For a company I spent last 2 years of my career working for with passion and dedication, the exit process left something to be desired. I worked as an Account Executive; when I fell below quota and voiced my concern, little to nothing was done to troubleshoot my performance. Instead I was put on a “soft” activity plan (make x number of calls, meetings, etc.), but was not told my job on the line. A month later, I was told that my last day at the company would be in 6 days.
This appalled me as countless reps who have fallen below quota attainment have been put on a quarter-long plan to get them back on track. This was the standard as I had come to know it.
The company I knew for the past 2 years was gone. It was a place where management had a pulse on the health of their team, making sure everyone was excited to be working there and more excited for the opportunities ahead. Now it has warped itself into a culture that takes exclusive interest in performance metrics, star performers, and working its teams to the bone with very little concern for their wellbeing.
During my exit interview, HR informed me that performance plans at Glassdoor are not “policy” but a “best practice.” They (HR) told me that managers at our company have full discretion to terminate an employee if they aren’t a fit for the role and a performance plan wouldn’t have the desired effect. To say the least, this made me feel discriminated against, as I had seen this same situation (same people, same role, similar quota) treated in a different and abrupt fashion.
