#pip

I just got a PIP. Given the current state of the company and the layoffs, would you think I will be axed at the end of the improvement period?

All these posts have been about the sales compensation plans and RTO.

Or pips.

Are there any actual layoffs that happened for the beginning of the year? Because historically there’s always been some big layoffs in February and August.

Are they not doing actual layoffs anymore so that they don’t have to pay severance? Are they just hoping that people quit after not accepting their sales quotas and not achieving their PIP?

Leaderboard shows how outlandish quotas are right now. 60+% of the company is struggling to hit. What’s next?

• pressure & performance review every 6 mo.
• a lovely 8% pip annual quota.
• Work life balance is just horrible.
• clueless mgmt

I am 57. Dropped from Excellent to good, to NI over thr last 3 assessments. I approached my supervisor about volunteering for NSi and would take the PIl. He told me it could not be arranged. Anyone experience this? I am ready to leave. I guess just wait to see where i fall in the assessment this year

Does it appear that HR is setting itself up for a class action suite with demonstrated age based bias? Will 2026 be the year that HR is accountable.

i will try to be brief. I was dpced last year in nov and then told I failed the dpc and now was on a pip. The pip was very similar with a few things added. I failed dpc in dec and failed pip in feb 2026. I was 53 years old with 17 years in. I was constantly asked to leave on my own and take the pil during the dpc and pip. I was told in the beginning that exxon was trying to help me to get to retirement age. I complained to hr and of course got no help from them. If I knew i was doomed I would not have tried as hard as I did and just left. Everything I did was not good enough according to the supervisor. I was told it was not the work but that I was not a good fit for exxon anymore. I left with no medical and lump sum payout. I am getting unemployment right now and pondering on whether to retire or keep working. There are no guarantees any more so treat exxon like a year to year contract job. I would not have stayed as long and suffered if I knew this outcome. Give exxon the loyalty they give their employees none. There was another who was fired during their dpc and was nre as well. Anyway I hope this helps those in their 50's decide and I am done with exxon.

With year after of failure to grow they should be pipped. Unfortunately HR and the Renumeration Committee are all in the deal to look after each other. Raul is doing 3 other jobs and the other Execs are Flying around globe with no intention of any growth. How is this possible?

How would one do this?

With reviews coming up, if you get placed on a PIP and receive a 2 score, start looking for work elsewhere immediately. PIP is no longer a program to get you back up to a 3 to meet standards. Its almost always used now as a way to lay you off in the near future. They used to work with people to get them back to 3s and above, but now its just a tactic to use to RIF you.

What is actually happening to the low performers? Just not getting the “much higher “ gdp? Will there be a layoff targeted at them this month? It sounds like not all are getting PIPs

AK made clear on feb office hours that 15-70-15 here to stay. Is this means 15% layoff every year in the form of PIP?

Do “regular” one off job eliminations get offered severance? Worried superfluous PIPs and bogus fires will start next. Our org says we’re done but it sure doesn’t feel like it

Yes, with layoff you get severance, but with a PIP you get a year of pay and you might even get to stay after it. Most people prefer to be laid off between the two but I think PIP gives us better options.

A few people in my general group (Risk) have been put on PIPs. Is it safe to assume that they will be laid off or fired? Will they get severance? This is a new tactic in my area. How does this process play out?

Is there a time period or deadline after the year end evaluation the employee is told they’re on a PIP plan?

Disappointed in your performance. See, I have expectations too, and you have not met them. I have quietly been evaluating, showing grace, providing feedback to no avail. You are formally moving to a PIP and I will be severing this relationship if your performance as my employer does not improve. I’ll be documenting your progress towards the desired weekly. Signed, your hard working humble employees.

Had a mid career experienced hire employee tell me he just likes to keep his head down and let his work speak for itself. He is on the fast track for a PIP. The psychos will notice and take huge advantage of him. I tried to warn him.

anyone else been put on a PIP recently? I had a meet expectations for end of year stuff but had a suspicious meeting with my sup about goals and a doc of improvements and now think its weird that happened. it wasn't us talking about goals. talked to someone else from another team and they had a similar experience but had a needs improvement end of year review. neither of us got anything from HR but maybe we shouldn't expect an email at this point.

Rated IM for the first time in 8 years. How long do I have.. to look for another job?

All the complaints around severance, PIPS, notices etc…. It’s a mixed bag of confusion on purpose. Designed to frustrate you and have you just walk away and not follow up. Tons of gaslighting, shuffling of meeting times and mixed message. It’s not disorganization, it’s the plan. A meeting invite to “discuss things” , your PIP. You show up and no one else does. Then much later an apology as something more urgent came up that needed attended to so a reschedule is needed. This will happen a time or two. It’s all designed to keep you on edge, stressed so that you’ll leave.

