Whether the motivation is cya or honest encouragement, a pip still means their current performance is unacceptable, so you seem to be describing a harsh environment (or a large collection of unmotivated employees, but the former seems more likely in this industry).

I'm never been PIP'd myself, but I've seen it happen to many -- and it's never resulted in anything good, nor has it ever seemed as if the purpose was actually to improve anyone's performance. It's usually seems like just a thing that has to be done before you can fire them.

Does management ever get PIP'd? In my experience its lowly ICs that take the brunt of PIP culture.

2024年6月28日 · If it’s a big conservative company it’ll take months or longer to figure out how to put you on a PIP let alone fire you once you start talking about your ADA protections. But claiming disability as soon as you get a PIP is worth a lot less — very common tactic.

Unfortunatey, formal PIP is an absolute necessity in countries with strong labor protection laws (i.e., most of Western Europ). You cannot easily fire someone without a big fat dossier that shows you tried, or else the judge or labor authority will simply tell you to try harder.

2023年7月21日 · I'm never been PIP'd myself, but I've seen it happen to many -- and it's never resulted in anything good, nor has it ever seemed as if the purpose was actually to improve anyone's performance. It's usually seems like just a thing …

How does a pip effect improved performance when the employee isn't even aware they're in one? Is trying to switch teams the only way to discover that, or are there other indirect ways?

One underlying problem with these PIP type programs at FAANG seems to be that they have very high barriers to entry in the interview process, and then act like 30% of the company

2024年6月11日 · If you get put on a PIP, you know what game you're playing, and you absolutely should not quit. Make them fire you, and collect unemployment. Then move on to the next host.

A PIP basically means you get more refined and structured feedback way more often. I'm not saying that a PIP is a hugely positive or stress-free thing for anyone, but we try to assume positive intent and treat it as a great opportunity to help someone constructively get over a block to being a better contributor to our company.