#pip

Since most dfs sponsored employees will not map to a new Cof job role that sponsored employees, they are being sacrificed for year end.

“Since these employees will likely be impacted in March by the job role mappings, it makes sense to target them for calibrations. We need to protect our headcount’s as we aren’t getting any backfills approved”

The Gores believed in "no leadership without followership." The leadership team is such a corporate joke anymore, that no one has even said the word "Followership" in YEARS.

Bob Gore said, "ANY associate should be able to approach Bob Gore and say, 'I think what you are proposing is not fair.' And Bob Gore better listen - or he is not much of a leader." Now the company is full of yes men and corporate robots. You cannot question anything without being fired. Performance Improvement Plans or PIPs were always meant to guide associates, not to push them out as the first option. Not with this leadership regime.

The message is very clear, "get in line, or get out." In fact, Brett Snyder said that in the botched "Culture Refresh" after they gutted the Core Tech Division. It was not a refresh, it was a warning: "This is the way it is and you can leave if you don't like it." That was shortly after many of our work family were laid off or let go. Extremely tone deaf.

They want to 3X the value of the company so badly, but no one believes in it. No one understands how it will be done. Leadership just blindly repeats it over and over. The turn over rate is crazy high and the average tenure has dropped dramatically. Who is going to be left to celebrate 3X with them?

The heart and culture that made Gore special is completely gone. It now truly is just like every other corporate place to work with useless management - AND terrible technology.

RAs are coming in Dec.
Many are on PIP from Nov 3 to Dec 4, so termination and probably RA will be Dec 5th
Sales will be eliminated. All will become TSL
If I can get help, please:
1- I have deals that will be closed in Dec. If RA is before it closes, I will not be paid?
2 - Also, if I don't accomplish the PIP, will I not get severance?
3- Last week I was able to put together an amazing proposal for a client - hoping it will save me. It will for sure be an insane amount of work. Is it worth it?

Almost 10 years for me of his toxicity, I am finally ok with leaving IBM; I honestly don't want to stay any longer. I have PTSD at this point. My team is horibrle, mean, abusive, nasty, realy awfly awfuull. I need to pick my pieces up, but I cant stop thinking about the fact of how unfair it is IF THEY KEEP MY COMISSIONS

I just found out one of my old supervisors got piped and is failing it. This supervisor was a soul less evil person. She would ki-l her own mother if exxon asked. She piped out my old co worker a few years ago and told him he did not deserve it and he would easily pass the pip. She was nice at the beginning but during the midway meeting turned on him and told him he was not meeting the expectations. She was the hatchet woman for the manager. She got a new manager and he did not like her. I do not feel sorry for her a bit and she is getting what she deserves. I think she is in her late forties because she was pleading for her job to the manager. I love when exxon turns on the ones that feel untouchable.

Ok I just quit this he-l hole after being told I was not performing up to exxon s standards. I was told that if I did not step it up I would be placed on nsi pip next year. I have been working 50 hours plus and doing extra work. My supervisor said it was not enough and more was expected of me. I was new to this group and the circle of friends was already set. Several of the other engineers sc--w off all day and talk to the 1st supervisor and the manager. I knew I was sc--wed the day I was moved. One engineer spends all day flirting and talking to the young girls on the floor. Here is the real kicker my supervisor has a psychology degree and the manger has a microbiology degree. I am getting told what to do by people that have no idea of drilling or well completions. My supervisor read off something that was prepared for her to blast me with. She also ki-led me because of my work from home schedule. During my last 1 on 1 f ukig I lost it and told her I was resigning immediately. She was shocked and backtracked her treatment of me. I was contacted by the manager who told me I was overreacting and if there was any thing that would make me stay. I told them both nothing would because exxon was toxic. HR called me and wanted me to sign some bs paperwork. The paperwork stated that I was leaving on my own and would give up my right to sue for wrongful termination. I told that hr a hole to stick it up his ar-e. Goodbye to sick exxon and I suffered 5 years of he-l at it. In all my time at exxon I was always told I needed to do more to perform more. My ranking was always vg to excellent but the constant criticism finally got to me. I think it is just the way exxon tries to motivate and intimidate employees by fear. No amount of money is this constant belittling.

