I’ve been at USAA for 11 years. I just got a glowing mid year review. 3 days later my boss is talking about how he’s unimpressed with my performance and so is leadership. Thinks the only way to resolve these serious issues are a PIP. Talked to a few of my peers in other areas - very similar scenarios. So I’m guessing 10-15 year employees are the next target?
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@16c totally agree. Its your fault or not no HR no ethics all the great words loyalty etc six pillars are only meant for walls not for practice. Whatever manager want to do they will do. Better think whatever happens it happens for good.
If you talk with HR everything needs to be documented by email no phone conversations as proof is. Needed if you have to sue
DISCLAIMER: This is a long post!
USAA/HR does not care about the employee at all, maybe one leader in HR does and I wont say her name but shes been there over 10 years and had always fought for the people she could fight for. But when I got terminated I found out the hard way my manager was the real wolf in sheep's clothing. Only had talks of my production (not phone related) being low and my mid year was off track for production in my area, mind you I was still considered new to the role as I was in that position full production for 6 months. Never advised I was at risk of losing my job or talks of being placed on a PIP or PiN. In the end HR tells me it was an egregious decision by the manager to request termination due to my low production. A few weeks before this happened I had advised him of concerns with my seniors competency in reviewing my work as everytime I submitted my work for her to review and she gave me the ok to submit it, it came back with errors and edits. To which I asked him at what point does he have a conversation with the senior (who I believe he favored) about providing false direction. The day I was advised to logoff and wait for a call, I also found out that a female coworker on my team was placed on a PIP for low production, yet I had not once, been approached with any conversation about a PIP or PIN. I now know I was being setup for failure and it was made 100% crystal clear during that HR phone call when he stated he offered me assistance and resources but he hadn't done so since after I got out of training which was 5 months prior. And at that, it was a different senior who helped me produce quality work with no errors. In the end being terminated was a blessing in disguise, because the last words that came out of the HR employee relations advisors mouth to me was USAA does more with less.
@xk then your boss doesn’t like you. Your boss is 100% laying the foundation to fire you.
Don’t waste your time with ER, HR, or Ethics. Their sole function is to protect the association, NOT YOU. Time to get out of here. You will be happier.
I’m in the bank. 12 year employee. Same exact thing happened to me. I’m not “visible” and I don’t have enough “impactful” projects that’s seen by our EMG. (My boss is the one that decides who gets what projects, and gives me nothing). Also, in my mid year he claims he can give me any assignment and knows it will be done flawlessly and on time.
They are doing that in the Bank as well
Yes, ER
If your manager doesn’t care for you and wants you out, it’ll happen, I say that because I’ve seen it many times.
You got a PIP? They just tapped me on the shoulder one day and said "see ya", no rhyme or reason either. Bunch of a holes.
This is happening all over USAA. Something similar happened to me. Try ER and try HR, but don't expect much. The performance management policies and USAA are very manager friendly. If they want you out, your out. Often it's to hire an old buddy.
Elizabeth in BRC is starting to manage this way now too. Everything is a PIP or corrective action / final notice. Pinching Pennies to avoid paying out that severance.
Don't go to hr, just start looking. "...so is leadership" , culturally seems leaders at USAA backstab far and wide.
I would go to Ethics especially if you truly have a good case that your performance is up to par and nothing changes.
Yes, this is absolutely a situation that can and should be reported to Ethics.
Here’s why:
🚩 Potential Red Flags
1. Contradictory Feedback: The employee received a glowing mid-year review, but was suddenly told they’re underperforming only days later. That’s a major inconsistency and may point to retaliatory, pretextual, or targeted behavior.
2. Pattern of Behavior: The employee notes that multiple peers with similar tenure are experiencing the same treatment. This suggests a broader, possibly systemic issue—like age discrimination or a cost-cutting measure targeting more tenured (and often higher-paid) employees.
3. Unwarranted PIPs: Performance Improvement Plans (PIPs) are typically used after documented ongoing issues—not right after a glowing review. If used improperly, they can be a tool for forcing employees out under false pretenses.
I normally never say talk to HR, but in this case I would be tempted to have a very calm conversation with HR with my mid-year in hand and just see what response HR would give.
That is crazy, 3 days later. What in the world!
What department are you in