8 ms·

Stay or Leave: Manager Admitted I am on PIP because quota

39 points by mmrryy 3y ago

jtode 3y ago
What is PIP?
- carry_bit 3y ago
  Performance Improvement Program
- Jalad 3y ago
  Tongue in cheek: paid interviewing period
- kasey_junk 3y ago
  Performance improvement plan (or program). Typically the first step in a process to fire an employee for cause. It documents that as an employer|manager you've outlined a problem and created a plan that would allow the employee to meet expectations in the future. Generally speaking, it should be a hint that its time to find a new job.
- zerocrates 3y ago
  As another comment says, it's "performance improvement plan": saying to the employee that they're not meeting expectations and they need to hit a set of goals or be fired. It's part of the documentation process used by companies to protect against liability: if they're going to fire you they want a paper trail of a nondiscriminatory reason why they did it. The "rosier" theoretical side is that a PIP is a wake-up call to a struggling employee that gives them a chance to improve. Here the claim is that the manager was forced to put X number of people on PIP regardless, which would be under something like a stack ranking system where a manager isn't allowed to say all their employees are performing adequately, they have to choose some to put on the chopping block. Amazon is famous for doing this.
eschneider 3y ago
Ugh. The OP asks that question like they have a choice. They're walking dead. OP is gonna be out at the end of the PIP, so he should start looking for another job. I mean, stay until they find something new or b) get the boot, but they're dead there.
- hef19898 3y ago
  The nice thing so, since it is a quota PIP, is that seeing said PIP through is now a goal of the direct manager and the manager's manager. That can actually lead to a situation, in which the employees interest of a generous package is actually in line with managements', getting the employee put to fulfill a quota and personal goals. If company money has to be spent to do so, then be it. That being said, these situations suck. Ask me how I know.
deleted 3y ago
[deleted]
angry_moose 3y ago
I can't see a possible reason to have a PIP quota if there isn't an associated headcount reduction quota. I doubt there's anything OP can do to save their job. Do the bare minimum to last out the 6 months or whatever and spend the time interviewing and applying.
fourseventy 3y ago
PIP...? Define your acronyms on first use. Its so annoying
- ryanwaggoner 3y ago
  Everyone on blind knows what PIP means
  - fourseventy 3y ago
    Well the only pip I know is the python package manager and this story is posted on HN, so a lot of people are going to be in the same boat
    - nickthegreek 3y ago
      The submitted followed the HN title guidelines to not change titles. HN Titles have a character limit and are not the spot to start to define terms. Sometimes in life, you got to learn stuff yourself. Just for giggles, I googled 'what is a pip' and it was defined as the first result.
- deleted 3y ago
  [deleted]
- deleted 3y ago
  [deleted]
jrd259 3y ago
The company that employs me has a stack ranking system that determines raises, but does not mandate PIP even for the lowest-ranked, unless they genuinely are not meeting expectations. I would advocate looking for a more employee-friendly employer. Any firm with this kind of policy most likely has other awful policies
yanslookup 3y ago
Doesn't pass the smell test. Google managers should be sharing the areas that OP is underperforming with examples. It will be clear. There is no "My manager told me to arbitrarily pick someone" with no reason given. My best guess is this person is underperforming and the manager is too focused on head count preservation to notice an underperformance issue. To them, their manager is forcing them in to this but not for the reasons they are sharing. Either way, that's a bad manager, likely should be making plans to leave.
- deleted 3y ago
  [deleted]
- clemailacct1 3y ago
  Unfortunately as someone who worked there in a management role for over 9 years, it’s heard of and talked about - but rarely directly. I’m shocked OP was told the truth.
  - yanslookup 3y ago
    No truth was told to the OP. You need to document your reasons why a PIP is needed. As someone points out in this thread, the whole point of the PIP process is to get a paper trail ready if Google is going to fire someone to avoid accusations of discrimination. HR will block any PIP with "My manager says so" as the basis. The people that say "My hand was forced" are lying to you and lying to themselves and are frankly poor managers. My alternative theory and one that is more common and I'm not sure why it didn't come to me first is OPs manager is conflict avoidant and wants to always be the "good guy". Firing people is no fun. PIPs are no fun. It's the cowards way out to pass the buck. To put it another way, if OP asked their skip why they are in a PIP, what do you think their answer would be? It'd likely be something like "Go read the PIP document yourself" because they have confidence they have documented underperformance in the PIP tool.
