Thread regarding Fidelity Investments layoffs

Success at Fidelity….(1) Over deliver on everything (2) Aquire new skills all the time albeit business skills, soft skills, tech skills etc. (3) never have any one job more than 2 years (4) plant seeds of what you want to do in the future (international role, managerial role, etc.) (5) grow your network…within your business unit and outside of your business unit (6) get every credential/educational opportunity you can (7) take (measured) risks (8) always support your leadership and they will advocate for you. (9) find the internal Rabbi’s - your advisor and advocates (10) stay away from the complainers. Retired from Fidelity and it changed my family tree forever…grateful for every year I spent there.

@ft+1k0ch6q2h gets it. Make your boss successful and ,proactively, make his job easier, that will get you a promotion. Unless you're an a-hole. Then you will always be in the same situation, because people don't like you and will not promote you.

You’re working hard but not smart. There’s a whole skill set about getting visibility for yourself, advocating for yourself, getting yourself promoted, that you haven’t figured out. The person who said welcome to the real world is right. It doesn’t work the way you want it to. You don’t just work hard and keep moving up. It really isn’t about working hard. It’s about figuring out what the people need from you who make decisions about your advancement, and giving it to them. Making them look good. Then they’ll want to speak up for you, make a case for you in the calibration room. You need to start figuring this out or you’re going to be miserable and be forfeiting so much money that you could be earning.

Welcome to the real world, where nobody owes you nothing, and nothing is what you'll get

That’s how I was in my last underpaid role, so I moved on. And I hate the new job and the way the group operates.

@a2 I disagree.

If you have a christiano Ronaldo or Messi in your team, you don't ask them to SLOW DOWN for the sake of others.
You push others as a leader so they can reach their full potential.

Unless you're working in an "Ford Vs Ferrari"-esq environment where they rely on mediocre outcomes while letting actual talent keep burning midnight oil.

My theory is that there's a lot of mediocre management here, and due to their mediocrity, they have trouble identifying strong talent and value added. As a metaphor, it's hard to spot good or bad workmanship on your house if you're unfamiliar with what the house contractor is supposed to be doing. Yeah your new roof shingles may be laying down flat and look cleanly cut but what you don't know is that the flashing is incorrect and you'll get leaks in 1-2 years. Only someone with skill in that space would be able to identify that.

Maybe that's the issue?

Your managers / leaders think of you as someone who might outshine others while making others in the team look dwarf, it's a balancing act sometimes they have to do, which unfortunately might come at an expense of making an individual feel the way you do...