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More and more nb support engineers are being hired and integrated in support teams. English speaking support engineers have been getting layed off in recent years and it looks like the remaining support engineers are next.
Does someone have any info on this? Whats the timeline? Supposed to be a new batch of newbies soon which we probably have to train to replace us to reduce costs.
I have been laidoff and need to train my h1b contractor who will do my job, what options do I have?
Why does fidelity say they don’t tolerate harassment? It always makes me giggle when someone says that because yes it absolutely happens at work.
It was announced that the third module of training (where they want a 6 PAGE AI “thing” you put together and send on to another group for approval—-!!) was delayed until next year. Also, all of a sudden, AI isn’t mentioned in meetings and a new AI crud tool we were using begrudgingly has no deadlines. Are they realizing that AI isn’t working? I have seen so many articles/videos from tech experts and CEOs admitting it isn’t helping.
I hear A layoff is approaching at Phoenix, AZ Peak location.
They are cutting costs with tenured employees and hiring
unlicensed people to train with no experience.
I sincerely feel for everyone at Centene who is feeling lost, unmotivated, angry, and downright exhausted. If you feel like this is not the company for you any longer, I want nothing more for you than to find somewhere you can thrive.
However, in the meantime you need to use your time wisely. I know It’s astoundingly difficult to put in the work when everything feels fleeting, but there is still time for you to utilize company resources that can benefit you greatly if let go.
Please take advantage of trainings, certification programs, company discounts, financial consulting discounts, and various other company resources while you still have access to them. Put yourself in the best position you can now in case you are let go whether that is voluntary or otherwise.
Your future self will thank you!
P.s. Much love to whoever completes my pseudonym in the comments ☮️
Just got hit with two emails about two CU trainings that are "required to be completed" by October 27: Annual Ethics and Compliance Training and, naturally, Annual Security & AI Risk.
Read the room, Sarah. Read the room.
These tests were kinda tough, weren't they? Barely got them done in the time allocated and definitely couldn't get all the tests to pass 100%.
It's just that we don't deal with these tests on a day-to-day basis so the tests seem a bit unfair. Plus not everyone knows db syntax etc. Some products don't even use db and requires recollecting knowledge learned in college 20 odd years ago lol.
Wonder how folks did in these tests and how exactly are these test results gonna be used.
So the RTM role is basically our rep job now (which su-ks) plus now we have to hire, on board, train, schedule, payroll and cover any and all call offs, vacation, quits. That’s insane. To top it off no Overtime! Who in their right mind would apply for that position???
I still don’t understand the whole BD Excellence thing. What do the Excellence Officers do? Has anyone attended a session in the new training center in Flakes? I haven’t had much time to look into this and would like to hear from people who are up close and personal.
Anyone else attending these BS development days? They seem to offer nothing of value. On one hand they tell us to up skill and to shoot fly the stars, even though you need to have a buddy up top to climb the ladder. On the other hand the are low key hinting at replacing everyone with AI in the long run.
Too many managers got promoted for being good workers, not for knowing how to lead. At least teach them some people skills before putting them in charge of actual people.
I feel sorry for the Zenzar and Cognizant newbies who weren’t already employees but are replacing RIF’d and non-rebadged staff.
Thrown into the deep end in some cases and with zero process training.
Better hope there’s some internal documentation to follow because if there’s anybody left to train them those people sure won’t have the time!
Layoffs create significant challenges for remaining Gen Z employees. Many lack the experience and training for new post-layoff responsibilities. This leads to costly mistakes and high rates of considering leaving. Organizations must implement re-onboarding and interactive learning strategies. Peer learning and feedback also help Gen Z adapt and thrive.
https://hrdailyadvisor.hci.org/2026/06/24/gen-z-is-sending-a-warning-about-post-layoff-culture-and-hr-leaders-should-pay-attention/
a senior manager doesnt know how to do something like run python
therefore we need 6 meetings.
I need you guys to set me straight or confirm what I'm seeing. Is audit currently a hellscape of poor management, training, consistency, and direction? I came from another bank knowing the red flags were visible but I literally cannot figure out what's going on from day to day, audit to audit. No one seems to know what's going on. People are generally nice and super smart but I feel like I'm in the twilight zone from audit to audit. I feel like I'm in the middle of the desert by myself most times. Am I just being overly critical here?
