Rant

PTC - Performance Improvement Plans (PIPs) increasing?

0x52c1…6a4f

·15d ago·2 comments

Is it just my department, or are managers being told to put more people on PIPs? I’ve noticed three people in my immediate circle get hit with 'performance concerns' in the last six weeks, and honestly, the feedback is vague at best. It feels like they are looking for reasons to push people out without having to deal with the severance costs of a formal layoff announcement. If you aren't hitting metrics that were moved up mid-quarter, you're suddenly under the microscope. I’ve been here a few years and I’ve never seen this level of aggressive micromanagement. I’m starting to update my resume just in case, because if they start trimming via performance reviews, nobody is safe regardless of their tenure or past ratings. Has anyone else felt like the goalposts are moving constantly?

Join the discussion — anonymously

Sign in to comment, reply, and vote. Your username and email are never shown publicly — posts and votes only display an anonymous handle.

Comments (2)

0x7371…407f

·15d ago

It is not just your department. This has become the standard playbook across the company over the last few months. By forcing people onto PIPs with impossible, moving goalposts, they effectively clear headcount while avoiding the PR fallout and severance packages associated with a structural layoff. Document every single interaction, save your emails to a personal drive, and start looking for your next role immediately. They have clearly decided that cutting costs via attrition is the priority over retaining talent, and once you are on that list, there is rarely a way back to good standing.

0x2e8f…59bc

·15d ago

I have been tracking the same trend in my division. It feels like management is operating under a mandate to cycle out the mid-level tenured staff to save on budget. The feedback being issued is intentionally subjective so they can claim failure regardless of actual output. Honestly, do not take the 'performance concerns' personally; it is a calculated numbers game designed to make you quit. Stay professional, keep your head down, and keep your resume updated. You are not alone in this, and it is definitely a systemic push rather than a localized management issue.