Thread regarding TIAA (TIAA-CREF) layoffs

They keep saying let’s hire internally yet managing direct roles are posted on linked in. If we can not hire MDs internally, that is a problem!

Go straight to HR! Stat!

@kw k5 here. So that manager was just an ahole. Didn’t want me on the team with a better manager then they were and would be still working side by side some. So I left the firm, then came back to that role I was blocked from getting a nice pay increase and that ahole manager was let go soon after. Never laughed so hard in my life.

@kx

wow, that su-ks. I hope that's not the case anymore, especially since they are pushing for internal hiring..

@kw
I can speak for @k5 but I remember a while back, the Centralized Adjustment Group used to block people from leaving, many times. Seemed business units could write their own rules with hiring and internal movement.

@k5

Why did they block you from moving in your case?What was the reason they gave?

Did you apply to the same departmental head? Like same hierarchy? Sometimes they ca. bloc because it’s hard to backfill if you are still in the same org.

But yeah that manager su-ks. It’s not your fault you don’t have anyone capable of being your replacement. Obviously they didn’t do their job of ensuring coverage for not just when you’re on PTO.

I wouldn’t be able to work for them anymore so I’d keep trying internally knowing it was a wasted effort, but one time this happened to me I knew I had to leave the firm to get around that inept manager. It was almost like - ok sure try and block my exit of the company, you’ll get 2 weeks and no more, but feel free to make it less which only sc--ws you. I felt bad for my team but trusted they could do their jobs and much they did and eventually that manager was shown the door.

@a6 I am the a3 that originally commented. It’s been a long time since I have seen this occur, but definitely happened back in the day.

I’m surprised to see it still happening, especially with this new push to hire internally and all the rah-rah about careers.

@bd

Not sure if this would help, I've heard of similar cases and HR would 'pretend' to help but it only made things worse for the manager and my buddy. Needless to say, he quit shortly after

Open a case in Workday and explain the situation. Should get routed to the HRCG to resolve.

Can also tell the recruiter and have them escalate.

Work your 40 hours and log off. Not a minute more.

If you are valuable then other companies will likely pay you more.

I have heard of people going into new positions within the company having to do both roles until they hire somebody. The hiring process is not short either either.

@a6 ditto. Not doubting but seems odd.

I was a "single point of failure" a few times in my long tenure at TIAA and still transferred internally several times without isuse. Only one manager may have tried to block me by adding 4 more weeks to a 2 week notice/transition plan (not an NCC role). They thought I'd choose to stay when I saw that tiny raise that February...

Currently I am the "single point of success" as a coworker said, as my Denver closure layoff date approaches.

Sounds like you need to find a role outside of the company. And when you do, don’t give your manager a 2 week notice.

@a3

Hmm, I wonder how common this actually is. Not doubting OP, but I’ve never heard of anyone being stopped from transferring teams if they have been offered a role. Especially considering if be easier/better for TIAA to keep someone in the company, albeit it being for a different team, than for them to just walk away.

Curious if you have heard or seen differently.

That’s unfortunate that you have a manger that only cares about their own a-s. They should have been more aware that you’re a single point of failure, and had others trained.

But, they can likely warrant this as “business need.”

How big is your current team?