PIP了，要不要辞职？# JobHunting - 待字闺中
g*d
1 楼
PIP 一个月
谈了一下，我可以自己辞职给我一个月的package
想再谈一次给PIP 两个月，成功率1%，值得去争吗？认识别组的人PIP三个月。
下周一要最后决定了
怎么办
谈了一下，我可以自己辞职给我一个月的package
想再谈一次给PIP 两个月，成功率1%，值得去争吗？认识别组的人PIP三个月。
下周一要最后决定了
怎么办
f*t
2 楼
既然别的组给3个月，为什么只给你一个月？你跟hr说觉得自己受到了不公平的对待，
公司一心虚说不定就给你三个月补偿了
公司一心虚说不定就给你三个月补偿了
s*7
3 楼
最近PIP怎么这么多，看来各公司去年招得太多，效益缺不行，年初performance就只好
卡紧了好开人
这个package一般跟你的工作多久定的，我们这边工作一年给两个星期的工资
卡紧了好开人
这个package一般跟你的工作多久定的，我们这边工作一年给两个星期的工资
t*r
4 楼
什么公司?
【在 g******d 的大作中提到】
: PIP 一个月
: 谈了一下，我可以自己辞职给我一个月的package
: 想再谈一次给PIP 两个月，成功率1%，值得去争吗？认识别组的人PIP三个月。
: 下周一要最后决定了
: 怎么办
【在 g******d 的大作中提到】
: PIP 一个月
: 谈了一下，我可以自己辞职给我一个月的package
: 想再谈一次给PIP 两个月，成功率1%，值得去争吗？认识别组的人PIP三个月。
: 下周一要最后决定了
: 怎么办
s*i
5 楼
3月要发bonus了，要把manager不喜欢的人都裁下去
j*3
6 楼
你们公司真抠。。。建议爆出来，大家远离
【在 s******7 的大作中提到】
: 最近PIP怎么这么多，看来各公司去年招得太多，效益缺不行，年初performance就只好
: 卡紧了好开人
: 这个package一般跟你的工作多久定的，我们这边工作一年给两个星期的工资
【在 s******7 的大作中提到】
: 最近PIP怎么这么多，看来各公司去年招得太多，效益缺不行，年初performance就只好
: 卡紧了好开人
: 这个package一般跟你的工作多久定的，我们这边工作一年给两个星期的工资
n*s
7 楼
Amazon的?
【在 g******d 的大作中提到】
: PIP 一个月
: 谈了一下，我可以自己辞职给我一个月的package
: 想再谈一次给PIP 两个月，成功率1%，值得去争吗？认识别组的人PIP三个月。
: 下周一要最后决定了
: 怎么办
【在 g******d 的大作中提到】
: PIP 一个月
: 谈了一下，我可以自己辞职给我一个月的package
: 想再谈一次给PIP 两个月，成功率1%，值得去争吗？认识别组的人PIP三个月。
: 下周一要最后决定了
: 怎么办
p*t
8 楼
快说是不是U，最近坑爹事听说太多了
x*w
9 楼
肯定是Uber，最近很多
【在 g******d 的大作中提到】
: PIP 一个月
: 谈了一下，我可以自己辞职给我一个月的package
: 想再谈一次给PIP 两个月，成功率1%，值得去争吗？认识别组的人PIP三个月。
: 下周一要最后决定了
: 怎么办
w*o
10 楼
【在 g******d 的大作中提到】
: PIP 一个月
: 谈了一下，我可以自己辞职给我一个月的package
: 想再谈一次给PIP 两个月，成功率1%，值得去争吗？认识别组的人PIP三个月。
: 下周一要最后决定了
: 怎么办
l*4
12 楼
亚麻太黑了，sr都被搞，尼玛。。
【在 N****s 的大作中提到】
: http://www.mitbbs.com/article_t/JobHunting/32976557.html
【在 N****s 的大作中提到】
: http://www.mitbbs.com/article_t/JobHunting/32976557.html
l*a
13 楼
sr with 135K base,total <180K?
