I assume for those who are on the chopping block we can hope for severance rather than being PIPed? PIP is generally too bothersome. Unless mgmt benefits from PIPing rather than making Cisco pay severance? I’m hoping to be booted next round, already found a reasonably good alternative job, I just want it to be with severance.
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I’m hoping to be booted next round, already found a reasonably good alternative job, I just want it to be with severance.
Why are you not just taking that "reasonably good alternative job" already? In this market where there are more candidates than jobs, why would some company hold this job offer for you for essentially 30+ days for you to see if you're LR'd before taking their offer?
With my luck, I thought I might get LR'd a few yrs back and I started looking to preemptively quit but I didn't find any good alternative jobs. A co-worker sort of felt the same way, but he actually did find one at NetApp and he gave his 2 wk's notice to quit during my last 30 days as an employee when I was LR'd. Now the manager was suddenly out 3 employees at the same time when he was expecting to LR 2. Had he known this co-worker was going to quit, he could have put that employee on the LR list instead of me or the other guy. Oh well, it worked out best for me in the long run.
I was LR'd in February and there was no exit interview. Do some people get exit interview? Not that HR will listen to our feedback anyway.
With an LR, you're being forced out, so they really don't need to know why you're leaving as the departure wasn't your choice.
Exit interviews are for those that quit and voluntarily leave.
"It’s rare you get what you want, and planned for. If you have a job, exit gracefully and let Cisco know how you felt in your exit interview."
I was LR'd in February and there was no exit interview. Do some people get exit interview? Not that HR will listen to our feedback anyway.
HR will take that feedback and file it under DGAF. Then move on.
PIPing someone sets a litigious course for the discussion and Cisco might not get on top every time and it is going to be costly if they don't!
Putting someone on PIP assumes that you as manager have done everything by the book and there are clear evidenced that you are under performing
It’s rare you get what you want, and planned for. If you have a job, exit gracefully and let Cisco know how you felt in your exit interview.
You can go to HR and ask to put you on the LR list. Someone did that in an european country - and he got LRed with severance.