The same applies to the severances. “Any questions, concerns or updates needed just contact this number\email\person etc..” and when you do, no answers, no return calls, no traction. If you’re persistent enough you’ll get somewhere but again, its all be design.

All in all, they just want you to go away with little to no hassle or fuss. Trust me, this is the plan at work. None of it is illegal but certainly pushes the boundaries of the Citi trustworthiness, honesty, yada yada…but they don’t care. It’s the bottom line that matters and the bottom line is that you have to be ran off in order to make up for the lack of the return on investment on AI that was promised to the board. Unfair or not, this is all there is to it.

Does anyone know for sure?

Any leadership that can anonymously confirm?

Does the manager provide a list of names - ie. Told he has to cut 2 of his 10 people or whatever?

Or does it happen above his head?

Just curious

I’ve fired people before that were on PIPs and had known issues but never done layoffs

Hello..

Hope you all are having a better start to the year than me!

I need advice on what should I do to protect myself and if there is even a remote chance to protect myself or is the writing on the wall loud and clear ..

I am a P4 - LBEC...

1. May 2024 - I was displaced. While on notice, in August 2024 - I was re-hired in this current role. (different role/org/manager)

2. Mid year rating in 2024 - IM (I was not even there to get the rating, was already displaced) , 2024 end of year rating from the current role - IM - I was told as I started in August (it should be 'new to rate', but as I am a re-hire, the mid year rating will be CF).

3. 2025 - Mid year rating is a Meets. Regular manager check-ins "you are doing great, keeping doing what you are doing"...November I receive a Manager spotlight award..

4. End of year review - IM.. I was shocked to say the least.. when I asked my manager, he said, its not his feedback but a matrixed feedback in the calibration and also when comparing with other P4s.. I even pointed to multiple stellar 360 feedback I received contradicting the matrixed feedback, all my manager said, these 360 feedback is from your stakeholders and people you worked with, but they do not report in our org and was not present in calibration... I was speechless but did not challenge it. .. did not know what to say !

5. I wrote an email back to my manager and cc'ed skip level - not to challenge but to point out all this and that i was never ever told that I am an IM.. no response from either..

6. Yesterday Manager told me of course no raise no bonus for me...and he saw my email.. and he agrees... the feedback should have come sooner than calibration.. but as he is new.. he is also learning...

That's it...

1. I am now in another team, supposedly reporting to another manager, but she put her papers down, so I am back to square one reporting back to this manager again.. who has no clue of what i am working on.. and honestly does not care or has any interest..kept telling me we will continue this until a replacement comes in..

I am definitely looking for jobs .. but also wanted to understand... what can I do to protect myself or change this "I was new or yes I agree feedback should not wait until calibration" narrative... or is this all a strategy to put me in PIP and eventually let go ?

Thank you all for your time and inputs.. I am grateful.

For my 2025 mid year review, I was given an IM. Second half of the year, my manager acknowledged things were a lot better but still gave me an IM for the EOY review because he "had to consider the year as a whole". Now he tells me because I have 2 IMs in a row I need to be on PIP according to HR. His review had the most bogus generic points just so he could embellish why he was giving me the poor rating.

I should probably be looking for another job now but does anyone have any advice? Is it pretty much over now that I'm on PIP? Should I not sign any of the PIP documents? Ive already opened a ticket with HR to have all of this documented going forward but my managers assessment just seems completely unreasonable.

15 percent of high performers across all band levels are be rated as low performers to reduce bonus pay outs. This is the next move on attrition. Next steps may be pips and subsequent layoffs. You would think a company as large as IBM would be able to handle this differently. Hopefully people who know they are high performers that get a low performance review know this has nothing to do with them and everything to do with the dysfunctional management team at IBM.

I was placed on a formal coaching plan and, despite making progress, did not reach the final performance threshold. Now waiting to see what comes next, hopeful for an extension to continue building momentum. Anyone else have feedback on how coaching plans pan out if you don’t meet all of the requirements?

With a pip. What a horrible company

My coworker got a performance plan and he's treating it like a notice to leave. He's not trying to improve, just looking for a new job. Is that the standard outcome?

No big changes

The first flakes drifted down over the city, soft and silent, promising a weekend of snowdrifts, frozen driveways, and the kind of cold that makes you grateful for firewood and LED candles. Neighbors huddled indoors, swapping soup recipes and checking weather apps like fortune tellers.

But inside the office buildings, another kind of storm brewed. HR invites fell like icy pellets: “We regret to inform you…” As those words echoed, the blizzard outside was matched by a blizzard of layoffs and PIPs inside. Cubicles emptied of cheer faster than sidewalks, and the chill wasn’t just in the air — it was in the morale.

