Thread regarding Fidelity Investments layoffs

Now the bonus review is done. Managers will again start kissing as--s to get the work done. Or prevent good devs from leaving.
Mkt is tough outside so they are able to do these ratings game and low bonus drama.

IP = impotent performance

Spineless leadership. Too worried about dynamic working, yet MLL's never work a full week nor leaders. Purge management.

This is fair and a lesson to everyone. Who the f dd u think u were. We all go even though we don’t want to. Tough✌️🤭

Was this every Friday or just occasional ? If every week this is self inflicted and no one can be blamed .

Don’t unalive yourself over this, it’s just a job. Learn from it and do the minimum required to get your full pay. It’s not going to make the statement you think, either. People will just wonder why you didn’t follow the policy.

probably live 10 min from office too. lazy.

the warnings about complying with connect week attendance have been signaled for years and now you’re crying. next.

As a manager though, I absolutely knew that it was not at my discretion to say people don’t need to come in. I have been communicating for the past 2 years to my team that they need to be compliant with the dynamic working policy or they’d be at risk of being flagged by HR.

I don’t get it. It’s 50% of the time, not 100%. I don’t understand why people can’t do that, or why they think it’s optional to come in after all the extremely aggressive communication to the contrary. What goes through your head on a Friday, you just don’t feel like it and so that’s good enough? What makes you think you are an exception to the obvious policy? We all have to slog in there and sit in open seating and compete for rooms to do zoom calls and deal with traffic or stuck trains, 50% of the time. Why do you think you shouldn’t have to?

What’s wild is I know for a fact you could have performed poorly and still received the majority of your bonus. Instead you went above and beyond and might get NO bonus, just because you think rules don’t apply to you.

Yes, you will receive the payout for shares you already earned. Highly unlikely you’ll get any new ones.

@a9 do you prefer to have violations of the RTO policy applied inconsistently? Oh this one is a great performer but is on warning for RTO so don't apply the rules to her? Isn't that called favoritism? Either way stinks and people should be treated like adults. But if they are going to create a RTO policy and not apply it consistently that's unfair.

@OP

How can you say it was overridden?

Did you manager tell you that you're EP? If so, then I don't buy you saying you got IP

And more importantly I'll never trust my manager saying they recommended for EP only to give you IP

How did you know your rating got override? You got EP from your manager and documented in workplace? Then it got override when you checked it again?

FAFO

Had one of these. Written warning and forced IP for dynamic working after I'd recommended SP. Your Mgr probably DID think your performance was an EP, but we originally knew EP was out of the question for this group. We just didn't know they'd be an auto-IP.

OP here.

Might be semantics. She said I "should have been an EP this year based on performance and peer feedback alone.". The RTO bs made it a mandatory IP.

You'd think they'd enforce RTO starting with people with performance issues but nope, some genius is just applying it across the board.

I should still get the shares I've already earned paid out in March right? Assuming I don't lose my job before then?

Literally it means inconsistent performance. Financially, it shouldn’t mean no bonus, but the guidelines are for like 50-65% of your bonus rather than up to well over 100% for EP. However, I have heard rumors of 0% bonuses for failure to comply with RTO. I hope that’s not the case if you simply missed a few days. It almost certainly means no shares.

I also find it weird / hard to believe that she entered an EP for you and it was overridden. Here’s why: In order to get an EP even considered for you, she’d have to make a strong verbal case to HR and to HER manager and peers. She can’t just enter it. And you’d think HR would speak up and say, “well actually, they have to be an IP due to attendance.” It’s possible she put it on a wish list and didn’t get it, but she wouldn’t be able to actually enter it in the system. I can’t anyway, my manager does it for the whole team.

This company is a joke.

you are next in line to get fired! Godspeed