When Leaders Hold Grudges

👋 Welcome, Jobseekers

In this week’s newsletter:

• 🧑‍✈️ Career CoPilot: When Leaders Hold Grudges

• 📉 Layoff Report: Chegg, Rivian, Loop, Fisker, Unit

• 💼 Jobs: CollabWORK as an underground network

• 🖇️ Jobseeker Resources: Keys to Job Search + Career Growth | AI World’s Fair in SF

• 📊 Trends & Data: Study: Hybrid work model improves job satisfaction and reduces turnover, managers change stance

• 🔧 Jobseeker Tools: Ribbon.ai, React Careers, QuickNote, braudit

📉 Layoff Report

• Chegg lays off 441, announces restructuring plan and new vision for growth

• Rivian starts new round of layoffs

• Loop goes through another round of layoffs, lays off 70%

• Electric-Vehicle Startup Fisker Files for Bankruptcy

• Banking-as-a-Service platform Unit lays off 15%

🧑‍✈️ Career CoPilot

When Leaders Hold Grudges

Leadership often feels threatened by employees they perceive as potential successors, fearing that their own positions may be at risk. This insecurity can lead to intentional maneuvers to sideline or undermine these capable individuals, ensuring they don't rise too high. Some leaders take this a step further, harboring petty grudges long after these employees are laid off, driven by lingering resentment and insecurity.

This behavior is particularly egregious when directed at seasoned veterans who have dedicated years to their roles, only to be met with pettiness and power plays. Such toxic dynamics not only harm the individuals targeted but also create a detrimental work environment that stifles growth and innovation. Below are some examples that readers have written about lately, and if you feel this has happened to you please reach out so I can connect you with an attorney. 

• Locking you out of your computer: Leaders might lock you out of your computer or revoke access to critical systems while you're out of the country, leaving you unable to perform your job or address urgent matters.

• Excluding from key meetings: You might find yourself excluded from important meetings or decision-making processes, undermining your ability to contribute and stay informed.

• Revoking project ownership: Leadership could reassign your projects to others without explanation, diminishing your role and visibility within the team.

• Delaying approvals: Intentional delays in approving your work, requests, or expenses can hinder your progress and create unnecessary stress.

• Negative references: After a layoff, some leaders might provide negative or misleading references, sabotaging your chances of securing new opportunities in the industry.

• Posting your replacement job role: Leaders might post your replacement job role externally and have it sent to you by internal team members, adding insult to injury and further demonstrating their lack of respect and professionalism.

These actions are designed to disempower and frustrate talented employees, ultimately forcing them out of the company or hindering their career advancement. If you find yourself targeted by petty leadership actions, there are several steps you can take to protect yourself and potentially improve your situation:

1. Document Everything: Keep detailed records of all incidents, including dates, times, and descriptions of what occurred. Save emails, messages, and any relevant documentation that can support your claims.

2. Seek Support: Reach out to trusted colleagues, mentors, or industry contacts for advice and support. They can offer valuable insights and might help you navigate the situation more effectively.

3. Report to HR: If you feel safe doing so, report the behavior to your Human Resources department. Provide them with the documentation you've collected to substantiate your claims.

4. Legal Advice: Consult with an employment lawyer to understand your rights and explore legal options. They can advise you on how to proceed and whether any laws have been violated.

5. Network Externally: Strengthen your professional network outside your current company. Attend industry events, join relevant online communities, and connect with potential employers or recruiters to keep your career options open.

6. Self-Care and Mental Health: Prioritize your mental and emotional well-being. Consider seeking counseling or therapy to help manage stress and maintain a positive outlook.

7. Plan an Exit Strategy: Start preparing for a potential job search by updating your resume, enhancing your LinkedIn profile, and applying to new opportunities. Being proactive can help you feel more in control and ready for a new chapter.

Okay, Steph, I hear you, but what if I found out too late? What are some steps to take so I don’t end up spiraling? Thank you for asking!! 

