#pip

What is actually happening to the low performers? Just not getting the “much higher “ gdp? Will there be a layoff targeted at them this month? It sounds like not all are getting PIPs

AK made clear on feb office hours that 15-70-15 here to stay. Is this means 15% layoff every year in the form of PIP?

Do “regular” one off job eliminations get offered severance? Worried superfluous PIPs and bogus fires will start next. Our org says we’re done but it sure doesn’t feel like it

Yes, with layoff you get severance, but with a PIP you get a year of pay and you might even get to stay after it. Most people prefer to be laid off between the two but I think PIP gives us better options.

A few people in my general group (Risk) have been put on PIPs. Is it safe to assume that they will be laid off or fired? Will they get severance? This is a new tactic in my area. How does this process play out?

Is there a time period or deadline after the year end evaluation the employee is told they’re on a PIP plan?

Disappointed in your performance. See, I have expectations too, and you have not met them. I have quietly been evaluating, showing grace, providing feedback to no avail. You are formally moving to a PIP and I will be severing this relationship if your performance as my employer does not improve. I’ll be documenting your progress towards the desired weekly. Signed, your hard working humble employees.

Had a mid career experienced hire employee tell me he just likes to keep his head down and let his work speak for itself. He is on the fast track for a PIP. The psychos will notice and take huge advantage of him. I tried to warn him.

anyone else been put on a PIP recently? I had a meet expectations for end of year stuff but had a suspicious meeting with my sup about goals and a doc of improvements and now think its weird that happened. it wasn't us talking about goals. talked to someone else from another team and they had a similar experience but had a needs improvement end of year review. neither of us got anything from HR but maybe we shouldn't expect an email at this point.

Rated IM for the first time in 8 years. How long do I have.. to look for another job?

All the complaints around severance, PIPS, notices etc…. It’s a mixed bag of confusion on purpose. Designed to frustrate you and have you just walk away and not follow up. Tons of gaslighting, shuffling of meeting times and mixed message. It’s not disorganization, it’s the plan. A meeting invite to “discuss things” , your PIP. You show up and no one else does. Then much later an apology as something more urgent came up that needed attended to so a reschedule is needed. This will happen a time or two. It’s all designed to keep you on edge, stressed so that you’ll leave.

The same applies to the severances. “Any questions, concerns or updates needed just contact this number\email\person etc..” and when you do, no answers, no return calls, no traction. If you’re persistent enough you’ll get somewhere but again, its all be design.

All in all, they just want you to go away with little to no hassle or fuss. Trust me, this is the plan at work. None of it is illegal but certainly pushes the boundaries of the Citi trustworthiness, honesty, yada yada…but they don’t care. It’s the bottom line that matters and the bottom line is that you have to be ran off in order to make up for the lack of the return on investment on AI that was promised to the board. Unfair or not, this is all there is to it.

Does anyone know for sure?

Any leadership that can anonymously confirm?

Does the manager provide a list of names - ie. Told he has to cut 2 of his 10 people or whatever?

Or does it happen above his head?

Just curious

I’ve fired people before that were on PIPs and had known issues but never done layoffs

Hello..

Hope you all are having a better start to the year than me!

I need advice on what should I do to protect myself and if there is even a remote chance to protect myself or is the writing on the wall loud and clear ..

I am a P4 - LBEC...

1. May 2024 - I was displaced. While on notice, in August 2024 - I was re-hired in this current role. (different role/org/manager)

2. Mid year rating in 2024 - IM (I was not even there to get the rating, was already displaced) , 2024 end of year rating from the current role - IM - I was told as I started in August (it should be 'new to rate', but as I am a re-hire, the mid year rating will be CF).

3. 2025 - Mid year rating is a Meets. Regular manager check-ins "you are doing great, keeping doing what you are doing"...November I receive a Manager spotlight award..

4. End of year review - IM.. I was shocked to say the least.. when I asked my manager, he said, its not his feedback but a matrixed feedback in the calibration and also when comparing with other P4s.. I even pointed to multiple stellar 360 feedback I received contradicting the matrixed feedback, all my manager said, these 360 feedback is from your stakeholders and people you worked with, but they do not report in our org and was not present in calibration... I was speechless but did not challenge it. .. did not know what to say !

5. I wrote an email back to my manager and cc'ed skip level - not to challenge but to point out all this and that i was never ever told that I am an IM.. no response from either..

6. Yesterday Manager told me of course no raise no bonus for me...and he saw my email.. and he agrees... the feedback should have come sooner than calibration.. but as he is new.. he is also learning...

That's it...

1. I am now in another team, supposedly reporting to another manager, but she put her papers down, so I am back to square one reporting back to this manager again.. who has no clue of what i am working on.. and honestly does not care or has any interest..kept telling me we will continue this until a replacement comes in..

