Our manager acts as if we should be happy that we survived these layoffs. Well, in any case, I prefer to leave when I decide to and when I get an opportunity somewhere else, but I really doubt that anyone sees any future here anymore?
I think that this is a dead company and that everyone should run from here, not walk.
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I was there for almost four years. The last two were like a goldfish in a blender, constantly fearing someone would turn it on! I didn't realize the toll continually worrying about the next round of layoffs was taking me.
Joining that meeting earlier this year and seeing my manager and an HR person on the WebEx was scary and maddening, but it was a complete relief once I went for a walk and read through the severance details. They pro-rated my stock grant and still paid out my bonus, all on top of 12 weeks severance with benefits.
I took a break for the next month to catch my breath and get my head right. I then spent the following month revising my resume and lining up my next job. By the way, the RiseSmart subscription was also a nice part of the severance package.
My new job came with a nice signing bonus and the same salary, plus it is fully remote. So it's all turned out for the best. And best of all, I am out of the blender!
The best advice I can give is to start looking for your next role BEFORE the next round of layoffs. Most likely, TD will do it again before the end of Q1. So mention to your manager in your end-of-year review that you're not leaving but are considering other opportunities.
There are always recruiters reaching out on LinkedIn, so start talking with them in January to make sure you still get your annual bonus. Let the recruiters know you may be looking for a new role in the next few months. Then the next time the layoff rumors start up again (and at TD, they will), you can begin to execute your plan.
Once your new role is lined up, tell your manager that you will volunteer if they need to lay someone off from his team. Trust me, they'll be glad to hear this because they are under the g-n to make the cuts.
Then take your severance, schedule your starting date as far in the future as you can, and enjoy some downtime! If you time it right, the severance, bonus, and signing bonus combinations can be quite nice. And best of all, you'll be out of the blender!
Been fed the same line. It is a tough pill to swallow when inflation is so high this year, that salary remains flat with NO percentage increase for cost of living or merit when the manager awarded a good rating at annual performance. This feels like the 2008 crash all over again.
I would like to know what departments are getting raises when a solid data and tactic backed case is presented in the ask for a raise.
Appalling how many in our org have been told the line “you’re at the cap salary for your job level’s band.” Year after year. No wonder attrition is so high in this org, when we see an average of 1% of the org receiving any identifiable internal promotion each year over the last 4 years.
You know there is sometimes opportunity in chaos. Maybe instead of quitting you should ask for a raise?
In the 4 years I have been here, in a global team of ~110 salaried employees…. was ~150 at the start of the year… I have only identified 4 people who have been promoted. 4. In 4 years. 2 benefited highly from being in the right place at the right time when their manager left or was laid off.
Was optimistic when a new ELT member was brought in nearly a year ago that opportunities might change. No. It’s worse now. Debating if I hang out for my bonus or start applying elsewhere now. I expect to be out of here in 6 months on my own terms.