First, I'd probably throw a party because who needs a petty boss anyway? But on a more serious note, here are some immediate actions you can take:

1. Polish your resume to a mirror shine: Make sure your CV is as reflective of your skills as a mirror is of your face.

2. Network like a spider weaves a web: Connect with as many people as possible in your industry. You never know who might have a job lead.

3. Interview like a stand-up comedian: Be ready to deliver your best material (your skills and experience) with a side of humor.

4. Follow up like a hungry cat: Don't be afraid to reach out to potential employers to check on your application status.

5. Negotiate like a seasoned poker player: Know your worth and be ready to play your best hand.

6. Accept a job offer like a kid on Christmas morning: Be excited, but also make sure to read the fine print.

7. Start your new job like a superhero: Be ready to save the day with your skills and enthusiasm.

Revenge? Nah, just have a blast! While you're figuring out your next gig, go wild! Take a vacay, learn to juggle, or just veg out on the couch with a massive bag of chips and your fave shows. Connect with me on Linkedin, and when you score that sweet new job, send your ex-boss a glitter bomb! Without their lame behavior, you might not have found this epic new adventure. So, cheers to them... and their stupidity!

Let's pivot to a topic that's both relevant and uplifting: jobs that don't suck with leadership that isn't petty. It's like finding a unicorn in a field of ponies, but trust me, they do exist. 

💼 Jobs

CollabWORK as an underground network

So, underground networks are like the secret societies of the job market. They're made up of people who are connected to each other through various means, like social media, professional organizations, or even just word of mouth. It's like they've got their own secret handshake and everything.

These networks can be a goldmine for job seekers. They're like the cool kids' club, but instead of trading lunchbox stickers, they're trading job leads and insider information. So, if you're tired of the same old job search, give underground networks a try. They might just be the secret ingredient you need to find your dream job and live happily ever after... or at least until your next gig.

This week we are going to go hard on some jobs in our favorite underground network: CollabWORK. CollabWORK connects job seekers with relevant opportunities, leveraging the power of curated professional communities. Their platform ensures that you are directly in front of the right hiring managers every time.

And now for some jobs:

🖇️ Jobseeker Resources

Keys to Job Search + Career Growth

I recently had the opportunity to meet Yingzi Sakura Huang at an AI networking event and she shared an amazing Notion doc with me that I obviously had to pass along to y’all. It’s titled “Keys to Job Search + Career Growth” and it action-packed with valuables insights, advice, and links to other resources. So check it out!

Also happening next week:

AI Engineer World's Fair

The Biggest Technical AI conference in San Francisco (shoutout to Andy Rapista for putting this on our radar)

ai.engineer/worldsfair

📊 Trends & Data

Hybrid Work Model Improves Job Satisfaction and Reduces Turnover

A recent study published in Nature reveals that a hybrid work schedule significantly boosts job satisfaction and reduces turnover rates. Conducted by Stanford economist Nicholas Bloom and his colleagues, the randomized controlled trial at Trip.com found that employees working from home two days a week were happier and less likely to quit compared to those working full-time in the office. This hybrid model didn’t impact performance, challenging the belief that remote work hampers productivity and workplace culture.

Key Takeaways for Tech Job Seekers:

• Job Satisfaction: Hybrid work schedules significantly improve job satisfaction.

• Reduced Turnover: Employees in hybrid roles have lower quit rates, especially non-managers, women, and those with long commutes.

• Performance Consistency: No significant differences in performance reviews or promotion rates between hybrid and full-time office workers.

• Management Perception: Managers shifted from seeing hybrid work as a productivity risk to recognizing its potential benefits.

🔧 Jobseeker Tools

Ribbon.ai

Level up your job search with Ribbon’s AI-powered career tools.

Other Jobseeker Tools:

• React Careers - The Reverse Job Board flips the traditional hiring model by allowing skilled professionals to showcase their talents and interests, attracting companies seeking their expertise.

• QuickNote - Stay organized in your day-to-day with light weight, beautiful notes for your Mac.

• braudit - On-demand insights and guidance

  for your career journey.

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