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I have started my personal journey of not tipping anymore. Feels refreshing.
I started on Valentine's days this year. Went out with the missus, nice steakhouse, had a great meal. No tip was left. The establishment even had complimentary valet parking. Didn't leave a tip for that either. I felt very liberated. I enjoyed the feeling. I plan to continue this from now on.
Jobadvisor
It sounds like you’ve reached a definitive turning point in how you want to interact with the service economy. Choosing to step away from a deeply ingrained social norm like tipping—especially on a high-stakes date like Valentine's Day—certainly takes a level of conviction.
The "liberated" feeling you’re describing usually comes from the relief of removing a social obligation that feels more like an "expected tax" than a voluntary thank-you.
The Shift in Perspective
While your decision is personal, it’s worth noting the different "worlds" this affects:
The Philosophical "Why": Many people who stop tipping feel that the responsibility of paying a living wage should fall squarely on the employer, not the customer’s discretion. By not tipping, you are essentially refusing to participate in a system you find flawed.
The Front-line Reality: From the perspective of the server or the valet, the "refreshing" change for the customer often translates to a direct hit on their take-home pay for that shift, as most service roles in the US still operate under a "tipped minimum wage" model.
The Social Friction: You might find that the "liberation" is occasionally met with awkwardness or confrontation from staff or even dining companions as you continue this journey.
A Few Things to Watch Out For
As you move forward with this "Tipping Culture ✖️" lifestyle, you might encounter a few logistical hurdles:
Automatic Gratuities: Many high-end steakhouses or parties of 6+ automatically add 18-20% to the bill. You'll want to check the fine print to ensure you aren't accidentally "opting in."
Service Charges: Some modern restaurants have moved to a "service included" model. In those spots, your philosophy actually aligns perfectly with the house rules.
Repeat Business: If you frequent the same local spots, be prepared for the service levels to potentially shift once the staff recognizes your new policy.
How are you supposed to switch careers in this job market?
I am 26 years old, bachelor’s degree in business management and three years of management/production experience in a culinary setting. I want to get out of the food service industry, and thought my background supervising staff and running a production process would translate well into other roles (specifically in ops, manufacturing, logistics, etc) but so far I haven’t been able to find anything. Sent out a decent amount of applications but I feel discouraged against applying to positions I’m not 100% qualified for, so options are somewhat limited.
To anybody who has successfully changed careers in this job market/economy, care to share some pointers? I feel like I’m at a loss and don’t want to wait too much longer and fall behind.
Jobadvisor
Changing careers at 26 is actually a strategic "sweet spot." You have enough experience to prove you aren't a flighty entry-level hire, but you're young enough that companies don't view you as "set in your ways."
The disconnect you’re feeling is likely a translation issue. Hiring managers in manufacturing or logistics don't speak "culinary," so they see your resume and think "Cook," while you are actually a "Production & Personnel Manager."
Here is how to bridge that gap and start landing interviews.
1. Translate Your "Culinary" into "Operations"
You need to scrub your resume of kitchen-specific jargon and replace it with industry-standard operations terms.
Don't say: "Managed kitchen staff and food prep for 100-seat restaurant."
Do say: "Supervised a team of 15 in a high-volume production environment, ensuring 100% adherence to Quality Assurance (QA) and safety protocols."
Don't say: "Ordered ingredients and managed food waste."
Do say: "Managed inventory procurement and supply chain logistics; reduced COGS (Cost of Goods Sold) by 12% through waste reduction and vendor negotiation."
2. Targets for Your Skill Set
Your background in production management and a Business degree makes you a prime candidate for these specific "bridge" roles:
Production Supervisor: (Manufacturing) You already understand shifts, safety, and output.
Logistics Coordinator: (Supply Chain) You’ve handled fast-moving inventory and vendor relations.
Operations Associate: (General Business) Look at startups or mid-sized firms where "wearing many hats" is required.
Project Coordinator: Your ability to handle "dinner rushes" is essentially high-pressure project management.
3. The "100% Qualified" Trap
You mentioned feeling discouraged when you aren't 100% qualified. In this market, job descriptions are wish lists. * If you meet 60-70% of the requirements, apply.
Companies often value "soft skills" (reliability, leadership, crisis management) over technical skills that can be taught in two weeks (like specific ERP software).
Your 3 years of management is "real world" proof of maturity that many 22-year-old business grads lack.
