As managers, we are now being encouraged to make up ANY reason to PIP.
(Hyperbolic example)
Employee handbook says no eating at your desk. You ate apple at your desk. WRITE UP.
You are supposed to be at work at 8 a.m., but arrived at 8:02 a.m. WRITE UP.
if you don't realize this is a nefarious way to fire for JUST CAUSE, then your head is in the sand.
Firing for just cause means NO severance and NO unemployment benefits.
What Wells Fargo is asking us to do is evil, but legal.
Um, you have to call Employee Relations when you put someone on a warning or a performance plan. This thread isn’t about random complaints from people, it’s about performance improvements plans.
If you put someone on one without ER, you are breaking policy. If your PIP is for an invalid reason, you will be told that by ER as I specified.
There are too many people at this company who do not know what they are doing, seem to have no idea how the bank operates, what the policies are that govern their own jobs, and spend an awful lot of time posting bad information.
I haven't laughed this hard in a long time.
Call ER about concerns or violations? You're joking; right?!
They are the henchmen helping carry out the unethical PIP marching orders.
Please wake up.
Once you’re issued a PIP/Formal Warning, is your advancement potential doomed for life at Wells?
If this person is truly upset about this, call Employee Relations and get guidance - it sounds like they are overreacting to management direction to clean up any and all problems.
Bank policy on this is very clear, especially for non-exempt employees who work specific shifts. Anytime you move beyond an informal warning to written warning and PIP, you have to call Employee Relations anyway.
If you are getting direction that violates bank policy, ER will tell you that and usually in writing. But I wouldn’t call them without a specific scenario. They aren’t like the EthicsLine, and will get Legal counsel involved too.
I'm a manager and haven't heard anything about/been encouraged to use PIPs. And for the record, I wouldn't do so anyway unless one was warranted.
Seems awfully risky to do PIPs at such an extreme level when there are lawsuits going on because of accusations of just that.
PIPs are Fake news
Is a PIP like a written notice?
PDPs from BoA are not the same as PIPs
The problem with PIPs is the warnings with ER stay in your file for the duration of your Wells Fargo career (if not the PIP itself), which will always hurt you for promotions and internal transfers. This is a very myopic game by HR that will cause good employees to go and never come back.
I worked for another FI and we had yearly mid year and end of year Performance Development Plans. I’ve never not had one. I think if you approach it with a clear head and calm - you’re fine.
As long as they are paying you stay on and collect your money. I wouldnt worry too much about getting a new position, prob take 3 weeks now instead of 1-2 weeks.
Collect all the money you can get. As far as a PIP, i wouldnt worry about that nonsense.
NEVER sign a PIP anywhere. Companies with financial problems use these mainly as a tool to eliminate US workers. The foreign workers they dont seem to care what they do or dont do.
I personally dont let things at work bother me. Most of the people are severly uneducated and have to drag them by myself to the finish lines. Its worse here than anywhere else i worked, offshore is far worse.
I myself already have other offers for higher pay, since pay here is under industry averages too. Not hard to get a good increase in a more stable company with more job security.
Yes. This is 100% true. I’m also seeing and hearing they are trying to, basically, frustrate you in to quitting. Freeze you out. I’ve watched it happen to highly- paid professionals who make the mistake of standing up for ethical behavior, middle managers who are trying to stand up for their teams, and your average everyday employee..
If you get placed on a PIP, research how to survive it. There’s good advice out there online. It’s difficult to get past being defensive, but BE SMARTER THAN THEM. View it as constructive criticism and improve where they ask you to improve. Ask questions so you fully understand what is being asked of you, make sure they give you measurable goals over a specified period of time (they can’t be subjective here), be proactive in communicating with your manager while the PIP is ticking. Document everything on your side as well. Don’t make it easy for them to fire you, thus not have to pay you a severance. Survival of the fittest. And don’t get frustrated and quit without having a better job lined up.
What area is this? Thank you for the example.