I was told that I can be on PIP next q. If I am on PIP, does it stay on my history incase of looking for another job or for anything in future? Also, can I use my PTO while in PIP?
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assuming you don't deserve it, hard worker, do this. use Dell hr like they're the police.
- open hr ticket. document that you feel your manager is trying to control you with idle threats, including threats of pips. use real facts that can be corroborated with others, having more than one IC submit at the same time gives more weight to the issue.
- document everything in emails , IMs, and record meetings, for really important issues take photos of your screen/emails/IMs to remember.. but if it ever came to a legal thing, those are back pocket items as it's against policy and could go negatively, as for legal you'd want to use the original source thru discovery, but photos help you remember once you've lost access or fired.
- keep a list of your priorities your manager has set, lack of responses, bad communication, lack of 1x1s focused on growth, on unknowns or issues, email them to him or her asking for clarification and help. if your manager ever knowingly violates a policy, sharing restricted data incorrectly, a common thing at Dell, you could call them out to security teams. don't raise it internally or they'll know you turned them in for the violation
- document when your manager changes tasks and priorities, frequency/churn. document when they're bad to others
- if bad manager, give lowest tell Dell scores you can. get others who feel the same way to do the same, don't be polite, move the needle, easier to replace your manager this way. you're not alone, dell doesn't want bad managers over good employees
- become valuable to your managers' stakeholders and coWorkers, work with them directly, slowly and carefully let them know that you have ways to help them further but you're being blocked by your manager, etc . but do it in a clever, nice way, let them battle the bad manager, position yourself as the helper, make sure they know what you work on and know your value, you have to promote yourself
@nk read the days off policy! I just did a week ago. It is very clear that you cannot use days not accumulated if you leave the company early, and they can withhold the excess. There’s a chart showing how much time off you accrue for each week worked. Only in certain states does it not apply.
what role? SWE?
@n8 no they don't
Watch out for using your PTO! You can’t use your entire year’s worth and quit (or retire) before the year end, they make you pay back the excess days off over what you have accrued up to that point. If you use it and are downsized, I don’t think that rule applies.
'I quit because I wanted to go back to Dell in the future.'
dodging a dell PIP by quitting as a strategy to rejoin dell again years later.
You ain't the sharpest tool in the shed.
I just realized who you are LOL We worked together.
I've known one person who survived a PIP. He was our best most honest engineer. Other team members abandoned him, I stuck by him. In the end the manager was demoted.
Good luck.
Having been on a PIP back in 2016 when I worked at Pro Support... You are semi-immune to layoffs considering the FACT you are being pushed out the door already. I hated my job but it was a paycheck so I dealt with the 200% harder workload and did the minimum.
My manager told me that I wasn't gonna pass it - yeah, no sh-t lol - and could either quit today and he'd pay me out for another 2 checks, or I could try to pass it. If I had tried to pass the PIP, and failed... that would have gone on my DELL HR record; but if I quit then it's like it never happened. I quit because I wanted to go back to Dell in the future.
2 years later, I got hired on again but in a TOTALLY different position and org and here I am 6 years later lol.
You have no real benefit of quitting if put on a PIP because generally speaking, you can't file for unemployment if you quit, Dell won't pay any severance to you if you quit, and so you might as well just collect the paychecks for as long as possible while doing the absolute bare minimum.
@ad I don’t think this is true.
More times than not I think that news is usually met with “they’re finally doing something about that person! Excellent!”
@a4 I’m a manager.
You should raise to HR if you think it’s unjustified, but just keep in mind that your manager needs to raise a HR ticket before a PIP can begin.
Your manager will have already discussed the why’s with a HR rep (likely the one that’ll get assigned to you HR ticket if you raise it) before putting you on a PIP.
Use up your PTO and start job searching. Include HR and I would have asked if there was a VSP option.
Don't worry about PIP. Who cares. It will stay in the dell-universe which means nothing in the outside world.
If I could leave dell off my resume I would be elated.
What “record”? Your permanent record?
Just don’t mention it on your job application. Managers at Dell don’t provide references in any case, other than to say you did in fact work there.
When a manager puts someone on a PIP, the news spreads faster than office gossip at free-donut day. Suddenly no one wants to work for them, and the people stuck on their team start updating their résumés like it’s a competitive sport.
If you’re on a PIP, you might not be allowed to transfer within the company, so yes it's on your record as long as the PIP is active.
Also, being put on a PIP usually means they want you out. I would start looking for another job outside the company as soon as possible. Use your PTO ASAP. Involve HR if you feel the PIP is not justified, it is your right to fight against injustice.
What department are you in?