The Democratic National Committee is tapping veterans of the wildly popular @KamalaHQ social media team for a new rapid response push ahead of Donald Trump's return to office, Axios learned.

Why it matters: The push is the latest sign of the party's efforts to rebrand and bring in new audiences after a disappointing 2024 cycle.

Driving the news: The new rapid response @FactPostNews initiative will try to combat online misinformation and respond to Trump administration actions by pushing out memes, videos and graphics.

• The account will be run by many of the same people who led the @KamalaHQ social media account during the 2024 campaign.
• @FactPostNews will start on X, Threads, and Bluesky and will eventually expand to TikTok, Facebook, and Instagram.
• "The Republican disinformation machine is powerful, but we believe a stronger weapon is giving people the facts about how Trump and his administration are screwing over the American people," DNC chief mobilization officer Shelby Cole said in a statement.

Between the lines: The account will also take a branding cue from social media accounts that have huge, loyal followings, such as PopCrave and PopBase.

• The war room relaunch is the latest example of the Democratic Party trying to sharpen its online presence — particularly on alternative media platforms — after the election revealed that Trump's media strategy broke through.

Zoom out: The DNC is also teeing up fresh economic attacks on Trump as he takes office, per a memo obtained by Axios.

• Over the next several weeks of confirmation hearings, the DNC will try to spotlight the personal wealth of many of Trump's picks for key government positions, per the memo.
• Trump's projected Cabinet is worth at least $10 billion, according to research by Axios' Zach Basu and the nonprofit Americans for Tax Fairness.
• The DNC will also warn that Trump's proposed policies will walk back some of the economic progress made under President Biden.
• "Trump's MAGA loyalists in Congress are gearing up to push through these unfit billionaire picks and Trump's anti-working families agenda," the memo reads.

Zoom out: The economy — and Trump's repeated focus on it on the campaign trail — was a major reason for his victory in November.

• As the candidate associated with the incumbency, Vice President Harris struggled to make a compelling economic pitch to voters.

The bottom line: It's never too early to start messaging for 2028 (and 2026).

• With their new initiatives out this week, the DNC is signaling where its priorities will lie, at least in the beginning days of the new Trump administration: Economic messaging and refining their digital outreach.

Go deeper: Dems warm to conservative media after rough 2024

• Microsoft Word is Microsoft's legacy word-processing software.
• You can access Microsoft Word for free online, or their are paid versions you can download.
• Microsoft Word has a number of handy features and functions to customize your documents.

Microsoft Word came out during Ronald Reagan's first term in the Oval Office, and in the decades that have passed between then and now, it has become one of Microsoft's most important and successful pieces of software and one of the most-used programs on the planet.

A core program in the Microsoft 365 software suite, along with Excel, PowerPoint, and Outlook, Word is used in homes, schools, offices, government agencies, and beyond. But while Word used to be included with Microsoft Windows, today you have to acquire it separately.

How much does Word cost?

If you want to buy Microsoft Word on its own, you can do so from Microsoft's website. The purchase price is $159.99 and you will own the program outright.

But many people opt for a Microsoft 365 subscription, instead. This costs just $6.99 per month and gives you access to Word, Excel, PowerPoint, Outlook, and OneDrive. That pricing comes out to $83.88 for the entire year, meaning you will be nearing the two-year mark before you pass the $159.99 price of outright buying Word on its own.

There is a way to get Word for free, but only for use online. It will not be downloaded on your computer. Go to Microsoft365.com and click on the words "Sign up for the free version of Microsoft 365."

You will be prompted to create a Microsoft account which you can then use to log in and access Word online for free. You must be connected to the internet and online to use Word for free.

How do I download Word?

Whether you choose to buy Word on its own or subscribe to Microsoft 365, you can do so at Microsoft's website. Just make sure you get the right plan if you are going with a subscription. There are Home plans and Business plans, as you'll see.

What are the best Word shortcuts and features?

