#jobsecurity

There was a time when only underperformers were at risk, but that’s long gone. You can get a pat on the back today and be cut tomorrow. It’s stressful to always wonder if you’ll be next, and it makes showing loyalty feel pointless. Hopefully, the job market improves and we can all leave before being kicked out.

Anyone in Shell doing it to find their next IT role?

Leetcode = website that allows practice of algorithm like programming questions.

System design = close view of how major companies run large systems.

It's a nightmare trying to find a job right now. I hate my job, but I've never been more scared of losing it because of the state of the job market. So many laid off folks are sending out hundreds of resumes and can’t even get a callback. It's a scary time for sure.

Knowing what's coming, seeing the state of Intel, why are you still here? Do you think you're safe? Personally, I'm here because I haven't been able to land anything good so far, but I've been trying to leave for nearly a year. As soon as I do, I'll be gone and never think about this place again.

It’s such a weird feeling lately. Every two weeks we’re all looking over our shoulders. I’m still here but it feels temporary, like I’m standing on a trapdoor.

Good luck to any field team reliant on the Tyler NOC. Oct 31st is last days.

Not because I’m crazy about this job or the company, but because it’s really bad out there. My wife lost her job six months ago and still hasn’t found anything even remotely decent or in her field. I’m terrified of becoming jobless too. Honestly, the IT job market seems even worse than her industry. I hate what’s happening to all of us.

Did your org protect managers by turning them ICs, and their RnRs remain almost (or) the same?

While good engineers doing the job are seeing the exit doors, there's still room to protect the friends

You'll see layoffs at end of Q3 followed by more targeted layoffs in Q1. You will see RTO for Jax office and others will be forced to move there or be replaced

U.S. Steel will end production at the plant, likely in November, but it won’t lay off any of the roughly 800 workers there or reduce their pay, it said. Workers will maintain the plant so that it is operational in case anything changes, U.S. Steel said.

https://www.timesleaderonline.com/news/national-news/2025/09/u-s-steel-to-end-steel-production-at-illinois-plant-but-no-layoffs/

We have had cuts after cuts after cuts in the last few years. Nobody can convince me any of it is necessary. It's all about greed and we're the ones paying the price. I'm already looking for another job at a company that has actual job security - something we used to have once upon a time.

Heard a bunch of folks last month jumped to GTT. Looked at their Layoff.com page and last comment was from 2022…ah…that is what stability is like.

Inside person here, and I speak and connect with a few folks off company channels, and most of us have absolutely no faith in Cengage “Leadership” and job security. Fall Rush was absurd. How much business will be lost? Anyone else have thoughts?

You are a top performer who genuinely cares about your job and your customers. You strive to improve yourself each year, yet you can still be let go without any warning!

I’m relieved that I haven’t invested more years in this place; it feels like a blessing. I realize now that I was foolish to dedicate so much of my time and weekends to work. It still hurt but I would never go back to this environment. One of the worst place I have worked at. Management is a total joke. Only my coworkers were wonderful. Always have a backup plan and upskill if you are still there. I'm glad I have not wasted 10 years at this place….

I spent 28 years at Wells Fargo, and one thing I can tell you with absolute certainty: layoffs are constant. It doesn’t matter how long you’ve been there, how much you’ve given to the company, or how good your performance is. Everyone is disposable, and sooner or later they’ll prove it.

A couple of weeks ago I was asked if I charge mileage and per diem as a remote employee when I come into the office. (I do not.) Then more recently I was asked the distance from my home to the nearest remote location. I asked if there was any plan to have us come into the office, and was told that right now, there is no plan. Has anyone else had this experience? Is this a tactic to get people to quit instead of commute?

I just want to say i’m really grateful for my career at Truist. Truly. This job means a lot to me. I’m feeling pretty vulnerable right now, if I’m being honest. I care deeply, and the thought of losing this weighs heavy. I want to keep showing up, giving it everything I’ve got, and doing great things here with all of you, for our customers. I still believe in what we’re doing. And I’m not done. Let’s keep pushing forward together.

I feel something is going to happen. Scared AF!

Should I look in to other jobs ?

I am an applied scientist working on LLM prompting .

Lately it feel we would be the next one…

Any input?

