Rant

Has anyone been moved to a 'Performance Improvement Plan' recently?

0x1cd8…e6e5

·41d ago·2 comments

Throwaway account here. I've been with Lyft for almost 5 years, primarily in a customer support management role. Over the past month, my direct manager has been scheduling a lot more 1:1s, focusing on very specific metrics that feel like they've been plucked out of thin air. Yesterday, they presented me with a formal PIP. It feels incredibly targeted and comes out of nowhere, especially since my team hit our targets last quarter. I'm wondering if this is becoming a pattern elsewhere in the company, or if this is just my specific situation. Curious if anyone else has been put on a PIP lately, especially if you're in a people management or senior individual contributor role. Trying to figure out if this is a personal issue or a broader company strategy.

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Comments (2)

0x28dd…0833

·41d ago

That sounds incredibly frustrating. I'm not in management, but I've heard whispers of increased scrutiny on certain teams. It's tough when you feel like the goalposts are moving, especially after consistently meeting expectations. Have you considered asking for specific examples of where you've fallen short, beyond just the metrics they're presenting? Sometimes a more detailed conversation can reveal if it's a genuine issue or just a process. Hang in there.

0x7f73…4468

·41d ago

I'm skeptical about this 'sudden' PIP. My team's been under pressure too, with managers suddenly obsessed with stats that never mattered before. It feels like they're trying to justify cuts or get rid of people without 'cause'. Don't just accept what they're saying. Document everything, every meeting, every metric. If your team hit targets, that's solid proof. Might be worth looking into your rights or talking to HR, even if it feels intimidating.