I guess I just need to vent.

Over the past few months my team has lost almost half of our already understaffed workforce. As a result, I basically got a dry promotion into managing what's left of the team. No real promotion, no extra compensation, just... more responsibility.

Right now I'm expected to keep morale up with teammates that are understandably frustrated, deal with stakeholders that are upset because we're missing SLAs and milestones, and somehow keep my own manager happy while our relationship has been getting worse by the week.

Yesterday we had a really rough call. Lots of finger pointing, lots of frustration. After it ended I asked my manager if he had a few minutes for a 1:1.

We talked for a bit, then I asked him about focal reviews. Specifically whether I was still on track for an Outstanding rating.

The reason I asked is because I've been telling him for the past year that Outstanding was my goal. Every single 1:1 I've said the same thing: if I'm doing something that keeps me from getting there, tell me immediately so I can fix it. I never wanted to hear about it at review time.

Instead he told me it's "very unlikely."

His reasoning was simple: our KPIs are terrible, most of our metrics are under target, and they can't justify an Outstanding without the numbers.

I honestly got a little heated.

I told him that even before the first RIF we were already short staffed. Now we're trying to do the work of almost twice as many people. Personally I'm acting as an engineer, manager, escalation manager... basically whatever role needs to be filled that day.

I also couldn't help myself and said that we can't just throw ChatGPT tokens at problems and expect everything to magically fix itself. (He's suggested more than once that we should "just use ChatGPT.")

To be fair, he said he understood my situation. But from his perspective, without the metrics, there's no way to justify the rating.

I told him I actually understand that logic.

Then I said that if that's the case, I'd appreciate being considered for either:

• a meaningful raise,
• additional RSUs,
• or the next RIF.

Because if none of those happen, I'm going to start working my salary.

He definitely didn't like hearing that.

The only thing he offered was paid overtime, which is funny because overtime wasn't even allowed until now.

Honestly... I think I'd rather take the severance than keep burning myself out trying to hit goals that are mathematically impossible with the people we have left.

Thankfully I'm in a position where I don't have debt, I have some savings, some investments, and a small side business that could keep me afloat for a while if I do get RIF'd.

I never thought I'd actually be hoping to be included in a layoff, but here we are.

Anyway... thanks for reading. Just needed to get this off my chest.

What do you guys think?

Interesting video report from CNBC on the Oracle stock debacle due to AI-related cost overruns. I guess if you work for and still believe in the company, now is a great time to max out your employee stock purchase plan.

I worked in OAL for around 8 years, and after the transition to OCI, I’m finding it difficult to secure opportunities outside. Since most of my experience is in OAL, I’m unsure how to position myself in the current job market. Do you have any suggestions or guidance? Sometimes I even wonder if it’s too late for me to make a successful switch.

Curious what the pattern is across the board

Ill go first. My last pay increase was in 2023.

why don't people respond on slack? I raised a few OIM requests and I cant get people to approve it! It's almost a week now. I even sent a Slack DM! They are online and get ignore my message! This is just so frustrating! I can't even get started with the work without the basic access to jira and ALM(git)!!

Arghh!

Hi all, I had applied for a NetSuite Consultant role. I completed the HR screening, and the panel interview. The second interview was last Friday. I had followed up with the recruiter earlier this week, and they had reached out today asking to share my availability so that they could connect with me. Never had a recruiter meet in between interviews like this before. Is this to share bad news/rejection? Wondering if this is standard for them/if anyone had a similar experience. Thanks in advance (nervous)

I want to take 4 to 5 days of leave

Wed Thursday Friday and next Monday and if possible Tuesday

I dont want to use vacation leaves

Can I take 3 casual leaves and Monday as sick leave? Is that allowed?

Anyone else having issues using the corporate code for Hyatt? On the sharepoint site I noticed the dates for a lot of the "travel" benefits expired on 12/31/2025.

I saw a post today about layoffs in Manila, Ph. Is it true?

Hi Folks,

Sorry for the repetitive question, Although hikes we aren’t sure of but the folks who get rating as 3, do they really get some increment like has anybody of you gotten in past?

Ps: I doubt my M would give 4 although i self rated myself as 4 or 5 lol

I recently completed my interview loop for an OCI program manager position. I received their offer, which seems good, but I'm a little nervous about the culture within Oracle at the moment. Does anyone have insight into program manager roles in OCI? Are these generally good roles or high stress, long hours? Has there been alot of turnover? Etc. Any insight is greatly appreciated. Thanks so much.

​

How is this still an issue in OCI Console?

We are one of the biggest cloud providers, yet one of the most basic UI interactions in the OCI Console is frustratingly slow.

The biggest pain point is Compartment loading.

Anywhere the console requires selecting a compartment—Limits, Quotas & Usage, Monitoring, Logging, IAM, Networking, or practically any other service—the compartment dropdown often takes forever to load. Most of the time I have to refresh the page 5–10 times before the compartments finally appear.

To make things worse, the search box appears to perform real-time filtering against the backend on every keystroke. When the compartment list itself is slow to load, typing becomes painfully laggy because each character seems to trigger another operation.

This has been affecting productivity for a long time, especially for engineers working across multiple compartments every day.

Possible improvements

- Cache the compartment hierarchy locally after the first successful fetch.

- Use incremental/background loading instead of blocking the entire dropdown.

- Debounce the search input (e.g., wait 300–500 ms after typing stops before searching).

- If the full compartment list is already available, perform filtering client-side instead of making backend calls for every keystroke.

- Allow users to pin or favorite frequently used compartments.

- Preload recently used compartments immediately while the full tree loads in the background.

- Improve timeout and retry handling instead of requiring users to manually refresh multiple times.

This feels like a basic usability issue that impacts thousands of users every day. Is anyone else experiencing the same problem, or is there an internal explanation for why compartment loading is still this slow?

Kindly take this positively and fix this

For Ph employees, anyone got higher ratings than this? Lot’s of folks here in other regions and BU are saying this basically means no increase and no RSUs.

#manila #support #developer #cloudops

As we joined in 25 and only this month it’s been a year and my manager told in 1:1 review that freshers can’t get a rating above 3 as a rule. Is it true ?

Hii guys, I have been hearing that Oracle is changing its Pune office...do you guys know anything about, where will be the new location.

I am working in Oracle EPM since 4+ years and I feel like things are just stuck. Many organization does not even understand what oracle EPM means ,they lack structure and they failed to handhold the organization about its true potential. Due to this miscommunication as a consultant no matter how hard your efforts are ,client will never be happy because expectations were not clear about Oracle EPm. Majority of clients expects transactional based or Never ending customized feature in Oracle EPM which is nightmare for consultant.

In many organization , there are no resources about Oracle EPM PBCS .and to get hands on is equally difficult because oracle makes it next to impossible to learn about this possible which makes it more pathetic and time consuming.

Before making a career move in oracle epm think because not every mnc has good number of projects with structural chain of executing a project in process format.

How common are onsite opportunities at OFSS (Oracle Financial Services Software)?

What can we realistically expect this cycle? Another disappointment as always, or is there at least a reason to be slightly hopeful?

I'm honestly tired of the same horseshit every cycle. It's always excuses for why there are no hikes, promotions, or decent compensation, yet they keep hiring people from outside at much higher pay.

I gots to know!

Also, does anyone know the usual timeline? By when do managers typically have to complete ratings, and when are focal discussions usually wrapped up? Has anyone already had their discussion?