After the gaslighting started with my FY24 mid-year review and given completely unreasonable x-functionally dependent objectives to complete by EY, I’ve been put on PIP. I’m well aware I’m done, but is there any chance of a package where I get at least some unvested equity upon dismissal? Or since it’s firing for cause I’m completely effed? I’ve been job hunting since the mid-year review but I don’t want to leave $ on the table by resigning. Anyone navigate a similar situation? Thanks for the advice.
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Speaking from experience. Stay document it and hold on. You have until a final warning to be alarmed . My pip ran for basically a year, then my written and final warning swiftly followed. Consult a lawyer a lot of them are willing and want to assist against Nike. The pip is to get you to do what you’re thinking about … quit don’t do it . You can fail a PIP but it’ll doesn’t matter if you’ve covered your bases and have proof
Familiar with this scenario, as many others. Nike leadership is grossly duplicitous and undignified.
I was reporting the harmful behavior of my manager and director for two years before they began managing me out. Conveniently, they issued a PIP while tech spent months replacing failed equipment, expecting that I use my own.
I got a respiratory infection sometime into it, both my manager and director claimed the PIP invalidated sick time. Reported this to HR who said it was terribly wrong. Director, manager and HR played an embarrassing blame game pointing at one another.
During my final PIP check-in over Zoom, I called all three out for acting in bad faith and we-ponizing my PIP. Although indignant, the HR rep actually apologized.
I took my sabbatical and was laid off a day before returning — gracefully departing with severance and neatly written accolades from my teammates.
Understand what you've earned and fight for it.
I see that in my org as well. High performers being undermined and ambushed by insecure managers. This is to push them out and if they don't leave on their own, next step is probably pip. Sad Sad situation for employees who have given their all.
Whoever says “look in the mirror” about PIP needs a reminder of what Nike has become. This can happen as soon as you find yourself reporting to a failed leader such as MN at NSRL
You don’t get money if you fail a PIP. You get fired. In very few situations they will pay you to go away but it’s a couple weeks not a package.
I somewhat agree with the poster recommending to “look in the mirror.”
But at the same time, I know there are fully capable talent who have been put on PIPs because of an insecure, power-hungry, egomaniac of a boss. Maybe the capable talent pushed back or challenged the manager on something that wasn’t right and the boss either felt threatened or that it was easier to simply manage someone out who frequently speaks up and challenges their opinions than it is to properly communicate with them or honestly internalize feedback. Believe it or not, there are bad bosses who abuse PIPs on perfectly good talent, where it was more a reflection of the boss not being able to properly people-manage.
Not popular comment- yet you really shouldn’t be surprised you are on a PIP. Look in the mirror and be honest- not just look at what you think the company “owes you”
Don't resign or you lose unemployment benefit. First and foremost,make sure that every week or every 2 week you email your manager and one or two level above him and document your performance. You MUST ask them in writing to sign off on your performance being satisfactory for that week and if not,ask/demand that they articulate what is missing and ADVISE you how can you take measurable action to improve. The trick is to hold them accountable to articulate what was missing for that week and HOW you can address it and if they are satisfied they should say so... People find it hard when you challenge them to articulate the issue instead of using vague terms!
Also,please use FMLA for mental stress. It is 12 weeks paid and the state already take Oregon paid leave tax from your paycheck. This is to buy you time so you focus on your search.
I know someone who was placed on PIp and then took 3 months FMLA and came back to work and continue PIP for another 4 months and then dragged it so long that Nike finally paid him a big fat severance package. HR literally drove his PIp to almost 8 or 9 months and because he had great documentation of his performance he could negotiate severance with PIp.
I had the same experience and I used FMLA as well. I found a job just 6 weeks into my FMlA...I took the new job and enjoyed 6 weeks of double dipping. It is not illegal to work a second job while on FMLA from your first job. I know things feel dark and sad right now but be smart. Play your cards carefully and win this game.
If the mental stress becomes too much .. take a leave of absence. That’s what it’s there for.
Just quit. Dragging out a pip will make your life miserable. Save your dignity and leave.
PIP here too. Can anyone share severance details? I’m hoping to land new gig prior to next review deadline, but I can see writing on the wall… MyPIP is co-signed by someone who’s “important” enough to have been promoted to SD from Manager in three years.
I would have them fire you, don’t quit. You can apply for unemployment in Oregon which is surprisingly generous (about 860 dollars / week) for up to 26 weeks.
I was managed out after 22 straight years of highly successful and successful ratings. I just received a successful mid-term CFE and and put on a pip.
I escalated to a VP in HR (BB) and was able to negotiate a severance just prior to the 2021 RIF. I received severance but no accelerated options vesting and was even denied unemployment.
Overall it cost me $$$ with a comma but it was 100% worth it.
It took me a long time to get to that mental state however - but there truly is life outside the berm. Warning though - other companies expect you to work your @ss off (INTC)
Accelerated vesting of RSUs only applies during a RIF. Read your stock agreement. I'm not a lawyer but maybe don't ask for legal advice on an anonymous forum.
Unless you are an executive with something in writing, my advice is to leave immediately. Nike (and most corporations in general) have already made up their mind on you when they start a PIP. Just go. You wont get any package short of being a C-Team type player or the aforementioned employment contract in place.
PIP Survivor here
If you choose to stay, document well your plan to hit the objectives and frequently update not only your immediate manager and skip level. It was showing my skip level that I am competent, and at the time Better than that awful manager, that saved me.
If you feel you’re done, don’t give Nike reason to deny you severance. Do the minimum but still show the progress they’ve requested as you continue your job search.
Wish you and anyone else in this situation the best.