A complete joke of a Company that uses the PIP GO process to wrongly grade employees as low performers or partially meet in order to not payout severance that is due to an employee.
If that happens, you will pay 5x more.
37 replies (most recent on top)
The only documenting that will benefit you on your PIP are examples of unethical and just plain sick, callous gaslighting and theft --- sent encrypted to Ronan Farrow at the New York Times, or NYP or Washington Post. Alongside the 100s of other stories of employee abuse and gaslit into wage theft via firing/layoffs (no difference at BNYM).
Enough pple send their true stories in - you'll be heard and justice will come quickly.
Be brave, or be complicit. Up to you. Up to us all.
Ignorance is bliss then because I've certainly seen pip and go used nefariously and not on a low performer.
It was also confirmed to me that this person was let go because he was the newest in the group.
Keep on being naive
NO, what’s criminal is employees stealing time and gaming the system.
Pro Tip: you may feel cool when you get a few over on your manager, but you’re losing all of your references when you go looking. People notice and aren’t going to lie for you.
PIP is a serious program which has saved many an employees arses… not all deservedly. The program does lean towards forgiveness and a second chance to prove oneself but in this current era of toxic RTO warriors and slackers playing tricks to avoid work, employees are training management to show no mercy.
You broke it you bought it. Now own it.
Thank God that somebody besides me understands that it takes a helluva lotta sc--wing off and warnings to be placed on a PIP.
For the lumps… who cares? Your buddy who is slacking is counting on you to pull him through. Wake up and have better friends.
It is in fact because of low performance and resistance to fix their issues.
Give your manager some credit. Your manager knows who is a star, who is a solid performer and who is a lump. Nobody is using PIP as a way to push them out onto the street.
If you’ve got a PIP, A.K.A. “Personnel Improvement Process”, then you’ve certainly called attention to yourself in a bad way.
PIP is not a death knell for displacement… far from it. Several friends failed to get their sh1t together and were displaced. Others used it to work through their issues, have thrived and are now quite productive.
Self examination is key… they’re not picking names out of a hat, they’re reacting to your performance.
“workplace conflict can be base of PIP”
Workplace conflict can’t be A Base FOR A PIP any more than an indecipherably poor grammar. Have a friend rewrite for you.
does workplace conflict can be base of PIP
It's criminal what's going on. The pip and let go is happening for a fact. Coworker who is a very high performer was put on a 30 day pip, did everything possible to improve, had written statements from peers saying improvement was there, and was let go after 30 day, with zero severance. Entire team was shocked and left in a bind at the work being left behind.
Lol at people who think this process is just used for "low performers". They use this to absolutely not pay out severance due to historically high performing employees to save dollars.
PIP & Low Performing Employees are essentially the same. You can’t have one without the other…
@Post ID: @4imj+1scDcTkt
This thread was not initially about low perfomers. No doubt low performers know that they are (or are oblivious) but the fact of the matter is that there are forced rankings and good employees are being PIP’d out as a result. Many of us have seen it happen to fellow employees. To be specific, there used to be a ranking of “too new to rate”. Well that was removed so now those are on the receiving end of being force ranked into a Below since the manager has the loyalty to their long term employees. Someone has to be a below. 10%, in fact. Then that person gets PIP’d out. Long time employees who were stellar in prior positions but their new manager had to make rankings fit. This is the reality of the situation and the reason that many do not feel secure in their roles.
Most of you on here are oblivious to how things work. You're assuming. For one stop telling lies about never knowing why you were below expectations or put on a PIP.you absolutely know long before that happens. And just because you meet goals doesnt mean you are a good employee . so when it comes down to it, you will be on the chopping block when upper mgmt comes for their head count. If you aren't doing great, you will be the one selected to go. And trust me, they don't give a cr-p whether your team can afford to lose anyone. Do your job, stop calling out and stop abusing the time off the bank does offer. If you’re not willing to earn a paycheck then leave
To the poster below me, you are correct. Rank 10% below, next year pip and go. And they may be good employees.
