If your manager tries to give you an inconsistently meets especially at mid year, ask for specific action items they expect to see by year end. Granted, with the new way we do performance it’s literally a week between mid year and year end. Your manager is still responsible for providing an action plan to get you up to “standards”. Make sure that plan is documented and you retain evidence you have met those standards.
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I got cut two months ago, cuts were deep, affecting more than 50 on my team alone. Big cut, and barely acknowledged on this site.
Was told in my review I was authoritarian and had dictator like tone.
Is is even possible to fire anyone here?
"If “they” want you gone the chances are you are toxic and not them"
My money's on your being an authoritarian.
F mid year reviews and F the managers that think we can be bullied. Stand up to these a$$holes!
If “they” want you gone the chances are you are toxic and not them
If 'they' want you gone then you are gone no matter what. Sucks to work in this toxic environment with clueless leadership. The bank is doomed.
There's really nothing you can do in this situation, but try anyway if it makes you feel better. Sorry.
Agreed!! I would also send updates as to my progress on the Action Plan regularly through email and keep the emails and responses in a separate file.
I had a friend who did this while on a PIP. She was eventually terminated, but won a hefty lawsuit against the company because she kept the email trail as evidence.
I put everything in email. Wells Fargo hates it, but employees need to do it to protect themselves.
Or just do a better job