Keep working and keep collecting that paycheck. Don’t resign just because they’re forcing RTO. If they want to push you out, make them go through the formal process, including a PIP if it comes to that. Managers hate dealing with PIPs because they’re awkward, time-consuming, and require documentation. Use that time to your advantage.

Resigning voluntarily can jeopardize your eligibility for unemployment benefits, so don’t make it easy for them. In the meantime, start applying for other jobs, guys.

I've noticed that a lot more people in Europe are being put on PIPs than in previous years. What's the reason for this, especially considering how difficult it is to fire employees in Europe?

I have a question. I recalled an event that occurred back when I was in Fidelity, a couple of months before I got laid off. I feel like I was being PIPed, but wasn’t sure if I was PIPed. I wanted to ask what a PIP is really like at Fidelity, whether I was really PIPed or just thrown into a weird situation, or a mix of both.

I had a stretch where I wasn’t doing too hot at the firm at the time this happened. My personal life was terrible, and bled into my work life. I wasn’t meeting standards at the time. Frankly, the role I was in was asking for a tech lead, and I was nowhere near close to that. There wasn’t even really any onboarding process to the team. I don’t know how I was placed in that role to this day. My previous manager and I would have conversations where they said “we’re going to move you to a new team, and get you out of a really bad situation.” But now, I just had my second reorg in 3 months, so now I had yet another manager unfamiliar with me, who was taking over me and other engineers to start Q1 of the year. Still, I took accountability for my own performance.

This stretch with my home life began a few days before I met this new manager. We met regularly, talked about work I’m doing, etc. I was honest that I was struggling, but never told them what’s happening in my home life. During quarterly meeting, I saw them in a closed Fidelity office. They looked almost emotionless. Suddenly, I was getting ripped about my performance. I knew it was coming, I didn’t speak during a lot of the scolding because I knew I wasn’t doing good, and held myself accountable. I wasn’t afraid of holding myself to a better standard and wanting to be better. I just lacked the bandwidth at the time.

Then, this manager asked me to sign something. I wasn’t sure what they were asking me to sign, all they said was “you need to sign this on Workday, right in front of me on camera”. I felt weird. I knew something was going on. I asked the manager to tell me what I would be signing. The manager said “just sign it”. Our conversation became me asking them “what happens when I sign the form”, and them just telling me “sign it” for about 10 minutes. Sometimes, I became a little bit hysterical in the conversation, I think they knew I knew something was going on. The manager would sometimes get silent in the call, I saw anxiety in their face. All I knew was that this manager was straight up honest with me for the entirely quarterly meeting, never afraid to speak their mind, up until this point in the conversation. I hate to say it but I gave in and signed the form. They said thank you, geared up to leave for personal leave for about a month and a half, and said we’d talk once they were back.

It’s not like this new manager I had was poor. In fact, they helped out by giving me resources. I took advantage of those resources they gave me, and the performance was like a difference between night and day. I went from performing like IP to EP in under a month. Didn’t matter, though, I got laid off anyway.

The layoff itself was messy. I began delivering work that was high above my grade level. My team lead and I spoke about how well I was doing, and that they and the whole team were proud of this work I was doing. A week later, the VP of tech called me in for a personal conversation to inform me I was laid off. The VP told me I could talk to my manager about any questions, but my manager was OOO until late into my last week at the firm.

I think that new manager I had is a very kind person, who knows how to hold people accountably, but when an uncomfortable conversation happened, they didn't operate best. They were also working with incomplete information about me. I was just in a situation where my BU reorged me multiple times, I was the only one in my product area located in my office, so they didn’t know me like everyone else under them. I was flustered with home life, and this manager did not know me well. This was the first manager that I did not share my home life situation with. A manager can try to help out as much as they can, but it’s on an employee to do what they need to do with that help. Although they’re people like us, they say you can’t trust a Fidelity manager.

When I informed my new manager about how my old manager planned to place me on a new team, you could tell they were confused or was not informed of the ideal change because their eyebrow raised. That made me think somebody in management dropped the ball in communication with this new manager about what plans were for me. Didn’t matter at that point, I was already almost out the door. I had an idea of why I got laid off, I just wasn’t sure if I was formally PIPed. I asked my manager if I accomplished everything they asked me to sign in our conversation, they said I “went above and beyond”.

