u/Select_Historian_999

Hi everyone,

I have an HP Victus (Ryzen 5 5000 series, bought in 2021). During oct'25 , after a normal gaming session, I unplugged the AC charger and the laptop instantly died. Since then, it only works as a desktop (plugged in) and turns off, when power is cutoff.

• The Symptoms:
  • Booting gives a Blue screen with "Primary Internal Battery (601)" error.
  • The charging LED blinks red/amber continuously, battery is permanently at 0%.
  • HP PC Hardware Diagnostics (Windows) fails the battery test instantly, stating: "Logic State: NOT AVAILABLE" and "Charge State: NOT AVAILABLE".
• What I've Tried:
  • 60-second static flea power drain (Failed).
  • Updated the BIOS to the latest version (Failed).
• My Context: This is actually my second battery failure. The original battery died a year after purchase and was replaced under warranty. I understand gaming heat degrades batteries, but I want to know:
  1. Has anyone else faced the mentioned issues. Did anything besides a hardware replacement fix it?
  2. If replacement is mandatory, what was the total cost for an original HP OEM battery in India recently? (Authorized vs. Local 3rd party)
  3. How many days did it take for the part to arrive and get installed?
  4. Things to know about replacement if thats the only path forward
• Thanks in advance!

Hey guys, need some honest opinion from current or ex- folks who know how Focus/PIP and URA targets actually work.

I’m an L4 in a non-tech ops role, Rbs, pune with about two weeks left on my plan.

​To give some context: The manager who originally put me on Focus is gone. My current manager just inherited me and my plan.

​I am getting super mixed signals and it’s completely messing with my head.

​First off, my current manager told me outright that I don't deserve to be on this plan, but claims his hands are tied because he didn't initiate it. I had some initial hiccups with my goals, but I bounced back hard and I'm currently on track to hit them. Despite this, my manager keeps nitpicking tiny things, while randomly being super supportive about other stuff. It's confusing. He initially told me my chances of passing were 50/50, but recently changed it to "its against you" and keeps urging me to look for outside jobs.

​Second, the Skip-level situation. I came up with a highly scalable project idea. My manager told me he pitched it to the Skip And it was rejected.

I decided to confront the Skip directly on a call (with my manager there) and showed a working prototype proving exactly how much time and cost it saves. The Skip actually liked it and said we can implement it if we get approval from a tech team.

​But when I asked the Skip what happens if I start this project and the deadline hits before it's fully deployed—like, do I get an extension or does my work just go down the drain?—they completely dodged the question. I got incredibly vague, non-committal answers.

​Here is where the URA/headcount stuff gets weird. Right before I was put on Focus, a backfill job opened at my specific site (Site A), so I assumed I was a goner. But recently, a teammate of mine failed their own Focus/PIP and exited the company. Right after that teammate left, the job opening at Site A was shifted to a completely different city (Site B).

​Because my performance bounced back, my teammate took the fall, and the job req moved to Site B, my gut tells me the org met its URA quota and I might actually be safe. But my manager is still telling me to look for outside jobs.

​I got so burned out this week that I told my manager I might just take the severance. His tone shifted instantly. He told me if I take the severance, I don't even need to finish the goals and can just coast on basic BAU work until my exit date.

​My questions for the community:

​Why is my manager pushing me out if the quota might already be met? Is he genuinely trying to warn me that the Skip's mind is already made up, or is he manipulating me to leave for some other reason?

​Is the Skip just milking me? Did they just pretend to like the prototype to extract one last impactful idea out of me, knowing they won't extend the timeline and will fail me anyway?

​Does the job moving to Site B + my teammate failing his PIP actually mean I'm safe? Or is it common for them to clear out multiple people from the same org to meet the target?

How much of a part does manager and Skip play to decide final outcome

​Part of me wants to grind this out, deliver the project, and prove them wrong. But I don't want to kill myself working 14-hour days if the decision was made weeks ago. Should I just take the cash and coast, or is this actually clearable?

Background:

Hello, I'm at l4 level from India, was Put on to focus.

Manager has framed the email as PIP plan and goals,

With some achievable goals and some of them are not.

Ive not accepted them at first rather was debating with them on unfair call still no changes and multiple time manager has reassured that so many people have been through focus and has cleared them to be the top performers, which lead me to belive this was achievable.

