Just out of curiosity... how many of you were put on PIP or written up right before you got laid off? I was and several others I know were.
20 replies (most recent on top)
@5bfk - I would HAVE to say... from stories I've heard ... the easiest way to get someone on a PIP would be some kind of procedural flaw. Think about the never ending " process improvements" the focus on " agility " the non stop sqwaking about " quality " and " compliance " ..... welp now ... the EASIEST way to get someone on a PIP or LCA would then be not the long belabored PERFORMANCE que, but rather anything to do with compliance, quality , procedure, ethics or anything perceived along those lines. That would be my guess.
Good luck proving anything to Employee Relations. They are a joke!
I was put on a PIP after working there for 4 years with no problems. I did take a 3 month medical leave for knee surgery but no absences other than that. However I truly think my “personality” didn’t fit with the current manager. Meaning I never questioned anything and never spoke up at meetings or in one on ones. I think I was the only one on my team that ever spoke, everyone was pretty young and seemed scared of management. I just wanted to know why are the expected amounts of work we put out was becoming unattainable. And why certain coworkers got easy reports to work everyday. Why couldn’t that be spread around. Also I think they were afraid I would cause problems because of my age and say it was discrimination. I just decided to quit one day, no notice. Was so freeing!
Stellar a--hole here again… let me go into a bit more detail - I think there is more to this story than what you’re letting on. Managers have a to follow the process to put someone on PIP. That’s just how it is.
But… I, personally, was pushed out the door because of a “leader” who was determined to make me quit because of her hateful belittling comments because I’d been there for years and I have, and always will have a solid work ethic that cares about the members, other departments, and our company’s reputation overall. She didn’t appreciate that. I watched her begin to “document” things because PIP is where I know (BUT COULDNT PROVE) she was trying to go with me. Why? because I reported her behavior to her manager and all I ever tried to do is what was right and do my job which I’d done for many years before she stepped in.
I wasn’t put on a PIP but I left before she could tarnish my name. I know what my leader at the time was trying to do to me. Those who knew what was going on couldn’t help me and who could blame them? They didn’t want to get involved and risk their own jobs.
I did eventually come back. I realized that who my leader was isn’t the company and what they stand for. And that some leaders are just really good at selling themselves to their leadership and painting you out to be the bad guy.
Perhaps I was a bit harsh with my former replies. So let me correct myself. I side with you if you’re a good employee trying to do your job and you’re under bad leadership as I was. And I can stand corrected because I wasn’t put on a PIP but maybe it’s because I left before she could do that. If you’re a lazy employee not pulling your weight, then good riddance. So which one are you? There are bad leaders at Centene. Report them. It didn’t do me any good but you have GOT to speak up against them. One voice isn’t enough. Don’t let a bad leader ruin how the company is in your eyes like it once tried to do to me. Im back and under amazing leadership this time. If you’re a good employee you deserve good leadership
So, lets stellar a--hole says, lets push our anger aside of our past or current experiences and try again. Shall we?
I had no issues for years—strong reviews, consistently solid performance. Then, out of nowhere, everything changed. Suddenly, I was micromanaged, belittled, even verbally abused, and abandoned. They didn’t even follow a PIP but pushed me out through the most aggressive exit process imaginable, with zero documentation or warning. My only ‘fault’ was advocating for support in a mismanaged environment. When they want you gone, they’ll make it happen, and management is coached to execute it flawlessly. It’s disturbing to see these organizations discard dedicated talent just to protect their own politics, keeping underqualified individuals who suit their agenda.
The MCO and broader corporate landscape feels more saturated and cutthroat than ever, and finding a new role seems nearly impossible. Covid has completely derailed this industry. To watch something that once stood for integrity become this twisted version of itself is heartbreaking. To those still enduring it—especially the members affected by such decisions—my heart goes out to you. How this continues to happen is truly sickening.
OP here- hi! You can be a stellar a *hole all you want, we all have to be good at something. But the FACT is, every single member of the team I was on that got laid off, was placed on PIP prior to layoff and none of us had any issues in the 10+ years we were there. Forgive me for noticing a trend, or rather, a convenient coincidence.
I know how confusing it can be but......................
NO.THEY.DON'T.
AND THEY ARE NOT HELD ACCOUNTABLE OR EXPECTED TO ADHERE TO POLICY UNLESS IT MAKES THE COMPANY LOOK BAD OR LEADS TO LEGAL RAMIFICATIONS - BUT YOU KEEP ON DRINKING THE KOOL AIDE
“Management absolutely does not have to demonstrate anything to put you on a PIP”
YES. THEY. DO.
Management absolutely does not have to demonstrate anything to put you on a PIP and Employee Relations will approve anything suggested to them by management. HUMAN RESOURCES IS NOT FOR THE EMPLOYEE ONLY FOR THE COMPANY. Nice try though. Not only do they NOT have to prove you're not meeting whatever they also don't have to give you any feedback or legit steps to help you meet. THEY DON'T CARE ABOUT ANYTHING OTHER THAN THE NUMBERS AND HOW THEY LOOK TO THEIR BOSS.
@4pff+1vdFxdbs I’m a stellar a--hole. And I know what it takes to get someone on a PIP.
OP is telling half a story.
PIPs can occur for personalities that don't fit in the team? How would that be determined or even justified?
Before being placed on a PIP the manager has to show demonstrated and documented coaching and a long history of verifiable issues. It is not an easy process. It took five months of coaching before I was able to put a non-performing employee on a PIP then they filed for ADA accommodations and filed a disability discrimination complaint to extend the PIP time, which it did. The normal 30-60 days ended up lasting 5 months so they had 10 months of doing no work while getting paid. They made no progress on the PIP. Made no attempt to even try. It took enormous amounts of data and validation to get them terminated.
But to lay someone off they don’t have to do a PIP they just say your role doesn’t exist.
They are actively doing layoffs. So why they’re doing the PIP is either to truly help you do better OR because they believe you will file a complaint or lawsuit for wrongful termination and this is how legal protects the company.
Tell us more about what a stellar a--hole you are. I bet if we knew your name, plenty of people would attest to it. Jerk
People don’t just get PIP or write up for nothing. What are you hiding OP? Let me guess you are Mr/Mrs Perfect?
Tell me more about your stellar reviews.
As a past Centene Leader, if your are put on a PIP there no "Improvement Plan". It is used to gut the non performers or those with the personalities that just don't fit into the team. So - if you are on a PIP you will be eventually walked out the door, let go, or in this new way...laid off. Just the way it is. There is no "improvement" happening.
@2ekq+1vdFxdbs I had almost the identical same experience! Wasn't with them as long as you, but same!
My manager tried this and had no evidence of any wrongdoing with my work. I filed a complaint with EEOC, HR and ethics and compliance. They coached my manager and told them they couldn’t do that and then I was laid off shortly after. I never had a problem in the 10 years I was with the company then all of a sudden issues.
Jump through the hoops if you can. They do this to avoid paying severance at layoff time.
It seems to be a trend. They start a paper trail before they let you go.
I haven't been laid off yet or notified but I am suddenly on a PIP after 7 years in the same role with never any coachings, etc. Seems to be a trend to try to avoid severance and unemployment IMHO. I fully expect to be fired or laid off in the next few weeks.