employer and employee. However, the expectation at Truist often seems to be that teammates should consistently go above and beyond in every aspect of their work. In reality, employees are compensated to perform the duties outlined in their roles. As a result, most (including myself) have adopted the mindset of doing only what is required for their role, since additional effort does not appear to lead to meaningful financial or career advancement.

Well said, @a7+1krek386h.

Been with the company for 5 year, first 4 1/2 years in the same role. Applied internally for another role and got the job 6 months ago. I see another role that I think is a better fit for me, am I allowed to apply or do I need to stay longer at my current role?

I was just informed that it’s being recommended that I be placed on a coaching plan. I wanted to better understand the expectations and implications of this process. Specifically, should I view this as developmental support, or does failure to meet the outlined metrics potentially put my employment at risk?

With how often we have layoffs, all of us have two choices. Run ourselves into the ground and hope for the best, or just kiss up to our boss and call it job security. One is a gamble. The other is gross but effective. Pick your poison.

Was asked to persue this. What are the real upsides? I read 15-20% base pay jump based on quartile (I’m in top already)? Seems slight for the order of magnitude of workload increase I may see. If offered has anyone negotiated up, and to what? (30% was my gut)? To what %? And beyond base pay what perks are LL5 to offset the (seemingly) minimal pay bump?

The sole purpose of D&S is to ensure that Hipos rather than the most qualified candidate is selected for the best roles. Ranking follows role meaning that your ranking is highly dependent on your role being visible and valued by management. The cycle perpetuates.

Permian has become a place hipos have to punch their ticket. This means the rest of us no longer have opportunities for career advancement as the roles for higher CL are all being taken by hipos cycling in and out. If you are in operations forget ever being able to get that promotion. You deserve it and would do a better job than the clueless hipo but you will never get the job.

8 years ago I realized terminations were not going to end any time soon. I began putting my financial house in order and expanding my skills. I wanted to ensure I would be able to support my family if I could no longer find employment in the technology sector. I've interviewed for positions I was very over qualified for and did not like what I was seeing. Everyone wants to pay near minimum wages regardless of skillsets and experience. Today I am far less concerned about being let go than I was back then. Anyone else made realistic preparations for their untimely exit?

New Careerminds research indicates loyal employees are hit hardest by layoffs. Many long-tenured workers believed their dedication would protect their jobs. Over two-thirds of these employees felt blindsided by their layoff announcement. Most had significantly outdated resumes or inactive professional networks. This experience often leads to financial stress and reduced future employer loyalty.

https://www.cpapracticeadvisor.com/2026/05/20/loyalty-tax-why-loyal-employees-are-being-hit-hardest-by-layoffs/183753/

Has anyone forced out or currently training their replacements have any luck finding a new job? Can you share any tips? Did that "job search assistance" they offer help at all? I read that you get taxed in your severance for that "benefit". If it is useless can we opt out so as not to pay taxes on that?

Please keep this on topic and don't have this thread devolve into "the usual". This is for job hunting information only.

What is the average raise after graduating from the analyst program? Is 10% an average or that’s too high to expect?

General Motors recently reduced its IT workforce. The company cut approximately 600 salaried positions. This move is part of a deliberate skills exchange. GM is now hiring for AI-focused IT roles. The automaker seeks professionals to build AI systems from the ground up.

https://www.indexbox.io/blog/gm-and-automakers-reshape-workforces-with-ai-focused-hiring-and-layoffs/

Companies like these get doomed because they don’t recognize people’s background, capabilities and experience. They have one lens of cost reduction. The truth is person in lower level can only make their contributions that are aligned with their pay grade. You may have heard some people say “ it is above their pay grade”. Person may have abilities but so many people may have thrown stones on someone’s career that title wise you will not see the growth. And the person may stay in the lower role because another phrase you may have heard “it pays the bills”. Do the right thing. Put people in right roles. Re-interview everyone. Listen to them. Then give them roles based on their abilities. Then watch your company reach new heights.

They won’t apply to higher positions because they don’t want to be laughed at. You have to make effort to re-recruit within the company.

Transformation does not happen using traditional methods. Think different, do things differently, re-structure differently.

I did my part, you do yours.

I've been trying for months. Demoralized doesn't even begin to describe how I feel.

Doesn't seem like you can climb the ladder here in any meaningful way. Your only option is to quit and find somewhere else to work if you want to grow your career. Am I wrong or is it dependent on BU?

How are the 55yo and under thinking they should stay until the end? You have lost out on merit increases, 401K matching and a future, are you staying just for vacation? Just curious as to how Xerox are retaining this group.
I realize some of the younger ones are just trying to build experience for a resume, and some nepatism is helping a few families. But the others?

Layoffs in 2026 are inevitable and I can’t help but chuckle when people come onto this board to whinge about more layoffs are coming.

Are layoffs stressful? Absolutely. No one is denying that. One thing you can do is change your mindset.

Control the controllables.

You can’t control whether you are going to be laid off or not. What you can control is finding a new job. It’s not easy to find a new job in this market, so start looking now. Don’t wait until your job is impacted to look for a new role. Who knows… you might get lucky… engineer yourself a redundancy when you have something else lined up. To do so, you have to be smart. You can’t be bitter. It takes weeks to engineer a redundancy so get your ducks in order! There is life post Citi. You might surprise yourself. You may enjoy life after Citi more than you enjoy life at Citi. Food for thought.

Especially if you're younger and recently joined Elevance. Save up six months of expenses. Keep interviewing even though you're employed. Find a way to make money on the side. Don't let this place have all the power over your life.

Work your hours and go home. Take your vacation days and actually disconnect. Hit the gym. See your friends more often. Learn something new so you're not stuck here forever. And talk to real people, not just LinkedIn connections.

I am no longer with the company but very curious about how things are going and moving along since last year's layoffs; and what the overall morale is like in Design and Tech; especially in the Home Division?

Prior to my departure, promotions were scarce and people were feeling stagnant, overworked/underappreciated and not being able to move around and grow... is that still the case for most L4/L5s and maybe L6s?

I used to think working hard was the path to promotion, before I watched three people who barely do their jobs get ahead because they know the right people. Now I spend more time on politics than on actual work, and I feel no guilt. That's just how this place works.

When I got the news that I was being laid off a few months ago, I expected to be devastated. Instead, I felt a wave of relief. Dell has been a mess for too long and I hated my job for far too long. I don't know if I got lucky or the job market is not that bad, but I had a new role within two months. Smaller company and much better culture. Just wanted to say, it's not all bad.