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#gold
Don’t trade your life for a paycheck
People are complaining today as if any of this is new, but it isn’t. These same patterns have played out in every generation. Different names, different systems, same cycles. Jobs change, economies shift, uncertainty comes and goes. It happens throughout the lives of every generation. What changes is not the pattern itself, but how aware people are of it, and how they respond when it shows up again.
Follow the narrow path that leads to life.
Hi All - I need help from folks who are planning to retire or that went through the retirement process. Here is a thread on Chevron's page, it's customized I hope we can put together something similar to help our folks as well: https://www.thelayoff.com/t/1kmrb08g5 or @OP+1kmrb08g5 "So, you've started thinking about RETIREMENT"
If you have time chime in with bits or pieces and, after a week or two I will consolidate everything into a long master post named "Exxon: Retirement Planning Considerations".
I am sure I am missing some key points but here is what comes to mind right now:
Add what you can. Specific details are most useful.
Here are few things to take in consideration. Bookmark this thread, you will need it. I hope others will chime in and cover things that I am missing but would be useful for ret. planning. Also, I might be off on a couple of things here, please correct me. Here we go:
1) “90 points” is a key milestone
2) Stock and bonus implications matter
3) Healthcare is still expensive even with company support
4) Retiree benefits are weaker than employee benefits
5) Medicare is not “free”
6) Long-term risk: benefits can shrink
7) Financial planning is critical
Never explain yourself under pressure
Never argue about your motives
Never take the bait on character attacks
Never apologize simply to de escalate
Never match emotional intensity to prove your point
Never accept someone else's language without precision
Never accept binary traps
Never try to win through logic alone
#gold rules
#gold post
LinkedIn is full of scammers now
I've been getting so many fake job offers lately it's ridiculous. You're desperate for a job and thinking it's a lead, but it's just someone trying to steal your info. Please double-check every recruiter before you respond. These people prey on our vulnerability.
Pure #gold
Ten years here, and this is what sticks with me:
Restructuring solves nothing, breaks plenty. Vacancies never get filled, teams just get more stretched and bitter.And they always cut the wrong people. Not that the rest of us are useless. We're not. But without fail, they boot the one person who actually mattered - the skilled one, the experienced one, the glue who kept the team from falling apart. Every single time.
It boggles the mind, really. Especially when you see the same pattern repeating itself for so many years.
2 Week Notice, Curtesy or Requirement???
When an employee resigns, are they required to give two weeks notice?
If I leave without providing notice, are there any consequences or forfeited benefits?
#gold advice on what to do after a layoff
New Gold is laying off 85 employees. These layoffs are at the New Afton gold and copper mine. The C-Zone block cave project is mostly complete. The company states these job cuts are part of the project cycle. New Gold expects production growth at the mine for three years.
https://cfjctoday.com/2026/02/17/new-gold-laying-off-85-employees-at-new-afton-mine/
mgmt will decide who to lay off based on complex factors such as personal disputes, retaliation, preserving dominance and status, rivalries, and internal power struggles, often arising from cycles of poor judgment, limited opportunity, trauma, and loyalty, with layoffs frequently intensifying through social contagion and misidentification within social networks.
Soooo, how much was your biggest Dell raise ever? #gold
good #GOLD question
Porting Number Out
Anyone know what’s the process to port your work number out?
hahaha... #gold
Like this post if you are switching to TMobile
this is #gold
hahaha, this cracked me up - those managers and directors are just promoting this site by mentioning it by name hahaha... #fyp #omg #gold
Managers reference layoff site in meetings
I've been in a couple meetings late last week and management Sr director, ADs, SMs all mentioning the site as if our fear isn't valid. Basically they all were saying everything here is fake and no one really knows. Just strange that higher-ups mentioned the site by name and wanted to discredit everything on here. Who's know what is true on this site but for leadership to acknowledge it shows even they know some layoffs are coming.
happens in all companies.
this post is #gold
- Age Discrimination
Based on what you know so far, do you feel there was age discrimination during the selection of people who are being laid off? If yes, what makes you think so. I know only 4 people who were laid off, 2 are over 40 and 2 are over 50, not sure if this is a pattern but it does not look good, or should I say it does not feel OK. Thoughts.
