These derived circumstances happens at Bank of America all the time but, it is covered up by implied threats to the employees. Fired them if they had disagree later down the road for some BS excuse. Employees are too afraid or too stupid to do anything about it. Labor law is pathetic.
This was taken from Wells Fargo's board located here @JPhXMVu or here www.thelayoff.com/t/JPhXMVu
perfectly written, Please copy and post the comment on the main page for all to see. Great grammar.
Subject line should be "How they eliminate using reviews".
you are right...no matter how well i did , i still did not meet the expectation, so i got cut ...that was all planned...but these people do not decide my future
For a skilled senior manager within BofA, firing someone is a pretty straightforward exercise. It just takes a bit of patience and an ability to game the system of documenting alleged shortcomings by the chosen employee. I witnessed a well-orchestrated hit on a Band 3 work to perfection starting with a coordinated assault using the 360 review process followed up by interim reviews with negative business partner input (pre-arranged) that led to a DNM on the How. Follow that up with an impossible to meet Corrective Action Plan, and your decision to fire can be bullet proof. In an environment like we have today where managers have every incentive to cut staff, the task gets easier. You just need to force rank someone as a weak "Meets/Meets" and when the next round of layoffs arrives you have his/her head on a platter. This is not and never has been about fairness or doing the right thing. It is realpolitik BofAML style.