There are the basics that are all but universal across Windows products and platforms, like Ctrl + C to copy and Ctrl + V to paste, Ctrl + S to save, and Ctrl + K to insert a link, but Microsoft Word has many lesser-known but highly useful shortcuts beyond the basics.

Hotkeys

Ctrl + A, for example, selects all of the text in a document, while Ctrl + Z undoes the last action. But moving beyond those simple shortcuts, there are more complicated quick actions you can take in Word.

Insert custom text

You can insert custom text, such as a greeting or a signature line, by creating text then using the Insert feature. Click "Insert" in the top taskbar, click "AutoText," and then enter your desired copy into the window that appears. Going forward, you can click "Insert" then "AutoText" to quickly drop in your pre-written words.

Watermarks

To add a watermark that helps protect your document from being copied, you can click on the "Design" tab at the top of Word, then click "Watermark" on the top right of the application. Then choose an image or add text that will be faintly imprinted behind your copy.

There are many more fun and useful Word features, of course, so explore more yourself.

Microsoft Word vs. Pages vs. Google Docs

These other common word-processing programs have plenty to offer, though if your primary focus is creating and editing crisp, professional written documents, Word is likely the best bet.

Google Docs offers the same basic word processing features as Word, but it has fewer templates, text editing tools, tables, and other enhancements useful for complex documents. That said, Google Docs is far better for collaborative work, especially when a team is remote, and it's free.

Pages is Apple's primary word processing platform and it is free with a Mac, iPad, or iPhone, and it's easier to use than Word, especially for people who are not highly tech savvy. But it's also more limited in features, and the documents created in Pages don't transfer well to other operating systems or platforms, so they usually need to be converted to Word docs anyway if they will be shared.

• Americans visiting the UK now need to apply for an Electronic Travel Authorization.
• It's also necessary if you have a layover at an airport in the UK.
• Applying costs about $12 and should only take 10 minutes using the app.

The UK has changed its entry requirements, so most visitors need to apply for permission to travel to the country.

This is also necessary if you have a layover at a UK airport.

It encompasses all parts of the UK — England, Scotland, Wales, and Northern Ireland — as well as British Overseas Territories, which include Anguilla, Bermuda, the Cayman Islands, and Turks and Caicos.

As of January 8, US and Canadian citizens are among 48 nationalities who will need an Electronic Travel Authorization (ETA).

It is similar to systems already used in the US and Canada, as the UK is moving to a digital border system.

You would be exempt if you have a UK visa or legal residency or if you are traveling on an Irish passport.

Otherwise, you must apply for an ETA before you travel to the UK.

How to apply for a UK ETA

It shouldn't take longer than 10 minutes to apply — although there is a fee of £10, or around $12.

The easiest way to apply is through the government's mobile app called "UK ETA." If you can't download the app, you can also apply through the UK government's website.

You first need to take a picture of your passport's photo page.

If you have a biometric passport, shown by the e-passport symbol on the cover, then the app can scan it.

You then scan your face with your phone's camera and take a photo of yourself.

You will also need to answer questions about your address, job, criminal history, and any other nationalities. If you're under 18, you also need to give contact details for someone with parental responsibility for you.

Afterward, you'll get an email confirming your application. Another will arrive when a decision has been made — usually within three working days.

What you can do with an ETA

The ETA is valid for two years, during which time you can travel to the UK as much as you want.

You can stay in the UK for up to six months for tourism, visiting family and friends, business, or short-term study. You can also transit through a UK airport.

With an ETA, you can't do paid or unpaid work in the UK unless you're doing a permitted paid engagement or have a Creative Worker visa concession.

You can travel to the UK while awaiting a decision as long as you've already applied.

Being approved for an ETA doesn't guarantee entry to the UK, as you'll still need to pass border control.

• A couple moved from the US to Morocco for a better lifestyle and work-life balance.
• They work remotely, allowing them time to enjoy the country's late-night culture and leisure.
• They're expecting a baby, so they value Morocco's safety, healthcare, and family-oriented culture.