this is #gold
@jf There’s nothing brilliant about 99% of the people who come on H1B. The system was designed to push down US tech wages and shift the cost of training onto someone else’s dime (Infosys, TATA, and other outsourcers). It benefits corporations, outsourcers, and people on visas, but it does not benefit US workers or the country as a whole. Since US workers vote, and the line has now been crossed, the political class is scrambling because they know whoever takes action here will scoop up millions of votes. The logic is upside down, but that’s how it works.
The other issue is that India takes 80% of the visas, which distorts the demographic balance and fuels resentment. If India has 15-20% of the global population, and assuming talent is normally distributed, then the numbers don’t add up. A fair system would not result in 80% of visas going to one country.
I’ve worked with some incredible Indian colleagues, but I’ve also seen plenty who were nowhere near "brilliant" - enough to make me question the entire process. And after more than 10 years at Accenture (I left a few years ago), I’ve seen pretty much every shenanigan in the book, so I speak from firsthand experience.
This is the true joy in life, being used for a purpose recognized by yourself as a mighty one. Being a force of nature instead of a feverish, selfish little clod of ailments and grievances, complaining that the world will not devote itself to making you happy. I am of the opinion that my life belongs to the whole community and as long as I live, it is my privilege to do for it what I can. I want to be thoroughly used up when I die, for the harder I work, the more I live. I rejoice in life for its own sake. Life is no brief candle to me. It is a sort of splendid torch which I have got hold of for the moment and I want to make it burn as brightly as possible before handing it on to future generations
this is sincere and true - i am sorry you have to go through this and i wish you all the best no matter what you plan to do tomorrow. i've heard so many similar stories and this company is not the same any more, there is some darkness that crept in and i dont know if it'll ever go away. #godspeed #gold
I just got laid off from Nike after 6 years
They told me my role is no longer needed, with my last day in mid October. Two of us are affected, I do not think this is systemic or a part of a larger plan - it's just that they are tweaking things how the group (~20 folks) works - two of us are affected.Yet, surprisingly, I feel relief more than shock... The signs were there... mornings felt heavy, mgrs went quiet, and even teammates I thought had my back started to drift away - it felt bad... The energy was 100% off I knew the call was coming.
It stings. At the same time I’d rather be out than stuck in a job that drained me. Theres a strange peace in knowing it’s official.
Anyone else ever feel like the final cut is easier than the slow buildup?
im gonna go in tomorrow. I’ve got people counting on me, and there’s no room for self-pity right now, i'll finish this chapter with dignity and will do a good job... Time to chase the next chapter, onward & upward.
Praying for my colleagues
Heavenly Father, I lift up my fears and anxieties about our jobs and the future of the company to You. Please grant us peace that surpasses understanding and help us to trust that You are in control. Deliver us from fear, and fill us with Your perfect love that casts out all fear. Be our rock, fortress, and protector during this uncertain time. Help me to not become so focused on my circumstances that I neglect Your blessings. Lord, help me to remember that my identity is in You, not my job. I trust that You will provide for me and see me through this difficult time. You have a purpose for me, and I choose to trust Your process, even when I don't understand it. Help me to see that this may be a difficult time, but it is not the end of the story. Help me to give thanks in all things and to remember that You are in all my tomorrows. In Jesus's name I pray. AmenI hope and pray that everyone finds peace in the coming days. If you are separated from the firm, I pray that it is a blessing in disguise. Stay strong.
You’re not family - you’re a transaction. Your employer might act like they care, but the moment you cost them money, become a PR risk, or even just step on the wrong clause in your 1000-page contract, they’ll drop you without hesitation. Period. You don’t have to sc--w up - if the company hits hard times, you and everyone around you could be out. That “we’re all family here” line? It starts to sound like a joke.
They pay you to spend more time at work than with the people you actually care about. Your job affects your mental health more than most things in your life. And if it ever comes down to it, they will replace you.