【在 l***4 的大作中提到】
: 亚麻太黑了，sr都被搞，尼玛。。
【在 l***4 的大作中提到】
: 亚麻太黑了，sr都被搞，尼玛。。
l*a
14 楼
which company are you talking about?
【在 s*********i 的大作中提到】
: 3月要发bonus了，要把manager不喜欢的人都裁下去
【在 s*********i 的大作中提到】
: 3月要发bonus了，要把manager不喜欢的人都裁下去
s*r
15 楼
姥姥，还有历史可查
【在 N****s 的大作中提到】
: http://www.mitbbs.com/article_t/JobHunting/32976557.html
【在 N****s 的大作中提到】
: http://www.mitbbs.com/article_t/JobHunting/32976557.html
s*r
16 楼
14年开发经验，应该40左右了
【在 l*****a 的大作中提到】
: sr with 135K base,total <180K?
【在 l*****a 的大作中提到】
: sr with 135K base,total <180K?
g*d
17 楼
不挖不行吗？就知道消遣人
不是sr 只是SDE2
不是sr 只是SDE2
d*e
18 楼
争取一下对你也没什么损失，why not？
【在 g******d 的大作中提到】
: 不挖不行吗？就知道消遣人
: 不是sr 只是SDE2
【在 g******d 的大作中提到】
: 不挖不行吗？就知道消遣人
: 不是sr 只是SDE2
O*f
19 楼
上PIP的，95%都不能幸免。
2-4月发bonus是惯例。
一年工龄给2个星期的薪水，这个还真是好公司的待遇。
如果能加上额外2-3个月的医疗保险的什么的，就更好了。
2-4月发bonus是惯例。
一年工龄给2个星期的薪水，这个还真是好公司的待遇。
如果能加上额外2-3个月的医疗保险的什么的，就更好了。
g*d
20 楼
我是想争取2个月PIP，边P边找。
我也是无心恋战了，不想争了。
我也是无心恋战了，不想争了。
s*r
21 楼
PIP并不是件舒服的时期，你要卖力表现，每周老板都要布置任务，你要汇报进展的，
老板还要写书面总结。怕你以后找公司的麻烦，给你改造机会，但确实无可救药了
如果公司（老板）认为没啥改变的，PIP随时可以终止。
就是说PIP期间找工作比平时上班时还困哪，还是有可能被踢出去的
【在 g******d 的大作中提到】
: 我是想争取2个月PIP，边P边找。
: 我也是无心恋战了，不想争了。
老板还要写书面总结。怕你以后找公司的麻烦，给你改造机会，但确实无可救药了
如果公司（老板）认为没啥改变的，PIP随时可以终止。
就是说PIP期间找工作比平时上班时还困哪，还是有可能被踢出去的
【在 g******d 的大作中提到】
: 我是想争取2个月PIP，边P边找。
: 我也是无心恋战了，不想争了。
g*d
22 楼
确实是这样
y*2
23 楼
才半年多就PIP啊。。
2月annual performance之后， 大规模PIP啊
亚麻真是糟糕啊。
PS: 。
2月annual performance之后， 大规模PIP啊
亚麻真是糟糕啊。
PS: 。
s*i
24 楼
manager说不好就不好么？难道没有一个公正的performance court可以争辩一下
f*t
25 楼
大公司谁管一个刚进来的entry level死活
【在 s*********i 的大作中提到】
: manager说不好就不好么？难道没有一个公正的performance court可以争辩一下
【在 s*********i 的大作中提到】
: manager说不好就不好么？难道没有一个公正的performance court可以争辩一下
s*i
26 楼
楼主是senior把
【在 f*******t 的大作中提到】
: 大公司谁管一个刚进来的entry level死活
【在 f*******t 的大作中提到】
: 大公司谁管一个刚进来的entry level死活
f*t
27 楼
一样的，director起才能算中层，下面的人，包括senior manager，都是随便换的
【在 s*********i 的大作中提到】
: 楼主是senior把
【在 s*********i 的大作中提到】
: 楼主是senior把
l*4
28 楼
有道理
【在 f*******t 的大作中提到】
: 一样的，director起才能算中层，下面的人，包括senior manager，都是随便换的
【在 f*******t 的大作中提到】
: 一样的，director起才能算中层，下面的人，包括senior manager，都是随便换的
T*e
29 楼
正解。PIP不要签。PIP就是认罪书，签完不但你得忙着干活，
找下家没时间，而且老板可以随时fire你（已经认罪了不是吗）。
争取拿package走人。跳槽涨薪才是正道。
【在 s*****r 的大作中提到】
: PIP并不是件舒服的时期，你要卖力表现，每周老板都要布置任务，你要汇报进展的，
: 老板还要写书面总结。怕你以后找公司的麻烦，给你改造机会，但确实无可救药了
: 如果公司（老板）认为没啥改变的，PIP随时可以终止。
: 就是说PIP期间找工作比平时上班时还困哪，还是有可能被踢出去的
找下家没时间，而且老板可以随时fire你（已经认罪了不是吗）。
争取拿package走人。跳槽涨薪才是正道。
【在 s*****r 的大作中提到】
: PIP并不是件舒服的时期，你要卖力表现，每周老板都要布置任务，你要汇报进展的，
: 老板还要写书面总结。怕你以后找公司的麻烦，给你改造机会，但确实无可救药了
: 如果公司（老板）认为没啥改变的，PIP随时可以终止。
: 就是说PIP期间找工作比平时上班时还困哪，还是有可能被踢出去的
T*1
30 楼
原文居然没有了，只有一片转载了。建议仔细读三遍。
https://www.linkedin.com/pulse/never-sign-pip-jack-tarantino
Never Sign a PIP
Jun 25, 2015215 views1 Like0 CommentsShare on LinkedInShare on FacebookShare
on Twitter
By Michael Church
I alluded to this topic in Friday’s post, and now I’ll address it directly
