- Abrupt and unfair handling of employee exits.
- Performance assessments used during termination were inaccurate.
- Lack of transparency around decisions and company changes.
- Disconnect between internal communication and actual outcomes.
- Limited respect for employees’ contributions during layoffs.
I have dedicated significant time and effort to contributing to the company, consistently delivering on my responsibilities and actively supporting my team. Yet, the way my departure was handled was deeply disappointing.
I was informed about my termination very abruptly, starting with a message from X (a person, not my manager), followed by a short, impersonal call. During this call, I was presented with assessments that were inaccurate and did not reflect my actual performance or contributions. This was especially unacceptable given that in prior 1:1 meetings with my manager, all feedback had been positive or neutral, with no indication of any issues.
I was then given a choice: either leave or “improve” in areas that were not only incorrect but, in my view, non-existent. This approach felt unfair and inconsistent, undermining trust in the evaluation process.
I fully understand and would have accepted a decision if the company genuinely needed to cut costs or restructure. However, attaching false assessments of my performance to justify that decision is inappropriate and directly harms an employee’s professional reputation.