This as-told-to essay is based on a conversation with Arleevia and Ricoyo Lyles. The couple moved from the US to Tangier, Morocco, in November. Arleevia, 26, works in marketing, and Ricoyo, 40, works in finance. Both work remotely in jobs focused on the US, and they're expecting a baby in April. The couple posts on YouTube about their experience living abroad. The following has been edited for brevity and clarity.

Ricoyo: After spending a few days here during our honeymoon, we fell in love with the culture, the people, and the food. I was joking with Arleevia when I asked her, "Hey, what do you think about moving to Morocco?" I didn't think I would get the response that I did. That sparked us going down the rabbit hole of "What if we actually moved here?"

Arleevia: We work remotely, so we thought it was feasible. We didn't own any property in the US. It was simply a conversation with my employer. They said, "As long as you get your work done." Ricoyo has his own financial firm that he had just started, so he's his own employer. So, for him, working remotely wasn't an issue. He works on US Central Standard Time. He works from about 4 p.m. until about 2 or 3 a.m., and he's up by 11 a.m. the next day.

Ricoyo: We were living in Nashville. We had been there for about three years, and then we relocated back to my hometown of Las Vegas right before moving to Morocco.

My biggest concern was, "Am I going to be falling asleep talking with clients?" But we've adjusted to it. It's almost turned into an evening-type position. It's funny because the culture here is kind of a late-night culture anyway. At night, there are still people in the cafés drinking coffee and going out to restaurants. My schedule almost fits with the vibe of the city.

Arleevia: We're still able to go out, explore the city, and hang out with friends in the afternoon if we want to. I work in the morning and often close out in the evening because I'm not on as many client calls as he is. We've been able to acclimate and socialize.

They have a healthy work-life balance here. Yes, they work very hard, but also they believe in leisure and rest. You see a lot of people out during the day — at cafés drinking tea together. A lot of men will be out, and they'll go back to work. Having that kind of influence has been very helpful for us to be like, "OK, we can take a break from work." We don't have to grind, grind, grind, like we did in the US.

Ricoyo: The priority of family feels like it's so much higher on the list. Even just seeing families out and about is a super-calming thing. We went to a park the other day, and we were thinking, "When was the last time we saw this many kids at a park?"

From the standpoint of raising a child here, that would be a great thing for our daughter.

From a safety and crime standpoint, it's a very low crime rate.

Arleevia: When it comes to gun violence, especially, we don't have to think about that. We just feel a lot safer.

Also, the healthcare is amazing. We had to find a gynecologist. We were not expecting it to be as amazing as it was. I've had the most thorough doctor experience of my life. In the US, my appointments for baby checkups would be five to 15 minutes, on average. Here, we spent 45 minutes to an hour with our doctor. She was so thorough, cared so much, and was deeply invested in answering every question I had.

Ricoyo: I was always conditioned that it doesn't get better than the US, that nowhere else has the luxuries that we have in the US. Yet in terms of the lifestyle, in Morocco the food quality, for example, seems so much better.

Arleevia: Even when it comes to customer service and how they treat people, it's with such respect and care — and they make sure that everybody feels supported. I feel like that comes through in people being able to take time away from work and spending time with their family.

Ricoyo: I set my own schedule, and sometimes Arleevia will be like, "Hey, babe, maybe don't book as many meetings today. Let's go and do something and explore a little bit." So, she kind of keeps me grounded. Otherwise, I'll work the day away.

There are other differences. For example, in terms of race, it's not something that you're thinking about as soon as you meet somebody. Here, they seem to think more in nationality, if anything. They're thinking, "Are you from Senegal? Are you from the US?" Even then, many people seem to love other countries.

Going back to safety: As a Black man, that's something that I always had in the back of my mind. Being here, we don't have to think about that as much, if at all. It's been nice to just interact human-to-human and then try to connect with your experience versus the stereotype behind your skin color.