    - candiodari 3y ago
      The whole point of having line managers write PIPs together with employees is to have these vaguely valid-seeming reasons on PIPs. There is, however, also a reason the PIP process got initiated. It is never the line manager that initiates a PIP process (you'd have to have exceptionally poor performance for that, frankly I wonder if they even have the power to do so). You get onto a PIP because some external-to-the-team person, maybe a TPM, maybe a higher up manager, complained about you. They don't always explain why to your manager, in fact, it's probably generally a smart move for them NOT to say why (frankly, some people complain to your manager because you came to the office with untied shoelaces). When that happens (maybe your manager gives you two or three "strikes"), your manager comes to you and writes a PIP. What that PIP will NEVER say is "make X not complain about you anymore". It will say "write more code", "take ownership of bugs", "take more feedback into account", because, as you point out, HR would freak if it said "do what X says". Plus, of course, if at all possible your manager will try to not have you work with that complaining person anymore. Which would make such a PIP redundant/impossible. PIPs are always because someone asked for them. Maybe (hopefully) indirectly, and not always (one hopes never, but ...) for the reason "quota", but essentially always because someone asked for them. PIPs never say that, so they never give the real reason. The point is indeed to scare you into being "more cooperative". HR kind-of tells the truth: the point of a PIP is to make you a better employee. It really is. All else equal, they want it to go away as much as you do. But if it doesn't go away, the point of a PIP is to fire you, safely, without getting sued afterwards, without HR having to do any work at all.
nine_zeros 3y ago
When engineers complain about poor management practices in the tech industry, and it sounds unbelievable, this post should be an example of how bad things are in this industry. For engineers, the only way to survive is play the game but stop caring about the company because they don't care about you.
fourseventy 3y ago
This guys boss picked him to be on the performance improvement plan. Even if his boss was forced to pick someone because of quota, the fact that he was picked must mean he was at the bottom of the pack in terms of performance. My advice would be to be humble enough to admit that the performance can be improved and take ownership of that fact and not make excuses like " my boss put me on notice because of a quota, i guess i should quit"
- HarryHirsch 3y ago
  that must mean this guy was still at the bottom of the pack in terms of performance A.E Housman had something to say about the belief that the world is generally fair: "He [Joe Public] believes that the text of ancient authors is generally sound, not because he has acquainted himself with the elements of the problem, but because he would feel uncomfortable if he did not believe it; just as he believes, on the same cogent evidence, that he is a fine fellow, and that he will rise again from the dead. "
- ablatt89 3y ago
  PIPs are used as tools to lay people off or get revenge often. It's not meant to be an actual "performance improvement plan." There's many stories of people hitting all requirements within the PIP to still not hit "the bar" due to a constantly arbitrary and changing PIP requirement. PIP is often a cowardice way to do layoffs or for upper management to not admit they have too many resources allocated for their own deliverables.
  - HeyLaughingBoy 3y ago
    Depends on the place. I was on a PIP. I met the requirements and at the end of the period, I was taken off the PIP and returned to "regular employment" status. I quit anyway, but that's a whole other story.
  - haskellandchill 3y ago
    I've passed every PIP I've ever been put on (2x). But in this case it's not even a real PIP.
AndrewKemendo 3y ago
This is a perfect example of why we need a union for tech engineers. The “if you were better” argument or other reasons that people in tech love to use doesn’t apply here - this is a pure capital Vs labor power dispute. This kind of bullshit and “sorry nothing I can do” response from a line manager is unacceptable to just be ok with - especially when it’s purely driven by rent seeking.