To the people saying that those on a PIP are slackers or should work harder, must not be in management. Those in management know about forced rankings. If you have no one on your team who you believe is Below Expectations, you are FORCED to rank to the scale, hence the forced rankings. Now, it is an automatic, system generated PIP/GO. There is no choice. So yes, this is being used nefariously and I have seen people given the. PIP/GO choice simply because of forced rankings. I have also seen legitimate low performers getting the choice, which is what this should be used for. Instead, it’s being used to circumvent SUB pay save as much money as possible for the bottom line. Te complaint y cares little of its employees.
Replying to the ignorant post Post ID: @1jgv+1scDcTkt
The bank only keeps productive people??? Bahaahaahaa!!! That’s comedy gold there…gimme a sec to dab my eyes y’all got me laughing so hard I got tears…Actually in my 10+ years a sat and watched 20+ year people BARELY find their way out of a wet paper bag - majority of them were “coasters” - knew bare minimum to keep the most of basic jobs, they never got trained on tasks, never had to take in responsibilities to get stuff accomplished. I even asked my manager once “why aren’t 15-20 year folks learning, having to get their hands dirty etc and only a few of us are handling the bulk of the fast and brain work - she said “because they really can’t handle it and I need people that I trust can to handle it” Fast forward 2024 - now many of us that handled all the cr-p thrown our way are out of a job (for “economic” reasons) and many of the coasters remain…this company makes ZERO sense in decisions. FACT.
Always keep a paper trail of your accomplishments
Careful what you wish for. We’re already far too close to a union.
@2gen “Univeraity” lmao priceless.
Also, no one likes you.
No, that’s not what I wrote. It was a one time thing after a serious year of heavy duty project work. E.E. Every year is ludicrous.
Recommend that you work on reading comprehension.
Allow me to guess… Univeraity of Phoenix grad?
Once you reach PIP stage, you’re done. Very, very few come back from them. (Try transferring internally with a PIP on your record…)
In my experience as a BNYM manager, PIPs are a way station en route to dismissal. In fact, the decision has typically been made to let the person go during the next round of layoffs.
Weirdly, HR often forces the manager to do the PIP despite knowing the individual will not be dismissed for cause but, rather, be let go as a position elimination. So the process needlessly jerks the chain of the individual. (Only a terrible co. does this.) Lovely having series of tense performance discussions in the final months only to ultimately tell the person their elimination has nothing to do with performance!
That said, just because you’ve had great reviews doesn’t mean you’re a great or decent performer. Some managers are lousy and don’t differentiate performance or they just want to give everyone roses. Many of us inherited lousy performers with a history of Exceeds Expectations… and I’m talking about situations where we interacted with the poor performer during the Exceeds phase and knew them to be lousy performers.
If you get put on a PIP, your energy is best spent on an external job search.
Reply to @1sot+1scDcTkt
While I don’t fully agree with you on your EEOC position, I understand the notion that it requires time, resources, and $ to go that route. Yet, I have seen the EEOC intervene in situations … so I would still use that card in meetings with management. Imagine if more and more people use that card and place it in writing?
But you have made me think about this idea of unionizing. What would it take at BNY Mellon? Is there even an employee demand to start exercising that possibility? And what would the process look like? For example, in mobilizing even the conversations, would there be virtual meetings and people meet in masks to ensure anonymity. I would be curious to learn more from our Amazon - Staten Island guy who made this happen two years ago.
I genuinely feel bad for the ol’ timer here giving his/her rant on positivity and doing-what-you-are-told-and-you-will-be-fine speech. Truly amazing to see this segment of the population be this naive.
Suing is a really bad move for those on a PIP. The Bank has their Dara in order. Maybe you’ll learn that lesson when former coworkers give luke warm references. Really the best course is to self examine and perform over this period. Do what you have to do to keep your reputation.