In the US, when a complete stranger approaches me, it's kind of like I'm on guard. But here, you just meet some of the most amazing people who take time out of their day. They'll be like, "Hey, let me show you something around here." I find myself having to lower my defenses. I will stop and spend time and talk to them and enjoy cups of tea.

When my friends ask me what it's like living here, I think of it as a one-sentence answer: "This reminds me of the good old days." It feels like time has really slowed down. You're really able to take time out of your day and — not to be cheesy — really smell the roses.

Arleevia: There's a heightened level of respect for people here, especially with me being pregnant. There's so much care around that. Men are like, "Hey, take a seat. I can help you with your luggage."

We see often — and this is something very different — if an older person is trying to cross the road, somebody that's much younger will come and assist them. They don't even know them from Adam, but they'll go and walk across the road to make sure that they get across safely. That's something that you see in old movies, but that's a common practice here.

Arleevia: We want to be here for several years because we've moved so much. It'd be ideal to stay for three to five years. Even if it's not in Tangier, we would be open to living in another country. We definitely see this as a long-term living abroad.

Not having a church has probably been the most difficult thing for us to get acclimated to. Morocco is a predominantly Muslim country. There are Christian churches around, but it's tough to find them.

Being away from family is obviously also hard. We miss them dearly. The language barrier has probably been the other tough thing. But outside that, it's been a very easy transition for us.

Ricoyo: The best things in life are often outside our comfort zone. People always talk about how it would be great to travel the world, to see other places, and to experience other cultures. This is making that a reality.

• Anthropic is reportedly nearing a $60 billion valuation.
• The Amazon-backed AI company is one of the most valuable unlisted companies in the US.
• Here are the top five US unicorns.

Anthropic is reportedly closing in on a deal that would value it at $60 billion as investors pile into AI companies.

The AI startup is backed by Amazon, and its latest funding round would propel it into the top five most valuable unlisted startups in the US — three of which are AI companies, according to data from CB Insights as of January 7.

The power and popularity of generative AI has led to Big Tech and startups using billions to fund their AI projects. As December came to a close, UBS said Big Tech was on pace to have spent $222 billion on building AI in 2024.

Apple, which was notably late to join the AI craze, has partnered with OpenAI to bring ChatGPT to Apple Intelligence on new iPhone models, a move that may have helped boost OpenAI's valuation.

Anthropic's round of funding was led by venture firm Lightspeed Venture Partners, according to The Wall Street Journal. The $60 billion figure includes the money it plans to raise this round.

Here are the top five most valuable unlisted companies.

SpaceX: $350 billion

SpaceX is one of two startups in the top five that aren't primarily AI companies. The designer, maker, and launcher of rockets and spacecraft was founded by billionaire Elon Musk in 2002, using a $100 million investment from the sale of PayPal.

The startup employs about 12,000 staff, with 200 rocket launches under its belt. One of Musk's missions is to colonize Mars by 2050 with reusable rockets.

A deal worth $1.25 billion made SpaceX the most valuable private startup, with a valuation of $350 billion, Bloomberg reported in December.

OpenAI: $157 billion

OpenAI was founded in 2015 by its current CEO, Sam Altman, and Musk. The release of AI chatbot ChatGPT in 2022 took the tech industry by storm. The startup almost doubled its valuation from $86 billion to $157 billion after a fundraising round in October, according to the Journal.

Since ChatGPT's release, the AI assistant garnered over 200 million weekly users, OpenAI said in August.

Stripe: $70 billion

The other non-AI startup in the top five is Stripe, a payment software company founded in 2009 by brothers Patrick and John Collison.

Although Stripe isn't classified as an AI company, its CFO joined the board of AI startup Vercel in December. Stripe began buying back some of its shares in November at a $70 billion valuation, according to Bloomberg.

Databricks: $62 billion

Databricks, a cloud-based data and AI company, announced a $10 billion funding round in December that would bring its valuation to $62 billion. It launched its AI model, DBRX, in March 2024.