- withinboredom 3y ago
  I've thought about building an international tech union, interfaced with via CLI. It would be so much fun (even the legal issues of having a union in so many countries)! Seriously, I'd love to do it, but I'm too broke to pull that one off -- I'd probably need millions just to get started.
  - pmyteh 3y ago
    There's a multinational seafarers' union called Nautilus International, so it's certainly possible. I don't know if in practice it's three national unions in a tight federation, though. A lot of labour law is national.
cajunboi34213 3y ago
Get some documentation that proves this. Hire a lawyer. Go to HR. Get a settlement...
- teraflop 3y ago
  This is sarcasm, right? If not: in general, in the US, it's perfectly legal for a company to just arbitrarily decide they need to fire N people, and arbitrarily choose a particular person to fire meet that "quota". This is true regardless of how many layers of managers are involved, or what bullshit PIP hoops are jumped through. There would only be a legal issue if the worker was subject to a bona-fife employment contract (quite rare) or if they were discriminated against on the basis of a legally protected characteristic. Just being the least senior member of a team is not legally protected.
  - MarkMarine 3y ago
    There are legal requirements around doing layoffs. A quota of PIPs is a stealth layoff. I’d say OP has a point.
  - JohnFen 3y ago
    > if the worker was subject to a bona-fife employment contract (quite rare) It's funny -- I've never heard that these were rare except in comments on HN, and with every job I've had in the industry, I've had a real employment contract (along with all of the devs I personally know well enough to know that about them.) Is this "employment contracts are rare" thing a SV norm, perhaps?
  - cajunboi34213 3y ago
    Not sarcastic but you're probably right in terms of no real legal course. But here's the thing, you're getting fired anyway. Depending on company size, they may give you something nominal just so you sign a non-disclosure and don't create bad PR for them.
dogma1138 3y ago
If you can get proof that it’s due to a quota - sue.
kelnos 3y ago
Assuming the manager is actually telling the truth about why the employee was put on a PIP (maybe not a safe assumption?), then I think there are two important questions: 1) Is the quota for a number of people who need to be put on PIPs, or a number of people who need to be fired? If it's the latter, the employee is effectively already fired; they're required to fire N people, and they're going to find a way to claim employee failed the PIP, no matter what. Obviously the employee will not be able to answer this question with any amount of certainty. 2) Are the goals that need to be achieved to pass the PIP unambiguous? That is, is it objectively obvious that the goal has been passed or failed? If any of the goals are ambiguous, management could use that ambiguity to claim some goals haven't been achieved when the employee believes they have been, and use that to justify firing them. Of course, the manager could also just by lying about why the employee is on a PIP. Maybe they do actually have a performance issue, but the manager is too much of a wuss to flat-out tell the employee this. I agree that it's suggestive that the manager seems to be setting the PIP's goals in such a way that they're relatively easy to achieve, but that might not be the whole story. Either way, a company that has periodic PIP (or firing) quotas isn't a company I'd want to work at, so I'd start looking for a new job even if I'd still end up being retained after the PIP is over. Ideally I'd have a start date at a new place after the PIP is done, so I could explicitly give that reason for quitting, even though my job there would be (at least for the time being) secure.
freeopinion 3y ago
There are many businesses that could not define a PIP because they have no idea how to define performance. You can find one of these and hide for the rest of your career. If your PIP has milestones like 'write 10 emails per day' or 'participate in 10 hours of meetings per week', maybe you already found one of those companies. If you yourself struggle to define what 'performance' means in your job, isn't that a red flag all by itself? You can use this as an opportunity to understand the expectations of your employer (or at least your employer's agents). Or you can take this as a final confirmation that you are not achieving any personal fulfillment in this job. If you have to ask strangers, I sense you are quite lost in your current job.
- tonnydourado 3y ago
