If i complete the requirements of PIP successfully. i.e the metrics to achieve the PIP
what happens in the final meeting . Do they make up any silly reason to still let me go since there is no HR to review the progress. Will they close the PIP and start a with new one with even difficult metrics. Will the duration be same as previous PIP
6 replies (most recent on top)
I dodged a PIP this 2nd half review - and thought I had a chance of avoiding at new year - by finishing a few things I was fairly confident of avoiding PIP at years end review.
We're working hard - and harder as folks leave and work re-distributed (eg piled on). I'm working at my hire-rate "+" but 2-3x work - others are to varying degree - and I'm compared to that - but I know all highly stressed out. Manager just doesn't see that much.
Anyway my guess - with him - and type of projects and release cadence - it'd be beginning of year with (if any) PiP to mid-year review (the dodged one would have been for at least a quarter ).
So as some have suggested - I'll keep a feel on monthlies - to decide whether to start applying for jobs or not. If he answers I won't make a year end one then I'll file retirement on the 15th (to get 401K matching) and decide (stock markets impact funding) on new job or retiring a year or two early (just want to avoid 2 more high draw years before SS at 65)
I'm relatively confident my 1st few levels don't want to lose anybody - very short staffed as it is - and "coming to speed" is 4-5 years.
So I'm also confident he'd answer honestly on a monthly basis.
Only issue now is a surprise (!) surgery taking me out full and part time 6-8 weeks. Under a lot of pressure to wrap up high priority stuff so no handoff (to overloaded people). So that is my reward for 2 weeks notice (to try and finish one major spec - but "oh, and ....") vs scheduling and announcing surgery the week after the need was diagnosed.
Mostly - 2 years to planned retirement. Happy to work hard (loved the work and load when hired) keep vacation and benefits and other reasons. Also want to deny IBM their thieving 401K matching by being employed Dec 15th. So to avoid RA earlier (and matching theiving) that would be the day I would announce based on managers comments.
Granted, this was five years ago or so... I was put on a PIP in 1Q2017 even though I had closed a big deal that would get me over my quota but it hadn't booked in the system yet. IBM had the signed contract in hand. I was livid. As it turns out, I was in a bad car accident on the way home from the client on the same day the PIP was sent to me. I was out on short term disability for five months. When I returned, my manager wanted me to sign the PIP so he could "immediately say I completed it." I wouldn't do it. Commission was paid and I exceeded quota. Retired on my own terms 2.5 years later.
You sadly wasted effort and most importantly time. Even if you skate on this one, you have been targeted. Time to move on
Absolutely not surprised this is happening under AK, the guy is a ruthless a s s h o l e.
Just be ready for even worth s h i t like that in the future.
PIP in an ideal world should be the most efficient way to course correct underperforming organizations. However, as some have said that at IBM, there isn't a structure to provide an unbiased HR between management and employees. That could cause problem when the said underperformance metrics are not transparent and HR need to mediate the situations. IBM HR needs to serve all people at IBM, not only management.
You were put on a PIP to get rid of you without an actually RA or a direct firing.
This is the cowardly way to thin the herd.