"Generative AI is going to disrupt any software company that exists today," Ali Ghodsi, CEO of Databricks, previously said to Business Insider.

He added, "These models are going to change how humans interact with machines and how machines interact with humans."

Anthropic: $60 billion

In 2021, ex-OpenAI employees founded Anthropic. The startup has since started competing with the ChatGPT maker with its own chatbot, Claude. Anthropic CEO Dario Amodei was the vice president of research at OpenAI before leaving in 2020, according to his LinkedIn profile.

While ChatGPT has captured the attention of casual users who want to make a meal plan or get essay help, Anthropic's AI has been attracting developers when it comes to coding. CB Insights previously valued it at just over $16 billion.

• Middle managers have a vital job in the workplace.
• However, some companies have scaled back on middle management.
• Workplace experts shared why middle managers can be essential to a business's success.

US businesses are betting that they can thrive with fewer middle managers. They could come to regret it.

Some business leaders think that scaling back middle-manager roles — a trend called the "Great Flattening" — could help them cut costs and operate more efficiently. However, managers and workplace experts told Business Insider that middle managers play several important roles, including executing the goals of upper management, addressing workplace issues, and boosting workers' morale and performance.

"They really do form the connection between the company's strategy and execution by workers on the front lines of the business," Daniel Zhao, the lead economist at Glassdoor, said. "Without an effective layer of middle management, you aren't going to get strategy translating into results."

BI's Aki Ito reported that some companies have realized that employing fewer middle managers can significantly strain their operations. Workplace experts and managers described to BI what makes middle managers important, why companies should invest in training them, and the challenges of these roles.

Why workplace experts think middle managers are valuable

Bryan Hancock, a McKinsey partner who has written about management, said middle managers are critical for an organization's overall performance. Hancock also emphasized their role in employees' performance and well-being, including helping workers grow in their careers.

"Managers are critical in making individuals feel like they belong, feel understood, and connecting all of that messiness of our personal life to our work life," Hancock said.

Middle managers can be a key part of building up the entire workforce. "Companies have to invest in the skillset and the development of these managers in order to avoid certain pitfalls that can ultimately impact revenue generation and career development and growth," Jessica Hardeman, senior director of attraction and engagement at career site Indeed, said, adding "heightened emotional maturity," digital fluency, and adaptability are attributes of a good manager.

While Zhao, Hardeman, and Hancock think managers are critical to a workplace, the job market for middle managers has cooled down.

An analysis of job postings provided to Business Insider by Revelio Labs, a workforce analytics provider, found opportunities for middle manager roles had declined by 42% between April 2022 and October 2024. Opportunities for junior employees, associate workers, and senior leadership roles fell by 15%, 17%, and 25%, respectively.

With fewer opportunities in middle management and a likely cooler job market in 2025, middle-manager job seekers are competing for other roles.

"Career setbacks have created a traffic jam at the bottom of the ladder, with middle managers now competing in the same pool of jobs as frontline managers and experienced employees in the same pool as new grads," a Glassdoor report published in November said.

In addition to the cooler demand for middle managers, the job has become more challenging in recent years. As BI previously reported, managers may have had to handle more work because of fewer hires, tried to get people to comply with return-to-office policies, and be the bearers of unfortunate compensation and career mobility news due to scalebacks in pay bumps and promotions.

Workplace experts told BI that managers should receive adequate training to help make their jobs a bit more manageable. Zhao said companies should invest in training the next leaders to set them up for long-running success in this step of the career ladder.

Why managers think they are valuable

Managers who talked to BI also think middle management does a lot for the workplace.

Tsvetelina Nasteva, a human resources manager for Casinoreviews.net, said the idea that middle managers just deal with the "day-to-day stuff" upper management doesn't have time for oversimplifies what they do.

"Our jobs are so much bigger than that," said Nasteva, who's in her 30s. "We're the ones driving innovation, shaping culture, engaging talent, and providing the insights that help steer the ship."