  > If you yourself struggle to define what 'performance' means in your job, isn't that a red flag all by itself? No? How do you define the performance of a doctor? Nurse? Teacher? Developer? Tech Support? Most of these roles have metrics that might seem like easy and foolproof ways to measure performance, but ask anyone that has actually worked any of these professions for more than 2 min, and you'll have endless tails of management fucking everything up by chasing a dumb number. If your job matters in the slightest, it's not that rare for performance to be wildly elusive to measure.
- HeyLaughingBoy 3y ago
  > you can take this as a final confirmation that you are not achieving any personal fulfillment in this job It's interesting that you say that because it's exactly what I realized from being put on a PIP and it was a large part of why, after being removed from the PIP, I quit a few months later.
JohnFen 3y ago
Leave. Leave now. Don't look back. There is nothing good to be had by staying.
- dekhn 3y ago
  Disagree- you should stay until they fire you, collecting salary in the meantime while not working (except to study for a new job). It's basically getting paid not to work and they've already established you have until the end of the pip period.
  - JohnFen 3y ago
    Well, I'll backtrack a little. It depends on what your priorities are, I suppose. I'd rather not have to explain being fired to a potential employer, and no salary would be worth staying where I'm not wanted. But others may legitimately have other priorities.
    - dekhn 3y ago
      Firing versus resignation makes no real difference. It's easy to stay where you're not wanted- don't go to the office, don't answer email, don't do any real work. It's basically garden leave.
      - JohnFen 3y ago
        > Firing versus resignation makes no real difference. In my experience, it makes a very large difference. > It's easy to stay where you're not wanted I think this depends on personality. It would be unbelievably difficult for me.
        dekhn 3y ago
        At least in the circles I work in, nobody does reference checks and the previous employer is limited to verifying that you worked there (not the reason you were let go) and if somebody asked, I'd just say (which seems to be the case here) that the company was downsizing and I was one of the people selected for being laid off. For example, all those folks fired by Twitter... it would be silly to think that they weren't doing a good job, it was just a petulant move by Musk.
deleted 3y ago
[deleted]
dzdt 3y ago
I only learned about what is a Performamce Improvement Plan (PIP) from managerial training at my BigCorp. Assuming it works pretty consistently across the industry, a PIP basically means you are slated to be fired. Circumstances may change, and by all means pay attention to and try to improve the metrics they ask you to improve, but don't hold any illusions. You are almost certainly leaving that job in the next year one way or another. You should try to leave on your own terms, i.e. find another job and submit your resignation.
- nine_zeros 3y ago
  My advice is to let them fire you. Waste the managers time until the last day so that they suffer during that time as well. Once you are fired, you can apply for unemployment benefits which is paid for by the insurance of that company. If they are not willing to treat employees humanely, it is fair game for employees to not be honest with them.
  - dzdt 3y ago
    Business relationships are not zero sum games. There is no benefit to you to making them suffer (besides I guess some temporary pleasure in the vindictiveness?). Focus on what helps you long term; if there are relationships with individual managers you can keep a good relationship with that can come back around as a future benefit. But mostly know from the corporate perspective this is "just business" and you should look out for your own interests not theirs.
    - nine_zeros 3y ago
      Exactly, it should be taken as "just business" from an employee perspective. From employee perspective, they should capitalize on the fact that the pay will disappear soon. So might as well use that time to benefit their own future, much like the employer is doing.
franczesko 3y ago
When I was at Amazon, the newly hired team lead was incompetent and insecure, so this person ruled the team by fear - PIP'ed people trigger happy (myself included). HR did nothing, even though this was a recurring behavior even after I left. It was just flagged, that is not possible to PIP people without actual prior performance issues and informal conversations to address them. Fast forward to today - the person is still there and eventually was promoted. In EU, where labour laws are much stronger it's not as effective, but it's pretty much a one way ticket.

