#pip

So I received a lovely needs improvement fir my year end review, I was shock, I guess I was the target of that 5-10% percentage that a manager needs to give for needs improvement… so what’s next, 1-3 or 3-6 min til Termination??? So don’t need to pay Severance?? Is that the plan? Hope is not backfire, cause no one left to work LOL.. cheers, Happy Holidays to all, until next year

Pivot assignment: make Amazon stock price reach $350/share in the middle of 2026 without doing further layoffs (forced or RTO/silent).

Sales org is continuing to lay out PIPs or "Plan For Success" to hide from mass layoff announcements. Really unfortunate timing as my cohort of AE's and Account Directors from April 2025 are getting the short end of the stick. This industry isn't going to turn itself around anytime soon and has a long uphill battle against AI that is a free or minimal spend for clients.

If you receive a PIP, just focus on a new job. PIP = Paid Interview Program

Since when does ‘meets expectations’ require significant achievement? To me this sounds like giving management the green card to start PIP-ing those still left. Anyone on the bottom 10% of who is left after 40% have been cut. Anyone with a real performance issue would not have survived all the recent mass layoffs.

Is it just me, or are PIPs specifically designed so employees can’t succeed, and the end result is always termination? I'm starting to feel like this is the case, but it could be just me.

Another year, another Excellent ranking, 0% last year and 3% this year. I think the only motivation is to getting PIPd and really I don’t think that’s too hard. Just be friendly. I’m going to try doing the bare minimum next year but remaining friendly and see what happens. Hard work clearly isn’t being rewarded so I’m done with that.

They almost never say the quiet part out loud. They build a “paper trail” that makes it look like performance… even when the numbers don’t line up.

Common plays:

Inflate quotas to levels nobody in the territory has ever hit.

Move accounts or shrink territory potential, then blame you for lower output.

Suddenly start documenting “issues” after years of no issues.

Switch you from retention-heavy to acquisition-heavy segments with no rationale.

Push older reps into PIPs, even when metrics are objectively normal for the segment.

Put you under a manager who’s “resetting the team culture” code for turnover.

Replace you quietly with someone 20 years younger at half the comp.

On paper it’s “performance.” In reality it’s engineered.

Where PIPs lurk in the halls… waiting to swipe your livelihood.

I was told that I can be on PIP next q. If I am on PIP, does it stay on my history incase of looking for another job or for anything in future? Also, can I use my PTO while in PIP?

This shady a-s company is looking to reduce headcount more and will find any reason to force people out. Look out for yourself and keep your eyes peeled for a new gig if you are able.

Heard over 300 more stores will be sold off to agents in the coming year. Polish your resume and get out while you can. They'll either pip you out with these high quotas or you'll be working for an agent.

You’re seeing more and more AEs talking about PIPs on the rise. Not because performance suddenly tanked, but because targets quietly drifted into fantasy-land and Dell doesn’t want to pay severance.

Good luck to anyone who was force rated with below expectations. There is no PIP this time based on what im hearing . Its straight to termination

Hot off the presses: If you don’t hit your quota AND you aren’t hitting 80% metrics with the “modern selling tools” (namely SalesChat), you are put on a “coaching plan”…. AKA PIP.

So dystopian. I’ve hit my number every quarter over the past four years, but I guess that doesn’t matter. I guess I am being paid to use the $hitty half baked AI tools instead of to close business & spend time with customers.

I’m no fool. Dell will unrealistically quadruple my quota and then rejoice as it opens up a means to cut me w/o severance. Yay for OPEX reduction!

I will admit: these AI tools are great for less experienced folks, but more tenured individuals don’t need to use the tools as much as the metrics they are setting. They do not replace experience. Dell is definitely going to overrate here and expect a freshie out of college to have the same production as me with glorious sAlEsChAT at their side.

This place is going down quicker than the titanic, and I’m enjoying watching while I quite quit and manipulate the metrics.

I know. It's because they've blocked access to it from work and put the fear into them that it's hopeless to succeed. Rest assured all Discover employees will be destroyed. Happy Thanksgiving 2025 !!!

Don't overeat cuz you won't be able to run when Capone puts you on a fake PIP to be fired.

Have PIP terms always been discretionary or are they shortening them just to force people out faster?

Anyone know or have access to information on how the terms of a PIP are determined? I searched MyHR and couldn't find anything transparent.

I thought 90 days for improvement was standard. Someone commented on a post awhile ago that their PIP was 60 days. My coworker just got put on one and she only has 30 days to turn it around. I'm relatively new to the team but from what others have been saying and my experience working with her, it seem preposterous. She's very knowledgeable and helpful and everyone seems to like her. She shared that she's never had a single performance issue previously and consistently received exceeds expectations annual ratings.

Sounds like a classic forced out scenario and if they can do it to her, they can do it to me or anyone, so I'm trying to find any reference material available.

Its more than likely not your fault, its a cr-ppy tactic of using the bell curve and even if you have 15 members on a team all of which are good performers, management is forced by leadership to pick a handful to give 2's to. Then you are placed on a PIP, and put under even more scrutiny and stress. In the past a PIP mean you if you showed improvement you would be taken off PIP and put back to a 3 next review, now its a death sentence and only a tactic to RIF you, its despicable. If you are not a favorite of management you will be given a 2. I know the job market su-ks but I would seriously start looking elsewhere, layoffs wont stop.

