I would worry much more about the management deciding to replace layoffs altogether with PIPs than about layoffs in general. I've seen this happen in my previous company and it wouldn't surprise me if it happened here as well. The company saves much more money when it puts people on PIPs, with or without a good reason, and then either watches them leave or fires them in the end.
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@1kqv+1m1WexNO Do we have a Bwian?
I never heard of this stabbing / crucifixion analogy before. Itsays more about you than the point you are making.
Sorry to hear that.
Sales is the easiest org in the world to PIP for cause. One quarter of raised targets, pip the following quarter and done. Easy.
No. PIP is longer and opens you more to heartache and lawsuits.
I never heard of this stabbing / crucifixion analogy before. Itsays more about you than the point you are making.
No I didn’t see any over abuse in layoffs regarding PIP. However ppl on active personal or medical leave many got can’t.
PIP= vacation
got to love the power hungry inexperienced management
Some people at Dell use PIPs to get rid of people they don’t like. I’ve seen managers try and HR pushes back saying there isn’t a case for a PIP. Love PIPs or hate them, I’m glad there is a formal process to prevent bad managers (not leaders) from trying to get rid of people for personal issues.
The problem with PIPs is that it requires (a) a document trail, (b) steps to allow for "compliance", and (c) time.
As the quote goes: "Stabbed? Takes a second. Crucifixion lasts hours. It's a slow, horrible death."