Put on a coaching plan this year, NGL there are worst performers on my team! I was meeting the plan reqs and just got let go. My manager assured me I’d make it and I was on track. They laid me off anyway!!! I worked so hard too! I could’ve used the time to apply for other jobs instead. WTF, why not be honest!?
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I’ve heard that there is new performance guidance that of course wasn’t communicated to associates. If anyone has received anything before a strong twice in their history of working there, you are to be PIP’d. Any type of performance issue reduces any potential severance, allows them to deny unemployment insurance and mark the person as not eligible for rehire. Additionally, all of these sports or waves allows them to do the layoffs without insuring a WARN notice or having the press.
F* Capone
Wow, catching up here after finally leaving last year. I got so tired of all the stuff I am reading about here. I sure feel a lot better about everything since leaving. I never did get a package that I was waiting for but I am glad I did not wait around for it.
I think the payouts are based on level, whether you were pip'd, on a plan or redeployed or even fired. So there would be more or less depending on how they handled you at your level. Just guessing but I am sure HR has a formula for this chaos.
For those of you impacted, everybody I know who went through this over the years came out much better after leaving. I even saw a few people let go and come back at a higher level not long after their package ran out. Some of them were awful too. As many have said, it is really not about the job you do at the company, more about cliques and popularity and who you know. How does that build a strong company?
How did some people get 28 weeks instead of 20? Why are some still employed with a below rating and others are already piped. They do their best to build a case to decrease liability, but there is always a liability when firing an individual.
I don't think HR is worried at all about being sued. They have been doing this since about 2000 and know how to protect themselves. You can try to negotiate, but I seriously doubt there is any wiggle room. By giving a different 'package' to people at the same level, they would be opening themselves to a lawsuit. As many others have said here, if you are selected, for whatever reason, just take it and move on. This same behavior goes on and on and on. You hope they are done, but they never are. 23 years later and the song remains the same.
Hr is afraid that they are opening themselves up to lawsuits with how abrupt the firings for performance are relative to before. Don't be afraid to ask for more. They are banking on most people not asking for more.
to the latest post, some were given 28 weeks of pay
Hey dude who said “ You got a sizeable severance so take the money….” Define sizeable…. I only see 12 weeks BASE pay…. I.e. no 401k match for those 12 weeks. No associate stock…. No fsa …. No medical premium paid by cap1 for those 12 weeks.. so what am I missing to get the “sizeable severance”. ?
It is not the manager. It is above the manager and above the director
Cap 1 is a brutal and toxic place to work. Too much politics and d-mb senior leaders. If you get need improvement or below strong, don’t waste your time working there. Start looking outside and you will be surprised how well you feel mentally and emotionally once you are out.
was your coaching plan from 2022 year end? or did it start before 2023 mid year?
B#sta@rds harassed me with a coaching plan with threat of a PIP. I got lots of positive feedback from coworkers and yelled at my boss to stop the harassment. It worked but end of year is here again and i have to get the f* out.
And how pray tell do they distinguish between those who are below strong who should be saved and those who they want to flush? Seems like it should be a binary decision if this is how they are operating.
The previous poster is correct, below strongs are piped unless your senior leadership files exception.
Not conjecture. The market sentiment is unstable and they need to cut headcount even more. Any associate with below strong is getting a pip soon.
Is wave 2 starting conjecture? I have a meeting with my manager tomorrow I'm worried about
They are starting wave 2 soon. The associates with below strong are piped out automatically.
The pips are basically silent layoffs.
Cap One is a cruel place. For me, I was told I was being “redeployed” and that it had nothing to do with performance (my entire team was likewise impacted). As our redeployment time wound down, they sent still sent us our mid year’s and they were all awful. Just for fun, I asked to go through it with management in-person, and then used that time to unload on them. It was a good stress release. Someone really needs to sue them. It’s never the recent college hires (emphasis on young) or “favorites” that seem to ever be impacted.
Were you given any options for severance before being let go? I'm so confused on how you get severance vs not!
COF has been using this sick method to drive away employees for awhile: first heard about it years ago during the Atrium site closure. Looks it is used more widely probably due to the deteriorating financial situation.
The coaching or PIP is not to help you survive, but just a signal of letting you go. Try to find a better place which appreciates your work is the best option. Good luck.
For me it was July, felt it coming because of work politics. I just used the coaching plan timeline to land another job. I did NOT want to put more work in for Capital One. Didn't let them exploit me any further. It worked out well, I'm collecting two paychecks now.
Do coaching plans start the second you get a below strong rating or do you get some formal document?
My wife is in the same situation this year. She was given a surprise Below Strong in Mid Year and put on a coaching plan. She took it as a sign to just moved on. Especially because the coaching plan didn't make sense. I've been in C1 for 15 years and I can honestly tell you those are definitive signs. It's best to prepare for next steps.
Whether you are unrealistic about your job performance or not, IF you are on a coaching plan or a PIP, you have to accept that your days are numbered and begin your transition immediately. Complaining about it not being fair, you did not deserve it, whatever, is not going to make it go away. You have been 'told' you should find another company who might appreciate what Capital One did not. I would internalize this as you were just not a good fit for the Capital One culture. The culture is sick here and a lot of the people who are leaders are sick too. Some people take advantage of the situation and prosper, at least for a while, but others just do not fit. Letting this company form your self worth is a big mistake, but it always has been part of the culture and it is insidious. I know it controlled me for so long but I have broken the shackles. The truth shall set you free.
I just got placed on a PIP for mid year and my manager seems supportive, when did this happen?
No one ever admits to their work being subpar. You got a sizeable severance so take the money and find a new job quickly and you'll have 2 salaries for awhile
What org dis this happen in?
A coaching plan is their way of showing you that you are not wanted. If you were already doing your best work, your boss does not appreciate it. It does not mean your work was not good, it means your boss does not appreciate the work you do. As others have said, the work you actually do here is not really what is important at all. I am very sorry you had to go through that but you are moving to greener pastures. Good luck.
When did you start the coaching plan?