#performanceimprovement

6 weeks notice - no warning - a spineless way to fire people

I was given a pip this october. How long till I get fired

What are his chances of actually making it without getting fired at the end?

Source: J. Bateh, PhD

That improvement plan isn't a rescue. The decision's already made. Formal write-ups are up nearly 30 percent since 2020. Most people on one don't make it out the other side.

Seven signs the PIP was never about improvement:

1/ The goals arrived without warning
→ No prior conversation about the gap
→ No coaching before the paperwork
→ Straight from fine to formal, overnight

2/ The timeline is too short to be real
→ Thirty days to reverse months of feedback
→ Not enough runway to actually improve
→ Just enough to build a paper trail

3/ Support gets promised, not delivered
→ Training mentioned, never scheduled
→ Check-ins that quietly stop happening
→ Words on a document, nothing behind them

4/ HR is looped in before you are
→ The plan already has a shape
→ Legal language appears immediately
→ You're the last to know it's happening

5/ The goals shift once you meet them
→ Hit one target, another appears
→ The bar moves faster than you can climb it
→ Success was never actually the point

6/ Your manager avoids specifics
→ Vague feedback dressed up as formal process
→ Nothing concrete enough to actually fix
→ Hard to improve at something undefined

7/ You're quietly encouraged to resign
→ Framed as preserving your dignity
→ It also preserves their severance budget
→ Read that offer carefully before taking it

A real improvement plan wants you to stay. A paper trail just wants a clean exit.

Has anyone else heard of people being put on PIPS? Quite a few people in my team are suddenly HR targets.

Looks and sounds like an undercover way of reducing headcount.

PIPed this month after receiving salary increase for the first half. Been with IBM 8 years. Should I expect to be let go? Can they let me go before the PIP ends? There were multiple put on PIPs in my group. We are all expecting to be let go in December if the rumors are correct.

It seems like if you are an HBA, a lot of managers are pushing for needs improvement to try to push out HBA’s. Mine came as a surprise, with a PIP, doesn’t seems like they want improvement but a resignation/termination. This place has changed so much…

How often are they given out? Throughout the year or is there a specific period when they put people on them and the rest of the year is safe?

My manager gave me a PIP with objectives that are completely subjective and unmeasurable. This is nothing more than a classic we-ponized PIP move and I'm wondering if there's anything I can do to fight it?

I thought it was supposed to be a year.

I’ve been on pip - does anyone know how it works? Is it basically 30 days, then you meet with HR and if your manager doesn’t take you off pip, you do another 30 days with a HR person and then after that you’re fired?

1. No severance if you’re fired after pip?
2. If you don’t beat pip after 30 days, what are the chances you beat it in day 31-60?
3. Is the goal to get off PIP just try to deliver as many deliverables as possible?

Any thoughts would help here

So as many people here. Today, early morning 1:1 with manager. Buddy...You are on PIP!
1 month PIP in European country. Software.

As others here I'm on PIP. First time on this strange improvement plan program...

Failing a PIP means always to get separated from the company??

I'm unsure what to expect after meeting my PIP goals. Hope, everything will be ok. I really need this work to feed my family.

Europe country. PIP today.

I was put on a PIP this early morning after 1:1 with my manager.

I can see the light at the end of the tunnel...

Hi,

My manager sent me an email with PIP goals. Should I sign the document or I can reject it?

They told me is to improve my skills but after reading all the threads I think the idea is to RA at some point...

Are they a thing?

Or is it useless to even try?

I was put on a PIP today in France... what should I expect after meeting PIP's goals?

I'm wondering how log do PIPs last in Europe? (1-3 months?) After the PIP what should I expect?

If you are NSI this year be very careful before choosing to try the PIP. This year managers have been told they will not be allowed to pass people on the PIP. Managers are scared of going against the guidance as passing people will be seen as not willing to make the hard choices that management material need to make. You are better off taking the PIL and using the time to look for a job.

There was one at my old job, so I'm just wondering if there's something similar here.

https://www.linkedin.com/posts/cruzcorral_pip-corporatehumor-work-activity-7434656145543409664-9dID?utm_medium=ios_app&rcm=ACoAACDWavgB0LGL5W2TtBE3pepi5Q5gBI1-dF8&utm_source=social_share_video_v2&utm_campaign=copy_link

IBM will silently laying people off after the stock crash... From what I've seen, this is how they do it:

They suddenly label people as "low performers" (making up stories if they have to) and try to push them into quitting.

They put people on PIPs (1–3 month Performance Improvement Plans) and then fire them. The goal seems to be avoiding severance.

They make your work life miserable until you leave on your own.

If you're thinking about joining IBM, I'd honestly look somewhere else. In my experience, the company doesn't have many interesting projects anymore, and management is pretty bad. Most managers have no clue how to lead or manage teams.

Just my opinion based on what I've seen in this company over the years.

Can Execs get PIP’d or demoted to Non-Exec due to poor ranking?

Source: https://seekingalpha.com/news/4612389-medicare-advantage-bonus-payments-exceed-13b

There’s a difference between cutting costs and building capability. Lay off enough institutional knowledge and eventually the people who know how to improve quality, member experience, and operational execution are gone too.

The consequences don’t show up in the next town hall. They show up later on the scorecard.

Sarah said it loud and clear: ”When the market changes, we change.”

CMS had a different way of measuring change and just released its annual performance review.

UnitedHealth: $3.9B in Medicare Advantage quality bonuses. CVS: $2.0B. Humana: $1.5B. Kaiser: $1.2B, with virtually 100% of Medicare Advantage members in bonus-eligible plans.

Centene: $21.5M (yes MILLION) Just 6% of Medicare Advantage members are enrolled in bonus-eligible plans. Approximately 882,000 members are not.

Industry average: 68%
Kaiser: 100%
Centene: 6%

Overall Rating: Needs Improvement.
Performance Improvement Plan: Recommended.

Free advice to management: Organizations get exactly what they optimize for. If every decision favors short-term margins over long-term capability, don’t be surprised when competitors outperform you on the metrics that actually matter. You can’t outsource institutional knowledge or lay off your way to operational excellence. Institutional knowledge isn’t overhead. It’s the capability that drives quality, operational excellence, and sustainable results.

I’ve read some PIP experiences where people mentioned scorecards, weekly or biweekly check‑ins, PIP goals, and coaching.... Can someone explain the PIP process in detail? What are these terms ?

There's actually a PIP week here? It's not a year-round thing? Haven't been here long enough to know, but if it's true, I like it.

Don’t normally attend these monthly calls but decided to tune in today. Well that was an hour wasted. Mainly insufferable people droning on in corporate speak about absolute BS. Main takeaway was hearing that 400 UK staff are on a PIP? Is this bell curve requirements, something for middle managers to do, a tick box exercise or all 3? Oh and not a word about pay review.

I've seen multiple people placed on PIPs in the last six months. It's making me nervous. Is this just how things work here? Or is it a strategy to document people out the door so they don't get severance? I'd really like to know if I'm being paranoid or if this is a legitimate concern.

Is IBM using PIPs to exclusively get rid of employees who are US citizens?

Do you know of any H1B employees have been been put on PIP and fired for not being able to successfully complete the PIP.

How sc--wed am I?

In my experience, not many.

My manager, who can't stand me for some reason, has been working overtime to find faults with my work, so I'm guessing there's a PIP in my future. In my last company, PIP meant you might as well leave right away. Is it the same here? Should I start looking for something else right away?