We had three TMs that were pretty much the same from experience and range of responsibilities perspective. One had an exceptional reviews, one was consistently above the average and one was, let's say, pretty bad (from the performance perspective and ability to meet the objectives and goals). The only one that was kept was the last guy (well, it was actually a girl) - based on this we can conclude that performance played no role in the layoff criteria whatsoever. Logging off - good night.
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Additionally, they should also have a fairly good handle on how many people are in the corrective action pipeline, thus a percentage of those jobs will likely not get back filled following the team member being "coached out." For those they want to get rid of (are already on corrective action) it would have been a kindness to have layed them off versus the shredding of ones self-worth and dignity that occurs through the corrective action process.
I bet she was hot and made the best coffee ever
of course you ask your friend in HR to peek at the data, like some
You are 100% correct 80346. From a purely legal standpoint, the best way to insulate yourself from potential lawsuits is to employ a layoff strategy that is either entirely arbitrary or one that is position based. If you eliminate everyone who was on a performance plan, someone could argue that thier performance plan was manufactured for the sole purpose of getting rid of them during this layoff.
In order to protect themselves from lawsuits, Target eliminated positions and not people. If they cherry picked the bad from the good they open themselves to employment lawsuits.
How does one know someone's review score? usually from the person that got the bad review. They tend to whine a cry about it.
Sorry but I know people currently on performance plans who were not let go. There was truly no rhyme or reason.
That seems logical 80305. The prevailing attitude seems to be that people were let go with absolutely no consideration as to their past, current, and likey future performance. I can't imagine target would have retained anyone who was on a performance plan. Legally, those are the easiest to let go. As such, they are always the first to be added to the term list during a workforce reduction.
Unless you were their manager, how do you know their review score?
Unless you were their manager, how do you know their review score?
Yeah performance didn't play high in last years layoffs either. But I believe if you were on a performance review you got the axe.
How do you know the ratings?