Thread regarding VISA Inc. layoffs

Was told by my SD that pip is optional from Manager's standpoint. I was terminated 2 days after performance review. No severance, paid out notice period and encashed leave.

PIP is not end of the career, I was given PIP last year but I followed through the instructions and made sure the expectations are met. The PIP was removed and got additional responsibilities to proceed. Don’t loose hope and try your best.

@ez I really hope people are reporting H1B fraud at Visa. Its out of hand. Rajat and Kubra know what they are doing. I’m tired of being treated like sh-t by people brought in as indentured slaves to hurt the American worker and to pay them less. It hurts everyone involved but Visa. The caste system bullcr-p leading to their attitudes is so nasty and obvious

Once you see your VIP and/or MIP, you will look forward to exiting.

@db show some compassion for crying out loud.

It's very clear that this company is using disciplinary action as a means to push through layoffs. How would you feel if the shoe was on the other foot, and they were trying to push you out?

@db in corrupt h1b culture.. PIP is being used to build a paper trail to push out, that's not 'career advice.' In workplaces where one group controls hiring and promotions, PIPs become the tool to protect their own and clear out everyone else. It is a running rigged system. That's a potential federal violation. report it where ever you can. this corruption need to stop in American workplaces.

Getting PiP is not a layoff. This is not a career advice or coaching platform. Post your sh-t somewhere else.

if your manager is in the wrong, put them on the record. don't just take the hit quietly. collect everything, write it all up, send it to HR with the pip copy before the meeting. document every claim, every email, every meeting, every feedback. Write a response to the pip and ask the manager to clarify everything he is claiming, in writing. and take FMLA if you need it. if the stress from your manager is making you sick, that is what FMLA is for.

As the last poster stated, the PIP will have a set start and end date. It should also have some sort of measurable goal. You will be given a specific piece of work or task to finish within that timeframe, which you are expected to fully complete. There are three outcomes of the PIP. You can pass it, it can be extended, or you fail it.

For me when I was put on a PIP at Visa, I was given an impossible task. One of the complaints I had gotten in my last performance review was about pace of delivery. When put on the PIP (which was being managed by the person whose feedback put me on the PIP), I was given a task with a timeline that was about half what a regular employee would have gotten. After our first weekly check-in where I was met with a cold and hostile atmosphere (despite working my socks off), it was clear to me that it was not intended that I succeed. I started looking for other jobs shortly after that.

After the 6 weeks of my PIP finished, I was told that I had not succeeded and I was offered the chance to resign (this is the exact language they used). I resigned and my 30 day notice period started, after which I was no long a Visa employee.

Are the items addressable? There should be a date on the PIP. It’s quite simple: if you don’t make the mark by that date they will be looking at an exit based on what your contract says