MetLife leaders are being asked to give targeted employees “needs improvement” rating as a hint and way to coax them into leaving on their own.
Targeted employees are those who’s positions are options for cost saving eliminations or offshoring. Active layoffs won’t come until 4th Q or 2026.
I got “needs improvement “ after several years of positive reviews. Then canned a month later. Beware, those so called anonymous surveys are anything but. I ripped my manager in it and she knew about it.
Most high performing person in my team but only the managements pets getting promoted.Told to continue the above & beyond performance and I will be promoted in near future but they can’t promise when.
Oh, so my departments productivity demands aren’t being met ..but somehow, it all makes perfect sense to shove me out the door first? Brilliant strategy MetLife! Clearly, my department’s success solely hinders on one person and just isn’t complete without me being the sacrificial lamb. But hey, if they wish me gone so badly, they’ll have to actually fire me because I’m not about to make their job easier by walking out on my own will. This is coming from a needs improvement employee.
Do any yahoo AVPs receive "needs improvement" or is that designation only reserved for the minions? My yahoo AVP must be severely underpaid because it's one F up after another with them and zero accountability there.
Solid info in this thread.
Thanks, guys.
Learn where you fall on the pay/compensation structure in your department. If you 'happen' to be over the mid-range, you're a cost reduction target. IYKYK
The problem with this strategy is that many of these targeted employees have solid years of good performance reviews and then suddenly "needs improvement", meanwhile their job functions haven't changed. MetLife is opening themselves up to litigation with this strategy. As always, MetLife, two steps behind.