PR Question

Been with the company for 13 years. All previous reviews were good and even got top achiever before.

Full background is that my child was born in September (dad here) and so I took the bulk of my leave at the beginning of this CY (after my wife returned to her work). So I was on leave most of Jan-Feb

My overall PR was inconsistent with the reasons being completely bogus and I can literally go line by line and provide concrete evidence of where I did do that or was raising the issue and because I should have been switched to HW my job responsibilities don’t align with SW so they don’t really care (don’t get help from management). We got re orged to a new manager director in October and me switching has been in the works since then.

Now the most d-mbfounding part is that on the “how” section I got 4/6 exceeds with the other two being “met” with an overall of exceeds.

As mentioned I’m in the process of being moved over.

So was this just a way to easily give the short straw to someone who was already on their way to a different group? Some punishment for the timing of my leave?

#PerformanceReview #Reorg

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13 replies (most recent on top)

@ch Bring a sponge and place it on their head perhaps?

@ew they fu-k up a lot, their incompetence works in your favor

@a8 I partially disagree, rhe portion of "lawyers ready to defend". If there is even a slight crack in their documentation/story, the lawyers will be ready to settle...

You are being teed up for layoff. With that PR move, you are entering your new group as a potential problem employee. If i were you, I'd get your resume updated and start applying. This way if you get a job offer in the next few months, you can take a gut check of the situation then rather then being dumped at midterm checkin which is not that far away. And usually when they do a covert layoff.

What's funny is listening to the DEI leaders defend not ranking DEI GSRs low because of leave during the year -- "...it wouldn't be right..."; and the very next year arguing we need to rank non-DEI low because they weren't present and so obviously couldn't have accomplished as much.

Imagine it. It's a real hoot.

Of course, there are probably some who make the argument both ways too.

@ay

Wow. How do you tell someone you have the IQ of a sea sponge without actually saying it? That post.

@b1 yes the more I think about it the more it makes the most sense to me.

I also had another child/leave 2 years ago and there was no issue then.

We KNOW that they force rank and have to fit people into pots. Seems fairly easy to dump that on me since I wasn’t going to be their problem anymore anyways

This happened to me after a took maternity leave and was in the process of switching to a new group. I honestly felt like it was more related to switching to a new group because with my other child I didn't have that issue. But of course things were different 5 years ago

@ay ah okay so don’t make use of the company benefits you are provided as an employee. Good call

Well, here's news for you. Employers don't hire people to take time off, so don't complain when you get gigged for not actually working. Enough of the "boo-hoo, poor me"

@ae thanks - that all logically makes sense to me and unfortunately there’s nothing I can do.

The future layoff potential is concerning, but obviously when that stuff happens they can pull out any reasoning they want which we all have seen anyways before

Yes, this was because you are on your way to a different group and punishment for taking leave - of course management won’t admit that. Similar thing happened to me when I was leaving the company.

However, this lower PR will follow you to the new group and you could be on the layoff list even at the new group if layoffs happen this year.

@OP review was bogus I so you are on target get ready and don’t assume that some lawyer will saw you if you are on list, f**d will have bunch of documents and lawyers ready to defend

Thread regarding Ford layoffs

PR Question

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