These people decide to play a dangerous game with their career when they resist being productive. The Bank isn’t looking to get rid of performing people. Performing people are valuable. It’s an expensive situation when an employee can’t or won’t perform.
I know several people who changed their outlook after a PIP, “Personnel Improvement Program”, and then went on to shine. It is PIP and has never been “PIP and Go”. I also know a few who resisted upping their performance and were terminated.
Outside of truly toxic employees, The “Go” is absolutely not a foregone conclusion. For many less toxic normal employees it often helps them to self reflect and become productive employees.
As always I encourage people to honestly self reflect.
The above is completely true. A PIP is a sick, cruel way to push someone out by gaslighting them and can cause severe mental anguish.
False PIPs to avoid paying is illegal but the EEOC will not help or ANY attorney. It is also a form of wage theft. No attorney you can afford alone will win you anything, but cost you a lot of headaches and money you need.
You, me, hundreds of others presently have no recourse whatsoever against unethical, secretive and evil behavior like this to take from workers.
This is why union talk is gathering at Wells Fargo, other places.
This needs to be reported to OTHER regulators and lawmakers en mass.
@1osf Your comment is naive. It would be great if it were true but unfortunately, it is not.
Also interesting is how you labeled anyone in disagreement with you as negative and a “helpless” lifer. Neither of which is true. Maybe you should reflect on your own negativity and refrain from insulting people who have sacrificed and contributed to the success of BNY for decades.
It’s PIP, not pip and go. Positive people who make an effort to change never suffer the “Go”. Of course the negative Nellie’s will disagree. But then again they’re often the helpless lifers.
Either you are a HR / Chief of Staff / Comms person doing damage control in public forums in attempts to neutralize authentic voices or you are unbelievably obtuse.
In any case, can’t shut down the truth.
Let’s be honest here please. No productive person is ever going to get a PIP. You have be working very hard at NOT working to merit it.
Honestly it takes quite a bit of slacking to merit a PIP.
To put it mildly, these folks are generally quite adverse to working.
It’s not Pip and go, it’s PIP and it is a way to get back into good graces. I know several people who were on a Personnel improvement plan and they went on to be valued employees.
I also know of coworkers who blew it off and were let go.
As with everything in life, most of the results are up to you.
You all do realize you dont get a PIP for jo reason right? And there are two sides to every story. Its very entertaining to see someone come on here wnd always be a victim who never saw it coming. Yeah ok
Some offices will see more PIP & GO than others...
The move to 'growth centers' (cheap labor) is happening.
Pune is where its all at, they are the best at every job.
Most jobs in New York, London, Frankfurt, Brussels, Dublin etc and any other high cost location should be up for a move to Pune.
So not fair to those who have given 30 years of service. I never was rated anything below meets expectation, at time exceeded expectations. Then the BS partially met this year.
Everything will be documented.
When this happens, you need to take on a strict approach on how you handle yourself in this last chapter at the company (because the PIP is certainly just the paper trail to close the coffin.)
You need to turn the tables and create almost an implicit understanding you will sue them in the future.
Your approach during this time includes:
- Recapping every single meeting/ 1:1 in an email.
- Ask for specifics on why the PIP was created. Most PIPs in my experience are not warranted and it is simply the boss/above wants you out. I would ask them (again don’t accuse but ask) if that team/department has had challenges with the EEOC (Equal Employment Opportunity Commission) in the past? EEOC scares any banks because the old Wall Street boys club just does not learn. And it certainly should be your leverage.
- Work out every day. This is to keep you grounded and mentally well because the phase of a PIP is workforce daily battlefield and you will be in a psychological war.
- No matter what you do, 90% of the time you will NOT succeed the PIP. Again, this is not about meritocracy. This is a mere tool to get you out. Use this time for searching your next role. This is the primary goal of this time for you.
- Keep your attitude stern but not combative. Do not let them use your attitude as further ammunition.
- Please take care yourself.