In fact, if they put you on PIP, I'm wondering if it's even worth the extra effort to try to survive it. Given that some are totally unfairly placed on PIP, it makes me think about how much it really has to do with performance and if it's worth putting in extra effort just to stay here.
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To @xfhk - yes the small group forced distribution sucks - and is quite common.
It's also common for ratios of various bands/levels - though (from our group) not as strict at IBM as say EMC or NTAP.
But to @xfhk with (in person) Ric a Almaden all hands: "10% on PIP" expected.
So for ANY reasonably section front line manger - each manager would be forced to have one on PIP whether they deserve it or not. And I'd suggest it'd always be that same person - thus making them a HUGE RA target.
I used to work in Japan and now the US.
Japan: If you co-worker is not performing, the whole team gets into trouble. Therefore one has an interest to educate your coworker and improve performance for everyone.
USA: Each group has a "forced normal distribution" . Even if all are doing great, HR wants to have a low performer and high performer. Therefore one has no reason to improve co-workers performance. Your own performance would then get relatively worse.
Well my boss is now marking up Checkpoint a lot more than usual. And as people have reported - there's no back and forth on Checkpoint anymore.
- Boss gives goal(s)
- Employee writes something
- Boss writes something back.
- That's it! no follow up nor discussion on what Boss writes up.
Thing is my performance -as stated - is "not keeping up with the rest of the team in taking on the additional work as others leave".
- e. Not "my job" but "my job and of those that left".
Life at IBM sucks enough already (workload, basically no raises in 5 years, no compensating stock rsu's etc) to pick up other people's work.
So, yeah, if I'm PIP'd, it'd be a full time job hunt, as the fire hose of a new job would be more satisfying than pushing the beached boat further up shore.
If you are 50+ (and not in a protected class, besides age) you will be targeted. EEOC protected classes include: race, color, religion, s-x (including pregnancy, se-ual orientation, or gender identity), national origin, age (40 or older), disability and genetic information (including family medical history).
OP: that is an absurd question. "Given that some are totally unfairly placed on PIP, ..." How much harder do you imagine you would have to work to overcome that?
Just leave. It's toxic.
Deadman walking
If it's a "utilization pip", it means they are hiding layoff numbers behind "pips" and they don't have the courage to RA you and admit it is a layoff.
if they put me on a pip, I would laugh in their face and make them fire me for doing nothing.
From another thred, @gnax+1iRhFOkb said it well.
If you get put on a PIP there are 2 main reasons:
1 - regardless of your performance level, your boss wants you gone and needs the documentation to do so
2 - you are under performing, you've had many conversations with your boss about your poor performance and this is the last resort
No kidding!
It’s another way of getting rid of you. I would not stress myself and just focus on getting a new job. Most likely you are over 45.