As an individual contributor is it difficult to get fired from Truist for performance issues? Can someone outline the steps that are taken such as putting a teammate on a performance improvement plan before the teammate is terminated?
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I put salted peanuts in my Cheerwine
Yeah, that’s the way you do it, money for nothing and your chicks for free…
I can't speak to the specifics of performance improvement plans, but I've been with the bank for 6 years in a few different back office roles, and I know of a whopping two people who have been fired for cause. One was consistently no-showing meetings and failing to do what little work he was asked to do. This carried on for about 6-8 months until they finally gave him the boot, and that was with a manager who was really trying to move things along.
The other was having an inappropriate relationship with a subordinate.
In my experience, underperformers either get shuffled around between teams, or they stick around until they can dupe some other bank into giving them money.
Seemingly if you have a good old boy manager who's bung has been properly kissed, you can underperform/not perform for years.
Enough with this AVP stuff
It’s getting old already
@1zfy+1rtjl6jZ - Yes, exactly lol
Asking for a friend?
@1knh+1rtjl6jZ - thanks. Sounds like a lot of people on this forum need to quit caring about work as much and just “check the box” 9-5 and call it a day!
There would be documentation outlined through corrective action which would start with a written verbal warning or verbal warning. Unless is was code of conduct, you simply wouldn’t be terminated based on performance
AVPs are protected