Polling.
17 replies (most recent on top)
Not only do you need to have a personality conflict with too get PIPed out. You could be doing a better job than someone just a proton above you on the ladder. It happened to me, the person before me the person before him and a far back as I care to remember. it was clear who the real problem was but who do you get rid of when it comes down to a woman in a department that is full of men. I spoke to my boss many times about the possibility of adding some value to a different service. eventually I told him the truth, that my coworker was abusive. I went to HR about abuse that I was receiving from this woman and two weeks later I was gone. you don't have to be doing a bad job or have a personality conflict with someone. if a person has been there longer than you and is a proton above you on the ladder and screwed up in the head, that's enough.
Some of you Q fanboys are really naive. Long term employee ("EE") originally in R&D with inventor status was put on project involving 810 chip with inadequate support staff, that was not in his area of expertise. EE educated himself, worked on project, and accomplished significant portion during review, but was not given support staff requested, and manager made no effort to facilitate cooperation between departments. EE received downgraded review for not finishing 810 project. EE objected to accuracy of review. HR blew him off. Next review cycle, EE was given entirely different project. Management assumed he would fail at this project, so they could put him on PIP. EE did an excellent job and received outstanding reviews from people he worked with. Manager downgraded review again--for not finishing 810 project! EE objected to accuracy of review. HR suggested he get counseling. Almost one year later, Q sent out internal press release admitting that the project had been understaffed from the get-go, and hinted that coordination between departments could have been better. Same thing on third review, only EE was downgraded further and threatened with PIP in writing. EE objected to accuracy of review. HR asked EE if he planned to sue. EE finally said, "Screw this!" EE later found out that same thing happened to many of his friends in Q--both in SD and SJ. All were very smart guys, good workers, and long-term employees (--more than 5 years w/ Q.) Most were white guys over age 40. Draw your own conclusions. Q's legal knows that they are less likely to get sued for treating white guys unfairly than minorities or women. EE left as soon as his stock options vested. No sense in leaving money on the table....
QTALES
Great, so other than IT and Modem, all others are good?
Where all the Mirasol folks at?
Modem
It's like the first baseman on the Padres who had a no-trade clause in his contract. They asked him if he wanted to go to another club and he declined. They asked him if he wanted to go to a second club and he declined again. Then they told him he's not playing 1B anymore, he's playing catcher...he did that for one game, then took the next offer to leave. There are always ways of getting rid of people. In this case, it's not about personality conflicts but simple expense cutting. Give the person an impossible assignment, and when he or she fails, put him/her on PIP and offer to either take a package to GTFO, or terminate with cause if it happens again.
....fwiw..Rarely, are pips done to address performance issues...most of the time, pips are done to get rid of people with personality conflicts...technical performance is rarely an issue, due to our interview process. Think about it... I've been in so many situations that I was told to give people impossible assignments to complete.simply because the targeted employees had some sort of personality conflict with someone that was important. People that I had no issues getting productivity from, but just rubbed some important people the wrong way... This really isn't specific to the Q. Everyone at every company dies the same thing
Oh my. Some of you are so naive. Its easy to use a pip to get rid of people you dont like, no matter how good their previous review was. The first step is to switch their manager. The second step is to give them a project you know they won't finish and won't complete. When they fail, the new manager brings it up as performance issue and give them a shitty review. And then you give them a second assignment that is even more difficult to finish. When they fail again, you put them on a pip with a third impossible assignment. At that point ,they are screwed because when they are on a pip, they can't transfer to another manager. When they fail finally, you have all the legal cover to terminate with cause, and since it was done by a new manager, there needs not be an explaination for a sudden change in review rating.. At least that's what we use to do when we wanted to get rid of someone we didn't like.
And that PIP was used instead of layoffs which work trigger WARN notifications.
You could make a case that the number of PIPs increased dramatically at the same time the company had profit and other issues.
PIP is a cover for law suit. All QC needs to do is show everyone who was PIP’ed was let go. That makes it fair and just cause.
@106577: Why? At the end of the day, you're still in the sh**hole that is the Q. Better to just GTFO ASAP!
Also, I don't believe for a second that PIPs are only being given to underperformers. It's just a way to get rid of people under the radar. Who's auditing the PIP process? What laws regulate it? Oh, that's right, there ARE none!
Maybe our composer friend can write a PIP song based on PIPpy Long Stockings theme
You can still get PIPed out while performing way above average level. You sound very naive.
There's a sure fire way not to get PIPed out. How about you perform your job to an above average level? There's a new concept. If you get PIPed out it's your own fault. Don't tell us your sob story.
There's a sure fire way not to get PIPed out. How about you perform your job to an above average level? There's a new concept. If you get PIPed out it's your own fault. Don't tell us your sob story.
IT is always laying people off almost every other month in small numbers 15-20. IT is SD is losing people in SD because of: PIP based lay off, business based lay off, natural attrition, absolutely no hiring in SD.