I have the feeling that among those who have been PIPed, there are too many who are actually much better performers than those who were not given this "opportunity" to improve their overall performance. Maybe I'm not right?
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In RIS, I remember it being full of worthless people. I recall being on a team of 4 that accomplished more than RIS which had 100 people. Finally, RIS absorbed my whole team. Horrible experience. I realized the most worthless people such as Mike B would gossip to survive. There were feckless managers like Drew H that would play favorites. I remember going from 120% performance bonus to laid off. Best thing that happened. I was getting tired of propping up that worthless group.
So, fun story - before I resigned a few months ago. I received my annual performance review in January, with glowing remarks. I received 100% of my bonus, but my merit increase was above department average. I received a 3.5% increase, while department average was 2.5%. Fast forward two months later and my manager tells me that I'm progressing nicely, but that I'm not progressing fast enough, and that they would like me to switch departments where I would be a better fit. I'm baffled at how in less than 90 days, I went from someone who was at or above expectations, to now a concern. But, here's the best part, I was threatened that if I didn't elect to move to another department, I would be put on a performance improvement plan (of course, it was a veiled threat, 'oh we want to best set you up for success').
This was when I knew that nonsense was abound and I decided to take my talents elsewhere.
I am a top performer and got put on a PIP. It is all bullsh-t. There is no rhyme or reason as to why they are doing it. If anything it seems like they are targeting more tenured folks on the front line making more.
I agree with this statement. Leaders at T-Mobile have a habit of extending opportunities to their favorite people. That isn't equitable. Once you establish a "top-performer" status you can sit back and collect 1X0% bonuses for doing less than another that is trying really hard to excel and make the company better.
If you are put on a PIP in this company claim lack of training and coaching and legally this sh*t-ho-e company is liable if they don't show improvement to help you. AKA, you can sue the F out of them if they terminate you.
Considering "PIP" stands for "performance improvement plan," how are you supposed to hold someone to that who is meeting their goals or doing satisfactory work?
What the he-l are you talking about