39 points by mmrryy 3y ago

jtode 3y ago

What is PIP?

carry_bit 3y ago
Performance Improvement Program
Jalad 3y ago
Tongue in cheek: paid interviewing period
kasey_junk 3y ago
Performance improvement plan (or program). Typically the first step in a process to fire an employee for cause. It documents that as an employer|manager you've outlined a problem and created a plan that would allow the employee to meet expectations in the future. Generally speaking, it should be a hint that its time to find a new job.
zerocrates 3y ago
As another comment says, it's "performance improvement plan": saying to the employee that they're not meeting expectations and they need to hit a set of goals or be fired. It's part of the documentation process used by companies to protect against liability: if they're going to fire you they want a paper trail of a nondiscriminatory reason why they did it. The "rosier" theoretical side is that a PIP is a wake-up call to a struggling employee that gives them a chance to improve. Here the claim is that the manager was forced to put X number of people on PIP regardless, which would be under something like a stack ranking system where a manager isn't allowed to say all their employees are performing adequately, they have to choose some to put on the chopping block. Amazon is famous for doing this.

eschneider 3y ago

Ugh. The OP asks that question like they have a choice. They're walking dead. OP is gonna be out at the end of the PIP, so he should start looking for another job. I mean, stay until they find something new or b) get the boot, but they're dead there.

hef19898 3y ago
The nice thing so, since it is a quota PIP, is that seeing said PIP through is now a goal of the direct manager and the manager's manager. That can actually lead to a situation, in which the employees interest of a generous package is actually in line with managements', getting the employee put to fulfill a quota and personal goals. If company money has to be spent to do so, then be it. That being said, these situations suck. Ask me how I know.

deleted 3y ago

[deleted]

angry_moose 3y ago

I can't see a possible reason to have a PIP quota if there isn't an associated headcount reduction quota. I doubt there's anything OP can do to save their job. Do the bare minimum to last out the 6 months or whatever and spend the time interviewing and applying.

fourseventy 3y ago

PIP...? Define your acronyms on first use. Its so annoying

ryanwaggoner 3y ago
Everyone on blind knows what PIP means
- fourseventy 3y ago
  Well the only pip I know is the python package manager and this story is posted on HN, so a lot of people are going to be in the same boat
  - nickthegreek 3y ago
    The submitted followed the HN title guidelines to not change titles. HN Titles have a character limit and are not the spot to start to define terms. Sometimes in life, you got to learn stuff yourself. Just for giggles, I googled 'what is a pip' and it was defined as the first result.
deleted 3y ago
[deleted]
deleted 3y ago
[deleted]

jrd259 3y ago

The company that employs me has a stack ranking system that determines raises, but does not mandate PIP even for the lowest-ranked, unless they genuinely are not meeting expectations. I would advocate looking for a more employee-friendly employer. Any firm with this kind of policy most likely has other awful policies

yanslookup 3y ago

Doesn't pass the smell test. Google managers should be sharing the areas that OP is underperforming with examples. It will be clear. There is no "My manager told me to arbitrarily pick someone" with no reason given. My best guess is this person is underperforming and the manager is too focused on head count preservation to notice an underperformance issue. To them, their manager is forcing them in to this but not for the reasons they are sharing. Either way, that's a bad manager, likely should be making plans to leave.

