It's all in the details of how it actually happens. "Months to adapt" is fine, but if the objective is to get rid of 6% of the employees that can be "made to ha

It's all in the details of how it actually happens. "Months to adapt" is fine, but if the objective is to get rid of 6% of the employees that can be "made to happen" in various under-handed ways. The horror stories here are about folks who were doing just fine for months and months, but then end up with a new manager or their manager has a sudden change of mood, and wham, performance improvement plan. No one likes to be blindsided. I wish more companies would take an honest approach and come up with mutually beneficial exit-plans with employees that aren't a good fit. I suppose that's not feasible in a company of such size and with such growth?