I’m an outpatient mental health therapist at a very small location and have been here since January. We have had barely any new clients and have a huge office. Even though we have no new clients they are hiring 2-3 new therapists as well as a psych doctor…currently there are only two of us as all other therapists quit…neither has full case loads or are hitting RVU’s. I don’t understand how they can afford to keep the office open and have hired all these new people to start full time around the holidays when there are no clients to see. Marketing was supposed to host events since February but haven’t done one yet. They were supposed to do community reach out but still have not. And when I see on this website they are still laying people off it confuses me? As someone who has moved for this position can anyone give me an opinion if I should move back home and resign? Or risk renewing my lease only to be laid off or told we are closing? Just looking for ideas? Thanks

Understand remote workers are part of Phase 2, but do we think any exceptions will be made for those who where hired into a remote position OR will they be given a choice (maybe with a relocation package) to move closer to an office. I’m asking because I’m hearing others at the company say if exceptions are made, they would rather relocate out of state and ask to work remotely. For the record, I am fine going back 5 days as long as I have a job.

With Honeyman gone, some 3Mer's might be interested in the honeyman position. 3M leadership will go outside of 3M because 3Mers are viewed as incompetent, good worker bees but not leadership material. The longer you are at 3M, the less likely you will be promotable. A longtime 3Mer is a future job elimination. 3M wants non-3M experienced leaders. The non-3M experienced leaders have been so impressive. Let the search begin.

Is true that the role of Scrum Master is going away or being heavily modified?

I've heard rumors but unsure if I should be concerned.

Thank you!

"roles open the week of September 8th." Really? Nothing today, apparently...not like they didn't have months to figure this out. Perhaps there will be scarce roles and hundreds of demoted and ISP'ed people picking over them.

If you are a HBA - time is limited. Going forward in office roles are preferred and HBA roles will only be allowed to apply internally if approved by ELT. What a terrible experience for those of us who were hired as HBA. I would’ve stayed with my prior company had I known this would be the direction. The opportunities for HBA are gone.

How honest were you? I was extremely blunt. It will be interesting to see if I'm still employed after Thanksgiving.

No one reads these. No one cares. Your job isn't more secure because you post giant blocks of text for "everyone" to see.

I'm thinking all locations that are not considered high performing will be on the chopping block. And that'll be just the start. I hate this is happening because I actually like my job here. I don't want to leave, but I'm starting to feel like I should before the you-know-what hits the fan.

I started here a few months ago and I’ve already had to face layoffs. Not exactly giving me confidence in joining. What I’m wondering is if new hires usually get any kind of cushion, or if we’re just as exposed as everyone else from day one? It'd be good to know since people are already talking about more cuts.

I’ve learned the hard way not to get emotionally attached to a company. Treat it like a job, not a family or a mission. Give your best at work, but don’t let it control your life or define your self-worth. Trust me, nothing good comes from being a company cultist. You'll be laid off just like the rest of us when the time comes.

https://www.wsj.com/lifestyle/careers/job-hopping-is-out-job-hugging-is-in-for-fearful-workers-338fe1e6

Employees reluctant to give up job in today’s rocky job market

By: Callum Borchers
Sept. 3, 2025 9:00 pm ET

They don’t seem happy, they don’t give 100%—and they don’t quit.

Cranky workers are clinging to the jobs they have instead of moving on because, well, what’s the alternative in the current economy?

The extra pay that typically comes with joining another company has practically vanished. Disengagement is so widespread across the U.S. and global workforces that cheerier pastures are hard to find.

And resigning without a plan feels more reckless now than in the good old days (2021). Back then, you could get by on pandemic savings and stimulus money, live the #vanlife for a while, then watch your inbox fill with interview requests from businesses on hiring sprees.

How times have changed in just a few short years. Today, employees are unwilling to risk change and simply go through the motions. The number of Americans quitting their jobs, and the openings available to people looking for work, continue to decline, according to federal data released on Wednesday.

The trend of staying put out of fear is known as “job hugging,” a sharp turn from the job hopping of recent years.

Like a bad penny

This is a new headache for employees, bosses and the economy writ large.

Go-getters hankering for promotions might lose out if mediocre co-workers refuse to vacate the next rung on the corporate ladder.

“When people were moving during the Great Resignation, that allowed others to get promoted, perhaps ahead of schedule and have a stretch job,” says Alan Guarino, vice chairman of consulting firm Korn Ferry. “Now people can’t move up and they potentially get demotivated because of the lack of opportunity.”

Managers, meanwhile, were only a short time ago complaining about low retention rates. Now, there might not be enough healthy turnover to reinvigorate their teams.

Leaders usually have ways of managing out unwanted employees. There’s “quiet firing,” basically sidelining someone to underscore the writing on the wall. Another favorite tactic is a performance-improvement plan.

“Truthfully, being put on a performance-improvement plan means, ‘We do not want you here,’” says labor attorney Kim Cramer. “That sounds really harsh, but in my experience, performance-improvement plans are not meant to help the employee.”