. This search query comes to my blog fairly often: “should I sign a PIP?”
The answer is no.
Why? Chances are, performance doesn’t mean what you think it does. Most
people think of “performance improvement” as something well-intended,
because they take performance to mean “how good I am at my job”. Well, who
doesn’t want to get better at his or her job? Even the laziest people
would be able to get away with more laziness if they were more competent.
Who wouldn’t want to level up? Indeed, that’s how these plans are
presented: as structures to help someone improve professional capability.
However, that’s not what “performance” means in the context of a
employment contract. When a contract exists, non-performance is falling
short of an agreed-upon provision of the contract. It doesn’t mean that the
contract was fulfilled but in a mediocre way. It means that the contract
was breached.
So when someone signs a PIP, he might think he’s agreeing that, “Yeah, I
could do a few things better.” That’s not what he’s actually saying, at
least not to the courts. He’s agreeing to be identified as a non-performing
– again, in the legal sense of the word– employee, in the same category as
one who doesn’t show up or who breaks fundamental ethical guidelines.
Signing a PIP isn’t an admission that one could have been better at one’s
job, but that one wasn’t doing one’s job. Since white-collar work is
subjective and job descriptions are often ill-defined, making the binary
question of professional and contractual performance difficult to assess in
the first place, this sort of admission is gold for an employer looking to
fire someone without paying severance. The employer will have a hell of a
time proving contractual non-performance (which is not strictly required in
order to fire someone, but makes the employer’s case stronger) without such
a signature, given that most white-collar work has ill-defined requirements
and performance measures.
Managers often claim that signing such paperwork only constitutes admission
to having read it, not agreeing to the assessment. Even if true, it’s still
a bad idea to sign it. This is now an adversarial relationship, which means
that what makes the manager’s work (in the firing process) easier makes
your life worse. Verbally, you should say “I agree to perform the duties
requested of me, and to make the changes indicated, to the best of my
ability, but there are factual inaccuracies and I cannot sign this without
speaking to an attorney.” If you are pressed to sign, or threatened with
termination, then you may sign it, but include the words “under duress”. (
The shorthand “u.d.” will not suffice.) What this means is that, since you
were threatened with summary termination, you were not free to decline the
PIP, and therefore your signature is meaningless.
