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.
14 replies (most recent on top)
@b6 I had a focal every year I was at O
They do performance reviews in your org???
Another fun fact/experience. As a manager, I had a person who did not do the work she was hired to do. We believed her when she said she could do things - even though her resume was kinda thin. I gave her a chance, and over the course of about a year, she just didn't come up to speed. I put her on a PIP so that she would take me seriously and get with the "program". I documented everything while she was on the PIP. It was CLEAR she was in over her head and we did everything to work through it so she could get up to speed. I wanted to save her, because hiring was frozen and it would be a long time until I could "back-fill" her if we did move her out of the organization. Got a call from HR during the PIP. Turns out, she cried to HR - as in actual tears and hysteria - said I put unreasonable expectations on her, and was a terrible manager and made her cry all the time. Great. Tarnished my reputation as HR "believed" her. HR came back and said I wasn't "nurting enough". Great. I had to be more "Motherly" as a manager. In the end, after being portrayed as a "monster" to HR, and it being clear she was actually wrong for the position, and at the end of the PIP we moved her out of Oracle. Not because of documented performance, but because Oracle had a "Strategic re-alignment". Ultimately a PIP will do NOTHING, and even then, Oracle will never let someone go because of performance. Too risky. It will always be around something out of alignment. Moral of the story? As a manager, never use a PIP. You get dragged through the mud and your reputation will suffer. The best way to get rid of someone is to give them a poor evaluation - which they can't fight - then when they run the numbers for a RIF, its easy. That's how a terrible manager got rid of me, but that is another story for another time!
@ah I knew a guy that was put on a PIP. Given list of tasks and performance metrics to meet in 6 months. He exceeded every single one. Work his a-s off with tons of extra hours. At the end of 6 months they fired him for poor performance. Pips mean nothing they are gonna fire you.
I knew a guy who got placed on PIP. He checked all the boxes and should have survived. He was part of a RIF.
Anyway, a lot of people who met or exceeded expectations in their focals were shown the door last year.
PIPs are just paperwork to ensure company does not get sued. I have seen in 25 years 1 person survive a PIP and that was a turnaround for the ages with a manager who truly cared for his reports. I will also openly say many M level use PIPs to go after people they don't like. Unfortunately je-ks and a-holes like this exist in the world. And again layoff does not necessarily targeting low performers, last round we had people with Exceeds and Outstanding let go. Many times it is the product you are working on is EOL, you are the lest best because your team is filled with superstars or unfortunately your M just likes you the least.
@ac that isn't what a PIP is for. That is the lie HR tells you. A PIP is notification that at the end of the PIP period they can and will be firing you for "performance". They are giving themselves documentation to point to and win any lawsuit that may come after.
I have been in the industry for a long time. I have seen 0 people continue to be employed after a PIP time is up.
If you get PIP that is your not very subtle hint to go find a new job and save them paperwork. They don't want you around anymore.
The PIP might actually save you, temporarily, because you have entered into an agreement with a timeline for completion. If Oracle terminates your employment before the agreed upon date they are breaking that agreement. However, you would be getting whatever severance is being offered. On the other hand, they could let you stay until the end of your PIP and if you haven't successfully completed the terms of the PIP you will be let go for cause which doesn't get you a severance package.
@ac
That's the way a PIP should work.
However it is widely known that it is used to terminate people (to your point .. a disagreement with an incompetent boss) can get you PIP'd.
In the case of one company (well known for its layoffs) they actually rolled out a new PIP program in January..to notify folks on PIPs they are subject to termination if the company has a layoff. They said the quiet part out loud. This company also has a round of layoffs every year, usually one major (at least 5 % minimim) and one minor (they keep folks thru end of fiscal year and fire them days into the new year).
To your point..that is the way a PIP should work. However it is now used to build out the layoff list. Sad reality.
@a6 I actually disagree with you - PIP stands for Performance Improvement Plan, yes, you didn't meet the 'expectations' (very debatable these days, maybe you had a falling-out with your incompetent boss), but there is a plan for you to improve, and you are putting in your best effort to remedy that situation and compensate for the perceived shortcomings.
According to your intransigent views, however, anyone who doesn't get a good enough rating (subjective as it may be) should be let go on the spot, and who knows, maybe that'll be the norm from now on.
Isn’t that just common sense?
60 day WARN takes you to the end of FY26. Rumors have been out there for a month. And yes I would think anyone who has been told “you do not meet expectations” would be first on the chopping block
@a3 I'm an M4.
Why would this be surprising. You got rated not good enough to keep your job and you don't think you would be top of any layoff list.
This is your opinion? Or are you a director?