I am definitely looking for jobs .. but also wanted to understand... what can I do to protect myself or change this "I was new or yes I agree feedback should not wait until calibration" narrative... or is this all a strategy to put me in PIP and eventually let go ?

Thank you all for your time and inputs.. I am grateful.

For my 2025 mid year review, I was given an IM. Second half of the year, my manager acknowledged things were a lot better but still gave me an IM for the EOY review because he "had to consider the year as a whole". Now he tells me because I have 2 IMs in a row I need to be on PIP according to HR. His review had the most bogus generic points just so he could embellish why he was giving me the poor rating.

I should probably be looking for another job now but does anyone have any advice? Is it pretty much over now that I'm on PIP? Should I not sign any of the PIP documents? Ive already opened a ticket with HR to have all of this documented going forward but my managers assessment just seems completely unreasonable.

15 percent of high performers across all band levels are be rated as low performers to reduce bonus pay outs. This is the next move on attrition. Next steps may be pips and subsequent layoffs. You would think a company as large as IBM would be able to handle this differently. Hopefully people who know they are high performers that get a low performance review know this has nothing to do with them and everything to do with the dysfunctional management team at IBM.

I was placed on a formal coaching plan and, despite making progress, did not reach the final performance threshold. Now waiting to see what comes next, hopeful for an extension to continue building momentum. Anyone else have feedback on how coaching plans pan out if you don’t meet all of the requirements?

With a pip. What a horrible company

My coworker got a performance plan and he's treating it like a notice to leave. He's not trying to improve, just looking for a new job. Is that the standard outcome?

No big changes

The first flakes drifted down over the city, soft and silent, promising a weekend of snowdrifts, frozen driveways, and the kind of cold that makes you grateful for firewood and LED candles. Neighbors huddled indoors, swapping soup recipes and checking weather apps like fortune tellers.

But inside the office buildings, another kind of storm brewed. HR invites fell like icy pellets: “We regret to inform you…” As those words echoed, the blizzard outside was matched by a blizzard of layoffs and PIPs inside. Cubicles emptied of cheer faster than sidewalks, and the chill wasn’t just in the air — it was in the morale.

Employees joked darkly: “Winter is coming.”Some meant the snowstorm barreling toward the city. Others meant the quarterly layoffs and PIPs barreling toward their careers. Both were inevitable, both demanded preparation.

So, just as families stocked up on groceries and salt for the driveway, workers stocked up on résumés and LinkedIn updates. The fireplace crackled at home, while leadership churned out performance metrics and “action plans.”

And in the end, everyone learned the same lesson: whether it’s snowflakes or layoffs and PIPs, winter always comes — and the only way through is to be prepared, keep warm, and remember that spring eventually follows.

Heads up that off cycle PIPs do happen at Exxon. I was put on one this week outside the usual review window after generally positive feedback. Posting so others are not caught off guard. Document everything and ask for clear expectations.

Ebrahim Poonawala (Bank of America) asked about the sustainability of revenue growth and margin targets if the environment worsens; CEO Robin Vince highlighted BNY’s agility and ability to adjust expenses, emphasizing their diversified revenue engine and reduced macro sensitivity.

Is it true that upstream, downstream, and EmTech have different PIP percentages, and which one has the lowest?

one google search of forced distribution and differentiated performance gives you thousands of articles about why it doesn’t work and why it’s terrible for morale and collaboration. yet now we’re forcing people to be ranked and PIPed just to fill a quota. its nonsensical. why am i coming into the office four days a week to “collaborate” with my peers and help them outshine me? why would i bother trying to meet my goals when a percentage of my team has to be ranked low just because it’s required? if you want to let people go just let them go. why do they put us through these humiliation rituals?

https://www.hcamag.com/us/specialization/employment-law/ibm-faces-age-bias-lawsuit-alleging-impossible-performance-improvement-plan/561411

The news comes just in time when 15% low performers would potentially be put on PIP

My manager told me directly today that the entire company is forcing managers to give employees low ratings.
Time to leave, guys. They’re trying to get rid of everyone in the U.S. Leave this sh*thole, and for anyone considering coming here—please don’t.

Did this same scenario happen to anyone else? I was put on a performance plan for 30 days sept 24th with a list of things to get completed. I had arguments of course of what was written on it. All bullsh-t of course. Even still I did all the things and in a meeting my boss even said I was working towards improving and looking better. Blah blah blah
30 days come and get a meeting invite and told to stay home. Literally got let go exactly 30 days later Oct 24th after my so called performance was improving.
My boss was literally reading from a script telling me I’m let go and I will receive a letter via email to sign. About a week later I received the email I had to sign it or I wouldn’t get my sh---y 60 day pay.
I see others got let go in a different way. Either way this can’t be legal. What do we do? Can we fight this?

The automatic rank everyone lower…
The place people on PIPs…..
The lack luster severance…..

