Notice there has not been any layoffs in quite some time? Holding on to you hat for the next one with the hopes of a severance? Good luck! 2U is now putting people on corrective action so they can fire them and avoid paying them severances. Instead of focusing on top talent they are just firing them because they make too much $.
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@6hzq+1s6kJXO2 can’t share much. It will be before august.
@6cwe+1s6kJXO2 How do you know there are layoffs coming up soon? Details? Departments?? I would like to volunteer!
Another layoff coming in a few months.
This is certainly happening.
This has been happening for some time. At least for about 1.5 years, but may be happening more frequently now with the state of things.
After 2 excellent reviews from 2 previous managers, I was moved to a new team after my manager was laid off in January. This new manager questioned my performance and qualifications to do my job. This person also threatened me with a PIP. I reported this person to HR (all in writing) but obviously nothing came of it. Two weeks after moving to the new team, I got a new manager, who was great.
It is illegal to retaliate against employees for discussing their salary.
One form of retaliation is to put employees on a PIP/CA, or to enforce workplace rules that were not previously enforced.
If an employee participates in salary discussions before being put on a PIP, it is MUCH harder for the company to put that employee on a PIP without risking legal exposure for retaliation.
I really hope they try this with me. I know a few things ;)
I was rocked by a low review after years of exceptional reviews, by the same Director. I couldn’t for the life of me figure out why, he wouldn’t discuss. 2 weeks later, a layoff. They certainly do use this to justify these decisions, it’s to make them feel better, no matter what you’re feeling.
The company should just offer an early out severance package to the most senior admissions counselors that make the most pay! Since some senior admissions counselors are not valued anyway, even though they have been the most loyal to the company, and obviously are still here because they have highly contributed to the bottom line. Not to mention met KPIs and goals. I bet they will be surprised at how many will go for it!
HR is not “strict” with their requirements to CA and ultimately fire. I know SSAs on CAs for not responding to slack messages within the hour time frame deemed appropriate by their leaders…
HR loves supporting these micromanagers to assist with the natural attrition our leaders are hoping for.
Honestly, would rather see low performers get fired than have really strong people let go in an eventual layoff - which is inevitable if there isn’t more voluntary attrition than we currently see. That’s after they’ve been given opportunities to turn it around, of course. And daily effort matters, not just results, when it comes to performance and being valued even by colleagues on a hard working team. Welcome to work.
Having been on and supported others through CAs, at least in degree student engagement, I will say that HR is very strict about having clear reasons to fire, including a lot of support and intervention before getting to the CA stage. Considering there are (at least supposed to be) monthly performance convos with all ICs and managers focused on competencies, KPIs and outcomes (equally) - unless someone does something especially egregious- no one should be surprised by a CA. I can even say that in the current state, based on recent experience (it not being an easy thing to put someone on a CA).
This is happening. Take, for instance, the situation in placement where a specialist consistently achieves on time placements for their entire caseload which is the overall metric of success. Despite this commendable track record, they face the looming threat of performance plans and even termination simply because they fall short on velocity metrics, which, truth be told, do not correlate with actual performance or success.
I mean, great theory. Can you back it up? I’m not a fan of 2U, but I feel like that’s a stretch.