deleted 3y ago
[deleted]
clemailacct1 3y ago
Unfortunately as someone who worked there in a management role for over 9 years, it’s heard of and talked about - but rarely directly. I’m shocked OP was told the truth.
- yanslookup 3y ago
  No truth was told to the OP. You need to document your reasons why a PIP is needed. As someone points out in this thread, the whole point of the PIP process is to get a paper trail ready if Google is going to fire someone to avoid accusations of discrimination. HR will block any PIP with "My manager says so" as the basis. The people that say "My hand was forced" are lying to you and lying to themselves and are frankly poor managers. My alternative theory and one that is more common and I'm not sure why it didn't come to me first is OPs manager is conflict avoidant and wants to always be the "good guy". Firing people is no fun. PIPs are no fun. It's the cowards way out to pass the buck. To put it another way, if OP asked their skip why they are in a PIP, what do you think their answer would be? It'd likely be something like "Go read the PIP document yourself" because they have confidence they have documented underperformance in the PIP tool.
  - candiodari 3y ago
    The whole point of having line managers write PIPs together with employees is to have these vaguely valid-seeming reasons on PIPs. There is, however, also a reason the PIP process got initiated. It is never the line manager that initiates a PIP process (you'd have to have exceptionally poor performance for that, frankly I wonder if they even have the power to do so). You get onto a PIP because some external-to-the-team person, maybe a TPM, maybe a higher up manager, complained about you. They don't always explain why to your manager, in fact, it's probably generally a smart move for them NOT to say why (frankly, some people complain to your manager because you came to the office with untied shoelaces). When that happens (maybe your manager gives you two or three "strikes"), your manager comes to you and writes a PIP. What that PIP will NEVER say is "make X not complain about you anymore". It will say "write more code", "take ownership of bugs", "take more feedback into account", because, as you point out, HR would freak if it said "do what X says". Plus, of course, if at all possible your manager will try to not have you work with that complaining person anymore. Which would make such a PIP redundant/impossible. PIPs are always because someone asked for them. Maybe (hopefully) indirectly, and not always (one hopes never, but ...) for the reason "quota", but essentially always because someone asked for them. PIPs never say that, so they never give the real reason. The point is indeed to scare you into being "more cooperative". HR kind-of tells the truth: the point of a PIP is to make you a better employee. It really is. All else equal, they want it to go away as much as you do. But if it doesn't go away, the point of a PIP is to fire you, safely, without getting sued afterwards, without HR having to do any work at all.

nine_zeros 3y ago

When engineers complain about poor management practices in the tech industry, and it sounds unbelievable, this post should be an example of how bad things are in this industry. For engineers, the only way to survive is play the game but stop caring about the company because they don't care about you.

fourseventy 3y ago

This guys boss picked him to be on the performance improvement plan. Even if his boss was forced to pick someone because of quota, the fact that he was picked must mean he was at the bottom of the pack in terms of performance. My advice would be to be humble enough to admit that the performance can be improved and take ownership of that fact and not make excuses like " my boss put me on notice because of a quota, i guess i should quit"

HarryHirsch 3y ago
that must mean this guy was still at the bottom of the pack in terms of performance A.E Housman had something to say about the belief that the world is generally fair: "He [Joe Public] believes that the text of ancient authors is generally sound, not because he has acquainted himself with the elements of the problem, but because he would feel uncomfortable if he did not believe it; just as he believes, on the same cogent evidence, that he is a fine fellow, and that he will rise again from the dead. "
ablatt89 3y ago
PIPs are used as tools to lay people off or get revenge often. It's not meant to be an actual "performance improvement plan." There's many stories of people hitting all requirements within the PIP to still not hit "the bar" due to a constantly arbitrary and changing PIP requirement. PIP is often a cowardice way to do layoffs or for upper management to not admit they have too many resources allocated for their own deliverables.
- HeyLaughingBoy 3y ago
  Depends on the place. I was on a PIP. I met the requirements and at the end of the period, I was taken off the PIP and returned to "regular employment" status. I quit anyway, but that's a whole other story.
- haskellandchill 3y ago
  I've passed every PIP I've ever been put on (2x). But in this case it's not even a real PIP.

