Fiserv's back door program TO GET RID OF GOOD PEOPLE WITHOUT SEVERANCE IS is PIP..
Manager puts you in PIP.. cr-p .. you have been here for 20+ years , recorded high performance, then puts all kinds of restrictions to not come into office , not show up in office over the weekends to make up the work.. then HR sh-t terminates in 2 minutes.. no discussion and no conversation...
We need a class action lawsuit on this process.. working with a damn good employment attorney..
@vr You should thank and appreciate your manager for their professionalism.
You could be the 1 out of 120 to come out of the program successfully.
@fe not true, I came back from a PIP out of pure spite
You believe that a substandard employee who is incapable of doing their job, was able to substandardly work for 25 years only to be suddenly caught and put on a PIP?
If that was true, then every manager that employee has ever had should be immediately fired. Such a gross mismanagement to allow a substandard employee to collect a paycheck for multiple decades is a complete and total failure of management.
Either that or the PIP was performed in bad faith. And management lied about employee performance. In which case management should get a bonus for saving the company money (in the short term).
PIPs have been a tool of documentation for years in just about every corporate office job. No one is ever expected to meet the needed expectations, not because they are impossible, but because if the person was capable of doing it before, it wouldn’t have come to this. If you are put on a PIP, barring a miracle, you will be fired.
It's your Paid Interview Period to go find a new job before you get fired without severance.
@gk Sorry wrong.. Why would I be picked ? I was the oldest person in that division.. couldn't move as fast as youngsters.. makes business sense.. I don't complain about it.
@an
Try over 3 decades. It happens. Stellar reviews until the last year and then an outrageous and unattainable PIP. Luckily I was on the cusp of retirement, and a severance package was given. Age discrimination as well as the highest salary in the group. Glad it worked out for me, sorry that others have been put in the same situation without the package.
Look genius, it's not hard. If your Director was told they need to cut a certain number of people, if there's no one dragging the team down, one of the performers has to go. They'll decide who to keep and who to let go and the latter will get a bad review to justify the release.
@gk The theory behind Performance Improvement Plans is adorable: a targeted, benevolent effort to help a struggling team member find their way. In the corporate wild, however, assuming a PIP is purely a reflection of poor output ignores the subtle artistry of middle-management survival tactics.
While the official narrative will always blame performance, a PIP is often triggered by entirely different mechanics:
@ez If you were on a PIP, you were NOT performing. Think about this. Why would YOU be selected out of all of the others around you to be put on a PIP. THAT MEANS YOU WERE NOT PERFORMING.
PIP is not for improvement. It’s for documentation. There’s no coming back from a PIP.
@dj Sorry to disappoint you.. I have several things I claim as my professional achievements.. It was never about money. I have lot of money in real estate..
I love my profession of being an engineer and architect..
I was the lone performance architect who improved performance ( responsiveness + Stability + transaction cost effectiveness end to end ) for BillPay serving 36 million customers in US, virgin islands and military bases..
When production incidents happened, I gave preference to bring up USAA before any other bank because USAA serves military spouses. That was the least we could for the military families. I didn't care if management liked it or not businesswise..
At the end of 25 years, I was dismissed in 2 minutes..
@dj Please kindly don't assume things and conclude..
I have been a very high performer with multiple promotions in a short period of time, received unique bonus packages just for staying back.. in 35 years in US, post a Master's Degree, NEVER was I asked to leave or fired or laid off or dismissed.. I can provide solid proof.. at every single place I was asked to stay back including at Fiserv during pre-Covid..
Just at the end of my long career, Fiserv got rid of me under PIP !!!! Hence my aggravation.. What you see is not real..
Eleven time out of ten a PIP is going to result in a termination of your employment. You are supposed to use that time to find a new job. The best part is you can start your next job immediately. Your former employer has already provided the notice, so you can just leave at any time.
@OP If you've been with the company and have rave reviews and great performance, you wouldn't be on a PIP. LETS GET REAL. You know you were doing absolutely nothing which is why your performance went into the drain fast.
TAKE SOME OWNERSHIP!!!!!!!!!!!!!!!!!!!!!!!!!!
OP is correct and I have known fellow co-workers with over 20 years of service put on a PIP in recent years. Remember, this is not the Fiserv it once was.
@OP when you go to he-l are you gonna ask to turn the thermostat down too?
When you write like that with 25+ yoe no wonder u have a pip
If you get a PIP or terminated and your manager is an H1B or you are replaced with an H1B, file with EEOC, IER or USCIS. As an American, you have rights and they are cracking down on this abuse. It’s called constructive discharge — where a manager deliberately we-ponizes a Performance Improvement Plan to pressure a U.S. worker into quitting so they can replace them with an H‑1B employee.
I have never known anyone that had worked at a place for two decades and was put on a PIP. This seems totally suspicious if true