Is it just me, or are they handing out PIPs like candy these days? Not just to low performers, but to people where it makes absolutely no sense?
23 replies (most recent on top)
When the department was denied to layoff the Special Needs employee, all they did was pick someone else on PIP to take their place.
If you are Special Needs, it appears you may be shielded from being in this layoff.
sh+1jv1r10nd
Well this a good thing they did,right? finally some good news
Someone above department leadership would not allow this individual to go through February’s layoff and their name was removed from list. The person in question is “special needs” and the department does not expect much from this person
LOL, that’s insane. Suppose all of us declared ourselves as ‘special needs’ and got some ‘Dr. Howie Feltersnatch’ or ‘Saul Goodman ‘ to write it up and stamp it??? May’be that’s what we are doing wrong…. I wouldn’t mind being the Carl Childers of BNY tinkering with lawn mowers and whatnot as long as I got paid….
For crying out loud, you actually need to be mentally disabled just to continue coming into this place at all!
Speaking of PIPs and layoffs.
I heard a department team lead mention, one of our staff members received a PIP for processing mistakes / poor job performance. Department leadership put this person’s name on our employee list for layoff this past February.
Someone above department leadership would not allow this individual to go through February’s layoff and their name was removed from list.
The person in question is “special needs” and the department does not expect much from this person and the task they perform is not to any standard. Basically adult day care. This is a 100% charity seat.
They have already been getting rid of good long tenured employees and worst of all sc--wing them out of their severance
Well this is one of the more depressing threads I’ve read. W. T. F.
@r5+1jv1r10nd My manager quit after being forced to unfairly rank adequately performing team members. It’s honestly really sad.
Yes at this point most of them are bogus. I know it's been talked about before on here, but when manager's are forced to rate 10% at PM or does not meet, this is the new end result. They are forced to put them on a PIP. Which from the last round they are now terminating and not laying off.
Eventually every department is going to run out of problem employees and be forced to start giving them out to good employees
@gy+1jv1r10nd
But you helped hire him and you wasted money and time by doing this. You know what else? You helped contribute to the problem here. I get that you were forced and did it because you would be fired. But you did an unethical and amoral thing. If you have any conscience at all, you should look to move on too. You are better than this.
I hate to admit that I gave a bogus PIP several years ago. I had an employee that we just didn't care for and his communication skills were terrible, so we used a PIP as a tool to communicate that it was time for him to move on.
It’s a morbid strategy where teams keep more employees on a tier that can be moved to layoff quickly. Think of it as a shelf, “for when we will be told to cut staff”. It’s a result of everything going on here, and you arent imagining it.
It’s easier and faster to move employees from that PIP shelf to layoff, than a meets expectations employee. It’s safer for them from a cost perspective to abuse their employees and remind them they are a review cycle away from potential
Job loss.
Grim stuff, sorry you have to learn from the layoff.
I was placed on a PIP this year and survived it. However I believe even with that, I would not be eligible for severance since my prior review was PM. So I’m taking advantage of the digital learning and up skilling to boost my resume when the time comes.
Yes. Was set up with a BS pip… Luckily I had others come to my defense and prior reviews and other email stating what a good job was being done and HR was forced to reverse it and my manager looks like an a-s.
That being said, it was an eye-opener and I realize what a POS, my manager and many others at this place are and I looking to get out
Paid interview period.
Here's something I've been wondering. Has anyone unfairly given one of these PIPs actually managed to turn it around in the eyes of the overlords, or is anything short of 25 hours a day 8 days a week essentially the end? Pretty sure I know the answer but just wondering.
BNY does employ garbage Managers. Spinless dweebs that blindly follow whatever they are told, to best try and keep their position.
Post from TheLayoff.com
A manager providing PIP for any purpose that isn’t truly a need to improve someone’s performance is a piece of sh-t.
If all these people are so bad, hopeless and devoid of good professional performance, how and why did BNY hire them? How did they manage to do well until recently? And in many cases, how did these PIP’d people keep clients happy and then the clients complain and are shocked when the unjustly PIP’d are gone?
Answer…
Of course the PIP process is being abused. Of course BNY are using it to deny good people salary, raises, severence etc. etc. They are out of ideas folks. This is the only way RV’s team knows how to save money. Everything RV and team touch or try turns to s..t.
I have been interviewing externally & EVERYONE I have spoke with is aware of what’s going on & why I am looking to leave.
Most of the PIPs they give out here have absolutely nothing to do with performance (I’d say about 90% of them). It’s about getting around paying for severance and the WARN act. Of course what they’re doing is illegal and fraud but someone externally will eventually catch on.
Need to get government protection involved at the shady cr-p going on here. Only way
BNY is a garbage company. When the stock crashes, or when the business is split and sold in pieces, all be right.
Yes. It is true that PIP is very common even possibly without merit. It looks without merit cases are like a plan B for any future no severance need. I don't know any other way to deacribe it. It is sad and more.