- This topic has 20 replies, 14 voices, and was last updated 1 year, 4 months ago by
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USo I joined Deloitte in 2021 September and in 2022 I was moved to a different role (PM) which I was not trained in. The Manager in PM was a racist Hothead who said certain things on call and when I tried calling it out they put me in PIP the first time. I cleared it but my raise was affected at it was mere 9% and then i asked to be moved to a different project and those people Raised another PIP in like few days of Joining which didn’t made sense at all so I raised this with HR and they came to an agreement where they’d keep an observation period for 1 month to decide if I need IAP and I cleared it as well. Now I moved back to a development project where I am well recieved and I was trying for a promotion and now the talent team of the company raised another IAP because they feel my ratings are low which offcourse they will be due to 2 back to back IAPs. I feel like firm is trying push me out, offcourse the best course will be to leave it but is there something I can do legally regarding this miss management?
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SThe employer wants to get rid of you. Why waste time and remain stagnant? Find another job, take the leap. It’s not worth it.
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BIt will be difficult to initiate legal proceeding unless you have proofs that you were targeted due to x, y or z.
Subsequent legal battle will keep you away from career progression.
So, better option would be to find another job and get away from unhelpful work environment. Once in new role, count your eggs and see if they would stand a test as valid proof before taking legal step.
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VWant the harsh truth you should be fired.
You are clearing the PIP each time clearly showing you are capable but you have been on PIP multiple time showing you are snoozing on the job.
if anyone is put on PIP they start looking for a job but not you cause you are special . you are working in consultancy company which is cut throat competition where the winner takes all And you are capable of doing it but you would rather whine.
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USir I appreciate your honesty but the thing and appreciate your but the thing is you kind of assumed everything.
Why I’ll say this is because my competition is my peers, I get more work done ( while putting me in PIP they asked me to train 2 different resources) and even they agree to that. The fact that our US leads appreciated the work while i was being put in PIP is something that baffles me.
While I seek legal advice here, I’m clear that leaving is the best option
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UPretty much all responses to this post is not even legal advice. People comment out off their ass.
Anycase OP, if you feel you want to move legally check with these IT unions, they might help if possible – https://www.aiiteu.org/, http://kituhq.org/
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UWhat’s the other side of the coin? Can you retrospect why they put you in PIP for 3 yrs? It’s hard to believe that you are all right and management is all devil. Things are not black and white. Maybe there’s something you are doing wrong. The point is, the same things can happen with you in other companies too if you don’t retrospect.
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UYeah that’s the thing a proper justification from them would make me calm and I’ll accept whatever it is. The problem is the reasoning being provided. 1st IAP, understandable 2nd one didn’t make sense because of like 20days gap between two IAPs and 3rd one is like 8 months after the first 2 and initiated by firm and not project
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UDid you ever try to retrospect if there is an actual skill or intent gap on your side. In my corporate career, i have seen several people in PIP who are either delusional of their efforts/ intent/ skill or are purposfully slacking even though they are smart.
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ULet me give you an example of a girl working with me in Deloitte Malaysia. My manager was of different nationality than the girl and was very racist to her while she did a lot of efforts in terms of integration. She was hired for SAP FI but asked to do SAP CO on which she didn’t had lot of expertise. She used to come up with 20 kgs of paper with her, everyday to office. Ultimately even after trying her best, she was put on PIP. Deloitte Partner forced the manager to pull her out of PIP next quarter. But now she got a bad image spread by the manager in small team. All new managers used to get her prior rating, used to act biased and cruel towards her, and place her on PIP. It was so cruel and became kind of cycle even though there was nothing wrong in actuality. Tell me what she could have done in this scenario? Leave right? What choice does she has? So, my advice plz leave. And legal advice is going to hurt you only.
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