Soooo your employer is not your family, and they’re not your friend.
They pay you to work, and your responsibility is to do that work well.
• Don’t sacrifice time with family and friends to please your employer
• Don’t give up your mental health for a job
• Don’t compromise your values just to fit in
• Don’t buy into the hustle culture hype - it’s not worth what it takes
Anyone has a side hustle? How do you manage to do it? Is it even possible given the workload? #gold
Top performers rarely "negotiate" for raises at all… They spend 6-12 months building an undeniable case. The +PARIS Method transforms this into a repeatable system. When done right, your raise becomes the obvious next step.
Here’s the framework:
Most people wing their salary negotiations. They wait until review time, rehearse a speech, and hope for the best. But high performers know the truth: The negotiation starts months before you ever ask for the raise.
The secret?
The "+" in the +PARIS Method. Set expectations EARLY:
Win the game before it starts.
P = Prepare Like a Pro Your manager should never be surprised by your achievements. Build your "Success Portfolio":
Remember: If you can't measure it, you can't monetize it.
A = Ask Like You're Adding Value Frame your raise as an investment opportunity for the company. Start with: "Based on [specific metrics] and [concrete results], I'd like to discuss compensation that reflects this level of impact."
Position yourself as an asset…
R = Reinforce with Results Stack your wins until they're undeniable:
Make saying "no" harder than saying "yes."
I = Inquire About Growth If the timing isn't right, pivot:
Remember: Sometimes the path to higher compensation isn't a straight line.
S = Seal with Strategy Close strong:
The end of one negotiation is the beginning of your next one.
This is #gold and this the #path…
Good luck!!!
Tagging it #gold and #oraclegold
As I leave...my thoughts
Leaving Oracle after 17 years, my two cents.
The big shops, financials, SCM, HR, Psoft, will always make money. Usually never have layoffs unless it's from some quirky decision. Always tons of parnters doing that work if you do leave from one of those areas. Financials always needs people. Cloud seems to have failed. Just calling it what it is. AWS has everyone. You can get promoted in these big shops, but it's still oracle and will probably spend 3-5 years in your same position. Unless youre in marketing or HR and well, I will leave it at that.
GBU's..
I worked in one of them for five years and saw some concerning things happen. Tech people..you can grow and be promoted so as long you are a yes man, don't challenge too much and contribute. Growth is truly optional at many places in Oracle. The outside world somewhat sees Oracle techies as people who couldn't get into AWS MSFT GOOG. I would probably agree on this, but still lots of great people. Now, non-tech folks, business, project mgmt, product managers, CS. They don't seem to measure much of your skills or desire to grow or even your work performance. I sadly watched so many leave. Good people who well their mgr had it out for them or the manager was just actually cluless on how to grow people. The scarier thing I saw in the GBUs were managers who becamse such cause they were friends with officers or directors when the company they were in was acquired. I saw people just leapfrog GREAT candidates for so MANY jobs. It was really really sad. People who put their all into a job, then GBUX acquires company ABC and the ABC employees are some how vaulted into mgmt or director positions and the prior folks weren't given any consideration. It was so disheartening. As someone who came from Big Oracle, this type of promotion practice is nearly or maybe illegal. Again, many left. The GBU officers or SVP's I came in contact seem so out there. Most are just niche lifers on some product that no one cares about and I could never understood why they tried to act high and mighty. Saw it across several GBUs. I would say that if you're in the GBU, be careful of who is below you and above you. if one of them dont like you, your days could be numbered. Lately I had a few 20-30 year vets contact me suggesting their pink slip was right around the corner. It hasn't happened, but that is a very bad way to live. Can cause heart attacks. Also for the GBUs there is a good chance that if your product line is canceled, you're going to learn about it on the way out. Take Care.