Its all done to run off people to avoid any severance payouts AND it’s all designed to recoup money.

1.2 billion $ Russia mistake…the AI promise of cost savings….all black eyes and recouping money any way they can is the make up to cover it up.

So, use this as motivational fuel for later. The job market will get better. Trust me, there are jobs out there that pay more money than Citi, even more so since Citi is not giving up any $ for bonus’s or raises. Citi would have you believe that you’ve got a better deal “here” but at best Citi is average on pay and perks. This…all of this….that Citi is doing is a well rounded snapshot of what Citi thinks of you and your worth.

Take the hint and when things turn around, start seeking jobs outside of Citi even look beyond the financial sector. Use all of what Citi is doing to sharpen your focus on leaving. Use it as motivational fuel to leave once you find something comparable. As far as the return to office jargon…..you might as well work somewhere else for more money and go in the office there instead of here for less $.

The first batch of Performance Improvement Plans goes out next week. HR defined the Performance Improvement Plans, and they have been standardized and nearly impossible to pass.
If you have a feeling you are going to get a Performance Improvement Plan next week, your hunch is probably right. Your not likely going to pass your PiP, because Microsoft HR defined them for employees to fail. The best thing you can start doing next week after being handed your Performance Improvement Plan. Is to so stop preforming any work and focus on updating your resume. On your Resume, you want to give yourself a fake Microsoft job title that makes you sound like you are really important, in fact using your Microsoft manager's job title as your own is a great idea, On your resume write boasting about all the important work you have done, knowing its total bs. Then start applying to jobs, in between watching Hulu movies while at work.

I had a call with my manager who mentioned that the stakeholders are not happy with my knowledge and that got me a 4 and he's going to 'help' me with that in this year with that..but now how to know whether there's a pip or not? Nothing was mentioned in the call, but in the comment it's mentioned he would help me with a development plan ..does that mean it's a pip?

Performance Improvement Plans recently. We think it was due to a Customer interaction with the two. The customer probably called Starbucks Corp. This is the first time I’ve heard that Starbucks can give employees Performance Improvement Plans.

It went to someone in our group. The person was told what they were being paid to actually do at Ford did not include being a Social Media Influencer all day long while on the clock while working from home the past two years.

Surprising the person got off with a Performance Improvement Plan handed to them and not fired and walked out the building for everyone to see. Like a Perp walk.

We're all excited for $6 chickens and looking forward to a protein-packed new year.
Spy cameras have been installed in working areas.
PIPs on the table, get ready for another inconsistent.
5-day RTO seems to be the biggest circulating rumor?
Anyone think there's a real possibility of leg irons at the desks?

The combined total of 75,000 full time employees with 50,000 at c1 and 25,000 at discover will lead to a 20% quota of employees to be fired in stack rankings, a total of 15,000 employees out in PIPs for termination with low or no severance.

I’m definitely betting on more PIPs, setting up for it by completely unrealistic expectations, and most likely RTO as the now well-tested way to push people out.

I have hit all my goals and performance metrics, and still receive a partial meets. Which put me on a PIP. Is a PIP just a way for the company to let someone go without giving them a package, like they did in the past when it was a layoff?

Has anyone used a lawyer in Florida to fight this when it has happened?

After the several rounds of layoffs and Intel using performance management to reach their final HC:

If you get put on a PIP, consider it a paid interview process… don’t even bother with burning yourself out at a company who is trying to wear out good employees.

How many people placed on PIPs were truly underperforming? From what I have seen, the number is close to zero.

Got put on a PIP that was never designed to be completed.
It started with a vague “needs improvement” label and daily „coachings“ with my managet. Th quickly escalated into a four-week PIP loaded with moving targets, heavy process work, and constant check-ins.
When you actually do the math, it would’ve taken roughly 75–80 hours a week just to keep up not to improve, just to comply. All within a standard contract.
If they do it to you don’t just nod and sign. Push back. Ask for an HR re-review of the PIP. Don’t give consent. Document everything.
HR is not your buddy but forcing a review buys time, creates a record, and gives you space to think.
In my case it was never about performance. It was about process, optics, and a clean exit.

With the high degree of managerial incompetence that is plaguing this company how does one mange to let himself be PIPed out ?
Proving that someone is incompetent and is not performing well requires some degree of technical sophistication that MOST of the managers we have are not capable of.
I have seen this a lot around here, oh they put me on a PIP. Technically it is very difficult to fake prove that someone is incompetent unless the person is indeed incompetent. The performance factor will always be arguable and no judge in this world will grant Cisco reasonable grounds for termination with the current workload level most of us have. Adding more to that to push you out is practically impossible. The current workload as is it is already border line, medically and from legal perspective.

So my opinion is that when I see that people are complaining about being PIPed out, is that they really needed to be