Ingka Group, Ikea's largest retailer, implemented an AI chatbot for customer service. The chatbot handled 47 percent of customer calls, potentially displacing 8,500 workers. Instead of layoffs, Ingka Group retrained these employees for new roles. They now provide premium interior design services, creating a new revenue stream. This strategy generated €1.3 billion in 2024 and avoided job losses.
https://www.inc.com/stephanie-davis/layoffs-workers-ai-ikea-leadership-playbook-grow-revenue/91364108
I heard from people that they training someone to do their job, what does that mean they are done or what?
The Simplicity plans and no free phone promos. Easier way to transition corporate locations into resellers. The staff will already be trained.
Register below for a FREE Layoff Transition Resource Fair where you will:
Learn how to apply for Unemployment Insurance, healthcare coverage, and resources available through WorkSource Portland Metro during the Layoff Transition Assistance Session
Discover free training opportunities in growing fields like clean energy, healthcare, and early childhood education
Build a stronger resume in a hands-on workshop with tips you can apply right away
Connect with experts who can link you to community resources that meet your needs
Get a new professional headshot
Space is limited. There is room for 125 attendees.
Registration form link: https://docs.google.com/forms/d/e/1FAIpQLSdkJx_6bwTpjq0a4gFNMoHYrHdbk0U-NOU4nww40KM1Y9qJ8w/viewform?usp=dialog
Register below for a FREE Layoff Transition Resource Fair where you will:
Learn how to apply for Unemployment Insurance, healthcare coverage, and resources available through WorkSource Portland Metro during the Layoff Transition Assistance Session
Discover free training opportunities in growing fields like clean energy, healthcare, and early childhood education
Build a stronger resume in a hands-on workshop with tips you can apply right away
Connect with experts who can link you to community resources that meet your needs
Get a new professional headshot
This event was created for workers who have been recently laid off (or are about to be laid off) from Multnomah County, the City of Portland, Sunstone Way, Portland State University, and Gresham-Barlow, Reynolds, Parkrose and Portland Public School Districts. All are welcome. Space is limited. There is room for 125 attendees, and we will be cutting off registrations when the event is filled.
Registration form link: https://docs.google.com/forms/d/e/1FAIpQLSdkJx_6bwTpjq0a4gFNMoHYrHdbk0U-NOU4nww40KM1Y9qJ8w/viewform?usp=dialog
Register below for a FREE Layoff Transition Resource Fair where you will:
Learn how to apply for Unemployment Insurance, healthcare coverage, and resources available through WorkSource Portland Metro during the Layoff Transition Assistance Session
Discover free training opportunities in growing fields like clean energy, healthcare, and early childhood education
Build a stronger resume in a hands-on workshop with tips you can apply right away
Connect with experts who can link you to community resources that meet your needs
Get a new professional headshot
This event was created for workers who have been recently laid off (or are about to be laid off) from Multnomah County, the City of Portland, Sunstone Way, Portland State University, and Gresham-Barlow, Reynolds, Parkrose and Portland Public School Districts. All are welcome. Space is limited. There is room for 125 attendees, and we will be cutting off registrations when the event is filled.
Registration form link: https://docs.google.com/forms/d/e/1FAIpQLSdkJx_6bwTpjq0a4gFNMoHYrHdbk0U-NOU4nww40KM1Y9qJ8w/viewform?usp=dialog
Register below for a FREE Layoff Transition Resource Fair where you will:
Learn how to apply for Unemployment Insurance, healthcare coverage, and resources available through WorkSource Portland Metro during the Layoff Transition Assistance Session
Discover free training opportunities in growing fields like clean energy, healthcare, and early childhood education
Build a stronger resume in a hands-on workshop with tips you can apply right away
Connect with experts who can link you to community resources that meet your needs
Get a new professional headshot
This event was created for workers who have been recently laid off (or are about to be laid off) from Multnomah County, the City of Portland, Sunstone Way, Portland State University, and Gresham-Barlow, Reynolds, Parkrose and Portland Public School Districts. All are welcome. Space is limited. There is room for 125 attendees, and we will be cutting off registrations when the event is filled.