Kyle, a former manager, said he thinks middle managers can be valuable for businesses — but they often aren't given the power and freedom to fully execute their job responsibilities.

"I think the great lie told to middle managers, at least many of them, is that they can be arbiters of change and will be free to mold their teams and processes in their own style — except then that's not how they're treated," said Kyle, who asked for partial anonymity due to fear of professional repercussions.

He said that instead, some middle managers are largely tasked with things like timesheet approvals, disciplinary conversations, and running meetings — administrative work upper management doesn't have time for.

Tiago Pita, a brand and e-commerce director based in the UK, said he decided to step into a middle management role because he wanted to shape his team's direction while still being involved in day-to-day operations. He said juggling these two priorities is what makes middle managers valuable.

"We're the ones translating high-level goals into actionable tasks, ensuring that our teams stay on track and motivated," said Pita, who's in his 30s. "Middle managers also play a big role in sustaining company culture, as we work closely with team members and address their questions, struggles, and achievements on a more personal level than upper management can."

What has your middle management experience been like? Have you quit a middle manager role or don't plan to become a manager? Reach out to these reporters at [email protected] and [email protected].

• Jean Kang spent a decade working in various roles and companies throughout Silicon Valley.
• She would've navigated her career differently had she known things like there are no 'dream jobs.'
• Job-hopping, personal branding, and exploration were also crucial to her career development.

When I graduated from college in 2014, I thought I'd finally made it. Before graduation, I landed a role in Silicon Valley and was excited to start.

Looking back now, after nearly a decade of working at companies like Meta, LinkedIn, Pinterest, and Figma and hopping roles more times than I can count, I realize my early impressions were overly rosy — and a bit naive.

Silicon Valley taught me a ton and helped me boost my salary to more than I thought possible, but there are a few things I wish someone had sat me down and told me when I was fresh out of college.

These insights might've saved me from a few late-night spirals or could've helped me navigate my career a bit more strategically. They also gave me the courage to leave behind my $300,000-a-year job and build a multi-six-figure business on my terms once I learned them.

Here are five pieces of advice I wish I could've told my younger self.

1. Job hopping isn't quitting

I probably would've laughed if you'd told me in my early 20s that switching companies multiple times within a few years would help me stand out. I assumed staying put and showing loyalty was the "safe" path.

Yet, in Silicon Valley, some of my biggest leaps in salary, responsibility, and growth came after I decided to hop from one role to another. This was especially true during market shake-ups, like mass layoffs.

When teams are rebuilding, they hire for high-impact roles that are often critical to moving the needle. If you're still employed and apply for one, it sends a loud and clear message: "I'm confident, I'm valuable, and I'm here to make a difference."

If I'd known that earlier, I would've pounced on opportunities sooner rather than waiting and hoping things would improve at a company that no longer fit.

2. Build your personal brand before you 'need' it

I used to think personal branding was a bit fluffy, but just under two years ago, I saw a void on LinkedIn for real, honest career stories. I started sharing my insights — what it's like to be a program manager, the differences between project and product roles, and how to combat imposter syndrome — and people cared. Before I knew it, I had tens of thousands and now over 160,000 followers across LinkedIn, Instagram, and my newsletter.

My personal brand served as a jumping board for lucrative opportunities and increased my confidence. Brand sponsors started reaching out. Clients wanted me as a career coach. I realized that your name could carry weight outside your company — and that's crucial when layoffs hit, or you're considering going solo.

Had I started building my brand earlier, I could've leveraged it to negotiate better offers and land roles that excited me and made me feel less chained to any employer's fate.

3. Your early career is about exploring

For the first few years, I beat myself up for not having a linear career path. I tried sales, account management, customer success, and program management. While it felt like I was throwing stuff at the wall and hoping something stuck, something magical happened.

Those pivots gave me a fuller understanding of how companies operate, what kind of work lit me up, and where I could deliver unique value.

Silicon Valley rewards curiosity. When I realized that program management was my zone of genius, my diverse skill set made me a stronger candidate for all sorts of roles.

