Had my cap today, worst one I have ever had, especially as my end of year 2018 was really good. Hearing from different departments they are focusing on negative issues a lot and not mentioning any positives, to make future dismissals easier due to the paper trail. Lots of HR phrases in there, that worries me the most. Definate problems for people at the end of this year/early next year.
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I was a manager at GM IT, i come by here to remind me why i left. There is a bell curve, SHHHH....and a line. If you don't have a great relationship with your boss, they can't speak to what you do, or they stink at "callibration", which is stack ranking employees, then you might fall under the line.
If you're under the line, your boss has been given directives to get you above the line...(which means someone else would go below the line). The process to do that is the PIP or Red/Yellow/Green. Doesn't matter if you're in TX, AZ GA or Michigan, they do this to CYA. You CAN survive a PIP. The categories in the RYG have to be measurable.
They do have target #'s to "manage out". This is about cost savings, not about engendering good will. If you're on a PIP, you're below a line, and your manager's "Managerial courage" is being tested by HR and executive leadership. Odds are it has more to do with your manager, and less to do with you.
Out-of-state hire relocated as an experienced professional. Received the first-ever CAP in 2018 and it didn't go too well with the new manager ("new" as in a new person took over the managerial role of the original hiring manager). Went on PFI (aka PIP) few months later. Few weeks into the PFI, most yellows and reds were changed to greens; It was all false hope. On the last day, everything changed to red citing that goals were not met. Well, y'all probably know what happens next...
They don't need a paper trail in Texas, although maybe GM just plays that game on a company-wide basis even where they don't need to.
Texas is a "right to work state." Which means workers have no rights. No protections.
They can lay you off for any reason, or no reason.
Only federal protections apply, so in theory they can't lay you off for discriminatory reasons, but as we've seen, age discrimination seems to be ok.
You are being set up to be laid off. No doubt about it. I had a mediocre CAP as well including false statements about projects I wasn't even working on. Don't sit and wait for it.
Ahhh.... CAP reviews I remember the one given me had another's review all through it with that person's name. I knew then CAPs were just a checklist for a manager to do... they don't really hold any substance. Good luck to all who are left. I loved working for GM, but trust me there is life after GM and a good life at that!
Hahaha I know this one. My manager did use that tactic of negativity and he began two or three weeks before I was let go.
He is a young manager with no back.
I dislike people with no bones. I consider him an hypocrite that was even on the hide outside town on vacation the day I was let go. He probably knew I would have had a chat man to man with him. And the director is/was just an unimportant piece of puzzle trying to justify her position(oops).
Life will get back to them. Incompetency from the top.
I think it'll be a lot sooner than 12-24 months.
It does sound like this is a set up for the next round. If we look back at 2008, GM layoffs came on the reaction to a deep recession. It's in my opinion that this next economic decline that comes will be a depression. With that said, it makes sense for a preemptive cut in preparation of organizing the company, and then a reactionary cut after the event to respond to the situation. Think of a two staged process, and you can read the relationship among the stock market movements.
I know that may sound strange, but reads that they are absolutely setting people up for the next round, which may come within the next 12-24 months imo.
To kvm, an employment attorney told me that’s one of the things to watch for. If you’ve always received great reviews and out of the blue you get a questionable one, it’s a red flag. They need a paper trail. My advice, document everything. Good luck, I hope things work in your favor.
10 years with the company and this was my first bad CAP. My boss even seemed to be embarrassed to be going through it with me. There were concrete examples of my 'unacceptable' behavior. I was 10 minutes late to work on this day in December, I missed a meeting on this day in January. 7-8 trivial things that would have flown any other year.
I've almost always been on the 120% level on TeamGM and it was disappointing to be given such a bad review this year. Then again, I'm over 50. My guess is that a bad CAP will make it easier to get rid of me during the next round.
I got laid off in February the same day I had my 2018 CAP review w/ my manager. I had met ALL listed goals, some exceeded. Hell, he even listed projects he wanted me to do this year (2019) and I get let go 5 hours later in the afternoon.
Layoffs at least in our group was not based on performance.
I guess if you're a new college hire, you don't have to do a good job and you're still safe.
NCHs are what GM wants.
Bad CAP? No need to worry as you are safe as they only target qualified talent to fire. A "colleague" brags about how she has had 2 poor reviews in the last 2 years, yet they kept her and fired others who had zero issues and now she is making upwards of $70K, not including teamGM.
ps. she is a millennial. shocking, i know.
If you get a bad CAP for no reason, they're obviously setting you up to be pushed out the door.
Yes, this happened to me. I felt my CAP was inaccurate and several other people had the same thing happen. I do think it is a set up. I used to get exceeds and suddenly trivial items were put on CAP and some were not accurate. No way to really fight it either. I ended up being laid off after 12 plus years. Had been on disability fairly recently so I thought that might save me via the legal review. But my age was against.
In the end it all worked out for me as I collected (still getting payouts) a ton of money this year and got another job right away. So it worked to my advantage. But it is a shame how they throw away older people.
There is a Dilbert strip or two that makes fun of this common corporate tactic. Pseudo-accusations without an accuser or any specific details of the crimes brought up without even having been mentioned before. Big corps hire outside consultants to help them with these special purpose insult performance reviews. Big cost savings if they can get people to walk out.
Went well. So well that it was recommended to add new responsibilies to align with capability. Sounds like more for less to me, but still glad to be useful.
Manager asked if I knew of any others that could fill vacancies. Is it common for managers to come to asking for recommendations and endorsements for a new hire? I wouldn't think any would trust the recommendation of a peon, especially if they recommended a well experienced and diverse non-degreed, capable candidate.
Who knew. Maybe, just maybe skill set trumps booksmarts.