Instead of taking the hint, though, more people are riding out their employment as long as it lasts. In recent weeks, Cramer has had a surge of clients ask her to review their severance agreements after being terminated. She estimates 60% to 70% of them knew they had fallen out of favor a while ago but didn’t leave.

Exceptions to the rule

The prototypical job hugger is a drag on the team, but not all are like that. Some are average contributors or even high achievers.

Doug Yakola, a former McKinsey senior partner who is now an independent consultant, notes many workers no longer take an up-or-out approach to their careers. Instead of leaving for a bigger title and greater responsibility when they hit a ceiling, more people are willing to remain in neutral if the pay and work-life balance are decent.

A tech worker I’ve known for 20 years is in this position. He sees no upward mobility and resents his employer’s rightward political turn. But he earns well and has a sweet, hybrid schedule that affords ample time for hobbies. He keeps putting in a good-enough effort at work because the job, though unfulfilling, serves its purpose in his life.

B-teamers like him can be valuable to companies that can’t realistically expect everyone to be an all-star, Yakola says. This is especially true at businesses like the ones he advises, which often need turnarounds and aren’t exactly magnets for top talent.

“I actually like job huggers in a weird sort of way because I can’t replace employees very easily, and I need to keep the experience,” he says.

There is also a strain of type-A job huggers. They reached the upper echelons of their organizations but feel blocked from the very top. They are disillusioned yet too risk-averse to break away. And it’s not in their DNA to slack off.

“I work with somebody who hates being a lawyer but she’s amazing at it,” says Alisia Gill, a former corporate HR chief who coaches midcareer women. “She cries in her car every morning before she goes to work, and then she goes in there and does her job because she doesn’t know what else to do.”

Gentle shove

In cases where a company wants someone to leave, but the person keeps hanging on, firing seems like the obvious solution. But managers say they would much rather have an employee leave voluntarily.

It’s often cheaper, since businesses might owe severance pay to people they let go. A resignation spares the boss an awkward conversation. What’s more, it can preserve relations with the rest of the team. It’s easier to manage people whose friend took another opportunity than it is to lead employees whose pal you just canned.

Research by University of Chicago economist Virginia Minni suggests a relatively simple strategy can help nudge job huggers toward the door: reflection.

She and colleagues studied roughly 3,000 white-collar workers whose employer put them through a series of exercises to suss out their sense of purpose. Overall productivity increased for a few reasons.

“This actually encouraged some people to leave on their own,” Minni says.

While others found better-fitting roles internally, being forced to confront the drudgery of their jobs was enough to make a bunch of low performers quit.

So, if you are hugging your humdrum job and your boss strikes up a philosophical conversation about the meaning of life and work, you’ll know what’s going on.

General economy and job data have been bad, but we still see hiring posts from TU and haven’t really learned about any workforce reduction initiatives .

What gives? Or is this about to change ?

Hold tight. Oil price is coming down and earnings will be down. There will be consolidation, job cut..

I was going to apply for a job in that group but second guessing because of instability being caused by mass layoffs.

Do you think we are safe till Xmas? We can worry about 2026 employment next year from 1st January.

I'm in my early 50s, I have very little savings (due to medical issues), and if I lose my health insurance, I'm sc--wed (due to said medical issues). I'm not sleeping because of this and I don't know I will until it's over. All I can do right now is pray and hope things will turn out okay.

Not suprised oracle is laying ppl off. They’ve done 150+ acquisitions and the same thing happens every damn time... staff bail or get cut. This Has Happened MANY Times Before!!!!! oracle doesnt care about your job, they care about tech, customers, and $$$. once they buy a company, they gut the overlap, toss people they dont need, and shove the rest into whatever buzzword strategy they’re chasing (cloud, ai, whatever sounds cool to wall street). turnover there is already huge, so add an acquisition and yeah... ppl are basically walking severance packages waiting to happen. remember sun microsystems, peoplesoft, bea? same playbook. oracle buys, oracle cuts, oracle moves on. so if you’re shocked, idk what to tell you. layoffs are not a bug in oracle world, they’re the feature. ....

I currently work for Juniper Networks. If I am offered a job at HPE, how will I know if they want me for the long term, if they’re just testing me to see if they want me, or if they already know they only want me for the short term and plan to make me redundant at their next round of redundancies?

And how often does HPE perform job layoffs? Is it every quarter or more frequent?

I’m hoping that’s it. Does anyone know if, when a team is hit like ours was, we’re safe for the rest of the week?

Any layoffs scheduled for this week or next? Or later this month?