#skill

Wipe out non technical managers and PM from McDonald, BurgerKing, HomeDepot etc … Need actual certifications from experienced technicians or engineers.

Here's the thing. Dell isn't going to suddenly start caring about you. Accept that. Then use it. They offer education benefits? Max them out. Training programs? Sign up for every one. Tuition reimbursement? Take every dollar. Upgrade your skills as much as you can on their dime. Take on responsibility, not because they'll reward you, but because it makes your resume stronger. Then you have two paths. Path one, you become so marketable that you can leave for a better job with better pay. Path two, you become so essential that they keep you when the cuts come. Either way, you're in control. Stop waiting for them to be good to you. Use them.

Finding entire skill set is obsolete. World is completely different than the one we lived in. No one understands what I worked on for 15 years and if I can bring any value to them.

At first I thought the posts here about BTC were exaggerated or just people being salty. But after working with a few of their devs, I get it now. And I’ve been hearing the same thing from multiple other teams.

A lot of them just don’t seem to know how to code. Things that should take a week end up taking months. Constant blockers, missed messages, excuses, and everything needs tons of guidance. But they’re good at talking in meetings and making it sound like progress is happening...

I noticed they started using chatgpt. It would be great if that actually sped things up, but they don’t really understand the code they generated. It just helps them pretend they are working. It's really a scam.

crazy thing to me is that managers don’t want to acknowledge it. Is it even worth bringing it up?

If you have one, great. If not, start expanding your skills.

1. Always Be “Market-Ready”

Job security in tech no longer comes from tenure—it comes from readiness.
• Update your resume every 3–6 months, even if you’re happy
• Keep a running list of accomplishments with metrics (your “brag doc”)
• Take occasional recruiter calls to understand your market value

Think of this as maintenance, not job hopping.

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1. Build Transferable, Layoff-Resistant Skills

Roles disappear faster than skills.
• Stay close to revenue, customers, or measurable cost savings
• Cross-skill across functions (ex: product + data, engineering + cloud, ops + automation)
• Prioritize tools and platforms used broadly across the industry

Ask yourself: If my job vanished tomorrow, what skill would still be in demand?

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1. Network Before You Need It

Most roles are filled through people, not postings.
• Reconnect with former colleagues regularly
• Be helpful without asking for anything in return
• Stay lightly visible on LinkedIn by commenting and sharing insights

Networking works best when it’s ongoing—not urgent.

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1. Learn to Read Early Warning Signs

Layoffs rarely come without signals.
Common red flags include:
• Hiring freezes or denied backfills
• “Efficiency,” “realignment,” or “focus on core priorities” language
• Sudden leadership changes or org reshuffles
• Increased consultant or vendor presence

When multiple signs appear, quietly accelerate your search.

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1. Maintain a Financial Safety Net

A financial cushion gives you leverage and calm.
• Aim for 3–6 months of expenses if possible
• Avoid lifestyle inflation after bonuses or raises
• Treat severance as a bonus, not a plan

Money buys time. Time buys better decisions.

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1. Separate Identity From Employer

Even great companies lay off great people.
• Layoffs are usually about timing and macro conditions, not performance
• Your career is a portfolio, not a single company bet
• Measure success by skills gained and impact delivered, not titles held

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1. Adopt the Right Mindset
   • Loyalty should be to your career, not a logo
   • Staying prepared is not disloyal—it’s responsible
   • Mobility is the new stability

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Bottom Line

Surviving mass tech layoffs means always being ready to move—even when you don’t plan to.
Those who fare best are not the most loyal, but the most prepared, adaptable, and connected.

https://www.moneycontrol.com/europe/?url=https://www.moneycontrol.com/technology/ibm-announces-plan-to-skill-5-million-people-in-india-over-the-next-five-years-article-13733676.html

I’ve done everything people tell you to do, kept my skills current, paid for a professional resume, stayed active with networking, and kept applying consistently, yet I’m still sitting here with no offers after more than six months. The interviews I did get felt positive, but then I got ghosted after later rounds, which makes the whole process feel even more discouraging. At this point I genuinely don’t know what else I’m supposed to change to turn interviews into an actual offer.

Did anyone in the HO receive and email from HR about updating your work history, education and skills? Just curious as I’ve been with EDJ for a long time and never received this kind of email before.

What is the long-term goal of the retitling post restructure exercise?

My guess: It will be used as a way to delevel people who don’t meet the new job architecture skillset requirements, with a goal to push them out of the company.

Steve Miranda made it pretty clear today at its keynote in AI that support role are going to be replaced by an ai agent.

Skill up and start looking. Don't be a fool.

On one hand they tell you to "specialize".

You then specialize.

Then they tell you those skills are no longer the ones they need.

So they fire you.

Then you try to find a new job, you realize the skills you had are not the ones they want because it's too specialized, so you re-skill.

But then they overlook you because you spent time not working or another "issue" (you were spending money and/or time re-skilling).

Can you ever make them happy?

It's an honest question and something I really want to know, so please try not to respond goofy :-)

Everyone is saying upskill - can we share specific skills that are valuable? AI certification? Agents? What is valuable

Is it worth learning a new skill that will get outdated in just for a year or two- certainly not worth the time,money, and health.
Shareholders are prospering while staff are ending in hospitals.

I went from plugging numbers on a spreadsheet to becoming a full stack developer

I learned Granite as well as Watson X and Congos

Why aren’t I getting a raise

Buckle up—an enterprise-wide “skills assessment” is rolling out this quarter. Officially, it's about aligning talent with strategic goals. Unofficially? It’s the corporate equivalent of musical chairs. Fewer seats. Sharpen your résumés—consider this your friendly warning.

Getting laid off is stressful no matter what, but there are still solid opportunities if you know your stuff. I found a new role even when people said the market was tough. It is nerve-wracking at first, but landing a good position makes it all feel worth it.

For those of you who are still with the company and are unhappy with the state of affairs, you need to start designing your exit plan. That may mean updating your resume, looking for new roles, hitting your network for opportunities and/or brushing up on new skills. Don't wait for senior leadership to tell you it's time, you control yours and the future for your family. Secondly, set a date. Once you have a set date of when you want to exit, whatever nonsense is happening will impact you less and you will be working towards something productive besides feeling unhappy about what senior leadership is doing and not doing. My last comment is about the topic of Toxic Leadership which has seem to come on to this board as a main point of concern. Toxic Leadership is always 100% a problem with the tone at the top. A top research in labor studies told me that these type of leaders learned, at a very young age, that if they did not have absolute control that they had no value. It is why the behaviors are so pronounced when they are in position to oversee others and to maintain it they surround themselves with yes men or those that will help create a work environment that normalizes the behavior. Remember, good people don't go around trying to destroy others.