AndrewKemendo 3y ago

This is a perfect example of why we need a union for tech engineers. The “if you were better” argument or other reasons that people in tech love to use doesn’t apply here - this is a pure capital Vs labor power dispute. This kind of bullshit and “sorry nothing I can do” response from a line manager is unacceptable to just be ok with - especially when it’s purely driven by rent seeking.

withinboredom 3y ago
I've thought about building an international tech union, interfaced with via CLI. It would be so much fun (even the legal issues of having a union in so many countries)! Seriously, I'd love to do it, but I'm too broke to pull that one off -- I'd probably need millions just to get started.
- pmyteh 3y ago
  There's a multinational seafarers' union called Nautilus International, so it's certainly possible. I don't know if in practice it's three national unions in a tight federation, though. A lot of labour law is national.

cajunboi34213 3y ago

Get some documentation that proves this. Hire a lawyer. Go to HR. Get a settlement...

teraflop 3y ago
This is sarcasm, right? If not: in general, in the US, it's perfectly legal for a company to just arbitrarily decide they need to fire N people, and arbitrarily choose a particular person to fire meet that "quota". This is true regardless of how many layers of managers are involved, or what bullshit PIP hoops are jumped through. There would only be a legal issue if the worker was subject to a bona-fife employment contract (quite rare) or if they were discriminated against on the basis of a legally protected characteristic. Just being the least senior member of a team is not legally protected.
- MarkMarine 3y ago
  There are legal requirements around doing layoffs. A quota of PIPs is a stealth layoff. I’d say OP has a point.
- JohnFen 3y ago
  > if the worker was subject to a bona-fife employment contract (quite rare) It's funny -- I've never heard that these were rare except in comments on HN, and with every job I've had in the industry, I've had a real employment contract (along with all of the devs I personally know well enough to know that about them.) Is this "employment contracts are rare" thing a SV norm, perhaps?
- cajunboi34213 3y ago
  Not sarcastic but you're probably right in terms of no real legal course. But here's the thing, you're getting fired anyway. Depending on company size, they may give you something nominal just so you sign a non-disclosure and don't create bad PR for them.

dogma1138 3y ago

If you can get proof that it’s due to a quota - sue.

kelnos 3y ago

Assuming the manager is actually telling the truth about why the employee was put on a PIP (maybe not a safe assumption?), then I think there are two important questions: 1) Is the quota for a number of people who need to be put on PIPs, or a number of people who need to be fired? If it's the latter, the employee is effectively already fired; they're required to fire N people, and they're going to find a way to claim employee failed the PIP, no matter what. Obviously the employee will not be able to answer this question with any amount of certainty. 2) Are the goals that need to be achieved to pass the PIP unambiguous? That is, is it objectively obvious that the goal has been passed or failed? If any of the goals are ambiguous, management could use that ambiguity to claim some goals haven't been achieved when the employee believes they have been, and use that to justify firing them. Of course, the manager could also just by lying about why the employee is on a PIP. Maybe they do actually have a performance issue, but the manager is too much of a wuss to flat-out tell the employee this. I agree that it's suggestive that the manager seems to be setting the PIP's goals in such a way that they're relatively easy to achieve, but that might not be the whole story. Either way, a company that has periodic PIP (or firing) quotas isn't a company I'd want to work at, so I'd start looking for a new job even if I'd still end up being retained after the PIP is over. Ideally I'd have a start date at a new place after the PIP is done, so I could explicitly give that reason for quitting, even though my job there would be (at least for the time being) secure.

freeopinion 3y ago

There are many businesses that could not define a PIP because they have no idea how to define performance. You can find one of these and hide for the rest of your career. If your PIP has milestones like 'write 10 emails per day' or 'participate in 10 hours of meetings per week', maybe you already found one of those companies. If you yourself struggle to define what 'performance' means in your job, isn't that a red flag all by itself? You can use this as an opportunity to understand the expectations of your employer (or at least your employer's agents). Or you can take this as a final confirmation that you are not achieving any personal fulfillment in this job. If you have to ask strangers, I sense you are quite lost in your current job.

