I understand how forced ranking is legal but how do they avoid litigation the way they do it? We all know the 10% selection process isn't legit. The directors/managers fight to save their own people then the "10%" get off track or below expectations because their director/manager were not willing to fight for them or protecting themselves. Then putting people on unachieveable PIP to avoid having to pay them a full SUB package. Take your 2 month package or we make sure you don't meet your PIP and get fired. Has anyone every got a PIP and survived getting axed.
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The only people with severance are ExCo and they have contracts detailing their severance.
Sc--w me out of my severance and you can keep your 3 months and see you in litigation. Pay me 10x
@1cvh+1tpTJoww
This is neither a sport nor are these fellas any quarterbacks. These are people lives, no one should have the right to undermine efforts when they are doing exactly what they are asked to do. Where are the stats that laid off folks are replaced with more talented folks? So we assume that the EC and MDs are top notch and dont need to be replaced ? thats bull cr-p, if the outgoing CIO was so bad at his job, how did he survive for 35 yrs. folks should go to the dept of labor with these concerns.
@1aby Lmao, HR shenanigans! Just stop! Everyone knows if you get PIP’d, find another job. No manager here EVER put an employee on a PIP that they want to keep. C’mon, stop trolling.
“Predictably, they continued their ways at other employers and also went on corrective action there.”
LOL my god this is indicative of a five alarm fire level of desperation by leadership. Most that have left or been PIP’d I see doing amazing at their new roles, as indicated by the leadership at these companies themselves. A little intelligence for the tools on here clearly who are operating on orders by leadership to counter the truth: talk to your colleagues and underlings. I can GUARANTEE that those interviewing are being outright asked by the company they are interviewing at as to what’s going on at BNY. There is no big secret here or at competitors. The best days of this company are behind it.
Pretty sure that the bank already hemmorhaged any remaining talent long ago. The last ten years sealed our fate. Clients and employees alike already have lose all trust with leadership.
Give me a break, I know of several employees on PIP who have chosen to work hard to successfully address their issues and stay employed and productive here.
On the other hand. I’ve known more that couldn’t change their ways and were terminated. Predictably, they continued their ways at other employers and also went on corrective action there.
Some people really just aren’t cut out to work at a bank.
@1fwv+1tpTJoww do you think you are fooling anyone lol? Everyone here is experiencing the same nonense and chaos across all levels and lines of business in the bank. These posts trying to save face, as the bank hemmorhages talent, stagnates with clients, and employees lose all trust with leadership, would be laughable if it wasn't so pathetic and blatant. Go tell RV that he's got a serious rot in the org, being hidden well by clever marketing, rebranding, and smooth-talking. You can keep lathering on lipstick, but it's still a pig.
PIPs are NOT for an employee’s growth / development or improvement. If you know any friends or family in HR they will tell you honestly it is to document the start of a push out.
I know of several coworkers who took a PIP as a serious wake up call and went on to thrive at the Bank. People here really need to get a grip and self assess. There is so much self denial here it’s scary.
Forced Rankings are not unfair in the least. Anyone who has ever played competitive sports understands forced rankings. Everybody on a team absolutely knows the ordering of value of every teammate. People who want equity rather than equality should all work in mindless repetitive unionized jobs.
As the saying goes, “free men aren’t equal. Equal men aren’t free”.
so many of these practices seem unethical and maybe borderline not-legal if a pattern can be established. wonder if anyone reached out to the dept. of labor on these issues. For example all of the stimulus provided by govt, none of that was ever directed towards emp benefits or hiring. There is clear pattern in these deliberate actions to undermine employees. Force ranking with the pretext of PIP to eventually have managers layoff with no package? WTH.. How is that not a identifiable pattern in a legal sense.
we had a PIP but the manager told the COO that he improved and helped with an important release. up to your manager to fight for it. we also gave up an open role which helped the situation. it's how you navigate the situation
No one that received a PIP survives. Silly question to ask.
I think it’s time for everyone to look outside of the bank.
The general consensus is,if you are on PIP prep for your next job..don’t sweat it out to get off that list,not worth it..