#pip

Just confirmed on C15 level in a meeting, so unless you guys want to be on a PIP better adhere to it because your manager will land in hot water for it, and there is nothing managers hate more than taking responsibility for their employees.

Anyone have this issue?

I am not getting a push notification for 2-Step authentication through IBM verify app... prompts w3 which I cannot log into because it was deactivated - need to do all of this so i can be "officially" fired..... seems there is no good IT support for "Alums"

It's here again. Within weeks the stack rankings for year end 2026 begins. Never sign a PIP let them fire you. But the wicked things is the firings will only lead to a computer outage and/or an OCC MRA or Consent Order because there's no left to keep the Capone from crashing. Wishing all the worst things for Capone management.

Is there any reliable statistic on how many employees choose PIL versus a PIP, how many eligible employees actually retire, what percentage of PIPs HR allows to pass, and how many employees leave the company even after "passing" a PIP?

For employees who management let them pass their PIPs, did management indicate early on that they would support them? Were there any signals you could identify?

So many spend like the job will last forever. I think that more frequent layoffs, PIP, offshoring of jobs to India, etc, have made it clear that's not the case. I know a few folks who are now panicking because their savings are nowhere close to where they need to be in case they lose their jobs. Don't let this happen to you. Start saving and investing. It is liberating to have a pile of fu-k you money. I’ve know people who had their pile of duck you money and when they were given unfair ranking feedback literally said fu-k you and walked out of the office.

I left on my terms and conditions. I milked the company all the way until the end of my employment. Anyone can do the same before you get placed on a PIP or RIF’d. This company is so Mickey Mouse. They love to engage in psychological warfare as most Fortune 500 corporations use the same tactics, but I became the victor!

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.

100% Stock Appreciation Required to catchup with KO
Who's having that review?

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…

Just like last September and March. September is always a little subdued. This September 14/15th saw around 5,000 total let go. March 2027 is going to be another big round like last year. Expect people to be put on PIPs before the layoff. Expect more AI tools being pushed onto the development process.

Welcome PIPs!

Again, PIP season is coming. 5 of my team mates on PIPs yesterday.

That's insane...

Are only PIPs used to reduce workforce?

They aren’t even trying to hide their plans anymore. It is common knowledge that once you hit late 40’s you are toast. Good luck becoming a retiree.

There are so many woman taking LOA as of September 30. What a luxury to take a year off amid massive restructuring! Right now in the Finance everybody knows there are huge cuts coming. Everybody knows after Polaris is implemented there is no need for that staff. And everybody knows if you are late 40s early 50s your risk to get PIPd is high. And I’ve heard from several people now in the after Polaris they will begin offering packages to those close to retirement.

If you can afford a year or two without salary because you saved or have an executive husband, you save being PIPd, still get years of vesting, health insurance, and leave with a package.

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?

More evidence of how corrupt the system is. Supervisors begging those out in NSI to take the PIP because they are needed and the company doesn’t want them to quit. Supervisors promising before PIP even starts that it will be passed. Clear evidence there were no issues to begin with and that the low ranking was just evidence of how broken the assessment system is.

Management knows what’s coming in Q4.

Complete the training. Hit the KPIs. Spend the budget. Build the pipeline. Check every box.

Because the game is already rigged.

The goal isn’t necessarily to offer severance. It’s to build the paper trail, stack the performance issues, and performance-manage employees right out the door.

10, 20, 30+ years of service?

Thanks for your contributions. Now feck off.

No severance. No payout. No real recognition.

Just a carefully documented performance process designed to get you out the door as cheaply as possible.

And then we’re expected to believe that a demoralised, exhausted workforce can somehow deliver record profits.

How does that work?

There is a plan being carried out to reduce promotions. Be ready to be offered only lateral moves at best or be given additional responsibilities with no CL promotion.

The target is to reduce CL 28+ 50% by 2030 and even more by 2033 through retirements, attrition, and PIPing.

Executives are exempt from these rules and will continue being promoted.

Technical Career Ladder employees are doomed.

Fiserv's back door program TO GET RID OF GOOD PEOPLE WITHOUT SEVERANCE IS is PIP..

Manager puts you in PIP.. cr-p .. you have been here for 20+ years , recorded high performance, then puts all kinds of restrictions to not come into office , not show up in office over the weekends to make up the work.. then HR sh-t terminates in 2 minutes.. no discussion and no conversation...

We need a class action lawsuit on this process.. working with a damn good employment attorney..