Questions:

1. Manager said since this was result of mid year review, i still have 6M of time to bring my rating back up to meets high bar, is this true ? Or am I bound to get the NI ratings only

2. Once the focus is cleared, can I immediately apply for ijp or will this be a roadblock and a red flag signal for the HM.

3. Post focus success story? Tbh this team is way better in terms of work life balance and got new manager who's really supporting in focus period, but been seeing a lot of people online mentioning how focus could mean informal firing hence skeptical about my situation.

4. Is it safe to share my situation with colleagues for internal team level insights ?

Ive had several trust issues from my past team experiences but ik two people who were on focus and cleared them

5.Does focus results totally depend on manager?

They seem supportive but there are other signs as well like a new role being opened up under my skip, around thr time i was placed, could this be confirmed sign that i might be their target or the candidate for the URA?

Hello all, I am a PM with 14LPA located in BLR, India.

I been put on to focus, which i believe was by unfair means, i tried fighting back and seems not worth the stress.

I have some questions and looking answer from someone who faced same issues/situations.

1. The severance pay, the exact details or calculation formula for them. I've seen post saying its based on years served and some additional bonus for each year. I've served 4 Yr here and currently I'm an L4 IC, India BLR.

2. Annual leave encashment- ive about 45 days of them, knowing that 15 of them were added as part of this year quota. Whats the exact Calculation? Is it basic component/30 * number of ALs?

Also whether I'm eligible for all 45days or is it 30+ pro-rata basis(for current year)leave encashment? If yes then please help me understand my final total ALs and their encashment, given my basic component pay is 60k inr.

3. I've some stock vesting, which aligns exactly during the 5 days time given to employee to choose the severance or to continue the pivot, so will i be eligible for those stocks as ill still be employed under them but not sure will those 5 days timeline are considerd for vesting schedule.

4. Any success story post severance exit? Im really scared about outside job market as I never really applied myself outside of amazon all these years considering a long term future as I was TT for past 3 yrs this Yr it dropped to meets expectation and I really feel like I'm being targeted, the work is also something doesn't interests me anymore as it used to be, so much internal politics, id appreciate any tips on finding a new job.

5. Most important of all; how are people aligning there exit day and rejoining a new company while hiding the fact they were in focus and choose the severance. Im looking for the same knowing ive contributed alot during my 4yrs worked almost 12 to 13hr each day staying at office, now only being kicked out so that managers can fulfill their URA quota and me being their perfect scape goat.. please guide me on how can I time the exit perfectly collecting the severance and move on to better work place with out creating any trouble which might effect me later.

Initially I was considering to take about a month gap post exiting, but this might turn fatal as unemployment and doing no work has serious addictive tendency. Hence seeking advice on timing them perfectly and potential hr questions and those tough situation and on handling this tough period.

L4 IC. Joined a few quarters ago. After an initial learning curve, I was consistently hitting top-tier performance.

​Then I went through multiple manager changes with zero proper guidance. A sudden update to my work expectations was deployed with very poor training, which caused a temporary metric dip.

​Without any prior formal warnings or 1-on-1 coaching milestones regarding my metrics being a risk, I was suddenly placed into a Focus plan during mid-year reviews. The manager used a broad historical data block to justify it, completely ignoring the fact that my metrics have already rebounded significantly over the last few weeks entirely on my own, with zero support.

​I pushed back and pointed out the data discrepancy, but the manager brushed it off. It feels like they are just using me as a baseline to hit an attrition target before they transfer out of the team next month.

​My Questions for the Alumni / Survivors:

​Is fighting the data a waste of energy? I have documented proof of my recent significant upward trend and the complete lack of prior warnings.

Does HR or the Skip actually care about an active recovery, or is the Focus outcome already predetermined by the manager? Or should I involve all possible means (Ethics hotline, etc.) to fight back against this unfair call?

​Manager Handover: Since my current manager is leaving internally midway through my Focus plan, how does that impact the other half with the new manager? Does the new incoming manager usually just auto-fail the plan to clear the file, or is there a genuine reset?

​The Reality of "Surviving": I've seen internal posts saying that even if you miraculously clear Focus, your trajectory in that specific org is permanently damaged (no equity refreshes, bad ratings, blocked internal transfers). Is the smartest play here to just check the basic boxes, focus 100% on external interviews on company time, and wait out the loop to take the Tier 1 Pivot severance?