Whether you sign the PIP or not, you will probably be fired in time, unless
you get another job before the process gets to that point. Not signing it
doesn’t make it impossible for them to fire you. It only makes it somewhat
harder. So why is it harmful to sign it? You want two things. First, you
want time. The longer you have to look for a new job while being employed
the old company, the better. If your manager sees you as a risk of messy
termination, he’s more likely to let you leave on your own terms because it
generates minimal work for him. PIPs are humiliating and appear to be an
assertion of power, but they’re an exhausting slog for a manager. Second,
you want severance if you don’t find a job in time and do get fired.
Severance should never be your goal– non-executives don’t get large
severances, so it’s generally better for your career and life to get
another job– but you shouldn’t give that away for free.
There isn’t any upside to signing the PIP because, once one is presented,
the decision to fire has already been made. A manager who genuinely wants to
improve a person’s performance will communicate off the record. Once the
manager is “documenting”, the relationship’s over. Also, people very
rarely pass PIPs. Some people get the hint and leave, others fail and are
fired, and in the remainder of cases, the PIP is ruled “inconclusive”,
which means “not enough evidence to terminate at this time”. That’s not
exactly an endorsement. For a PIP to be passed would require HR to side with
the employee over management, and that will never happen. If the employee
is under the same manager in 6 months, there will be another PIP. If the
employee tries to move to another team, that will be almost impossible,
because a “passed” PIP doesn’t mean exoneration. The reputation for
instability created by a PIP lingers on for years. What I am essentially
saying here is that, once a PIP appears, you should not sign it for the sake
of maintaining a professional relationship. There is no relationship at
that point.
Signing the PIP means you don’t know how to play the termination endgame.
It means that you have no idea what’s happening to you, and you can be
taken advantage of.
This said, there’s a way of not signing it. If you appear to be declining
to sign out of bitterness or anger, that doesn’t work in your favor. Then
you come off as childish. Childish people are easy to get rid of: just put
them in increasingly ridiculous circumstances until they lose their cool and
fire themselves by doing something stupid, like throwing a stapler at
someone. The image you want to project is of a confident, capable adult–
one who will not sign the PIP, because he knows it’s not in his advantage
to do so, and who knows his rights under the law. This makes you
intimidating. You don’t want to frighten adversaries like this– a
frightened enemy is dangerous unpredictable– but you do want to intimidate
them, so they get out of your way.
There’s a lot more to say about PIPs, which are dishonestly named processes
since their real purpose is to create a paper trail to justify firing
someone. That I’ll cover in a future post. For now, I think I’ve covered
the most important PIP question. Don’t sign the fucking thing. Be
professional (that’s more intimidating than being bitter) but decline to
sign and, as fast as you can, get another job. If you see a PIP, moving on
is your job.
【在 s*********i 的大作中提到】
: manager说不好就不好么？难道没有一个公正的performance court可以争辩一下
https://www.linkedin.com/pulse/never-sign-pip-jack-tarantino
Never Sign a PIP
Jun 25, 2015215 views1 Like0 CommentsShare on LinkedInShare on FacebookShare
on Twitter
By Michael Church
I alluded to this topic in Friday’s post, and now I’ll address it directly
. This search query comes to my blog fairly often: “should I sign a PIP?”
The answer is no.
Why? Chances are, performance doesn’t mean what you think it does. Most
people think of “performance improvement” as something well-intended,
because they take performance to mean “how good I am at my job”. Well, who
doesn’t want to get better at his or her job? Even the laziest people
would be able to get away with more laziness if they were more competent.
Who wouldn’t want to level up? Indeed, that’s how these plans are
presented: as structures to help someone improve professional capability.
However, that’s not what “performance” means in the context of a
employment contract. When a contract exists, non-performance is falling
short of an agreed-upon provision of the contract. It doesn’t mean that the
contract was fulfilled but in a mediocre way. It means that the contract
was breached.
So when someone signs a PIP, he might think he’s agreeing that, “Yeah, I
could do a few things better.” That’s not what he’s actually saying, at
least not to the courts. He’s agreeing to be identified as a non-performing
– again, in the legal sense of the word– employee, in the same category as
one who doesn’t show up or who breaks fundamental ethical guidelines.
