My manager blindsided me with a below strong so that he could meet stack ranking numbers for mid year. Is that an automatic PIP at the end of the year or is there any way of digging out of a coaching plan and getting at least a strong? My manager says thats a possibility, but I don’t believe him.
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Does your "employment" end the day of your PIP meeting or do they give you some time (like a week) to digest the PIP requirements before opting-in or opting-out?
I'm barely surviving here, no AS but no BS since starting years ago. My recommendation is to STAY AWAY FROM HR, HRBPs, etc. If you do find one getting chummy with you, lie to them. DO NOT TRUST anyone remotely related to HR!!!
The last post sounds familiar. If you are qu--r or a minority, your chances of succeeding are much, much higher at this company. Don't get me wrong, I have no problem with qu--r or minorities as long as they are not given preference over the boring, vanilla folk. The most peculiar part of the whole system is that they bend over backwards for DEI, however, they treat their older workers like dogcr@p and force them out. The place is toxic. FYI I was over 20 years at the company and was a top performer until I got into my mid 50s and then, mysteriously, my reviews started to get worse. At year 20, they decided to put me on a CP. After that, I started to show them what inconsistent looks like! I was doing much less work and kept my best ideas to myself, yet my ratings stayed the same. So, it became clear that it did not make a difference what I did, I was now going to be made to feel like it was time to leave no matter what I did. I eventually left the company after several years of coasting. They had it coming. Never felt better once I got away from that toxic waste dump.
My former, Brittany Adams (Gregory) https://www.linkedin.com/in/brittanygregorymshr/
wanted me to be put on a coaching plan. I left because I could see the writing on the wall. The coaching plan is a way for them to most likely fail you and then have you be put on a PIP. When I left the coaching plan, others had tried to do it a failed. Fast forward, I am at a larger bank in a bette role.
You guys are so d-mb. The key to C1 success is to have a law degree or be a VP+. They seem to be immune from calibrations. The only other option is to constantly be a C1 cheerleader on LinkedIn and say how ethical and great the company is. Those and large breasts seek to be the keys to success there.
After Covid, my DM said in a meeting that when moving back to the office, her budget was cut by 20%. Once we returned to the office, me and two others were placed in coaching plans and let go before the CP date. If your area has a budget cut, they are going to use this as an opportunity to have under the radar layoffs.
In the past, I’ve heard stories of people successfully getting out of the CP (Coaching Plan). However, it seems like Capital One is now using CP/PIP as a tool to lay off employees without making headlines. Once you're targeted, it feels almost impossible to come out of it successfully—it’s just a matter of time before you’re pushed out.
I moved to my current role from another LOB through a full Power Day because of a job code change, and within 30 days, I was rated as "Below Strong" and thrown into a CP with unrealistic expectations (like maintaining 100% compliance all the time, which is impossible given the garbage processes and tools we have). The CP is structured in a way that they can easily find faults again by the end of the year, leading to another "Below Strong" rating, which would trigger a PIP and/or eventual termination. It’s probably best to find another job while enduring the CP and quit on your own terms.
Do not believe them. They will play with you the rest of the time you are employed. It's a sick game and stressful beyond words. Game changes all the time. It's a no win deal. I've heard you can go back to strong just to be a fav target for year end. Horrible stuff. Good Luck. Not all companies are like this.
To CP automatic PIP? ... Same happened to me. Got a BS at mid year. Manager told me U can do this. He will not talk to me. Will not look at me. I've ask 2x for 5 minutes of his time. He looks right thru me when I'm standing right in front of him and walks away. He did finally tell me when he had time he'd let me know. 2 other teammates walked up and he said "what can I help you with" unbelievable.
I actually got a below strong at mid-year and was put on a coaching plan and "passed it" and got off it but still got a below strong at year-end and was being put on a PIP, which I opted out of and took the package instead. They said I had improved but then relapsed again by year end. Total BS! 🙄
For MY, if you pass the CP, you have a good chance of getting a strong at YE. It looks bad on your PL and director+ if you pass the CP but get below strong in YE. By the time you complete the CP, it's almost time for YE calibrations, so if your PL doesn't think you can get a strong rating in YE, they will rather fail your CP. This was told to me by my Director during my meeting when they put me on a PIP.
While passing the CP gives you a good chance of getting a strong, there are no guarantees because "the bar" is a moving target. Your PL's idea of what is strong can only be based on past experience.
If on a coaching plan now then the likelihood of a PIP at year end is very likely. Begin documenting everything go forward and have weekly checkins even if your manager doesnt want to and recap everything you discuss in a follow up email and copy yourself on it . Hope for the best, but be prepared to expect the worst.