Registration form link: https://docs.google.com/forms/d/e/1FAIpQLSdkJx_6bwTpjq0a4gFNMoHYrHdbk0U-NOU4nww40KM1Y9qJ8w/viewform?usp=dialog
A certain guy who used to work for you guys ("RR") from what we understand brought about this firing of competent people (especially in Tech) and offshoring to Accenture. That is currently now happening at his next stop - T Rowe Price in Baltimore. A competent IT shop is being dismantled - Laid off, but to get severance you have to agree to train the people replacing you who have little if any experience, initiative, etc. Can anyone let us know how that went for you guys? Do you know if our guy "RR" left on his own or was forced out after this turned out to be a disaster? Thank you. Training is not going well, yet the keys are expected to be handed over soon.
Man, it’s a pretty great time to be at Quest Software right now. They’re investing in a ton of new tools and training to help us sell more, which is smart.
And the tracking systems are next-level management can see exactly who’s driving the extra productivity and revenue, so the right people get rewarded. No guesswork.
We’re a leaner company these days too, which means there’s nowhere to hide how productive you actually are.
I’ve never seen so many VPs this eager to support such a small team. While other companies are cutting those big roles, Quest is doing the opposite. It’s actually pretty refreshing.
And with the data and AI bo-m happening, their early investments are paying off big time. Now they’re doubling down on security and migrations. At this rate, we’ll be the next SpaceX before long.
15 Signs Your Company Stopped Investing in You
You'll see 8. Your boss won't mention any.
You haven't been told.
The behavior changed anyway.
Here's what to watch for:
Your career conversation stopped being scheduled.
↳ What isn't scheduled isn't happening.
Your boss stopped asking what you want to learn.
↳ The question follows the investment. Both stopped.
Cross-functional projects stopped coming to you.
↳ The invitations dried up because the plan did.
You're not in the budget planning conversations.
↳ The invite list shows who matters upstairs.
Your review stopped including growth language.
↳ "Meets expectations" is a quiet decision.
Your one-on-ones got shorter and less frequent.
↳ Time spent is a signal you can measure.
You get steady work. Your peer gets the launch.
↳ Stretch goes to who they're still investing in.
The training budget went to your direct report.
↳ The bet shifted. Nobody told you.
New hires are being mentored by your peers.
↳ Mentorship signals who still has runway here.
The capex you proposed went to your peer.
↳ Development capital follows people, not roles.
Your boss stopped introducing you upward.
↳ Sponsorship is the resource that runs out first.
Your skip-level got canceled twice in a row.
↳ The cancellations are the message.
Your conferences got cut to local only.
↳ Travel budgets are a clean signal of priority.
Your development budget got smaller.
↳ Some budgets don't get cut. They just vanish.
You're reading this and recognizing 8 of them.
↳ The pattern has been speaking for months.
https://scorecard.plantmanagerblueprint.com/
Should be exactly what its always been, "The Fleecing of Lumen Humans" . She might as well tell the truth while she lines her pockets.
Rumor is the entire technology training team was laid off. What a coincidence AI makes documentation super easily. Don't believe a word from leadership. Collect the paycheck and get out as soon as you have another offer.
I wonder if Dell will have its ethics and compliance training this year?
Coming from an unethical and corrupt group of people would be pretty ridiculous.
Long time employee here. I have never had a supervisor make goals, training plans, or anything else with me let alone document anything in Career Connect. All they want is an update so they can pretend they are in the know when they talk to their boss.
To make the most effective use of AI, you pretty much have to be an expert in the domain you are working so you can write effective prompts AND AI must have enough relevant information in order to provide quality output. There is a lot of info in telecom that cannot reasonably be put into AI (confidential info, or spread across many emails, and across many documents (each containing PPI), etc.). For example, take a cell site design: To use AI you would need to upload many plots from Atoll, upload traffic usage and drive data (if available), upload maps, upload ongoing surrounding project info and their status', etc.. You would also need to tell AI what you want as far as standard equipment (and that is always changing and has dependencies), and on and on it goes. The list of things AI needs in order to provide quality output goes on and on, depending on the domain and the intricacies of the required output. The end user also must be knowledgeable enough to recognize garbage.
