#pip

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.

Lots of good info sharing and advice sharing here as IBM ramps up PIPs and RAs to levels no one thought possible. In 38 states below it might be a very good idea to record all mtgs with your mgmt. to protect yourself and your rights.

In the United States, you can legally record a conversation without telling the other person in 38 states and Washington, D.C., provided that you are an active participant in the conversation. These are known as one-party consent states, meaning only one person (you) needs to consent to the recording.

https://www.rev.com/blog/phone-call-recording-laws-state)

It remains a federal crime to record a conversation that you are not a part of (e.g., leaving a hidden device in a room to eavesdrop on others).

States Where You Can Record Secretly (One-Party Consent)The following states allow you to secretly record conversations you participate in:

Alabama
Alaska
Arizona
Arkansas
Colorado
Georgia
Hawaii (Note: Requires all-party consent if the recording device is installed in a private place)
Idaho
Indiana
Iowa
Kansas
Kentucky
Louisiana
Maine
Minnesota
Mississippi
Missouri
Nebraska
New Jersey
New Mexico
New York
North Carolina
North Dakota
Ohio
Oklahoma
Rhode Island
South Carolina
South Dakota
Tennessee
Texas
Utah
Vermont (Has no specific state statute, so it defaults to federal one-party rules)
Virginia
West Virginia
Wisconsin
Wyoming

What is the point. All they have to do is wait for 3 months and LR you without any explaination.

Second-line manager here.

We’re getting pressure from above to put some team members on PIPs.

There are likely to be a lot (and I meant, A LOT) of RAs before December.

Stay safe, guys.

There are going to be some hidden RAs in all BUs using PIPs.

Record any 1:1 with your manager and any document showing your performance.
Save all your emails and keep them safe.

If you are on PIP you are a target (you are going to be fired from Indian Business Machines).

Save as much as you can from this sh---y company.

During my most recent Talent Assessment, my manager left No for Expectation Met.
I discussed about this in my 1:1 to know the reason behind this feedback. Didn't receive any constructive response and got a standard response. I was informed the next steps would be HR would be involved with weekly tracking. This whole thing has been a shocker to me as I'm working on high impact project now and delivered good in the last quarter.
I asked if it's part of PIP and was told I'm being setup for success and it's a procedure by HR to correct the course of action for the Talent Assessment result.

What can I expect next and how long do I have before they go through the lay off procedure which I'm kind of expecting at this moment.

Y’all, I know that the PIPs and RAs across the board are truly unsettling, and in many cases, just wrong. On the flip side, the amount of incompetence is mind blowing - people lack fundamental product and business skills here. Very concerned about we are all gonna get it if we don’t get it together.

This is embarrassing, but I didn’t have any job lined up, so I had to choose PIP while actively searching. I found this website and others experiences... they completed every PIP task and still got terminated. Is it really out of my control?

most teams understaffed, then on top of that MLRP PIP and insulting feedback from those who know nothing about the subject matter every year, depressing campus environment, constant turning employees against eachother all for 1-2 % hikes, what is the point? who is actually doing any work? is any work needed? then constant quitting of people, constant hiring, no stability, manager changes ,role changes org changes , staffing process change, polaris change, this change that change — how are we all just pretending this is normal? where are the human leader voices?

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

There are a few PIPs in Bangalore (India).

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

https://techrights.org/n/2026/09/01/PIP_Layoffs_at_Microsoft_Even_in_India.shtml

Already posted on reddit. Posted here for stats.

US. Software

European, 32.

I was indentified as LP (Low Performer). PIP goals are not clear at all.

My manager was always very friendly with me but not clear at all with my performance in the project.

Adding myself to the list: Sudden PIP after years of being rated "exceeds", getting bonuses, equity grants, etc. Demographics-wise, caucasian, over 60.

If this happens to you (and it could, even if you don't think so!), do NOT take it personally. It is not a reflection on you, your value as a person, or your potential.

Presumably in a month or so, we will discover what life as an ex-IBM'er is like...

When we’re on a PIP, is it necessary to put in the effort to meet the goals, or is it not worth it? Should we just do the bare minimum and leave it at that?

So many people in their mid career age are resigning. Add to that the number that have been PIP forced out and we won’t have anyone in their 40 year age left. I guess people have realized the promise of the pension is no longer real. I for one have seen too many people forced out after decades of high assessments to believe they’re isn’t a real effort to force people out before they can retire at 55.

Do we expect cuts, whether as RA or PIP, to take effect (i.e. victim out of the company) at the end of September, before the start of 4Q2026?
If so, when would the people affected likely find out?

Are departures that we are seeing on LinkedIn considered as #Exxodus 3.0? Or just PIP/PIL employee squeeze.

Will I lose my RSUs if I am PIPed and fail the PIP?

For the influx of PIPs coming in, where are you located and which BU? Before someone starts yelling “WHY DO YOU WANT TO KNOW?”, it’s because this would help folks in these countries/BU to know what’s coming and start looking for new roles.