#pip

Does anyone know of Citi giving people 4’s, then putting them on a pip, then failing them, and (not) laying them off - but firing them to not pay severance?

Any of my fellow non complaints get put on pip or reprimanded today? Didn't hear from management today not sure if that's good or bad haha.

Have they gave managers orders to place employees on PIP for 0 days in office?

Imagine this scenario. You get PIP’d, then work hard to pass it. Bring up your ranking the next 3 years. Think you’re in a good spot. Then in year 5 some manager says, “we need to cut headcount, find anyone that’s been PIP’d once in the last 4 years and we’ll knock them out this year with a PIP.” All the hard work wasted. Just another lever for the company to pull when they want to accelerate the headcount reductions.

Bumping this up for visibility. Found at @b2+1knpqre16.

If an IBM employee is put on a PIP - say for example - Seller not making their quota (assuming nothing else was a problem), and the employee is terminated as a result of the PIP, will IBM fight unemployment pay? I have received conflicting information. One person was adamant that the only ways to not be able to claim unemployment are 1) the employee quit on their own 2) insubordination.

What happens when you go on these plans? Metrics are ridiculous. Being faulted over something that is not in your control.

My manager has been putting me on a performance improvement plan since the last quarter. There are seven people in our group, and I feel like I was being singled out compared to others. I have been with the company for 17 years and, for the last 16 years, I consistently met performance expectations every year. However, in the most recent middle and year-end reviews, I was marked as not meeting expectations, which feels inconsistent and surprising.

Additionally, there have been significant changes in the team, including the introduction of more offshore resources, which has impacted the overall team structure and workload distribution.

There is also another person in my team who has had performance issues and took leave last month, Overall, this job has felt very draining on people, especially recently.

Today, I was terminated from my position. I feel it’s time for me to reset, reflect, and carefully think about my next steps and career direction. Wishing everyone the best moving forward.

Are these normally delivered with a formal letter from hr with a stated action by date, or just a written action plan from your manger?

Nielsen has always run on fear. Intimidation is standard. And the PIP is their favorite tool. You have to leave your dignity at the door to work here.

Lately I've seen more and more people getting put on PIP, most with zero prior performance issues.

Any kind of severance or at least unemployment?

I got bad rating of DNM expectations. Am I gonna get fired with no severance or PIP or silent fire.

I am with the bank for 5 years and do not want to lose severance
Any help will be helpful for looking for jobs elsewhere.

I was placed on a PIP does anyone have any good advice on how to get through this successfully.
How many other people were placed on PIP’s in the last few months?
Is this a tactic to eliminate people from the workforce without doing a RIF?

Legacy discover employee hoping to be pip’d out so I can return to my country

Just want to get a package and not quit.

Q1 is over already, when do pips usually come?

This site is loaded with comments of actual and observed layoff behaviors. Check the new and active discussions if you are new to this site. BNY does not announce layoffs since their goal is to circumvent federal and state WARN Act notification requirements and to avoid employer payments to State Unemploument Insurance (sUI) in the event layoffs are publicized. BNY is very unusual and would never admit to layoffs. Instead layoffs are referred to as strategic realignments. They are continuous, systematic and calculated to support cost reduction and location target goals, eliminating experienced workers without severance, sending non-client facing jobs offshore. BNY also “we-ponizes” RTO policies and uses mandatory performance rating targets and forced below expectation ratings to expunge workers using PIPs. To add insult to injury, the company now has flatter or-a, changed the VP/SVP/Director pay structures, capped annual wage and merit increases (with 0 to 2 percent increases being the norm), created labor pipelines with state colleges and universities to maximize state and local tax credits, closed real estate holdings, increased the number of days required in office, and accelerated the reduction of all work from home associates. While these behaviors are not technically considered layoffs, they are designed to promote voluntary attrition. This company has created a place where there is a toxic culture and no psychological safety for anyone to speak up. Senior leadership and EC is highly scripted and does not promote an environment of openness, trust and transparency. Sure there are posts on LinkedIn from EC and chapped lips supporters singing praises, but that’s mostly to protect their positions and personal brands on social media as “hands on leaders” or “emerging leader wannabees.” Again, if you are new to this site, suggest you read through the comments to learn more about the layoff topics and comment history. The picture very clearly describes what’s going on here. The EC goes out of their way to create false optics of rainbows and unicorns. This site is for truth telling in a psychologically safe environment that the EC has intentionally, consistently failed to develop and maintain.

