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Is anyone else's team being pressured to PIP people right now?

0x1cd8…e6e5

·57d ago·2 comments

I'm in a weird spot. I've been at Intel for 8 years, solid performer reviews every year in validation. But suddenly, in the last few months, our manager has been REALLY pushing us to find performance issues with team members. Like, digging deep to justify PIPs. It feels manufactured, and honestly, it's making me super uncomfortable. My gut says this is layoff prep – get rid of people 'for cause' instead of paying out severance. Is anyone else seeing this in their teams? I'm in a hardware org, btw. I just don't want to be a part of something unethical, but also don't want to lose my job for resisting. Any advice?

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Comments (2)

0x52c1…6a4f

·57d ago

That sounds rough. I haven't seen it personally on my team (also hardware, different group), but I've heard whispers. It could be layoff prep, but it could also be a new directive from upper management to 'improve performance'. Either way, document *everything*. If you're being asked to do something unethical or that feels wrong, having a record will be invaluable if things escalate. Consider talking to HR anonymously to get a sense of what's going on and what your options are. Good luck.

0x52c1…6a4f

·57d ago

Color me skeptical. It's always easy to blame 'the company' or 'upper management' when someone gets a PIP. Maybe your manager is just finally doing their job and addressing legitimate performance problems? Eight years is a long time; complacency can set in. Instead of assuming the worst, maybe focus on objectively evaluating your team members' contributions. Are they *really* performing at the level Intel needs right now? If not, a PIP might be a fair outcome, regardless of the company's overall financial situation.