If someone had told me early on that it's perfectly fine — even advantageous — to experiment, I wouldn't have wasted energy feeling guilty about my "lack of focus." Instead, I'd have embraced my pivots as a strategy to discover my impact.

4. Your manager matters more than you think

Getting starstruck by big brand logos, flashy products, and employee perks is easy. I thought working at dream companies would solve all my problems and set me up for steady career growth.

Over time, I realized that your immediate environment — your manager and your direct team — plays a far bigger role in your day-to-day happiness and long-term development than the company logo on your résumé.

A great manager who champions your ideas, respects your time, and encourages growth can make an imperfect organization feel worth it. Conversely, a manager who sees you as a cog in the machine or doesn't invest in your potential can make a dream company feel like a nightmare. I've now experienced both.

If I'd known earlier how critical the right boss is, I would've factored that into my decision-making more heavily, maybe asked more pointed questions in interviews, or trusted my gut when something felt off.

5. There are no 'dream jobs'

Silicon Valley loves to hype "dream jobs" — the unicorn startups and tech giants everyone would love to join. I'm grateful I got to experience some of those "it" companies firsthand. For a while, it was exhilarating, but over time, I learned that no matter how cool the company or how impressive the perks are, there might come a day when you wake up and think, is this really it?

You may find yourself staying late to meet arbitrary deadlines, supporting products you're not passionate about, or feeling disconnected from the outcomes. That doesn't make you ungrateful; it makes you human.

Recognizing that even "perfect" roles can lose their sparkle gave me relief. This realization was a big reason I eventually left corporate life behind.

I feel blessed and want to pay it forward

I don't regret my time in Silicon Valley. It taught me incredible lessons, gave me the financial runway to start my own business, and connected me with brilliant people, but knowing these five things up front would've saved me from second-guessing myself, feeling guilty about not having a perfectly linear path, and putting all my self-worth into a job title.

Today, as a career coach, creator, and solopreneur who's replaced and surpassed her Big Tech salary, I can say that Silicon Valley is still a place of immense possibility — but go in with open eyes.

Jean Kang is the founder and CEO of Path to PM and a LinkedIn Learning Instructor who is paving the way for future program managers.

• Ashley Herd spent over 20 years working in HR before launching her own company.
• She said employees should consider the hardest parts of a new role before requesting it.
• Herd also shared key phrases to use when asking for a promotion or a new position at work.

This as-told-to essay is based on a conversation with Ashley Herd, the 43-year-old founder and CEO of Manager Method in Atlanta. It has been edited for length and clarity.

Before starting my own company, I spent more than 20 years working in HR. During that time, I saw employees pitch changes within their roles to their managers.

Changes can be small. For example, you might already be doing senior-level employee work but want the official promotion — whether that's a title change, a pay adjustment, or something similar.

Other times the change is more significant — like moving to an entirely different department or a new role within your company.

Either way, when it comes to asking for these changes at work, many people aren't sure how to approach them. Here are three steps for making the ask.

1. Consider everything the new role entails

When pitching a change to a manager, you have to start with yourself. Ask yourself why you want the change and what will that change look like.

Sometimes, people want something — like a new title — but don't fully consider what that title change or new role entails. Instead they envision what it will be like to share it on LinkedIn and tell others about it.

I've seen cases where people get what they wanted and then regret it because they had no idea what the job actually involved. To combat this, you need to self-reflect on what you truly want and speak with others who are already doing what you aspire to do.

You might ask them questions like: What do you think I should know that I might not already? What challenges make you want to leave this role?

It's good to hear the downsides because if you still want the role after that, you'll be better prepared and more likely to succeed.

2. Plan the conversation

After receiving internal clarity, it's time to research and plan a discussion with your manager.

Some people have a relationship with their manager where they can openly share the change they're considering, and it feels like a normal, trust-filled conversation.