In my case, I wasn’t sure if I could say this was the first time I was PIPed. Goals were laid out for me to accomplish. It wasn’t like they were unattainable - I was already on a team that was kicking my butt since they needed someone who was a tech lead. But then I started performing really well. I used the resources my manager gave me, I thought everything was gonna be better. Plus, if you’re on a PIP, wouldn’t you just be offered an ultimatum to leave, anyway?

Also, what does it mean if a manager asks you to sign something on Workday? I still speak with Fidelity managers and HR regularly, even though I left a while ago. If I needed a job, I’m not sure if they’d see something on my record that’d prevent me from working there again.

Thanks to whoever read this!

I was PIPed. Absolutely crushed my PIP. Then RA'd during the following RA event. The RA cycle is a way for them to push out the PIP survivors. Unless you have a very strong network of lifelines in other parts of the company you are done at IBM.

Exactly what @jr+1m3jare07 said.

I was put on PIP today in France. Software.

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

I have a very unpredictable, passive-aggressive manager, and after reading the PIP post, I’m concerned he might try something similar with me. I have received leading performance ratings multiple times over the past few years, yet he’s suddenly turned his attention toward me for no apparent reason.
Several people have left his team because of his toxic management style. I also have a good relationship with his boss, whom he clearly dislikes, which I suspect is adding to the tension. How do I proactively document everything and protect myself in case he tries to put me on a PIP?

Another poster mentioned, in another thread, that Comcast NBCU may try to reduce headcount through the annual performance review process.

I’m concerned this is happening to me. Last year, I got a glowing year-end review from my manager but my mid-year review was mediocre.

Has anyone gone through this? Is there anything I can do to protect myself? Would I be eligible for severance, if I were managed out? What would come next (a PIP)?

I would have never joined this company, if I knew this is how they treated employees. I’ve never received a bad review in my professional career and am overqualified for my role (my boss is insecure). I made the mistake of taking this job over another offer.

And we are hiring people we PIPd as contractors after we PIP them! WTF!

This is messed up.

Can you actually prove that the reasons for putting you on one were unjustified?

Exxon just reported $15B+ in quarterly profits, $16B+ in cost savings since 2019 and we're still talking about PIPs and people getting pushed out. remember those 2K job cuts announced last year? now more discussions about performance plans, restructuring, people wondering how long they have left. PIP, layoff, fired... different names but same result if you're the one leaving. doesn't seem like this is slowing down...

Several examples of recently PiPd employees being hired back as contractors. Sure does feel like great info to use to justify a class action lawsuit. If they were such terrible employees why in the world would we want to hire them back as contractors!

A few folks I know or work distantly with have suddenly left in the last week or two, definitely not by choice. Are people getting quietly laid off or put on PIPs that set them up to fail? Do we no longer do the big earnings LRs?

I'm hearing comments about PIP's and people feeling that they are being pushed out by HR over whatever the newest performance metrics are this month

Middle to end of October 2026 is when the self evaluations are sent to mismanagement in the form of a Google Slide. Then you are required to put in your self evaluation in Workday as mismanagement have performance calibration meetings to decide who to put on a PIP an fired. A nonstop nightmare. The only good thing is even those at the VP level and up Senior VP have to face stack rankings too. It feels good !!!

F* Capone.

Are weekly Workday check-ins replacng formal PIPs? I've heard several folks say that weekly checkins documented in Workday can become part of a term process without a formal PIP... OK... employees need to know whether a check-in is routine coaching... or a corrective action step. not sure if someone knows more.

Does anybody have an insight on how these dashboard work?
has anybody been given a warning or pip for not adhering?

You have to remember that at least there's severance when you're laid off. After they spend the allocated amount for that, I'm certain they'll simply start putting people on PIPs and firing them - deserved or not. PIPs are not as simple and clear cut as layoffs but they're much cheaper.

Today I plan to tell my a--hole of a boss to go and disrespectfully fu-k himself. That man put me on a PIP for no good reason and I plan to burn that bridge without a second thought.

What is the package when one is on PIP and not showing up for ‘meetings’?

What is the point of working there if one is already on PIP? Can you just say “ give me the package terms, and if that work out for both of us, I will leave quietly like others who were LRed”

Executives have done a great job destroying employees in HC10 countries. Everyone has zero confidence in the management and worries constantly about losing their job to India and being unfairly PIPd before reaching retirement age.

Hi, I'm likely going to be forced out via a PIP in the coming weeks, and I was wondering where to look outside of IBM for a new job? I'm applying lots of places, but has anyone had success in a particular company?

