poorly communicated layoffs have led to declining morale, many in my team are considering leaving
19 replies (most recent on top)
@18b The same happened and is still happening with Laidoff employees.
I've had people tell me they don't know how to do ABC-work because So-and-so Laidoff Employee left little to NO information, didn't tell them how to do the work or tasks, etc..
And rightfully so. Co-workers are competitors. Co-workers will throw each other under the bus to protect their jobs or jobs they may want in the future. We're Not family, friends or relatives. It's all fake and subterfuge when Companies have get-togethers, lunches, dinners etc.. Just a bunch of competitors eating and trying to get info or trade secrets from each other.
Think of this as an Olympic Team (Citi) and each individual team member is vying for Gold, Silver, Bronze. Why would you help your team-mate get a medal when that means you will be pushed out of contention ???
Why share knowledge, skills, trade secrets and information when doing so can make you replaceable or fungible whether or not the employer is going through Layoffs ???!!!
Employees should absolutely refuse to divulge trade secrets, answer questions and/or train co-workers because Why Help the Company/Department that Fvcked You Over ???!!!
There are methods and ways of "helping" without "helping". Pretending to help by saying a lot and saying hallow statements to ostensibly make it look like you're "helping".
If you're in the USA, it depends on the USA State. You may get severance even if you're Fired because of bad work performance or if you failed the PIP.
We all know that PIPs are setup to get the employee to fail anyway. You so much as breathe left instead of right, it's perceived and framed as an error or mistake.
Any severance you get outside of a RIF, will be less than a RIF severance. So what does this mean ?
In some USA States, you get 6 to 8 weeks of salary plus any unused Vacation Days because the latter are compensation not in direct cash format.
This is why most companies try to encourage employees to take ALL of their PTO during the year in case the company wants to Fire or Lay you off so that the company does Not need to pay out the salaries attached to those Vacation Days.
Do NOT do this. If you're permitted to carry forward X-number of PTO days onto the next year (usually until March 31), then do so. In Citi's case, you can carry forward maximum 10 Vacation Days. At least you'll have 2 weeks worth of salary in case Sh!tibank or any employer wants to Fvck You Over.
Understood,but employee perspective what can they do..so understood lost the severance,now seeing my MF boss in this 1 month he basically will try to get the kt..and if this 1 month survived,if being fired after that then also no severance right?
@13s
If rated 4 and pip, banks fires with no severance for non performing cause. They can not do otherwise
Usual or standard PIPs are 30 days or one month. But they could be for 2 months depending on the situation, the work, if they really need the employee for that long etc. .
What was the duration of this pip torture
Understood, what else can be expected from this system,I am on the same boat.. feeling literally broken..
I'm actually Not sure when he started interviewing externally. He may have started while he was doing the PIP.
But he mentioned that the tasks and requirements of the PIP made it nearly impossible for him to go on interviews or more interviews than he was doing. Citi dumped so much work on him ostensibly to prove himself, so that left little time to job search and/or go on interviews or more interviews.
Question why did he wait for the pip to be over to begin interview with external opportunities? So that can save his severance?
For that many people, 8, in one department to be placed on a PIP is very high. It doesn't matter what the denominator is. There could be only 10 employees in your dept. or thousands.
There are several reasons why 8 employees in your dept. are or were on a PIP, not necessarily in this order:
- The hiring managers hired the wrong type of person who didn't have the skills or work experience needed for the jobs.
- The hiring managers provided poor or non-existent training, guidance and help.
- The workload and work expectations are Not realistic.
- Other reasons
The fact that All 8 employees survived or passed the PIP shows the department and/or managers are aware they're partly or mostly to blame. The dept. and/or managers may have made the milestones or hurdles easy or very easy for the Pipped employees.
Just because an employee survived a Pip does NOT mean the employer will Not PIP the same employee again. The employee could get Pipped again 6, 9, 12, etc months later.
After the first PIP, there's NO more trust if there ever was one between both sides.
I worked in Internal Audit where a long-time employee (15 years) survived a difficult PIP with demanding and unrealistic requirements and hurdles. He was so disgusted with and hated with a passion the company and department so much, after that experience and rightfully so, that immediately after being told he passed the PIP, he began interviewing at external employers.
4 Months later he turned in his Resignation Letter and Quit. Some of his co-workers had a going away party for him. Of course, the MotherFvckers involved in or complicit in the PIP either did Not attend or were Not invited. I don't know which was the case, but I didn't ask the party-planners since I wasn't comfortable doing so. We gave him a Gift Card bought with monetary donations from his co-workers. That's how much he was appreciated and well-thought of.
The best part was he walked away from the company with institutional and historical knowledge, skills and experience. He absolutely refused to divulge his trade secrets, answer questions and/or train his co-workers because Why Help the Company/Department that Fvcked Him Over ???!!! LMFAO!
We should All do the same with $hitibank !
Not sure what location/department you’re in but we have had ~8 people on a PIP and all are still employed.
You answered your own question.
Sh!tibank wants to give out more 4-Ratings and PIPs so that it does Not need to pay out severance when it Fires Svckers using bad work performance as an excuse.
You'll be setup to fail the PIP amyway (sometimes called COPs Contract of Progress in Corporate Dpublespeak BullSh!t euphemisms).
Everyone knows Statistics report once you're Pipped there's a 90% chance you'll get Fired because of the PIP anyway.
You have only a 10% chance of surviving a PIP.
@cp You do realize that a RIF vs. being fired for [insert any reason here] are completely different. RIF comes with some level of severance (and not everyone gets the same.)
Simply rating an employee at a 4, putting them on a performance plan and then firing them doesn't come with severance. The company doesn't need to rate people at 4's to lay them off so what is the point of going through the trouble of forced 4 ratings? To give the illusion of trimming non-performers? Doesn't make any sense.
Banking is dead.
I tried the same,now I think (most certainly) getting 4
Where you going to go? The job market is horrible right now with every sector laying off. I've been trying to leave for about 2 years. Can't seem to catch a break. Worst I've seen in all my years working for major banks. I used to have no trouble moving around every few years. But I keep getting paid and I would have a nice severance if they decided to lay me off. Yes Citi su-ks. But so does just about every other place right now - if you can even get a job.
Just go ahead
Every person who quits without needing a layoff settlement is a win for the bank.