Signing a PIP isn’t an admission that one could have been better at one’s
job, but that one wasn’t doing one’s job. Since white-collar work is
subjective and job descriptions are often ill-defined, making the binary
question of professional and contractual performance difficult to assess in
the first place, this sort of admission is gold for an employer looking to
fire someone without paying severance. The employer will have a hell of a
time proving contractual non-performance (which is not strictly required in
order to fire someone, but makes the employer’s case stronger) without such
a signature, given that most white-collar work has ill-defined requirements
and performance measures.
Managers often claim that signing such paperwork only constitutes admission
to having read it, not agreeing to the assessment. Even if true, it’s still
a bad idea to sign it. This is now an adversarial relationship, which means
that what makes the manager’s work (in the firing process) easier makes
your life worse. Verbally, you should say “I agree to perform the duties
requested of me, and to make the changes indicated, to the best of my
ability, but there are factual inaccuracies and I cannot sign this without
speaking to an attorney.” If you are pressed to sign, or threatened with
termination, then you may sign it, but include the words “under duress”. (
The shorthand “u.d.” will not suffice.) What this means is that, since you
were threatened with summary termination, you were not free to decline the
PIP, and therefore your signature is meaningless.
Whether you sign the PIP or not, you will probably be fired in time, unless
you get another job before the process gets to that point. Not signing it
doesn’t make it impossible for them to fire you. It only makes it somewhat
harder. So why is it harmful to sign it? You want two things. First, you
want time. The longer you have to look for a new job while being employed
the old company, the better. If your manager sees you as a risk of messy
termination, he’s more likely to let you leave on your own terms because it
generates minimal work for him. PIPs are humiliating and appear to be an
assertion of power, but they’re an exhausting slog for a manager. Second,
you want severance if you don’t find a job in time and do get fired.
Severance should never be your goal– non-executives don’t get large
severances, so it’s generally better for your career and life to get
another job– but you shouldn’t give that away for free.
There isn’t any upside to signing the PIP because, once one is presented,
the decision to fire has already been made. A manager who genuinely wants to
improve a person’s performance will communicate off the record. Once the
manager is “documenting”, the relationship’s over. Also, people very
rarely pass PIPs. Some people get the hint and leave, others fail and are
fired, and in the remainder of cases, the PIP is ruled “inconclusive”,
which means “not enough evidence to terminate at this time”. That’s not
exactly an endorsement. For a PIP to be passed would require HR to side with
the employee over management, and that will never happen. If the employee
is under the same manager in 6 months, there will be another PIP. If the
employee tries to move to another team, that will be almost impossible,
because a “passed” PIP doesn’t mean exoneration. The reputation for
instability created by a PIP lingers on for years. What I am essentially
saying here is that, once a PIP appears, you should not sign it for the sake
of maintaining a professional relationship. There is no relationship at
that point.
Signing the PIP means you don’t know how to play the termination endgame.
It means that you have no idea what’s happening to you, and you can be
taken advantage of.
This said, there’s a way of not signing it. If you appear to be declining
to sign out of bitterness or anger, that doesn’t work in your favor. Then
you come off as childish. Childish people are easy to get rid of: just put
them in increasingly ridiculous circumstances until they lose their cool and
fire themselves by doing something stupid, like throwing a stapler at
someone. The image you want to project is of a confident, capable adult–
one who will not sign the PIP, because he knows it’s not in his advantage
to do so, and who knows his rights under the law. This makes you
intimidating. You don’t want to frighten adversaries like this– a
frightened enemy is dangerous unpredictable– but you do want to intimidate
them, so they get out of your way.
There’s a lot more to say about PIPs, which are dishonestly named processes
since their real purpose is to create a paper trail to justify firing
someone. That I’ll cover in a future post. For now, I think I’ve covered
the most important PIP question. Don’t sign the fucking thing. Be
professional (that’s more intimidating than being bitter) but decline to
sign and, as fast as you can, get another job. If you see a PIP, moving on
is your job.
