Hearing more and more rumors that there will be an influx of Performance Improvement Plan’s given to low performers (bottom 2X%) during mid-year check ins. Anybody have any insight? Would this allow USAA to get rid of people without paying severance?
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I think the real issue is that PIP's were not used enough before and many got away with mediocre work and now they will be targets when cuts need to be made. For too many years they have had terrible managers who don't wanna work so they avoid performance management. However its as much the employee's fault as is the managers fault.
Don’t be afraid to challenge USAA. Everyone fired should contact the SA Express News with your story so they can put the pieces together. Let them keep a record of ages, salaries, reasons given for separation. Someone should start a “Fired from USAA” Facebook page. Then we can gather all the people who feel fired due to age, salaries or other unjust reasons because the company is trying to cut salaries and benefits to cut their losses!
If this all is true, then I'm in trouble bc compared to most of my coworkers, I suck at my job.
What happens if everyone is a good performer? Will they still give a random 2% of there team a PIP?
Heard today that there is a minimum% for each AVP that must be placed on a PIP
A PIP is not a layoff. A PIP is not coaching an employee. When served "out of the blue", on the heels of a raise and bonus, they are recognized as a signal to the employee receiving one to bail out. Immediately. There is some other strategy at play, such as a trumped-up firing. Why? How about not wanting to pay senior staff one year's salary as a severance package in a lay-off scenario?
A whistle blower would be helpful, but definitely seeing a pattern to the PIPs, such as increased usage, used "out of the blue" on an otherwise well-received employee would probably prove the point.
Is it illegal? I would hope so. The company is willing to wreck an employee's reputation.
What would it take - a whistleblower from one of the teams in the know to reveal the strategy of PIPs to avoid paying severence? Or is that immoral but legal? (I thought I remember hearing of a big company like GE who always laid off the 10% lowest performers like clockwork and that wasn't illegal)
Imagine slurping the cawwk of this company, you are here everyday gaslighting every single thread.
None of this is true. You are all delusional and paranoid. Please stop spreading misinformation and lies.
And for those employees who did not piece it together quickly enough, have USAA retract its firing of those employees.
This is the sh!tiest company I have ever had the misfortune to work for. I laugh because at the anniversary planning laugh, they kept trying to prove how great a company they are. I just thought, "methinks you are trying a little too hard to prove how wonderful you are." I just didn't realize the full extent of their nastiness.
Exactly! Which is why I think we have a chance at a Class Action Lawsuit. I truly hope they get sued royally; another crooked scheme caught and they pay the fines/judgements! That would make my day!
The Texas 5 Step!
Exactly. Step 1, identify the older, higher paid employees you want to get rid of without having to pay severance. Step 2, get HR to help write a BS evaluation. Step 3, give them a low rating out of the blue. Step 4, in the next performance review rate them even lower and give them a PIP, but not based on anything anyone can prove. It will have things like “make other teammates feel more valued” or something equally as vague and subjective. If that person doesn’t find another job fast enough, they will get fired (step 5) for failure to perform.
You have to remember that during their consent order hiring blitz in the summer of 2021, it was an employees market. Workers were hard to come by and USAA begrudgingly brought people on at decent salaries to lure them away from their current employeers (also lied about full tiem WFH jobs but thats another topic lol). Do you think a company that just suffered its first loss in over 100 years wants to keep these people on the payroll? Also, they reneged on their WFH recruiting incentives as well. What other sketchy stuff will they do next? They are looking to dump as many "seniors" and higher paid employees in higher paid markets as they can and then if they have to lay them off, but they would prefer to fire them first. If you aren't doing everything 100% by the book you will be a target and even you are, you are probably a target too.
The goal is to eliminate higher-paid employees. In case you haven't noticed, there's not much senior-level work (at least, when I was there). I was worried that staying would make me ineligible to work at my correct level, so I started looking seriously about 2 months before I finally left to get appropriate work.
Luckily, prior to the last 2-3 months that I was there, I did get some valuable experience. I was looking even before I realized that it was absolutely time to go because there was not enough of "good work" for my level.
And if you think working harder will help...
I recall seeing a contractor, who was told that the drudge work he was being given would be "good for him", let go. He put in extra hours (not sure if he was paid or not), worked hard, worked on code that no FTE would want to do, and he was shown the door.
Not sure how he can translate what he was doing into another job. Just a crying shame that he was "led on" that this would lead to something good for him.
2%? Don’t kid yourself. 10% plus. And it won’t be bottom performers. It’ll be those whose pay is higher. Which means mostly older.