Totally agree with the previous post. Try to find a better job and throw the resignation letter on management’s face, so they will know how you really worth. It is a disgusting way to get rid of people served the company so many years.
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Former long term employee here too. Agree, HR is NOT your friend. Never bother with them.
IF you are put on a coaching plan or a PIP, they are trying to get rid of you. Nothing you are going to do is going to make them change their mind. They will make your life miserable and harass you until they fire you or you quit. Simple concept.
There are so many better companies and cultures to pursue your career. Capital One was at best a high school environment.
Never go to HR period. The last poster is correct when to go to HR they will contact your manager and tell them what you said. They will conspire to fire you.
When dealing with a bad review provide a high level explanation why it isn't accurate AND TELL THEM YOU DISAGREE WORH IT.
Also, if the review is exaggerated and has lies. There must be a reason why you're targeted, for example, you're an older male working with 30 year olds or you're a woman working with lots of men or you got a disability. These are all protected classes. In your response you tell them you're protected and accuse them of bias. At this stage you've been targeted and have nothing to lose. You want them to give you severance and get unemployment. It's painful I've been there and have seen what happens when you go to HR. Your response in Workday captures your disagreement and your accusations against them.
Former Cap One employee here: Don’t waste your time filing a complaint with HR about evaluation. They will go through the motions of conducting an “independent” investigation and will then tell you that they cannot disclose any of the findings I’d their investigation other than they did not find any policy and procedure discrepancies. They will then tell you that your business unit (ie. the people who gave you the bad evaluation) are the only ones who can amend it. Bottom line, HR will never tell you that the company did something wrong. That would open the door to lawsuits and HR would be testifying against the company (never gonna happen). And good luck filing a lawsuit. Takes years and tens of thousands of dollars. Cap One will retain outside counsel with Ivy League law degrees and drag their feet in hopes of draining your money and will.
I agree with the previous comment and the advice that was also given by the other post here regarding the coaching plan. When you have receipts and hard core facts that can prove the management and HR wrong it then becomes the fact of are they willing to take the chance of being sued for wrongful termination.
My leadership gave me an inconsistent at end of year, all of it lies and never mentioned in any 10/10 or prior PM conversations all the while I had glowing feedback. They didn't account for the fact that I had a ton of receipts to prove otherwise. Based on that, I received a strong at mid-year and was redeployed with full severance. Let there be no doubt - HR works for the company, no matter what company it is, they do not work for you.
For advice on the coaching plan:
Last mid year 2022 I got a below strong. And it just snowballed and got worse even though I delivered very prominent enterprise deliverables. My boss even stole credit for my work. I ended up shouting at my manager to stop harassment.
For those that were put on a coaching plan I suggest gathering evidence that proves that your manager or leader fabricated the truth in your write up. Any positive reviews that you received from other managers or coworkers, process improvements you made that had a positive impact or your teams BAU, any email correspondence, any points in time where your manager or upper levels provided you praise for your work that you were doing. In addition, for areas that your manager noted as inconsistencies in terms of where you are not up to par and performing as intended, counter that with metrics of your own from a qualitative and quantitative perspective. Additionally, if your manager has not documented periods of coaching throughout the year so far in terms of 10-10s or areas where they say you are lacking, then it is impossible for them to prove or justify that you should be on a coaching plan or action plan. It’s all about documentation at this point. Once you have your documentation in order find out who your HRC is and begin working with them to show the discrepancies and fabricated language that was placed on your evaluation. Then from this point onward make sure everything you do work wise and talk to your manager about is documented. Even if they dont want you to do it, send a follow up email and copy yourself on it after each meeting or assignment with them to recap what was discussed and track that against what was put on your evaluation. Hope this helps and good luck to all.
Got put on a coaching plan. Harsh language, examples of my performance that are not true. Lost my respect for leadership.
Many people in tech had their mid year reviews starting this week. One word to describe their performance management: harassment.
Wasn't this supposed to be the D-week?