I'm in the US, but any state would be fine for me, I don't mind relocating. What companies are treating their employees better? Remote work options? I have 4 years experience so far, so I'm having a hard time finding roles that fit my skillset and experience level. I hear that's enough to be a Senior software engineer most places, but most of my work is frontend so it's a lil difficult.

I'm also LGBTQ, which I don't want to make a bug fuss about, but that can be hard with employers, sometimes.

Any advice is welcome and appreciated! It's a tough market, but I got people who depend on me, so I really need to figure something out.

Hope everyone is doing okay and staying safe!

Has the nine-box talent grid always been a thing at Carefirst? I am hearing that we are being evaluated by managers, directors and VPs who have no interaction or direct oversight of our work. Has it always been a thing or is it an excuse to PIP more people so its easy to lay them off or shaft their AIP next year?

How can supervisors game the system? Rank system is so sc--wed up. Seems like the best approach would be just to cycle everyone through the assessment categories and take turns being PIPed. Would need to keep people with enough years in their current CL high to try get them their CL promotions as quickly as possible somehow.

There’s a lot of talk about PIPs and I was just wondering if anyone in Europe has successfully perused a claim against IBM in their labour court or similar?

I’d be surprised if not becuase there seems to be a lot of PIPs in Europe despite it being illegal.

Please? I know there are check ins and goals, but I'm not clear on what they involve.

A friend on my team, a CM was written up (PIP) for “idle time during calls” aka listening and talking to our mbrs. I helped review screenshots and they weren’t idle, flipping through screens and taking notes. When they tried to contest it HR said the rules are “at the managers discretion”. They brought it to the attention of AD and higher but got nothing but bs about ‘having everyone’s best interests as their highest priority’. When we, as adult professionals for goodness sake, can’t get any support from anywhere and are at the mercy of a sh---y bullying manager what are we supposed to do??? Anyone?

I was put on a pip in early October. I know I will get fired. How much time I have left?

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

Two employees do the exact same thing. One is a hipo and the other a common peasant.

When feedback arrives the peasant is told they met expectations but it was a very competitive rank group and they are now in a PIP.

Meanwhile the hipo is sent in a speaking tour to share how their genius way of working has revolutionized the industry. They present a word salad of meaningless executive speak and slides created by planners to make them look good. They remain assessed as outstanding.

Two people were let go today, performance based not a layoff. Just a PSA, they are still at it, pip-ing the workers into oblivion.

Well this next year will be fun rankings. Many US workers leaving and the headcount reducing meaning fewer spaces in O, E, and VG. Prepare for even more downward pressure in your rankings. The PIPs must continue!

Next round targets specific groups:
If you are below meets expectations
If you are on a pip
If you average less than 3 days a week in office
If you average less than 7 hours in office per in-office day
If you are sole team employee at location
If you have a history of over reporting to HR

Bye!

I was laid off from microsoft IDC about a month ago and honestly the stress is getting to me. i have over 6 y of experience in swe engineering and thought having microsoft on my resume would make finding another job easier... apparently not. i've applied to 400+ positions and received exactly ONE interview call. i've tried naukri, instahyre, referrals, linkedin, cold messaging recruiters, pretty much everything and nothing seems to be working. what makes this soooo frustrating is how things ended at microsoft. i received a lite performance rating that i felt was completely unfair. my manager told me it triggered a choice between pip and gvsa, apparently because of some new hr policy. he kept assuring me the pip was just a formality, that the targets would be easy and that management believed in me. yet somehow i ended up with a rating that put my job at risk in the first place. i eventually decided to take gvsa and leave... and now i'm wondering whether i made the right decision. one month unemployed, hundreds of applications and practically no response. i'm based in bangalore and have been applying to fintech companies as well, both directly and through referrals. still nothing. people keep telling me to lower my salary expectations, but after spending years building my career it's difficult to accept that i might have to take a significant paycut just to get another job. i'm hearing about experienced engineers spending 6 months, 9 months or even longer looking for work... which is honestly terrifying. i'm trying to stay positive, but i also have plans for my life, getting married, buying a house, traveling. all of that becomes much harder without a steady income. i thought having 6+ years of experience and microsoft on my resume would actually mean something in this market. right now it feels like none of it matters.

Should I start the job search right away?