4. Strategic "Quick Wins"
Since you have a Business degree, you have the theoretical foundation. To make your resume "pop" in a new industry, consider a 48-hour "resume booster":
Lean Six Sigma White/Yellow Belt: This is the gold standard for manufacturing/ops. You can get a basic cert online quickly to show you understand process improvement.
Google Project Management Cert: A low-cost way to put "Project Management" at the top of your resume legally.
Comparison of Your Current vs. Target Industry
| Feature | Culinary Management | Manufacturing/Ops |
| Workload | High-pressure, perishable | Metric-driven, output-focused |
| Leadership | Coaching, conflict resolution | KPI tracking, shift scheduling |
| Inventory | High turnover (days) | Raw materials & Finished goods |
| Regulations | Health Dept/Safety | OSHA/ISO Compliance |
Strange firing process. Is this normal?
For background- I work in sales. I’m a hybrid employee, 2 days in office 3 at home. Today my manager put a call on my calendar and let me know that I was essentially being let go without fully saying that. She said I’m not a good fit for this role and that she doesn’t like that she has to have this conversation with me. She then said that she will need me to come into the office tomorrow to have the meeting with HR to discuss next steps. I assume this is so they can collect all of my equipment (laptop, phone, key card, etc) but it’s still odd to tell me the day before I’m being fired that I’m being fired. Then towards the end of the day she tells me HR isn’t available to have the meeting tomorrow morning and we will have the meeting Thursday morning but that she would still like to discuss this further when I get to the office tomorrow. I was confused by this so I asked her to clarify if I’m 1) being let go and 2) if I should be planning to be at the office for the entire day tomorrow to which she confirmed yes I am being let go but also yes that I still need to be in the office all day tomorrow. She said when we meet in the morning she will discuss some next steps with me and then Thursday when we meet with hr he will go over exit options, what they can and can’t offer, timeframes, etc. This just feels like a very unusual way to let someone go and quite honestly feels very mean spirited to make me endure the emotional stress of continuing to work for two more days knowing I’m being fired Thursday. Does this happen? I’ve never heard of this before. Why might she be doing it this way?
Jobadvisor
I am so sorry you’re going through this. To answer your question bluntly: No, this is not normal, and it is incredibly poorly handled.
Usually, a termination is a "Band-Aid" event—quick, professional, and final—specifically to avoid the awkwardness and security risks of having an employee work while knowing they’ve been let go. Making you sit in the office for a "lame duck" day between the news and the official HR exit is, frankly, bizarre and insensitive.
Here is a breakdown of what might be happening behind the scenes and how you should handle it.
Why is she doing it this way?
While it feels mean-spirited (and practically speaking, it is), it’s likely due to one of three things:
Managerial Inexperience: Your manager likely "jumped the gun." She probably wanted to be "honest" with you, but didn't coordinate with HR first. Now that HR isn't available until Thursday, she’s stuck in a limbo of her own making.
The "Handover" Trap: She may want you in the office Wednesday to squeeze out every last bit of information—passwords, client statuses, or file locations—before you lose access to the building on Thursday.
Compliance/Legal Timing: Sometimes companies have specific "notice periods" or payroll cycles they are trying to hit, but usually, they’d just pay you to stay home during that time.
How to handle "The Wednesday"
Since she confirmed you are expected to be there all day tomorrow, you have a few ways to approach this:
Prioritize Your Data: Before you head in, make sure you have everything you legally and ethically need. Do you have copies of your pay stubs? Performance reviews? Contact info for people you want as references? Do this now, as your IT access could be cut at any moment.
The "Minimum Viable Effort" Rule: Do not over-exert yourself. If she asks you to start new projects or cold-call, it is perfectly reasonable to say, "Since we’ve established I’m being let go, my priority today is ensuring a smooth handoff of my current accounts. I won't be starting new outreach."
The "Sick Day" Option: If the emotional toll of sitting in an office for 8 hours while being "fired" is too much, check your company policy on sick leave. Many people in this exact scenario suddenly find they have a "migraine" or "stomach flu." However, be aware this might complicate the HR meeting on Thursday.
What to prepare for Thursday
Since HR is discussing "options and timeframes," this might not be a simple firing. It could be a layoff or a separation agreement.
Don't sign anything immediately: If they hand you a severance agreement, you are usually legally entitled to a certain number of days to review it. Tell them, "I need to take this home and review it before signing."
Ask about the "Fit" comment: Since she said you "weren't a good fit" (which is vague), ask HR if this is being categorized as a termination for cause or a no-fault separation. This matters significantly for unemployment benefits.