This deserves its own thread. OP: @ar+1kmt70t6q

Is PIP a death sentence at Chevron? Is there a point in trying to beat it?

Anyone on a PIP will be gone by no later than March 31st. Anyone receiving a FY25 employee review lower than "Successfully Meets Expectations" will also be gone.

It's my understanding out of Jacksonville a new wrinkle comes out next month. If you are not at 85% of calendar Q1 goals 30 day PiP's will be handed out. They will be aggressive in nature. They are trying to squeeze as much revenue performance out of sales as possible or cut losses quickly.

How soon can I come back as either an external contractor or a FTE?

Whether it is a fake PIP program based layoff or direct layoff, if you had a good track record yet you were laid off because you are a US Citizen while the manager wants to fill your position with a H1B visa holder..

As per USCIS's Employment visa rules, employers 'vouch' that there is no equivalent American citizen available, hence they are sponsoring a foreign national for H1B visa.

But the reality is quite different. Just produce the facts related to Fiserv i.e. how many US citizens were laid off while Fiserv continuously sponsoring H1B visas and majorly Green Cards where they prove to US DOL with complete documentation that absolutely there is no citizen available for that position and ONLY that particular foreign national is the PERFECT fit that position to get the PERM clearance. How fake it can be these days..

Just provide the facts to USCIS and copy to Stephen Miller White House Deputy Chief of Staff for policy and Homeland Security, Copy to local DOL's authorities.

HR Schills will delete this message before it is read by others..

If someone is NSI’d and laid off in the future based on PDS process, do they get the same severance as folks now as long as they’ve agreed not to sue?

I.e ~1 month per year of service plus keep your pension (lump sum) and keep your RSU’s. ?

Are they legit or just a way to get rid of people without paying them severance? Is there a point in trying to "improve," or not?

I have been recently put on PIP. And in my experience this is based on racism/ s-xism. I have worked for various managers in the company and never received a complaint or a negative feedback. How do I handle this? This job is very important for me.

Layoffs are expensive.PIP is our way.

I hope I just get laid off in these next rounds. A layoff is a band-aid ripped off with severance. PIP is torture. You still try, because some stupid part of your brain thinks you can beat it. So you exhaust yourself 'improving,' only to get fired anyway, just without the severance. What other tricks do they have planned?

Grade 30 reporting this:
3/19/26 is 1 of 4 layoffs coming. Was informed UBH, ECS, OI, PI, CCR, Optum Serve, MCO, E&I, and numerous customer service roles will be impacted. This is 1 of 4 more remaining layoffs occurring in 2026.

For those remaining, PIPs will be the new norm to avoid paying severence packages. Easiest way to reduce $. Workforce will be even more slim & existing work will continue to increase w fewer resources. AI is expected to reduce the time to do the work. OGS will pick up the new jobs (+ they get a $10-20k bonus for OGS referrals).

Buckle up - even tougher times are ahead.

I had a performance improvement plan forced on me in February. It ended at the start of last week and I passed it. Last Friday my Boeing manager stopped me as I was getting off work, saying he had to talk to me. Manager told me the performance improvement plan he slapped on me in February was too easily defined because I was able to pass it. Manager told me he's going to slap a second performance improvement plan on me next week as soon as he's finished defining it. I believe this is abuse and want to know if my manager needs HR's approval to force multiple performance improvement plans on me?
Is there anyone I can contact at Boeing to complain about my managers treatment of me?

Hi,

Back in 2024, I wrote @OP+1tugivWq where I shared information on PIP changes at Google (as opposed to Alphabet). I felt it was appropriate to write an update for 2026.

First, let me be clear: This past GRAD results season appears to have been a massacre. In 2026, you got your bonus if you were still employed on March 1, 2026. Anecdotally, it seems February 2026 saw a surge of Googlers abruptly leave the company.

This is a continued trend from earlier. At one point, Google used to be more tolerant of employees who plausibly just had a poor performance review period. It is becoming more and more obvious that such tolerance is a thing of the past.

