Thread regarding Nike Inc. layoffs

Being managed out of Nike

Being managed out of Nike. Can anyone share their experience or story? I have heard of several going through “plans” at the moment.

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Post ID: @Y4iKMxQ

9 replies (most recent on top)

The situation at Nike is deplorable! Management is dishonest, and partners with bullies in HR to make up lies to push you to your breaking point. I have so much evidence to throw them under the bus, have written to leadership in HR/Mark Parker , nothing helped. I left the company after being treated like sh–! They can go to hell for all I care.

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Post ID: @Y4iKMxQ-2usnd

Hey @1fouq - KUDOS... Such a great and smart post!

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Post ID: @Y4iKMxQ-1fkne

whatever happens, remember you had the skill set to get hired. you beat out hundreds of other candidates and you're likely getting pushed out because of the politics and toxic culture. consider an action plan a 90-day head start to job hunt.

there's zero transparency or integrity in the process. your manager back-channeled this for months. documented every misstep (real, perceived, or created by them). poisoned the well and your manager's manager is onboard. you dont know any of this until its too late.

HR is complicit and if you go to them, they pass along details of your conversation to your manager who retaliates. the process is a farce but your manager has to go through the process because its a legal check-the-box.

if you're getting pushed out, maintain your professionalism but make them work for it.

.know the process - the employee handbook is not all in one place for a reason. review sections on action plans, progressive action, compensation/ratings.

.hold them accountable - your manager will bypass steps and shorten or cancel follow up meetings. when they do, send them emails to reschedule and cc EE.

.document everything - if you get feedback, it will be vague at best. ask for razor-sharp specifics. when they fail, recap conversations in emails and cc ER

.voice record - oregon is a one-party consent state so you dont need their consent to secretly record conversations.

.know your legal rights - thresholds are technical and high so do your research and consult with a lawyer particularly if you're in a protected class. youd be surprised how much they can get away with that's unethical or simply wrong, but it's likely not illegal.

.dont waste your time documenting your boss' incompetence. people either already know or dont care. you have no credibility at this point anyway.

.download whatever you need

take what you learned and go somewhere where you'll be valued

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Post ID: @Y4iKMxQ-1fouq

missing post was mine. deleted out of an abundance of caution. i'll be back though.

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Post ID: @Y4iKMxQ-6jyf

@5fad: yes I noticed it was deleted as well. As I recall it was an excellent description of how the combo of manager/HR incompetence is combined with an engineered process to fabricate “evidence” of incompetence against the person and force them out.

Though I’m not being managed out (and sorry for those who are due to age), the description reflects a lot of interactions I’ve been through with some managers in my time here.

Side note: your IP address is tracked here. I’ve no idea if WHQ influences what’s allowed to stay here or not, but some posts that are spot on seem to be deleted. FYI.

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Post ID: @Y4iKMxQ-5wbz

Anyone else note one of the responses was deleted?

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Post ID: @Y4iKMxQ-5fad

Spot on. Once the manager wants you gone it’s going to happen and HR helps make it happen.

My manager always changed the meeting times and took calls during our one on one. Also missed many conference calls and then joins one a few weeks later and tries to run it. Good people leaving or forced out because of poor leadership not Nike.

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Post ID: @Y4iKMxQ-3hmk

One reason I left Nike is because I felt unsupported in needing to manage someone out. The supported “solution” is to move someone on to another position aka passing the buck!

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Post ID: @Y4iKMxQ-1vrq

Gather as much evidence of manager incompetence as you can. There should be plenty. Most people that end up in the wrong side of the quadrant (bottom left) have at least moved in and out of it a number of times. Reality is that at Nike the fact someone is being managed out says more about his or her manager than about the individual. The energy will be put into making the manager look 'decisive' and 'strategic' vs. putting energy in an individual who has been yanked left and right over the course of course or gazillion reorgs. Write it all down, it is your personal story and cant be held against you.

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Post ID: @Y4iKMxQ-1cdk

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