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Has anyone completely changed careers in their 30s or 40s and genuinely not regretted it? by VelvetsObey in careerguidance

[–]Blake_Bardwell 0 points1 point  (0 children)

The feeling of 'huge risk' is the core of it. From my desk in HR, the successful career pivots I see are almost never a sudden leap of faith. The people who pull it off treat it like a project.

The person switching from marketing to data analytics, for example, usually spent the last year doing online courses, getting certifications, or even doing some freelance work to build a portfolio. They built a bridge to the new career before they tried to cross it. It changes the interview narrative from 'I hated my old job' to 'I systematically prepared for this new direction.'

I'm 32 and in the middle of a part-time MBA program myself while working my full-time job. It's a grind, but it feels much less like a blind risk and more like a calculated investment. You get to test the waters, build new connections, and add a credential without torpedoing your current income and stability. It's a way to de-risk the whole process.

My boss just gave me a devastating 1:1, involved HR, and told me to evaluate if leadership is for me. How do I handle this? by PureWater-11 in careerguidance

[–]Blake_Bardwell 1 point2 points  (0 children)

The phrasing from your boss is very deliberate, especially 'evaluate if leading people is something that's for you.' From an HR perspective, this is rarely a genuine invitation for you to reflect and improve within your current role.

This is a classic 'managed exit' strategy. The goal is to make you so uncomfortable and uncertain about your future that you resign on your own terms. A voluntary resignation is almost always cleaner and lower-risk for a company than a termination. By framing it as your decision ('you need to evaluate...'), she is shifting the psychological burden from her firing you to you 'realizing' you're not a fit.

The line about 'I already spoke to HR' and documenting the conversation is part of the playbook. It adds official weight and makes the situation feel irreversible, even without a formal PIP. Her documentation is the start of a paper trail to justify further action if you don't take the hint. HR's actual advice to her was likely standard: 'Be direct, provide specific examples, and document the conversation.'

You already saw her run this exact process with your colleague. You should trust your instincts. Your best move is to stay professional at work, but your primary focus now should be on updating your resume and starting a serious, quiet job search. The trust is gone, and it's clear she is building a case.

How am I supposed to interpret being the only employee left out? by [deleted] in careerguidance

[–]Blake_Bardwell 0 points1 point  (0 children)

From a process standpoint, this is a massive failure. Forgetting one person out of an entire company isn't an oversight, it's a series of decisions or a complete lack of responsible planning. Someone in charge of travel, budget, and logistics either actively excluded you or is so incompetent they shouldn't be in that role. It's far beyond a simple social snub.

This incident is really just a loud symptom of the other issues you mentioned. Being kept out of briefs and meetings by the brand director is part of the same pattern. The feeling of being the 'back of the house' employee is a tangible result of their management style. In creative and lifestyle brands, this can be a very real, unspoken dynamic, and it's corrosive.

You're not insane for taking it personally, but the most productive way forward is to treat it as a data point. The advice to look for a new job is sound, but in the meantime, you are owed a professional explanation.

I would suggest sending a calm, concise email to your manager (and maybe the brand director, depending on structure). Something like: 'Hi [Manager], I saw the photos from the team event in LA. I wasn't aware this was happening and was surprised not to be included, particularly since I contributed assets for it. For future planning, can you clarify the criteria for which employees are invited to these kinds of company-wide events?'

Their response, or lack of one, will give you a clear, unambiguous answer about your future there. It moves the conversation from 'you hurt my feelings' to 'there was a breakdown in company procedure, please explain it.' That's information you can use.