tonnydourado 3y ago
> If you yourself struggle to define what 'performance' means in your job, isn't that a red flag all by itself? No? How do you define the performance of a doctor? Nurse? Teacher? Developer? Tech Support? Most of these roles have metrics that might seem like easy and foolproof ways to measure performance, but ask anyone that has actually worked any of these professions for more than 2 min, and you'll have endless tails of management fucking everything up by chasing a dumb number. If your job matters in the slightest, it's not that rare for performance to be wildly elusive to measure.
HeyLaughingBoy 3y ago
> you can take this as a final confirmation that you are not achieving any personal fulfillment in this job It's interesting that you say that because it's exactly what I realized from being put on a PIP and it was a large part of why, after being removed from the PIP, I quit a few months later.

JohnFen 3y ago

Leave. Leave now. Don't look back. There is nothing good to be had by staying.

dekhn 3y ago
Disagree- you should stay until they fire you, collecting salary in the meantime while not working (except to study for a new job). It's basically getting paid not to work and they've already established you have until the end of the pip period.
- JohnFen 3y ago
  Well, I'll backtrack a little. It depends on what your priorities are, I suppose. I'd rather not have to explain being fired to a potential employer, and no salary would be worth staying where I'm not wanted. But others may legitimately have other priorities.
  - dekhn 3y ago
    Firing versus resignation makes no real difference. It's easy to stay where you're not wanted- don't go to the office, don't answer email, don't do any real work. It's basically garden leave.
    - JohnFen 3y ago
      > Firing versus resignation makes no real difference. In my experience, it makes a very large difference. > It's easy to stay where you're not wanted I think this depends on personality. It would be unbelievably difficult for me.
      - dekhn 3y ago
        At least in the circles I work in, nobody does reference checks and the previous employer is limited to verifying that you worked there (not the reason you were let go) and if somebody asked, I'd just say (which seems to be the case here) that the company was downsizing and I was one of the people selected for being laid off. For example, all those folks fired by Twitter... it would be silly to think that they weren't doing a good job, it was just a petulant move by Musk.

deleted 3y ago

[deleted]

dzdt 3y ago

I only learned about what is a Performamce Improvement Plan (PIP) from managerial training at my BigCorp. Assuming it works pretty consistently across the industry, a PIP basically means you are slated to be fired. Circumstances may change, and by all means pay attention to and try to improve the metrics they ask you to improve, but don't hold any illusions. You are almost certainly leaving that job in the next year one way or another. You should try to leave on your own terms, i.e. find another job and submit your resignation.

nine_zeros 3y ago
My advice is to let them fire you. Waste the managers time until the last day so that they suffer during that time as well. Once you are fired, you can apply for unemployment benefits which is paid for by the insurance of that company. If they are not willing to treat employees humanely, it is fair game for employees to not be honest with them.
- dzdt 3y ago
  Business relationships are not zero sum games. There is no benefit to you to making them suffer (besides I guess some temporary pleasure in the vindictiveness?). Focus on what helps you long term; if there are relationships with individual managers you can keep a good relationship with that can come back around as a future benefit. But mostly know from the corporate perspective this is "just business" and you should look out for your own interests not theirs.
  - nine_zeros 3y ago
    Exactly, it should be taken as "just business" from an employee perspective. From employee perspective, they should capitalize on the fact that the pay will disappear soon. So might as well use that time to benefit their own future, much like the employer is doing.

franczesko 3y ago

When I was at Amazon, the newly hired team lead was incompetent and insecure, so this person ruled the team by fear - PIP'ed people trigger happy (myself included). HR did nothing, even though this was a recurring behavior even after I left. It was just flagged, that is not possible to PIP people without actual prior performance issues and informal conversations to address them. Fast forward to today - the person is still there and eventually was promoted. In EU, where labour laws are much stronger it's not as effective, but it's pretty much a one way ticket.