Pure #gold
Passive Aggressive Performance Review Season
It’s that time again where many of us sit down to review our year only to be hit by surprise with “negative” feedback that came through to us by the way of telephone; or someone is rift about something and has a vendetta. He said, she said and opinions always win over actual facts. It doesn’t matter to even document your items anymore considering the HR policies have changed so that you can get fired for anything at anytime anyways. Why do we bother when our opinions or data to back ourselves up doesn’t matter. Why do we review ourselves as if it’s going to be accounted for. Don’t get me started on the “goals” consistently being moving targets with no actual grasp or valuable impact. Also don’t get me started on how BDP and his reports all like to act “surprised” when any of us little people say anything about unfair conditions. As if they’re actually flabbergasted. Please work on pretending to be shocked cause we’re not buying it. Most of the people leaders just tap dance - act as though they adore us to the public, but work overtime to misunderstand and misdirect us behind the scenes.
If you, like myself, were told you were above or on target only to be blindsided in the end by being bumped down - don’t let it get to you. The current state of the company is mirroring the American railroad infrastructure. We see how that’s turning out. You just keep driving the train the best you can if you have to. If you have the luxury to leave, please do so before the train derailments greatly impact you to a point of no return. Like the ever growing poisonous smoke clouds from the derailments, there’s only more detriment to come as a result of the trash direction and leadership in this company.
These “targets” are largely not a reflection of you or your character. Besides, who cares what any of the personality hires who lied on their resume to become a “people leader” or paid for their award on some company’s list have to say or think anyways. Whatever you do, don’t allow yourself to become part of the cancer culture that has overtaken the company by allowing those same egomaniacal soulless people to negatively impact your emotions or your health. There are too many individual contributors mentally and physically burning out beyond recovery. Considering no one at the top and many in leadership cares, why care to keep pushing yourself into survival states in an environment where it’s impossible to thrive. Prioritize and take care of yourself. Don’t stop tracking your work in extensive spreadsheet or what have you, but take that information and use it to go find something better outside of this company where you’re truly appreciated and not forced to backstab and brownnose to get what you’re worth.
And a final word to BDP and whoever this applies to - LINKEDIN LEARNING IS NOT REAL TRAINING! Fund us trainings with tangible certifications, etc. and MAYBE we’d be more willing to stay on this hamster wheel. Stop being cheap. CareFirst University did far more for us then any of this LinkedIn Learning cr-p ever did. You want us to improve ourselves but think staring at screens listening to people babble only to end up with a useless virtual certificate that doesn’t actually matter anywhere is sufficient. And stop messing with bonuses to hurt the little people for your people leader failures. There are employees who actually rely on them for childcare, etc. But why would you do that when you only care about your pockets and your surroundings am I right? The little people are always disposable in the end. Spare us the calculated reactions with vague passive aggressive commentary in the CEO chat (or under this post since certain people leaders/lackies have anonymous energy to argue in replies but not carry that energy in-person or otherwise) and PR response type executive messages. Take your entitled feelings that you refuse to sit with because they make you uncomfortable and just save it. We don’t care to hear it. We’d rather see actual positive change for us and or just not be berated altogether.
Toodaloo
Stay Strong.
I have been there. Felt like giving up on everything.
I must've interviewed at 10+ companies in a span of 3 months. No interviews for the next month due to holiday season. I used to choke up when recruiters/HMs asked me why I wanted this role "I mean I just told you I got laid off? Do you want me to tell you details of my dwindling emergency fund?".
Eventually found a job. Everyone does. You will too.
What helped me stay mildly sane during that time:
Hope this helps someone. Do NOT lose hope.
Executives should pay attention:
(*) Saw a study that claims 13% increase in productivty. That's #gold
A great post OP, I'd say it's #gold & #timeless. Very creative...
Let's break it down:
Net-net most of you are roughly wrong sticking it out with all the pain points here. You need to get lazer focused and lean in. Think outside of the box and get that game plan together, so you can hit the ground running and start moving the needle on the job search. There's plenty of low hanging fruit out there. It's all smoke and mirrors here so if you want to climb that ladder, get back to the drawing board and get looped in. Put all the bells and whistles back in that resume, check off all your action items, and take advantage of this window of opportunity. No need to reinvent the wheel, just get down to brass tacks and GET IT DONE.
it does not work this way any more - #gold reasoning of the baby boomer generation, worked out for them but they dismantled the concept of loyalty in the 1990s when mass layoffs started. i think #GE was the first one to sc--w tens of thousands of workers, massive layoffs etc. also, everyone had pensions through 1990s and they changed that with #401k plans which made sure the investment banks and wealth management firms (e.g., fidelity) get incredibly wealthy but the worker goes to retire with $90K in the 401K. meanwhile, fideility would pocket a ton of $$$ on that same individual through #highfees, etc.
