@f3
HR is not your friend or on your side
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At least in Europe when you get on the PIP you must receive a clear set of reasons motivating the decision, + you must get a list of tasks as a part of the improvement plan. So I'd suggest my US colleagues to, whenever they land on PIP, to request a written list of reasons of why you got on PIP + a decent plan of how to improve. Do not forget to request your manager to add to the plan the measurments of the improvement, and make sure not to sign the plan until you're sure you agree with it. By the definition the PIP is there to help an employee to get back on track. So if a manager will decide to give you some crazy tasks or huge volumes of tasks, make sure to speak up and add HR in cc.
In the meantime quietly update your resume and start looking for a new job.
@dx The business ethics and conduct part of all of this really bothers me. I see how we scream from the roof top about our values and morals but the reality internally is it’s all lies.
The simple basic fact that they took the PIP system and mutated, warped and we-ponized it speaks volumes of IBM’s true morals and values. It is unethical what they have done with it and they lie straight to our faces about it. Business ethics and conduct are like nonexistent anymore here.
I had 25+ years in IBM management, starting back in the days when business ethics mattered at IBM, and am now am an IC in end of career slowdown (and warned by mgmt of high PIP likelihood for me despite decades as one of IBM’s top talents :-( . and still in full possession of those abilities)
PIPs rarely succeed in the last 20 years. And if you do succeed, they will make your work life miserable to squeeze you out voluntarily. If, after a legally healthy waiting period, you still haven’t left they will escalate to involuntary retirement or termination for cause. That waiting period lets them cook up good sounding cause and evidence.
I’ve imposed and monitored PIPs at IBM; I’ve watched many PIPs in sister groups, and I’ve watched friends go through inappropriate PIPs. You can deflect the machinery for months or even two years. But there’s nothing you or your first line manager can do to remove the “Fire Me” sign from your forehead that’s there for all to see.
Having been involved in issuing RFPs as a customer, we ask what percentage of work is offshored. If the vendor does not answer the question, they are not shortlisted. If the percentage is high as determined by our procurement, they will not be shortlisted. Work quality by offshore workers has been subpar.
@bf lol nobody winning settlements easily in the US .. US employment of will will cause you to loose 100% of the time unless u have a very strong discrimination claim
My buddy got put on a PIP in July out of the blue for nonsense reasons, with no preamble, no chance to adjust behavior before getting put on the PIP.
He got off the PIP in a week cause it was such a minor infraction that was never even bothered with discussing during his 1:1s with management before then.
He got RA'd two days later, citing us constantly losing clients (after March 2025 and the great purge of White Americans in lieu of Indian replacements, about 60% of our clients left because the Indians are not able to do the work) and thus not being able to support the headcount.
They're using PIPs as an excuse to purge. If you get on a PIP for a nonsense reason, it's becuase they have you earmarked for an RA if you pass, termination for cause if you don't.
@bd lot people are fighting and winning settlements lately.
The answer is no. PIPs are put in place as precursor to a layoff. Before a PIP goes to the employee it has been reviewed by HR and sometimes Legal to ensure it will hold up to legal scrutiny later if needed.
Please get your resume updated, take all the education you can and activate your network. Best of luck you will land on your feet outside of IBM.
@a9 The stupid manager called, few months later, asking if I would consider working for IBM again. No thanks ....
@aa Revenge of the PIPed!
@a9 hey man good to hear and congratulations and fu-k your manager. I would keep and eye out and see where his career takes him. Doesn’t hurt to drop that place an anonymous “manager employee review” because fu-k it -he earned it. His bad acts should be forgotten and reputation should follow him where ever he goes
I did, fought it because of illness in my family, got laid off soon after with a bunch of other people and received severance. I had never been so insulted in my professional life by the outrageous lies of my boss, it was an abusive period, and I will never forget it. However, I am now happily employed elsewhere, and my loving wife is healthy. Good luck to you, stay strong, quit or fight if it makes sense.
Keep all your documents and ratings from past. Save them somewhere safe and you can access after you are let go. Also ask for everything you can in writing and also secretly covertly record your meetings with managers on your phone.
There are many lawsuits getting settled over IBM’s misuse and we-ponizing of the PIP system. Google it