Thread regarding Dell Inc. layoffs

One of my former co-workers was told that they could either take the PIP or two months severance. It was a bad situation where they and the new manager/VP were not meshing. So, they took the severance package. But, I don't know if that is what they offer to everyone.

So my ae had a pip and chose to leave instrad. she did get a severance but not sure the amount. I know isrs last year on a pip and completed it successfully. They were laid off in the next round of whr. The language on pip also says, if you fall below your sales number any quarter you can be exited right away with no warning. It's not clear how long that period is after the pip. It sounded like ANY time you don't hit after a pip they can kick you out... like forever.... so be aware you may not be safe at all after a pip if you choose to not take the severance.

PIP= Performance Improvement Plan

Internal job hopping is the only way I've witnessed dell employees avoid pip

PIP = Performance Improvement Plan

PIP is internally, and by HR foremost, sold as a tool to improve your work-attitude. It is a "last resort" in case an employee has had several previous warnings or complaints about his results, efficiency, performance. Sounds positive because the process is presented as "constructive" with active involvement of your manager and if needed other stakeholders that also need to fulfill tasks, so it's not only YOU to do something. So far the theory. The reality is that the PIP is used to kick people out "with reason". In some countries you just cannot fire anybody without a valid reason. In contrast, if you present it as if the employee is underperforming and even did not improve after a PIP, then the employer can justify it as "he's not up to the job". Practically a PIP can be defined with unrealistic goals, for example "you need to have 10 physical F2F meetings with customers per week", and then that is required during vacation periods while many colleagues and customers are OOO. Another one : "you need to improve your technical skills", that's very vague and how do you measure that ? Even more, in that case there must be a clear action from your employer/manager to give you the chance to achieve that : follow a course, get trained, .... Requirements defined in a PIP must be "achievable", "measurable" and "reasonable". Again, in reality the manager defines actions that are not adhering to these aspects, and as such the PIP becomes a we-pon to initiate a "layoff". In all this, HR is NOT your partner. Often HR takes side with management levels. I've seen PIP contents that are very weird and relate to tasks that are not part of one's job-description. IOW, "the end justifies the means". About severance in that case : will depend on location (country and local work regulations).

If you get on a PIP you will be at the top of the list to be let go when a reduction comes up. Don’t count on anything if you are on a PIP when let go (fired). The manager has to go through procedural actions to put you on a PIP and they are supposed to help you with actions to get off the PIP. That said, those recovery actions may be ridiculous and include a “special project”. Per another previous post, work on getting off that PIP and also look for another job outside of Dell.

Typically in the past if you exited on a pip and signed the paperwork you would get a number of weeks. Note vacation is only paid if your state of record has legal requirement to payout unused vacation time.

I am sorry to ask but how do we need up in PIP? I have a feeling that I will be ending up here.

You usually get an offer to leave with the PIP. I would take it as a slap in the face and prove them wrong by working the PIP while looking for a new position. Do note, however, that if you don't meet the checkpoints in the PIP you will be let go without anything.

When you are on a PIP:

#1 don't sign anything
#2 question the legitimacy of the PIP
#3 engage HR
This is your right. Too many managers abuse their power and authority against good employees.

I can also tell you that managers who put their employees on a PIP have a very bad reputation and they will have trouble filling out the next available positions. As a matter of fact the best employees won't stay any longer in the group if they feel their managers goes overboard.

PIPS will start Q3/Q4 to manage people out by Q1 to avoid paying severance. Crazy metrics to start next week.

Forced out by PIP means no severance because you were let go for cause not because of a WFR. If they are threatening a PIP find another role at Dell or volunteer for a package or work to get off the PIP. Those are about your best options.

wtf is pip?