【在 s*********i 的大作中提到】
: manager说不好就不好么？难道没有一个公正的performance court可以争辩一下
s*i
31 楼
几个月前就有啊。
FacebookShare
directly
”
【在 T***1 的大作中提到】
: 原文居然没有了，只有一片转载了。建议仔细读三遍。
: https://www.linkedin.com/pulse/never-sign-pip-jack-tarantino
: Never Sign a PIP
: Jun 25, 2015215 views1 Like0 CommentsShare on LinkedInShare on FacebookShare
: on Twitter
: By Michael Church
: I alluded to this topic in Friday’s post, and now I’ll address it directly
: . This search query comes to my blog fairly often: “should I sign a PIP?”
: The answer is no.
: Why? Chances are, performance doesn’t mean what you think it does. Most
FacebookShare
directly
”
【在 T***1 的大作中提到】
: 原文居然没有了，只有一片转载了。建议仔细读三遍。
: https://www.linkedin.com/pulse/never-sign-pip-jack-tarantino
: Never Sign a PIP
: Jun 25, 2015215 views1 Like0 CommentsShare on LinkedInShare on FacebookShare
: on Twitter
: By Michael Church
: I alluded to this topic in Friday’s post, and now I’ll address it directly
: . This search query comes to my blog fairly often: “should I sign a PIP?”
: The answer is no.
: Why? Chances are, performance doesn’t mean what you think it does. Most
g*d
32 楼
已辞职！
一个大组里一定会出一个PIP的。我是绿卡背的人都还没有抽到H1，manager有点恻隐之
心就会给我PIP啊
我做operation还出一次COE组内通报（其实也是个背锅）项目也delay，没法说了，总
之好苦
认识一个中国人，在他们组就他一个中国人，是公民，他说他做的最好，但是项目也是
delay，他就PIP了
老板不好意思，就给了他很长的PIP时间让他找工作
一个大组里一定会出一个PIP的。我是绿卡背的人都还没有抽到H1，manager有点恻隐之
心就会给我PIP啊
我做operation还出一次COE组内通报（其实也是个背锅）项目也delay，没法说了，总
之好苦
认识一个中国人，在他们组就他一个中国人，是公民，他说他做的最好，但是项目也是
delay，他就PIP了
老板不好意思，就给了他很长的PIP时间让他找工作
x*1
33 楼
pat pat， 我看你是故意的。 经理看出你舍身取义。赔了多少relocation package？
j*3
34 楼
joke？你当资本家是慈善机构？因为人家opt要抽h1b，就把绿卡赶走？
资本家只会自身利益最大化
【在 g******d 的大作中提到】
: 已辞职！
: 一个大组里一定会出一个PIP的。我是绿卡背的人都还没有抽到H1，manager有点恻隐之
: 心就会给我PIP啊
: 我做operation还出一次COE组内通报（其实也是个背锅）项目也delay，没法说了，总
: 之好苦
: 认识一个中国人，在他们组就他一个中国人，是公民，他说他做的最好，但是项目也是
: delay，他就PIP了
: 老板不好意思，就给了他很长的PIP时间让他找工作
资本家只会自身利益最大化
【在 g******d 的大作中提到】
: 已辞职！
: 一个大组里一定会出一个PIP的。我是绿卡背的人都还没有抽到H1，manager有点恻隐之
: 心就会给我PIP啊
: 我做operation还出一次COE组内通报（其实也是个背锅）项目也delay，没法说了，总
: 之好苦
: 认识一个中国人，在他们组就他一个中国人，是公民，他说他做的最好，但是项目也是
: delay，他就PIP了
: 老板不好意思，就给了他很长的PIP时间让他找工作
j*3
35 楼
他的意思是，因为他是绿卡，所以赶他走，为了方便他们组别人抽h1b
x*1
36 楼
这哥们连一年都没待慢啊？ 估计4万sign on还得还回来。亚麻这个offer 结构真他妈
奇葩。 看上去18万，其实到手的也就base， relocate 和sign－on都要还
奇葩。 看上去18万，其实到手的也就base， relocate 和sign－on都要还
C*6
37 楼
还是还税前的。。
【在 x*******1 的大作中提到】
: 这哥们连一年都没待慢啊？ 估计4万sign on还得还回来。亚麻这个offer 结构真他妈
: 奇葩。 看上去18万，其实到手的也就base， relocate 和sign－on都要还
i*g
38 楼
税前？那好多。。。
【在 C****6 的大作中提到】
:
: 还是还税前的。。
【在 C****6 的大作中提到】
:
: 还是还税前的。。
T*e
39 楼
赶快静静心， 好好准备面试。拿几个大offers.
