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this post was submitted on 24 Nov 2023
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Lot of people reacting to the headline without understanding how shit PIPs are in 90% of companies.
Not to cheer too hard for the rich but this is step towards company leadership having to actually pull their weight, which means maybe some 8ncrwaeed union sympathy and other effects. Doubtful that actually works all the way up, but less shitty middle managers feels okay.
IHMO, the phrase “PIP” is pretty bad.
Most actual performance improvement stuff is done during regular quarterly or biannual reviews. If you get put on a proper “PIP” that really just means “I’ve been talking to you for several quarters about your performance problems, things have not changed, now I’ve contacted HR, and this is the last opportunity you have to turn this ship around.”
PIP is code for "we are now gathering evidence so when we fire you, we have proof we had cause if you try to sue us"
Yeah, although if the manager has been doing their job, all of that stuff is already written down and documented in quarter reviews, 360’s, and goal setting.
My guess is that Dorsey is basically just saying, we already have months of documentation. Adding another 3 or 6 months is probably just going to drag things out and continue to piss of the people who are struggling to work with the problematic person.
Yep, instead of you being laid off.
I've seen the increase in PIPs right before layoffs numerous times.
Edit: spelling