Suddenly not performing???

One day you're doing well in your position and then on your check in you have below meets.

START DOCUMENTING AND MAKE IT OBVIOUS!
Send an email asking the manager to specify your responsibilities.

In the email, ask where you are succeeding and areas of opportunity.

Design a plan of action to address the opportunity and ask your manager for recommendations on how to improve.

Take 1:1 notes and send them to the manager to summarize what was discussed and next steps.

Seek feedback from others: peers, levels up and partners.

When having 1:1s, have an agenda and get to everything on the agenda. If not in that meeting, schedule another short.meeting to finish.

If there is a discrepancy, address it and ask how it should be done. This will shed some light on there process and a discussion can happen on what the best approach is.

Make HR your friend- reach out to the ethics line if any behavior is out of the ordinary. Reach out to EAC to get support.

If the behavior is affecting your health, go see a doctor and tell them that it's work related.

Reach out to attorney to discuss your options.

File a complaint with the EEOC to have the behavior put on record if you believe the behavior is systematic.

Create a visual timeliness of when things took a turn.

Start printing!!!! If you have evidence in emails, work products, chats, print them the day that it happens and take notes. When you contact the lawyer, you will have evidence to show.

We are all worried about getting on their radar, but staying silent is giving them the ability to control your fate.
You don't have to be obnoxious about the documentation that you're keeping, but if they know you are on to them, it could be the difference between being on thelayoff.com or thefired.com.

Cheers!

Comment! It's anonymous!

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Truth is, if you are in an ‘at will’ state, they can fire you because they don’t like your shoes. Documenting stuff? Waste of time.

What is missing from all of these responses is that both the manager and the employee should be documenting this in Workday (submitting a check in). That is the official source of record and that's where the case will be documented that the employee is not meeting expectations.

i hope they are preserving their AI records in HR.

@am Exactly. Nothing more irritating than a blowhard thinking they're "playing the game". This is a good way to get that target on your back to be much less ambiguous.

It’s about your performance…. Not your actual output. The better you perform… the better off you are. Don’t equivalate performance with productivity…. After all that is what your manager did to get where they are… perform

@c5+1m744269m

Yeah, and it's impacting my "8". That's the problem. I'm not concerned with what my people do in their 16, though I question the concept that it'll never bleed over into their 8.

@am I think OP may have envisioned doing much of this during the, you know, OTHER 16 hours in the day? Frankly I agree with OP and would recommended similar actions. And no, the mandate that 15% of your team has to be rated below standard is not correct. 7 out of 7 doing their jobs well is a mark of good management and leadership. Stop with the conspiracies. There is no “they” and there is no “you”. Do your job, do it well, and be grateful for every day. You get laid off it’s not because you were targeted; it’s because the relevant factors, whatever they were chosen to be by people WAY above your head with no clue who you are, pointed to you.

I had 14 years of exceeds and meets… only to be blind sighted at mid year this year. I hope the company is sued into oblivion over this stacked ranking system.

its not that you are "not performing"

Managers are required to select about 1 of 7 employees and give them IM. So you are not performing compared to others at your level

They literally go through the list, rank them to bottom, and give the bottom IM.

The only way to get back to meets is to do what the person at the top of the stack does. Is it worth it? Hard to say since the displacement flag may have already flown.

@am That doesn't sound all that different from what you and other managers do. Just saying.

I would probably ask such an employee to stop wasting so much of my/their time. Your job is to do the tasks assigned to you. Documenting every single aspect of your working life and burning my time with it is not in your job description. Time management would be the first thing to work on, I suppose.

Thread regarding Wells Fargo & Co. layoffs

Suddenly not performing???

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