I guess the LL5 hates me? This was after I requested to go part time. A setup to put me on a PIP?
33 replies (most recent on top)
@1dx not when you're a minority in your org. they call it supporting others but it's just s-xism and racism.
@r4 my bad I thought this country valued human rights. I didn’t know the bait and switch meant sacrificing it or face covert retaliation. Fu--ing scary boogeyman ahh company
@r4 Who says things like this? What kind of heartless sh-----d are you? Here’s someone going through something difficult, likely not related to performance. We all know how things work around here. “You likely left zero impression”? Who cares? This place is a business transaction. Do you walk in each day hoping to leave an “impression”? If you do, you might be overly self-conscious and have difficulty functioning normally. Are you the one on here describing your poops? You seem like the type…
@1c2 not a true statement
@17x People who work remote, do not work in Michigan...
@15d Michigan is not that state. Look into MEDC, Ford, Whitmer. Recent piece on the Detroit news
@11s some states are more incentivized to be pro workers rights than others. Again, it’s not necessarily to file a complaint but to have leverage in a negotiation. Whether or not the EEOC is toothless is irrelevant.
@r7 brother, eeoc will not go against a state champion like Ford. They are insulated. Legacy to protect. It is false hope to think otherwise.
@r4 I'm getting flashbacks of professor moonbeam talking gibberish telling everyone to be smarter, 'here's a book to read!' - assuming he himself is the intelligent one in the room, and everyone else needs to be educated to even understand his brilliance. The emperor has no clothes.
@r7 I think they're the type of person you can't even share a smile with, some people are just grumpy or maybe bitter and will make everything into a federal case. I don't think there was anything to learn aside from just not speaking.
@r4 who said I hadn’t learned that? No idea why you think that is a lesson that I need to learn. They can remain without integrity, the organization may persists but the individuals will have their day at some point or another. I’ve maintained my integrity, they sold out. We both chose our paths. I’m not trying to teach a lesson, I do that in the correct forums. I’m maintaining my right to file a complaint with the EEOC and not signing my rights away. There is value in that.
If you hadn't learned at that point that you work for an organization where integrity matters little, your issue. You do you. I guess you did, you likely left zero mark on them as a result. Free market is the only lesson that gets through.
@es You probably have their number if you need closure with that all. I'd welcome a call from someone in this situation if you were in my group.
@ms didn’t waste any money just had to endure the pip. It wasn’t about teaching a lesson; it was about integrity and not signing an NDA. Keeping my ability to talk about my misfortunes and toxic experience is worth more than what they offered.
I’m not worried. Had a job lined up before it all went down. Just annoyed that these no talent hacks prevail.
You just wasted good money and effort. You don't need to prove yourself to these people. They aren't worth it. You wanna got suffer on that hill fine, just know that you aren't teaching anyone a lesson, they would do it to you again given the chance. Next time take the money, move on.
Keep in mind the LL6 role is basically a glorified GSR 8.. They have no authority on hiring, firing, or reviews. The LL5 making the final rating or overruling the LL6 is very common - it happened to me a few years ago.
Same they offered a waiver and I did not sign it. Put me on an 8 week PIP with no notes on why I was being put on a PIP. My manager straight up lied to me in front of HR and I called him out on it. They didn't do the necessary accommodation process. They provided a vague unachievable PIP.
They also think that I will just remain silent....
That's a fool's game. You won't spark any change, you should have taken the money. You can do more to prove your point via word of mouth and bad publicity, (mentioning the horrible quality at every chance) then you will not signing for your severance. Take any money they want to give you, they won't hire you again (not sure why you'd care) anyway if it came to being offered a severance anyway.
Let it go, its a required spread. Yes HR claims there is no required spread #..but a spread of some sort is required. Go join a gym or other activity that gives you satisfaction.
@fk
It was offered, but I did not sign the waiver. I do not release Ford from their lies and BS.
@be Did you get severance?
Lowering ratings is a preparation for the upcoming lay offs. It happened in the past and its now again. Ford keeps doing the same , hire too many people and lay off. Repeat , repeat and repeat. Eventually, GM and Ford will run out of qualified engineers, and any start up will make better vehicles because all Ford and GM have left are new graduates who never worked in he automotive and who do not have severance precondition to go back to Ford. In my mind , Ford is already a walking zombie , and relic of the past was used to be ok.
Unofficial number game behind "differentiation". Quotas are unofficially passed down by word of mouth, distribution is adjusted as requested from above.
You are out in a matter of days, without severance. Ford will save money on you.
Yes, this is never good. I have been asked to lower my team’s rating by my LL5. So all this is a game where employees are just numbers for them.
This happened to me earlier this year. My PR was completely falsified, and I was terminated 6 months later and never even received a midterm review. Termination came a week before the "scheduled" midterm review, so I put in all the self-assessment work for nothing. I have to say that I will NOT miss participating in the bogus PR system moving forward.
@OP, this means that you are not in The Club. Also, you should have known better than to ask to go part time.
There isn’t a forced distribution per HR training, however you fell victim to the forced distribution that does exist in non HR speak reality.
Welcome to "differentiation". Where leadership is pushing to give people lower ratings to get more people to quit. You will be equally dissatisfied with the compensation associated with the lower ratings.
That means you are not FnF.
You are a poor performer, so you are being de-evaluated.
This is common. It means you fell somewhat at the bottom of your team and a quota for lower performers needed to be met.
I think this is less personal, but more a numbers game.
For sure. Consider it a professional courtesy.