If you are a non-tech type (not intending an insult here), and you took some of the AI courses available from Google (and probably other AI vendors), you have seen some pretty powerful stuff. AI can do some amazing things. Yes, AI can summarize data. AI can create graphics, videos and audio output. AI can tie together data and create powerful dashboards. AI can write code. AI does all of this much faster than humans. Those AI courses leave the user thinking AI can do most anything. Those AI courses also inspire users to want to buy the creator's product (AI subscriptions). That is intentional! Google, and other AI vendors want to make money on their products. They are not going to talk much about the pitfalls of their products.
Taking those courses is like watching a very long, well produced commercial. If you are a tech type, you may be familiar with at least some of the inner workings of AI and understand it really is a probability machine (really A LOT of little probability machines). It takes in data, creates relationships amongst that data based on probabilities it "learned" from training data. Some of the magic is taken way, but it is a good thing to understand in order to make better use of the tool.
Dan Schulman's educational background is in economics and he has an MBA. Guessing other C-suiters' educational backgrounds are similar. AI works well for economics. You can upload many disparate spreadsheets and as long as there is some semblance that the data in each sheet can be correlated with data in the other sheets, AI will handle it like the Harlem Globetrotters handle a basketball. I am sure Dan was drooling at the mouth when AI vendors showed him what they could do for VZ. But, give AI a bunch of data without concrete direction, and design requests that could have many tradeoffs that are not seen until design time, it will provide output that is not concrete. There will be a lot of garbage output.
To best use AI, yes, you can use conversational prompts, but, you must be very precise. Think of training your dog or you child:). Dogs and children do not understand the concept of "sometimes." You must think like a programmer and tell AI exactly what you want. The issue with more complex problems is that exactly what we want is not known until we get deeper into the design. We have not seen all of the dependencies and tradeoffs until we get deeper into the analysis. By the time we get that far into it, it is faster to just do the task ourselves rather than try to put all of that info into AI.
The NMC is currently sending jobs to India and forcing NMC employees to train them. No surprise that VZW is making its own employees train their replacements. The field and regions are going to love Habibi calling in for an issue and not being able to understand them.
This might only apply to software engineering, or even certain departments, it's hard to be sure.
But if you're using any of the AI tools, especially Cursor, they come with dashboards to tell management how tokens you're using, how much of your code is AI written, etc.
They are monitoring this at the Sr Director level and above.
I'm already hearing stories of managers and directors being forced to justify to their bosses why they should keep otherwise good employees who's token usage isn't high.
Of course, Cigna has to pay for the tokens. The AI companies have us (and most of the industry) convinced we need to give them as much money as possible by using as many tokens as possible. It's as ridiculous as a for-profit electric company convincing you to waste electricity.
I think most of the managers know how d-mb this is. But it's not like managers and directors aren't also being let go. Even if they think this is d-mb, your manager is going to go along with it.. They already gave rid of the ones who wouldn't.
That's not to say there aren't still some good managers taking care of their employees as well as they can given the circumstances.
For example, if someone gives you training, or has to learn something new, and then you get laid off, you might think that was d-mb and a waste of company resources. Sometimes that is a case of the right hand not knowing what the left hand is doing. But sometimes that's your manager doing what they can give you the skills they think you'll need in your next job after they're forced to lay you off.
California aims to lead in artificial intelligence regulation. Experts warn AI will both displace and create jobs. Governor Gavin Newsom signed an executive order on Thursday. This order prepares the state for an AI-driven economy. It includes tracking job impacts, worker protections, and training programs.
https://abc7news.com/post/california-eyes-ai-regulation-gov-newsom-orders-new-workforce-protections-amid-job-shifts-mass-layoffs/19147015/
Wow management wants to pull people out of class to troubleshoot issues so they can get more releases. Company has gone to sh-t and dont care about training.
Anyone know whether Training and Documentation teams will be impacted by the upcoming layoffs?
There’s a push to complete the skills assessment. What are they doing with them? I don’t trust them with any information.
We no longer have a training goals so they’re not upskilling
Nobody trained me. You're simply expected to know things, then get blamed when you don't. The mood is terrible because everyone is only here out of necessity. Corporate talks a big game about safety and standards but won't fund what it actually takes to meet them. They'd rather rearrange the shelves than make the job manageable for the people stuck doing it.
Training on going. We all saw this coming. Hope everyone is safe tomorrow.
For the last couple of months i've spent time following trainings, learning how to build agents etc but Eliza just isn't delivering. Copilot on the other hand is far simpler to use and gets me what i need without giving me a migraine.