Thread regarding IBM layoffs

So did I. I got a raise, but I did not want to be at the band 11 level. At the end of the quarter, my accounts were removed and changed to poor ones. I got a PiP 90 days later. I worked with the TSL and ATL on the accounts, but both had a bad history with IBM. I tried to fix them, making every effort to get to my metrics, but I could not, and I was PiP'd.

It was impossible to get those metrics, and it usually takes almost a year, but they gave me 90 days, and I agree with my wife and others at IBM - I was set up to fail because FY23 was a great year for me commission-wise and I guess they felt I was too costly for IBM as an employee. It has been hard to find a new home; either I am overqualified or too expensive.

I was put on a PIP several years ago after being through 5 federal clients implementations + relevant training for the role I had. The manager found a replacement with ZERO relevant experience for that role. The replacement was a recent college graduate. I noticed also that this practice at this point has ZERO contracts in their pipeline. Don't know what to say. Maybe they are still learning the application.

Not that the actual layoff package is a whole lot better. I've seen guys go out the door having spent 10 or 20 years here and get a lousy 4 weeks pay on the way out. It's actually more of a final insult to the poor folks than it is a severance package. One last slap in their face. PIP or RA, I don't see much difference either way.

There is no PIP package. You are fired for poor performance.

Interestingly, what is the PIP package. I guess starting tomorrow their will be more layoffs base on PIP

@dzbrf : You will be 100% eligible for unemployment in VA (and most all states) if fired after a PIP or fired for inadequate skills or work performance. Not being able to meet an employer's performance or skills goals is not considered a cause for UI ineligibility as there are no minimum, consistent standards defined by the government across all employers. An employer gets to set whatever arbitrary standards they choose anytime.

So, yes, if you are out of work, you will get unemployment benefits. The only time you could be ineligible for unemployment is when fired for misconduct, i.e., fired for causes like s-xual/racial harassment, stealing/embezzling or other serious crime, being on d–gs/alcohol while on the job or being repeatedly AWOL for a considerable time.

Wondering if you are fired after a PIP are you eligible for unemployment in VA? Who to ask?

When does the Ginny PIP get issued??! different standards for c-execs who don't perform!!

"If you are put on PIP (AKA probation) you are being told to go look for a new job before being fired."

Bottom line, this.

If you decide to take the package and not do the PIP (since it is unachievable) can you still collect NY State unemployment?? Does anybody have experience in this matter?

Here is my husband's scenario. He was working for IBM at same client for almost 19 years. Over the past year the client spend has been getting lower and lower and the IBM resources working for the client have been dwindling. He held on as long as possible but in Dec he was told he had 2 months to find another role at another client or lose his job. In the process they made him sign a PIP form (Performance Improvement Form). Needless to say his rating and reviews have been great, so the only thing they could put as his improvement actions are:

1. Actively search for a new client (and check in with manager each week with progress on search)

2. Build skills that will make him more relevant as he looks for another client account

He did both and did get an offer to work at another IBM client. However, that client required government clearance and he waited for the clearance paperwork to arrive, but unfortunately his paperwork did not arrive before the PIP expired. So at 49 years old he was forced to separate from IBM and was given only 1 month severance because he was on a PIP.

Seems to me putting people on PIP just because there current client doesn't have enough funds is illegal and a way to cut IBM headcount with little legal recourse for the employee.

Anyone have thoughts on this.

This PIP business is such a smokescreen. I was the recipient of 3 during my IBM career, and I challenged them:

1. Elevated to manager. Apparently, all new managers get a 3 as their first appraisal.

2. Manager had to give a 3 - chose me. Took the case through HR, manager was moved to another role.

3. Same situation as 2. Another manager moved me to his department and we worked the PIP through.

IBM are on dodgy ground, but you have to be prepared to fight, and in today's climate, I'd walk.

My favourite tale was of the Websphere salesman who achieved 200%, and was told he hadn't completed his paperwork correctly and was going on a PIP. He stood up, told the manager to go f*** themselves, and went to join a competitor

If you are put on PIP (AKA probation) you are being told to go look for a new job before being fired.

Any successful challengers to their PIP terms out there? things like no warning of PIP, no communication of what needed to improve, unmake-able PIP objectives, extremely short PIP time frame (30-40 days), no feedback on current achievement vs others in same job/role..?? appears IBM GTS is now using PIPs in place of a formal Resource Action. Maybe hoping they aren't challenged by individual employees?

You are not given the quarter to hit the number. If you are not hitting the number or the ridiculous activity metrics you can be terminated at any time with no severance or health insurance. They also lie and tell you that you qualify for unemployment if you take the 30 days severance. I was told this is Standard Practice if you miss two consecutive quarters, but, it is only Standard for those who are not politically connected.

Even though quotas are annual, you can have a great first half, a bad second half, hit your number and still be on a PIP.

Did they not allow you to work the full PIP period to at least compare your results with the target? Did they fire you before the official PIP period ended? That sounds illegal.

I worked with an exec who was developing the client relationship for 10 years. She was skilled and smart, sold a ton, made 10s of millions for us.

The client got acquired, her contacts got canned. The pipeline dried. They fired her within 6 months of the event.

Put this into the perspective, she's been with IBM for over 20 years, and she had 2 bad quarters and she was terminated.

Does this make sense to you?

Here's the scenario. Your work assignment, sales territory, etc changes dramatically for the worst yet you are told output must remain constant. Within months you are given a PIP that cannot be achieved and given the choice of quitting immediately with 30 days pay and 90 days of benefits, or, you can stay under the impossible work plan and be fired at ANY point in the plan without severance or benefits if it appears you are not progressing. I mention this because a wise person would shift 99% of their effort to finding a new job when their assignment changes. I was not wise and I paid the price.