Anyone know exactly how they can actually fire you for being on PIP. Heard management has to be actually helping you and if they are not meeting up their end of the bargain they can't touch you.
11 replies (most recent on top)
Come to NY Metro, I've seen many reps shown the door.
Documented coaching from your manager is merely "supporting documentation" to justify your pip. That way Mgt/HR has a paper trail when they want to fire you for missing your quota.
Verizon management is well trained in documenting things to support getting rid of you...whether it be PIP, not doing enough trade ins, etc...corny
At wireless I seen plenty go for performance. Hell when they make the quota sky high and with traffic been slowing over the last several years it's going to happen. There's a reason they always make quota ridiculous. They don't want you to hit it or make decent money
What about a memo of concern? Is this a bs thing or legit? I got one for March for not making quota (although I was no 9 on scorecard). I did not make quota in April, not too many did in My district
I have never seen a employee terminated for performance. It typically is because of attendance or tardiness.
by Anonymous | Post ID: @N7Wzluo-wfv
LOL There's a certain Sr Manager that already had 9 sick days through mid April this year. With vacation and P-days factored in this harder worker is running a 15% absentee rate.
From a members perspective it’s pretty difficult to get fired for performance. As a steward of 15+ years I’ve never seen a member fired due exclusively to a PIP. Yes, you’re right that the managers have to work with you as far as coaching / training, etc. However, there is a limit to how much retraining they are going to give you. There will come a time when you have to demonstrate that you understand and can indeed do what your job requires you to do. If you don’t there are avenues available to separate you from the company. In most cases, (no offense if this is you) if you’re on a PIP you’re most likely not the best employee and will most likely get fired for something non-PIP related.
I have never seen a employee terminated for performance. It typically is because of attendance or tardiness.
@N7Wzluo-xkk is 1000% correct . Just get your resume ready, keep you mouth shut and collect thr RIF severance AND unemployment
10% of the time management uses it to try and get an employee back on track. the other 90% of the time management uses it to separate an employee from the company (this is typically the last step in the progressive discipline process. Have you received verbal and/or written warnings prior to the PIP?). When selecting RIF candidates employees with recent PIPs typically make it to the top of the HR list, so right now you probably don't have much of a future at Vz. I would however do whatever I could to get through the PIP and protect your severance. Request frequent written feedback from your manager during the process so there are no surprises at the end of the PIP term. Update your resume. Plan for the worst and hope for the best. Good Luck!
Im on it now for not hitting quota for one month? Like how sway