Thread regarding Nike Inc. layoffs

It’s sad that the good people are forced out or leave on their own, while the toxic ones remain continuing to make it a miserable work environment for those that remain.

I wish you the best in your next chapter.

@am I bet you their egos are bruised because they don’t see their initials plastered on this post.

At some point the lies will catch up to them. It’s just a matter of time and if I had to guess it won’t be long. People are starting to talk and they know why you left. I can’t imagine being them. Walking around with such a lack of integrity and morals. Continue to stand up for what’s right! You have people in your corner that won’t speak up because they fear exactly what happened to you.

@OP Thank you for sharing, sorry how you have been treated. I share your experience somewhat, the toxicity, fakeness and entitlement runs very deep.

When all of the sudden our HRBP gets moved. Coincidence or acknowledging the unethical “partnership.”

@dp there is a process outside of Nike. It’s called The EEOC. Are you aware? Most leaders are somewhat aware of the laws that they must follow and some leaders think they are above the law because of who they report to. When it reaches court then it becomes public on federal paper. Stay classy. IYKYK #starfish2

@cy do tell pretty please.

@b9 Thank you for sharing your experience! All great advice. I would say our entire Org knows who the real problem is. Once you are caught in a lie your integrity is gone.

Glad you also that Nike didn’t deserve you. Wish you the best!

Every one of you whiny Karen candy-as--s deserves to be fired with prejudice. Maybe focus on making sneakers better instead of griping about your coworkers.

I'll share my experience here too. Spent 15+ years at Nike and I raised the problem through the official channels. I won't say much about my own details, but I want to give a few of the survival rules I wish I'd had on day one.

Every review conversation, every calendar invite, every message, you have to write down the full date and where it came from. Because nobody is going to be persuaded by "things were really bad at the time". What people believe is a complaint filed on a specific date, and then not long after, the other side's attitude suddenly changing completely. While you still remember which meeting was which and when it was, get that timeline down now. And while you still have access, pull all the records out and store them somewhere that isn't company property.

The file the company finally gives you will be missing things. Yours was missing things, and mine was too. Just assume the parts that are favourable to you will all happen to be gone. Keep your own copies of the good appraisals from those years. That's your best evidence, it's what proves the so-called sudden poor performance was a story made up afterwards.

Be prepared for this: the reason they use to discipline you will be something completely different. It's almost never because you filed the complaint. It'll be some process issue, an outsourcing vendor, expense reimbursement, or a company rule. Something that has always been there, that everyone followed and was even tacitly allowed, and then suddenly it gets treated as your problem. Before you respond to any of it, you have to write out clearly what you had the authority to sign off on, and find the authorisation document in black and white. Being responsible for a business area and having the final sign-off authority are two different things.

So absolutely do not go by their timetable. When they give you 24 hours or 48 hours to choose between a separation package and a PIP, that countdown itself is the tactic. Go and consult a labour lawyer before that meeting, not after the meeting is over. Best money I ever spent, and I still think I did it too late.

If this has already affected your health, follow the leave procedure strictly, word for word. The doctor's certificate, the written notice, all of it has to go through the channel the rules specify, to the person they specify. Otherwise they'll repackage it as an administrative problem, and that administrative problem becomes their official reason for terminating you.

Your witnesses will back you privately. Don't blame them, they have mortgages to pay, and they watched with their own eyes what happened to you. Just don't pin your plan on them.

Also, going to a higher level doesn't help either, if the top has already agreed. What you look at is the final decision, not the sympathetic pleasantries in the meeting room from the people up there who tell you they're really sorry.

Another thing, at our level, finding a new job takes longer than anyone warns you. Their silence doesn't mean you're not good enough, the process is just slow. What I ended up doing is better than what I lost, but in the first year I couldn't see that at all.

You gave 25 years, and you're still thinking about turning this experience into something useful for other people. That point alone is enough to show who the problem actually was, and it definitely wasn't you.

Is this not what all the EEOC activity is about, you have a firm data trail, and a provable reason in the affair between those two. Portland juries seem sympathetic to the abuse, get a lawyer.

IMHO, Almost every freakin' company in America is like this...either karens or d-mb megalomaniacs....just find their way and sc--w...it is a cycle of time period we live in...wheel of time is the only answer.... can't do much...be it politics or corporate world...completely hostile and mostly "kiss and get promoted" style...what are you talking about?

The downvotes - we know who you are and you should be embarrassed. Sometimes the truth hurts and sometimes it sets you free.

Watch closely before choosing your next job. UltraKarens have taken over the enterprise.

Congratulations. I'm sorry to hear what you went through, but unfortunately it sounds all too familiar. The more people who stay despite a toxic work environment and the elitist attitudes that can take hold, the more those behaviors become normalized.

I'm not surprised you experienced retaliation or reprisal for speaking up. After 25 years, though, I hope your ESPP, 401(k), RSUs, and other savings have given you the financial freedom to walk away knowing you truly don't need that nonsense. If you've been there that long, you've hopefully built the kind of retirement nest egg that gives you options.

The best part is what's next. Take your talent somewhere that values it. Make your new teammates' lives better by serving them, lifting them up, and leading with gratitude. That's ultimately far more rewarding than any title or logo. Oregon/the PNW is a beautiful place and we need to restore the values that make this a great community. Change the world by going home and loving your family, and every day love your teammates who you have the honor of working with at your new employment opportunity.

Upward and onward.