The company is packing too much negativity into too small a time frame, continuous impacts of layoffs and PIPs coupled with failing projects, executive hubris and nitpicking cuts. The untouchable exec class are failing and it's the peasants that take the hit over and over again. XOM is heading towards a cliff edge.

Supervisor here. There was an unspoken agreement between employees and supervisors that when people were NRE we would put them in NSI to protect the team as a whole. Most employees were ok with this. Now that NRE is gone if we put the NRE engineers in NSI they will lose their retiree benefits so we are forced to put younger people in NSI. Supervisors trying to figure out what to do as they keep taking away the few levers we had to make their sh---y assessment system work. Do the math. If two NSIs in 5 years means automatic firing there is no way to protect everyone. If you have a group of five people and everyone takes a turn being NSI, after year five you have to start firing people. This is what they want.

There is an engineer in my group who was less than a year away from reaching retiree status who was put on a PIP. She was put on a pip five years ago as well so is now fired. Fired months from being able to receive retiree benefits after more than 30 years at Exxon. Now she is fired and no longer eligible for the retiree benefits. Are others seeing this as well?

micromanaged after FMLA leave ! Noticing a pattern.
So at my current BOfa job I was under some stress at home and at work and decided to take some intermittent FMLA time for stress. After 6 years of getting Meets or exceeds ratings when the Mid year rolled around in July and I was given a Partial Meets. Part of it was due to not meeting the in office day requirements vs remote days . I got dinged there.
Boss mentions that she was given an option to give me a PIP or monthly follow up meetings . She had understanding of my situation and felt I could get back to more productivity so I was told we would do monthly follow ups.
I started to notice I was given feedback like your completing the work but require follow up, Or your completing the job but these are the easier tasks. Or you are not completing things as fast as we want. This is due to being out on an FMLA day.
I'm also asked to submit summaries of How I plan to do individual assignments to the boss, something I never had to do in all these years.
Does this mean there is something going on here? If its no the dreaded PIP why is there this sort of scrutiny? Anyone else experience something similar?

Just curious if anyone knows if Microsoft, AWS, Google, Oracle are doing PIPs as much as IBM? I know every company does them, but to what extent?

I am glad they did not ask me to participate in recruiting on school campuses this year.
I could not ethically tell students that a career at EM is a good choice.
I believe that nearly zero USA recruits starting now will survive the annual PIP layoffs long enough to retire.

Even very good employees can get PIP’d by a bad Supervisor, or by transferring into a tight group, or transferring out of a group that needs a mandatory PIP sacrifice, or just ending up with a boss that is intimidated because the employee knows more than him.

How can EM recruiters lie to students to convince them that EM is a career company?

We are in such a strange place right now as a company. Clearly there is a shortage of skilled workers. At the same time we are doing everything imaginable to make the skilled workers we have feel miserable and leave. We are also hiring experienced hires and college graduates. It makes zero sense. What is the goal here?

PIPs are rarely about improving performance. They're about building paperwork to fire you. If you get one, start looking. I'm talking from personal experience.

Anyone know if the PIL document is available to view. What are the conditions and what if you don’t sign it? Does that mean you automatically get the PIP and 3 months pay? If they cut the PIP short, do you not receive anything offered in the PIL? What about benefits like medical and pension balance? Do those get forfeited?

I have coworkers saying they received their ranking and were put on NSI for multiple categories and good on a few. They said they only have to meet their goals for two months for the NSI categories. I thought it was 6 months to meet all the goals and I didn’t know you could get NSI in only certain categories, I thought you were ranked NSI or you weren’t. This is for hourly employees. Does anyone have any incite on how the process works now?

My manager put me on a PIP. He basically made it clear it was either him or me without coming out and saying it directly. Then he told me this whole story about his newborn having health issues, his parents struggling, and how he can’t afford to lose his job since he’s the main earner in his family.

What about my family?

SPMP season draws nearer, for some Office spice have copilot generated list of random employees as low performers and selected for PIPs. Have this list printed to a random printer in the Houston and let the fun begin

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?

A special salute to the advisors, the advisors-to-advisors, the managers supervising advisors who advise other advisors, and the advisory committee dedicated to advising the advisors on how to advise.

Another year in this corporate obstacle course.
We crawled, we limped, we pretended to “align with strategy,” and somehow we’re still here.

Cheers, survivors.

I thought it was supposed to be a year.

Share if you hearing new wave of employees reduction attempt by management. Either in not meeting expectations, Documentation, or HR guidance or the ultimate PIP.