I got moved to multi contact and everyone I know has been hit badly with FCR. I know at least 10 plus people that are in the same situation as me. I am doing everything within my power to meet the minimum but its impossible with all the WIMS/RAP holds and a million other Wayfair issues. I know they will put me on a PIP come January and I am so worried about losing my job, I am the breadwinner in my household. It has me so stressed right now, I cant sleep.

Bottom 10% get PIPed every year.
Used to be beter.
Since we dont have levels, the "bottom" is very political and comes down to whether your TL likes you or not.

I guess the LL5 hates me? This was after I requested to go part time. A setup to put me on a PIP?

Is this a PIP?
HR wasnt involved yet it seems like

•••
First they look everyone who has active corrective actions such as PIPs, verbal, written, and final warnings and attendance issues.

Then they look at who on the team is rated as high potential, emerging talent, high professional, valued contributor, and low potential. Half you probably don’t know about these rating bc your supervisor is NOT obligated to inform you of this rating but you are given this rating each year.

Then they look at 2024 EOY rating such as developing, achieving, leading (the ratings your supervisor is required to disclose during your EOYs and mid years) as well as what you have been rated thus far for 2025.

Then they will go off historical performance and what your direct supervisor or AD has to say about you and their personal input.

They will not use any of this data at all if your position or location has been RIFd entirely. And therefore you are susceptible to still being let go if you are and have been a high performer.

Accenture is well known for its PIP and easy way to get rid of employees.

Have any personal experience how often and prevalent these are? Describe your PIP experience, location, and if you were able to fight, pass.

There were some posts about stacked rankings and PIP's. Is this going to be company-wide? Is there a target %?

I can handle being laid off. What would really break me is being PIPed and then fired, which is exactly how my old company got rid of people to save money. That’s the reason I left. After having that kind of threat hanging over me for years, a layoff almost feels like mercy.

I'd like to volunteer, but I don't want to risk it if we're done for now. The last thing I need is to be PIPed and kicked out without anything because I put a target on my back for no reason.

Ok the pip plan was to improve me so me could stay supposedly. At my pip meeting last week I was told I was failing and I could take the PIL for one month that is left. I asked if I worked real hard and tried could I pass. I was told there was no way I could recover and pass. All my coworkers have distanced themselves from me and I am an outcast. My end date is at the end of November so I guess this is the end. There reasons for me not passing were insignificant and meaningless. My manager is a coward and only told me I was failing at the end. I told them I thought pip was supposed to help you improve and stay. I am being forced out and isolated. The manager told me why would you want to stay where are not wanted or liked. They want me to quit and sign a separation resignation letter. I told them no. I am ready to go and will start looking for a new job in 2026. It is evil the way the piped me at 50 years of age so I cannot get my retirement. I believe I can get my lump sum but it is heavily discounted.I was 5 years away from retirement but now have to look for a new job. Be careful they are heavily targeting 50 year olds. I and another 51 year old are being forced out this year. My pip was impossible to pass.

More mass layoffs right before holidays

Anyone else have a lawyer on retainer waiting for a pip and ready to sue?

Seems like Quest Software’s management has completely lost the plot. Leadership keeps talking about “AI” like it’s some magic fix, but it’s obvious most of them don’t even understand what the products actually do. It’s all buzzwords and no direction.

The work environment has become toxic — people are walking on eggshells, afraid of being the next one on a PIP. Feels like they’re trying to push people out instead of doing proper layoffs so they can avoid paying severance.

There’s a lot of backstabbing going on now, too. Everyone’s in survival mode, trying to protect themselves because no one trusts leadership anymore.

Used to be a great company with solid products and good people. Now it’s chaos and confusion from the top down. Sad to watch what it’s turned into.

Remember, slackers and under-performers have been PIP’d and let go. If you are reading this, then you know who you are.

CE1 will succeed and be a fantastic product.

Any thoughts?

PIP worst process, horrible HR mgmt.. Target needs to adapt to fast and simply this process.

TII - leadership and PEs in TII
Horrible, immature, cocky with zero substance, no INTEGRITY, no MORALS ,ZERO engineering and ZERO FOCUS in meetings /mails.. horrible characters.. must be fired in the spot.

As far as I am concerned, their behavior constituted belligerent fraud.

I heard from a reliable source that a well known VP was complaining that too many employees were passing pip. His orders were to make it harder to pass so more employees would leave. My pip plan is very complicated. I completed all my task projects and they keep adding more to it. I protested but they said the pip plan could change depending on performance needs. I contacted HR and got no help at all. I was told the supervisors and managers were in charge. It feels impossible to satisfy the requirements of this pip. Oh well I guess I will retire. I will tell off that smug d-mb a ss supervisor and useless manager when I leave.

I am just curious to see the ages exxon has targeted in the past. I know employees from their 30's to 60's that were piped and forced out. I know several ages 35, 42, 47, 55, 57,58, 62, 64 and 67 years olds. I know none aged 52 to 54 so no NREs. I want to know to expect as I have more than ten years to go.

Hello, I recently received an offer from AWS Proserve for a Sr Deliver Consultant role and wanted to know about the team.
Few points are :

1) How stable is the team? Are the frequent PIPs and layoffs?
2) How’s the medium term future of Proserve? Are there projects?
3) Is the delivery consultant more hands on role or is it more talking?

Thanks

Hearing that HR is now ramping up PIPs. If support needed on the mid year the guidance is to also put an employee on a pip. There is a push for this. TR is becoming Amazon except for shi*tier pay and now RTO.

Has anyone ever come out of a pip successfully?

What’s the longest anyone has ever been on a CP before they were put on PIP?

Work at night is very common for our team.

Will I get a PIP? Or let go?

My family needs the paycheck.