Thread regarding Capital One layoffs

@1pe I can also vouch for this. It su-ks, but part of the politics here for sure. There's an expected amount of turnover to keep the HR machine running. The worst part is I've seen (not in my pod/area) a lot of great talent walk out the door.

@1pe Yessss!! This is also exactly why I left! I was a People Leader for over 10 years, and it should be illegal for Capital One to manipulate people’s lives and paychecks just meet a stack ranking quota of “Below Strong”

This is how we did it when I was a manager there. Management knows who is changing out, and when, amongst themselves. It's a bit of a game to prove yourself but forcing someone out elevates you as a manager. The previous manager gave the incoming a "gift" of sorts by highlighting someone to give their first BS to. Expect the new manager to send you off on some wild goose chases and try to tackle some impossible tasks, then tell you that you didn't meet/aren't meeting expectations. When they go into calibrations, you'll be the one everyone has set up to give the BS to, in order to meet EOY (or MY) quotas. For better or worse this is the system I left and it's so ingrained in COF that it will never change.

If you have a new manager, he/she probably did not have enough data to support a CP at this time. They are allowing new manager to make an assessment. Consider it a heads up because it will come back around. Start saving now, cut back on expenses and wait it out. Document, document, document. ….you can’t stop them but you can make it harder through meetings and documentation. Ask specifically what the expectations are and whether or not you are meeting those expectations. If face to face meeting, put your understanding of the outcome of the meeting back to them in email. Wait it out if you can because you will be compensated. Would not hurt to ask if you fell below the line because you were on leave and the easier choice.

HR is responsible for running and managing the stack rankings for performance calibration. They not only run it but train management teams to gaslight employee by putting them onto coaching plans and/or PIPs. HR or Associate Relations team are low life sc-mbags.

It's bad I know a manager who had a direct report go on a disability leave and HR pushed her to call the person and ask them to come back to work. The acheme was to then to immediately put them on a PIP to be fired. If they removed your coaching plan for mid year 2025 then their goal is to put you on a PIP to be fired before end of year 2025.

NEVER TRUST HR THEY ARE ALL IN ON IT AND SCHEME WITH YOUR MANAGEMENT TEAM TO FIRE YOU. BUT AT THE SAME TIME YOU HAVE TO STAND UP FOR YOURSELF. IF THEY HARASS YOU AND PLACE YOU ON A RETALIATORY AND FABRICATED PIP YOU MUST CALL THEM OUT ON IT. DEMAND AND NEGOTIATE SEVERANCE.

If you work at this company, plan, prepare and expect the worst. Cut your expenses, increase your savings. Be ready.