Seeing a lot lately that PIPs are being used to wean out,
Can anyone actually confirm? - looking for people who are on one (and in particular anyone in EMEA?)
Would love to know more on the 'rationale' that is used?
20 replies (most recent on top)
@sa depends on the manager. I personally prefer if my team tell people so the whole team knows that if they don’t do their jobs they’ll be held accountable.
Is being placed on PiP a confidential info? Can one just openly say on a teams call about it? Some managers hate negative publicity like that as they want to look good in employees eyes.
I got faced with a PIP or self termination (w/ two months base salary). I was already interviewing and had a verbal offer. I never acknowledged the PIP and elected to self terminate
Signed on my offer a few weeks after I mailed in my sh-t. So gratifying to ride off into the sunset
They need to fire the ones who told you to PIP them.
I’m a manager. There’s talk of spans increasing to 25. No way is a manager going to pip anyone with how spread out the spans are.
Every manager is doing everything they can to keep people on their team and avoid becoming IC.
I have 4 people in my team that NEED a PIP but I’m being told at multiple levels to hold off indefinitely.
It is the new approach to save money for the company by offering PiP. i think Dell has never treasure their employees. Look at their stingy employee benefits. everyone is just a machinery to make more $$ for the company. Pledge no loyalty to this company.
Pip is usually used as a stepping stone to push someone out of the company
In India, you can't even say someone broke a build without causing butt hurt feelings. PIP is definitely out of the question.
EMEA, Germany: usually they never issue a PIP, too complicated, workers council involved and too much handling for the manager, i guess they usually try to get you out with good money as its easier :)
I used to be in sales in Dubai, got put on a PIP because that was part of my then managers, management style. I played the game, did everything asked if me. Eventually he stopped coming to the regular required meetings, I reported this to HR and the PIP was dropped. He is no longer in the company. The moral of this tale is turn up, do the reports, tick the boxes and beat them at their own game.
Sales can be put on PIP anytime, relatively easily
Just double a sales rep's quota (they've been doing that, I know people who got 4x the quota of previous H) and you've all the grounds to put that Sales on PIP, since it's virtually impossible to perform well when your target is multipled without any change in your portfolio AMO.
Employees placed on a Performance Improvement Plan (PIP) often don't remain with the company much longer, as it's commonly seen as a step toward eventual termination. Some managers avoid using PIPs altogether, believing they do more harm than good, while others rely on them as a standard practice. However, managers who frequently use PIPs can develop a negative reputation, which may hinder their ability to attract and retain talent within their teams.
Recently, a significant number of employees in the AMER region have been placed on PIP, and most of them are no longer with the company. Some of these individuals had been with Dell for over 20 years and were highly competent in their roles. There’s a growing belief that PIPs are being used as a mechanism for layoffs, particularly targeting higher-salaried employees. While I could be mistaken, I’ve seen dozens of cases where employees were let go under the guise of a PIP. From my perspective, the logic behind this approach is questionable: once someone is placed on a PIP, it's extremely difficult to recover. Moreover, the hidden costs of hiring and onboarding new employees often exceed the value of retaining experienced staff. To me there is no value to put someone on a PIP.
I know someone in EMEA (not sales) with a PIP
Not too sure why a Salesperson would be on a PIP. Raise the Salesperson's quota to some unrealistic level then when it isn't achieved, Salesperson gone. I am thinking a lot of quotas are unrealistic these days.
@ap might work in EMEA but has little to no chance in AMER.
In sales in Emea.No mention of PIP's as yet but expecting to hear of them soon.
I have not heard of anyone been put on a PIP. What I can tell you is if that to happen you go out on long term sickness and play the game until they offer redundancy.
Not something I am aware of in Ireland. Last time I heard of anyone on a pip was EMC days..
In AMER and there's a lot of rumors of folks getting put on PIPs with extraordinarily unrealistic goals, but nothing confirmed so far.
I’m in EMEA, not on PIP and don’t know anyone else who is on one. But I’m not in sales. Sales might be a different story if such rumours are true.