Okay, so you manage to get an S rating. In early March, you learn what your merit increase, bonus and equity refresh are. Based on pay comparison results and personally speaking with colleagues, it seems that the changes described in @OP+1jts0j95y (and kudos to that OP!) have been implemented: T got fantastic raises, O got good raises, S far smaller raises. Depending on where your old salary is in relation to the 2026 salary band for your level, your raise likely didn't beat inflation, if you got a raise at all. Yes, Virginia, there are definitely reports of Googlers who received $0 in base salary increases.

One thing I am trying to wrap my head around is the actual new PIP process. For those who went through it, can you reply with what you were offered? Were you even offered a chance to take a PIP? Did you get 60 days of garden leave? Can anyone say that my belief that those PIPed in 2026 didn't get a bonus is wrong?

I will have 30 years in May and am over 55. Feel like Monday is going to be the firing day if not tomorrow. Always had great reviews till now.

Surely I won't be PIP'd now that WTI is $100+

Pip process moved to 30 days. 1 month of not hitting 80 and bam your on a pip. No room for error. Oh and don’t forget if you don’t hit 50% of your INSANE phone quota you go straight to a written. Oh and theres more! 30 days to get on a pip BUT 90 days to work yourself off. Idk but seems like they want us all out for some reason. Make it make sense.

PIP has been moved to 30 days instead of the normal 90 days. 30 days to get on pip 90 days to get off pip.….whoever makes these decisions are so out of touch with reality they should be in a mental institution

If you don’t hit 50% of your phone target you move immediately to a written warning.

All hands call tomorrow. Maybe members of the cwa should get on and speak up for us

EM PIP in reality can be driven by statistics, internal politics, bias, or interpersonal conflicts not your performance. So many people end up on a PIP for reasons that have nothing to do with their actual work. Some examples I have seen in past years/teams:

• He was put on a PIP after questioning unethical practices used by senior team members and suggesting better methods. They felt threatened and collectively turned against him.
• She was sharp, social, and highly capable. Her manager recognized her potential and gave her additional responsibilities, which triggered jealousy among other women on the team who then ganged up on her.
• He was new to the group, and instead of helping him integrate, they isolated him, refused to let him blend in, and targeted him for bottom ranking.
• She consistently helped others develop, but instead of being recognized, her peers sabotaged her work because she was naïve and overly friendly.
  How PIP Practices Often Work in Reality:
  In many organizations, the outcome of a PIP is predetermined long before the process officially begins.
• Some employees receive only a few formality emails and “pass” without any real process.
• Some endure a three‑month ordeal that feels like a continuous interview, filled with pressure, bullying, and harassment—only to be told they “failed.”
• Employees targeted for removal often face hostility, humiliation, and impossible expectations, and at the end they’re given vague statements like “We don’t think you’re a good fit.”
• Some people have their PIP extended because of medical leave or mental‑health‑related disability leave, only to return and be failed anyway—or receive a letter saying their disability benefits are ending and they will be terminated if they cannot return...
  Bottom line if you are not PIPed soley for statistics choose PIL....Up to you

I got a 4, and no PIP. But was any one pip-ed after year-end reviews in order for them to deny?

What happens if a group’s designated PIP guy quits by March ending? They pounce on the next innocent guy?

With the Gulf crisis that exploded yesterday, meaning O&G is cool again, will EM not relax its PIP season harvesting?

I have not heard this addressed – – at least not in a long time; since then so much has happened… Is a person terminated for performance but on the spot and without notice … just, one day they’re working and the next day they’re flat out gone; or are they put on a PIP and if they fail the PIP, then they will be terminated. I’m not even going to ask if they need to have an IM or needs improvement since it seems a lot of people that had EX and Meets have been terminated… I don’t think rating has anything to do with it ..but pls feel free to correct/comment.

The consultant community is advising bp board members that the Band Aid needs to be pulled quickly so bp can transition into a leaner more focused group. Expecting XOM initiatives like PIP and forced rankings to start in 2026.

How will bp employed react and adjust towards new ways of working? Realizing that the job market is abysmal and not really keen on bp skills and experience.

So it sounds like possibly the PIP percent is going to be higher this year. Heard from a few groups they are really scrutinizing people's "development needs". Anyone hear anything?