Is anyone currently in the PIP or has been before at Sabre? If so, could you share your experiences?
5 replies (most recent on top)
The difference between being put on PIP and targeted for layoff: when you put someone on PIP now and let go of the person, you may still be able to hire; if you let go of the person during a layoff, there's no need to spend time on PIP and also no hiring.
It's rarely used to help someone improve performance. It is an easy way for them to target an individual for the next round of lay-offs.
If you were put on PIP and if you want to remain employed at Sabre you must do whatever is specified in the PIP. Work hard, document your steps, especially each time you do good work as required by the PIP. Get confirmation from your manager (preferably in writing) that the work you completed was satisfactory.
The PIP is not always a bad thing and can help the employee understand how to best help themselves and their team.
I was a manager and put someone on a PIP. It’s worse case scenario and not the first action a manager takes and has exhausted trying to help. My expectation was to fire the person no matter what as the person was rotten apple but he/she voluntarily left Sabre after 2 months.
Always geared toward creating the Forced Ranking List... However, it can be used to help individuals improve.. +'s and -'s....