有绿卡就更不用怕了。
【在 g******d 的大作中提到】
: 已辞职！
: 一个大组里一定会出一个PIP的。我是绿卡背的人都还没有抽到H1，manager有点恻隐之
: 心就会给我PIP啊
: 我做operation还出一次COE组内通报（其实也是个背锅）项目也delay，没法说了，总
: 之好苦
: 认识一个中国人，在他们组就他一个中国人，是公民，他说他做的最好，但是项目也是
: delay，他就PIP了
: 老板不好意思，就给了他很长的PIP时间让他找工作
有绿卡就更不用怕了。
【在 g******d 的大作中提到】
: 已辞职！
: 一个大组里一定会出一个PIP的。我是绿卡背的人都还没有抽到H1，manager有点恻隐之
: 心就会给我PIP啊
: 我做operation还出一次COE组内通报（其实也是个背锅）项目也delay，没法说了，总
: 之好苦
: 认识一个中国人，在他们组就他一个中国人，是公民，他说他做的最好，但是项目也是
: delay，他就PIP了
: 老板不好意思，就给了他很长的PIP时间让他找工作
l*a
40 楼
这个A公司不是听说很缺人吗？
咋还大规模PIP?
【在 y****2 的大作中提到】
: 才半年多就PIP啊。。
: 2月annual performance之后， 大规模PIP啊
: 亚麻真是糟糕啊。
: PS: 。
咋还大规模PIP?
【在 y****2 的大作中提到】
: 才半年多就PIP啊。。
: 2月annual performance之后， 大规模PIP啊
: 亚麻真是糟糕啊。
: PS: 。
p*n
41 楼
lz不是说了么一个大组必须有个pip的。估计公司文化吧，操蛋。不过大组很大就是了
【在 l*****a 的大作中提到】
: 这个A公司不是听说很缺人吗？
: 咋还大规模PIP?
【在 l*****a 的大作中提到】
: 这个A公司不是听说很缺人吗？
: 咋还大规模PIP?
O*f
42 楼
顶楼主。牛人的牛B之处就是这三个字。
楼主经验满满又有卡，找工作不是难事。2个月内就能搞定新工作了吧。
【在 g******d 的大作中提到】
: 已辞职！
: 一个大组里一定会出一个PIP的。我是绿卡背的人都还没有抽到H1，manager有点恻隐之
: 心就会给我PIP啊
: 我做operation还出一次COE组内通报（其实也是个背锅）项目也delay，没法说了，总
: 之好苦
: 认识一个中国人，在他们组就他一个中国人，是公民，他说他做的最好，但是项目也是
: delay，他就PIP了
: 老板不好意思，就给了他很长的PIP时间让他找工作
楼主经验满满又有卡，找工作不是难事。2个月内就能搞定新工作了吧。
【在 g******d 的大作中提到】
: 已辞职！
: 一个大组里一定会出一个PIP的。我是绿卡背的人都还没有抽到H1，manager有点恻隐之
: 心就会给我PIP啊
: 我做operation还出一次COE组内通报（其实也是个背锅）项目也delay，没法说了，总
: 之好苦
: 认识一个中国人，在他们组就他一个中国人，是公民，他说他做的最好，但是项目也是
: delay，他就PIP了
: 老板不好意思，就给了他很长的PIP时间让他找工作
t*l
43 楼
这个属于被裁，不需要还吧。
【在 x*******1 的大作中提到】
: 这哥们连一年都没待慢啊？ 估计4万sign on还得还回来。亚麻这个offer 结构真他妈
: 奇葩。 看上去18万，其实到手的也就base， relocate 和sign－on都要还
【在 x*******1 的大作中提到】
: 这哥们连一年都没待慢啊？ 估计4万sign on还得还回来。亚麻这个offer 结构真他妈
: 奇葩。 看上去18万，其实到手的也就base， relocate 和sign－on都要还
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