Employees joked darkly: “Winter is coming.”Some meant the snowstorm barreling toward the city. Others meant the quarterly layoffs and PIPs barreling toward their careers. Both were inevitable, both demanded preparation.

So, just as families stocked up on groceries and salt for the driveway, workers stocked up on résumés and LinkedIn updates. The fireplace crackled at home, while leadership churned out performance metrics and “action plans.”

And in the end, everyone learned the same lesson: whether it’s snowflakes or layoffs and PIPs, winter always comes — and the only way through is to be prepared, keep warm, and remember that spring eventually follows.

Heads up that off cycle PIPs do happen at Exxon. I was put on one this week outside the usual review window after generally positive feedback. Posting so others are not caught off guard. Document everything and ask for clear expectations.

Ebrahim Poonawala (Bank of America) asked about the sustainability of revenue growth and margin targets if the environment worsens; CEO Robin Vince highlighted BNY’s agility and ability to adjust expenses, emphasizing their diversified revenue engine and reduced macro sensitivity.

Is it true that upstream, downstream, and EmTech have different PIP percentages, and which one has the lowest?

one google search of forced distribution and differentiated performance gives you thousands of articles about why it doesn’t work and why it’s terrible for morale and collaboration. yet now we’re forcing people to be ranked and PIPed just to fill a quota. its nonsensical. why am i coming into the office four days a week to “collaborate” with my peers and help them outshine me? why would i bother trying to meet my goals when a percentage of my team has to be ranked low just because it’s required? if you want to let people go just let them go. why do they put us through these humiliation rituals?

https://www.hcamag.com/us/specialization/employment-law/ibm-faces-age-bias-lawsuit-alleging-impossible-performance-improvement-plan/561411

The news comes just in time when 15% low performers would potentially be put on PIP

My manager told me directly today that the entire company is forcing managers to give employees low ratings.
Time to leave, guys. They’re trying to get rid of everyone in the U.S. Leave this sh*thole, and for anyone considering coming here—please don’t.

Did this same scenario happen to anyone else? I was put on a performance plan for 30 days sept 24th with a list of things to get completed. I had arguments of course of what was written on it. All bullsh-t of course. Even still I did all the things and in a meeting my boss even said I was working towards improving and looking better. Blah blah blah
30 days come and get a meeting invite and told to stay home. Literally got let go exactly 30 days later Oct 24th after my so called performance was improving.
My boss was literally reading from a script telling me I’m let go and I will receive a letter via email to sign. About a week later I received the email I had to sign it or I wouldn’t get my sh---y 60 day pay.
I see others got let go in a different way. Either way this can’t be legal. What do we do? Can we fight this?

The automatic rank everyone lower…
The place people on PIPs…..
The lack luster severance…..

Its all done to run off people to avoid any severance payouts AND it’s all designed to recoup money.

1.2 billion $ Russia mistake…the AI promise of cost savings….all black eyes and recouping money any way they can is the make up to cover it up.

So, use this as motivational fuel for later. The job market will get better. Trust me, there are jobs out there that pay more money than Citi, even more so since Citi is not giving up any $ for bonus’s or raises. Citi would have you believe that you’ve got a better deal “here” but at best Citi is average on pay and perks. This…all of this….that Citi is doing is a well rounded snapshot of what Citi thinks of you and your worth.

Take the hint and when things turn around, start seeking jobs outside of Citi even look beyond the financial sector. Use all of what Citi is doing to sharpen your focus on leaving. Use it as motivational fuel to leave once you find something comparable. As far as the return to office jargon…..you might as well work somewhere else for more money and go in the office there instead of here for less $.

The first batch of Performance Improvement Plans goes out next week. HR defined the Performance Improvement Plans, and they have been standardized and nearly impossible to pass.
If you have a feeling you are going to get a Performance Improvement Plan next week, your hunch is probably right. Your not likely going to pass your PiP, because Microsoft HR defined them for employees to fail. The best thing you can start doing next week after being handed your Performance Improvement Plan. Is to so stop preforming any work and focus on updating your resume. On your Resume, you want to give yourself a fake Microsoft job title that makes you sound like you are really important, in fact using your Microsoft manager's job title as your own is a great idea, On your resume write boasting about all the important work you have done, knowing its total bs. Then start applying to jobs, in between watching Hulu movies while at work.

I had a call with my manager who mentioned that the stakeholders are not happy with my knowledge and that got me a 4 and he's going to 'help' me with that in this year with that..but now how to know whether there's a pip or not? Nothing was mentioned in the call, but in the comment it's mentioned he would help me with a development plan ..does that mean it's a pip?