I'll start by saying I'm sensitive to the layoffs across Amazon/Tech in general and appreciate the fact that I'm still employed. Thoughts go out to everyone impacted by the layoffs. That being said, I've hit a professional all-time low. I've been at Amazon for 3+ years as an L6 PMT (TC: 300k, YoE: 11), have consistently received top performance reviews, and received a "Dive and Save" offer less than 9 months ago to stay with the company. I started this calendar year with a new Manager and in short order was asked to turn around a six-page doc on my product strategy for Amazon Leadership. As I finalized the doc and got alignment from all stakeholders teams, my skip level Manager started fabricating data and narratives within the doc to the point that it was no longer factual, couldn't be substantiated with data, and altered the entire strategy/recommendation (there appeared to be conflict of interest at a VP level). I raised issues about the integrity of the doc but was told to "disagree and commit". At this point, I was concerned enough about the content being presented to Amazon Leadership, especially considering I was the doc owner, that I raised an ethics concern to the HR team thru my Manager to cover myself if it backfired. Fast forward two months, I was put on focus by my new Manager of ~2 months and the product, which I created the original business case for and had been leading for over one year, was given to a peer w/o explanation. The focus plan was 100% fabricated w/o any substantive information/evidence and I had received no feedback or warning/coaching on these "growth areas" leading up to that discussion. I wrote a doc highlighting why each "growth area" was factually incorrect with data and had 30+ pages of emails, chimes, docs, etc. to contradict each statement. I shared this w/ HR to express concerns over retaliation (which my skip level Manager is known for but has never been reprimanded) and they said there was enough evidence to open an investigation. The investigation concluded after several weeks and determined I was wrongfully put on focus and it was expunged, however, they couldn't find substantive evidence that my Manager or skip level Manager outright broke any Amazon code of conduct for intent of retaliation. There were no repercussions for either of them and instead they were given "verbal coaching". Now, I'm trapped in my current role knowing I was wrongfully put on focus by my Manager which they have yet to acknowledge. The product I had been leading for over a year (which has frequent S-Team visibility) is still being managed by a peer who acknowledges they feel uncomfortable leading it because of the team dynamic. And to make matters worse, my performance review for last year was written at the same time as the "focus" plan so it reflects the same information that HR proved to be wrong in the investigation, however, HR is telling me that my performance review can't be retroactively modified unless my skip level Manager rewrites and approves it (which makes zero sense?). Going into this year, I was on track for L7 promo but now that seems to have gone out the window. I'm now horribly unmotivated (arguably depressed) and can't imagine anything worse than staying in this role. I'm looking for any advice, recommendations, or suggestions. Some of the obvious solutions are: 1. Internal transfer - I have multiple L8 mentors/advocates that would hire me but they don't have open reqs currently. Also, Amazon employees impacted by layoffs seem to be getting the priority for a lot of the open reqs (which is good). And for roles where I don't know the hiring Manager, they are requesting my performance review from last year which has not yet been modified. 2. External roles - I'm actively looking elsewhere but roles and interviews have proven to be challenging given the amount of tech talent in the market and current business cycle. 3. Quiet quit - either find a side hustle or coast until I'm put back on focus/pip (which isn't ideal) 4. FMLA - use FMLA to take some time away from work, focus on the job market, and get my mental health squared away. However, this comes w/ a serious reduction in wages. 5. Severance - ask for a severance package to leave the company. Does this even exist? 6. Legal action - not sure if this is even on the table but can't possibly imagine how there isn't enough evidence to justify retaliation to an external party (obviously what has been shared above is highly redacted) #hrissues, #tech, #amazon
Or you know you could quit and find another job.
Were you doing your work while you worked with HR to expunge your focus? If not your manager and skip will use that to put you on focus again. They only have to wait 6 weeks until they do it again. Depending on your state and whether you are ready to spend some attorney fees, you can do legal battle but 99.99% don’t do it because we don’t have the resources or money and attorneys don’t want to fight Amazon knowing the plethora of attorney they have. Take FMLA, take a break and you will get 12 weeks pay at 60%, prepare for the interviews and hopefully market improves by then or you get few calls.
Incorrect about FMLA - FMLA is unpaid. You may be thinking about short-term disability. However, in order to take short term disability, you must have a diagnosed condition that would prevent you from working during that time, and doctor sign-off stating you need the time off. You can't just take it because you want some time off work to job hunt or whatever. Hence why it's called short term disability - it's meant for people with serious medical/mental health conditions.
Was in Amazon 3 years ago, took FMLA as well, I know from experience that Amazon pays 60% salary
Talk with an attorney. If they expunged the Focus and left the same non-data in your review, that seems contestable. Consider FMLA to get some distance and to wait out the possibility of coming back to an org where players have shifted/moved on, or possibility of internal transfer opens back up. But: know that this is risky. I think that people who are taking FMLA actually are being targeted - so that when you come back you are starved out of opportunities and then put into Focus as a result of no impact. (I don't know this - but I'm seeing some odd things anecdotally)
Also save all pages, reviews, HR emails, manager emails, etc as PDF. They're actually quite difficult if not impossible to access if your account is terminated or made inactive.
Save how and where?
Sorry you’re going through this. Switching teams will not make things better. Sad to say, but all of Amazon is screwed up. You have to watch your back regardless of what team you’re on.
Your career is over in your current team. If you can change teams, be aware that your performance review is non-negotiable, and it will cost you for years. Your best hope is to get HV3 next year on a new team, but that's a stretch. Your new team will factor in claims from your current manager that you are NI / HV1 and they will be flagged for additional justification if they attempt to give you HV3 or TT. Due to the year long vest you are hosed for this year and for next year, at a minimum, if you stay. Good luck on getting out.
5 and 6 are off the table - this is speaking of experience. You will NOT win on 6. Waste of time and money. There’s No such thing as 5, you can only voluntarily quit. 4 is common but you have got to come back with at least an internal offer in hand, or you will come back to the same misery. Changing org does help you to get a fresh start. The rest of the options are a lot more doable and realistic. Wish you all the best.
Hire an employment attorney asap to help you negotiate a stellar severance package (noting the retaliation and erroneous review). The fact that the company’s internal investigation came out in your favor is beneficial in the negotiations. You can likely secure 1+ year’s salary and take your time looking for a more suitable work culture. Good luck!
Amazing idea! Strongly recommend this as well. A really good Attorney can do wonders for you in Demand Letters and lawsuits. It sounds a lot scarier than it is. Find an Attorney.
You are not obliged to follow your chain-of-command per-se. If you believe your immediate Manager and Director to both be biased, you are indeed able to reach out to your VP. That's what they're there for. Reach out to your VP and ask if they have 15-20 minutes available. Present your past accomplishments w/ references, quick summary of the issue, and your ask (team transfer).
Man this is literally me. I am L4 SDE and applied to a role in a different state, was made an offer, hit apply and informed manager. She asked me how much time I have before the transfer is finalized, made a calculation and put me in focus. I havent been this pissed off in life
You are in the grey area. Technically if by the time you got the offer, your manager has not delivered your Focus, you are still clear to transfer on the books. HOWEVER, if your current manager reached out to your HM and made your HM change their mind, you’re screwed. Some manager would let them go without stopping them. Some manager will still create a Focus and let the HM take over the case once you transfer. It depends heavily on what your manager(and HM) want to do.
I was told by new HM that he was informed by HR that he would need VP approval for that transfer as well
what are some examples of this —> my skip level Manager started fabricating data and narratives