Other times, those who don't have the best relationship with their manager might enter the conversation defensively. They might say something like, "This is how it's going to be, or I'm leaving," which really doesn't help their case.

No matter your relationship, it's important to plan the conversation with your manager's perspective in mind.

Anytime you want to change your role, your manager probably can't do anything about it alone. Instead, most likely, your manager will have to speak with their own boss, and they'll have to get them to say yes.

So, when planning your pitch, think to yourself: How can I make this an easy case for my boss to pitch? Maybe the solution is to reassure your manager that you'll help train your replacement or show your manager how you'll better meet the company's goals with the new role.

3. Consider saying these things

When making your pitch to your manager, you can tell them, "I put a proposal together, but before I frame it out, I wanted to get your input." That way, you're showing them you're prepared.

Then as you share the change you're proposing, you can try saying things like:

• "I know that (insert specific goals) are the organization's priorities. With what I'm proposing, I will be able to impact those goals even more."
• "I've created a library of resources and am happy to assist in transitioning the new hire."
• "What can I do to make this easier for you?"

Remember, it's not just about you moving into a new role or taking on new responsibilities. If you're leaving old responsibilities behind, you'll want to address how those tasks will be managed.

Also, some managers have very real egos, and they often worry that if you leave for a different role, you're leaving them personally.

So, when making your case, share that you'll still be available for the rest of the team and them. Make sure they know you're just getting separated, not divorced

Then after leaving the conversation, follow up with something written based on your discussion.

Understand companies have policies

Some organizations have policies where they don't give new promotions or titles within the course of six months or maybe a year. If organizations constantly have to retrain or rehire new staff because employees are moving around, it can be hard to get work done.

If your organization has regular review periods and you're outside of that window, it won't be as easy to get a yes.

Still, the conversation can be productive. During the review period, you could say:

• "I'd love to be in a senior management position in three months."
• "What can I do now to get there?"
• "What does that timeline realistically look like?"
• "What are the things I can do to help make that a yes?"

If it's a no, you have to ask yourself if you're at an organization you want to stay at.

No matter the answer, it's important to advocate for what you want. You will always be the best advocate for yourself, and sometimes it takes time, effort, trial, and error to get there.

If you're an HR professional and would like to share helpful career tips, please email Manseen Logan at [email protected].

A non-profit closely aligned with House Minority Leader Hakeem Jeffries (D-N.Y.) is preparing its first major investment in the 2026 election with a campaign aimed at dinging Republicans on the economy.

Why it matters: The effort comes as President-elect Trump and congressional Republicans are preparing a hulking fiscal policy package that could define the 119th Congress.

• Jeffries has already started to message against the legislation, labeling it the "GOP tax scam part two" at a press conference last week.

Driving the news: House Majority Forward, the issue advocacy arm of House Majority PAC, is launching a $10 million "economic accountability" campaign.

• The campaign will include TV and digital ads to "hold Republicans accountable for refusing to lower costs," according to a press release first shared with Axios.
• It will also involve research and polling to "develop a deeper understanding of how Republican policies are hurting American wallets."
• HMF president Mike Smith said: "Speaker Mike Johnson and House Republicans have only just been sworn in, but they're already breaking their promises by failing to lower costs. It's time to stop playing games, and start working for the American people."

Between the lines: The plan represents something of a shift in strategy for Democrats after an abortion-centered message of "freedom" failed to carry them to victory last year.

• Top Democrats told Axios in the aftermath of the Nov. 5 election that a difficult political environment driven by years of inflation ultimately doomed Vice President Harris.
• Trump successfully pitched himself as a change candidate, promising to upend the national and global economic order with an agenda of immigration restrictions, trade barriers and dismantling regulations.

The other side: "The failed Biden administration and their allies in Congress decimated our economy with a far-left agenda of reckless spending and extreme America-last policies," said Courtney Parella, a spokesperson for GOP-aligned non-profit American Action Network.

• "That's why Americans chose and trust Republican leadership — to restore the economy, lower costs, and deliver for families," she said.