A few people in my general group (Risk) have been put on PIPs. Is it safe to assume that they will be laid off or fired? Will they get severance? This is a new tactic in my area. How does this process play out?
19 replies (most recent on top)
With all of the machinations, tricks, subterfuges, PIPs so that Sh!ttybank does Not need to pay severance and other BullSh!t tricks, it's safe to say that current and former employees especially those who post on this site will have Schadenfreude when CitiTroy finally executes RRP Recovery and Resolution Planning ordered by the FRB and OCC. ROTFLMFAO!
Just file for bankruptcy already and get it over with. Sell Citi in whole or pieces to its envied competitors GS, JPMC, Morgan Stanley, BofA, Barclays. Citi is like a terminal patient in a coma for years on futile life support. Just pull the plug already! Why drag it out further and inflict protracted pain on everyone.......Shareholders, employees, employees' families, etc..
Without the US$350 Billion Free Bailout Money Sh!ttybank undeservedly received during the 2008 Recession, Sh!ttybank and this site would Not even exist today!
@wp Typos. That's 90% and 10%.
@jm Thank you for your post.
The statistics show that 90$ of employees who are placed on a PIP eventually get Fired anyway Because of the PIP.
Stated another way, employees have only a 10$ chance of beating the PIP. As you said, 1:1 weekly meetings were nothing but nitpicking. Manager is note taking everything you're doing, and picking you apart, and enjoying it at the same time. You're given one month to improve.
it's Not worth the stress, tip toeing around, trying not to break eggshells, only to be Fired anyway.
Lesson and Tip for employees: Just ask to be Fired, get paid out for your accrued and unused PTO, and any severance available to you. You can then file for Unemployment Insurance Benefits in your U.S. State. The company most likely will Not contest it (but make sure you get this in writing) because of bad publicity and/or a lawsuit.
Also, both employees and Employers tend to say the beautiful Euphemism "Let go" instead of reality.....FIRED. Both employees and Employers hate to say the F-Word, FIRED because
1) For Employees, it's embarassing and painful to say they were FIRED.
2) Employers do Not want it known or advertised that they do indeed FIRE employees every now and then. Bad news travels fast. Employees will then think, correctly, that if it can happen to others, it can happen to them. Companies admitting that they do indeed FIRE employees sows mistrust, fear, low morale and leads to employees searching for new jobs/employers and at the very least do passive job searches. The companies' best employees will be the first to quit.
I say to employees, do the opposite. By saying you were FIRED, you're transferring the negative Optics and blame back onto the Company. Companies don't want it known that they DO FIRE employees. Companies want current and prospective employees to always believe that companies Only hire employees, and employees voluntarily quit. This is NOT true or reality.
@jm PIP exists to force you out without paying severance. A nice manager who genuinely likes an employee would never let that employee get anywhere close to a PIP but work 1:1 with the emplkoyee to work out any performance or delivery issues. Managers who hand out PIP's are forcing you out and have no incentive to get you out of PIP
@aw, I was put on a PIP at another company.
The manager usually gives you a below meets rating, and probably sends a note to H/R that they do not feel like you're capable of doing the job.
When I was on a PIP, I had to keep track of all of my work, make notes to the manager how I was improving, then meet with the manager 1:1 weekly. The 1:1 weekly meetings were nothing but nitpicking, imo. Manager is note taking everything you're doing, and picking you apart, and enjoying it at the same time. You're giving a month to improve.
If after a month, the manager feels you haven't improved, you are met with H/R and let go. At my old company, I was already in severance during the PIP. I was able to collect unemployment, and thankfully, wasn't out of work too long.
IMO, if I am ever in that situation again, I will choose to opt out of a PIP and cut my losses. It wasn't worth the stress of trying my best, tip toeing around, trying not to break eggshells, only to be let go anyway.
US Citizens and Permanent Residents are laid off and H1Bs and H4 EADs have jobs which is absurd
@dc exactly the poster is a fraud and most definitely not in HR.
@c0 Why would they go back and change a rating? You already were laid off officially. You got your review, rating and acknowledged in WD and hopefully downloaded a copy. Systemically they can't go back and change it. If you were in HR you would know that.
@OP I am in HR and I have seen a ton of 4/4, 4/3, & 3/4 ratings for 2025 - I think it is a forced distribution system to let people go.
In any case, I have a question - I had my review and it was all good and I had a 3/2 rating and was laid off. Do you think that Citi would go back and change people's ratings who were RIF'ed. Like now that I am gone can they/would they change it to 4's after the fact? I have screenshots of my review, ratings, 360 feedbacks, etc. Seems like that would be HIGHLY unethical, but also wouldn't put it past them. Thoughts?
@av Who will you go to? Ethics? HR? Don't make me laugh. You can give them the best evidence you have that would pass the sniff test in front of a jury or a bench trial and all Ethics will ever do is come back there is not enough evidence that we could see....BS...thr whole thing is a charade. A set up. Once you're in a position of power of D or MD, this company treats you sancrosanct...you can do no wrong, short of something like a s-xual as--ult broadcasted on Zoom to hundreds. Unless you have that kind of evidence...forget it. Better to justg move on to something else and hope that your tormentor is one day caught up in a RIF and is singularly talentless enough to be unemployed elsewhere in any other decent company
What counts as a PIP? Does it need HR involvement and formal meetings, or is it written comments from manager?
Surprise 4 ratings can be challenged and used against your manager for being incompetent at giving timely performance feedback. It’s usually because your management has been told to meet a target and they don’t have enough natural 4s and so they look for soft targets among the 3s. You can avoid being a soft target by obtaining periodic feedback from peers and seniors outside your immediate work area and collecting other evidence of performance that you can use to dispute their 4 rating. If they do try a surprise 4 let them know you will be formally challenging their assessment and involving a lawyer.
I disagree the market is same or worse than last year
Very safe to assume they are gone
It’s very likely. I know someone from Risk who was pip’ed and ultimately let go with no severance.
@a7 Yes. While the pattern of sudden 4 ratings has been pointed out by many, especially for 2025 year end, PIP will likely follow for those folks. But, this doesn't mean that anyone else, irrespective of ratings, can't also be pipped. They will find a reason to pip if required
@a2 can u get put on a PIP if u just got a 2/3 in December?
PIP = get you outta the door without paying anything. The first step to that is a surprise 4 rating. Tell those people to update resume and start applying/networking asap. They don't have much time left and the market is only slightly better than it was in 2025
I could see this coming. If you're on a PIP you are not eligible to post for other roles, bonus or incremental increases. You are being managed out. Likely fired. And if you're fired outside of a RIF, you get nothing.