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.
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@1cv 20% of all employees or a certain department?
Well how else are you going to lay off 20% of the people without laying them off?
Managers in tech have had to put a few team members on PIPS, one will make it through but the others are people they want to fire without severance. They are doing multiple PIPs to avoid lawsuits claiming PIPs were being used to avoid severance.They will have to fire multiple team members by year end with no severance. This is the lowest TR has stooped to date
@cx not true. I know someone who went right to a PIP. No indication from manager that there was a performance issue until slammed in mid-year review.
@cx no coaching plan straight to PIP if on support needed. This is guidance from HR to whole CIO at least.
@cx yes but the “improvement” is totally subjective - basically whatever your manager says goes.
Sincere advice to anyone who feels this is unfair - document everything that your managers claims but also everything that proves they are wrong if you can. That way you have some negotiation leverage with the company if it comes to that.
They can't just PIP you straight away. Anyone with Support needed will have to go on a coaching plan and then after that (if not achieved), then it goes to PIP.
Company used to be a good place to work at, not anymore and just su-ks the way they are managing people out.