How sc--wed am I?
15 replies (most recent on top)
@br fu-k HR,
I'm intentionally useless at Citi388, can't even get myself a package. PIP? they gave me a good mid-year. I barely come in or contribute, never even sign on to my zoom phone, late on training. Time to turn up the heat.
PIP already means your management doesn't likes you. Its a ticking one
Here's a simple Google search for the question: What are the statistics on the number of employees who survive a PIP?
Answer from Google AI which is actually and surprisingly helpful:
Only about 10% to 50% of employees survive a Performance Improvement Plan (PIP) and remain with their company long-term.
The exact survival rate varies heavily depending on company culture, with many organizations using PIPs as a procedural formality to build a legal foundation for termination rather than a genuine tool for improvement.
The Three OutcomesIn corporate environments, the aftermath of a PIP is typically divided into three equal groups of employees:
The Survivors (≈ 10% - 40%): These employees meet the outlined metrics and successfully exit the plan. However, career experts and surveys—such as data shared via professional networking apps like Fishbowl—note that even successful graduates often face lasting stigmatization or leave shortly after due to an eroded relationship with management.
Termination (≈ 30% - 50%): These employees do not meet the goals set by the PIP and are subsequently let go.
Voluntary Resignation (≈ 30% - 40%): Many employees choose to resign during or immediately after being placed on a PIP.
They frequently do this to avoid the termination process on their employment record, or because the goals set are perceived as unattainable.Factors That Influence Survival
The Intent of the PIP: Some managers and smaller companies utilize PIPs as genuine coaching tools. In these cases, success rates can climb to 50% or higher. Conversely, large technology corporations and high-turnover industries frequently use PIPs as a necessary step in the firing process.
Measurable vs. Vague Goals: Employees have a much higher chance of success when their PIP includes objective, quantitative, and time-bound objectives rather than subjective performance measures.
Employee-Manager Relationship: Trust between the employee and manager plays a significant role in rehabilitation.
If you are dealing with a PIP, let me know:
Is the PIP culture at your company generally viewed as a coaching tool or a "death knell"?
Are the expectations and goals in your plan specific and measurable, or subjective?
Are you looking for ways to negotiate and improve, or is your priority to buy time while searching for a new job?
Do you want honest response? You are done. You will spend a couple of months trying to get out of PIP. They will close PIP, you think all went well. Couple of weeks later they will fire you. You get paid one month and then nothing else. No severance.
Honestly, it’s hard to accept but don’t even try. Source: me
if you're on here asking - you just start looking for another job
Old 388 here, Context is difficult (without giving away your identity to the HR snoops here, they love this stuff) but, sorry that is a precursor, soft landing mark that never leaves. Best time to move on is now. Citi looks great on a resume and there is little fact checking so use CoPilot to dress it while you can. Good luck.
What for?
PIPS are never good. One foot out the door. Start looking 👀.
People have survived PIPs but it dogs you for a few years afterwards. You don't get a bonus for in the next two years.
Even a rating of above 3 in the next couple of years is pushed back on by HR.
I never met or heard of someone fired from Citi. I would definitely leave though as it is indicative they do not want you.
Dead man walking!
I know of one person who made it off a PIP but that was at another company after her ahole boss was restructured and she had a new boss...but just try to leave if you can for your own sanity
You are done for sure. Start searching immediately.
Paid Interview Period