Does being loyal to the company pay off?
My parents have drilled this into my DNA - be loyal to your company, do the best work possible and things will work out well for you and your career.
What do you think?
Do you try to instill the same values into your own children?
I often join calls and most who talk do not understand the problems neither can contribute to the solutions, just talk and talk without clarity or direction, always back to square one. When a good idea is presented they fail to recognize it and often fight it. Unfortunately the talent necessary to recognize when an idea is good is the same required to come up with a good idea.
there is a 25 reply #gold thread on wells fargo internal transfers here @OP+18eFpWKz
this was covered a year ago
lol, that's #gold...
reaching out to a layoff forum to ask about a legit #hr #question / tells u something about what's going on
Will there be mandatory COVID-19 Vaccination at Wells Fargo
I am pretty certain companies can require employees to vaccinate.
I have no plans to vaccinate and this may be a problem for me.
I know that if I reach to HR directly I'll get a PC answer that will tell me nothing.
So, is there anyone from HR on this board willing to discuss this in more detail.
sir, knowing how to #elbow will certainly win you a #gold medal...
In your opinion, what skills are the most relevant at Ford today? When I was starting in the late 80s you had to have a broad range of technical skills accompanied with better than average communication skills... I am about to retire in 2021, and I am curious what kind of skills are deemed to be the most relevant skills today...
This post nails it - anyone working excessive OT should consider it:
Step one - take an unplanned PTO day, you’re tired and sick
Step two - take a second unplanned PTO day
Step three - tell your manager you’re having some health issues, don’t lie, be vague
Step four - tell your manager that excessive work hours has contributed to your health problems
Step five - ask for your manager to prioritize your work
Step six - stop working so many hours
Maybe it’s just me, but I don’t work as many hours as I could. I don’t care, WF is not my whole life. If some stupid paperwork doesn’t get done, oh well, I am not a doctor with a bleeding patient. We’re not saving lives here.
In almost thirty five years of working on boards, the hardest decisions I have had to make involve removing the CEO. It is an important decision and one that must be made from time to time. I am not a fan of removing the CEO until and unless it is abundantly clear that it must be done.
But when the CEO has failed to manage numerous important challenges, when the senior leadership team has been a revolving door, when the CEO has messed up important relationships with customers, employees, and other important stakeholders, when the organization has become toxic as a result of the CEO’s abrasive personality, then the choice is abundantly clear and must be made.
It is an even harder decision to make when you don’t have an obvious replacement, or when you are not 100% confident that the obvious replacement will be an improvement over the current CEO.
But those are not reasons to wait. You must act and replace the failed CEO with whomever is the best option in that moment and work with the new CEO to address the challenges facing the company, many a result of the failed CEO’s poor leadership.
Waiting is never the right answer. Failing to act is never the right answer. You must remove a failing CEO.
~ Fred Wilson
https://avc.com/2020/10/removing-the-ceo/
#life #lifelessons #gold #ceo #removingtheceo
Companies don’t exist to make us happy.
We know that, right?
The business doesn’t exist to serve us.
The business is using us in order to achieve whatever it needs to achieve. We are being used, and we get #compensated for it.
Sometimes, they stop needing us. We should be able to leave without an emotional breakup.
It’s the same thing if we decide to leave.
It should not be an emotional break up.
When we are part of something for many years, we get attached - that's OK... But we should be able to move on without #emotional uptick.
Execs often hog priviledges and $$$, preserve #priviledges, they pay themselves way too much even though that's not what the company need - we get upset. It's OK to be upset about it but it does not change the fact that we should be able to take off or to be cut w/out a #gold emotional drama.