I have not heard this addressed – – at least not in a long time; since then so much has happened… Is a person terminated for performance but on the spot and without notice … just, one day they’re working and the next day they’re flat out gone; or are they put on a PIP and if they fail the PIP, then they will be terminated. I’m not even going to ask if they need to have an IM or needs improvement since it seems a lot of people that had EX and Meets have been terminated… I don’t think rating has anything to do with it ..but pls feel free to correct/comment.
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@g2 Not true, unfortunately. No PIPs required anymore. After two IMs (including mid-years), HR starts harassing managers about terminating the employee.
@ek I was literally coming to say this. The fear monging of PIP being gone is flat out wrong. You are not being fired for two consecutive IM. You'd absolutely begin to he documented though if they do want to push you out for performance issues. PIP would be the last step. There is way to much risk to fire someone without heavy documentation supporting it. HR will not allow you to just fire someone based on your appraisal alone.
Also, as you mentioned, often times we are only recieving part of the story from peers/friends. Sometimes the story is a flat out lie and other times its embellished to fit a narrative they want to provide. Nobody is getting fired for two consecutive IMs alone.
There is a difference in what : @ak+1kjj6jeqj (PIP requirement taken away) is saying and @a4+1kjj6jeqj (PIP required). @ak+1kjj6jeqj Sometimes "friends" don't tell the whole story. People don't want to talk about their PIP or their violations. Maybe your friend was coffee cupping? Termination is different than being laid off with severance.
"coffee cupping" is when an employee places a coffee mug or something else of weight on top of their keyboard to generate "activity" when they aren't actually working. They open a blank Word document and the keyboard just goes to town for hours . What happens is Wells Fargo tracks keystrokes per hour and by placing a heavy item on your keyboard, it is typing at a speed faster than any human could. WF has terminated hundreds of people for doing this.
@a4 what is a "coffee cupping violation"?
@a4 a couple of questions and response: when you say to performance cycles, does that mean one year end plus one midyear; or two year ends? And if the person meets the criteria for termination, how soon after the particular evaluation would they be terminated?
up until about 6 months ago, managers were pretty much required to put someone on a performance plan and all of the steps of warnings before terminating for cause. The exception to this were severe policy breaches - ethics/conduct, menacing behavior, etc. which could be immediate terminations.
last october, edict was issued - anyone receiving less than meets for 2 performance cycles must be terminated. No PIP, no warning - just one day told you are terminated, no severance. It happened to a friend of mine in november after receiving a YE IM and midyear IM, but no further discussions with manager that their job was at risk, no PIP, no warning etc.
If a termination is performance-related, there is a defined protocol that must be followed. You can find the details on HR Services. The process typically begins with a documented conversation, followed by a performance improvement plan, an informal warning, a formal warning, and finally a review for termination. HR is involved at multiple stages and will not allow the process to advance unless each prior step has been completed and properly documented in Workday.
Immediate terminations generally occur in cases involving ethics or conduct violations, or other serious policy breaches. In the past, there have been instances such as coffee cupping violations in my department, as well as cases involving check kiting, falsified time records, and other matters that are not appropriate to discuss publically.
they target the people that bring legit problems to their attention
very simple. not subtle